CHAPTER-I

INTRODUCTION

1
 INTRODUCTION

Training has become a major growth industry in recent years. Every

organization needs to have well trained and experienced people to perform the
activities that have to be done .In rapidly changing society employee training is not
only an activity that is desirable but also an activity that an organization must
commit resources to ,if it is to maintain a viable and knowledge workforce.

Planned development training programme will return values to the

organization in terms of increased productivity, heightened morale, reduced costs
and greater organizational stability and flexibility to adapt to changing external
requirements. Such programmes and assignments that can add up to lifelong careers.
Training is a learning experience which seeks a relatively permanent change in an
individual that will improve his or her ability to perform the job.

We typically say training can involve the changing of skills, knowledge,

attitudes or social behavior. It may mean changing what employees know, how they
work or their interactions with their co-workers or their supervisors. Training is the
systematic development of the knowledge, skills and attitudes required by an
individual to perform adequately a given task or jobs. Training can involve learning
of various kinds and in various situations i.e. on the job, off the job, in the company
or outside the company. It can involve the use of many techniques like
demonstration, practice, coaching guided reading, lectures, discussions, case studies,
role playing, assignments, projects, group exercises, programmed learning,
seminars, workshops, games, quizzes etc., These techniques can be deployed by
many people, specially by company Trainers, Managers, Supervisors, colleagues or
External Trainers and Educationists.

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 In this organization most of the employees are interested to adopt the
workshops in the training methods apart the on the job training, There is healthy
relationship between the peers, subordinates, superiors, In this organization
maximum no of employees are agree with the management considering their ideas
and suggestions on some occasions only, In this organization maximum no of
employees are satisfied with the recognition they get from their work, In this
organization training programs will help the employees in achieving both individual
goals and organization goals.

In NTPC training programs are conducted depend on requirement also, In this

organization maximum no of employees are satisfied with the training program
conducted by NTPC, Employers are gained knowledge at work place after attending
the training Program, In this organization training programs will help the new
comers in order to get, Accustomed to the organization culture, In the organization
the training boost up the self-morale and discipline at, Work Place.

For new joiners in organizations training method are conducted like coaching’s
and besides orientation programs, According to NTPC training policy, training
target of 7 man days of training but they are selecting employees randomly, as such
some of the employees are not able to cover training 7 man days, Employees are not
at all satisfied with training need analysis (TNA), In NTPC employees are not
satisfied with skill based training programmes.

3
NEED AND SCHOPE THE STUDY:

The effectiveness of the organization depends on quality of the manpower.

In this globalize business environment, where changes are only the permanent
feature of the organization, the need is to focus on enhancing the competencies of
the employees this can be done only when the organization provide effective
training development programs. In this scenario a study of training and
development programs assume greater importance in influencing the effectiveness
of any organization.

Scope of study is confined to training and development programs offered by

the company to the executives in various departments like CHP, ADM, and
CONTROL ROOMS. Further an attempt is make by gathering some information
about Training and Development programs offered by NTPC and with a view how
training needs are satisfied.

OBJECTIVES OF THE STUDY:

 To study more about training facilities provided by the organization.

 To acquire specific knowledge, skills, and attitude useful for performance and
personality development through training.
 How to improve prospectus for career development through training.
 To asses the effectiveness of the training programs.

SOURCES OF DATA:

 Primary Data
 Secondary Data

4
Primary Data:

The Data regarding the topic, on "Effectiveness of TNA " for employees in
the organization are collected from the Training Manager. This data was collected
on the Questionnaire, the procedure executing on " Effectiveness of TNA " was
gathered through discussions and also on observations.
Secondary Data:

The Secondary data i.e. establishment location etc. were collected from the
management annual reports, journals, information Brochures etc.

BOOKS:

 Mammoria C.B. (2000), Personnel Management‖, Himalaya Publishing

House.

 Chhabra T. N. (2002), Human Resource Management‖, Dhanpat Rai & Co.

(P) Ltd.

 Cornelius Nelarine, (2000), Human Resource Management‖.

WEBSITES:

 www.ntpc.co.in

 hrnet@cornell.edu (human resources)

 bpr-l@duticai.twi.tudelft.nl (business process reengineering)

LIMITATIONS:
Data collected is confined to NATIONAL THERMAL POWER
CORPORATION, Secunderabad only, the study is limited to Training Programmes,
The sample chosen for the study was just 50 out of 250 by not disturbing their work
which was strictly in compliance with the company rules and regulations.

5
 As the Employees are busy with their hectic work, interview was conducted
in fragments, whenever they were free. As a result the string of continuity was lost
and this could have affected their style of answering, It was not possible to collect
information from all the employees in the Organization, Human beings tend to
behave artificially particularly, this happens particularly when they are observed or
interviewed. This might have distorted the findings to some extent

METHODOLOGY:
In any study of research a proper reason of analysis is essential for reaching
the goal or an effective solution to the problem. This reasoning can be done in a
research study with the help of research methodology. Research methodology is a
way to systematically solve the problem. It may be understood as a science of
studying how research is done scientifically. The present study is on ―TRAINING
& DEVELOPMENT PROGRAMMES AT NTPC LIMITED‖. The research was
done to find out whether the company is providing the Training Programmes to
employees which are useful to set the goals to achieve their objectives.

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 CHAPTER-II

COMPANY PROFILE

7
 INTRODUCTION

JOURNEY TOWARDS EXCELLENCE: Established in 1975, NTPC Limited, a premier

Public Sector Enterprise, is India's largest power utility with an installed capacity of 29,394
MW through 26 power stations including stations operated under Joint Venture Companies.
NTPC has emerged as an Integrated Power Major with presence in Hydro Power, Coal
mining, Oil & Gas exploration, Power Distribution & Trading and also plans to enter into
nuclear power development. NTPC plans to become a 50,000 MW Company by 2012 and
75,000 MW plus Company by 2017.

