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DECLARATION

I hereby declare that the work presented here is genuine work


done originally by me and has not been published or submitted
elsewhere for the requirement of a degree program. Any
literature, data or works done by others and cited within this
dissertation has been given due acknowledgment and listed in
the reference section.

Signature of candidate

VISHAL SONI
ACKNOWLEDGEMENT
I express great pleasure in introducing my project report on "PERFORMANCE
APPRAISAL AND PROMOTION PROCESS" at Bihar State Power Holding Company
Ltd .A considerable amount of thinking , analysis and informational inputs from
various sources are involved in preparing this project report .I express my
sincere and heartfelt gratitude to Mr. Sunil Kumar Singh for providing me i with
an enviable opportunity to execute this project in their esteemed organization
and for patiently mentoring and guiding me throughout the project .This project
wouldn't have been successful without the precious guidance and untiring
inspiration of Mr. Sunil Kumar Singh (Dy. G. M.(personnel ),BSPHCL) in spite of
their very busy schedule they made sure in every way that I acquire the best
possible exposure and knowledge during my project days. Moreover, I would
also like to thank all the employees of BSPHCL (H.RDEP) for their constant
support and help .I would also like to thanks ARUN KUMAR SINGH (Coordinator
of BBM.AN COLLEGE) for the coordination and support in completion of this
project and all my friends and many other who have helped me during the
completion of my project . Without their valuable support this project will not
be possible .Mere acknowledgement may not redeem the debt I owe to my
parents for their direct /indirect support during the entire course of this project.

VISHAL SONI
CONTENTS
CHAPTER : 1 INTRODUCTION
1.1) INTRODUCTION TO THE TOPIC

1.2) OBJECTIVE OF THE STUDY

1.3) SCOPE OF THE STUDY

1.4) IMPORTANCE OF THE STUDY

1.5) METHODOLOGY OF THE STUDY

1.6) LIMITATIONS OF STUDY

CHAPTER : 2 ORGANIZATION PROFILE


2.1)ORIGIN OF BSPHCL

2.2) DUTIES OF BSPHCL

2.3) DUTIES OF BSPTCL

2.4) DUTIES OF BSPGCL

2.5) DUTIES OF SBPDCL

2.6) DUTIES OF NBPDCL

CHAPTER: 3 TRAINING AND DEVELOPMENT THEORITICAL ASPECTS


3.1) TRAINING , AIMS & OBJECTIVES AND PROMOTION

3.2) TRAINING METHODS

3.3) TRAINING PROCESS & ELEMENTS

3.4) TRAINING AND DEVELOPMENT AT BSPHCL, PATNA

CHAPTER: 4 RESEARCH WORK


4.1) DATA ANALYSIS &INTERPRETATIONS

4.2) FINDINGS

CHAPTER: 5 CONCLUSION &SUGGESTIONS, ANNEXURE


CHAPTER-1

INTRODUCTION

1.1) INTRODUCTION TO THE TOPIC


1.2) OBJECTIVE OF THE STUDY
1.3) SCOPE OF THE STUDY
1.4) IMPORTANCE OF THE STUDY
1.5) METHODOLOGY OF THE STUDY
1.6) LIMITATIONS OF STUDY
PROECJT TITLE
The title of my project is "Training and Development of emplovees o BSPHCL"

1.1) INTRODUCTION OF THE PROJECT


My project work is Training and Development of employee of BPSPHCL. It
was a short study about the training and development of the employees, the aim
of the study is to understand the concept of the training and development of the
employees within the organizations.

Training refers improve skills, or add to the exiting level of knowledge so that
employees is better equipped to do his present job, or to prepare him for higher
position with increased responsibilities. However individual growth is not and
ends in itself. Organizational growth need to be measured along with individual to
the teaching or learning activities done for the primary purpose of helping
members of an organization to acquire and apply the same. Broadly speaking
training is the act of increasing the knowledge and skills of an employ for doing a
particular job.

In today's scenario change is the order of the day and the only way to deal with it
is to learn and grow. Employees have become central to success or failure of an
organization they are the cornucopia ideas. So it high time the organization
realize that "train and retain is the mantra new millennium"

1.2) 0BJECTIVE OF THE STUDY


The specific objectives of the study are:

1. To bridge the gap between theory and practice and to know about the work
culture in an organization.

2. To examine the effectiveness of training in overall development of skills of


workforce.

3. To examine the impact of training on worker.


4. To study the changes in behavioral pattern due to training.

5. To find out new methods of training and development in BSPHCL.

6. To give the suggestion from the analysis and finding for the improvement of
training and development system of the organization.

7. The long run objective of the study is to provide some guidelines for future
work relating to training and development.

8. The short run objective the good degree and grade for B.B.A course from A.N
College, Patna.

1.3) SCOPE OF THE STUDY


In this project I have tried to present and know about the training and
development programs being presently followed in BSPHCL I and the feedback,
collected from different employees during my interaction with them.

The scope training and development can be explained with the help of following
points:

•Exact positions of performance of employees through their feedback.

•Development of employees through various training and development program.

•Development altered of unbiased treatment to all employees.

1.4) IMPORTANCE OF THE STUDY

The study is modest attempt to survey the training and development program
and its effectiveness towards its objective in BSPHCL for certain purpose

The finding of the study may be useful for the management and employees of the
concerned organization as well as for the students, researchers and teacher of
personal management.
1.5) METHODOLOGY
Methodology is the analysis is of the principle of the methods, rules, and
postulates employed by a discipline.

Methodology refers to more than a simple set of method rather it refer to the
rational and philosophical assumptions that underline ai particular.

RESEARCH METHODOLOGY
The validity of any research depends upon the methods used for data collection
and the quality of data collected for the purpose of getting information regarding
training and development and it effectiveness in BSPHCL following tools and
methods has been used:-

PRIMARY SOURCE:-
(a) Questionnaires

(b) Phone calling

(c)Personal observations

SECONDARY SOURCE:-
(a) Newspaper

(b) Magazines

(c) Internet

The study is an imperial research based on survey method data and information
has been generated from employees of the BSPHCL training centre, Patna.
SAMPLING METHOD:
During my research work. I adopted the method of stratified random sampling in
which out of 51 employees working in Patna region, 25 were given of
questionnaire and responses from them were generalize to reach the final
conclusion.

