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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
4.2) FINDINGS
INTRODUCTION
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. To bridge the gap between theory and practice and to know about the work
culture in an organization.
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.
The scope training and development can be explained with the help of following
points:
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
(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.
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
•There was difficulty in extracting information from the respondent because they
viewed the questionnaire with suspicion.
•All the employees and executives due to their busy schedule co exact conclusion.
operated partially.
CHAPTER-2
ORGANIZATION PROFILE
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]
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).
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.
Other projects
Upcoming Bihar thermal power plants
JAS Infrastructure Capital Pvt. Ltd (2 x 640 MW )
Energy Park
Karbigahia Thermal Power Station will be developed as the first-ever 'Energy Park'
in Bihar.
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.
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)
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
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.
•South Bihar Power Distribution Company LTD., Patna - Distribution Company for
South Bihar.
•North Bihar Power Distribution Company Ltd.,Patna Company for North Bihar
> 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.
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
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.
Board Of Directors
BSPGCL:
Power Generation in Bihar is primarily fossil iuel based. The state has severall
plans for power generation through Bihar State Power Generating Company.
(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
SURVEY REPORT
EMPLOYEE SATISFACTION SURVEY
VERY SATISFIED 445.08%
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
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
OBJECTIVE OF TRAINING
1. To increase the knowledge of workers in doing specific works.
3. To bring about change in the attitude of the workers towards fellow workers,
supervise the organization.
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.
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.
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:
. Job Training
. Apprenticeship Training
.Internship Training
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.
HOW TO BE CREATIVE
•Postpone judgment : Don't reject any idea ?
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.
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.
•Direct discussion
•Training conference
•Seminar conference
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:
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.
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
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
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:
2. Performance Appraisal
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.
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.
PRIMARY DATA
Only primary data have been taken to study the research topic:-
SEX PERCENTAGE
Male 85
Female 15
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%
Professional
Non-Professional
4) THE ATTITUDE OF TRAINERS AT BSPHCL
Very Cooperative 51%
Generally Cooperative 47%
Indifferent 2%
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.
4) Training system gives more emphasis on theoretical part while their employees
want more and more practical demonstrations.
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.
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
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
•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
WEBSITES:-
www.bsphcl.bih.nic.in
www.nbpdcl.in
www.sbpdcl.in
www.bsptcl.in
www.google.com
THANK
YOU