STRATEGIC INITIATIVES: NTPC has acquired 44.6% equity stake in Transformers

and Electricals Kerala Ltd. (TELK) for manufacturing of Transformers. As part of
globalization initiatives, NTPC plans to construct and operate thermal power plants in
overseas market. NTPC has signed an MOU with Nigeria for supply of LNG. NTPC in turn
shall set up & operate 500 MW coal based and 700 MW gas based power plant in Nigeria.
The company has also signed an MOU for setting up of a 500 MW coal based power plant
in Sri Lanka.

POWER PERFORMANCE: Highest ever generation of 200.86 billion units.

• Highest ever capacity utilization (PLF) of 92.24% in coal-based power plants.
• Net profit after tax of Rs. 71,293 million.
• New national record of 559 days of uninterrupted running set by Unit # 3 of
Vindhyachal Super Thermal Power Station.
• Paid a dividend of 27%.

INTEGRATED POWER MAJOR:

• NTPC Electric Supply Company Ltd., (NESCL) formed as a subsidiary company to take
up power distribution activities. NESCL has started the process of implementation of
Accelerated Rural Electrification Program in West Bengal.
• NTPC Vidyut Vapor Nigam Ltd. has been formed as a subsidiary company for power
trading. NVVN transacted business of 3325 MUs in 2007-08.
• Entered the coal mining business and has been allotted 6 coal mining blocks.

8
• NTPC has got the approval for Mining Plan of 15 MTPA for its first coal mining project
at Pakri Barwadih. It is the largest ever capacity planned, in the very first phase, in a
single mine in the country.
• NTPC has also signed a MoU with CIL and SCCL for formation of Joint Ventures to
undertake development, Operation 8 Maintenance of coal blocks and integrated coal -
based power plants.
• MoU signed with BEML for joint business development in the field of contract coal
mining.
• Consortium comprising NTPC, Canoro and Geopetrol has been allotted an oil
exploration
block in Arunachal Pradesh.
• MoU signed with Ministry of Railways for setting up power plant of 1000 MW at
Nabinagar in Bihar. Project approved by CCEA.
• MoU signed with ADB for establishment of power generation of about 500 MW through
Renewable Energy sources.
• MoU signed with BHEL for taking up EPC jobs together.

FORAY INTO HYDRO SECTOR:

• NTPC has been giving increased thrust to hydro development for a balanced portfolio
for long term sustainability, 1920 MW under implementation at Koldam (800 MW),
Loharinag Pala (600 MW) and Tapovan Vishnugad (520 MW)
• NTPC Hydro Ltd. incorporated as a subsidiary company to take up small hydro projects.
Presently, the projects planned for implementation are Lata Tapovan (171 MW),
Uttarakhand and Rammam III (120 MW), West Bengal
• MoU signed with Arunachal Pradesh for implementation of two Hydro Projects Etalin
(4000 MW) and Attunli (500 MW)

9
 INDUSTRY PROFILE
POWER INDUSTRY:
The critical role played by the power industry in the economic progress of a country has to
be emphasized. A self sufficient power industry is vital for a nation to achieve economic
stability.
As per leading market research firm RNCOS (2008) report on Indian Power Sector
Analysis more than 64% of India’s total installed capacity is contributed by thermal power.
Significant jump in unit size and steam parameters will result in higher efficiencies and
better economics for the Indian power sector.
Western region accounts for largest share (30.09%) of the installed power in India followed
by Southern region with 27.76%.
Unbalanced growth remains the cause of concern for the Indian power sector. Only about
56% of households have access to electricity, with the rural access being 44% and urban
access about 82%.
Non Renewable Energy
Coal
It is the most easily available fossil fuel in the world. It is mostly carbon and is used as a
combustion fuel, especially after the Industrial Revolution. Coal can further be divided into
lignite, bituminous and anthracite. Lignite and Bituminous have lesser percentage of carbon
and therefore burn faster. They are not environmentally friendly, Whereas Anthracite has
about 98% carbon and therefore burns slowly and is more environmentally friendly. Coal
can be found in both underground mines and open mines.
Though Petroleum gained prominence through the 20th century, coal still continues to be
the most used raw material for power generation.
Oil and Gas
Oil and Gas is mostly found in underground rocks. Millions of years ago when plants and
animals died, they got buried in layers of mud and sand. The earth's crust changed its shape
and put immense pressure and heat on the dead plants and animals. Over a period of time,
the energy in those plants and animals changed into hydrocarbon liquids and gases. They
then turned into chemicals called hydrocarbons .Most of the hydrocarbons is found under
the sea bed. Oil has a disastrous effect on the environment and many scientists believe the
main reason for global warming. Natural gas is usually found near a source of oil. It is a
mixture of light hydrocarbons. It is lighter than air and is odorless. It is therefore mixed

10
 with a chemical that gives it a strong odour and thereby easy to detect in case of a leak. It is
the cleanest burning fossil fuel.
Renewable Energy
Because of the environmentally disastrous effect of non renewable energy, an alternate
source of energy which would not pollute the environment and which can also be renewed
was tapped. They are known as renewable energy. The various types of renewable energy
are
Hydro Power
It is the one of the best, cheapest and cleanest source of power, though large dams could
have environmental and social repercussions. In view of these problems associated with
larger dams, experts have advocated the construction of smaller dams. New environmental
laws to safeguard the planet from the effects of global warming have made smaller
hydropower projects more viable.
Southern region remains the dominant region in renewable energy source accounting for
more than 57% of the total renewable energy installed capacity.
Key players currently operating in the Indian power sector are National Thermal Power
Corporation Limited, Nuclear Power Corporation of India Limited, North Eastern Electric
Power Corporation Limited, Power Grid Corporation of India, Tata Power, etc.
SIZE
The total installed capacity in India is calculated to be 145,554.97 mega watts, out of which
75,837.93 mega watts (52.5%) is from State, 48,470.99 mega watt (34%) from Centre, and
21,246.05 mega watts (13.5%) is from Private sector initiative.
 Generation capacity of 141 GW; 663 billion units produced (1 unit = 1kwh)-January
2008. CAGR of 5% over the last 5 years
 India has the fifth largest electricity generation capacity in the world. Low per capita
consumption at 631 units; less than half of China
 Transmission & Distribution network of 6.6 million circuit km - the third largest in the
world
 Coal fired plants constitute 54% of the installed generation capacity, followed by 25%
from hydel power, 10% gas based, 3% from nuclear energy and 8% from renewable
sources

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 PROFILE OF NTPC LIMITED

ORIGIN OF NTPC: NTPC Ltd. was incorporated on 7 th November 1975 in the central
sector as a power generating company, with the objective of planning and organizing as
integrated development of thermal power in the country
.
ABOUT NTPC:
The trust of National growth after independence was laid on the industrial

development by adopting mixed economy, where state played pre-dominant role as an

investor, entrepreneur, and regulator for industries in core sectors. E.g.: Steel, Coal,

Fertilizer, Petroleum, and Power. The areas reserved for public sector and the industries

developed in a protected environment.

