INTRODUCTION TO THE COMPANY

C&S Electric Ltd. is amongst the leading suppliers of electrical equipment in India
and is India’s largest exporter of industrial switchgear. Its wide range of electrical and
electronic products find application in power generation, distribution, control,
protection and final consumption. C&S Electric is amongst the top 4 players in the LV
switchgear business & the market leader in the Power Busbar Business. In addition
the company also has product offerings for MV switchgear, Energy Efficient Lighting
solutions and Diesel Generating Sets. C&S Electric along with Solar EPC business,
also has an electrical contracting business which performs turnkey solutions for
industrial and commercial electrification, substations and power plants. C&S Electric
was also the 2nd company in India to design and execute a grid connected solar PV
power plant in India.

The business operations of C&S Electric are divided in the following strategic
business units (SBUs).

 LV Switchgear SBU
 Power Busbar SBU
 Protection and Measurement
 Devices SBU
 Lighting & Wiring Accessories SBU
 MV Switchgear SBU
 Diesel Gensets
 Electrical EPC SBU
 Solar EPC SBU

C&S employs over 4000 people including 400 engineers, and has 17 state-of-
the art manufacturing plants in India, Belgium & China. It has 23
sales/marketing offices across India and its products are exported to 83
countries. C&S Electric also has several joint venture companies.
 OUR VISION

 C&S shall be the most trusted, respected and preferred brand, for electrical
and electronic equipment that finds application in power generation,
distribution, control and final consumption.
 In its major businesses C&S shall not only command a domestic market share
ranging from 12% to 50% or more, but be known widely as the company
“closest to its customers”
 C&S products shall be used to manage power in India’s biggest industries, in
its highest buildings, in its most critical infrastructure and in millions of its
homes.
 The C&S name shall be recognized widely as a benchmark, and shall serve
as a role model and an inspiration to other Indian engineering products
companies.
 C&S shall be cited as a company that played an important role in making
“Made in India” a label that is trusted and respected the world over

OUR MISSION

 To create a unique alchemy of outstanding products, operational excellence,

path breaking customer service, and compelling marketing.
 To create and relish a vibrant workplace where employees are empowered,
cared for, developed, and most of all, provided unlimited opportunity to
discover their full potential.
 To continuously enhance our core technologies, and develop new world class
technologies and products to expand our offering to customers.
 To consolidate and strengthen our position as India’s largest exporter of
Industrial power distribution and control equipment.
 To earn a healthy return on investment for the shareholders.
 To everyday experience, the sheer joy of delighting our internal and external
customers, and to relish the thrill of participation in India’s infrastructure boom.

OUR VALUES

STRETCH FOR YOUR CUSTOMER

 Fully understand and fulfill needs of internal and external customers
 Do not tolerate mediocrity. Stretch, Excel and Exceed
BE FRANK, BE HONEST
 Be frank, fair and non-political and expect the same treatment for yourself
 Do not be afraid of conflict, when it is required and is just
BE OBSESSED WITH QUALITY
 Display attention to quality every single day, from the very top down, and from the
bottom up
 Remember and teach that small things lead to perfection, but perfection is not a
small thing
WORK HARD, SMART & SWIFT
 Nurture a culture of tenacity, perseverance and sheer hard work Be
innovative
 Opportunities to innovate are everywhere, everyday. Grab them
 Take responsibility for your own agenda and priorities
 Take some risks. If you are not making mistakes, you are not trying hard
enough
SUCCEED AS A TEAM AND AS AN INDIVIDUAL
 Strike a balance between people and task orientation
 Empower and delegate, but don't over delegate
DISCOVER YOUR STRENGTHS & THOSE OF OTHERS
 While we are bonded by shared values we must encourage and respect rich
diversity in skills, experiences, knowledge, talents and personal styles
 Success comes more from exploiting strengths than from overcoming
weaknesses

JOINT VENTURES
 C&S Himoinsa (P) Ltd., a 50:50 joint venture company of C&S Electric Ltd.,
India and Himoinsa, S.L. Murcia Spain, is the pioneer of Silent DG sets in
India.
C&S Electric is the India's leading electrical and electronic equipment
manufacturer & largest exporter of switchgear products. Himoinsa is a
renowned name worldwide in generating sets with more than 60% production
being exported across the globe, its installed annual capacity is 60,000 DG
sets of ratings 6~2500kVA.
C&S Himoinsa manufactures environment friendly generating sets from
10~2000kVA, suitable for small & medium Industries, Rice Mills, Cold
storages, Stone Crushers, Railways, Defence, Telecom, IT Segment,
Hospitals, Clinics, Schools, Colleges, Cinema Halls, Shopping Malls,
Residential Apartments etc.

