ASSIGNMENT ON Training and Development Initiatives by NTPC

AND DELOITTE

JULY 2011 - 2013

SWARNIKA NAYAK PROV/OLS/49 11O10121109

NTPC Introduction
NTPC ltd. a power generation company. It was incorporated as thermal power corporation on 7th November 1975 with mandate for planning, promoting and organization integrated development of thermal power. The company acquired its new identity as NTPC LIMITED in November 2005. Its the largest electricity generating company in INDIA and is scheduled as A company.

PURPOSE OF TRAINING AND DEVELOPMENT

Training programmes are derived from the organizations overall performance objective and specific job requirements. It is developed with participative input from management, supervision and employees. It emphasize in broadening of employees skills and empowering them. It helps the employee to understand that learning is an integral part of successful job performance. Its helps in addressing in both occupational skills requirements and the academic knowledge and skill.

BENEFITS OF TRAINING
Increased job satisfaction and morale among employees. Increased motivation of employees. Increased capacity to adopt new technologies and methods. Increased innovation in strategies and products. Increased employee turnover and absenteeism.

TRAINING AND DEVELOPMENT PRACTICES IN NTPC

EMPLOYEE INDUCTION/ ORIENTATION SYSTEM NTPC has a standardized orientation process in place for new joinee to blend fast into NTPC cultures. It hoires fresh blood and groom them into power professional. The purpose of induction: It helps them to learn the history of the organization vision, mission and core values of organization. It clarifies the entitlement and benefits of new joinee and their future career growth in the organization. It gives an insight into the respective core function of the new joinee
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It in totality creates awareness and understanding about the organizational socializes the new entrant into the organizational fabric and webs him into organizational ethos.

The organisation has built its cader through three primary modes of hiring process: EXECUTIVE TRAINEES : It is 52 weeks (fully paid) theoretical input in class room institutions with practical training , on the job training which make them a highly competent professional in respective functional areas at junior management level. DIPLOMA TRAINEES: Person with diploma in engineering is hired on the basis of all India written test conducted at regional levels followed by interview .This is followed by 52 weeks (fully paid) training. ASTRISAN TRAINEES/ ITI TRAINEES: The candidates with ITI qualification are designated trades like fitter/ electrician / instrumentation etc. are hired on the basis of written test. Trade, test and interviews are done .Then they are provided with their job responsibility of operator / technicians in the power plant errection, operation and in maintenance.

TRAINING:
Training in NTPC is carried out with short-term and long-term objectives to impact skills required carrying out various jobs and providing development input for individual and training organization future growth. NTPC has its own training infrastructure for providing technical and managerial training. A separate provision for training and development related expenses is made in the training budget. Then it is sub divided into foreign training, external. PMI budget and budget for EDCs. Following types of training intervention are under taken as envisage in the training policy. Technical training and skills up gradation in power plant (thermal/ hydro) technologies. Non technical and soft areas Executives and managerial skills Customer orientation Integrated personality development Attitudes and behaviors FUNCTIONAL ORGANISATIONAL DEVELOPMENT ISSUES LIKES Functional management area Industry best practices Benchmarking EDUCATION UP GRADATION PLAN BS is collaboration with BITS pilani MTECT (power generation) in collaboration with IIT DELHI PGDBM in general management with MDI GURGAON. Diploma course for all ITI non-executives.

 TRAINING ON CORE VALUES

In order to explain the meaning of core values and help employee internalize them, organization wide value workshops have been conducted.

HR FOR LINE MANAGER:

Training program to align line manager with hr functions have been started in NTPC with an objective of empowering the line people to take care of the performance and career development aspect of their subordinated.HR for line manager program provides an overview of various HR initiatives such as job rotation, career growth path, HR audit, mentoring system, development centre, attitude training, performance appraisal system, organizational culture, vision, values etc. to the line, manager. This helps the individual manager to understand and appreciate the HR requirement of his team member.

ANALYSIS:

1.

To whom the training is given more in the organization?