National thermal power corporation (NTPC) is the major power utility generating over one

fourth of the total thermal power in the country. The corporation has established its

credentials over a period of more then two decades and is maintaining its impeccable record

by consistency generating reliable and quality power.

U.K has ranked NTPC as the sixth largest company in the world in terms of thermal

generation and second most efficient in capacity utilization in the basis 1999 data. During

the year 1999-2000 NTPC stations generated 1,18.676 (MU) of electricity, which is

approximately 23% of the total generation and 30% of the total thermal generation in the

country.

NTPC today has an impressive record of accomplishment and installed capacity of

1,19,435(MW) with its eleven coal based and six gases based combined cycle. Thermal

plants spread all over India. NTPC contribution to overall growth of the countries power

sector can be seen from the fact that out of the eight-plan target of 5002MW and for the

tenth plan target of 5002 MW is assigned to NTPC.

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LOCATION:

The 2600MW Ramagundam super thermal project is located in Karimnagar

district of Andhra Pradesh south of river Godavari. The project linked to the south

Godavari coalfield or the Singareni Collieries. In addition to the capacity of 500MW in

Ramagundam stage-III have commissioned increasing the total capacity to 2600MW as on

APR/MAY 2006.

NTPC ACTIVITIES:
 Planning & investigation of new site preparation of feasibility prospect report & the

designing as well as engineering of power stations.

 NTPC is also managing Badarpur Thermal power station (705MW) of Govt. of

India in Delhi.

 Operation & maintenance of power stations.

 Research & development in area relate to power generation.

 NTPC also bagged a turnkey contract for the construction of 21 sub-stations from

Nepal electricity authority.

 The Research & Development of NTPC has been instrumental

 Enhancing the reliability of plant & equipment.

CORPORATE OBJECTIVES:
 To add generation capacity within prescribed time and cost to operate & maintain

power stations at high availability ensuring minimum cost of generation. It has

planned massive growth to make itself 50,000MW Company by 2012.

 To function as a responsible corporate citizen & discharge social responsibility in

object of environment protection & rehabilitation. The corporation will strive to

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 utilize the ash produced as its stations to the maximum extent possible through

production of ash bricks, building material etc.

 To adopt appropriate human resource development policy leading to creation of

team of motivated & competent power professionals. To introduce, assimilate &

attain self-sufficiency in technology, acquire expertise n utility management.

Practices & to disseminate knowledge essentially as contribution to other

constituents of the power sector in the country.

 To develop search and development (R& D) for achieving improved plant

reliability.

 To expand the consultancy operations & to participate in ventures aboard.

 To add generating capacity within prescribed time and cost.

 To expand the constancy operations and to participate ventures abroad.

 To maintain the financial soundness of the company by managing the financial

operations in accordance with good commercial utility practices.

 To operate and maintain power stations as high availability ensuring minimum cost

of generation

VISION & MISSION STATEMENT

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VISION:
“A world class integrated power major, powering India’s growth, with increasing global
presence.”

MISSION:
“Develop and provide reliable power, related products and services at competitive prices,
integrated multiple energy sources with innovative and eco-friendly technologies and
contribute to society.”
CORE VALUES – BCOMIT
B – Business Ethics
C – Customer Focus (External & Internal)
O – Organizational & Professional Pride
M – Mutual Respect & Trust
I – Innovation & Speed
T – Total Quality for Excellenc

BACKGROUND OF NTPC:

NTPC –“a global giant in power sector.” NTPC Limited is the largest power generating
company of India. A public sector company, it was incorporated in the year 1975 to
accelerate power development in the country as a wholly owned company of the
Government of India. At present, Government of India holds 89.5% of the total equity
shares of the company & the balance 10.5% is held by FIIs, Domestic Banks, Public and
others. Today, it has emerged as an ‘Integrated Power Major’, with a significant
presence in the entire value chain of power generation business.
Based on 1998 data, carried out by Data monitor UK, an ISO
9001:2000 certified company, NTPC is the 6th largest in terms of thermal power generation
& the second most efficient in terms of capacity utilization amongst the thermal utilities in
the world.Within a span of 33 years, NTPC has emerged as a truly national power

15
company, with power generating facilities in all the major regions of the country. Driven by
its vision to lead, it has charted out an ambitious growth plan of becoming a 75000 MW
plus company by 2017.

ACHIEVEMENTS:

Recognizing its excellent performance and vast potential, Government of the

India has identified NTPC as one of the jewels of Public Sector 'MAHARATNA'- a
potential global giant.

A) NTPC ranked 317th in the ‘2009, Forbes Global 2000’ ranking of the World’s
biggest companies.
B) NTPC has been rated as one of the top most “Best Employer” of the country for the
year 2003, 2004 & 2005 in a row.

C) It has also been rated as one of the “Best Companies to Work for in India” by
Mercer HR Consulting- Business Today Survey 2004, it has developed into a
multi-location and multi-fuel company over the past three decades.

D) NTPC has been awarded No.1, Best Workplace in India among large
organizations for the year 2008, by the Great Places to Work Institute, India
Chapter in collaboration with The Economic Times.

E) Leadership Award for CMD, NTPC in the 4th Global Leadership Summit by Amity
University for Sectoral Excellence in Power industry for his outstanding
contribution to the growth of Indian business & bringing glory to the country
through his pioneering leadership.