The sample is selected as follows:-

CATEGORY OF NUMBER OF

EMPLOYEES EMPLOYEES

OFFICER. 11

STAFF. 28

CLERK. 03

TOTAL. 42
RESEARCH DESIGN
On the basis of aforementioned discussion we can write research

design in brief as follows:

Research conducted at Patna

Research type Explanatory

Research technique Qualitative Quantitative

Research approach Survey

Research tool Questionnaire

Research source Primary+Secondary

1.6 )LIMITATION OF THE STUDY


In the completion of the study the research had confronted with the following
difficulties:

•Availability of time was a major constraint. Duration of eight weeks allotted to


researcher to cover such a vast topic like training and development makes it
impossible to arrive at i hundred percent correct conclusions.

•There was difficulty in extracting information from the respondent because they
viewed the questionnaire with suspicion.

•Employee's needs expectations and behavior vary from one individual to


another during talks few employees shown keen interest and they fully give views
while some others hesitated in giving their views.

•Since the organization keep most of the information confidential regarding


training and development system, so that statistical analysis is not possible.
•Impact of individual thinking and perception. Responses given by an individual
may be biased which creates difficulty in reaching exact conclusion.

•All the employees and executives due to their busy schedule co exact conclusion.
operated partially.
CHAPTER-2
ORGANIZATION PROFILE

BRIEF HISTORY OF BSPHCL


2.1) ORIGIN OF BSPHCL
2.2) DUTIES OF BSPHCL
2.3) DUTIES OF BSPTCL
2.4) DUTIES OF BSPGCL
2.5) DUTIES OF SBPDCL
2.6) DUTIES OF NBPDCL
Key Contacts
•Bijendra Prasad Yadav, Hon'ble Minister.

Tel: (0612)-2506224. Fax: 2506225.

•Pratyaya Amrit, IAS, Chairman-cum-MD,

Bihar State Power Holding Company Ltd. Tel: (0612)2504036.

•Sandeep Kumar R. Pudakalkatti, IAS, Managing

Director Bihar State Power Transmission Company Ltd.

•Sanjiwan Sinha, Managing Director,

Bihar State Power Generation Company Ltd.Tel: (0612)-2504495.

•Sandeep Kumar R. Pudakalkatti, IAS, Managing

Director, North Bihar Power Distribution Company. Ltd. Tel: (0612)-2504044.

•Sanjiwan Sinha, Managing Director,

South Bihar Power Distribution Company. Ltd. Tel: (0612)-2504045.


Bihar State Power Holding Company Limited (BSPHCL),
formerly Bihar State Electricity Board (BSEB)
It is state-owned electricity regulation board operating within the state
of Bihar in India. Bihar State Electricity Board (BSEB) was established in 1958 as a
statutory corporation under the Electricity (Supply) Act, 1948. As of November
2012, BSEB has nearly 1,700 officers and 14,850 employees. The derated capacity
comes to just 530 MW. The BSEB was unbundled on 2 August 2011.Power Finance
Corporation was the main consultant for BSEB's restructuring.

BSEB formally started functioning as 5 companies on 1 November


2012 namely:
•Bihar State Power Generation Company Limited (Generation business)

•Bihar State Power Transmission Company Limited (Transmission business)

•North Bihar Power Distribution Company Limited (Distribution business)

•South Bihar Power Distribution Company Limited (Distribution business)

•Bihar State Power Holding Company Limited (apex holding Company)

Electricity generation capacity in Bihar installed electricity generation capacity in


Bihar was 2.759 MW on August 31. 2015 This is 1% of India’s power capacity and
8% of the East India Bihar reported a peak power demand of 3.500 MW in 2014-
15. The per capita power i consumption in Bihar is 144 kilo watt hour (kwh), 85%
lower than the all India average of 927 kwh. Peak power availability in Bihar was
highest at 2.831 MN in 2014-15 Bihar's power generation is mainly dependent on
thermal energy (91%), while hydro and renewable energy account for only 5% and
4%, respectively.

Barauni Thermal Power Station


Unit No. 1, 2 & 3 of 15MW each and Unit No. 4 & 5 of 50 MW each are retired as
they are very old to be maintained.
Unit 6 & 7 of 110 MW is under renovation and maintenance being executed
by Bharat Heavy Electricals which also originally supplied equipments for units 6 &
7. Unit 7 too was renovated by BHEL and is now operational.

There is an ongoing plan for new capacity addition of 500 MW (2x250 MW) to this
plant. In March 2013, Central Government assured to provide coal linkage to
Barauni Thermal Power Plant.[13]

New Unit 8 of 250MW was inaugurated in January 2018. Unit 9 of 250MW is


expected to be operational by June 2018.

Kanti Thermal Power Station


MTPS is located in Kanti, Muzaffarpur. It is now a joint venture of BSEB and NTPC
since 2006.

Unit 1 & 2 of 110 MW originally commissioned in 1985-86 and went down in


2002-2003 are under renovation which being executed by Bharat Heavy
Electricals which was also originally supplied equipments these two units. Unit-1
got renovated and is working at full capacity since November 2013.

There is plan for new capacity addition of 390 MW (2x195 MW) to this plant as
part of stage-2. The stage-2 is under implementation. The plant is now renamed
as George Fernandes Thermal Power Plant Station(GFTPS).

NTPC Kahalgaon Super Thermal Power Station


This 2340 MW (4x210 MW, 3x500 MW) NTPC plant is located
in Kahalgaon, Bhagalpur, Bihar.