DG Set Range:-
 Generating sets with Ashok Leyland powered engine series 10~500kVA
 Generating sets with Volvo Penta powered engine series 600~625kVA
 Generating sets with Perkins powered engine series 750~2000kVA

Salient Features:-
 Silent DG sets
 Fuel efficient
 International design
 Environmental friendly
 Low maintenance cost

MEDIUM VOLTAGE SWITCHGEAR

 3.6kV to 36kV Air Insulated Switchgear

 12kV & 24kV SF6 Insulated Ring Main Units
Medium Voltage Switchgear products are manufactured in state-of-the-art
production facility set up at Greater Noida in National Capital Region.
MV Switchgear products find use in growing market for Medium Voltage
Switchgear in India, both for primary and secondary distribution segments.
Primary distribution switchgear are used in power plants and heavy industries
likewise, secondary distribution switchgear are used in light industries and
distribution network of power utilities and real estate projects.
It would be worthwhile to state that we are one of the leading suppliers of
11kV & 22kV Ring Main Units to various power utilities in India and are
contributing in big way to strengthen the power distribution network in various
states in India. 
 Unrivalled product range, Unmatched quality, Unbeatable services RS
Components & Controls (India) Ltd. formed in 1994 is an Indo-British joint
venture between RS Components of U.K. and the Controls & Switchgear
Group of India. RS Components is the reputed global leader for distribution of
the widest range of Industrial products to Research & Development,
Maintenance and Prototype development engineers in all types of business
around the world. RS is the single source of over 2,00,000 products from
2000 leading supplier brands, for 1.8 million customers worldwide.
It fulfills small volume needs for a wide range of electrical, electronic,
mechanical, test & measurement and automation products. Through
catalogues, e-commerce and CD-ROMs, RS offers high service distribution
for all small volume purchases of industrial and technical products.

 Over 200,000 quality products

 2000 leading brand names
 Free door delivery within 48 hours (from Indian Stocks) & 7 days (from
International Warehouses)
 RS Branch network-18 Key locations across India
 Free technical support
 30,000 technical datasheet
 12 Months warranty
 Free 2000 page coloured catalogue - the engineers’ encyclopedia
 Simple products selection by catalogue or online
 Fast ordering options - by Phone / Fax / E-mail / online
 No minimum order value

MARKET SERVED

Industry    
 Power  Petrochemical  Metals
 Paper  F&B  Others
   
Buildings
 IT Parks  Hotels  Others
 Hospitals  Group
Housing
   
Infrastructur
e
 Railway  Telecom  Others
 Water  Airports
OEMs    
 Material Handling  Compressors  Machine Tools
 Lifts  Telecom Power  Others
Supplies
 