F) Ranked #1 independent power producer in Asia in the THIRD ANNUAL PLATTS

TOP 250 GLOBAL ENERGY COMPANY AWARDS 2008 for outstanding
Global financial & Industrial performance at the award ceremony in Singapore.
The corporation has been simultaneously ranked #15, overall in Asia amongst the
energy companies.

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 G) NTPC’s excellence in executing power projects & its initiative in Decentralized
Distributed Power Generation has been recognized and awarded at IEEMA Power
Awards 2008.

H) NTPC Vindhyachal Stage-III (2x 500MW) has been conferred the IPMA SILVER
MEDAL for Project Excellence by International Project Management Association,
at the IPMA Congress, held in Rome, Italy, for implementation of project in
recordtime & achieving excellent environmental, economic performance and
giving outstanding support to the local community.

Some major awards given to the Company in the areas of environment management &
Corporate Social Responsibility include:

 US Environment Protection Agency’s ‘Climate Protection Award’ for the year 2003
won by NTPC’s Centre for Power Efficiency & Environmental Protection
(CenPEEP).
 The ‘Climate Technology Initiative (CTI) Award’ by CTI, an initiative of the
International Energy Agency (IEA) & OECD countries also won by CenPEEP.
 ‘ICC – UNEP World Summit Business Award for sustainable Development
Partnership’ for promoting Sustainable Energy Development.
 The ‘Platts Global Energy Award for Community Development’ as the best
organization in ‘Community Development’.
 ‘Shell Helen Keller Award 2002’ given by the National Centre for Promotion of
Employment for Disabled People. TERI’s ‘Corporate Social Responsibility Award’
for year 2003.

 TERI’s ‘Corporate Social Responsibility Award’ for year 2003

17
 Location of NTPC Plants:

NTPC’s HR Vision

“To enable our people to be a family of committed world class professionals

making NTPC a learning organization.”

GOALS:

Enhance organizational performance and commitment of employees by recognizing and

rewarding high performance

• Build a competency based organization

• Institutionalize core values and create a culture of team-building, empowerment,
equity, innovation and openness which would motivate employees and enable
achievement of strategic objectives
• To be a preferred employer in order to attract and retain world class talent.

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Human Resources

NTPC believes in achieving organizational excellence through Human Resources

and follows "People First" approach to leverage the potential of its 24,500 employees to
fulfill its business plans. 'People before PLF (Plant Load Factor)' is the guiding philosophy
behind the entire gamut of HR policies at NTPC. NTPC are strongly committed to the
development and growth of all our employees as individuals and not just as
employees.

Employee development and growth

ROLE OF HUMAN RESOURCE IN NTPC

Facilitating CSR- NTPC has formulated a comprehensive Corporate Social
Responsibility- Community Development (CSR-CD) policy to take up social programs in a
systematic manner.
Facilitating Good Governance- It involves two aspects of the organization- Hard
and Soft. “Hard” aspect includes designing the organizational architecture, delegation of
power etc. so as to allow for maximum speed in working, empowerment, innovation etc.
“Soft” aspect includes Vision, Mission, Values and their actualization, culture building,
strengthening internal communication system etc. so as to create an enabling environment
for full actualization of individual potential as well as team potential.
Sound Customer Relationship- The foundation for development lies on establishing
peace and harmony in the organization through establishing good customer relationship i.e.
relationship with internal as well as external customers. A number of participative forum

19
have been created at unit, region and corporate levels for information sharing, consultation
and finally joint decision making with the representatives of employees.
Based on the four building blocks of HR i.e. building Competence, Commitment,
Culture and Systems, HR function will achieve creating Learning organization by
performing roles of-
1. Systems Designer-Designing HR systems & HR strategies for achieving its business
goals and realizing its business strategy. HR professionals have to assess and articulate the
needs explicit or implicit of the employees as well as the organization and develop
appropriate systems to fulfill those needs.
2. Internal Consultant-Act as Internal consultant to Line Managers and equip them with
people skills for effective implementation of HR systems in their departments/units. A
number of such enabling systems have been created such as HR ambassador, Training
coordinators, QC facilitators, Mentors, Assessors, HR for Line Managers workshops etc.
3. Systems Monitor- HR department constantly monitors whether HR processes are
delivering in terms of fulfilling the intended objectives. It is being done through constant
reviews, HRIS, EDIS etc.
4. Impact Assessor-HR measures the effectiveness of HR systems/processes, the value they
have created and show how HR adds value and helps organization to achieve its goals
through undertaking various introspection studies such as Organization Climate survey,
Best Employer Survey, Vidya (Educational audit), e-darpan etc.

TRAINING SYSTEM IN NTPC

NTPC Training policy:

NTPC is an enterprise of Central Government. Therefore NTPC follows the policy
which is framed by Central Government.
The training policy of NTPC says that "Every employee should be given training for
seven days every year". This policy is same that of Government.

TRAINING Strategy in NTPC:

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 NTPC follows its own training strategy. NTPC is giving effective training to the
employees to improve their skills and knowledge. And apply the learning for developing
the organization.

NTPC is proving different types of training according to the needs of employees

after analyzing their needs.
Training offered in NTPC may be classified in many ways as follows:
1. Pre-employment training.
2. Post-employment training.

