A PROJECT REPORT ON

RECRUITMENT AND TRAINING

IN SJVN LIMITED

IN PRARTIAL FULFILLMENT FOR THE AWARD OF DEGREE IN MASTERS OF

BUSINESS ADMINISTRATION

SUBMITTED TO:

SUBMITTED BY

Dr . Suresh Kumar

Ashwani kanwar

DEAN MANAGEMENT

Roll No. 2014PGMB008

SEMESTER 3rd

ACKNOWLEDGEMENT

A project is never the work of an individual. It is a combination of ideas,

suggestions, reviews contribution and work involving many people. It cannot
complete without the guidelines. I take great privilege to avail this opportunity to
express my deep gratitude to all those who helped me and guided me throughout the
project.
First of all I m very much obliged to SJVN Ltd. It was great learning at your
organization.
I would like to express my sincere thanks to Mr. Anurag Bhardwaj HR Manager,
SJVN Ltd. For the kind guidance and valuable suggestion for my project.
I acknowledge gratefully, the assistance and co-operation of the management and
employees of SJVN Limited.
At the same juncture I would like to thank our Director M.K. Sharma for his kind
co-operation and valuable suggestions till the complete this project.
I also express my sincere thanks and dedicate my work to my Father Mr.
Sumeshwar Singh Kanwar , my mother Mrs. Rameshwari Kanwar who have been
always a moral support and strong pillars at all walks of my life and at every stage
with a cheer enthusiasm.

PREFACE
Management training has gained rapid importance only recently, management was
previously considered as an inborn art of talent. But in todays fast developing
world this view has been abandoned.
The eight weeks practical training which is incorporated in the MBA course helps
the students to see for themselves how they fit in typical business enterprise.
Recruitment refers to the process of finding right people for the right job or
function, usually undertaken by recruiters. It also may be undertaken by an
employment agency or a member of staff at the business or organization looking for
recruits. Advertising is commonly part of the recruiting process, and can occur
through several means: through online, newspapers, using newspaper dedicated to
job advertisement, through professional publication, using advertisements placed in
windows, through a job centre, through campus graduate recruitment programs, etc
The training at SJVN Ltd., gives me practical insight into the working of the
company especially in the field of HR which is until now was limited to books only.
The project undertaken during training helped me on understanding the
working/functioning of the organisation in a better way. It also taught me how to
take every experience in the right way learn from each other.
I shall consider all my hard work worthwhile if this endeavour off mine is able to
satisfy all those considered and useful to anyone.

CONTENTS
Section: 1 ..Company Profile

Overview of Sjvn Ltd.

SJVN Venturing into Wind Energy Sector.
Vision and Mission of Sjvn ltd.
Objectives of Sjvn ltd.
Board of Directors.
Sub- Committees of the board.
A Mini Ratna Company.
Projects of the Sjvn ltd.
The financial position of Sjvn ltd., for the last 3 years.
Corporate quality management of Sjvn ltd.

Section: 2....Departments.
Finance
Information Technology
Human Resource:
o
o
o
o
o
o
o
o
o

Policy Department.
Establishment Department.
Industrial Relation/ welfare Department.
Law Department.
Corporate Communication Department.
Resettlement & Rehabilitation Department.
Recruitment Department.
Training Department.
R & D Cell Department.

Section: 3....Training Report.

Recruitment.
Creation of Post.
Recruitment of different cadres.
Methods of Recruitment.
Direct recruitment procedures.
Interpretation and Amendments.
Sources of recruitment.
Relaxation.

Planning for Advertisement.

Window advertisement.
Publication of advertisement.
Receiving/Registration of applications.
Selection.
Criteria for Selection.
Operation of Selection panel.
Joining.
Induction and placement.
Schedule for recruitment.
Job specifications for recruitment of executives.
Policy statement on manpower recruitment.
Training and development.
Role of HRD professionals in Training.
Development.
Sjvn ltd. Environmental Activities.
Corporate Social responsibility.
Training needs.

SECTION: 1

Company Profile
Overview of SJVN Ltd.
The SJVN Ltd (formerly Satluj Jal Vidyut Nigam Limited-SJVNL) was incorporated
on May 24, 1988 as a joint venture of the Government
Of India (GOI) and the Government of Himachal Pradesh (GOHP) to plan,
Government investigate, organize, execute, operate and maintain Hydro-electric
Power projects. The present authorized share capital of SJVN is Rs 7000 crores.
The Nathpa Jhakri Hydro Electric Power Station NJHPS (1500 MW) was
the first project undertaken by SJVN for execution. In addition to the financial
assistance from the World Bank, SJVN has also been financed as loan by a
Consortium of European Banks, the Power Finance

Corporation (PFC) and various domestic commercial banks.

Unit
Unit-6
Unit-5
Unit-4
Unit-3
Unit-2
Unit-1

Synchronization
November 23, 2003
September 29, 2003
January 22, 2004
February 13, 2004
March 09.2004
March 31, 2004

Commercial Generation
January 02, 2004
October 06, 2003
March 30, 2004
March 31, 2004
May 06, 2004
May 18, 2004

Besides the social and economic enlistment of the people in its vicinity, the 1500
MW NJHEP has been designed to generate 6612 MU of electrical energy in a 90%
dependable year with 95 % machine availability. It is also providing 1500 MW of
valuable peaking power to the Northern Grid.
Out of the total energy generated at the bus bar, 12 percent is supplied free of cost to
the home state i.e. Himachal Pradesh. From the remaining 88% energy generation,
25% is supplied to HP at bus bar rates. Balance power has been allocated to the
beneficiary states / UTs of Northern Region by Ministry of Power, Government of
India.
Besides above, indirect benefits have also accrued to the region by way of increase
in agriculture and industrial production. In addition, the project has provided gainful
employment to a large number of skilled and unskilled workers and has also opened
the landlocked hinterland by providing essential facilities such as schools, hospitals
etc. for the people of the area. Thus, 1500 MW NJHPS has ushered in the social and
economic upliftment of the persons living in the vicinity of the Project i.e. of society
at large.

SJVN Ltd Future Projects

Since the commissioning of the largest underground 1500 MW Hydro Electric
Power Project, NJHEP with the gigantic efforts made by its engineers, workers and
all its associates, the first project allocated to SJVN, the Corporation expanded its
base from a single project to a Multi Project and thereafter from a presence in a
single state to a pan- Indian Corporation and established its footprint in the
neighbouring countries of Nepal & Bhutan.
SJVN is currently constructing the 412 MW Rampur Hydro Electric Project in the
state of Himachal Pradesh. SJVN is also implementing three hydro projects (252
MW Devsari, 60 MW Naitwar Mori and 51 MW Jakhol Sankri) in the state of
Uttarakhand. Further, SJVN has also been allocated Luhri Hydro Electric Project
(775 MW) and Dhaulasidh HEP (66 MW) in the state of Himachal Pradesh for
preparation of Detailed Project Report and subsequent execution. Further, SJVN is
entering into a Joint Venture for the implementation of 1500 MW Tipaimukh HE
Project in Manipur with an equity participation to the extent of 26%.
The company has now gone across the borders and has bagged 900 MW Arun III
hydroelectric projects in Nepal through, competitive bidding. In addition, the
corporation has also been assigned the task of updating/preparing DPRs of two
Hydro Electric Projects 600 MW Wangchu HE Project and 650 MW Kholongchu
HE Project in Bhutan by Govt. of India.

SJVN Venturing into Wind Energy Sector

India consumes about 3.7% of world's commercial energy and is ranked as the fifth
largest consumer of energy in the world in terms of energy demand. This is despite
having one of the lowest per capita energy consumption in the world. Continued
economic development and increasing population are pushing up the demand for
energy at a higher rate than addition in generation capacity. Peak energy demand is
about 12.7% (for Year 2009-10 as per CEA report) more than the total available
energy for consumption. The energy demand is expected to grow at 5.2% and to
have sustainable development; the electricity energy addition is to be around 10%
annually.

With the growing environment consciousness and reserves of the fossils like coal,
crude oil, natural gas etc. depleting at faster rate and the vast available renewable
recourse had a big role towards meeting up the energy demands of such a vast
nation.
In view of the advantages SJVN is venturing into the Wind Energy field with an
initial addition of 50MW of wind energy by the end of 2012 to promote and develop
more renewable resource of energy. In pursuit of the above mission SJVN has
already started surveying the various potential locations in India where the wind
energy can be exploited economically. The consultant for this new venture of setting
up of the 50MW wind Power Project has already submitted the feasibility report for
establishing the project with the advantages of various locations.

VISION OF SJVNL
To make India a fountainhead of Hydro power and energy source of the future by
recognizing development with passion and professionalism for sustainable viability
of the corporation on bedrock of sound commercial principles.

MISSION OF SJVNL
To plan, investigation, organise, execute, operate and maintain power projects in the
Satluj river Basin in Himachal Pradesh and at any other place in India & Abroad.

OBJECTIVES OF SJVNL
In the pursuit of above mission, the company had set for itself the following
corporate objectives:

Operating and maintaining power stations with maximum performance

efficiency.

Establishing and following sound business, financial and regulatory policies.

Taking up of other hydro power projects.

Completion of the new projects allocated to SJVN in an efficient and cost

effective manner.

Use of the best project management practices for the project implementation
by applying latest universally accepted Project Management Techniques, and
by enabling its Engineers, to become certified Project Managers through
further trainings.

Dissemination of available in-house technical and managerial expertise to

other utilities / projects.

Creating work culture and work environment conducive to the growth and
development of both the organization and the individuals through
introduction of participative management philosophy.

Fulfilling social commitments to the society. Achieving constructive

cooperation and building personal relations with stakeholders, peers, and
other related organization.

Striving clean and green project environment with minimal ecological and
social disturbances. To strive for acquiring Nav Ratna Status.

Hydro power

Clean, efficient and environmentally sensitive, hydropower hydel, as it is known

has come to be regarded as ideal fuel. Hydro power is a renewable economic, nonpolluting and environmentally benign source of energy. Hydro power stations have
inherent ability for instantaneous starting, stopping, load variations etc. and help in
improving reliability of power system. Hydro stations are the best choice for
meeting the peak demand. The generation cost is not only inflation free but reduces
with time. Hydroelectric projects have long useful life extending over 50 years and
help in conserving scarce fossil fuels. They also help in opening of avenues for
development of remote and backward areas. The mandate of the SJVN Limited
formerly known as Satluj Jal Vidyut Nigam Limited (SJVNL), incorporated on May
24, 1988 as a joint venture of the Government of India and the Government of
Himachal Pradesh is to harness the hydel power potential of the country, by
planning, executing and running such power projects.

In 1998, Government of India announced Policy on Hydro Power Development

under which impetus is given to development of hydropower in the country. This
was a welcome step towards effective utilization of our water resources in the
direction of hydropower development. During October 2001, Central Electricity
Authority (CEA) came out with a ranking study which prioritized and ranked the
future executable projects.
Basin/Rivers

Probable Installed Capacity (MW)

Indus Basin

33,832

Ganga Basin

20,711

Central Indian River System

4,152

Western Flowing Rivers of southern India 9,430

Eastern Flowing Rivers of southern India 14,511

Brahmaputra Basin

66,065

Total

1,48,701

Organizational status
Public Sector SJVN Limited, a joint venture of the Govt. of India and Govt. of Himachal
Pradesh, is a Central Public Sector Undertaking
(CPSU) under the Ministry of Power. The present authorized capital of SJVN is Rs. 4500
crores which is under revision to Rs. 7000 crores. The present installed capacity of SJVN is
1500 MW. The Corporation has achieved many milestones in construction, operations and
investigations activities of its projects during the last five years.

Board of Directors
The business of the company shall be managed by Board of Directors consisting of
Full Time Directors and Part Time Directors. SJVN is headed by a full time
Chairman & Managing Director and four functional Directors viz, Director
(Personnel), Director (Finance), Director (Electrical) and Director (Civil). In
addition, there are two part time Directors representing Govt. of India and Govt. of
Himachal Pradesh. Also, there are five independent Non-Official Part Time
Directors.

Mr.R.P.Singh
Chairman cum Managing Director

Full Time Directors:

Mr.R.N.Misra
Director (Civil)

Mr.A.S.Bindra
Director(Finance)

Mr.N.L.Sharma
Director(Personnel)

Part Time Government Directors & Independent Directors

Mr.D.V.Dharmik
Independent Director

Mr. Deepak Sanan

Principal
Secretary(Power),
GoHP

Ms.Bharti
Prasad
Independent
Director

Mr.Ravi.Dhingra
Independent
Director

Mr.S.M.
LodhaIndependent
Director

Mr.K.S.
Gill Independent
Director

Mrs.Asha
Swaroop
Indepndent
Director

Er.ArunMahajan
Independent Director

Mr.G.Sai_Prasad
Joint Secretary, MOP

Sub-Committees of the Board:

Board of Directors has the following sub-committees:

a. Audit Committee.
b. Remuneration Committee
c. Investment Policy Committee
d. Investment Committee
e. Committee for Allotment and Post Allotment Activities
f. Empowered Committee
g. Investor Grievance Committee
h. Corporate Social Responsibility committee
The compositions of the Sub-Committees of the Board are given below:
a) Audit Committee
1.
2.
3.
4.
3

Ms. Bharti Prasad

Mr. Ravi Dhingra
Mr. S.M.Lodha
Mr. K.S.Gill
Shri. Deepak Sanan

Independent Director
Independent Director
Independent Director
Independent Director
Principal Secretary (Power),
GoHP

b) Remuneration Committee
1.
1.
2.
3.

Mr. K.S.Gill
Mr. Ravi Dhingra
Mrs. Asha Swaroop
Shri. Deepak Sanan

Independent Director
Independent Director
Independent Director
Principal Secretary (Power),
GoHP

c) Investment Policy Committee

1.
2.
3.

Mr. S.M.Lodha
Mr. Arun Mahajan
Mr. Deepak Sanan

4.

Mr. A.S.Bindra

Independent Director
Independent Director
Principal Secretary (Power),
GoHP
Director (Finance)

d) Investment Committee (For surplus funds)

1.
2.
3.

CMD
Director (P)
Director(F)

Member
Member
Member

e) Committee for Allotment and Post Allotment Activities

1.
2.

Chairman & Managing Director

One whole time Director

Chairman
Member

f) Empowered Committee
1.
2.
3.
3.

Chairman & Managing Director

Director (Personnel)
Director (Electrical)
Director (Civil)

g) Investor Grievance Committee

1.
2.
3.
4.

Mr. Ravi Dingra

Mr. S.M.lodha
Mr. Arun Mahajan
Mr. Ramesh Narayan Mishra

Independent Director
Independent Director
Independent Director
Director (Civil)

h) Corporate Social Responsiblity Committee

1.
2.
3.
4.

Mrs. Asha Swaroop

Mr. Ravi Dhingra
Ms. Bharti Prasad
Mr. Deepak Sanan

5.

Mr. Nand Lal Sharma

Independent Director
Independent Director
Independent Director
Principal Secretary (Power),
GoHP
Director (Personnel)

The Profile

Project

Under

Execution

Sr. No. Project

Installed Capacity

State

1.

412 MW

Himachal Pradesh

Rampur HEP

Projects under Survey and Investigation and DPR Preparation

A. In the State of Himachal Pradesh

Sr. No. Project

Installed Capacity

1.

775 MW

Luhri HEP

2.

Dhaulasidh

66 MW

B. In the State of Uttarakhand

Sr. No

Project

Installed Capacity

1.

Devsari HEP

252 MW

2.

Naitwar Mori HEP

60 MW

3.

Jakhol Sankri HEP

51 MW

C. In the State of Manipur

Sr. No Project
1.

Tipaimukh HEP*

Installed Capacity
1500 MW

*This project will be developed by a joint venture company to be established in which

SJVN have agreed to take a 26% equity interest, with NHPC Limited and State
ofManipur taking 69% and 5% equity interest respectively.
D. Projects Abroad

Sr. No

Project

Installed Capacity

1.

Arun III

900 MW

2.

Wangchu HEP

600 MW

3.

Kholongchu HEP

600 MW

Country
Nepal
Bhutan
Bhutan

Future Plans
The SJVN proposes to add 5000 MW additional capacity by 2014-15. This would require
an additional investment of about Rs. 29,000 Crores which shall be met mainly from
internal accruals and loans from domestic /multi literal funding agencies.
To achieve the target of setting up of additional 5000 MW SJVN is exploring the
possibilities of taking up new projects in Himachal Pradesh, Arunachal Pradesh, Nepal

and Bhutan.

