MAHARASHTRA STATE ELECTRICITY TRANSMISSION CO. LTD.
TRAINING POLICY
1. BACKGROUND
Maharashtra State Electricity Transmission Company Ltd. (MSETCL), a wholly owned
corporate entity under the Government of Maharashtra, was established in June 2005
after restructuring of erstwhile Maharashtra State Electricity Board. The MSETCL is
responsible to transmit electricity from its point of generation to the point of distribution.
The company owns and operates most of Maharashtra’s Electric Power Transmission
System. It operates a transmission network across the entire state of Maharashtra. Today,
MSETCL is one of the largest state transmission utility in India. MSETCL has a
potential of professional, experienced, dynamic and talented employees.
1.1 MSETCL believes that Human Resources has pivotal role in growth &
development of the company. MSETCL endeavours to build employees’
capability through training. MSETCL with an aim to develop its own training
infrastructure, Regional Training Centres (RTCs) have been established and
strengthened. MSETCL always strive to enhance technical as well as soft
skills of the officers.
1.2 MSETCL has adopted National Training Policy issued by the Ministry of
Power, Government of India. As per this policy, 07 days training is to be
provided to each employee annually. Further, in order to enhance technical
knowledge & skill of engineers, institutional tie-ups were formed with
Original Equipment Manufacturers (OEMs) viz. Siemens, ABB India Ltd,
Alstom & Training Institutes such as ESCI, NPTI.
1.3 Training programs for Pay Group III & IV employees were conducted
through Regional Training Centres (RTCs) established at 07 Zones. The
induction level training programmes were also conducted for newly recruited
Asst. Engineers.
1.4 In order to strengthen testing wing, training programs for testing engineers
were organized at PSLC, Waluj. MSETCL continued its hot line maintenance
training viz. HSM, BHM, PID & Insulator Washing (LLMT). External
Training nomination, participation in various conferences & seminars was
also provided. Specialized training infrastructure has been set-up through
development of seven RTCs at each zone. These RTC’s are CEA recognized.
1.5 Course Curriculum Committee has also been constituted for validating &
reviewing course contents of training programmes to be conducted outside as
well as at RTCs. Also, periodic review of Trainers at RTCs is being taken and
new Trainers are being identified for RTC training.
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2. SCOPE OF THE TRAINING POLICY
This policy covers all employees of MSETCL aiming at 360 degree development
of individual (ASK – Attitude/ Skill/ Knowledge).
3. VISION, MISSION & OBJECTIVES OF TRAINING
3.1 VISION
Continual development of human resources for improving MSETCL’s
performance for the benefit of the stake holders
3.2 MISSION
Developing effective manpower through training programs in a planned and
systematic manner with a view to carrying out the relevant functions in a most
efficient and effective manner and to pursue a culture for continual
improvement in MSETCL for the overall benefit of the organization and its
people.
3.3 OBJECTIVES
The overall objective of the Training Policy shall be as follows:
3.3.1 To imbibe performance culture in the organisation.
3.3.2 To disseminate the corporate objectives, culture of the
organization to MSETCL employees and to make clear their
responsibilities and obligations as member of MSETCL.
3.3.3 To develop knowledge, skill and attitude of MSETCL employees
to ensure that they can perform their job effectively and
efficiently.
3.3.4 To develop an attitude such that all employees maintain quality
performance.
3.3.5 To develop human resources in MSETCL having positive mind-
set and competency to provide leadership and to guide the
organization for continual improvement.
3.3.6 To make optimal utilization of existing infrastructure and
facilities.
3.3.7 Training to be given to all – from Pay Group I to Pay Group IV
employee. To strive to impart seven days training to all.
3.3.8 Training by Choice
Training shall be provided as far as possible by calling option/
choice from employees for the training. A basket of training
programmes shall be offered to the employees, with an option to
choose.
3.3.9 To have optimum mix of internal and external training delivery
centres.
3.3.10 To keep innovative approach in training methodology.
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4. STRATEGIES
While implementing the training plan, MSETCL will follow the following
strategies
4.1 Need assessment will be carried out once in year covering all functional
areas of MSETCL. In cases of necessity, help from professional experts
will be taken.
4.2 Every year, Annual Training plan will be prepared in the month of
February in order to match the annual budget.
