LEARNING CU

Emp. ID

EXAMPLE 1234

20199
 LEARNING CURVE FOR TRAINEES

Trainee Name

Rohit

G.GOPI
CURVE FOR TRAINEES
DETAILS

Date Of Joining Location of work

Format: 21-10-2017

11/21/2017 Rayala

9/16/2019 Head office

 SBU/ Dept Reporting Manager/ HOD Name

WIND GAM Ratish

Engineering Services Yallaji Reddy sir

S. No Month

1 December

1 January

2 February

3 March
4 April

5 May

6 June

8
9

10

11

12
 ON JOB

Name of the Topic/ Skill Learned during the

'On the Job Training' (OJT)
(Be specific)

Breakdown of generator

cable sizing for drone application & Network protection guide

Network protection guide and cable Size optimization (IEC60287)

cable size optimization and 33KV HT panel inspection

 ABB electrification webinar and schneider webinar

wind plant course from coursera and techincal specification for 33

KV control and relay panel

solar plant course from cousera and SPEC for IRESP construction
 ON JOB TRAINING (OJT)

How did you use this learning in your role?

(Give a specific example)

To ensure timely maintenance and reduce breakdown

of the machine thus reducing loss in generation..
Preventive maintenance schedule developed,

drone designing for our windplants maintenance and

network protection guide to learn the system
protection design

calculation ofcable derating factor and current carrying

capacity of cable

calculation ofcable derating factor ,current carrying

capacity of cable and HT panel inspection
 Earthing solution , indoor breakers ,relays etc

wind data analysis ,materials for wind plant ,cost of

windplants ,revenue etc and overview of relay panel

Sizing a PV system ,growth of PV markets etc and tech

spec for 33 KV feeder
 What was your
What improved? Pre-learning
(Use the Drop down and % of Level?
improvement
select) (Refer to the
Level Matrix)

Efficiency 4% 0.1

Improved Efficiency 15% 0.1

Improved Team Skills 20% 0.1

Improved Stakeholder
18% 0.1
Inclusiveness
Improved Communication 15% 0.1
with stakeholders

Improved results thinking 17% 0.1

Improved Efficiency 15% 0.1

 What is your
Post- Learning
Level?
(Refer to the
Level Matrix)

1
1

1
 HOD/ SUPERVISOR FE

How did the trainee use this learning in their role?

The trainee has been very proactive and reduced sudden breakdown
by 20%, generation increased by 2%
/ SUPERVISOR FEEDBACK

What was the

What improved? Trainee's Pre-
(Use the Drop down and % of learning Level
improvement
select) (Refer the Level
Matrix)

Efficiency 4% 1
 What was the
Trainee's Pre-
learning Level S. No Month SEEDIT VALUES
(Select each value)
(Refer the
Level Matrix)

Stakeholder
3 1 December
Inclusiveness

1 January INNOVATE

2 February TEAMWORK

3 March INNOVATE
4 April STAKEHOLDER
INCLUSIVENESS

STAKEHOLDER
5 May
INCLUSIVENESS

6 June TEAMWORK
 GREENKO SEED IT VALUES

Where did you use this in you work?

(Be Objective)

Practiced being professional, listening with attentiveness and

being polite with all my stakeholders

cable size optimization done for drone application

with the help of my team we did cable size optimization

effectively

completed work effectively

Practiced being professional, listening with attentiveness and
being polite with all my stakeholders

Practiced being professional, listening with attentiveness and

being polite with all my stakeholders

with the help of my team we did work effectively

VALUES

What was your

What improved? Pre-learning
(Use the Drop down and % of Level?
improvement
select) (Refer to the
Level Matrix)

Efficiency 4% 1

Improved results thinking 4% 1

Improved Communication
7% 1
with stakeholders

Improved Efficiency 8% 1
 Improved Efficiency 7% 1

Improved results thinking 6% 1

Improved Communication 5% 1
with stakeholders
 What is your
Post- Learning
Level?
(Refer to the
Level Matrix)

2
2

2
 HOD/ SUPERVISOR FE

How the trainee use this value at work?