Profit
Authorised Capital

Rs. 70000 Million

Value of Assets

Rs 111291 Million 31.03.2011

Paid Up Capital

Rs. 41,366 Million 31.03.2011

Projects Completed

1 No. (1500 MW)

Projects Under Construction

1 No. (412 MW)

Projects Under Development

8 Nos. (3304 MW)

In 2010-2011
Energy Generated

7140.205 MU

PAF (Plant Availability Factor)

98.318%

Sales

18126.7 Million

Net Profit

9121.3 Million

In 2009-2010
Energy Generated

7018.81 MU

PAF (Plant Availability Factor)

98.55%

Sales

17697.4 Million

Net Profit

9727.4 Million

Performance Rating

"Excellent"

In 2008-2009
Energy Generated

6608.691 MU

Capacity Index

96.08%

Sales

17595.9 Million

Net Profit

10153.2 Million

Performance Rating

"Excellent"

In 2007-2008
Energy Generated

6449 MU

Capacity Index

96.671%

Sales

12503.4 Million

Net Profit

7645.10 Million

Performance Rating

Very Good

Organizational status

Public Sector SJVN Limited, a joint venture of the Govt. of India and Govt. of
Himachal Pradesh, is a Central Public Sector Undertaking
(CPSU) under the Ministry of Power. The present authorized capital of SJVN is Rs.
4500 crores which is under revision to Rs. 7000 crores. The present installed
capacity of SJVN is 1500 MW. The Corporation has achieved many milestones in
construction, operations and investigations activities of its projects during the last
five years.

A Mini Ratna Company

The Corporation has the distinction of being conferred with the much coveted status
"Mini Ratna: Category-I" status by Government of India within only four years of
coming into commercial operations.
Schedule 'A' Company
Meeting the criteria laid down by the Department of Public Enterprises and
qualifying the qualitative and quantitative parameters viz. investment, capital
employed, net sales, profits, employees, and also factors of national importance,
complexities of problems faced, level of technology adopted prospects for
expansion and diversification, competitiveness etc., SJVN has been upgraded as
Schedule 'A' PSU.

FUTURE PORTENTS
After successful implementation, commissioning and operations of the country's
largest 1500 MW Nathpa Jhakri Hydro Power Station, the Corporation is
implementing a number of hydro power projects in the state of Himachal Pradesh,
Uttarakhand and Manipur besides in neighbouring countries viz. Nepal and Bhutan.
With the support and guidance of Ministry of Power, Govt. of India, SJVN is thus
emerging as a rising star in the hydro power sector of the country. For its upcoming
projects, the Company proposes to make an investment of over Rs. 23,000 crore in
the next 10 years. The Company has about 4000 MW capacity projects lined up for
commissioning by the year 2020.

PROJECTS OF SJVNL

1: Nathpa Jhakri Hydro Power Station NJHPS 1500 MW

2: Rampur Hydro-electric Project (412 MW)
3: Luhri Hydro Electric Project 775 MW
4: Devsari HE Project 252 MW
5: Naitwar Mori HE Project 60 MW
6: Jakhol Sankri HE Project, 51 MW.
7: Arun III HE Project. 900 MW.
8: Dhaulasidh Hydro - Electric Project 66 MW.
9: Bhutan Wangchu HEP 600MW.
10: Bhutan Kholongchu HEP 600MW.

11: Tipaimukh Multipurpose Hydro electric Project 1500 MW.

1: Nathpa Jhakri Hydro Power Station NJHPS 1500 MW

The 1500 MW, Nathpa Jhakri Hydro Power Station NJHPS (the largest
underground hydro - electric power Project) was the first project undertaken by
SJVN for execution and has since been commissioned during the 10th Plan. Prior to
formation of SJVN (NJPC), NJHPS was being executed by Himachal Pradesh State
Electricity Board (HPSEB). The generation component of 1500 MW NJHPS was
sanctioned in April 1989 for execution by SJVN (NJPC). SJVN (NJPC) officially
took over NJHPS on August 01, 1991, following an agreement between GOI and
GOHP during July 1991. However, the effective takeover of the NJHPS could result
only during February 1992, due to an agitation by the employees of HPSEB. The
Major Civil Works of NJHPS were awarded during June Sep. 1993 and the
construction works commenced in early 1994.

Location
Nathpa Jhakri Hydro Power Station NJHPS, is located in the state of Himachal
Pradesh, on the downstream of wangtoo Bridge and derives its name from the
names of two villages in the Project vicinity - Nathpa in district Kinnaur and Jhakri
in district Shimla - in the interiors of Himachal Pradesh. The Project was conceived
as a run-of-river type hydro power development, harnessing hydro-electric potential
of the middle reaches of the river Sutlej, one of the principal tributaries of the river
Indus, in the south west Himalayas. The Project's Dam has been constructed near
village Nathpa and its Power House has been constructed on the left bank of the
river Satluj at village Jhakri. The power house site is about 150 km from the nearest
railhead (narrow gauge), Shimla. The Project stretches over a length of about 50
kms. from the Dam site to the Power House site, on the Hindustan-Tibet Road (NH22), which also connects the rail head to the Project.SJVN abides by its moral
responsibility for maintaining a safe environment for all its employees and also
those of its contracting agencies. The safety measures adopted encompass the best
codes and practices which are disseminated to all the employees for ensuring
compliance at all levels.

Safety Measures
Due attention is given to health and safety aspects in working areas and because of
all such efforts no untoward accident has been reported since comminissioning of
the project. Towards this end, a separate Safety Department is functional at the
Project. SJVN had already enrolled as a corporate member of the National Safety
Council (NSC) and availed of the pertinent safety related information, manuals and
literature from the NSC for educational use and implementation. Safety related
training programmes have also been organized in consultation with NSC. Awareness
about safety aspects within and outside the plant areas of the Project are also
imparted by the use of audio-visual methods, including, banners, posters, etc. Safety
related quizzes and other competitive events are also organized from time to time.

Project benefits
Besides the social and economic enlistment of the people in its vicinity, the 1500 MW
NJHEP has been designed to generate 6950.88 MU of electrical energy in a 90%
dependable year with 95 % machine availability. It is also providing 1500 MW of
valuable peaking power to the Northern Grid.Out of the total energy generated at the bus
bar, 12 percent is supplied free of cost to the home state i.e. Himachal Pradesh. From the
remaining 88% energy generation, 25% is supplied to HP at bus bar rates. Balance power
has been allocated to different states / UTs of Northern Region by Ministry of Power,
Government of India, as detailed ahead :

Sl.
No.

State

Allocation Percentage
to
(In MW) installed capacity

Haryana

64

4.27

Himachal Pradesh *

547

36.47

Jammu & Kashmir

105

7.00

Punjab

114

7.60

Rajasthan

112

7.47

Uttar Pradesh

221

14.73

Uttaranchal

38

2.53

Chandigarh

08

0.53

Delhi

142

9.47

10

Unallocated quota at the disposal of 149

the Central Govt. **

9.93

TOTAL

100

1500

the

2: Rampur Hydro-electric Project 412 MW

Rampur Hydro-electric Project (412 MW) is located downstream of already
executed 6 x 250 MW NJHEP and intends to use the desilted water discharge by the
upstream project. As such the construction of Rampur HEP does not involve
construction of any dam / desilting chambers and thus avoiding any serious
environmental impact on local flora and fauna. It is proposed, to divert water from
out-fall arrangement of NJHEP through a 10.5 mtr. Dia HRT of 15.177 kms. Length.
The construction of the project involves in addition to the Head Race Tunnel a
149.50 mtr.above orifice slab. High and 38 mtr. dia surge shaft, 3 numbers of
pressure shafts/penstocks of 5.4 m/3.8 m dia each and a surface Power House.

Memorandum of Understanding (MOU) was signed on 20th oct. 2004 with the
Government of H.P. The Cabinet Committee on Economic Affairs (CCEA) Govt. of
India accorded clearance to Rampur HEP on January 25, 2007, subsequent to which
the major civil works of Rampur HEP were awarded on February 1, 2007 and
electromechanical works were awarded on september 16, 2008.
The Company has adequate in house expertise and skill to execute this project. On
account of Power shortage in the northern grid to which the power to be generated
shall be fed, the Company does not foresee any difficulty in selling the power.
Rampur HE Project has added one more feather in its cap to become the first Hydro
Electric Project in India to obtain ISO 14001 & IS 18001 for Environment
Management System and Occupational Health & Safety Management System
respectively at execution stage in a remarkable shortest spell of four months.

PROJECT COMPLETION SCHEDULE

The Project is schedule to be completed unit wise :
Unit-1 :

21-Aug-13

Unit-2 :

28-Aug-13

Unit-3 :

19-Sept-13

Unit-4 :

26-Sept-13

Unit-5 :

11-Sept-13

Unit-6 :

25-Aug-13

ENVIRONMENTAL MEASURES
SJVN will take necessary action to comply with the environmental safeguards
stipulated by Ministry of Environment & Forests ( MoEF ) in its clearance letter
dated March 31, 2006. These will include a forestation programme, catchments area
treatment, biodiversity conservation plan, green belt and landscaping restoration of
dumping areas, control of air and noise pollution, muck disposal, sewage and solid
waste management, fisheries development, fuel arrangements, disaster management
and environmental monitoring programme.

REHABILITATION & RESETTLEMENT

The rehabilitation package for the displaced persons shall be implemented as per the
Government of India guidelines in practice. Resettlement & Rehabilitation Scheme
for Project Affected Families ( PAFs ) of Rampur HEP has been agreed between
SJVNL and GOHP in the Implementation Agreement signed on October 20, 2004.
All out efforts shall be made by SJVNL to ensure the early rehabilitation.

Important event:

S.
N.

Clearances

Date

Techno Economic Appraisal ( TEA ) from CEA

December
2005

Environment clearance from Ministry of Environment & March 31, 2006

Forests ( MoEF )

Forest clearance from Ministry of Environment & Forests April 07, 2006
( MoEF )

Public Investment Board ( PIB ) Clearance

Cabinet Committee on Economic Affairs (CCEA) from GoI January 25,2007

Award of Major Civil Works

16,

July 25, 2006

February
01,2007
Sept. 16, 2008

Award of Electromechanical works

3: Luhri Hydro Electric Project 775 MW

Luhri Hydro Electric Project is a run of the river scheme on the right bank of Satluj
River. Dam of the project is located near Nirath village about 100 Km from Shimla
on NH-22 in Distt. Shimla, Kullu and Mandi of Himachal Pradesh and under ground
Power House at village Marola on Sunni Sainj road approximately 60 Km from
Shimla. It is envisaged to construct a 86m high concrete gravity Dam. With a
catchments area of 51600 sq. Km with two intake gates, a design discharge of 480
Cumcs of water is proposed to be diverted after sedimentation of 0.1 mm particle
size through 9.0m dia, circular twin tunnels on the right bank of Satluj River in a
length of 38.14 Km which shall terminate in 9.0 m dia. Surge Tunnel ( Gallery).
Eight no. adits have been proposed for excavation of head race tunnel . Water shall
enter into a 5m dia 173.5m long pressure shaft which will feed four No. Francis
turbines in under ground power house with net head of 181m to generate 775 MW
of Power.

The project is estimated to cost Rs. 6080 crore at December, 2010 price level and
annual energy generation in 90% dependable year shall be 3142 million units and in
50% dependable year shall be 3727 million units. Further, the sale rate of power per
unit with 12% free power shall be Rs. 4.90 and levellised tariff shall be Rs. 4.51. It
is proposed to complete the project in 8 years excluding one year for preconstruction activities. It is proposed to complete the project in 8 years excluding
one year for pre-construction activities.

Present Status - LHEP

Principal Secretary (Power) to Govt of H.P. vide letter Endst. No. MPP-F
(2)8/2001/III/Shimla-2 dated 16-12- 2004 allocated Luhri Hydro Electric Project to
S.J.V.N. for preparation of DPR and subsequent implementation. Memorandum of
Understanding (MOU) was signed with the Govt. of Himachal Pradesh for the
execution of 775MW Luhri HE Project on October 27, 2008. SJVN prepared
Detailed Project Report (DPR) and submitted to CEA for Techno-Economic
Clearance (TEC).
Completion of Project
The 775 MW Luhri HE Project, is expected too be commissioned during XIIIth
Plan.

Important event;

S. Description
No.

Date

1.

Allocation Of LHEP to SJVN by GOHP For Preparation Of December

DPR Subsequent implementation
2004

16,

Submission of DPR (775MW) to CEA

August , 2007

Signing of MOU with Govt. of Himachal Pradesh

October 27 ,
2008

2.
3.

4: Devsari HEP-300MW
The project is located between Nandkeshri Bridge and Simli Gad in Tehsil Tharali, Distt.
Chamoli of Uttarakhand State between Latitude 300235- 300730N and
Longitude793417- 792500E
Present Status of Devsari HE PROJECT
Implementation Agreement for the execution of 300 MW Devsari HEP has been signed
between Satluj Jal Vidut Nigam Limited and Govt. of Uttarakhand on November 21,
2005. The storage Dam (Devsari HEP-300MW) has been converted into Run of the
River Scheme as Devsari HEP Stage-I 252 MW on 04/10/2007 and agreed by Govt. of
Uttarakhand between elevation of 1300m and 1045m on Pinder river. Preliminary
Survey and Investigation works has been completed and is in process for TEC. The
revised DPR was submitted to CEA on 29.6.10. EIA/EMP report after in corporating
public hearing consultation data submitted to MoEF on 01.03.2011 and the matter is with
EAC of MoEF for clearance.

Completion of Devsari HE PROJECT

The 252 MW Devsari HE Project is expected to be commissioned in XIIth Plan.

PROJECT COST
On completion, the cost of project is estimated at Rs. 1357.75 Crores at June 2010 price
level as per the DPR submitted to CEA.
Project Benefits
Besides the social and economic upliftment of the people in its vicinity, the 252 MW
Devsari Hydro Electric Project will generate 910.16 GWh of electrical energy in a 90%
dependable year.

5: Naitwar Mori Hydro Electric Project 60 MW

The diversion site is proposed to be located in Purola Tehsil, Distt. Uttar Kashi. The
project proposal was modified and layout was change from right bank to left bank to
optimize the capacity which has been fixed as 60 MW.
PROJECT BENEFITS
Besides the social and economic uplift of the people in its vicinity, the 60 MW Naitwar
Mori Hydro Electric Project will generate 265.50 GWH of electrical energy .
PROJECT COST
On completion, the base cost of project is estimated as Rs. 449.8 crore.
FUNDING PLAN
The project shall be financed on 70 : 30 debt equity ratio.The equity portion is to be
shared between the Govt. of India ( GOI ) and Govt. of Himachal Pradesh ( GOHP ).
Present Status of Naitwar Mori HE PROJECT
Implementation Agreement for the execution was signed between SJVN Limited and
govt. of Uttarakhand on November 21, 2005. Stage-1, site clearance of MOEF was
obtained on February 27, 2006. EIA EMP studies commenced on July 12, 2006. SJVN
has prepared and submitted updated Pre-Feasibility Report of Naitwar Mori HE Project to
CEA on March 25, 2008. The Detailed Project Report of Naitwar Mori HEP has been
submitted to CEA on July 15, 2008.TEC received on 02.03.2010. EIA/EMP report
submitted on 15.03.2011 to Uttarakhand Pollution Control Board. Public Hearing
conducted on 03.05.2011. Matter with EAC, MoEF for Final Environmental Clearence.
Completion of Naitwar Mori PROJECT
The 60 MW Naitwar Mori HE Project, is expected in 12th plan period.

6: Jakhol Sankri HE Project, 51 MW

The project is located on river Supin, tributary of river Ton in Purola Tehsil of
District Utterkashi of Utrakhand State. The diversion site is proposed to be located
in Purola Tehsil Distt. Uttar Kashi.

PROJECT BENEFITS
Besides the social and economic enlistment of the people in its vicinity, the 51 MW
Jakhol Sankri Hydro Electric Project will generate 216.58 GWH of electrical energy
in a 90% dependable year.
PROJECT COST
The cost of project is estimated as Rs. 451.29 crores.
FUNDING PLAN
The Project shall be financed on 70 : 30 debt equity ratio.
The equity portion is to be shared between the Govt. of India (GOI) and Govt. of
Himachal Pradesh (GOHP).
PRESENT STATUS
Implementation Agreement for the execution has been signed between SJVN Ltd.
and Govt. of Uttarakhand on November 21, 2005. DPR was submitted to GoUK on
30.12.2010 for TEC, but is being reversed in view of change in Civil Design . TOR
was revised & approved by EAC on 21.12.2010
COMPLETION OF PROJECT
The 51 MW Jakhol Sankri HE Project, is expected to be commissioned in 12th plan
period after accordance of Techno Economic Clearance.