NTPC Barh Super Thermal Power Plant


Around 3,300MW of coal-generated power is being added at Barh near Patna in
Bihar, India. Barh has been named a mega power project, and is owned by Indian
energy company NTPC (National Thermal Power Corporation). The project
comprises two stages. The EPC contractor for State-1 of 1,980MW (3x660 MW) is
Russian firm TPE, and for Stage-2 of 1,320MW (2x660 MW) is BHEL. Stage-1 being
built with equipment from TPE is delayed as TPE is asking for more money. In
November, 2013, 660 MW unit of state-2 being built by BHEL got synchronized
with the grid. Commercial operation started in November 2014 after resolving
faults

Hydel power stations in Bihar


Koshi Hydel Power Station
Koshi Hydel Power Station which has an installed capacity of 19.2 MW (4x4.8) has
been handed over to Bihar State Hydel Power Corporation on 11 November 2003.

Bihar Grid Company Limited


Bihar Grid Company Limited (BGCL) is a joint venture of Bihar State Power Holding
Company Limited (BSPHCL) and Power Grid Corporation to expand and
strengthen electricity transmission in Bihar.

Power grids in Patna


Fatuha (150MVA)

Khagaul (150MVA)

Mithapur (100MVA)

Gaighat (100MVA)

Katra (100MVA)

Jakkanpur (170MVA)

Digha (100MVA)

Sipara (100MVA)
Karbigahiya (132/33 KV)

There are 45 power sub-stations. The eight grids supply around 500MW of power
to the state capital.

Forthcoming Power plants in Bihar


The first private sector thermal plant in Bihar will become operational by April
2014. The first unit of (2×640 MW) thermal power plant, situated near Bausa
block in Banka district is being constructed by M/s JAS Infrastructure Capital Pvt
Ltd. Central Electricity Authority has recommended setting up of Bihar's first
4,000 MW ultra mega power project at Kakwara in Banka district.Bihar
government has reiterated its resolution to make the state self-sufficient in power
by 2015.Three, 1320 MW thermal power plants at Chausa (Buxar), Kajra and
Pirpaiti (Bhagalpur) are in various stages of constructions. Chausa Power Plant in
Buxar district is facing land acquisition related problem as of August 2014. Satluj
Jalvidhyut Nigam is establishing a 1230 MW thermal power unit at Chausa in
Buxar district.

Other projects
Upcoming Bihar thermal power plants
JAS Infrastructure Capital Pvt. Ltd (2 x 640 MW )

Siriya, Banka district, Bihar

Nalanda Power (2000 MW )

Pipranait South, Bhagalpur District Bihar

Kanti Bijlee Utpadan Nigam (2×250 MW)

Stage II - Kanti, Muzafarpur district Bihar

Bihar State Electricity Board (2×250 MW)

Barauni, Begusarai district, Bihar


Piranpaiti Bijilee (2×660 MW)

Piranpaiti, Bhagalpur district Bihar

Lakhisarai Bijilee (2×660 MW)

Kajra, Lakhisarai district, Bihar

Buxar Bijilee (1320 MW)

Chausa, Buxar District, Bihar

NTPC (2×660 MW)

Barh STPS, Patna District Bihar

Nuclear power plant


Government of India has decided to reduce the capacity of the proposed nuclear
power plant at Rajauli, Nawada by half.

Energy Park
Karbigahia Thermal Power Station will be developed as the first-ever 'Energy Park'
in Bihar.

Rajiv Gandhi GraminVidyutikaranYojana


In September 2012, 43 projects of rural electrification have been sanctioned for
Bihar under Rajiv Gandhi Gramin Vidyutikaran Yojana (RGGVY).
Objective of BSPHCL
Charged with the responsibility of promoting a co-ordinate development of
generation supply and distribution of the duties of the company have been
defined in section 18 of the electricity supply act,1948 it has been electricity in
the state of Bihar on a efficient and economic basis management.

Though BSPHCL deals in only one product electrical power ,its significance and
utility value is enormous for the state almost all aspect of modern life style are
dependent on it in one way or another properly to the consumer and maintain
their equipment.

The responsibility of catering to enter state means BSPHCL must always be able to
understand present as well as future trend of power consumption .It has to
formulate and implement schemes for power generation so that the growth in
demand can be met successfully in time.

Sometimes, it also become necessary for BSPHCL to purchase power from


outside agencies in order to meet the local demand.

As on today, the installed generation capacity of BSPHCL. In terms of its Thermal


and Hydro electrical plant ,exceeds 559.2 MW.

The company has its full-fledged Accounts and Audit Department for proper keep-
up of its financial transaction as also to ensure efficient financial management on
the commercial line.

The entire organization of the Bihar State Power Holding Company Ltd. It has
been set up keeping in view the function entrusted to i.e., coordinated
development of generation ,transmission and distribution of electricity in the
state.
ORGANISATIONAL STRUCTURE

B.S.P.H.C.L
Chairman Cum
Managing Director (CMD)

N.B.P.D.C S.B.P.D.C B.S.P.G.C B.S.P.T.C

Managing Managing Managing Managing


Director Director Director Director
BRIEF HISTORY OF ERSTWHILE BIHAR STATE ELECTRICITY
BOARD NOW BSPHCL
2.1 ORIGIN OF ERSTWHILE BSEB

The pre-independence period was faced by shortage of industrial agricultural and


economic development in the country. Electricity was one of the most important
factors of all-round development in agricultural, i industrial and commercial
sectors. As pre-independence era did not rove adequate contribution for
generation and distribution of electrical energy, the Government of India took a
policy decision to empower it functional autonomy and commercial viability.

As too much Government control proved to be barring for nipped decision making
and consequent development, the State Electricity Board was to be established
on quasi Government basis. So, Government of India passed a bill named the
Electricity Supply Act, 1948 to frame law governing equitable distribution of
electricity for agricultural as well as industrial development.

This bill provided an opportunity to various State Governments to make laws for
rapid development of generation and distribution of electricity in their respective
states. As a result, the Government of Bihar Electricity Board of Patna came into
effect from I" April, 1949. Thus, the Bihar State Electricity is a statutory
organization. Under Section1 8 of Electricity Supply Act of 1948 targeted Bihar
State Electricity Board with the general duty of promoting coordinate
development of generation and distribution of electricity within the state in most
efficient and economic manner.
Unbundling Of BSEB
Bihar Power Generating Co. Ltd

North Bihar Power


Distribution Co.
Ltd.
Bihar State
B.S.E.B Power South Bihar Power
(Holding) Co. Distribution Co.Ltd

Bihar Power Transmisson Co. Ltd

ORIGIN OF BSPHCL
Pursuance to the provisions of Electricity Act 2003, for re organization of Bihar
State Electricity Board, following five companies have been incorporated under
the Companies Act, 1956 vide State Govt. resolution no. i 999 dated 06.03.2012:-

Bihar State Power (Holding) Company Ltd., Patna -A controlling company which
will hold equity capital of the other four subsidiary companies and will act as a
controlling company for the subsidiary companies.