He now communicates better with stakeholders

/ SUPERVISOR FEEDBACK

What was the

What improved? Trainee's Pre-
(Use the Drop down and % of learning Level
improvement
select) (Refer the Level
Matrix)

Efficiency 4% 1
 What was the
Trainee's Pre-
learning Level S. No Month
(Refer the
Level Matrix)

3 1 January

1 January

2 February

3 March
4 April

5 May

June
Which manual did you read?
(Use the drop down)

SOLAR

HYDRO

WIND
GENERAL ENGINEERING

WIND

HYDRO
 TRAINING HANDBOOKS

What did you learn??

learned the basics of a Nacelle

sizing of modules , blocks and electrical

components of substation

Hydro plant components and generators

wind plant components and DFIG working

 Basics of gears , wind ,sloar, hydro ,
lubrication etc

wind plant components and volume 2

Dams ,gates and mechanical calculations of

hydro plant
 TRAINING HANDBOOKS

Where did you use this learning in your role?

(Give a specific Example)

I used this knowledge when I went into the nacelle for the 1st time… I
was aware what to touch and what not to touch…. And understood all
that was explained by my supervisor

To understand the BOQ of solar plant

To understand the hydroplant working

To understand the BOQ of windplant

This learning helpful to learn the solar,wind and hydro plants

To understand the BOQ of windplant

To understand the hydroplant working

 What was your
What improved? Pre-learning
(Use the Drop down and % of Level?
improvement
select) (Refer to the
Level Matrix)

Efficiency 4% 0.1

Improved Efficiency 5% 0.1

Improved results thinking 4% 0.1

Improved Quality of work 6% 0.1

Improved results thinking 4% 0.1

Improved Efficiency 4% 0.1

Improved Quality of work 5% 0.1

 What is your
Post- Learning
Level?
(Refer to the
Level Matrix)

2
1

1
 HOD/ SUPERVISOR FE

How did the Trainee use this learning improve his/ her performance in the
role?

The trainee has shown good interest and and initiative…

UPERVISOR FEEDBACK

What is the
What was the
What improved? Trainee's Pre- Trainee's
(Use the Drop down and % of learning Level Post- Learning
improvement Level
select) (Refer the (Refer the
Level Matrix)
Level Matrix)

Efficiency 4% 0.1 2
S. No Month Which manual did you read?

1 January X
 What did you learn??

learned the basics of a Nacelle

 3D ON

Where did you use this learning in your role?

(Give a specific Example)

I used this knowledge when I went into the nacelle for the 1st time… I was
aware what to touch and what not to touch…. And understood all that was
explained by my supervisor
3D ONLINE

What improved?
(Use the Drop down and % of
improvement
select)

Efficiency 4%
 How did this help improve your performance?

This knowledge has created a desire to learn more and focus on zero
accidents
 What was your
What improved? Pre-learning
(Use the Drop down and % of Level?
improvement
select) (Refer to the
Level Matrix)

Efficiency 4% 0.1
 What is your What was the What is the
Post- Learning Trainee's Pre- Trainee's Post-
Level? learning Level Learning Level S. No
(Refer to the (Refer the Level (Refer the Level
Level Matrix) Matrix) Matrix)

1 0.1 2 1
 SOFT

Month SOFTSKILLS TRAINING &

SUPERVISOR MENTORING

March SOFTSKILLS
 SOFTSKILLS (CLASSROOM TRAINING) & SUPERVIS

Name the Topic

Communication Skills
CLASSROOM TRAINING) & SUPERVISOR / HOD MENTORING

Where did you use this learning in your role?

(Give a specific Example)

Used this to improve my relationship management and listening skills

ING

What was your

What improved? Pre-learning
(Use the Drop down and % of Level?
improvement
select) (Refer to the
Level Matrix)

Efficiency 4% 0.1
 What is your
Post- Learning
Level?
(Refer to the
Level Matrix)

2
 HOD/ SUPER

How has the Trainee learning improved his/ her performance in the role?