Out of these two types of training, pre-employment training is meant for new recruits of
NTPC.
The pre-employing training will be given for one year.
Pre-Employment Training: As the name indicates that it is a training one should
undergo before employment. Before a candidate is recruited or employed in a regular
post he/she will gain sufficient knowledge about the work and role.
The pre-employment training will be given three divisions.
a) Artesian training
b) Training for engineering diploma holders.
c) Training for executive trainees.
ARTISAN TRAINING:
This training will be given for one year to ITI certificate holders who are recruited as
artesian trainees. This training will be given for knowing about the company and basic
skills.
TRAINING FOR ENGINEERING DIPLOMA HOLDERS:
This type training is also given to the new recruits who hold Engineering Diploma
Certificate. After one year training the new recruits will be absorbed as Supervisors.
This training will be very much useful in better way to the engineering candidates to work
well as supervisors.
TRAINING FOR EXECUTIVE TRAINEES:
This training is given for one year to the new recruits who are Engineering
Graduates and also those who have qualification in Finance Management, Human Resource
Management, Information Technology and Chemistry.This training is given to the
executives to learn the Organization and their areas of work.
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POST-EMPLOYMENT TRAINING:
This is the second type of training strategy followed by NTPC. The post-
employment training consists of three different categories of training and given to the
regular employees.
The training is given to the regular employees after analyzing their needs. Training needs
survey is conducted for this purpose.
According to the needs of the employees NTPC is providing three types of training which
are:
a) In-house training
b) In-company training
c) External training
These trainings are provided as per the needs of the employees and organization. If
many employees want one particular training it can be conducted by the local Employee
Development Centre as In-house training programme.
If few employees want a specific training it is not possible to provide them as In-house
training because it is very expensive. So they depute such employees to a particular
training institute and provide them with the suitable training.
IN-HOUSE TRAINING:
This training will be used to enrich the potentiality of the employees. The
information is collected about the needs of the employees i.e. which type of training is
chosen by the employees. That is giving training in their own regional organization is
known as In-house training.
In-house training will also use the Internal and external faculty. External faculty is
invited when there is no suitable faculty available for giving that training in their own
organization. The organization will provide a good quality faculty for training the
employees. Because the future of the any organization is depends on the skills and
knowledge acquired and applied by the employees of the organization.
NTPC is giving this type of training in order to make the employees to apply their
knowledge for developing their organization.

22
 The In-house training will cost the organization some less expenditure in
comparison with other types of training i.e. in comparing to the In-company training and
External training programmes And this In-house training is also convenient to the
employees because they could be in their own organization and can attend emergent duties,
if required.
IN-COMPANY TRAINING:
In-company training is given to regular employees as their needs. This type of
training will be provided to the employees when their desired training programme is not
offered in their own project/unit i.e. station at which the resource is available is requested to
train such employees.
This type of training is known as In-company training that is giving the training
within their company only but not going outside project/unit is known as In-company
training. This training is somewhat expensive when compared to the In-house training so
this training will be providing upon training needs survey.
EXTERNAL TRAINING:
This training will be given when the facilities are not available in NTPC Employee
Development Center for employees the needed training. The employees are deputed for
training conducted by non NTPC training institutes.
This training is expensive when compared to the In-house training and the In-
company training. So the NTPC will go for this External training depending upon the
training need.

FIVE STEPS IN PROGRAM DESIGN:

Designing a training program involves five steps. We describe them step-by-step. We
discuss them sequentially for clarity's sake. While fully aware that creative and minute
work goes in to good designing and that these discrete looking steps often overlap.

STEP1): The 1st step is to use training strategy that the organization and system have
settled on together for "roughing out" an overall design. The process for this is akin to an
archer producing alternative initial drawings and possible position for a proposed building
on a given site.
STEP2): The second step is to break the general training objectives in to constituents parts.
The first rough braked down is into component knowledge, understanding and sell.The
initial breakdown of objectives in to knowledge, understanding, and skills is not difficult.
23
The end product of breaking the general training objectives into constituents parts and
matching the components with appropriate training events. The data for each event or
block should cover ten items: general & specific objectives, contents, training methods,
facilities, time, preparation and session times, evaluation methods, review time and persons
responsible for the event.
STEP3): The third step is to use the specification of different training methods in order to
arrive at the total time and facilities required for meeting the objectives. This yields sub
totals which can then also be added together to arrive at a rough grand total of time and
facilities required by the program as a whole.
STEP4) : The fourth step is to decide on the different packages in which this program and
be offered and to ask the organization to select one.
Package 1 : Two week, full-time residential program
This would be ideal because laboratory training request the isolation and intensity
best achieved in a continuous program.
Package 2 : Two-week, full-time non-residential program
This program would be located close to where the prospective participants live and work.
Package 3 : Six-days, full-time
Six-day full-time training laboratory followed by sixteen session of one-and-a-half hours
each during or after working hours.
Package 4 : Daily sessions during work or after working house
This is a cheapest package and might be a useful design for teaching training objectives that
regular frequent contact with jobs in the work settings.
Other packages are possible, notably full-time week-end programs with part time
programs in-between.

24
 CHAPTER-III

THEORETICAL FRAME WORK

25
 INTRODUCTION TO TRAINING

      The efficiency of an organization depends directly on how capable its personnel are and
how they are motivated to work. Capability of person depends on his ability to work and
type of training him Receives. While his personal capacity is evaluated throughout proper
selection procedure, his training is taken care of by Organization after he has been
employed by it. In Indian organizations, Training and development activities have assumed
high importance in recent times because of their contribution to the achievement of
organizational objectives.

CONCEPTS OF TRAINING:

Training is generally defined as the act of increasing the knowledge and skill of an
employee for doing a particular job.Dale S. Beach defines the training as the “organized
procedure by which people learn knowledge and/or skill for a definite purpose. Training is
a process by which attitudes, skills and abilities of Employees to perform specific job are
involved”. Training improves changes moulds the employee’s knowledge, skill behavior,
aptitude and attitude to wards the requirements is the job and Organization. It is expected
that employees apply their acquired knowledge and skills on the job I such a way as to aid
in the achievement of organization’s goals. 

All these definition emphasizes that training is a systematic process of developing

knowledge and skills for doing a particular job. With the changing environment, The
achievement of these objectives mostly depends upon the effectiveness of the human
resources that the organization possess, Thus employee effectiveness can be secured by
proper training. 

NEED FOR TRAINING:

26
      Every organization should provide training to all employees irrespective of their
qualification, skills, suitability for the jobs etc. Training is not same thing that is done once
to new employees; it is used continuously in every well-run establishment. Further,
technological changes, automation, require up-dating the skills and knowledge. Before
formulation of training program, it is vitally important that training needs are carefully and
systematically identified. Areas where training could bring about tangible, lasting benefits
must be defined in clear-cut terms. 

IMPORTANCE OF TRAINING:

Training is important to develop the employee and make him suitable to the job.

1) Enable employees to develop, within organization Increases earning power.

2) Helps the individual in making better decision and effective problem solving.