•Bihar State Power Transmission Company Ltd. Patna-Transmission


•Bihar State Power Generation Company Ltd., Patna- Generation Company

•South Bihar Power Distribution Company LTD., Patna - Distribution Company for
South Bihar.

•North Bihar Power Distribution Company Ltd.,Patna Company for North Bihar

2.2 DUTIES OF BSPHCL


> The duties of the Company have been defined in Section 18 of the Electricity
Supply Act, 1948. It has been charged with the responsibility of promoting a
coordinated development of generation, supply and distribution of electricity in
the State of Bihar on an efficient and economic basis of management.

> Though BSPHCL deals in only one product, i.e., electrical power, its significance
and utility value is enormous for the State. Almost all aspects of modern life-style
are dependent on it in one way or another.

2.3 DUTIES OF BSPHCL


The duties of Bihar State Power Transmission Company Limited are to build,
maintain and operate an efficient, coordinated and economical inter-State
transmission system or intra-State transmission and to comply with the directions
of the Regional Load Dispatch Centre and the State Load Dispatch Centre.

2.4 DUTIES OF BSPGCL


"Bihar State Power Generation Company Limited" means the generating company
which possesses the Generating Undertaking of the Board.

2.5 DUTIES OF SBPDCL


South Bihar Power Distribution Company Ltd (SBPDCL) has been given the status
of a Distribution Licensee as per Section 14 of the Electricity Supply Act 2003 and
engaged primarily in the business of distribution of Electricity.
2.6 DUTIES OF NBPDCL
The Company has been given the status of a Distribution licensee as per Section14
of the Electricity Act 2003. The Company is engaged primarily in the business of
distribution of electricity. It has been vested with the distribution assets, interest
in property, rights and liabilities of the erstwhile BSEB necessary for the business
of distribution in its area of distribution comprising of all 21 districts of North
Bihar.

ADMINISTRATIVE SET-UPOF BSPHCL &ITS SUBSIDIARY


BSPHCL :In order to ensure that its responsibilities are discharged effectively
and efficiently, the Company has engaged nearly 1,700 officer and 14,850 staffs
on various posts to generate its own power and to maintain proper distribution
system. It arranges to supply the electricity properly to the consumers and
maintain their equipment. i As on today, the installed generating capacity of
BSPHCL in terms of its Thermal and Hydro-Electrical plants exceeds 559.2 MW. I

The Company has its full-ledged Accounts and Audit Department for proper keep-i
up of its financial transaction as also to ensure efficient financial management on
the commercial line.

The Company has also its personnel wing to safeguard the interest of all its
employees. The bio-data and service records of the employee have been
computerized at its Headquarters.
ADMINISTRATIVE SET-UP

BIHAR STATE POWER (HOLDING COMPANY LIMITED)

BSPTCL:
BSPTCL operates a transmission network of 6182 Kms. Of 132 K.V. Lines & 1663
Kms.Of 220 K.V. lines & 75 Kms. Of 400 K.V. Linei as well 97 Nos. of operational
EHV sub-stations with 7360 MVA Transformation Capacity.

Besides continual technical up-gradation, the company lays emphasis on imbibing


required skills in its people and therefore it has invested in creating training
infrastructure. It has recently established a "Power Training Center" at Gaurichak,
Patna where Employees/Students are trained on various power system protection
and equipment testing’s . The day-to-day affairs of the company are managed by
the Managing Director assisted by Director (Project) and by whole time Chief
Engineers both at HO and field levels. They are in turn assisted by al team of
dedicated and experienced professionals/engineers in various fields.
BIHAR STATE POWER TRANSMISSIN COMPANY LIMITED
Managing
Director

Board Of Directors

Director Dir. Finance Dir. Transmiss- Dir. Gener- Energy Secretary

Administr.. & Revenue ion ation

BSPGCL:
Power Generation in Bihar is primarily fossil iuel based. The state has severall
plans for power generation through Bihar State Power Generating Company.

Bihar grid, as on date, is totally dependent on central supply. Earlier Katihar.


Pirpainti and Nabinagar were identified for installation of coal based Power
Projects in the State of Bihar. Subsequently, a Special Purpose Vehicle (SPV) in the
name of "Bihar Power Infrastructure Company Pvt. Ltd." has been incorporated to
carry out the development activities and further carry out bid process
management. Bihar state is also trying for a nuclear power station.

Power system in Bihar is predominant by thermal power generation and the


contribution of hydro power is only 10%. Bihar has only 491.1 MW of installed
capacity, of which 440 MW is thermal and remaining 51.I MW is hydel.
Separation of Jharkhand from Bihar left the erstwhile Board with only three
Poweri Generation Plants. Details of which are as follows:

(a) Barauni Thermal Power Station, Barauni (BTPS)

(b) Muzaffarpur Thermal Power Station (MTPS) (c) Koshi Hydel Power Station
(KHPS)

SBPDCL:
South Bihar Power Distribution Company Ltd (SBPDCL) has been given the status
of a Distribution Licensee as per Section 14 of the Electricity Act 2003 and
engaged primarily in the business of distribution of Electricity and is serving morei
than 18 lacs consumers in 17 districts of South Bihar.

Presently, we are providing uninterrupted power supply in PESU, Area, Patna i.e.
Capital of Bihar and also providing 18-20 Hrs assured power supply in the entire17
district HO of South Bihar. It also gives their consumers the assurance fori
replacement of defective transformer in the urban areas in 24 hrs & in rural areas
in 72 hrs.