 
Homes
 Apartments    
 Villas
 
PAST, PRESENT, FUTURE

1966 Control Panels for Cranes & Lifts,

Steel & Petrochemicals Industry, Sugar
Centrifuges and sophisticated Machine
Tools.
1967 Manufacture of Line up Terminal Blocks,
Push Buttons & Pilot Lamps;
1968 Manufacture of Automatic & Synchronized
Road Traffic Signals and Systems;
1970 Manufacture of Shock hardened Marine
Switchgear Panels and Components for
the firstLeander class warship
manufactured in India at MDL-Bombay;
1972 Manufacture of Motor & Power Control
Centres for thermal, nuclear and hydro
electric 
power stations duly tested and approved
by CPRI;
1974 Manufacture of Fully Drawout Motor &
Power Control Centres for thermal,
nuclear and hydro power stations duly
tested and approved by CPRI;
Telephone Relays for the entire telephone
network in addition to ITI-Bangalore.
1980 Manufacture of Medium Voltage Isolated
and Segregated busbars and busducts for
thermal, hydro & nuclear power plants
from 250 MW – 1000 MW. Today, C&S is
the largest manufacturer of such
equipment in India and 2nd largest in the
world.
1982 Manufacture of full range of Air Circuit Breakers from
 630A – 6300A under technical collaboration with
Terasaki of Japan;
Introduction with first complete switchgear package
supplied, erected and commissioned by C&S to NTPC’s
Farrakha Super Thermal Power Project;
1983 Manufacture of full range of Modular Switches, Switch
Fuse Units and Load Break Switches and Fuses under
technical collaboration with Stromberg of Finland;
1984 Manufacture of complete world class range of
Contactors, Motor Starters, Push Buttons, Pilot Lamps in
joint venture originally with Telemecanique-France. Now
on our own with exports worldwide.
1990 Manufacture of full range of 500g Shock Hardened
Circuit Breakers and Switch Boards for the 1st Nuclear
Submarine of the Indian Navy under technical
collaboration with Whipp & Borne, U.K;
1991 Manufacture of full range of Protection Relays and Relay
Panels originally in joint venture with SEG-Germany.
Now on our own;

1993 Manufacture of full range of world class Terminal Blocks

and accessories with WAGO-Germany;

1994 Manufacture of full range of Brushless Alternators from

7.5 KVA to 5000 KVA in joint venture with AVK-
Germany;
2003 Manufacture of full range of Packaged Sound Proof
Diesel Gensets from 7.5 KVA – 2500 KVA in joint
venture with Himoinsa of Spain;
2004 Manufacture of Comprehensive range of world class
Lighting Accessories, Modular Switches, Plugs &
Sockets etc. originally in joint venture with GEWISS-
 Italy. Now on our own.
2007 Manufacture of full range of Medium Voltage Switchgear,
Circuit Breakers, RMUs & Switchboards in joint venture
with EFACEC of Portugal.

2011 Entry into Solar power by successfully installing and

synchronizing our own 1 MW PV Solar Power Plant in
the State of Haryana thereby providing C&S an excellent
base to tap the Solar Power plants EPC Business
portfolio in the domain of clean energy in the future. In
this year, C&S acquired Netherland based Etacom, with
this acquisition C&S Electric offers the widest range of
Power Busbars amongst any manufacturer in the world.
2014 Acquires 50% shareholding of Efacec in Medium Voltage
joint venture and merged the business into the main
C&S Electric Limited entity.

CSR & EHS

Save Carbon Foot Print

Just reducing AC temperature by 20 will help in saving a lot of carbon
footprint. Reducing temperature will help in saving energy & reducing your
electricity bill.
World Environment Day
World Environment Day is commemorated every year on June 5 to promote
awareness on the importance of preserving our biodiversity. It also aims to
identify issues related to environment and ways to take corrective action. All
the employees of C&S took pledge to give back to Mother Nature. Programs
were conducted at factories, offices & Project (EPC) sites of C&S Electric
 Limited. 

INTRODUCTION TO THE TOPIC

TRAINING AND DEVELOPMENT IN C&S Electric Ltd.

In the field of human resource management, training and development is the field
concerned with organizational activity aimed at bettering the performance of individuals
and groups inorganizational settings. It has been known by several names, including
employee development, human resource development, and learning and development

Harrison observes that the name was endlessly debated by the Chartered Institute of
Personnel and Development during its review of professional standards in 1999/2000.
“Employee Development” was seen as too evocative of the master-slave relationship
between employer and employee for those who refer to their employees as “partners” or
“associates” to be comfortable with. “Human Resource Development” was rejected by
academics, who objected to the idea that people were “resources” — an idea that they felt
to be demeaning to the individual. Eventually, the CIPD settled upon “Learning and
Development”, although that was itself not free from problems, “learning” being an
overgeneral and ambiguous name. Moreover, the field is still widely known by the other
names.