Senior- 8 Junior- o New staff- 60 Based on requirement- 32

Sales
8 32 SENIOR NEW STAFF BASED ON REQUIREMENT

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INTERPRETATION: According to the above data we may conclude that training policy of NTPC takes cares of training needs of the employees whether they are new or old employees.
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2.

What mode of training method is normally used in organization?

Lecture sessions- 9 External training- 3 Conference/ discussion- 5 Programmed instructions- 10 All these- 73

Sales
9 3 5 10

lecture external conference program all

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INTERPRETATION: We may conclude the NTPC uses different training methods like lectures sessions, external training, conference/ discussions etc.. are used as per job requirement.

3.

What types of training are imparted for the new recruitment?

Technical training- 6 Management training- 5

Presentation- 4 all of these- 85

Sales
6 5 4 technical management presentation all

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INTERPRETATION: NTPC provides comprehensive training in all the relevant fields to their employees.

4.

Comment on the degree to which the training objective are met during the sessions?

All the objective- 12 Some objective- 68 Met according to need- 20

Sales
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20

all the objective some objectives requirement based 4th Qtr

68

INTERPRETATION: The training and development practices of NTPC are very good and they are able to meet their short-term and long-term objectives.

DELIOTTE
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ABOUT DELOITTE DELOITTE is one of the UKs largest professional service firms. It provides service in audits, tax consulting and corporate finance. The DELOITTE education and skills team helps local, regional and national organizations across the education sector to address their challenges and raise standards for the future.

TRAINING INITIATIVES BY DELIOTTE

DELOITTE EMPLOYABILITY COURSE The Deloitte employability course is an innovative training programmed that enables young people to develop the skills, attitudes and behaviors that they need to succeed in securing and sustaining employment This is an area of education and learning that has been hard to assess and accredit. The course has been piloted and developed over a period of five years and is now being taught in colleges around the country. Feedback from students, teachers and employers has been consistently positive and there is now a growing demand for the course to be delivered as an integral part of vocational learning. The course teaches and develops the following personal and social skills, attitude and behaviors that are sought by employers in all sectors; Self-Confidence Personal Presentation Skills Understanding the Workplace Time Management Punctuality & Attendance Dependability Demonstrating Initiative Work Preparation Skills Ability to Receive Constructive Feedback Effective Communication

Demonstrating a Positive Attitude

Team Working Willingness to Learn Managing Emotions Coping with Challenge

 TRAININIG THE TRAINER PROGRAME:

The Deloitte employability course calls for specialist teaching skills. As part of the Deloitte Employability Initiative a new four-day residential train the trainer course has been developed to teach these specialist skills. The train the trainer course has been designed with expert input from training consultants and experienced teacher trainers. It was piloted in 2006 and is now being rolled out by 9 Deloitte Employability Centers across the UK. The course is a challenging programmed that explores a range of teaching styles and personal development techniques that are needed to deliver employability skills to students. Deloitte Employability Centers are based at colleges or universities with established teacher training units. They are appointed centers of excellence in the training and delivery of employability skills and will be responsible for delivering the Deloitte train the trainer programs across the world.

LEARNING OUTCOMES AND ASSESSMENT CRITERION;

Understand effective workplace behavior Different ways in which employees can behave effectively: interacting with other colleagues in the workplace e.g. communicating appropriately with other colleagues, managing time and workload; interacting appropriately with customers in the workplace; paying attention to effective working guidelines in the place of work e.g. codes of conduct, personal reviews/appraisals, human resources guidelines.

2 Be able to demonstrate effective working practice Represent the workplace positively when dealing with others outside of the workplace: show appropriate behavior when on company/organization business outside of the workplace or talking to customers e.g. conferences, external meetings, training courses, visits to customers place of work Apply organizational procedures appropriately: applying procedures when carrying out the job e.g. follow health and safety rules for dealing with hazardous substance in a factory, deal with customer enquiries according the requirement.

3 Be able to evaluate their own practice Evaluation of own practice: identify what went well e.g. dealing promptly with customers, receiving positive feedback from colleagues; identify what did not go so well e.g. not understanding what was requested by senior colleagues or customers quires.