ADMINISTARTIVE SET UP
SOUTH BIHAR POWER DISTRIBUTION COMPANY LIMITED

Chairman

MD

Secretay MD, MD, BSPTCL MD ,NBPDCL Director Director Director


(Energy) GoB BSPGCL
(Part time) (Part Time) (Part Time) (Projects) (Operations) (Finance)
(Part Time)
NBPDCL:
NBPDCL is a company registered under the provisions of Companies Act 1956 and
is a fully owned subsidiary Company of BSPHCL.

NBPDCL provides power in 21 districts of North Bihar namely, 1. West Champaran,


2.East Champaran, 3.Sitamadhi, 4.Sheohar, 5.Muzaffarpur, 6.Vaishali, 7.Saran,
8.Siwan, 9.Gopalgunj, 10.Mahubani, 11.Darbhanaga, 12.Samastipur, 13.Begusarai,
14.Khagaria, 15.Saharsa, 16.Supaul, 17.Medhepura, 18.Araria, 19.Katihar,
20.Purnea and 21.Kishangunj.
ORGANISATION PERCEPTION OF THE ENVIRONMENT
The chapter Organization Perception of the Environment contains the survey
report of the employee satisfaction level. It was found that most of the workers
were while working with the organization. They were extremely satisfied
regarding the working environment and inter-departmental communication.

SURVEY REPORT
EMPLOYEE SATISFACTION SURVEY
VERY SATISFIED 445.08%

SSO & SO 338.46%

DON’T KNOW 77.37%

WANT CHANGES 66.80%

VERY UNSATISFIED 22.26%

TOTAL 999.97%

CONCLUSION
To sum up, according to modern management techniques, optimum production
can be achieved by excellence in various field of management. HR is important
part of this organization. The BSPHCL is a technical organization and its scope of
work is generation of power/ transmission of power and supply of power. It is
labor intensive organization. It is the imperative for the company to have right
person for the job. With this objective at present the BSPHCL and its subsidiaries
company have more than ten thousand employees on its roll. In view of the large
manpower force, it is important for the company to have well- defined and
effective human resource policy for its employees. HR management plays a vital
role in any organization for its development. Excellence in HR management can be
achieved by recruiting the right type of person, their training before employment,
periodical training for enhancing their skills from time to time to keep them
updated with changing technology and environment, payment of adequate salary
and other useful benefits.

In BSPHCL, the HR policies are reviewed from time to time for providing better
facilities to its employees.
CHAPTER-3
TRAINING& DEVELOPMENT THEORITICAL
ASPECTS

3.1) TRAINING, OBJECTIVES,NEEDS &IMPORTANCE AND


DEVELOPMENT
3.2) TRAINING TYPES &BENEFITS
3.3) TRAINING METHODS
3.4) TRAINING AND DEVELOPMENT AT BSPHCL, PATNA
3.1 INTRODUCTION OF TRAINING
After selection of people for various jobs, the next function of management is to
arrange for their training and development. This is because a person. However
carefully selected is not molded to specifications and rarely meets the demands of
his jobs adequately. Formerly, it was thought that the training of personnel was
unnecessary on the ground that the new employees would gradually pick up all
the particulars of the job. But as the processes and techniques of production are
becoming more and more complicated, It is being increasingly realized that the
formal training is important not only for new candidates but also for existing
employees. Training function, in fact, has become the corner stone of sound
management.

Meaning & Definition Of Training

Meaning :-
Training is a process of learning a sequence of program behavior. It is an
organized activity for increasing the knowledge and skills of the people for a
definite purpose. It gives people awareness of the rules on procedures to guide
their performance on the current job or prepare them for intended job.

Definition:-
“Training is the act of increasing the knowledge and skills of an employee of doing
a particular job."

EDVIN FLIPS
"Training is the organized procedure by which people learn knowledge and skills
for a definite purpose."
DALES BEACH

"Training indicates the only process by which attitude skills and abilities of
employees to perform specific job are increased."

MICHAEL.J.JULISI

Training enhances the knowledge of employee of organization. It makes not only


newly recruited employee fully productive in minimum time but also the bold
workers, to refers them and enables them to keep up with new methods &
techniques as well as new machines and equipments for doing the work.

OBJECTIVE OF TRAINING
1. To increase the knowledge of workers in doing specific works.

2. Io impart new skills among the workers systematically so that

they learn quickly.

3. To bring about change in the attitude of the workers towards fellow workers,
supervise the organization.

4. To reduce the number of accident by providing safety training to workers.

5. To improve the overall performance of the organization.

6. To make the workers capable of handling materials, machines, and equipments


efficiently and effectively and thus check wastage of time and resources them.

7. To prepare workers for higher jobs by developing advance skills in them.

NEED OF TRAINING
Training is important not only from the point of view of organization, i but also for
the employees. Training is valuable to the employees because it will given them
better job security and an opportunity for advancement. A skill required through
training is an asset for the organization and the employees. The need arises
because of following reasons:-

1. Changing Technology
Technology is changing a fast pace. The workers must learn new techniques to
make use of advanced technology. Thus training should be treated as continuous
process to update the employees in new method and procedures.

2.Quality Conscious Customer


The customer has become quality conscious and their requirements keep on
changing. To satisfy the customer quality of products must be continuously
improve through training of workers.

3.Greater Productivity
It is essential to increase productivity and reduce cost of production for meeting
completion in market. Effective training can help increase productivity of the
workers.

4.Stable Workforce
Training creates a feeling of confidence in the minds of the workers. It gives them
a kind of security at workplace. As a result labor turn over and absenteeism rates
are reduced.
5.Increased Safety
Trained workers handle the machine safely. They also know the use of various
safety devices in the factory. Thus they are prone to industrial accidents.

6.Better Management
Training can be used as an effective tool of planning and control. It develops skill
among workers for the future and also prepares them from promotion.

IMPORTANCE OF TRAINING
The important of training are discussed below:

1. HIGH MOTIVATION
Trained employees perform better than untrained ones. This brings them
rewards, job satisfaction and motivation to work hard. Training is, thus a non-
financial incentive that brings financial gains to business organization.

2. LESS SUPERVISION
Trained employees know their jobs. They maintain discipline and control on their
activities. This reduces the need for supervision or control on their work. Less
supervision means savings in time and money and better performance.