3) Helps to increase job satisfaction and recognition and reduces absenteeism and
complaints.

4) Aids in increasing productivity and or quality if work.

5) Aids in organizational development.

6) Improves Labor-Management relations. 

OBJECTIVES OF TRAINING:

The main objectives of Training are:

1. Primary purpose of training is to establish a sound relationship between the workers

and his jobs.
2. To upgrade skills and prevent obsolescence.
3. Keep pace with changing technology, mechanization, automation, electronic, data
processing etc.
4. To impart the new entrants the basic knowledge and skill they need for an
intelligent performance of define job.
5. To develop healthy, constructive attitudes in employees and obtain better co-
operation and greater loyalty.

27
 6. To prepare employees for future assignments.
7. To increase productivity.
8. To enhance employee confidence and morale, sense of responsibility.
9. To minimize operational errors.

10. To build up second line of competent officers and prepare them to occupy more
responsible positions.
11. To ensure smooth and efficient working of a department.

TRAINING METHODS:

Suitable Training methods have to be designed and used depending on the learning
levels, abilities requirements and other aspects of trainees methods include Job rotation.
Coaching, Job Instruction, Committee assignments etc., off the Job training methods
include vestibule training, Role playing conference or Case studies etc. 
 

TRAINING EVALUATION:

Evaluation of training is the most critical phase is not only assessing the quality of
training imparted buy also to see what future changes in training plan should be made to
make it more effective, It consist of evaluation of all aspects of training and judging utility
of training in terms of objectives and plans the main dimensions of training evaluation
include contextual factors, training outcomes. In evaluation of outcomes 4 categories of
outcomes can be measured.

      i) Reaction: Evaluation of trainee’s reactions of the Programs

     ii) Learning: Evaluation of what trainee has learnt.

   iii) Behavior: Evaluation of change in behavior.

   iv) Result: Evaluation of final result achieved due to training in various areas such as
production, human resources utilization, performance tests etc. 

28
TRAINING METHODS:

      As a result of research in the filed of training, a number of programs are available.
Some of these are new methods, while others are improvements over the traditional
methods. The training programs commonly used to train operative and supervisory
personnel are discussed below. These programs are classified into on-the job and off-the-
job training programs as shown in the figure below: 

Training methods;

1. On-the-job Methods
2. Off-the-job Methods

ON-THE-JOB-TRAINING METHODS:

The most important type of training is on the job training. The workers in this
method learn to master the operations involved on the actual job under the supervision
of\his immediate boss. On the job training has the advantage of giving hand knowledge and
experience under the actual working conditions. On the job training can be offered in
several ways.

1) Job Rotation:

This type of training involves the movement of the trainee from on job to another.
The trainee receives job knowledge and gains experience from his supervision or trainer in
each of the different job assignments. This method gives an opportunity to the trainee to
understand the problems of employees on other jobs and respect them. 

2) Coaching:

The trainee is placed under a particular supervision function as a coach in training

the individual. The supervisor provides feed back to the trainee on his performance and
offers him some suggestions for improvement.

29
3) Job Instruction:

This method is also known as training through step b step. Under this method,
trainer explains the trainee the way of doing the jobs, knowledge and skills and allows \
him to do the job. The trainee apprises the performance of the trainee, provides feedback
information and corrects the trainee.

4) Committee Assignments: 

Under the committee assignment, group of trainees are given and asked to solve an
actually organizational problem. The raise solves the problem jointly. It develops
teamwork. 

OFF THE JOB METHODS:

In this method a trainee has to leave his place of working and devote his entire time for
trading purpose. Trainee is speared from the job situation and his attention Is focused upon
learning the material related to his future job performance. Off the job training methods are
as follows. 
  1) Vestibule Training:

In this method, actual work conditions are simulated in a classroom, material, files
and equipment those are used in actual job performance are also used in training, and this
type of training is commonly used for training persons for clerical and semi-skilled jobs.

2) Role Playing:

      It is defined as a method of human interactive that involves realistic behavior in

imaginary situations. This method of training involves action, doing and reactive. The
participants play the role of retrain characters, such as the productive manager, mechanical

30
engineer, superintendents, maintenance engineer, quality control inspectors, foreman,
workers and the like. This method is mostly used for developing interpersonal interactions.

3) Conference or Discussion:

      It is a method in training the clerical, professional and supervisory personnel. This
method involves a group of people who pose ideas, examine and share facts, ideas and data,
lets assumptions and draw conclusions, all of which contribute to suitable for a group
consisting of 12 to 25 members who are required to discuss and share a problem common
to the. Although it provides little information, it may encourage analytical thinking; the
conferee provides a pooling of ideas to solve problems. The conference letter should
encourage discussion stimulate completion, enhance ego and reflect the feelings of
participants.

4) Case Study:

      This method has been developed by HARVARD Business school of U.S.A. Case
studies provides facts regarding a business situation summarizing experience and razing
problems. They teach trainees to handle similar situations arising in future. This method
enables the trainees to diagnose business problem and analyze critical factors,
conceptualize the dynamic nature of business and attain confidence to look for alternative
measures for solving the problem and taking decisions with full understanding of their
totality. 
5) Management Games:

      The game is built around the model of a business situation and trainees are divided in to
reams representing the management. They stimulate the real life process of taking orating
decisions.

6) In-Basket Exercise:

      This is simulation training technique designed around the "Incoming mail" of an

executive. A variety of situations presented which would usually be dealt which by an
executive in his working day. His reaction and responses are taken sown in writing and then
analyzed. Feedback on his decisions forces him to reconsider not only his administrative
actions but also his behavioral style.

31
7) Programmed Instruction:

      In recent years this method has become popular. Programmed instruction involves a
sequence of step which is often wet through the central panel and guides in the performance
of a desired operations or series of operations. The subject matter to be learned will be
presented in a series of carefully planned. Sequential units are arranged from simple to
more complex levels of instruction. The trainee goes through the see units by answering
question or filling the blends. It incorporates a pre arranged, proposed or desired course of
proceedings pertaining to the learning or acquisition of some specific skills or general
knowledge. This method is expensive and time consuming and suitable for large
organizations.