7: Arun III HE Project. 900 MW

Memorandum of Understanding ( MOU ) has been signed with the Govt. of Nepal
for the execution of 900 MW Arun III HE Project. Proposed to be located in the
Sankhuwasabha Distt. of Nepal which is 657 Km from Kathmandu via Birat Nagar.
The Survey license has been issued by Govt. of Nepal during July 2008 & has been
further extended up to 16.01.2012. Survey License issued for 400 KV transmission
line on 22.05.2009. TOR clearance for IEE of roads issued by GoN on 20.04.2010.
Letter of intent issued on 23.05.2010 to carry out infrastructure work at DAM &
Power House site. Draft implementation agreement submitted to GoN on 8th
June2010. FSR & commercial viability for 900 MW was approved by CEA on
23.02.2010. Final DPR submitted to CEA on 31.03.2011.
Scoping document/ TOR resubmitted to Ministry of Environment, Nepal on
22.09.2011. DPR for Transmission Line submitted to CEA on 05.04.2011. Survey

License for Transmission extended up to 20.05.2012.

8: Dhaulasidh Hydro - Electric Project 66 MW

The 66 MW, Dhaulasidh Hydro - Electric Project is located on river Beas in Sanotu
Tehsil of District Hamirpur in Himachal Pradesh. The project will generate 263.98
MU of electrical energy in 90% dependable year. The Implementation Agreement
for Dhaulasidh HEP project was signed on October 27 , 2008 with GOHP.DPR has
been submitted to GOHP on 30.11.2010 & TEC has been accorded on 25.06.2011.
Case for conducting Public Hearing for MoEF clearance submitted to HP Pollution
Control Board on 15.06.2011. The case for transfer of Forest land has been
recommended by GoHP to MoEF.
PROJECT COST
The base cost of project is estimated at Rs 495.34 crores.
COMPLETION OF THE PROJECT
The 66 MW Dhaulasidh HE Project, is expected to be commissioned in the XIIth
plan.

9: Bhutan Wangchu HEP 600MW

Wangchu HEP with the revised installed capacity of 600MW as a run of river
scheme on the river Wangchu in Bhutan will annually generate 2377.30 MUof
energy.
The DPR is under preparation and scheduled to be submitted to CEA by December
2011. Geological investigation and surveys have been undertaken at the site.

10: Bhutan Kholongchu HEP 600MW

Kholongchu HEP with the installed capacity of 600 MW on the river Kholongchu in
Bhutan will annually generate 2563.87 MU of energy.
The DPR has been submitted to CEA for TEC in March 2011.

11: Tipaimukh Multipurpose Hydro electric Project 1500 MW

Tipaimukh Multipurpose Hydro electric Project(1500 MW) is located near Manipur
Mizoram border, 500 m downstream of confluence of the river Barak with Tuivai, in

Churachandpur district of Manipur. The project envisages construction of 162.80

metre high rock fill dam, with annual estimated generation of 3,805.74 million units
in a 90% dependable year with an installed capacity of 6X250 MW, with firm power
generation of 434.44 MW.
The project has been conceived as a multipurpose storage project with the main
objectives of hydropower development and flood moderation at its downstream
regime. Besides, the project will deliver a large number of socio-economic benefits
to the people living in & around the project.

Present Status of Tipaimukh HE Project

1500 MW Tipaimukh HEP shall be implemented as a Joint Venture with the equity
participation of SJVN to the extent of 26%. Techno Economic Clearance (TEC) of
the project has accorded by CEA on dated July 02, 2003. The project also been
cleared by Public Investment Board (PIB) on dated January 31 st, 2006. Environment
Clearance (EC) has been accorded by MOEF on October 10, 2008. Work for Forest
Clearance is in Progress.

Completion of Tipaimukh HE Project

The 1500 MW Tipaimukh HEP is expected to take 87 months for completion and
will come up during the 12th five year plan.
Project Cost
The completion cost of the project is estimated as Rs, 9211 Crores including IDC of
Rs. 2643 crores at September, 2008 price level as per the FSR submitted to CEA.

Project Benefits
Besides the social and economic upliftment of the people in its vicinity, the 1500
MW Tipaimukh Hydro Electric Project will generate 3805.74 GWh of electrical
energy in a 90 % dependable year.

The financial position of SJVN, for the last 3 years, is as

under:
(

In Crores)
2010-2011

2009-10

INCOME DETAILS

2008-09
1812.67

1769.74

1759.59

143.15

138.99

269.65

1955.82

1908.73

2029.24

1758.57

1622.39

1859.87

912.13

972.74

1015.32

330.09

328.20

320.00

4136.63

4108.81

4108.81

3068.89

2528.25

1938.53

SALES
OTHER INCOME
TOTAL INCOME
PBDIT
NET PROFIT
DIVIDEND (Excluding
Dividend Tax)
SHARE CAPITAL
RESERVES
SURPLUS

&

Current-Performance (FY: 2010-11)

By the end of 31st March, 2011 a gross energy generation of 7140.205 million units
during the FY 2010-11 and a revenue earnings of 1955.82 Crore (Sales
1812.67 Crore + other income 143.15 Crore) during the period.

NETWORTH OF SJVN

The net worth of SJVN for the preceding three years is as under:

Year

Networth
( in crores)
4925.29

2006-07
5406.40
2007-08
2008-09

6047.34

2009-10

6653.76

2010-11

7205.52

CAPITAL STRUCTURE AND CREDIT WORTHINESS OF SJVN

The total credit worthiness in the company in equity, reserves/surplus and loan
funds as on 31.03.2011 was 8959.44 Crore. The source wise detail is as under:
1. Paid-up- Capital

(a)

Government of India

2666.61 Crore

(b)

Govt. of H.P.

1055.02 Crore

(c)

Others

415.00 Crore

Total

Reserves and Surplus

Secured Loans
Unsecured Loans

4136.63 Crore

.3068.89 Crore

900.13 Crore
853.79 Crore

The company is making profits and paying dividends to the share holders. It has the
capacity to fund the equity portion of the projects from its internal resources to a
considerable extent. The company has developed a good rapport with its creditors

with the faultless repayment of loans and as such its creditworthiness has increased
over the period of time after the first venture of the company, the Nathpa Jhakri
HPS came into operation.

Corporate Quality Management of Sjvn ltd.

Quality Policy of SJVN
SJVN is committed to continuously strive for Quality and fully satisfying customers
needs by means of State of the Art Technology, Excellence in Engineering and Continual
Improvement in Quality Management for generating reliable and eco-friendly power.
Quality Assurance Systems Being Followed in SJVN
Every quality requirement is duly evaluated, reviewed and approved by defined
responsible persons for incorporation in tender specifications and subsequently bids are
assessed based on these requirements.
Manufacturing and field quality plans are approved incorporating the various inspection
stages keeping in view the technical requirements, various international standards and
manufacturers internal specifications. Important tests are marked as customer hold points
for inspection.
All non conformities encountered during manufacturing/erection are examined and
disposed in consultation with engineering and other concerned departments.
All major sub-vendors are assessed based on their past experience, manufacturing
capacity, quality system adopted and performance.
Inspections are carried out at manufacturers place and dispatch clearances are issued
after reviewing the certificates as per quality plan and contract requirements

ISO 9001-2008 Certification

In order to develop SJVN as a world class company in the power sector, ISO-9001-2008
certification has been achieved and efforts are being made throughout the organization to
promote all round efficiency and professionalism in the work culture. Further, efforts are
being made for creating cohesive and conducive work culture in the organization.

MILESTONES ACHIEVED
Finalisation and award of contract for consultancy services for ISO 9001:2008
Certification.
Conduction of Awareness programme on ISO 9001:2008 Management System.
Selection of Management Representative and other key persons.
Formulation of company Quality Policy.
Development of organisational structure.
Development of business process plan and process interaction matrix.
Finalising the methodology of writing documents.
Conduction of training programme on documentation and its control.
Development of process Description for core and support processes.
Development of Process Description of Management Processes.
Development of procedures, instructions and forms.
Establishment of quality objectives and their deployment to processes, including the
process monitoring activities.
Approval of Quality Manual by Top Management.
Implementation Training for ISO 9001:2008
Circulation of Quality Management System Documents
Training of Internal Auditors
Internal Audit by Internal Auditors
ISO 9001:2008 Certificate renewed by M/s DNV on 11.02.2011 after Re-Certification
Audit.

Alignment of Balance Score Card targets with departmental objectives, in progress.

Bagged prestigious Rajiv Gandhi National Quality Award on December 17, 2009 as Best
of All (in India) for Best Quality Practices.
Further, SJVN also bagged the 1st prize in India - Power Awards by Council of Power
Utilities on November 17, 2009 in the Hydro Sector; and 2nd prize in Hydro Sector in
NDTV-IEEMA awards in February, 2009.
SJVN also bagged the prestigious SCOPE Award for outstanding contribution to public
sectors.

Section: 2
DEPARTMENTS IN SJVN Ltd.

The company comprises of three departments viz; Finance department,

Human Resource and Information and Technology. The functions are given in
details further.

1.FINANCE DEPARTMENT
At the corporate office at New Shimla 8 weeks training was done to understand
and gain insight in the functioning of the department as a whole. The objective
of on the job training is to see as to how the work actually is done in the
company.
In order to learn how department functions I spent a few weeks each working
with the staff in different sections and learning by doing work with them. There
by trial and error method of doing work under the able guidance of the
cooperative staff members as I cruised along the learning happened without
effort. Now I can very well understand why it is said that EXPERIENCE IS
THE BEST TEACHER.
In the beginning basic overview of the company was learnt. Subsequently the
the process of knowing how the work is done in the department started.

STRUCTURE OF FINANCE DEPARTMENT

A ) Bill-I Section
This department deals with the following subjects:
AMC
Telephone bills
Vehicle repair & maintenance bills
Hospitality/Entertainment bills including Credit card of Directors.
Training or Seminars
Professional subscription / membership fees
DRB
Medical bills
Medical TA bills
Hospital bills
Imprest
LTC /TA bills
Briefcase /Newspaper bills
All work related to Provident fund
All work related to Pension
B) Bill-II Section
This department deals with the following subjects:
Closing of Accounts and Schedules
Legal Insurance
Income Tax returns
Service Tax returns
Consultancy provided by the corporation
Contractors/ Suppliers bills
New projects
Bank Guarentees
Monthly Cash Expenditure report

Weekly Cash Expenditure report

Quarterly performance report
BEs and REs
Balmer Lawrie Bills
Rent (offices/GH)
Reimbursement of Vehicle Expenses
Advance to Govt. Departments
Departmental Advances
Consultants Bills
Employees Reimbursement Bills
Other Partys Bills
Feeding of JVs, Misc.PVs
Electricity/Water Bill

All the bills mentioned above in these two departments are processed for further
payment. The accounting aspects consist of preparation of journal voucher, bank
payment voucher, cash payment voucher, debit advices. Simultaneously electronic
records are maintained for the all accounting.
Compilation Section
It deals with the following subjects:
CERC
Assets Register
Fund Management
Income Tax/Wealth Tax
Interest Calculation
Bank Reconciliation
Physical Verification
Comml. Sales Accounting/MOU
Taxation
Cash
Compilation of Accounts
IUT Reconciliation
Maintainence of Bank Books and G.l.
Feeding of BPVs/JVS etc.
Preparation of Monthly Trial balance & other MIS report
Dealing with various banks
HPSEB liaison
H.P Secretariat liaison
Preparation of cheques of all banks
Salary Section

All works related to HPSEB Executives

All works relating to SJVN Executives

All works relating to HPSEB Non-executives
All works relating to SJVN supervisors and workmen
Diary and dispatch

2.INFORMATION TECHNOLOGY DEPARTMENT

The chairman and managing director of this department is Mr. H.K Sharma. The
organization structure is given in the chart given ahead.
The IT department works towards the development, creation and providing latest IT
and VSAT based communications and infrastructure and related services for use of
various departments of organization. Consultancy is taken from different
organization. Given below are the various functions of this particular department;

Procurement of ITC hardware and software.

Either requirement for IT and VSAT based communications related services are
received from various users or agencies are made for catering the need of. The
receipt register records the order. Head of the department approves them. The
processing is done regarding technical specifications, estimated cost, and probable
vendor. Its sent to finance department for approval, which then is forwarded to
concerned procurement department. Procurement department action is undertaken.
Contract is awarded, along with issue of LOA to vendor. Inspection, testing,
commissioning of ITC equipment as per LOA.
Inspection report is prepared and forwarded to concerned department.
In house software development is present for designing, as per requirement and then
delivers software to the particular department.

Procurement of AC

For the proper and effective upkeep and maintenance of all ITC related equipments
procured by the corporate office appropriate annual maintenance contracts (AMC)
are entered into. Prior to expiry of AMC for any equipment, the case is prepared
with technical specifications estimated cost and probable vendor list and processed
for procurement and execution.

Procurement of latest hardware and software other than users

requirement

Such procurements carried out based on the approved IT roadmap as fact changing
technology and latest market trends, duly approved by the competent authority.

Processing of bills.

After successful installation of equipments and providing services under AMC, bills
are received from the vendor which are compared with the provisions in the LOA
and if found to be in order are forwarded to finance department for payment.

Coordination with hardware vendors.

During warranty and AMC periods, an overall coordination is carried out with the
concerned vendors. To enable different users I SJVNL to lodge their ITC hardware
related problems directly with the vendors, relevant details like, name, address etc,
of the concerned vendors are also intimated to the users.

Coordination with users.

For the smooth and troubleshooting operations of ITC related services like
LAN,WAN, is also carried out with different users on a regular basis. The day to
day problems faced by users in operation of IT hardware and software are also
rectified.

Website maintenance.

Periodic uploading of updated information is also carried out, further modifications

and maintenance of the website is also taken care of from time to time.

Inventory of IT hardware and software.

The inventory of total ITC hardware procured by SJVNL corporate office from time
to time from different vendors containing all the relevant details of the hardware and
software installed in different department of SJVNL periodically updated and
maintained. inventory records are maintained on computers.

3. HUMAN RESOURCE DEPARTMENT

1. POLICY DEPARTMENT
Policy is planning your action. The policy could be written or unwritten. For this
goals should be clear. Policy formulation in public sector undertakings follows some
directives given by the government. Government rules are considered along with the
practices in the similar organizations are important for human resource planning.
Policies relates to
Procurement of employees-job analysis, qualification, experience, age, if needed
physical aspect, for selection interview, group discussion and written test.
Service conditions-for workmen (industrial employment or standing order act)
expectations are included of both employee and employer.

Conduct and behaviour.

Training and promotion.

SJVNL policy
It is based on various factors as;

Vision of top management

Discussion with union associations.

Own practices.

Policy in sister concerns.

Situation.

Policy formulation at SJVNL

Scope of the policy and its objectives are discussed and goes to GM and DP and o
concerned department. The policy should be contemporary word. Thereafter draft is
made. Authority is made for policy.
Authorities for approving HR policies;

DP(only modifications can be done in existing policies)

CMD-in addition to above , frame of policy of routine like nature like

attendance which involves up to 50 lacks p.a

BOD-they have all the powers but excluded clauses are also thee. In HR
excluded powers are directors/ executives pay scales. It is with government
of India (cabinet). SJVNL decisions should be taken by secretary and
above(minister, group of ministers, PM and cabinet)

2. ESTABLISHMENT DEPARTMENT
This department looks after the entire working life of an employee. Right from the
beginning when an employee joins an organization till he separates from it initially.
The basic areas which are looked after by this department are promotions, transfers
and career progression etc.
Promotions could be either merit or seniority based but the most essential condition
is the availability of vacancy. The basic four requirements for it are merit, vacancy,
eligibility and seniority. For higher level jobs DPCs (department promotion
committee) which takes up various factors into consideration finally promote the
deserving candidates. In case of promotion of deputationists their up gradation is
done and when they go back to their own department i.e. parent department they
join the same position from which they had come. Promotions take place till the
level of E9.
In case of transfers for different levels different time period has been set which
employees have spent at a particular place/job but certain conditions the person may
be transferred at his own will. At the time of promotion transfers are not
compulsory. This department basically is concerned with the implementation of all
the policies and rules/regulations of the organization.
The care is taken about the various allowances and advances. Its made sure that the
person is getting the benefits to which he is entitled at the right time and easily.
The various advances/ allowances given to employees are:

Computer advance

Furniture advance

LTC

Medical benefits

Insurance

Building advance

Conveyance

In case of wages and salary administration the department of public enterprises

takes up the decision which is followed by this organization thereafter. The welfare
of employee is given utmost importance and it is seen that employees are provided
with as many benefits as they want. Their needs and desires are looked after by the
organization and they in return have made it one of the highest profits earning PSU.