3. ORGANISATION GROWTH
Training not only helps in growth of the organization. Organizations whose
employees are trained can anticipate and adapt to changes in the environment.
Organizations can compete in the market and grow their operations.

4. REDUCED LABOUR TURNOVER


As training provides job satisfaction and boosts employee’s morale to work hard,
employees feel satisfied with their jobs and improve their performance on the job.
This reduces the rate of labor turnover and absenteeism.

5. BETTER USE OF RESOURCES


Well trained employees make better use of machines and materials. As a result
the rate of spoilage or wastage of material reduced. There is less breakage of
machinery and tools. The maintenance cost is reduced and life of the machines is
increased.

6. HIGH MORALE
Training helps to improve the job satisfaction and morale of employees. As their
productivity increases, there is an improvement in their earnings, job security and
career prospects. By developing positive attitude, training makes employee’s
morel cooperative and loyal to the organization.

7. BETTER MANAGEMENT
A manager can make use of training to manage in a better way. To him, training
the employees can assist to improve his planning, organizing, directing, etc.

8. INCREASED SAFETY
Training to workers helps them to handle the machines safely. They also know the
use of various safety devices in the factory. Thus, they are less prone to accidents.
Training provides i more remuneration and other-monetary benefits to the
workers. It does not eliminate the need for supervision, but it reduces the need
for regular, supervision of the workers.
3.2TYPES OF TRAINING
On the basis of purpose several types of training programs are offered to the
employees. Some of them are as follow:

. Induction and Oriented

. Job Training

. Apprenticeship Training

.Internship Training

. Refresher Training or Retraining

. Training For Promotion

INDUCTION
This type of training is for new employees. This training is concerned with
introducing or orienting a new employee to the organization and it procedure,
rules and regulation. It helps a new employee to get acquainted with the work
environment of the organization.

JOB TRAINING
It relates to specific job, which the worker has to handle. It gives information
about machines. Process of production, instruction to be followed and method to
be used and so on.
APPRENTICESHIP TRAINING
Apprenticeship training program tends more towards education under this
program both skill and knowledge for doing a job or series of related jobs are
involved. Under this program educational or vocational institutes enter into
arrangement with an individual enterprise for providing practical knowledge to its
students.

INTERNSHIP TRAINING
Under this method, the educational and vocational institute enters into
arrangement with an industrial enterprise for providing practical knowledge to its
student. Internship training is usually meant for such vocations where advanced
theoretical knowledge is to be backed by practical experience on the job.

REFERESHMENT TRAINING
It is for the old employees of the enterprise. The basic purpose of refresher
training is to acquaint the existing workforce with the latest methods of
performing their job and improve their efficiency further.

TRAINING FOR PROMOTION


The talented employees may be given adequate training to make their eligible for
promotion to higher job in the organization.

HOW TO BE CREATIVE
•Postpone judgment : Don't reject any idea ?

•Create alternative frame of reference

•Break the boundary of thinking

•Examine a different aspect of the problem


•Specify the resources and environment.

•Make a wish list of solution.

•Borrow ideas from other fields

•Look for processes to change or eliminate

•Think another person's prospective

•Question all assumptions

3.3) METHODS OF TRAINING


Mainly two types of training i.e. on the job training methods and off the job
training methods are known:

1. On the job training methods:


SIMULATION

It is extension of vestibule training. The trainee works in the closely duplicated


real job condition. This is essential in case in which actual on-the-job practice is
extensive, might result in serious injury and a costly error.

DEMONSTRATIONS AND EXAMPLES

Here the trainee describes and demonstrates how to do a certain work. His
performance the activity himself going through a step-by-step explanation of
"WHY" 'HOW’' and "WHAT' of what he is doing.

COACHING

Under this method the supervisors imparts job knowledge and skills to his
subordinate. The emphasis is in coaching in learning by doing.

UNDER STUDY
The supervisors give training to a subordinate as his under study of assessment.
The subordinate learn through experience and observation. It prepares the
subordinates to assume the responsibility of supervisor’s job in case superior
leaves the organization.

JOB ROTATION
The purpose of position rotation is to broader the background the trainee in
various job. The trainee is periodically rotated from job to job instead of sticking
to one job only, so that he acquire practical knowledge of different job that is
diversified knowledge.

2. Off the job training method:

LECTURE
It is regarded as one of the simplest ways of imparting knowledge to the trainee
especially when facts, concept or principles attitudes, theories and problem
solving abilities are to be thought. Lectures are formally organized talks by an
instructor or an expert of a particular topic. The lectures are supplemented with
discussion, film shows, case studies, role-playing etc.

CASE STUDY
Under this method a real business problem of the situation demanding solution is
presented to groups and the member who are to be trained to identify the
problem present, they must suggest various alternatives for talking them, analyze
them and find out their comparative suitability, and decide themselves the best
solution.
CONFERENCE AND SEMINARS
A conference is the basic to most participative group centered method of
development. It led emphasis on small group discussions involved. Mutual
problems are discussed and participants share their ideas and experience in
attempting to arrive the better methods of dealing with this problem.

There are three types of conference:

•Direct discussion

•Training conference

•Seminar conference

In seminars trainees learn through discussion of a paper on a selected matter. The


material to be analyzed is distributed in advance in the form of required reading.

ROLE PLAYING
The method is developed by "MORNE'. He coined the term “ROLE PLAYING',
PSYCHO DRAMA' with emphasis on learning human skills through practice and
insight into one's behaviors and its effects on other. Here trainees act out a given
role as they would in a stage play. i Iwo or more trainees are assigned roles in a
given situation, which is explained to the group. There are hands written lines to
say and there is ever changing and to react to it as they would in a real rile. It is
method of human interaction, which involves realistic behavior in an imaginary or
hypothetical situation.

PROGRAM INSTRUCTIONS
Program instructions involves a sequence of step which are often set up through
the central panel of an electronics i computer as guides in the performance not a
desired operation or service of operation.
T-GROUP TRAINING (Sensitive Training)
This usually comprises associations, audio visual aids and reading program. Audio
visual aids records, tapes and films are generally used in connection with other
conventional teaching methods.