Training and development encompasses three main activities: training, education, and
development. Garavan, Costine, and Heraty, of the Irish Institute of Training and
Development, note that these ideas are often considered to be synonymous. However, to
practitioners, they encompass three separate, although interrelated, activities:

Training:
This activity is both focused upon, and evaluated against, the job that an individual currently
holds.

Education:
This activity focuses upon the jobs that an individual may potentially hold in the future, and
is evaluated against those jobs.

Development:
This activity focuses upon the activities that the organization employing the individual, or
that the individual is part of, may partake in the future, and is almost impossible to evaluate.
The “stakeholders” in training and development are categorized into several classes. The
sponsors of training and development are senior managers. The clients of training and
development are business planners. Line managers are responsible for coaching, resources,
and performance. The participants are those who actually undergo the processes. The
facilitators are Human Resource Management staff. And the providers are specialists in the
field. Each of these groups has its own agenda and motivations, which sometimes conflict
with the agendas and motivations of the others.

The conflicts are the best part of career consequences are those that take place between
employees and their bosses. The number one reason people leave their jobs is conflict with
their bosses. And yet, as author, workplace relationship authority, and executive coach, Dr.
John Hoover points out, “Tempting as it is, nobody ever enhanced his or her career by
making the boss look stupid.” Training an employee to get along well with authority and
with people who entertain diverse points of view is one of the best guarantees of long-term
success. Talent, knowledge, and skill alone won’t compensate for a sour relationship with a
superior, peer, or customer.

IMPORTANCE OF TRAINING AND DEVELOPMENT

• OPTIMUM UTILIZATION OF HUMAN RESOURCES- Training and development helps in

optimizing the utilization of human resource that further helps the employee to
achieve the organizational goals as well as their individual’s goals.

• DEVELOPMENT OF HUMAN RESOURCE- Training and development helps to provide

an opportunity and broad structure for the development of human resources
technical and behavioral skills in an organization. It also helps the employees in
attaining personal growth.

• DEVELOPMENT OF SKILLS OF EMPLOYEES- Training and development helps in

increasing the job knowledge and skill of employees at each level. It helps to expand
the horizons of human intellect and an overall personality of the employees.

• ORGANISATION CLIMATE: Organizational climate, on the other hand, is often defined as

the recurring patterns of behavior, attitudes and feelings that characterize life in
the organization, while an organization culture tends to be deep and stable. 

• QUALITY

• HEALTHY WORK-ENVIRONMENT.

• HEALTH AND SAFETY.

METHODS OF TRAINING
There are various methods of training, which can be divided in to cognitive and behavioral
methods. Trainers need to understand the pros and cons of each method, also its impact on
trainees keeping their background and skills in mind before giving training. The various
methods that come under cognitive approach are:

LECTURE- A method training

It is one of the oldest methods of training. This method is used to create understanding of a
topic or to influence behavior, attitudes through lecture. A lecture can be in printed or oral
form. Lecture is telling someone about something.

Demonstration training method

This method is a visual display of how something works or how to do something. As an

example, trainer shows the trainees how to perform or how to do the tasks of the job. In
order to be more effective, demonstration method should be accompanied by the
discussion or lecture method.

Discussion training method

This method uses a lecture to provide the learners with context that is supported,
elaborated, explain, or expanded on through interactions both among the trainees and
between the trainer and the trainees.
The discussion method consists a two-way flow of communication i.e. knowledge in the
form of lecture is communicated to trainees, and then understanding is conveyed back by
trainees to trainer.

Computer based training

With the world-wide expansion of companies and changing technologies, the demands for
knowledge and skilled employees have increased more than ever, which in turns, is putting
pressure on HR department to provide training at lower costs. Many organizations are now
implementing CBT as an alternative to classroom based training to accomplish those goals.
Behavioral methods are more of giving practical training to the trainees. The various
methods under behavioral approach allow the trainee to behave in real fashion. These
methods are best used for skill development.