ORGANISATION STRUCTURE OF PERSONNEL

3. INDUSRIAL RELATIONS/WELFARE DEPARTMENT

The major issues which cause industrial unrest are;

Perks

Pay scales

Promotion

Domestic inquiries

Methods for solving the issues are;

Open door policy

Grievance handling procedure

Suggestion box

Opinion forums

The authorities for solving the problem are;

Authority at site-GM

Authority at corporate office-CMD

But it is preferred that the problem is solved t the ground level only so immediate
officer or the department head is approached.
To avoid any kind of problem regular meetings are held between the management
and the union leaders of various unions. Generally the meetings take place quarterly
for which BODs approval is needed. Reports of the meetings have to be submitted
to the government department also.
Welfare section also comes under this department. Creation of canteens and their
maintenance are seen here and its seen that workers appointed are right in number
and are getting the right benefits. Various clubs have been set up and various sports
activities have been started in order to recreate employees. International
tournaments are organized of various games like chess, cricket, etc and players are
rewarded also.

4. LAW DEPARTMENT
SJVNL is a company as it has got an equity share of government of India and
government of Himachal Pradesh. Thats why Companies Act 1956 is taken into
consideration when any step has to be taken. The registrar sits in jalandhar with
whom registration has been done. At the time when land is purchased by the
company, land acquisition collector/ officer is appointed. Officer of State
government could be SDM. Firstly the inspection of land is done and preliminary
survey is done of the land. Engineers will give their report to the ILO. It is done u/s
(1) in which definition is given and section (2) & (3). U/s (4) intention to acquire
land will be mentioned.
Corporate enforced by law. Biddings can be of following types:
Financial bid
Technical bid
General bid

Engineer in charge will sign the contract and from contractors side the authority
person or power of attorney is given the right to sign the contract.
Service matters

Law department handles various service matters like transfers, promotion,

increments, suspension etc.

Disciplinary matters: it includes conduct rules.

For suspension: small punishment is given.

Charge sheet: it is the act of acquisition.

Termination: small punishment is given but for a longer time.

Dismissal: the person is never allowed to join the organization again.

Legal opinions are given to people from time to time so that problems are solved
right at the root level. dispute resolution board is also there which has got retire
judges or industrialists as its members. After it arbitration councils are there which
help in solving the disputes. Settlement out of court is yet another way used to solve
the problems. District courts, high courts and supreme courts are there to solve the
disputes but it is always preferred to solve the dispute at the lowest level and
SJVNL also believes in it.

5. CORPORATE COMMUNICATION DEPARTMENT

This department remains in touch with all other departments and making of plans is
done by it and it also makes sure that plans are being implemented at the right time
and in the right way.
Budget is one of the important topics which are looked after by this department.
There are three types of budgets namely corporate, performance and outcome
budget.
When a new project is taken up, the approval of central electricity authority has to
be taken up which has been set up Ministry of Power. Approval of ministry of
Environment & Forest is also taken out after that report are made. For funds the
biggest party is the world bank. Some other foreign banks are also there which
provide the funds to SJVNL. After gathering all the information, it is compiled and
submitted to ministry. After getting the approval the work on the project starts

6. RESETTLEMENT & REHABILITATION DEPARTMENT

This department is headed by Mr. D. Sarweshwar.
THE DIRECTIVE PRINCIPLES OF RESETLEMENT AND REHABILITATION.

The obligation of SJVNL for providing physical resettlement and rehabilitation

extends to those persons/families, which are likely to be incapable of organizing
their own R&R out of their own compensation awarded or personal resources. The
board criterion for being eligible for individual benefits has been stated under the
conditions of eligibility and entitlement of the policy, as applicable from time to
time.
The R&R benefits are as per eligibility and specific entitlement unit have been
defined under the relevant sections of the R&R policy.
Resettlement benefits are available for displaced homestead outees on account of
compulsory acquisition of place of residence under the LA Act 1984.
Rehabilitation benefits are provided or the outees who lose their livelihood from the
acquired area on account of land acquisition under the Land Acquisition Act 1984.

7. RECRUITMENT DEPARTMENT
Firstly all requisitions are received from all the departments. After that
advertisements are prepared and approved by board of directors. Most probably
window advertisements are prepared. Then applications are received and then the
persons who fulfil the requirements are called for the purpose o selection process by
sending call letters. In the process of selection first of all candidates are required to
give written test and then group discussions & interviews take place. Marks are
allotted to each of these categories and then they are added up. For the purpose of
recruitment both internal & external sources are used. Outside sources may include
employment exchanges, similar organization etc. the most important criterion for
recruitment is availability of vacancy. For higher level jobs recruitment is done
internally or externally as the situation is.
For executives cadre including executive trainees, selection will be made on all
India basis and for that purpose the posts will be notified through press
advertisements, company notice boards and/or circulars issued to government
departments and PSUs where suitable candidates of the required expertise are
expected to be available.
In respect of recruitment of non-executives posts in the Workmen category up to the
level of W6, all agencies will be notified to the Employment Exchanges
(compulsory notification of vacancies)Act 1959. keeping in view administrative
/budgetary conveniences the vacancy may be published in the Employment News.
Creation of posts.
Specific sanction for each post from the competent authority will be necessary for
initiation of action for filling the post and the competent authority will issue the
necessary sanction depending on the requirement from time to time during the year
within the approved budget sanction and manpower plans subject, however, to
policies and directives that will be issued by the board of directors.
The competent authority for creation of posts and approving appointment within the
approved budget to such post will be as follow. The competent authority will be
referred to hereinafter as the appointing authority.

Posts
Appointing authority
Top posts of GM and above excluding the posts to which the appointments are made
by the President.
-------BOD
All posts other than those included above. ------------CMD (DP)
Executives trainee/supervisory trainee and artisan trainees.CMD (DP)

8. TRAINING DEPARTMENT
TRAINING PROGRAMME FOLLOWED AT SJVN Ltd, SHIMLA
SJVN Ltd. believes that employees are its most valuable assets and has evolved
growth oriented human resources development strategy.
Empowerment of manpower skills through training receives utmost importance
every time. The company has well established strategy for imparting training to the
employees for good working.
The training imparted is two dimensional i.e. in house training and through external
professional institutions as well. The company also facilitates the professional
candidates of various institutions for undergoing vocational training in the
organization.
HYDEL TRAINING INSTITUTE.
SJVNL has established Hydel training institute at kotla which is about 14 kms from
Jhakri on Jeori-Sarahan road amidst beautiful natural surroundings.
CONSULTANCY SERVICES.
SJVNL has experience to ;

Corporate and project planning

Design engineering

Construction management

Erection and commissioning

Contracts management

Project management

Human resource management

Financial management

Commercial management of Indias largest Hydro Electric Project

To effectively utilize the in house expertise and the experience gained a dedicated
consultancy division has been established for providing consultancy services.

9. R&D CELL
In order to enhance the quality of technical input/ skills gained out of the experience
of execution of the project, a R&D cell has been creates to identify the areas in
project execution and operation and maintenance, on which further R&D can be
carried out so as to utilize the enhanced knowledge for execution/operation of the
power plant in the country.
In addition to the in house training institutes/cells, the organization sends its
employees to the top most and reputed institutes all over the country for training.
This department deals in training of the employees. The employees serving at the
corporate office and at project sites both are considered for training. There is a
separate policy which has been made and all the work in the department is done by
following guidelines given in this policy.

Section: 3

Recruitment
Recruitment refers to the process of finding right people for the right job or
function, usually undertaken by recruiters. It also may be undertaken by an
employment agency or a member of staff at the business or organization looking for
recruits. Advertising is commonly part of the recruiting process, and can occur
through several means: through online, newspapers, using newspaper dedicated to
job advertisement, through professional publication, using advertisements placed in
windows, through a job center, through campus graduate recruitment programs, etc
DEFINITION
Recruitment is defined as, a process to discover the sources of manpower to meet
the requirements of the staffing schedule and to employ effective measures for
attracting that manpower in adequate numbers to facilitate effective selection of an
efficient workforce. Edwin B. Flippo defined recruitment as the process of
searching for prospective employees and stimulating them to apply for jobs in the
organization. Recruitment is a linking function-joining together those with jobs to
fill and those seeking jobs. It is a joining process in that it tries to bring together
job seekers and employer with a view to encourage the former to apply for a job
with the latter.
In order to attract people for the jobs, the organization must communicate the
position in such a way that job seekers respond. To be cost effective, the recruitment
process should attract qualified applicants and provide enough information for
unqualified persons to self-select themselves out
Thus, the recruitment process
begins when new recruits are sought and ends when their applications are submitted.
The result is a pool of applicants from which new employees are selected.
PURPOSES AND IMPORTANCE
The general purpose of recruitment is to provide a pool of potentially qualified job
candidates. Specifically, the purposes are to:

Determine the present and future requirements of the organization in

conjunction with its personnel-planning and job-analysis activities.
Increase the pool of job candidates at minimum cost.
Help increase the success rate of the selection process by reducing the
number of visibly, under qualified or overqualified job applicants.
Help reduce the probability that job applicants, once recruited and selected,
will leave the organization only after a short period of time.
Begin identifying and preparing potential job applicants who will be
appropriate candidates.
Induct outsiders with a new perspective to lead the company.
Develop an organizational culture that attracts competent people to the
company.
Search or head hunt/head pouch people whose skills fit the companys
values.
Devise methodologies for assessing psychological traits.

Search for talent globally and not just within the company.
Design entry pay that competes on quality but not on quantum.
Anticipate and find people for positions that do not exist yet.
Increase organizational and individual effectiveness in the short term and
long term.
Evaluate the effectiveness of various recruiting techniques and sources for
all types of job applicants.

Recruitment represents the first contact that a company makes with potential
employees. It is through recruitment that many individuals will come to know a
company, and eventually decide whether they wish to work for it. A well-planned
and well-managed recruiting effort will result in high-quality applicants, whereas, a
haphazard and piecemeal effort will result in mediocre ones. High-quality
employees cannot be selected when better candidates do not know of job openings,
are not interested in working for the company and do not apply.
The recruitment process should inform qualified individuals about employment
opportunities, create a positive image of the company, provide enough information
about the jobs so that applicants can make comparisons with their qualifications and
interests, and generate enthusiasm among the best candidates so that they will apply
for the vacant positions.
The negative consequences of a poor recruitment process speak volumes about its
role in an organization. The failure to generate an adequate number of reasonably
qualified applicants can prove costly in several ways. It can greatly complicate the
selection process and may result in lowering of selection standards. The poor quality
of selection means extra cost on training and supervision. Furthermore, when
recruitment fails to meet the organizational needs for talent, a typical response is to
raise entry-level pay scales. This can distort traditional wage and salary
relationships in the organization, resulting in avoidable consequences. Thus, the
effectiveness of a recruitment process can play a major role in determining the
resources that must be expended on other HR activities and their ultimate success.
The purpose of selection is to pick up the most suitable candidate who would meet
the requirements of the job in an organization best, to find out which job applicant
will be successful, if hired. To meet this goal, the company obtains and assesses
information about the applicants in terms of age, qualifications, skills, experience,
etc. the needs of the job are matched with the profile of candidates. The most
suitable person is then picked up after eliminating the unsuitable applicants through
successive stages of selection process. How well an employee is matched to a job is
very important because it is directly affects the amount and quality of employees
work. Any mismatched in this regard can cost an organization a great deal of money,
time and trouble, especially, in terms of training and operating costs. In course of
time, the employee may find the job distasteful and leave in frustration. He may
even circulate hot news and juicy bits of negative information about the company,
causing incalculable harm to the company in the long run. Effective election,
therefore, demands constant monitoring of the fit between people the job.
The overall aim of the recruitment and selection process is to obtain the number and
quality of employees that are required in order for the business to achieve its
objectives.

Creation of Posts
(i)

Up gradation of the schedule of a PSU: The parameters to be adopted

for this purpose are quantitative factors like investment (paid capital + long
term loans), capital employed (net block + working capital), net sales, profit
before tax, number of employees and number of units, qualitative
factors like national importance, complexities of problems, level of
technology, prospects for expansion and diversification of activities and
competition from other sectors and other factors like image of the PSU (in
terms of its share price, MOU ratings, classification as Navratna/Miniratna,
ISO 9000/IS 14000 certification), productivity of the PSU (in terms of
capacity utilization) and value added per employee.

(ii)

Up gradation of posts on personal basis : Up gradation of posts on

personal basis for grant of higher schedule of pay to the individual
concerned is to be allowed in rare and exceptional cases only. The overall
performance of the PSU during the tenure of the executive concerned,
development of technology through R&D, diversification of activities, and
stagnation at the maximum of the existing scale for a long period would be
the criteria to be used for this purpose. The overall performance will be
assessed with reference to the parameters, which are used for up gradation of
the schedule of a PSU.

(iii)

Creation of additional posts: The number of full time directors on

the Board of a PSU should not exceed 50% of the actual strength of the
Board, as laid down in the DPE O.M. No. 18(6)/91-GM dated 16.3.92. If
there is a need for creating additional posts(s) of full time functional
Directors, within this limit, justifications for the same are to be spelt out in
clear terms along with the reasons as to why the function, for which the
Board level post is needed, cannot be performed by a below Board level
executive.

Recruitment of different Cadres

(a)

Full justification for the proposal supported by financial, physical

and qualitative performance figures for the last 5 years as per
parameters given at paragraph 1 above. The performance trend
during the year of consideration of the proposal also needs to be
stated.

(b)

Corporate Plan of the company concerned.

(c)

Organizational structure/charts (existing as well as proposed)

indicating all posts up to the 4th level in the organization and their
pay scales.

(d)

Comparative analysis vis--vis other companies in the cognate group

and with those under the administrative control of the
Ministry/Department concerned.

(e)

Financial implication of the proposal. If the proposal is for creation

of additional posts of Directors it may clearly be mentioned whether
the post is to be created in lieu of some other existing post at below
Board level.

(f)

Job description of posts, if the proposal involves creation of posts.

(g)

Up-to-date ACR dossier of the executive concerned in respect of

proposals for personal up gradation.

All the administrative Ministries/ Departments are requested to take

note of the above guidelines while processing proposals in this
regard. Before the proposals are referred to DPE for further processing in
consultation with the PESB and obtaining the approval of the competent
authority, the concurrence of the Financial Advisor of the Ministry and the
approval of the Minister-in-charge may be obtained.

Methods of Recruitment
1. 6-9months of process time: Most of the PSU recruitment drives span over a
timeframe of 6-9 months or even more, from announcement of recruitment drive till
candidate reporting to work. In my opinion, any reasonably talented individual will
find a decent job in private sector in much shorter time and PSUs will lose on talent
if they take so much time. It works for them because theres enough unemployment
in our country because of which theyll have enough aspirants on waitlist, but
quality of resources will suffer. This timeframe can be reduced by adopting
technology aggressively, decentralizing selection process and opting for direct
campus recruitments.
2. Expensive application fees: While most of the private firms take recruitment as
an investment and do not charge job aspirants, PSUs comfortably charge Rs 300 to
Rs 500 or more per application. Additionally candidate will spend another 100 Rs in
bank fees, postage, printouts and photocopying. There is a concession or even
complete waiver for SC/ST candidates, but none to economically poor candidates. If
a job aspirant wishes to apply for 5-6 PSUs per month, it takes 2000-3000Rs, which
is a significant amount for a middleclass family.
3 No communication will be entertained: After charging several hundred rupees,
most of the PSUs follow a strict policy that they wont entertain any communication
from aspirants. I feel they should provide a helpline, because therell be genuine
cases where candidate might not have received hall tickets/interview letters due to
postal delays, communication address might have changed or many such
possibilities because of which he/she may have to communicate. Poor
communications, zero accountability and liability seems to symbolize PSUs
4 Age old process: All PSUs claim to have gone online. But when it comes to
recruitments, their online-ness is limited to allowing candidates download
application forms. After that it is the same age old process of 1990s- fill the
application form, print it, affix photographs, printout the challan, go to bank, make

payment, photocopy certificates and other documents, affix everything and mail it
by ordinary post to some PO Box address in Mumbai or Delhi and then pray for
best.

DIRECT RECRUITMENT PROCEDURES

Recruitment is most vital operative function of Human Resource Management which

makes it possible to obtain potential personnel to carry out the continued organisational
tasks. It is a process of searching for prospective employees to occupy actual or
anticipated positions in the Organisation for continuous growth. SJVN has well defined
Recruitment Rules titled Policy Statement on Manpower Recruitment detailing various
provisions for making recruitment. This Manual has been devised strictly as per the
provisions of the Recruitment Rules providing various processes and procedures to be
applied while making recruitment.
The various recruitment and selection activities defined under following five sections:Section I General: Describes rule positions and main features of the SJVN Recruitment
Rules.
SectionII Recruitment: Describes various pre-recruitment activities, such as,
publication/notification of vacancies, screening of applications, calling candidates for
selection etc.
SectionIII Selection: Describes activities relating to holding of Written Test, Interviews,
Making of Panels and Release of offers.
SectionIV Joining: Describes activities pertaining to joining, induction and placement
of new entrants.
SectionV Standard Job Specifications in respect of Executives.

