Introduction

CHAPTER I
INTRODUCTION
APEPDCL, Visakhapatnam is the leading Indian power utility serving a consumer base of nearly 4 million spread across five districts in the southern state of Andhra Pradesh. It has always been a pioneer in delivering technology centric customer care services to its customers. EPDCL has the lowest AT&C losses and one of the best in terms of operational efficiency. APEPDCL is responsible for undertaking distribution and bulk supply of power in the operation circles of Srikakulam, Visakhapatnam, Vizianagaram, East and West Godavari districts and 17 Divisions of Coastal Andhra Pradesh. APEPDCL supplies power to over 42 lakh consumers belonging to different categories through a network consisting of 427 Sub-stations of 33 KV level, 1807 feeders of 11 KV level and more than 93,204 distribution transformers of different levels. The Corporate Office and Headquarters of APEPDCL are situated at Visakhapatnam. For any organization Human Resources is an asset. For effective functioning of the Organisation, skilled man power is required. Well trained Human Resources are, thus need of the day for any Organisation and the APEPDCL is no exception. The present study focuses on the Training and Development practices of APEPDCL TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that randomness is reduced and learning or behavioral change takes place in structured format. Employee training is the most important sub-system of human resources development. After employees are selected, placed and introduced in an

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organization they must be provided with training facilities in order to adjust themselves to the job. There is nothing training cannot do. Nothing is above its reach. It can turn bad morals to good; it can destroy bad principles and recreate good ones; it can lift men to angel-ship -Mark Twain.

TRAINING: It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviours to enhance the performance of employees. Training and development programmes are necessary in any organization for improving the quality of work of the employees at all levels, particularly in a world of fast changing technology, changing values, and environment. Training is the act of increasing the knowledge and skill of an employee for doing a particular job. Training is a short-term educational process and utilizing a systematic and organized procedure by which employees learn technical knowledge and skills for a definite purpose. Training and development programmes help to remove performance deficiencies in employees. There is a greater stability, flexibility and capacity for growth in an organization. Training contributes to employee stability in at least two ways. Employees become efficient after undergoing training. Efficient employees contribute to the growth of the organization. Growth renders stability to the work force. Further, trained employees tend to stay with the organization.

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Future needs of employees will be met through training and development programmes. Organizations take fresh diploma

holders or graduates as apprentices or management trainees. Training serves as an effective source of recruitment. Training is an investment in HR with a promise of better returns in future. Employee training benefits the individual which in turn ultimately benefit the organization. It helps the individual in making better decisions and effective problem solving. Through training and development, motivational variables of recognition, achievement, growth, responsibility and advancement are internalized and

operationalised. It provides information for improving leadership, knowledge, communication skills and attitudes by eliminating fear in attempting new tasks. Organization and individual should develop and progress simultaneously for their survival and attainment of mutual goals. So, every modern management has to develop the organization through human resources development. Employee training is the most important sub-system of human resources development. After employees are selected, placed and introduced in an organization they must be provided with training facilities in order to adjust themselves to the job. Give a man fish, he will eat it. Train a man to fish, he will feed his family Training and development programmes are necessary in any organization for improving the quality of work of the employees at all levels, particularly in a world of fast changing technology, changing values, and environment. Training is the act of increasing the knowledge and skill of an employee for doing a particular job.

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Training is a short-term educational process and utilizing a systematic and organized procedure by which employees learn technical knowledge and skills for a definite purpose. Employee training is distinct from management development or executive development. While the former refers to training given to employees in the areas of operations, technical and allied areas, the latter refers to developing an employee in the areas of principles and techniques of management, administration, organization and allied areas.