4.3 MSETCL shall allocate sufficient funds in the budget to implement
annual training plan. While budgeting training courses, all relevant cost
elements like, honorarium to resource persons, travel cost, material and
reproduction cost, refreshment and food for trainees and resource persons,
field visit, certificate etc. will be considered and borne by MSETCL.
4.4 As a part of socialization, all categories of personal shall undergo
‘Induction Training/Orientation’ immediately after new recruitment.
4.5 Training will be carried out off-job (at training institutions/centres) or on-
job.
4.6 After placement an employee will undertake on-job training in the
relevant field for a prescribed period. The concerned functional head will
appoint a mentor for this purpose from his team. Besides, technical
training relevant to the job will be planned.
4.7 For experience personnel refresher training will be imparted from reputed
institutions.
4.8 In case of a new project where a different and new technology has been
planned to be established, provision of training will be made to
disseminate knowledge. The concerned person obtaining training shall
plan on-job training to other personnel with intimation to the functional
head.
4.9 MSETCL will seek assistance from OEMs/Institutions to implement its
training plan wherever needed.
4.10 MSETCL will ensure effective implementation of this training policy.
Resources will be mobilized to carry out Planning and Monitoring,
Curriculum Development, Evaluation and Record keeping.
4.11 Company will develop its own training institutions i.e. RTCs to cater
basic training requirements. MSETCL shall strive to adopt profit centre
approach in respect of training requirement/ infrastructure.
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5. TRAINING RESOURCES
5.1 TRAINERS
5.1.1 In-house Trainers
MSETCL shall develop members of its own staff as trainers in
different areas to provide professional input in large number of
training courses to be implemented in its training facilities.
MSETCL will prepare list of in-house experts who obtained
specialized training at home and abroad. Such in-house experts
will be preferred while selecting in-house trainers and they will be
further developed through TOT courses.
5.1.2 Professional Trainers external sourced
Effort will be made to develop and maintain at professional
trainers from various disciplines
The broad fields to be covered shall be as follow:
• Operations & Maintenance
• Projects
• Management
• Transmission
• Finance & Accounts `
• Computer Applications
• Human Relations
• Occupational Health & Safety
• Others (Dev. Planning, Engineering, Management)
5.1.3 For developing in-house trainers, MSETCL will conduct series of
“Train the Trainers” courses with the help of outside experts.
5.1.4 In addition, MSETCL shall also invite retired Officers/ Engineers
and also professional trainers from other training institutions to
contribute in its training initiatives as resource persons.
5.1.5 Performance of the trainers will be evaluated. Trainers will be
advised to develop their presentation on the basis of feedback.
5.1.6 Training Management
S.E. (Training) and other official of training department will
undertake “Training of Trainers” (TOT) / “Training Management”
course offered by external training institute.
5.2 TRAINING INFRASTUCTURE
5.2.1 The RTCs/PSLC will be equipped with latest audio-visual
equipment, reproduction facilities and necessary logistic support
to facilitate effective training.
5.2.2 Training centre will have adequate computing faculties, connected
with e-mail and telephone to be able to communicate with all
offices of MSETCL and with external training providers.
5.2.3 Training centres will have adequate logistic facilities including
vehicles.
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5.3 CURRICULUM DEVELOPMENT AND TRAINING MATERIALS
5.3.1 Output of need assessment will be utilised in curriculum
development and design of training courses. S.E. (Training), in-
house trainers, external experts and respective functional heads
will be involved in need assessment.
5.3.2 Training courses will be designed preferably in modular form
following prescribed format.
5.3.3 Standard reading material/hand-out for each topic will be prepared
by utilising the services of in-house trainers and experts. Such
handouts will be regularly updated. All such handouts will bear a
code number for identification and a revision status. Handouts will
be preserved in hard and soft copies at the point of use.
5.4 TRAINING IN EXTERNAL TRAINING INSTITUTIONS/CENTRE
5.4.1 MSETCL will make nominations for participation in the relevant
training courses organised by reputed training institutions/OEMs.
5.5 TRAINING AT THE PLACE OF MANUFACTURER’S WORKS
5.5.1 Original Equipment Manufacturers (OEMs) may be involved in
training activity to ensure that their specific product knowledge
and expertise and facilities are appropriately utilised.