Interpretation & Amendments

1. Recruitment activities are centralised at Corporate Centre and are undertaken by
Corporate Recruitment Group. However, with the prior approval of the Appointing
Authority, recruitment to non-executive posts may be carried out by Project Personnel
Department also. Objective of this Manual is to provide step by step processes and
procedures for the guidance of the officials making recruitment. The user of this Manual

should be well familiar with the provisions of SJVN Recruitment Rules for its effective
use.
2. Various processes and procedures laid down in the manual shall apply to the
appointments by Direct Recruitment either through open advertisement and/or from
within the organisation and/or Employment Exchanges as required under Employment
Exchanges (Compulsory Notification of Vacancies) Act, 1959.
3. These provisions will not apply to recruitment on casual or contract basis for specific
assignment and period. Recruitment of Consultants and appointment on absorption basis
shall also be outside the purview of these provisions and shall be guided by the relevant
rules applicable from time to time.

SOURCES OF RECRUITMENT
1. Recruitment shall be in adherence to the overall manpower budget and will be made
only against the sanctioned posts. Once the manpower requirement is finalised,
recruitment process starts with advertisement/notification of posts depending upon the
source of recruitment i.e. from Open Market and/or through Employment Exchanges.
2. Following will be the sources of recruitment:Posts1. Post in the Executive Cadre including Executive Trainees (E0 to E9)
Source: By advertisement on All India Basis.
Posts2. Posts in Non-Executive Cadre in the Workmen Categories up to W-6 Level
including Trainees.
Source:
a. By Notification to all the Employment Exchanges of the State in which the Project is
located.
b. By publication in the Employment News. In such case, only persons whose names are
registered with any of the Employment Exchanges located in the State in which Project is
located, shall be considered.
c. By notification to Central Employment Exchanges/Local Press if it is felt that
sufficient number of reserved category candidates may not be available in the State where
the Project is located.
Posts 3. Posts in Non-Executive Cadre other than those at (ii) above.
Source
a. By notification to the Regional Employment Exchanges.

b. By advertisement in the Newspapers.

c. From outside the Region if it is felt that suitable candidates in adequate number will
not be available within the Region.

RESERVATION & ROSTERS FOR SC/ST & OBC:

1. As per the Reservation Policy of the Govt. of India, certain percentages of posts under
its control are reserved for SC/ST & OBC. In order to determine the number of vacancies
for SC/ST & OBC in a particular recruitment, Reservation Rosters have been prescribed.
The following are the percentage of reservations and corresponding model rosters in
various methods of Direct Recruitment:

Type of Recruitment

SC

ST

OBC

Model Roster

(i) By open competition on All

15%
India Basis.

7.5%

27%

200 Points

(ii) Otherwise than by open

16.66%
competition on All India Basis.

7.5%

25.84%

120 Points

(iii) Local / Regional Recruitment

25%
(Himachal Pradesh)

5%

20%

100 Points

OBC Reservation is effective from 08.09.1993

2. In SJVN, recruitment is generally made by Interview. Of late, Written Tests were
also resorted to as elimination tool to shortlist candidates to be called for Interview.
As such, recruitments in SJVN fall under otherwise than by Open Competition on
All India bases with reservation for SC 16.66%, ST 7.5% & OBC 25.84%, as
per 120 points roster. Following rosters for direct recruitment are presently in
operation in the organisation:-

Group

Category

Model Roster

1. Group A All Executive posts including Trainees.

2. Group B All
posts
at
S2,S3
a)
Technical

1
b) Non Technical 1 Roster.

&

120 Points Roster

S4. 120 Points Roster

Roster.

3. Group C All posts in Workmen category from W3 to 100 Points Roster for
W6
&
S1. HP.

a) W3 to W6 Secretarial / Ministerial 1
Roster.
b) W3 to W6 Technical / Paramedical 1
Roster.
c) S1 All - 1 Roster.
4. Group D All posts in Workmen
Category at W1 & W2 levels.

100 Points
(HP)

3.
The recruitment is centralised at Corporate Office, all Rosters will be
maintained/centralised by Corporate Recruitment Group. However, with the prior
approval of Appointing Authority, if the recruitment of non-executive category is
undertaken at project level, the reservation applicable in such cases will be obtained from
Corporate Recruitment Group by the respective P&A Department.

RELAXATIONS & CONCESSIONS TO SC/ST/OBC:

Age: Upper age limit is relaxable by 05 years for SC/ST and by 03 year for OBC
candidates. Physically Handicapped persons belonging to SC/ST will be eligible for
relaxation of 10 years over and above the above age relaxation.
Fee: SC/ST candidates will be exempted from payment of application fee.
Reservation: Posts to be filled on All India Basis (SC-16.66%, ST- 7.5% & OBC25.84%).
Post to be filled by Open Competition on All India Basis ( SC- 15%, ST7.5% & OBC27%)
Posts to be filled on Regional Basis for the State of HP (SC-20%, ST-5% & OBC-25%).
Educational/Professional Qualification:
No relaxation to SC/ST/OBC in the prescribed qualification criteria. However, 5%
relaxation in minimum prescribed percentage of marks/grade in the educational
qualification will be allowed.
Broadcast on AIR:
Vacancies reserved for SC/ST may be notified to appropriate stations of AIR for
announcement.
Selection:
If adequate numbers of SC/ST candidates are not available to fill the reserved posts, the
minimum standard set for selection in Written Examination/Interview may be relaxed for
selection of SC/ST candidates provided they are not considered unfit to hold the post. The

extent of relaxation in the minimum standard is not prescribed. However, this may be
from 5% to 10% depending upon the requirement.
Experience:
Relaxation in the length of experience prescribed will be given to SC/ST candidates by
one year where the requirement is more than three years.
Separate Interview: The Interview of SC/ST and OBC candidates shall be held on a
separate day or sitting of the Selection Board so that the SCs/STs and OBCs are not
judged in comparison with General candidates.

RESERVATION & CONCESSIONS TO PHYSICALLY HANDICAPPED:

In addition to the reservation of posts for SC/ST/OBC in direct recruitment, 3% posts
have been reserved for persons with physical disabilities (Physically Handicapped) of
which 1% each for persons with following disabilities:1. Blindness or Low Vision (Visually Handicapped).
Hearing Impairment (Hearing Handicapped).
Locomotors Disability or Cerebral Palsy (Orthopaedically Handicapped).
2. Reservation may start with any category of disability. It will, however, be ensured that
there is proper rotation of reservation among the categories of disabilities.
3. Reservation for Physically Handicapped to various groups of posts will be as under:Group C & D Posts - With reference to total strength.
Group A & B Posts - With reference to the identified posts as suitable for PH.
Posts in Workmen category from W3 to W6 and S1 have been grouped in Group C, W1
and W2 in Group D, Supervisory posts from S2 to S4 in Group B and all Executive
posts from E0 to E9 in Group A. At present, the following posts have been identified as
suitable for Physically Handicapped in Group A and B.
Group A - AE (Design Engineering)/Asstt. Officers (P&A / F&A / Training / IT&C /
Hindi / PR).
Group B - Supervisor Grade I/II/III (P&A / F&A / Training / IT&C Hindi / PR).
The Physically Handicapped persons appointed will be placed in the SC/ST/OBC
Reservation Roster in the appropriate category, i.e., SC/ST/OBC or general depending
upon the category to which they belong. This 3% reservation will be within the
prescribed percentage of reservation for SC/ST/OBC and will not result in increase in
overall reservation for SC/ST/OBC.

The upper age limit will be relax able by 10 years for appointment to Group C & D
posts and by 05 years for Group A & B posts. The candidates with Physical disability
will be exempted from payment of application fee.

PLANNING FOR ADVERTISEMENT:

1: Posts to be filled from Open Market will be advertised giving full information
regarding the nature and duties of the post, qualifications, experience and age limit,
prospects of promotion and other relevant information in the Employment News and
SJVN Website. If the selection process comprises Written Test, the same may be clearly
indicated in the advertisement. While planning the advertisement following points may
be kept in mind: Each advertisement will have a distinct identification number, like 35/2004. First two
digits denote the serial number of advertisement released so far followed by the year in
which advertisement is being released.
Brief introduction of the organisation: Details of post, discipline, level, number of posts
(including reservation for SC/ST/OBC, etc.), age requirement, scale of pay and
reservation status.
Educational/Professional qualification requirement.
Experience criteria - length and nature.
Compensation package.
Application fee details. Clear-cut mention of relaxation and number of vacancies reserved
for SC/ST/OBC.
General/Special conditions of recruitment, if any.
Format of application.
Mode of Transport for reimbursement of TA.
Last date for receipt of applications. The applications received after the closing date will
not be entertained.
Address for receiving applications.
The closing date to be clearly specified.
An advertisement to be drafted on the above lines is got to be approved from director
(Personnel)/Appointing Authority from time to time.

2. The cut-off date for qualification, experience and age will be the closing date for
receipt of applications. In such cases where candidates expecting their final results are to
be allowed should be clearly indicated in the advertisement, subject to the obtaining of
prescribed percentage of marks. Full advertisement along with Format of the application
will be hosted on the official Website of the organisation to be downloaded by the
candidates for use.
1: WINDOW ADVERTISEMENT:
As the advertisement of posts involves huge expenditure, it is desirable to resort to
Window Advertisement in order to curtail the expenditure. While the full advertisement
will be published in a scheduled newspaper, say, in the Employment News, a Window
Advertisement may be carried out in the leading National/Regional dailies giving brief
description of the posts proposed to be filled up advising the readers to refer to the full
advertisement in the scheduled newspapers and the official Website of the Organisation.
The Window Advertisement is also got to be approved from Director
(Personnel)/Appointing Authority from time to time.
2: PUBLICATION OF ADVERTISEMENT:
1. Draft advertisement will be approved by the Appointing Authority along with
estimated budget before publication in the media. The clause of sending the applications
through ordinary post accompanied with application fee may invariably be mentioned in
the advertisement. Depending upon the targeted candidates, the advertisement will be
published in the national /regional newspapers. For recruitment on All India Basis, the
advertisement will be published in two leading newspapers and in the Employment News
(Hindi, English and Urdu) through Corporate Communications Department within the
approved budget. Artwork of the advertisement should be checked to ensure conformity
with the approved draft advertisement. On publication of the advertisement, copies of the
same be obtained and kept for record. On receipt of bills from the advertising agency, the
bills will be certified for payment.
2. One copy of the advertisement should be circulated to the Central PSUs/State
Electricity Boards. A copy should also be put up on the Organisations Notice Boards in
its offices under Corporate Centre and Project Offices. A copy should also be sent to the
recognised associations of SC/ST/OBC and agencies for Physically Handicapped/ExServicemen as the case may be. The entire notification along with application format
should also be hosted on the official website of the organisation.
NOTIFICATION TO THE EMPLOYMENT EXCHANGES:
Posts meant to be filled through Employment Exchanges under Employment Exchange
(Compulsory Notification of Vacancies) Act, 1959, will be sent to all the Employment
Exchanges in Himachal Pradesh or to the Regional/Central Employment Exchanges, as
the case may be, giving full details as required in the prescribed requisition form given as
Format I. Employment Exchanges will be allowed 21 clear days for sponsoring the
names of the applicants registered with them. It should be clearly indicated in the
requisition form that in case, no names are sponsored within stipulated 21 days; the
Corporation will be free to resort to recruitment from open market. In such a case, Non-

Availability Certificate (NAC) should invariably be obtained before initiating

recruitment from the open market/any other sources than Employment Exchange.
RECEIVING/REGISTRATION OF APPLICATIONS:
1. Once the posts are advertised in the press or requisition sent to Employment
Exchanges, proper arrangement for receiving applications will be made. For this purpose,
a big box may be conveniently placed at the Security Post where the Postman/Candidates
may drop the applications. At the end of the day, applications will be collected and
segregated post-wise, discipline-wise and be arranged in separate folders for each post.
Each application will be given a distinct registration number along with date of receipt.
2. Registration of applications will involve the following steps:Opening of applications and segregating on the basis of posts and category of candidates.
Giving registration number with date. Segregation of postal orders / demand drafts and
sending them to Finance for necessary action.
3. Registration of applications should be completed within fortnight from the closing
date. Depending upon the quantum of applications, the work of registration may be
assigned to outside agencies.
SCREENING OF APPLICATIONS:
1. Once the data entry of applications is over, screening of applications will be done on
the prescribed registration sheet itself strictly as per the advertised job specifications with
no deviations. Preliminary screening will be done by a person in the Recruitment
Department not below the rank of Jr. Officer, which will also be seen by the concerned
executive in the department for the final scrutiny. It will be ensured that the candidate
meets the following criteria:2. Candidates found meeting the prescribed job specification should be short listed as
eligible in the relevant column. Similarly, those not meeting the specifications should be
shown accordingly. In such a situation, reasons in brief for disqualification be recorded.
Reserved category candidates who may have applied against General posts may also be
considered subject to their meeting prescribed criteria against General posts without
relaxation admissible to them.
3. For the posts other than Trainees, Personnel Department after preliminary scrutiny
will forward the applications to concerned Department for scrutiny with a view to screen
for interview. List of only those candidates who are considered suitable in terms of
qualification, experience, nature and quality of technical knowledge, professional
expertise required for each specific post shall be compiled.
4. On completion of the screening by the concerned department, the Head of the
Department will forward to the Personnel Department a list of candidates eligible for
interview, spelling out clearly the criteria adopted for screening and the basis of rejection
of application in each case. The applications will be screened by a duly authorised Officer
nominated by the Head of the Department. After the applications are finally screened,
Personnel Department will prepare a final list of eligible candidates indicating levels for

which the candidate should be called for interview, keeping in view the reserved
vacancies and special relaxation for candidates belonging to SC/ST etc. and this shortlist
after approval by the competent authority or the officer to whom powers are delegated
will form the basis for candidates to be called for selection interview.
5. Qualification requirement will not be relaxed in any case. However, the criteria of age
and length of experience in deserving cases may be relaxed with the approval of
Appointing Authority.
PROPOSAL FOR HOLDING OF WRITTEN TEST / INTERVIEW:
Screening of applications being completed, a proposal will be made seeking approval of
the Appointing Authority for holding of Written Test, if any, and Interview of the
candidates found eligible for the post in the final screening. The proposal will be
accompanied by a list of eligible candidates to be called for Test/Interview clearly
indicating the post for which they are to be considered along with screening sheet and
applications of such candidates. Date, venue and time of Test/Interview will be proposed.