1. NEED FOR THE STUDY:

In every organization, development of employees is a vital factor. In order to meet the challenges of introducing new technologies, it is essential to train the in-service employees to get them acquainted with the technology. For that, existing employees have to be given training by arranging refreshment courses, so as to sharpen their skills. In order to cope up with these needs, every organization has to establish its own training institute. Successful candidates placed on the jobs need training to perform their duties effectively. Workers must be trained to operate machines, reduce scrap and avoid accidents. It is not only the workers who need training but also Supervisors, Mangers and Executives need to be developed in order to enable them to grow and acquire maturity of thought and action. Training and development constitutes an ongoing process in any organization. The activities are designed, considerable costs notwithstanding, to impart specific skills, abilities and knowledge to employees.

1.1 Training: Training refers to imparting specific skills. It is a short term process utilizing a systematic and organized procedure by which

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non-managerial personnel acquire technical knowledge and skills for a definite purpose. Training is necessary for improving the quality of work of employees. It is for a specific job-related purpose. Training is confined to shop-floor workers.

1.2 Development: Development refers to learning opportunities designed to help employees grow and evolve a vision about the future. It is a longterm educational process utilizing a systematic and organized procedure by which managerial personnel get conceptual and theoretical knowledge. It is meant for executives and involves broader education. A programme of training and development is important as it lends stability and flexibility to an organization, besides contributing to its capacity to grow. Accident, scrap, and damage to machinery and equipment can be avoided or minimized. Furthermore, future needs of employees will be taken care by training and development. Hence, it is felt that a study on TRAINING & DEVELOPMENT in EASTERN POWER DISTRIBUTION COMPANY OF ANDHRA PRADESH LIMITED [APEPDCL] will be useful to remove the performance deficiencies in employees, to improve efficiency and productivity and to create a better corporate image.

2. OBJECTIVES OF THE STUDY:

To understand the need and importance of Training and Development in APEPDCL

To study the training and development activities of the organization.

To study the system of post training feed back Mechanism in APEPDCL To identify the need for sending the employees for outside training agencies

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To offer suggestions, wherever necessary to improve the Training Programmes in APEPDCL.

3. METHODOLOGY:
Methodology is a systematic procedure of collecting The

information in order to analyze and verify a phenomenon. Primary Data Secondary Data 3.1 Primary Data:

collection of information will be done by two principle sources viz.,

The primary source of data is generated by the Researcher for the specific purpose of Research situation at hand. respondents, analysts, employees, research It is the first experiments, hand information that a Researcher gets from various sources like participant observation and interviewing of some of the employees to record their feedback. However, in the present study no primary data was collected. data only. 3.2 Secondary Data: The secondary source of information is already published data collected for some purpose other than the one confronting the researcher at a given point of time. It includes printed reports, brochures, manuals, legislations and other official records of the organization. For this study, secondary data was collected from various sources like: Training Records available at section. Electricity Administrative Reports. APSEB Manuals. The study is completely based on secondary

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Electricity Act 1910. AP Electricity Supply Act 1948. Electricity Act 2003.

Monthly Journals, In-house Magazine of APEPDCL etc. Internet, websites of various organizations

Andhra Pradesh Electricity Reforms Bill,1998

4. LIMITATIONS:
Every research study suffers from one limitation or other and the proposed study is no exception. study are mentioned below:

The main limitations of the

Study is carried out in the Corporate Office / APEPDCL / Visakhapatnam only.

Some aspects of information are not revealed due to confidentiality. Due to constraint of time, the analysis is not comprehensive.

The study mainly depends on the information available with the organization. Hence, the reliability of the results of the study is directly correlated with the quality of the data available with the organization. APEPDCL is a very big organization and spread over five Districts namely Vizianagaram, Srikakulam, Visakhapatnam, East Godavari and West Godavari. Hence, it may not be possible to contact everyone for their views/feedback and opinions on Training & Development activities.

5.

CHAPTERISATION:
The present Project work titled Training and Development in

Eastern Power Distribution Company of A.P.Limited (APEPDCL) is organized in to six chapters as given below: 1. 2. 3. Introduction Profile of APEPDCL HRD Functions in APEPDCL

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4. 5. 6.

Theoretical aspects of Training and Development Training and Development in APEPDCL Summary & Suggestions References and Bibliography

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