The above training methods are useful to develop the employee's effectiveness,
which generates the major thrust to develop the efficiency of employment and
complete the organizational goal.

INTRODUCTION OF DEVELOPMENT
While training improves skills of a person on the present job development
improves his skills on future jobs. It is "long- term training designed to increase an
employee's job effectiveness and develop his ability related to assume greater job
responsibilities." Training is, thus, related to the job that a person is performing.
Development improves i his ability to perform present and future jobs with
greater competence and skill. "Training increases the skill while development
shapes attitudes."

FEATURES OF DEVELOPMENT
The following are the main features of development, in brief:

Management development is mainly 'self development'. It depends on executives


themselves than on the efforts of the organization.

It is an non- going process and never stops. According to Koontz and O'Donnell,
"Developing a manager is a progressive process in the same sense that educating
a person is, neither development nor education should be thought of as
something that can ever be completed for there are no known limits to the
degree to which one may be developed or educated"

It prepares a person to assume jobs of higher skills and competence. In the words
of George R. Terry, "management development should produce change in
behavior which is more in keeping with the organization’s goals than the previous
behavior.

DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT

TRAINING DEVELOPMENT
1. Training means learning skills and get Development means the growth of an
knowledge for doing a particular job. employee in all respect.

2.The term “training “ is generally used The term “development “is associated
to denote imparting specific skills with the overall growth of executives.
among operative employees

3. Training is concern with maintaining Executive development seeks develop


and improving current job skills for future performance. Thus it
performance. has a long term perspective.

4. Training is job centered in nature. Development is career centered in


nature.

5. It increases job skills. It shapes attitude

6. The role of trainer or supervisor is All development is “self-development”.


very important in training The executives have to be initially
motivated for self development.
TRAINIG AND DEVELOPMENT POLICY IN BSPHCL
SHORT TITLE, EXTENT AND COMMENCEMENT:
This policy shall be known as the Training and Development Policy, 2013 and it
will be applicable for Bihar State Power (Holding) Company Ltd. (BSPHCL), Bihar
State Power Generation Company Ltd. (BSPGCL), Bihar State Power Transmission
Company Ltd. (BSPTCL), North Bihar Power Distribution Company Ltd. (NBPDCL)
and South Bihar Power Distribution Company Ltd. (SBPDCL) for fresh training for
regular and temporary posts commencing from the date of notification of this
policy. This policy shall not be applicable for the existing employees.

Training Policy
The ever changing technologies in the field of power and energy make it
inevitable for the organization to impart training to its employees on regular basis
to enhance their technical knowledge and skill and also to keep them well
acquainted with the requirement of the work. Training also creates committed
and skilled work force. Further, it is also necessary for the employees to minimize
the risk of compulsory redundancy or adversely affecting other terms and
conditions or working arrangement.

BSPHCL being the power company requires highly skilled and trained work force.
The Company has consistent training programs for its work force to keep them
updated with the technology and also enhance their skills and efficiency. It also
ensures minimum risk of accident in course of discharging their duties in the
organization

3.4) TRAINING AND DEVELOPMENT IN BSPHCL


In the field of human resource management. Training and development is the
field concerned with organization activity aimed at bettering performance of
individuals and groups in organization setting. It has been known by several
names. Including employee development, human resource development and
learning and development.

The success of any development program depends on the quality of training


facilities training is a process that involves the acquisition of skills, concepts and
attitude in order to increase the effectiveness of employees in doing their jobs. In
a rapidly changing society employee training and development is not only an
activity that is desirable but also an activity that an organization must commit to if
it Is to maintain a and knowledgeable workforce .with the view BSPHCL has
developed a well defined training program for employees. BSPHCL trains its
official and agents equally at various centers like ETC, CTC, and DTC etc .At the
divisional level BSPHCL impart training to its employees and agents through three
training centers.

1. Employee Training Center (ETC)

2. Computer Training Center (CTC)

3. Divisional Training Center (DTC)

Employee Training Center


ETC at divisional office is working to full fill the expectation of Government office
for all round development. For the purpose various by the by the (ETC) workshops,
seminar and training of the various training are organized.

COMPUTER TRAINING CENTER


With the objective of achieving full computerization, CTC Patna started from 5
September 2001. Initially it started with local program .But when man power was
provided; it started functioning as fully fledged training center, with advance
programmers.

DIVISIONAL TRAINING CENTER


With the handing over of its earlier function of organizing training session to ETC,
DTC is now responsible exclusively for agent recruitment.
TRAINING NEEDS IDENTIFICATION IN BSPHCL
Training could be useful aid in improving the transformation process that takes
place in an organization in terms of the processing of inputs to outputs. Training
needs have to be related both in terms of the organization's demand and that of
the individuals. Diversification of product lines, new technology, and hence a new
kind of job demands the individual's growth and development through induction
training necessitated by job rotation due to an organization internal mobility
policies.

Models for Identifying Training Needs


•Recognition that a problem exists

•Identification of the real problem

•Consideration of possible solutions

Many methods have been proposed for identifying training needs. A survey
conducted by organization, listed in rank order the following methods of
identifying training needs:

1. Views of the line manager

2. Performance Appraisal

3. Company and development plans

4. Views of training manager

5. Analysis of job difficulties


The model we shall examine here is the "Thayer and Mc Ghee Model' it is based
on following three factors:

1. Organization Analysis

2. Task Analysis

3. Man Analysis

ORGANISATION ANALYSIS
Total organization analysis is a systematic effort to understand exactly where
training effort needs to be emphasized in an organization. It involves a detailed
analysis of the organization structure, objectives, human resources and future
plans, and an understanding of its culture milieu. Training cannot overcome all
deficiencies; other inputs could also be used in conjunction with training input.

For an organization analysis, there are three essential requirements:

1. As adequate number of personnel available to insure fulfillment of the business


operation.

2. That personnel performance is up to the required standard.

3. That the working environmental in their departments is conducive to


fulfillment of task.