WRITTEN EXAMINATION:
The induction at Trainee level in different cadre will be through Written Test consisting of
General Ability and the respective Subject. The minimum required percentage in the
prescribed qualification will be 50% for SC/ST Internal Candidates and 55% for Others
for recruitment of all types of Trainees in Executive and Jr. Officer. For Workmen level
the percentage may be fixed as per requirement with the approval of Director (Personnel).
If the number of applications received is less than 50 in any discipline, the holding of
Written Test will not be economical and the selection in such discipline will be carried
out through Group Discussion carrying weightage of 30% and Interview carry weightage
of 70% with the approval of Director (Personnel). If the Selection Interview Committee
feels, they may conduct a short Written Test of 50 marks which will be part of Interview
process.
1. Generally, subject to the prescribed qualifying marks in the Test, 05 candidates will be
called against one post from the Merit List. The number of candidates may be extended
not beyond 07 with the prior approval of the appointing authority.
2. The procedure to be followed for holding Written Test is given below:-

Syllabus for Written Test:

a. The Syllabus to be followed for various subjects/disciplines will be as under:(i) Engineering Discipline: The syllabus of Indian Engineering Services (UPSC) will be
followed for setting the question paper for the test. However, comments of HODs of
respective subject will be obtained for any addition/deletion in the syllabus.
(ii) Other Discipline: The syllabus for other discipline is to be devised by Recruitment
in association with the respective Department from time to time.
b. Question Paper Setting: The question paper as per the details in Para 16.0 will be
made only through National Level Institutes, i.e. for Engineering discipline Indian
Institute of Technology and for other disciplines (HR, F&A, PR, etc.) IIMS, XLRI,
Jamshedpur, TISS, Bombay, FMS, D.U., MDI, HP University or Sr. Faculty Members of
these Institutes or similar level Institutes. The question paper for Supervisory and
Workmen category will be made through the Institutes/Sr. Faculty Members of repute
with the approval of Director (Personnel) from time to time.
c. Question Paper Printing: Normally the responsibility of printing of Question Paper
will be entrusted to the agency for setting of question papers and in case the same is not
possible due to shortage of time or any other reason, a team of two officer, one from
Recruitment and one from other department will be constituted by name with the
approval of Director (Personnel) who will be responsible for printing of required number
of question papers and also maintaining the secrecy. In such a situation, the agency
setting the questions will be directed to handover the questions in the form of proper
question paper in a sealed cover containing one set of hard copy and one CD which will
be collected from them by authorised representative of SJVN. The same sealed cover will
be opened in Printing press in the presence of all the members nominated who will sign
on the sealed cover and record that the seal found intact and opened in their presence. The
signature of the Director/Owner of the press will be obtained. All the codel formalities of
printing of confidential matter will be followed without any lapse.
In order to maintain the confidentiality, the job can be done on Single Tender basis by
maintaining proper account or/alternatively through the agency short listed by SJVN, for
its printing work on the rates quoted by them. The printing of question papers in
appropriate quantity should be ready at least four days before the date of the Written Test.
The name of Printing Press will be kept secret and same press will not be used more than
two times in a block of five years.
d. Data Processing and Issuance of Roll Number & Call Letters: The Head of
Recruitment Section will be responsible for initiating the proposal for engagement of
external agency for data processing as and when required. The due care should be taken
to allocate Roll Number, Date and Centre of Exam, Time, etc., besides issuing of Call
Letters to eligible candidates to the address of communication indicated by them in
application format giving 15-20 clear days before the date of the Written Test.
e. Conduct of Exam: The conduct of Written Test at any Venue will be joint
responsibility of the Superintendent of the Venue and SJVN Observers. The Recruitment
Section will initiate the proposal of nominating SJVN Observers to each Venue at least

one week prior to the date of Written Test and also arrange briefing session of Observer
with Director (Personnel). The manual indicating Important Telephone Numbers, Venue
Address, Role & Responsibility of Observer, Instructions to the Invigilators, Regulation
at the Venue, etc. will be handed over to SJVN Observer one day prior to the briefing
session with Director (Personnel).
Each centre will have at least one Observer. One officer will be made overall in charge of
the examination. Flying Squads will be constituted as per requirement. Observers will
initial and stamp each Answer Sheet. Only candidates with valid Admission Cards with
photographs will be allowed. In case a candidate reaches wrong centre, he may be sent to
his centre if time permits. In genuine cases Observers may allow the candidate to appear
in examination in the same centre if there is no time. No outsider will be allowed in the
centre and full strictness will be observed. Scientific calculator may be allowed. No
mobile phones will be allowed in the Examination Hall.
After examination, the Answer Sheet will be sealed in envelopes in the examination hall
with signatures of Observers and Invigilators on the envelope. Thereafter, the envelopes
will be sealed in a locker/steel alamirah in SJVN Office in the presence of five SJVN
Executives.
f. Evaluation of Answer Sheet: Evaluation of Answer Sheet will be done within one
week of the test. This will be done by a team consisting of SJVN Executives approved by
Director (Personnel) in a closed hall/room. Entry of no other persons or exit would be
allowed while the marking is being done. An independent person preferably retired
Session Judge or Judicial Officer of above rank will preside over the evaluation work and
will sign the final result sheet. Full security will be provided for this purpose. The answer
sheets will be subject to 5% sample rechecking by SJVN Senior Officers of DGM and
above rank.
g. Declaration of Result: Subject to the minimum percentage and number of posts (1:5),
the successful candidates will be called for Interview within three weeks from the date of
the Written Test.

CONSTITUTION OF SELECTION BOARD / COMMITTEE:

1. Constitution of Selection Board/Committee for the Interviews will be as under:a. Board for selection in Executive cadre including Trainees:Chairman: An eminent person of the level of Ex-Chairman of PSU/SEB/Addl. Secy.
(GOI)
Member: CMD of SJVN or his nominee.
Director (Personnel), SJVN or his nominee.

Head of Division/Department concerned.

01 Expert Member of appropriate level from the concerned area from within or outside
the organisation.
SC/ST/OBC & Minorities representative of the level of Dy. Secretary.
HP Govt. Nominee.
b. For Selection in Non-Executive Cadre including Trainees.
Chairman: Head of Department/Function concerned.
Members Representative of Personnel Department to be nominated by Director (Pers.).
1. Expert Member of appropriate level from within or outside the organisation.
Secretary (MPP&P), HP Govt. or his nominee as HP Govt. Representative.
SC/ST/OBC & Minorities Representative of the appropriate level.
2. Selection Board/Committee for interviewing candidates constituted as provided above
will be proposed for approval of the Appointing Authority. Any change in composition of
the Selection Committee at a later stage may invariably be approved by the Appointing
Authority. The names of the members will be kept confidential.
DISPATCH OF CALL LETTERS:
1. On approval of the proposal for holding the Interview on a scheduled date, CallLetters advising eligible candidates for appearing in the Personal Interview with SJVN
Selection Committee may be sent well in time so as to ensure that candidates get
sufficient
time
for
planning
journeys
and
making
other
relevant
arrangements/preparations. Generally, it should be/ is to 20 clear days before the date of
Interview. In exceptional cases, the time gap may be reduced but in no case it should be
less than 15 days.
2. Call Letter should be accompanied by Personal Resume form specifically indicating.
3 Post to which a candidate is being considered for Interview with area and level, such
as, General Manager (HRD)/E8, Assistant Personnel Officer/E1, Jr. Officer (IT&C)/S1,
Jr. Steno Typist (English)/W3, etc.
Scale of Pay of that post.
Venue of Interview, Date and Time of Interview, Documents/certificates in support of
qualification, experience, age, caste, etc. for verification during Interview. Mode of class
for travel for the purpose of reimbursement of travelling allowances (TA Form be
attached).

INTIMATION TO THE INTERVIEW/SELECTION COMMITTEE

MEMBERS:
After confirming the availability of the members of the Selection Committee, they should
be informed in writing about the Interview with date, venue and time. They should
clearly be informed about the rate of honorarium for their association in the selection
proceedings, their travel and staying arrangements. Rate of honorarium presently
applicable are given in Annexure I. For their travel and staying, prior approval of the
Director (Personnel) should be taken on each occasion.
PREPARATION FOR INTERVIEW:
1. Between the time of despatch of Call-Letters and date of Interview, there are certain
preparations to be made.
2. Synopsis of Candidates: This is meant for Interview Board members to have relevant
information about the candidates being interviewed with the name, age, qualification and
work experience of the candidates in brief. A sample Synopsis sheet is enclosed at
Annexure V. The Synopsis of a particular candidate will be placed in a folder, which
will also contain a copy of advertisement and a rating sheet for marking performance of
the candidates during the Interview.
3. A particular room should also be identified and booked for the date of Interview
before hand. Finance department be supplied with a list of candidates appearing in
Interview with their addresses to which Call-Letters had been sent for the purpose of
making TA reimbursement. Travel and staying arrangements in respect of participating
outstation Board Members need also be made in advance.

SELECTION
DEFINITION: To select mean to choose. Selection is the process of picking
individuals who have relevant qualifications to fill jobs in an organization. The
basic purpose is to choose the individual who can most successfully perform the job
from the pool of qualified candidates.
Once the pre-recruitment activities as mentioned in Section-II are over, the process of
selection, most important of the recruitment processes starts. The following methods are
used for selection of the candidates:1. Selection Of Executive Trainees: The candidates who are declared successful in
Written Test which carry weightage of 75% are further required to appear in Group
Discussion carrying weightage of 10% followed by Interview carrying weightage of 15%.
However, the overall marks of Written Test will be 150 (80% questions from subject and
20% questions of General Ability, i.e. Logical Reasoning, Intelligence Test, etc) and
Selection board will award marks for Group Discussion and Interview out of 20 marks
and 30 marks respectively. The number of questions may be increased after the approval
of Appointment Authority.
2. Selection for Other Trainees: Other than Executive Trainees, the selection will be on
the basis of Written Test carrying weightage of 70% and Interview carrying weightage of
30%. However, the overall marks of Written Test will be 70 (80% questions from subject
and 20% questions of General Ability, i.e. Logical Reasoning, Intelligence Test, etc) and
Selection board will award marks for Interview, out of 30 marks. The number of
questions may be increased after the approval of Appointment Authority.
3. Receiving of Candidates and Verification of Documents: It is during interview
when a candidate first comes into real contact with the organisation. They should be
properly received on their arrival and seated at the pre-appointed place/room. A welcome
notice may preferably be placed at the main gate with a staff of Recruitment Cell having
relevant information about the interview to guide the candidates. Arrangement for
drinking water and tea will also be made. Representative of Recruitment Cell will address
them welcoming to the interview.
4. After the preliminaries being over, the verification of documents for ensuring their
candidature for interview will start. As this is the last opportunity to ascertain their
eligibility, verification should be done with utmost care with respect to advertised
educational/professional qualifications, experience, age and caste as the case may. Those
found meeting the prescribed conditions based on the verification will be allowed to
appear in Group Discussion / Interview. The official doing verification should invariably
sign the Personal Resume form of the candidate while clearing him for Interview or
otherwise.
5. Those not in a position to produce documentary evidence for their claim to the post,
but where the personnel representative is satisfied about his candidature, may be allowed
for Interview against an undertaking to furnish required documents within a fortnight.
6. Those not meeting the criteria should be denied interview forthwith and no claim for
reimbursement of TA of such candidates be entertained.

7. TA claims of the candidates will simultaneously be verified and forwarded to Finance

department, duly signed by an official of Personnel Department.
8. At any point of time, at least three candidates will be kept ready for interview.
9. After the interview of a candidate is over, he/she should be advised to collect TA from
Finance and leave. He will not be allowed to mingle with the candidates waiting for
Interview.

CRITERIA FOR SELECTION:

1. Group Discussion: The Selection Committee will judge the candidates in Group
Discussion and award marks for the skills of communications, originality in thoughts,
initiative and team spirit exhibited in the Group Discussions.
2. Personal Interview: The Selection Committee will judge the candidates in Personal
Interview on depth of knowledge in respective discipline, leadership qualities,
adaptability, physical agility, experience, aptitude for project, value and communication
skills.

PRINCIPLE OF SELECTION:
Marks obtained in Group Discussion will carry 10% weightage (Total marks 20).
Marks obtained in 1. The final merit list will be drawn on the basis of the following
principles:
For Executive Trainees: Marks obtained in Written Test will carry 75% weightage (Total
marks 150).
Personal Interview will carry 15% weightage (Total marks 30).
Based on the above criteria, final merit list will be drawn for empanelling the candidates
for selection.
For Other Trainees: Marks obtained in Written Test will carry the weightage of
70%.Marks obtained in Personal Interview will carry the weightage of 30%.Based on the
above criteria, final merit list will be drawn for empanelling the candidates for selection.
2. Selection for the Posts other than Trainees: The marks obtained in Personal Interview
will be taken as a basis for drawing final merit and empanelling the candidates for
selection.
3. General Conditions of Empanelment: No candidate securing overall less than 50%
marks will be empanelled. SC/ST candidates will be required to secure at least 40%
marks for their empanelment.

Empanelment will be made in order of merit.

In case of a tie in the overall marks, the order will be decided on the basis of dates of
birth, followed by Govt. guidelines in case of further references.

GENERAL INSTRUCTIONS FOR INTERVIEW:

1. The Selection Board Members will be provided a folder containing Synopsis of the
candidates, a copy of advertisement, personal resume of the candidate, applications in
original, etc.
2. The representative of Recruitment Cell will brief the Chairman and Members of the
Selection Board about number of posts, job requirements, reservation status, parameters
for selection and principles of empanelment before the start of interview.
3. After the interview based on the assessment of the candidates by individual members,
the Selection Committee will arrive at a consensus and draw a panel of suitable
candidates in order of merit recommending them for appointment. If on consensus, they
feel that a particular candidate deservers weightage in terms of higher salary, they may
indicate the same as recommendations. Such recommendations, however, shall not be
binding on the Appointing Authority.
4. The panel of candidates will be signed by each member of the Selection Board and
handed over to the concerned executive in the Personnel Department. After the interview
is over, Board members will be paid their honorarium.
SEPARATE PANEL FOR SC/ST/OBC (COMMON FOR ALL POSTS):
1. As provided in the Reservation Policy of Government of India, candidates belonging to
SC/ST will be judged in Group Discussion/Interview separately on a particular date or
sitting and a separate panel for each of such categories will be drawn. If sufficient
numbers of reserved category candidates are not available for interview, their interview
will precede the interview of General candidate so as to avoid the tendency of
comparison of such candidates against General candidates. Selection committee may also
consider their selection on relaxed standard as compared to their counter-parts belonging
to General category.
2. The SC/ST candidates selected on merit (without any concession/ relaxation) will not
be considered against reserved category.
OPERATION OF SELECTION PANEL:
Panel once drawn is valid for an initial period of one year which can be extended with
prior approval of Appointing Authority for another period of six months for reasons to be
recorded in writing. Relevant panel will be operated in order of merit as per the number
of posts notified in the advertisement. Each time the recruitment is proposed, this will
need approval of the Appointing Authority.

ISSUANCE OF OFFER OF APPOINTMENT:

1. Offer of appointment from the panel will be released in order of merit with the
approval of Appointing Authority. For this purpose, Corporate Recruitment Department
will make a proposal giving reference of the advertisement number, name & category of
the candidate, post, scale of pay and place of posting of his posting. The proposal will be
accompanied by personal resume of the candidate and a copy of relevant select panel.
The letter of appointment will have Annexure giving detailed terms and conditions of
appointment of the candidate. A sample letter of appointment along with annexure is
enclosed at Annexure II.
2. Once the offer of appointment is issued to a candidate, a Personal File will be created
for him. All relevant papers pertaining to his appointment will be kept in it.
3. Offer of appointment will be issued to the candidate at his mailing address furnished
by him in his personal resume. The candidate will be allowed joining time of 15 days
with an advice to convey his acceptance or otherwise to the offer of appointment within
07 days. If no intimation is received within this time frame, a reminder may be sent both
at his correspondence as well as permanent address advising him to join within a
fortnight, failing which Management may consider to withdraw and cancel the
appointment made to him.
4. On the request of the candidate, Management may consider to allow suitable extension
to the candidates in joining time.
5. If the candidate does not respond, his offer of appointment will formally be closed
with the approval of the Appointing Authority and the decision of withdrawal and
cancellation of offer be invariably sent to the concerned candidate. Thereafter, a
replacement offer to the next candidate in the respective panel may be offered with the
approval of the Appointing Authority.
FIXATION OF PAY ON INITIAL APPOINTMENT:
The initial basic pay of a new entrant shall be fixed at the minimum of the scale of the
post to which he is appointed, except the cases of pay protection at intermediate/higher
level recruitment which will be dealt as per Pay Fixation rules of the Nigam.

JOINING

Once the candidate has confirmed his joining, he will report for joining to the concerned
authority within the scheduled/extended period of joining at the pre-determined location.
Normally, all joining will be accepted at Corporate Recruitment Department. His joining
may be accepted subject to the following conditions: He has to produce a relieving certificate from his previous employer, if in employment.
Medical fitness certificates from the prescribed authority. As provided in Recruitment
Rules, if he was in employment with Government Department/PSUs, no such
requirement will be insisted upon. However, he will have to produce a statement from his
previous employer that during his appointment there, he had been declared medically fit.
Certificates are in the prescribed Performa in support of their claim to belong to
SC/ST/OBC category. However, even if there is a doubt about his caste, he may be
allowed to join provisionally and at a later date the office will write to the concerned
authorities for certification of his caste. The candidate will not be denied joining on this
account.
Attestation Form duly filled. The specific attention be paid whether he has ever been
convicted under the Court of Law, if so, he will not be allowed joining.
2. If the candidate fulfils the above conditions, he will be given a set of papers required
to be filled by him on joining. A set of such papers called Joining Set is available in the
Recruitment Cell.
3. On completion of joining formalities, his joining report will be accepted by allocating
him an identification numbers which will be his identity for CPF Membership and will be
attached to him for the tenure of his employment in the organisation. His joining report
will be signed by an executive so authorised in the Recruitment Section.

INDUCTION AND PLACEMENT:

1. The newly joined employee will be inducted to the concerned department. A
representative of the Recruitment Section alongwith his papers will escort him to the
concerned Head of the Department.
2. Recruitment Department in consultation with Corporate Training Department will
chalk out an orientation programme for a suitable duration during which the new entrant
will be introduced to the functioning of various departments before his placement in the
department for which he has been recruited.
TRANSFER OF RECORDS:
1. Once the placement of the new entrant is done, the Recruitment Department will
forward relevant documents to the Establishment Section for maintaining and regulating
his appointment with the organisation. Following papers may be forwarded to
Establishment Section: -

Copy of offer of appointment.