RESPOSIBILITY TRAINING PROGRAM:

1. Understanding why rights and responsibilities are important in a workplace Reasons why rights and responsibilities are important: safety and wellbeing of staff, visitors and customers in the workplace, complying with the law, complying with standards and morals of our society, provides guidelines for resolving workplace problems or conflict in an appropriate way, establishes order and agreed obligations in a workplace, enables employers to conduct business in a fair and productive way, protection of employees and employers Types of rights: rights e.g. human rights, workplace rights, rights of the child, legal rights, informal rights e.g. club membership Types of responsibilities e.g. member of society, workplace responsibilities, family responsibilities How rights and responsibilities are enforced: use of legislation, codes of conduct; regulatory or advisory bodies/organizations; employer and peer expectations 2 Understand rights and responsibilities of employees and employers Responsibilities of employers: health and safety; pay and benefits; job recruitment and advertising; terms and conditions at work; contract of employment; appraisal, promotion and training; dismissal, redundancy and retirement, privacy of personal information Rights and responsibilities of employees: rights e.g. to fair pay, to be kept safe, given equality of opportunity; responsibilities e.g. follow procedures for safety, punctuality, fulfill contracted duties Implications: safe work environment; policies and procedures; work culture Data protection: in relation to most recent data protection legislation and guidance

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3 Know how to obtain guidance and information about rights and responsibilities at work Representative bodies: e.g. Health & Safety Executive (HSE), Citizens Advice Bureau (CAB), Equality and Human Rights Commission, trade unions, staff associations, Criminal Records Bureau (CRB) Type of advice: safety of working environment and practices; financial; legal; Benefits, equality in work.

LEARNING ABOUT TEAM SKILLS:

1 Understand the advantages and disadvantages of having a team

complete a task Advantages of teamwork: employee/learner strengths and weakness can be balanced; team members motivate/encourage/support each other; skills of all members are used; responsibility is shared; team members feel a sense of belonging; individuals feel valued Disadvantages of teamwork: needs careful planning; takes time to plan and set up; needs agreement or cooperation of all members; task can be better completed by one person; task may require directing by a leader 2 Understand the need for a team to work to an agreed code of conduct Code of conduct for teamwork: e.g. every member should contribute; listen to views of all team members; value contributions of others; accept constructive criticism; consult with other team members; make decisions as a group; follow group decisions; carry out agreed responsibilities.

3 Be able to recognize the different strengths, skills and experiences different people bring to a team Teamwork skills, strengths and experiences: practical skills e.g. ability to cook, paint, use a computer, good with numbers and money; interpersonal skills e.g. patient, friendly, enthusiastic, loyal; communication skills e.g. confident speaker, good listener; motivational skills e.g. good at encouraging or helping others, organizational skills 4 Be able to allocate roles and responsibilities within the team in relation to a given task Agree roles and responsibilities: on the basis of objectives of team task; timescale/deadline for completion; awareness of skills and strengths of all team members; matching skills and strengths of team members to individual tasks eg confident speaker suited to leading verbal presentation, experience in using internet
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suited to searching for information online

5 Be able to work positively as a member of a team Respect ideas and suggestions of others, Team task plan: including activities, ways to speed up time needed to achieve task, ways to improve quality of the item the team is making, division of labour, timelines, expected outcomes Give help, support or advice to others: offer to help team member who is having difficulty carrying out their task, suggest a better way of doing something Appropriately to advice or constructive criticism eg listen to the advice offered, dont interrupt the person who is speaking, avoid inappropriate language such as sarcasm, offensive remarks

. 6 Be able to reflect on the performance of a team Individual performance as a team member: follow code of conduct, complete individual task appropriately and on time, carry out individual responsibilities, offer contribution, team task completed to satisfactory standard, team task completed on time help to others, offer feedback or advice to others, contribute to success of whole task Performance of team: team worked well together, every team member made a good and effective tea

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BIBLIOGRAPHY
Employabilities_skilldeloitte Employabilities-skillsQCF www.ntpcco.in www.ntpcindia.com

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