TASK ANALYSIS
Essentially, this activity entails a detailed examination of a job, its components, its
various operations and the condition under which it has to be performed. The
focus here is on the Task' itself, rather than on individual and the training
required to perform it analysis of the job and its various components will indicate
the skill and training require to perform the job at the required standard.
Standard of Performance- Every job has an expected standard of performance
unless such standard are attained, not only will interrelated jobs suffer. But
organizational viability will be affected and so will the exceptions that have been
set for their particular job itself. If the standards set for the performance of a job
are known, then it is possible to know whether the job is being performed at the
desire level of output or not.
CHAPTER-4
RESEARCH WORK
4.1) DATA ANALYSIS & INTERPRETATIONS
4.2) FINDINGS
4.1) TOOLS USED FOR DATA COLLECTION
A well structure questionnaire to evaluate the effectiveness of trainee's skill
which has been learnt by them during training program was used.

It covers their demographic and background as well as information related to


their attitude, morale, confidence and willingness to exert the knowledge at
workshop after getting training.

PRIMARY DATA
Only primary data have been taken to study the research topic:-

1) GENDER WISE DISTRIBUTION OF RESPONDENTS

SEX PERCENTAGE
Male 85
Female 15

INTERPETATION:-Out of respondents present at BSPHCL 85% employees are


male members whereas 15% of employees are female members.

No. of respondents
Female

Male
2) AGE OF TRAINEES
AGE OF TRAINEES IN PERCENTAGE

18 to 30 21%

31 to 40 57%

41 to 50 11%

51 to 60 11%

18 to 30
31 to 40
41 to 50
51 to 60
3) Professional Qualification
Professional 30%
Non – Professional 70%

INTERPRETATION:- 30% employees of BSPHCL have professional degree


where as 70% have non-professional qualification.

Professional

Non-Professional
4) THE ATTITUDE OF TRAINERS AT BSPHCL
Very Cooperative 51%
Generally Cooperative 47%
Indifferent 2%

INTERPRETATION:- As far as attitude of trainers are concerned most of the


employees says that the attitude is very cooperative and coridal during training
session.

Percentage
60

50

40

30
Percentage

20

10

0
Very Cooperative Generally Cooperative In Different
CHAPTER-5
CONCLUSION & SUGGESTIONS

5.1) CONCLUSION
5.2) SUGGESTIONS
5.1CONCLUSION
After going through analysis and findings, I experienced many results i regarding
the present training and development system and itsi effectiveness in BSPHCL.
Data collected through different means and itsi analysis and findings leads me to
conclude me as follows:

1) Employees of the BSPHCL are very much conscious about their development
and thus actively participated in training andi development program. Most of
them accepted that present training program at BSPHCL benefited them a lot and
they requirei more such program.

2) Maximum number of employees has said that the training program.


Satisfactory while and around 25% of the respondent said that the present
training program is excellent. Therefore, there is a great scope of improving it
upto excellent level.

3) The training and development program of BSPHCL is mostly develqped


according to the nature of job. It helps in reducing work stress of the employees
and improves their functional efficiency.

4) Training system gives more emphasis on theoretical part while their employees
want more and more practical demonstrations.

5) It is clear from the responses that emphasis on developing leadership skills


through training program needs improvement. Also it is found from the responses
that through the present training program at BSPHCL, 70% of the employees
developedi only one skill. So it is required to improve the quality of training so
that employees acquire multiple skills and become versatile.

6) The organization gives more emphasis on in house training while respondent in


age of stiff competition want more and more exposure.

7) One of the major aspects of training at BSPHCL is that the higher officer actively
participated in training program to make it more
effectively by sharing their experiences with trainee.

8) Maximum number of employees 75% is satisfied with the opportunity provided


to them to express their views.

5.2)SUGGESTIONS
1) There should be appropriate duration of training imparted to employees, Also
more emphasis should be given on practical and audiovisual demonstration in the
training program

2) Present scenario is the age of information technology and intense


mechanization computer and other machine becomes the lifetime of any industry
is no exception. Hence it is suggested by employee should go on enough practical
training on computer and the related electronic device used in the industry.

3) Stress management training should be imparted to every employees so that


they remain cool and calm despite of access work load. Some classes of yoga and
adhyatma should be provided to learn stress management.

4) Stress management training should be imparted to every employees that they


remain cool and calm despite of excess workload. Some classes of yoga and
adhyatma should be provided to learn stress management.

5) The system of obtaining feedback from the employees after thei completion of
training program should be strengthened. Insteadi of obtaining feedback in
writing, there must be one to one communication with trained employees. The
evaluationof

training program would be more effective in this case.

6) In this age of information technology bank may provide regular training


program through internet.

7) Outside expert should be invited for delivery lectures to executives for


changing their knowledge.
ANNEXURE

•QUESTIONNAIRE

•BIBLIOGRAPHY
QUESTIONNAIR
Name……………………………………………………………………….
Designation……….……………………………………………………..
Experience……….……………………………………………………….
Contact No. ……….……………………………………………………..
1) Designation of employee
a) Officer
b) Staff
c) Clerk

2) Age of Trainess
a) 18-30
b) 31-40
c) 41-50
d) 51-60
3) Educational qualification of employees
a) Graduate
b) Post Graduate
c) Professional Degree

4) Professional qualification of employees


a) Professional
b) Non-Professional

5) Are you satisfied with the work climate


a) Satisfactory
b) Adequate
c) Unsatisfactory
d) Can’t Say

6) You have a applied skills and knowledge in your job


a) Satisfactory extent
b) Great extent
c) Less extent
d) Not at all

7) Does your superior cares for you in training


a) Very Good
b) Good
c) Poor

8) Attitudes of Trainers at BSPHCL


a) Very Cooperative
BIBLIOGRAPHY:-
BOOKS:-
>PERSONAL MANAGEMENT C.B. Mamoria
>HUMAN RESOURCE MANAGEMENT V.S.P Rao
>RESEARCH METHODOLOGY S.R. Vajpayee

WEBSITES:-

 www.bsphcl.bih.nic.in

 www.nbpdcl.in

 www.sbpdcl.in

 www.bsptcl.in

 www.google.com
THANK
YOU

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