Personal Resume.
Copies of Educational/Professional Certificates.
Medical Certificate.
Attestation Forms.
Caste Certificate.
Dependency Certificate for the purpose of Medical and LTC Claims.
Home Town Declaration.
CPF Enrolment and Nomination Form.
Any other documents which may be required in the Establishment Section.
2. The proposals/approvals pertaining to his appointment, review in his terms of
appointment, etc. will not be parted with. These will remain with the Recruitment
Department itself.

SECRECY & CUSTODY OF RECORDS:

1. Recruitment is a very sensitive issue and should be carried out with abundant care /
precaution and utmost secrecy. Constitution of Selection Board, preparation of Merit List,
Issuance of Offers, etc. are highly confidential and no information should be given on
these issues. However, once the approval for issue of offer is received, information about
a candidate getting an offer or not can be given.
2. All relevant papers will be kept under lock and key in the Recruitment Section in the
charge of the sectional head. Incidental records, such as, applications, test papers, etc.
will be maintained for a period of two years after the selection is made and thereafter
destroyed with the approval of the Appointing Authority. Screening Sheets and various
proposals pertaining to recruitment and selection panels will be maintained without time
bar.
STATISTICS:
1. Proper statistics as regards post notified, number of applications received, number of
SC/ST/OBC, PH, Ex-Servicemen, Minorities & Women among them and those selected
may be compiled and kept handy for furnishing various reports/returns.
2. Similarly, details of expenditure incurred on a particular recruitment, such as,
expenditure on account of advertisement, holding of test (if any), TA, honorarium,
hospitality, etc., should be compiled and record maintained.

REPORTS & RETURNS:

1. After the recruitment and selection is over, following periodic reports and returns are
required to be furnished to the concerned authorities:Quarterly return to the Employment Exchanges.
Quarterly return regarding recruitment of Minorities.
Half Yearly return regarding recruitment of Physically Handicapped.
Half Yearly return regarding recruitment of Ex-Servicemen.
Annual return regarding recruitment of SC/ST/OBC.

SCHEDULE FOR RECRUITMENT:

1. Schedule of various activities starting from advertisement of posts till issuance of
offers and joining of candidates will be worked out in advance and adhered to. Normally,
the entire process should be completed within a period of three months.

2. All out effort will be made to complete the recruitment processes as per the above
schedule within the scheduled period of three months.

JOB SPECIFICATIONS FOR RECRUITMENT OF EXECUTIVES

In Satluj Jal Vidyut Nigam there is ten levels in Executive Category from E0 to
E9, i.e. from the level of Executive to Executive Director. During the formative
stage of SJVN, the recruitment in the initial years was done at all levels. After the
commissioning of NJHEP and undertaking the new projects, the career growth
prospects of existing employees can be ensured only by restricting the recruitment
at induction level, i.e. Executive Trainee-E0 level. The induction at intermediate
level during the construction phases of new projects may be made with the approval
of Appointing Authority. The job specifications for the recruitment of executives
will be as under:The job specifications i.e. Level, Total Post Qualification Experience, Upper Age
Limit will be as per the details shown in the following Table:-

LEVELS DESIGNATION

MINIMUM POST-QUALIFICATION UPPER

RELEVANT
EXECUTIVE AGE
EXPERIENCE
LIMIT

E-9

Executive Director

25 yrs. out of which at least 02 yrs in the

immediate
lower
grade/scale 55
(IDA/CDA)

E-8

General Manager

23 yrs out of which at least 2 yrs in the

immediate
lower
grade/scale 55
(IDA/CDA)

E-7A

Addl.
Manager

21 yrs out of which at least 2 yrs in the

immediate
lower
grade/scale 50
(IDA/CDA)

E-7

18 yrs out of which at least 3 yrs in the

Dy. General Manager immediate
lower
grade/scale 50
(IDA/CDA)

E-6

Sr. Manager

E-5

Manager

General

15 yrs out of which at least 3 yrs in the

immediate
lower
grade/scale 45
(IDA/CDA)
12 yrs out of which at least 3 yrs in the 45
immediate
lower
grade/scale

(IDA/CDA)

Dy. Manager

9 yrs out of which at least 3 yrs in the

immediate
lower
grade/scale 35
(IDA/CDA)

E-3

Sr. Officer/Engineer

6 yrs out of which at least 3 yrs in the

immediate
lower
grade/scale 35
(IDA/CDA)

E-2

Officer/Engineer

3 yrs after acquiring

professional qualification.

requisite

E-1

Asstt. Officer/A.E.

1
yr
after
acquiring
professional qualification

requisite

E-O

Executive Trainee

No experience.

E-4

30

30
30

Policy Statement on Manpower Recruitment

Preamble: SJVNLs precious Assets would be its Human Resources. SJVNL would,
therefore, pick-up best talented manpower, nurture and develop this resource upto its
maximum potential to ensure efficiency, effectiveness and success of the Organization.
SJVNL also resolves to ensure manpower availability at the right time, in right number
and with the objective of ensuring their optimum and effective utilization. SJVNL has
also resolved to create conducive environment where each individual develops to its
maximum potential and contributes to the organizational development. Keeping the
above objective in view, SJVNL hereby makes the following policy statements to be
called SJVNL Recruitment Policy and Procedure to govern, regulate and facilitate
recruitment of Personnel in the Corporation.
1. Preliminary:
This policy statement and the rules and procedure made hereunder will be applicable to
recruitment and selection of employees of all classes and categories irrespective of
whether they are against regular, temporary or trainee posts, unless specifically stated
otherwise. While making recruitment, the Corporation will keep in view the provisions
related to absorption as per agreement with State Governments.
2. Human Resources Planning:
With reference to the tasks and targets laid down for the Company and with reference to
specific individual targets for different divisions and projects of the Company, each
division and department will review the manpower requirement for the following

financial year to determine the requirement of manpower both in qualitative and

quantitative terms.
Based on the requirement of the additional manpower of the individual department, the
detailed manpower plan for the financial year will be prepared by the Human Resource
Development Group, in the Corporate Personnel Department for the Company as a whole
giving specific details of each new post other than the casual posts with justification
thereof and its manpower plan will form a part of the overall Human Resource Budget of
the Company. While drawing up the Human Resource Budget, each department will
indicate the cost of additional manpower required.
Annual Human Resource Budget including the additional manpower requirement along
with all relevant details and estimated cost involved for all the divisions/projects will
form a part of the Annual Human Resource Budget to be submitted for approval of the
Board of Directors.
On approval by the Board, the Human Resource Plan will constitute sanction for creation
for posts including post of trainees and form the general basis of manpower recruitment
during the financial period.
3. Creation of posts:
Specific sanction for each new post from the competent authority will be necessary for
initiation of action for filling the post and the competent authority will issue the necessary
sanction depending on the requirement from time to time during the year within the
approved budget sanction and manpower plans subject, however, to policies and
directives that will be issued by the Board of Directors.
The competent authority for creation of posts and approving appointments within the
approved budget to such post will be as follows. The competent authority will be referred
to hereinafter as the appointing authority.
Posts Appointing Authority
1. Top post of General Manager and above excluding the posts to which the appointments
are made by the President. Board of Directors
2. All posts other than those included in (a) above. CMD Director (personnel)
3. Executive trainee/Supervisory trainee and Artisan trainees.
(personnel)

CMD

Director

The appointing authority will have the flexibility to re-appropriate posts as between
various functions under his control subject to overall provisions in the budget.
4. Job title, job specifications, role outline and pay scales:
Job specifications indicating the eligibility requirement in terms of minimum educational
and/or professional qualifications, length, nature, quality of experience, upper age limit
etc. and a general outline of the role and responsibility will be laid down in respect of

each job title along with pay scales. These will be issued by the Corporate Personnel
Department from time to time with the approval of the Director (Personnel)/Chairman.
No appointment shall be made to any post in the Company unless the person fulfills the
minimum eligibility requirement and conforms to the specifications prescribed for the
post except where general relaxations are made in the cases of reserved vacancies for the
candidates belonging to SC, ST, Ex-servicemen and other special categories.
CMD/Director (Personnel) will be authorized in special and exceptional cases, to grant
relaxation in the prescribed specification where the appointing authority is satisfied that
such relaxation is relaxation in the interest of the Company.
5. Induction Levels:
During the formative stage of company, recruitment in the initial years may take place at
all levels of organizational hierarchy.
At the appropriate stage of the growth of the Organization, recruitment will be restricted,
by and large, to the induction levels as specified below so as to ensure that career growth
prospects of the existing employees are in no way impaired.
Artisan Trainees - W 3
Diploma/Supervisory Trainees - S 1
Engineer/Officer Trainees - E 0
Infusion of new blood to the executive, supervisory and artisan cadres will be through the
respective training schemes under which training based on specific requirement of the
Company will be imparted to the fresh Engineering graduates, diploma holders and ITIs.
In non-technical disciplines also, trainees will be trained for Executive, Supervisory
cadres.
6. Agencies for recruitment:
All recruitment to the executive cadre inclusive of executive trainees will be centralized
in the Corporate Personnel Department.
In respect of non-executive trainees, recruitment will be made by the Personnel
Department of the project concerned by associating Corporate Personnel Division.
Arrangement for executive trainees will be made by Corporate Personnel Department.
Arrangement for non-executive trainees will be responsibility of the Project Personnel
Department after the training module is approved by the Corporate Personnel Division.

7. Recruitment Sources:
7.1 For executive cadre including executive trainees, selection will be made on All India
Basis and for that purpose, the posts will be notified through press advertisements,

company notice boards and/or circulars issued to Government departments and Public
Sector Undertakings where suitable candidates of the required expertise are expected to
be available.
7.2 In respect of recruitment to non-executive posts in the Workmen category up to the
level of W6, all vacancies will be notified to the Employment Exchanges of the state in
which the Project is located as per the terms of Employment Exchange (Compulsory
Notification of vacancies) Act, 1959. Keeping in view administrative/budgetary
conveniences the vacancy may be published in the Employment News as per
DPE OM no. DPE24(11)/96(GL-010)GM dated 2nd Nov 1998.Only persons whose
names are registered on live register of any Employment Exchange located in the State in
which project is located, may apply against the advertisement so that recruitment takes
place from amongst the candidates whose names are registered in Employment Exchange
in the state in which project is located. In respect of recruitment to reserved vacancies,
incase suitable candidates are not available from the lists sponsored by the Employment
Exchanges of the State, notification will also be issued to concerned associations with
simultaneous notification to Central Employment Exchange, Government and SemiGovernment Organizations and/or the positions may be advertised to the local press.
7.3 In respect of recruitment to non-executive posts above W6 level, recruitment will be
made from the region comprising the State in which the division/project/establishment
concerned is located and the neighboring States and for this purpose notification for
filling up the vacancies will be issued in the newspapers and also to the Employment
Exchanges of the region though the Central Employment Exchange in addition to the
notice board of the company. Provided that the recruitment may be made to such posts
from outside the region, where the appointing authority is satisfied that suitable
candidates in adequate number will not be available within the region. Provided further
that to facilitate recruitment to the reserved vacancies, copies of such notifications will
also be issued to the various agencies and associations, as stated above.
Recruitment of non-executives shall be further subject to the guidelines circulated vide
Office Order No. CC/Pers/12(47) dated 10th August, 1993, as at Annexure-I.
7.4 In addition to the above, induction of executives and specialist non-executives may be
made as deemed necessary and appropriate by the appointing authority from one or more
of the following sources: Deputation from Central/State Governments/Electricity Boards and Public Sector
Organizations where suitable personnel on terms offered by the company may be
available.
Campus interview and recruitment to the posts at the induction level of executive
trainees from reputed Engineering/Management Institutions viz IIMs, IITs.
Candidates located through personal contacts and talent survey only in respect of posts
requiring specialist knowledge and expertise and/or exceptional qualification and merit
subject to the approval by the CMD/Director (personnel).
8. Selection from within:

8.1 Internal candidates fulfilling all eligibility requirements may be considered along with
outside candidates subject to the conditions that earlier they should not have been
considered by recruitment committee in any of the departments/units of the company and
found unsuitable in the course of one year preceding the time of the current interview
date.
Provided further that internal candidate employees in the next lower grade only will be
eligible for consideration to the next higher grade subject to fulfillment of minimum
eligibility requirement and other criteria prescribed from time to time and subject further
to the condition that no vigilance and/or disciplinary case is pending against him.
8.2 Applications of all internal candidates will be forwarded to the Personnel Department
by the Head of the Department indicating whether or not candidate can be released in
case he is selected without detriment to the job currently being held by him.
9. SC/ST/Ex-Servicemen, displaced persons etc.:
9.1 Directive of the Government concerning reservation of vacancies and special
concessions to be given to such candidates will be strictly and conscientiously adhered to.
9.2 The concerned P&A Department will implement the reservations for other Backward
Classes as per Office Memorandum No. 36012/22/93-Estt(SCT) dated 15.11.1993 of the
Ministry of Personnel, Public Grievances & Pensions, including amendments, that may
be made later on. A roster of 200 points needs to be maintained and no deviation is to be
made which will be the personal responsibility of the Head of the Recruitment
Department.
10. Application formalities:
10.1 No appointment will be made in the company except on the basis of an application
giving details and particulars as may be prescribed from time to time.
10.2 For all recruitment, application should be in the prescribed form. However,
applications on plain paper may also be resorted to whenever necessary, keeping in view
the urgency for manning the post and the lead time involved. In such cases, the candidate
will be required to submit an application on the prescribed form at the time of interview.
10.3 All applications for positions in the company will be accompanied by postal
order/bank draft of the value of Rs.100/- for executive posts including trainees and
Rs.50/- for non-executive posts including trainees. Candidates whose names have been
sponsored by the Employment Exchange will not be required to pay any money.
Similarly, candidates belonging to SC/ST/Ex-servicemen and Handicapped categories
will be exempted from payment of application fee. However, appointing authority will
have power to exempt payment of money in any case of direct recruitment.
11.
Forwarding the applications of candidates from Government Public
Undertakings:
Consistent with the guidelines issued by Bureau of Public Enterprises vide BPEs Memo
No.2(172)/71-BPE (GM) dated August 18, 1971, SJVNL will accept application only if

they are forwarded through proper channel in respect of persons employed in Central and
State Governments and in those Public Undertaking whose rules provide for carryforward of gratuity, PF, Leave and other benefits of transfer on movement to another
organization/Public Sector with the consent of both the Organizations concerned.
Provided, however, that application from candidates hailing from Public Undertakings
referred to above may be accepted without being forwarded through proper channel if the
candidate submits a declaration along with an application stating that if he/she is selected
for appointment in SJVNL on terms acceptable to him:
He will be agreeable to forego the benefits of carry-forward of leave, PF, Gratuity etc.
He will be able to secure due release from his present organization within the stipulated
notice period and produce an evidence at the time of joining services of SJVNL.
In respect of candidates from Public Undertaking, who despite the afore-mentioned
guidelines from Bureau of Public Enterprises, do not provide for carry-forward of leave,
gratuity, PF and other benefits even in respect of persons whose applications are
forwarded through proper channel, applications may be entertained directly as in the case
of candidates from Private Sector Undertakings and requirement of proper channel will
not apply.
12. Requisition for manpower:
12.1 Head of the department will forward their manpower requirement in prescribed
Requisition Form to the concerned Personnel Department through the respective
competent authority competent to sanction creation of posts indicating therein the last
date by which placement of personnel is desired for different posts keeping in view the
normal lead time for recruitment.
12.2 The requirement will be examined with reference to the sanctioned manpower.
Personnel Department will decide whether the post(s) can be filled:
Out of personnel from other Departments/Units/Approved Selection Panels already
available.
Inter-functional adjustment of posts.
Redeployment of surplus staff.
Trainees recruited through various training schemes.
13. Processing of applications:
13.1 All applications received against a specific notification/advertisement will be subject
to a preliminary scrutiny by the Personnel Department, who will ensure that:
All applications are duly completed and accompanied by the prescribed application fee.
Age of the applicant is within the prescribed limit.