The various methods that come under behavioral approach are:

• GAMES AND STIMULATION

 BEHAVIOR-MODELING

 BUSINESS GAMES

 CASE STUDIES

 EQUIPMENT STIMULATORS

 IN-BASKET TECHNIQUE

 ROLE PLAY

ON THE JOB TRAINING-

There are many management development techniques that an employees can take in off
the job. The few popular methods are:

 SENSITIVITY TRAINING

 TRANSACTIONAL ANALYSIS

 STRAIGHT LECTURE/ LECTURES

 SIMULATION EXERCISE

TRAINING AND DEVELOPMENT METHOD ADOPTED BY C&S Electric LTD.

The training methods which are generally used in an organization are classified into two i.e

1-ON THE JOB: On the job training places the employees in an actual work situation and
makes them appear to be immediately productive. It is learning by doing. For jobs, that
either are difficult to simulate or can be learn quickly by watching and doing on-the job
training makes sense.

2- OFF THE JOB: Off-the-job training covers a number of techniques classroom lectures,
films, demonstration, case studies and other simulation exercises, and programmed
instruction.

INPUTS IN TRAINING AND DEVELOPMENTS IN C&S Electric LTD.

Any training and development program must contain inputs which enable the participants
to gain skills, learn theoretical concepts and help acquire vision to look into distant future. In
addition to these, there is a need to impart ethical orientation, emphasize on attitudinal
changes and stress upon decision-making and problem-solving abilities.

Skills

Training, as was stated earlier, is imparting skills to employees. A worker needs skills to
operate machines, and use other equipments with least damage or scrap. This is a basic skill
without which the operator will not be able to function. There is also the need for motor
skills. Motor skills refer to performance of specific physical activities. These skills involve
training to move various parts of one’s body in response to certain external and internal
stimuli. Common motor skills include walking, riding a bicycle, tying a shoelace, throwing a
ball and driving a car. Motor skills are needed for all employees – from the clerk to the
general manager. Employees, particularly supervisors and executives, need interpersonal
skills popular known as the people skills. Interpersonal skills are needed to understand one
self and others better, and act accordingly. Examples of interpersonal skills include listening,
persuading, and showing an understanding of others’ feelings.

Education
The main purpose of lumax industries is to provide education to teach theoretical concepts
and develop a sense of reasoning and judgment. That any training and development
program must contain an element of education is well understood by HR specialist. Any such
program has university professors as resource persons to enlighten participants about
theoretical knowledge of the topic proposed to be discussed. In fact organizations depute or
encourage employees to do courses on a part time basis. Chief Executive Officers (CEO’s) are
known to attend refresher courses conducted by business schools. Education is important
for managers and executives than for lower-cad reorders.

Development

Another component of a training and development is development which is less skill

oriented but stressed on knowledge. Knowledge about business environment, management
principles and techniques, human relations, specific industry analysis and the like is useful
for better management of the company.

Ethics

There is need for imparting greater ethical orientation to a training and development
program. There is no denial of the fact that ethics are largely ignored in businesses.
Unethical practices abound in marketing, finance and production function in an
organization. They are less see and talked about in the personnel function. If the production,
finance and marketing personnel indulge in unethical practices the fault rests on the HR
manager. It is his/her duty to enlighten all the employees in the organization about the need
of ethical behavior.
How Training Benefits C&S Electric LTD.

• Leads to improved profitability and/or more positive attitudes towards profit

orientation.

• Improves the job knowledge and skills at all levels of the organization

• Improves the morale of the workforce.

• Helps people identify with organizational goals.

• Helps create a better corporate image.

• Fosters authenticity, openness and trust.

• Improves relationship between boss and subordinate.

• Aids in organizational development.

• Learns from the trainee

• Helps prepare guidelines for work.

• Aids in understanding and carrying out organizational policies.

• Provides information for future needs in all areas of the organization.

• Organization gets more effective decision-making and problem-solving skill.

• Aids in increasing productivity and/or quality of work.

• Helps keep costs down in many areas, e.g. production, personnel, administration,
etc.

• Develops a sense of responsibility to the organization for being competent and

knowledgeable.

• Improves Labour-management relations.

• Reduces outside consulting costs by utilizing competent internal consultation.

• Stimulates preventive management as opposed to putting out fires.

• Eliminates suboptimal behavior (such as hiding tools).

• Creates an appropriate climate for growth, communication.

• Aids in improving organizational communication.