8) Lecture Method:

      The lecture is traditional and direct method of instruction. It is regarded as one of the
simplest ways of imparting knowledge to the trainees especially when facts, concepts or
principle, attitude theories and problem solving abilities are to be taught. The instructor
organizes the material and gives it to group of trainees in the form of a talk. The lecture
method can be used for every large group, which is to be trained with in a short period of
time. 

TRAINING PROCEDURE:

 Identification of training needs

 Design the trainee needs.
 Prepare the cost budget
 Design the training policy and media.
 Prepare the instructor
 Prepare the trainee
 Implement the training program.
 Prepare the operations
 Try out trainees performance
 Evaluate the program
 Update the program

32
 CONTRIBUTIONS OF TRAINING:

The contributions of importing training to a company should be readily apparent. The major
values are:

   a) Increased productivity

   b) Heightened morale

  c) Reduced Supervision

   d) Reduced accidents

   e) Increased organizational stability. 

TRAINING EFFECTIVENESS:

      Training program designed and conducted systematically aims at positive trainee

reactions, learning, behavioral change and improvement in job-related outcomes. However,
the attitudes, interests, values, expectations and commitment of the trainees can enhance
training effectiveness. These factors influence trainability. Trainability is the degree to
which trainees are able to learn and apply the skill and knowledge acquired in the training
program to the job.           

        Trainees who react positively to the needs assessment procedures are more likely to be
satisfied with the training program content. Trainee’s involvement in their jobs and career
are important factors towards learning and behavior change. Individuals who have a career
strategy are more willing to apply training content to their work because of an awareness of
the relationship between performance/behavior improvement and career mobility. The
effectiveness of the training program therefore depends on the motivational strategy of the
organization in addition to other factors like content and trainer.  

EVALUATION OF TRAINING PROGRAMME:

The specification of the values forms a basis for evaluation. The basis of evaluation
and mode of collection of information necessary for evaluation should be determined at the
planning stage. The process of training evaluation has been defined as “an attempt to obtain

33
information on the effects of training performance and to assess the value of training in the
light of that information". Evaluation is crucial in ascertaining whether or not the training
program is proving to be effective and its objectives are being achieved. It is most critical
phase that assesses not only the quality of training imparted but also the training plan in
order to see whether future changes can make it more effective. It must be both scientific
objective. 
        

TRAINING AND DEVELOPMENT:

   Organization and individuals should develop and progress simultaneously for their
survival and attainment of their mutual goals. Modern management has to develop the
organization through human resource development. Employee training is the important,
subsystem of human resource development. Employee training is a specialized and planned
function and is one of the fundamental operative functions of human resource management.
A truly successful organization accomplishes its mission through development of its human
resources. 

TRAINING DEFINITION:

  After an employee is selected, placed and introduced, he or she must be provided

with necessary training facilities. Training is the art of increasing the knowledge and skill
of an employee for doing a particular job. Training is a short-term process and utilizing a
systematic and organized procedure by which employees learn technical knowledge and
skills for definite purpose. Dale S.Beach defined training as” The organized procedure by
which people learn knowledge and / or skills for a definite purpose”.

       In other words, training enhances the job-related skills, attitudes and knowledge of
personnel for improving individuals and organizational performance. It enables employees
to learn to do their jobs better and perform more proficiently. Training refers to the teaching
and learning activities carried on for the primary purpose of helping members of an
organization, to acquire and apply the knowledge, skills, abilities and attitudes needed by a
particular job and organization. It is key to higher productivity, cost control and better
human resources.

34
     Training is regarded as applying principally to the improvement of skills and hence
learning how to perform specific tasks, while development is an unfolding process carried
on as a form of growth and maturation’s. Training is more a short-term process of utilizing
a systematic and organized procedure by which non-managerial personnel learn technical
knowledge and skills for definite purpose. Development on other hand is a long-term
educational process, utilizing a systematic and organized procedure by which managerial
personnel learn conceptual and theoretical knowledge for general purpose. 

35
 CHAPTER-IV

DATA ANALYSIS
&
INTERPRETATION

36
1) THE METHODS FOLLOWED FOR TRAINING:
OPTIONS NO OF RESPONDENTS % OF
RESPONDENTS

Coaching 4 8
Lecturers 8 16
Seminars 6 12
Workshops 24 48
Role-play 6 12
Games,quiz,etc 2 4
TOTAL 50 100

INFERENCE: From the above chart 48% of the respondence agreed organization was
following workshop. Only 4% of respondence agreed Organization was following games,
quizzes.

2) MANAGEMENT CONSIDERATIONS OF EMPLOYEES IDEAS AND

SUGGESTIONS:

37
 OPTIONS NO OF % OF RESPONDENTS
RESPONDENTS
Always 4 8
In most occasions 16 32
On some occasions 20 40
Very few occasions 8 16
Never 2 4
TOTAL 50 100

INFERENCE: From the above chart 40% respondence agreed management considering
their ideas on some occasions’ and only 4% agreed Management never considers their idea.

3) THE PERIOD OF TRAINING CONDUCTED:

38
 OPTIONS NO OF % OF RESPONDENTS
RESPONDENTS
Quarterly 13 26

Half-yearly 10 20

Monthly 2 4

Depends on requirement 25 50

TOTAL 50 100

INFERENCE: From the above chart 50% of the respondence agreed that training
programme conduct depends on requirements and only 4% respondence agreed that
training conducted monthly.

4) SATISFACTION LEVEL WITH THE FREQUENCY OF THE TRAINING

PROGRAMME:

OPTIONS NO OF % OF RESPONDENTS
RESPONDENTS

39
 Highly satisfied 12 24

Satisfied 33 66

Dissatisfied 5 10

Highly dissatisfied 0 0

Total 50 100

INFERENCE: From the above chart 66% of the employees satisfied the training
programme by NTPC, only 10% of the employees dissatisfied.

5) ALL TECHNIQUES LEARNT IN TRAINING PROGRAMME ARE DIRECTLY

APPLIED TO YOUR JOB?