The trainee has shown remarkable improvement in communication with stakehol

RVISOR FEEDBACK

What was the

What improved? Trainee's Pre-
(Use the Drop down and % of learning Level
improvement
select) (Refer the Level
Matrix)

Improved Stakeholder
4% 0.1
Inclusiveness
 What is the
Trainee's Post-
Learning Level
(Refer the Level
Matrix)

2
1% Improved Efficiency
2% Improved Productivity
3% Time saved
4% Improved Quality of work
5% Cost saving
 6% Improved Generation
7% Created Safer Work environment
8% Better Negotiation skills
9% Improved Stakeholder Inclusiveness
10% Improved Team Skills
11% Improved Discipline
12% Improved Process/s
13% Improved Accuracy
14% Improved Timing
15% Improved results thinking
16% Improved documentation process
17% Improved Blade efficiency
18% Improved Communication with stakeholders
19%
20%
21%
22%
23%
24%
25%
26%
27%
28%
29%
30%
31%
32%
33%
34%
35%
36%
37%
38%
39%
40%
41%
42%
43%
44%
45%
46%
47%
48%
49%
50%
51%
52%
53%
54%
55%
56%
57%
58%
59%
60%
61%
62%
63%
64%
65%
66%
67%
68%
69%
70%
71%
72%
73%
74%
75%
76%
77%
78%
79%
80%
81%
82%
83%
84%
85%
86%
87%
88%
89%
90%
91%
92%
93%
94%
95%
96%
97%
 98%
99%
100%
eholders
 4

0.1

Highly Competent

Competent

Semi-Skilled

Improvement initiated

Needs Improvement

STAKEHOLDER INCLUSIVENESS

ETHICAL

EXCELLENCE
DISCIPLINE

INNOVATE

TEAMWORK

Champion

Competent

Consistant

Inconsistant

No Initiative

WIND

SOLAR

HYDRO

GENERAL ENGINEERING

PROJECT PLANNING

EHS

SOFTSKILLS

DOMAIN
TECHNICAL

CONFERENCES

CERTIFICATION

EXTERNAL WORKSHOP

HOD Mentoring

Reporting Manager Mentoring

Assigned Manager Mentoring

Colleague Mentoring

TECHNICAL

PERSONALITY DEVELOPMENT

January
February

March

April

May

June

July

August

September

October

November

December
SOFTSKILLS & PERSONALITY SKILLS
MENTORING BY SUPERVISOR

MENTORING BY HOD

MENTORING BY COLLEAGUE
S & PERSONALITY SKILLS
NG BY SUPERVISOR

NG BY COLLEAGUE
 EMP-ID NAME SBU LOCATION

Example 1234 Piyush D Wind GAM Rayala

20199 G.Gopi Admin Office Hyderabad

20199 G.Gopi Admin Office Hyderabad
20199 G.Gopi Admin Office Hyderabad
20199 G.Gopi Admin Office Hyderabad
20199 G.Gopi Admin Office Hyderabad
20199 G.Gopi Admin Office Hyderabad
20199 G.Gopi Admin Office Hyderabad
20199 G.Gopi Admin Office Hyderabad
20199 G.Gopi Admin Office Hyderabad
20199 G.Gopi Admin Office Hyderabad
20199 G.Gopi Admin Office Hyderabad
 DURATION
MONTH DOMAIN NAME OF THE TOPIC HOURS