5.5.2 The suppliers of equipment should be required to provide
necessary training to operate their equipment. These should be
properly institutionalized so as to reap optimal benefits from the
suppliers and absorb the technology.
5.6. TRAINING BUDGET
5.6.1 Adequate funds will be allocated to training and development
activities for meeting the stipulated training requirement.
5.6.2 As per training policy issued by Ministry of Power, Government
of India, a minimum of 1.5% salary budget may be provided
initially, gradually increasing it to a level of 5% depending on
organisation’s requirement. Training is an investment and not a
mere item of expenditure.
5.6.3 The funds required for training can broadly be categorised in two
heads, Capital outlay (Plan) and Recurring Expenditure (Non-
plan). The funds required for creating training infrastructure are
currently booked under the first one while expenses towards
salaries, TA/DA, maintenance fee etc. comes under the second.
5.6.4 The annual training budget should be given in-principle approval
by the CMD and individual scheme shall be approved by the
standing committee.
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6. TRAINING MANAGEMENT & PLANNING
6.1 TRAINING MANAGEMENT
6.1.1 Superintending Engineer (Training) shall be responsible for
planning, development and implementation of training programs
under the supervision of General Manager (HR Tech). He will
facilitate the functional heads in fulfilling their training needs.
Superintending Engineer (Training) jointly with concerned
functional head will carry out the need assessment.
6.1.2 Training Management will include series of activities starting
from need assessment, curriculum development, budgeting and
planning, selection of participants and trainers, implementation of
the course, evaluation, follow-up, and data control. S.E.(Training)
will be responsible for effective training management.
6.1.3 S.E. (Training) will be adequately staffed to carryout all functions
incorporated in this policy.
6.2 ANNUAL TRAINING PLAN
6.2.1 Training plan will be prepared every year based on training
identification on the basis of needs assessment by 26th February
for next financial year.
6.2.2 Plans will be reviewed and adjusted from time to time for its
suitability.
6.2.3 Certain programmes will be option based.
6.2.4 Training plans will be circulated among all functional head of
MSETCL.
6.2.5 Components of training shall be as under :
1) Tech. Training - OEMs/ Training Institutes
2) Behavioural Policy
3) RTCs
4) Corporate Training Programme
5) Study Tour Abroad
6.3 FORMATION OF TRAINING COURSE CURRUCULUM
COMMITTEE
6.3.1 The training course curriculum committee has been
constituted vide Circular No. MSETCL/HRD/
Training/1578 dtd. 9-2-2016. The Director
(Operation) is the Chairman and Director (Projects)
is the Co-chairman of the committee. Annex –
A&B.
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6.4 FORMATION OF STANDING COMMITTEE -
6.4.1 As per National Training Policy, the standing committee
comprising of Senior Management Officials is to be formed.
6.4.2 The Standing Committee should meet at least twice a year to take
the status of the process of implementation of the recommended
policy guidelines.
6.4.3 It should analyse the hurdles coming in the path of
implementation, suggest remedial measures and also deliberate
on the issues emerging which have not been addressed by the
existing policy guidelines and efficacy.
6.4.4 It will also evaluate training programme time to time and approve
the training plan.
6.4.5 The MSETCL has constituted Standing Committee/ Governing
Body to conduct periodic review of training plan and execution
matters. Annex –C.
7. PARTICIPATION IN TRANING PROGRAMS
7.1 TRAINING BY NOMINATION FOR SPECIAL
PROGRAMME
7.1.1 Nomination for participation will be done in consultation with the
concerned functional head by the competent authority.
7.1.2 All nominations will be in consistent with the training plan.
7.1.3 Nomination to participate in abroad study tour will be done
keeping in view of the suitability of the candidates. Selection
will be done by the standing selection committee of MSETCL.
7.2 PREFERENCE BASED PARTICIPATION IN OTHER
TRAINING PROGRAMMES i.e. Regular Training Institution
and OEMs
7.2.1 There will be optioned called from employees to undergo training
programme in the calendar year
7.2.2 After receipt of option the Training Department shall plan IDP
(Individual Development Plan) spread over in the three years.