OPTIONS NO OF % OF
RESPONDING RESPONDENTS

40
 Yes 26 52

No 21 42

To some extent 3 6

TOTAL 50 100

INFERENCE: From the above chart 52% of the employees agreed techniques learn in
training programme are directly applied to their job and only 6% of employees interested to
some extent.

6) WHAT IS THE TRAINING METHODS FOLLOWED FOR NEW

JOINERS IN THE ORGANIZATION?

OPTIONS NO OF RESPONDENTS % OF RESPONDENTS

41
 Coaching 6 12
Lecturer 11 22
Seminars 8 16

Workshops 25 50
Total 50 100

INFERENCE: From the above chart 50% of the employees agreed training method
Followed for new joiners to work shop and only 12% of employees Agreed coaching’s.

7) IS THE TRAINING HELPS NEW JOINERS IN THE ORGANIZATION TO GET

ACCUSTOMED TO THE ORGANIZATION CULTURE?

42
 OPTIONS NO OF % OF
RESPONDENTS RESPONDENTS
Strongly agree 27 54

Agree 22 44

Disagreed 0 0

Strongly disagree 1 2

TOTAL 50 100

INFERENCE: From the above chart 54% of the employees agreed training helps new joiners
to accustom to organization culture and only 2% of Employees are strongly disagreed.

8) TO WHAT EXTENT DOES THE TRAINING BOOSTS UP EMPLOYEES MORAL

AT WORK PLACE?

OPTIONS NO OF % OF
RESPONDENTS
RESPONDENTS
43
 Very high 8 16
High 23 46
Average 8 34
Low 0 0
No effect 2 4
TOTAL 50 100

INFERENCE: From the above chart 46% of the employees feel that training boosts Up
their morels at work place is high and only 4% feel that no effect.

9) DO YOU GAIN KNOWLEDGE AT WORK PLACE AFTER ATTENDING

TRAINING PROGRAMME?

OPTIONS NO OF % OF
RESPONDENTS
RESPONDEMNTS

44
 Yes 41 82

No 6 12

To some extent 3 6

TOTAL 50 100

INFERENCE: From the above chart 82% of employees are agreed that gain knowledge
after attending the training programme and only 6% of the employees agreed that to some
extent.

45
 CHAPTER-V

CONCLUSIONS
&
SUGGES TIONS

CONCLUSIONS

In this chapter according to the data collected by the researcher through observation,
interview and questionnaire, conclusion and suggestions presented here.

46
1) It is good to see that employees are proud to be the members of NTPC family. They
are satisfied with the company's policies, procedures and practices.
2) There was a high satisfaction among the employees in case of personal satisfaction in
job.
3) The key human resources functions like, training and development policies are
quite satisfactory.

4) The encouragement given by the superiors is good.

5) As the worker satisfaction is very important to the organizational success, the superiors
of managers should play an important role in identifying the performance of employees
which ultimately helps in designing pay scales -according to their work.

6) The employees are good in maintaining harmonious interpersonal relations.

7) The employees feel that their work being recognized by strictly following promotion
policies.

8) The facilities provided by the organization are satisfactory.

9) The employees are quite contended with their job, which experience them future growth.

10) Motivation of employee performance at work place is good.

11) The employee participation in the management activities is quite positive.

12) The employees are completely satisfied with total quality management concept.

SUGGESTIONS

47
1. According to the survey that more training and development session may be interactive
i.e. more workshops may be conducted.

2. The performance of the trainees may be assessed in more training program.

3. More training days may be provided to the employees.

4. More number of employee interactive sessions like group discussions and debates may
be conducted..

5. The employees may be encouraged and motivated. For increasing productivity through
appropriate training programmes.

BIBILIOGRAPHY
BOOKS:
1) Mammoria C.B. (2000), Personnel Management‖, Himalaya Publishing House

48
 2) Chhabra T. N. (2002), Human Resource Management‖, Dhanpat Rai & Co. (P) Ltd.
Cornelius Nelarine, (2000), Human Resource Management.

3) Robbins Stephen P & Coulter Mary, (2003), Management‖, Pearson Education.

4) Boydell Tom, (2000), Identifying Training needs‖, Tata McGraw Hill Publishing Co.
Ltd.

5) Aswathappa (2001), Human Resource and Personnel Management‖, Tata McGraw Hill
Publishing Co. Ltd.

6) T.V.Rao (2006), Readings in Human Resource Development‖, Oxford&IBH Publishing

co.pvt.ltd.

7) Dr.Lalitha Bal Krishnan, Mrs. Srividhya (2007)‖, Human Resource Development

WEBSITES:
1. www.ntpc.co.in

2. hrnet@cornell.edu (human resources)

3. bpr-l@duticai.twi.tudelft.nl (business process reengineering)

4. change@mindspring.com (change management)

5. consulting@quality.org (consulting)

6. www.citehr.com

QUESTIONNAIRE FOR TRAINING AND DEVELOPMENT

QUESTIONNAIRE

49
1) Whether training will help in career development? ( )

a). Yes b).Some Extent

c). No d).None

2) Whether training useful in personality development? ( )

a). Up to some extent b). Yes

c). NO d). None

3) Performance of employee through training will increase upto? ( )

a). 90% b). 50%

c). 30% d). None

4) Training programme conduct depends on requirement upto? ( )

a). 50% b). 20%

c). 10% d). None

5) Which of the following method is best suitable for training ( )

a). Coaching b). Seminars

c). Workshops d). None

6) Whether the management consider the employees ideas & suggestions

( )

a). Yes b). No

c). in some occasions d). None

7) Percentage of satisfaction level with the frequency of the training program

( )

a). Highly satisfied b). Satisfied

c). Dissatisfied d). None

50
8) Through training program knowledge, skills will improve or Not? ( )

a). Yes b). No

c). Not known d). None

9) All the techniques learnt in training programme are directly applied to job?
( )

a). Yes b). No

c). to some extent d). None

10)Employees agreed training helps new joiners to accustomed to organization

culture... ( )

a). Strongly agree b). agree

c). Disagree d). No

11) Upto what extent of percentage the training boosts up employees ( )

a). 46% b). 39%

c). 20% d). 10%

51