Feb-18 Soft Skills Communication Skills 4

Jan-20 Induction Trainingon GLMS 1

Jan-20 Induction Awareness session on POSH 1.5
Feb-20 Soft Skills Communication & self management 8
Feb-20 Soft Skills Communication & self management 8
Feb-20 Techinical MS Excel basic & advance 4.5
May-20 Induction Awareness session on COVID 19 1
Mar-20 EHS Driving safety & EHS procedures 1
May-20 Soft Skills Adapatability & changein mind set 1
May-20 Soft Skills crative thinking & problem solving 1
Jun-20 Soft Skills Basic managerial skills 1
Jun-20 Induction code of conduct 1
Wind GAM EHS Oct-17
Solar GAM Soft Skills Nov-17
Hydro GAM Techinical Dec-17
Wind Projects External Jan-18
Solar Projects Domain Feb-18
Hydro Projects Induction Mar-18
Admin Office Apr-18
May-18
Jun-18
Jul-18
Aug-18
Sep-18
Oct-18
Nov-18
Dec-18
Jan-19
Feb-19
Mar-19
Apr-19
May-19
Jun-19
Jul-19
Aug-19
Sep-19
Oct-19
Nov-19
Dec-19
Jan-20
Feb-20
Mar-20
Apr-20
May-20
Jun-20
Jul-20
Aug-20
Sep-20
Oct-20
Nov-20
Dec-20
Jan-21
 0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
5.5
6
6.5
7
7.5
8
8.5
9
9.5
10
10.5
11
11.5
12
12.5
13
13.5
14
14.5
15
15.5
16
16.5
 17
17.5
18
18.5
19
19.5
20
20.5
21
21.5
22
22.5
23
23.5
24
24.5
25
25.5
26
26.5
27
27.5
28
28.5
29
29.5
30
30.5
31
31.5
32
32.5
33
33.5
34
34.5
35
35.5
36
36.5
37
37.5
38
38.5
39
39.5
40
 LEVEL MATRIX for On
Performance
Rating
Attributes - Pre

4 Highly Competent

3 Competent

2 Semi-Skilled

1 Improvement just initiated

0.1 No Knowledge

LEVEL MATRIX for So

Performance
Rating Attributes - Pre

4 Highly Competent

3 Competent

2 Consistant

1 Inconsistant
0.1 No Initiative
 LEVEL MATRIX for On Job Training (OJT)
Performance
Description Rating
Attributes - Post

1. The Trainee learns and delivers work on assignment with complete ownership mind-set
2. Works independently with little or no supervision
3. Exceeds Expectations in delivery of the job/s assigned 4 Highly Competent
4. He is open to feedback and Learning.
5. Excellent ownership mindset

1. Is able to work independently

2. Takes on complete tasks
3. Is an initiator 3 Competent
4.Doesn't require much supervision
5. Completes any task/ project assigned

1. The employee has shown improvement

2. Needs to ensure consistancy. 2 Semi-Skilled
3. Requires Supervision

1. The employee has shown slight improvement

2. Needs to ensure consistancy
1 Improvement just initiated
3. Needs to spend time reading the manuals and understanding application
4. Needs Continuous monitoring

1. No Technical/ Domain Knowledge

2. No Technical/ Domain Skill 0.1 Needs Improvement
3. No self initiative

LEVEL MATRIX for Softskills Training

Performance
Description Rating Attributes - Post
1. Excellent ownership Mindset
2. Very well disciplined
3. Excellent with team skills
4 Highly Competent
4. Excellent relationship with all stakeholders
5. Excellent communication skills

1. Has a good attitude and communicates well

2. Focusses on excellence in every job assigned 3 Competent
3. Doesn't require much supervision
4. Works well with stakeholders

1. Is fairly good with stakeholders

2. Has a good attitude
3. Works well with the team 2 Consistant
4. Well disciplined

1. Needs to focus on ownership mindset

2. Needs to be proactive with stakeholders
3. Team skills are average 1 Inconsistant
4. Can be more innovative in approach
5. Needs to work on communication skills
1. little or no initiative
2. lacks Communication skills 0.1 No Initiative
3. Needs to work on discipline
4. lacks stakeholder inclusiveness
ning (OJT)
Description Rating

1. The Trainee takes on every assignment with complete ownership mind-set in executing any assigned
job,
2. Works independently with little or no supervision
3. Exceeds Expectations in delivery of the job/s assigned 4
4. He is open to feedback and Learning.
5. Guides the younger team members

1. Is able to work independently

2. Takes on complete tasks
3. Is an initiator 3
4.Doesn't require much supervision
5. Completes any task/ project assigned

1. The employee has shown improvement

2. Needs to ensure consistancy. 2
3. Requires Supervision

1. The employee has shown slight improvement

2. Needs to ensure consistancy
1
3. Needs to spend time reading the manuals and understanding application
4. Needs Continuous monitoring

1. No Technical/ Domain Knowledge

2. No Technical/ Domain Skill 0.1
3. No self initiative

Training L
Description Rating

1. Excellent ownership Mindset

2. Very well disciplined
3. Excellent with team skills
4
4. Excellent relationship with all stakeholders
5. Excellent communication skills