8. OTHER IDENTIFIED INITIATIVES TO BE INCORPORATED IN
TRAINING PROGRAMME
8.1 NEW TRAINING AREAS
8.1.1 ASSET MANAGEMENT SYSTEM (AMS)
8.1.1.1 Asset Management System (AMS) integrates Assets, Functions &
Stakeholders, O&M Resources, T&D technologies and Grid
operation, environment and safety. The effective implementation
of AMS requires knowledge base in advanced control and
monitoring devices, diagnostic equipments& tools, installation
techniques, hot line maintenance tools and information technology
and communication skills to use O&M data.
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8.1.1.2 The AMS is structured in the organization with ownership under
four pillar processes namely maintenance process, grid
management process, network development process and system
improvement process.
8.1.1.3 The training shall be organised with the help of the Central
Transmission Utility M/s Power Grid Corporation, New Delhi.
8.1.2 QUALITY MANAGEMENT SYSTEM (QMS)
8.1.2.1 It is required to conduct inspection of material at three levels
namely raw material, in-Process material and finished product.
8.1.2.2 It was decided to conduct certified inspector training program at
RTCs by arranging visits at OEMs or with the help of third party
agencies or tie-up with Original Equipment Manufacturers
(OEMs).
8.1.2.3 Under QMS, it is proposed to conduct training program for
Certified Inspection Engineers at our RTCs initially for the
equipments – Power Transformers, Current Transformers,
Potential Transformers, Capacitive Voltage Transformers, Circuit
Breakers and Lightening Arrestors.
8.2 ESTABLISHMENT OF NEW TRAINING CENTRES
8.2.1 The new training centres are proposed at following locations.
8.2.2 Corporate Training Centre at Lonawala for Pay Group I and II
employees.
8.2.3 Power System Learning Centre (PSLC) for Maintenance at
Ambazari, Nagpur.
8.2.4 The proposals for these training centres are under consideration at
Corporate Office.
8.3 RTCs AS DELIVERY CENTRE/RTCS AS PROFIT
CENTRE
8.3.1 MSETCL is strengthening its Regional Training Centres
established at its seven zones in the Maharashtra. These RTCs
have been accredited by the CEA. Primarily, training for the Pay
Group III & IV employees is given at these RTCs. Various
facilities viz. training hall, audio-visual/ internet, residential
facilities etc. are being strengthened.
8.3.2 The RTC is considered as self-sustainable model as revenue
generation unit of MSETCL. For this purpose, Target market is
being finalized by exploring and tapping the following customer
potential – (A) EHV consumers & other Utilities/Companies; (B)
CPPs & IPPs i.e. Co-Gen, Wind, Solar, etc. & other i.e.
Academicians/Engineering College teachers and students.
9. DOCUMENTATION AND ITS CONTROL
9.1 MSETCL shall establish and maintain a system of identification of
all document and records regarding training under this policy.
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9.2 All document and records shall be controlled. It will be ensured
that latest copies of document are available at the point of use. All
documents will have update status.
9.3 Course Coordinator will compile a report outlining objectives,
timetable, list of participants, trainers, evaluation etc. for each
course as reference document.
10. TRAINING MANAGEMENT INFORMATION SYSTEM (TMIS)
10.1 The training department will prepare a database comprising of the
details of all the training programs, participants, fee status etc.
10.2 The desired information can be retrieved as and when required.
This Database System is known as Training Management
Information System (TMIS). The TMIS will be updated regularly
from time to time.
10.3 Monthly and Quarterly periodicals will be prepared and put up
before the management for perusal.
10.4 Our training documentation for training courses shall be as per
Appendix-I enclosed herewith.
11. FEEDBACK & EVALUATION OF TRAINING PROGRAMME
11.1 A mechanism to evaluate the effectiveness of training programs is
essential. Sponsoring organizations should send the feedback on
the efficiency of training at the workplace for further improvement
of the programs.
11.2 The benefits should be evaluated and course content modified
based on the inputs.
11.3 Out of feedback reports received from participants, one feedback
report should be selected as lead feedback for submission to the
management.
12. REVIEW OF THE POLICY
The policy shall be reviewed by the Standing Committee, time to time and
recommendation thereof shall be appraised to the Management.
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Appendix I
Format for Outlining Training Courses :
1. Code No
2. Title of the Course
3. Background /Introduction
4. Objectives of the Course
5. Target Group/ Participants
6. Date
7. Time
8. Venue
9. Outline of Topics
10. Methodology to be used
11. Audio Visual Aids
12. Name of the Course Coordinator
13. Course Fee (where applicable)
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