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PERSPECTIVES
August - 2013
Shri R.N.Sen, Honble Chairman, DVC has been awarded CEO with HR Orientation Award at the 12th Asia Pacific HRM Congress Awards held in Bangalore on 5th September, 2013
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DSTPS
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DO YOU THINK YOU ARE TOO OLD ???
Well here is 15 reasons. Why you are never too old to accomplish your dreams. At the age of 41,Christopher Columbus landed in the new world. At the age of 44, Marie Curie won the Nobel Prize in chemistry. At the age of 49,Marion Puzo published, the Godfather. At the age of 52,Ludwig Van Beethoven composed the Ninth Symphony. At the age of 55,Alex Haley published The Roots. At the age of 57, Annie Peck climbed Mount Huascaran in the Andes. She was the person to reach the top. At the age of 59,Clara Barton founded the Red Cross. At the age of 63 , Francis Galton revealed to the world that no two people have the same fingerprints and revolutionized crime fighting in the process. At the age of 64, John Pierpont Morgan formed U.S.Steel,the world first billion dollar corporation. At the age of 68, Clifford Batt swam the English Channel. At the age of 69 , Mother Teresa won the Nobel Peace Prize. At the age of 79, Benjamin Franklin invented the bifocals. At the age of 94 , Leopold Stokowski signed a six year contract to conduct music. At the age of 95, Mother Jones, Union Organizer ,wrote her famed biography. At the age of 100 , Ichijirou Araya climbed Mount Fuji. Keep the clock going It is never too late for doing anything !!! --------RAM ANUJ TIWARI,ENGINEER,CLD,DVC,MAITHON MY DVC MY VOICE 3
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SUCCESSION PLANNING
Succession planning is a systematic approach to: Building a leadership pipeline/talent pool to ensure leadership continuity Developing potential successors in ways that best fit their strengths Identifying the best candidates for categories of positions & concentrating resources on the talent development process yielding a greater return on investment. Succession planning recognizes that some jobs are the lifeblood of the organization and too critical to be left vacant or filled by any but the best qualified persons. Effectively done, succession planning is critical to mission success and creates an effective process for recognizing, developing, and retaining top leadership talent. STEP 1 Identifying the long-term vision and direction -Analyzing future requirements for products and services -Using data already collected -Connecting succession planning to the values of the organization -Connecting succession planning to the needs and interests of senior leaders. STEP 2 Identifying core competencies and technical competency requirements -Determining current supply and anticipated demand -Determining talents needed for the long term -Identifying real continuity issues Developing a business plan based on long-term talent needs, not on position replacement. STEP 3 Using pools of candidates vs. development of positions -Identifying talent with critical competencies from multiple levelsearly in careers and often -Assessing competency and skill levels of current workforce, using assessment instrument(s) -Using 360 feedback for development purposes -Analyzing external sources of talent.
STEP 4 Identifying development/learning strategies: -Planned job assignments -Formal development -Coaching and mentoring -Assessment and feedback .
STEP 5 Implementing recruitment strategies (e.g., recruitment and relocation bonuses, retention bonuses, quality of work life programs) .Implementing development/learning strategies (e.g., planned job assignments, formal development, Communities of Practice) STEP 6 Monitoring & Evaluation: Tracking selections from talent pools -Listening to leader feedback on success of internal talent and internal hires -Analyzing satisfaction surveys from customers, employees, and stakeholders -Assessing response to changing requirements and needs. MY DVC MY VOICE 5
The classroom training at DTI Chandrapura & Power Plant familiarization training in 4 plants in a grouped, phased and cyclic order covering 12 weeks Induction (Orientation ) training for newly recruited GETs is going on in full swing with effect from 09.09.2013. One week orientation training for Batch A, Phase I was organized in a very effective manner at DTI, Chandrapura. This was held from 09.09.2013 to 14.09.2013 on various topics (8 different topics for classroom training) and one day plant visit orientation training. During plant visit of trainees the extended cooperation and help from Project head, C.E (O&M), D.C.E (Op.), Unit # 7 & 8, DGM (HR), Sr. Manager (HR) and Chief Safety Officer, CTPS was appreciable and praise worthy to Team DTI, Chandrapura by extending guidance of spare shift Engineers & other aspects etc. Various topics each of TPP Construction & Basics, Water package (CW system & DM Plant), Power Plant Chemistry, Industrial Safety & Fire Safety, Coal Transportation & handling plant, Boiler & Auxiliaries ( FSSS/BMS and ESP), Turbine Auxiliaries with C.T & Generator & Auxiliaries with TPS Electrical system layout etc. made the newly joined GETs aware & familiar about their organization i.e the DVC. This training will certainly help in the professionalism process for smooth transition in to the culture of the organization.
The orientation programme was inaugurated by Shri S.K. Chatterjee, Director, DVC Training Institute and Shri B.N. Singh, CE & HOP, CTPS on 09.09.2013. During their inaugural address they motivated the 26 Nos. of newly joined GETs to work in a professional way for overall betterment of our organization. The programme was anchored by Shri K.K. Sharma, S.E (E) & H.O.O and coordinated by Shri M. Jha, Dy. Chief Engineer (M) along with others. Also other dignitaries C.E & HOP, CTPS, C.E (O&M), CTPS, DGM, CTPS & Commandant, CISF Unit, CTPS witnessed the programme with their few words on the occasion.
This programme was highly successful and appreciated by honble faculties and guests. Participants appreciated a lot about the way of programme conduction, in a homely environment and were enriched by the quality materials during the training. The hospitality received from Team DTI and valedictory lunch at D.B by Power Plant authorities on 14.09.2013 was remarkably appreciated by trainees.
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UPDATES
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Reflection
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Write Back
All employees of DVC can contribute to the HR newsletter by sending articles / news items /photographs in the following format (English & Hindi ) : Articles : Not more than 250 words in word document format. The best articles every month would be featured in the newsletter along with the photograph of the employee.
Photographs in JPEG format having good resolution. The theme of the photographs is New initiatives in DVC. The best photograph every month would be featured in the newsletter along with the photograph of the employee. Please mention designation and place of posting with all entries. Final selection of entries would be solely decided by the editors.
All entries /feedback or suggestions must be sent to the following email i.d by the 22nd of every month:
hrnewsletter@dvcindia.org
Disclaimer: This document is an intellectual property of Damodar Valley Corporation. MY DVC MY VOICE 9
Rewards & Recognition at Durgapur Thermal Power Station, DVC Maithon Reservoir
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