1. Has a good attitude and communicates well

2. Focusses on excellence in every job assigned 3
3. Doesn't require much supervision
4. Works well with stakeholders

1. Is fairly good with stakeholders

2. Has a good attitude
3. Works well with the team 2
4. Well disciplined

1. Needs to focus on ownership mindset

2. Needs to be proactive with stakeholders
3. Team skills are average 1
4. Can be more innovative in approach
5. Needs to work on communication skills
1. little or no initiative
2. lacks Communication skills 0.1
3. Needs to work on discipline
4. lacks stakeholder inclusiveness
 LEVEL MATRIX for the Set of Handbooks &
Performance
Description
Attributes - Pre

1. Is committed to reading the Handbooks everyday for atleast 30 min

Highly Competent 2. Is highly competent in converting theory to practical implementation
3. Has a very visible ownership mindset

1. Reads the Handbooks & 3D Software on a regular basis for approximately 30 min a day
2. Is able to execute the acquired knowledge
Competent 3. Is an initiator
4. Needs Little or No handholding
4.Doesn't require much supervision
5. Completes any task/ project assigned

1. Has been spending atleast 10 minutes a day reading the hand books and 3D Software
Consistant 2. Needs to work on using the learned knowledge on the job
3. Needs to be hadnheld occasionally

1. Has started reading the hand books & 3D Software however needs to be reminded
consinuously
Inconsistant
2. Lacks the will to take initiative
3. Needs continuous monitoring and handholding

1. Hasn't opened a single book not he 3D software to study

No Initiative

LEVEL MATRIX - Mentoring (Technical/Doma

Performance
Attributes - Pre Description

1. Is highly competent in implementing what he/she is mentored on

2. Communicates effectively
Expert 3. Has complete ownership Mindset
4. Is eager to learn and asks a lot of questions

1. Is highly focussed during each mentoring session

Good 2. Is conversant and connects well
3. Is able to Implement about 50% of what he/she is mentored on

1. Is able to implement portions of what he/she has been mentored on

Above Average 2. Needs to focus a lot more on the implementation aspect
3. Is a good listener

1. Is beginning to show slight change and improvement

Average
2. Needs continuous guidance and monitoring
 1. Little or no knowledge
Below average 2. Takes time to understand and comprehend
of Handbooks & 3D Software
Performance
Rating Description
Attributes - Post

1. Is committed to reading the Handbooks everyday for atleast 30 min

4 Highly Competent 2. Is highly competent in converting theory to practical
implementation
3. Has a very visible ownership mindset

1. Reads the Handbooks & 3D Software on a regular basis for

approximately 30 min a day
2. Is able to execute the acquired knowledge
3 Competent 3. Is an initiator
4. Needs Little or No handholding
4.Doesn't require much supervision
5. Completes any task/ project assigned

1. Has been spending atleast 10 minutes a day reading the hand

2 Consistant books and 3D Software
2. Needs to work on using the learned knowledge on the job
3. Needs to be hadnheld occasionally

1. Has started reading the hand books & 3D Software however needs
to be reminded consinuously
1 Inconsistant
2. Lacks the will to take initiative
3. Needs continuous monitoring and handholding

1. Hasn't opened a single book not he 3D software to study

0.1 No Initiative

echnical/Domain & Personality)

Performance
Rating Attributes - Post Description

1. Is highly competent in implementing what he/she is mentored on

2. Communicates effectively
4 Expert 3. Has a complete ownership Mindset
4. Is eager to learn and asks a lot of questions

1. Is highly focussed during each mentoring session

3 Good 2. Is conversant and connects well
3. Is able to Implement about 50% of what he/she is mentored on

1. Is able to implement portions of what he/she has been mentored

on
2 Above Average 2. Needs to focus a lot more on the implementation aspect
3. Is a good listener

1. Is beginning to show slight change and improvement

1 Average
2. Needs continuous guidance and monitoring
 1. Little or no knowledge
0.1 Below average 2. Takes time to understand and comprehend