In case of applications from reserved categories, application is accompanied by certificate

to that effect from the Competent Authority.
Personnel Department will list applications and forward them to the concerned
department for scrutiny with a view to selecting for test/interview. Only those candidates
who are considered suitable in terms of qualification, experience, nature and quality of
technical knowledge, professional expertise required for each specific post.
On completion of the screening by the concerned department, the Head of the
Department will forward to the Personnel Department a list of candidates considered
eligible for test/interview, spelling out clearly the criteria adopted for screening and the
basis of rejection of application in each case.
The applications will be screened by a duly authorized Officer nominated by the Head of
the Department. After the applications are finally screened, Personnel Department will
prepare a final list of eligible candidates indicating levels for which the candidate should
be called for interview, keeping in view the reserved vacancies and special relaxation for
candidates belonging to SC/ST etc. and this shortlist after approval by the competent
authority or the officer to whom powers are delegated will form the basis for candidates
to be called for selection test and/or interview.
14. Selection procedure and constitution of Selection Board:
Personnel Department will decide applying various selection techniques like trade test,
written test, group discussions etc. Selection will be made only on recommendation by a
duly constituted Selection Board/Committee. Selection to executive cadre including
executive trainees will be made on the recommendations of the SJVNL Central Selection
Board, which will be constituted as follows:-One member from amongst persons to
eminence and integrity with a suitable background in selection of personnel. He could be
appointed on part time basis like consultant or on a fee-and-expense basis. CMD of
SJVNL or any of his nominee from amongst officers in the senior most managerial cadre
in the Corporate Office. Head of Division concerned. One of the Specialist(s) Advisor in
the concerned specialization whether from within or out of the Corporation. Director
(Personnel) or his representative. Secretary (MPP & Power) or his nominee. Chairman of
the Selection Board will be the member from (a) above or in his absence in special cases,
Chairman of the Corporation or any of his nominees not below the rank of General
Manager.
All appointment to posts in various non-executive categories including supervisory
trainees and other trainees will be made on the basis of recommendations of Selection
Committees constituted for the purpose, which must include representatives from the
following sources at the appropriate executive level depending on the post.
Concerned department/function.
Personnel Department
Expert (s) from other Public Enterprises/Professional Institute/Government Department.
SC/ST representatives, wherever required.

Secretary (MPP & Power) or his nominee.

The Selection Board/Committees will be constituted by the Personnel Department in each
case with the approval of the appointing authority.
Honorarium and reimbursement for board and lodging expenses may be made to
members of Selection Board/Committee from outside the organization, as per rules
framed by the Corporate Personnel Department from time to time.
15. Selection Board:
The short listed candidates will be called upon to undergo selection process which may
consist of:
15.1 An interview by the Selection Board or a test and/or group discussion followed by
an interview by the Selection Board. An elimination test and/or group discussion
followed by interview of only those candidates, who qualify in test/group discussion.
15.2 Candidates appearing for interview will be given journey expenses as per clause 15
of TA/DA Rules.
15.3 The call letters to the candidates for appearing for the interview will be mailed at
least 10 clear days before the date of interview through certificate of posting.
15.4 In case of recruitment for vacancies reserved exclusively for SC/ST, separate
interviews will be held and in the Selection Board, a member belonging to these
communities will be included as a member of the Selection Board.
15.5 Personnel Department will make following documents available to the Selection
Board:
A copy of the advertisement/notification.
A copy of the Bio-data of each candidate.
Applications in original.
Wherever available, appraisal reports of the candidates.
Results of test/group discussion held prior to interview.
15.6 The personnel department apart from participating in the Selection Board, will have
the following specific responsibilities: Briefing the members of the Selection Board on the specific requirements,
responsibilities and remuneration for each post, approximate number of suitable
candidates to be selected and empanelled for immediate and future requirements and any
other matter connected with the selection.

While the technical members will judge the suitability of the candidates in terms of
knowledge, skill, expertise and professional competence, the Personnel representative
will be responsible to call the attention of the Board to the attitudinal, motivational and
personality aspects relating to the job requirement.
15.7 The Selection Board, after taking into account qualification, experience, result of
test/group discussion, if any, and performance at the interview relating to skill,
professional competence and overall personality factors, will assign the final ranking
based on consensus to each candidate considered suitable and recommend a panel of
names of candidates in order of merit on the basis of ranking so assigned. For reserved
categories, separate panels will be drawn.
15.8 The Selection Board while making its recommendations, may also indicate remarks
regarding accelerated promotion to the next higher grade in exceptional candidates, who
are too senior to start afresh, in the grade selected and not senior enough for selection to
the higher grade for reasons of internal company policy, area/areas of specialization
where the candidate would be best suited and any other recommendations/remarks
considered relevant in respect of any candidate.
16. Operation of Select Panel:
16.1 The panel of candidates as recommended by the Selection Board will be approved
by the appointing authority where after it will remain valid for initial period of one year.
This can be extended by the appointing authority at his discretion for a further period of
six months.
16.2 Based on the approved panel, the Personnel Department will issue offer of
appointment in the order given in the panel depending on the number of posts sanctioned
by the appointing authority from time to time. However, the candidates belonging to
SC/ST etc. and other reserved categories will be given priority in appointment, as per the
instructions of the Government from time to time.
17. Appointment Letter:
Personnel Department will issue appointment letters in the prescribed format in duplicate
alongwith requisite Performa such as Attestation Form, Declaration, Character
Certificate, SC/ST certificate etc. and the candidate will be expected to return one copy of
the contract of appointment duly accepted and signed by him. The appointment letter will
indicate the last date by which the candidate must join the company failing which the
offer of appointment will deem to have been withdrawn, unless extension of the last date
has been granted by the appointing authority.
18. Health Standards:
All appointment will be subject to the medical examination by the Companys authorized
Medical Officer, as per medical fitness standard prescribed by the Company from time to
time. However, candidates joining from other Public Sector Undertakings and
Government Department who have been examined and declared fit at the time of
appointment will be exempted from Company's medical examination.

19. Formalities at the time of joining:

At the time of joining, the candidate will be required to give following documents to the
Personnel Department:Joining Report.
A written undertaking regarding his marital status, immovable property, hometown and
employment of spouse in an Embassy or foreign mission.
Medical fitness certificate.
Bio-data on the prescribed application form.
Attested copies of certificates and testimonials.
A character certificate from a gazetted officer.
Release and pay certificate in case of employees from Government/Public Sector
Undertakings.
Attestation form for verification of antecedent.
Declaration of relationships etc.
Those appointed as trainees will be required to execute and furnish bond/undertaking to
complete the training course and thereafter to serve the Company for minimum period, as
laid down in the bond.
19.2 On appointment of a person, the District authorities concerned will be requested to
verify and report on the antecedent of the person in the prescribed attestation form, as per
directives issued by the Government form time to time, provided, however, that such
verification may not be insisted in the case of persons coming from Govt./Semi
-Govt./Public Sector Undertakings immediately after prior to appointment in SJVNL
subject to production of evidence in support of the fact that due verification of the
antecedent was made at the time of their appointment.
20. Interpretation and Amendments:
In case of any doubt arising with regard to any of the above provisions and in the cases
uncovered by these rules, the final authority of interpretation will vest in the
CMD/Director (personnel) whose decision will be final.

TRAINING AND DEVELOPMENT

SJVN Limited. has established Hydel Training Institute at Kotla which is about 14
kms. from Jhakri on Jeori-Sarahan road amidst beautiful natural surroundings. This
institute was opened for imparting training in October 2003 and is functioning
effectively and providing training to SJVN employees besides employees of other
power sector organizations.
SJVN regards human resources as strategic assets in consolidating its current
business and achieving growth objectives. Right from inception, the organization
has emphasised motivation, development, harmony and equity in its HR policies
and practices basis for maximizing individual and collective contribution. SJVN
Limited believes that management education and technical training are crucial
inputs for improving the efficiency and competence of all the employees, which
directly increase the organizational efficiency and effectiveness. Hence, the need of
the hour is to follow appropriate training strategies, which would be capable of
taking care of the immediate requirements as well as help in shaping the Human
Resources to meet the challenges of future. As per National Training Policy the
main objective of electricity industry is to achieve customer satisfaction through
generation of electricity of the right quality and quantity at an affordable cost
and supply to the consumers efficiently whenever and wherever required. Trained
manpower is required at every stage of the above mentioned tasks.
These skills are to be regularly updated to cope with the ever progressing and
rapidly advancing technologies being introduced in the power sector where the
speed of obsolescence often overtakes the pace of particular skill. With a view to
enhance / develop competencies of our employees the need is felt to step up training
and human resource development, create an orientation of power sector personnel
and stake holders towards the urgency and the need for reforms and energy
conservation as well as provide a standing joint forum for coordination of training
related matters in the power sector.
The HR functioning is changing with time and with this change, the relationship between
the training function and other management activity is also changing. The training and
development activities are now equally important with that of other HR functions. Gone
are the days, when training was considered to be futile, waste of time, resources, and
money. Now a day, training is an investment because the departments such as, marketing
& sales, HR, production, finance, etc depends on training for its survival. If training is not
considered as a priority or not seen as a vital part in the organization, then it is difficult to
accept that such a company has effectively carried out HRM. Training actually provides
the opportunity to raise the profile development activities in the organization.
Role of HRD Professionals in Training

This is the era of cut-throat competition and with this changing scenario of business; the
role of HR professionals in training has been widened. HR role now is:
1.

Active involvement in employee education

2.

Rewards for improvement in performance

3.

Rewards to be associated with self esteem and self worth

4.
Providing pre-employment market oriented skill development education and post
employment support for advanced education and training
5.

Flexible access i.e. anytime, anywhere training.

Development
Three important aspects of Development:
1: It indicates that capacity is not a passive state but is part of a continuing process;
2: It ensures that human resources and the way in which they are utilized are central to
capacity development; and
3: It requires that the overall context within which organizations undertake their functions
will also be a key consideration in strategies for capacity development.
Capacity development is a broader concept than institutional development, and in
addition to a concern with human resources and the development of institutions, it
includes an emphasis on the overall environment within which organizations operate and
interact. Unlike capacity building efforts, adaptive capacity is something organizations
pursue in an ongoing manner through measures that embed the four attributes of adaptive
capacity-external focus, network connectedness, inquisitiveness and innovation-inextricably in the corporate culture. The difference between capacity development and
institutional development is mainly a difference of perspective. A capacity development
approach requires that, even if the focus of concern is a specific capacity of an
organization to perform a particular function, there must nevertheless always be a
consideration of the overall policy environment and the coherence of specific actions
with macro-level conditions. Capacity development is therefore concerned with the micro
and macro factors that determine how institutions translate their capacities into actual
performance.
Five dimensions of capacity
First, training and education: Effective performance requires a well-trained human
resource base of managerial, professional and technical personnel. This involves both
specialized training and professional education, and in-service training needed for role
specific activities.
Secondly, organization and its management: effective performance requires the
utilization and retention of skilled people. Thus, capacity development must include the

organizational structures, processes and management systems, in particular the personnel

management P3050220 (A) Managed River Flow 09/2006 5-2 DHI Water &
Environment systems, which make the best use of skilled human resources, and which
ensure their retention and continued motivation.
Thirdly, the network and linkages among different groups: there is a need to consider the
network of groups or divisions that facilitates or constrains the achievement of particular
tasks. The accomplishment of many tasks requires the coordinated activities of many
groups and any particular group may belong to several task networks. How these
networks function, and the nature of formal and informal interactions among them, are
important aspects of groups performance.
Fourthly, the public sector environment: the policy and institutional environment of the
public sector is a major factor that constrains or facilitates organizational activities and
affects their performance. This includes the laws, regulations and policies affecting the
civil service, including hiring, promotion, salary structures and operating procedures, the
budgetary support that allows organizations to carry out their tasks, the definitions of
responsibilities among agencies, and the nature of the policy environment that supports or
impedes the performance of functions.
Fifthly, the overall context: it is important to consider the broad action environment of
the organization, beyond the public sector. This refers to the economic, social, cultural
and political milieu in which organization operates, and the extent to which conditions in
this broader environment facilitate or constrain the functional capacity of organization.
For example, the level and rate of growth of output, changes in markets, and changes in
aid policies of major donors are key economic factors that can constrain or facilitate
capacity development.

SJVNL: Environmental Activities

Environment management and monitoring would continue to be a key area of activity in
SJVNL along with growth in generation of power. Driven by its commitment for
sustainable growth of power, SJVNL has evolved a well defined environment
management policy for minimizing environmental impact arising out of setting up of
power units and preserving the natural ecology. SJVNL has adopted an Environment,
Resettlement & Rehabilitation Policy which reiterates companys commitment to
sustainable development which is within the carrying capacity of the eco-system and
promotes the improvement of quality of life. Nathpa Jhakri Hydro-Electric Project is one
of the most eco-friendly Projects in the country. Being run of the river project, it has
minimum impact on ecology of the area and least disturbance to flora and fauna. The
positive impacts on the environment are on very high scale of appraisal, because this
project will generate in to Northern Region Grid about 7,000 GWh of electricity each
year. The Satluj Jal Vidyut Nigam Ltd. has prepared and followed a comprehensive
Environment Management plan and Rehabilitation & Resettlement Plan for its various
Environments and R&R related activities. SJVNL has established a separate ER&R
Department for Nathpa Jhakri Hydroelectric Project site and also at corporate level under
the direct control of Director (P). This department undertakes all activities of
Environment and R&R at Project and at corporate level.

Few tasks presently being undertaken by the department have been described below:
Afforestation
Avenue plantation
Reclamation of muck disposal
Catchments area treatment plan
Sustenance & enhancement of fisheries
Veterinary & horticulture camps at project area
Medical infrastructure facilities
Environmental monitoring
Solid waste management.
Environmental Institutional Set-up :
Realizing the importance of protection of the environment with speedy development of
the power sector, the company should constitute different groups at project, regional and
corporate centre level to carry out specific environment related functions. The
Environment Management Group can function from the Corporate Centre and initiate
measures to mitigate the impact of power project implementation on the environment and
preserve ecology in the vicinity of the projects. Environment Management Group
established at each site, look after various environmental issues of the individual site.
Environment Impact Assessment
SJVNL is one of the environment conscious organizations and have ensured that their
efforts towards improving the environment match with our developmental efforts in the
power sector. SJVNL has been conducting Environment Impact Assessment (EIA)
studies of the areas in the vicinity of projects, which form the basis of efforts to protect
and maintain environment. These studies consist of literature search, field studies and
impact assessment in the area of the land use, water use, socio-economic aspects, soil,
hydrology, water quality, meteorology, air quality, terrestrial/ aquatic ecology and noise.
The EIA involves stage-by-stage evaluation of various parameters which affect the
environment. Based on EIA study, wherever required, specific scientific studies are also
conducted to scientifically assess the likely impact of the pollutants on the sensitive flora
and fauna in the surroundings, as also, to take preventive and mitigatory measures,
wherever required.
Ecological Monitoring
SJVNL should undertake comprehensive Ecological Monitoring through Satellite
Imagery Studies over project area and vicinity. These studies would reveal significant
environmental gains in the vicinity areas as a result of pursuing sound environment

management practices. Some of these important gains noticed may be an increase in

dense forest area, increase in agriculture area, P3050220 (A) Managed River Flow
09/2006 5-4 DHI Water & Environment increase in average rainfall, decrease in waste
land etc. Such studies conducted from time to time around and in vicinity of a project
would establish the environment status at various post operational stages of the project.
Monitoring of Environmental Parameters
A broad based Environment Monitoring Programme needs to be formulated and
implemented in all projects of SJVNL. Critical environmental parameters should be
monitored at the stipulated frequency.
Environmental Reviews
To maintain constant vigil on environmental compliance, Environmental Reviews should
be carried out at all sites and remedial measures should be undertaken wherever
necessary. As a feedback and follow-up of these Environmental Reviews, a number of
retrofit and up gradation measures should be undertaken at different locations. Such
periodic Environmental Reviews and extensive monitoring of the facilities carried out at
all locations would have help in compliance with the environmental norms and timely
renewal of different environmental permissions.
On-Line Data Base Management
In order to have better control on environmental degradation and to achieve effective
environment management in and around project locations, it is imperative to have an
online, reliable and efficient environment information system on the operational and
environmental performance parameters at all levels. In consideration of the above, a GIS
based computerized programme, which could provide reliable storage, prompt, and
accurate flow of information on environmental performance of project locations should
be developed and installed in SJVNL. This software will help and facilitate direct transfer
of environment reports and other environment related information from project locations
to the Regional and Corporate Centre. This system will help in achieving continuous
improvement in SJVNL's environment performance through improved monitoring and
reporting system by using the trend analysis and advanced data management techniques.
Corporate Social Responsibility SJVNL believes in growth with a human face, and
pursuing people-centered development. SJVNL is a socially committed organization and
a socially responsible corporate citizen. It attaches great importance to discharging its
overall social responsibilities to the community and the society at large where its projects
are located. In this regard Resettlement and Rehabilitation (R&R) program becomes an
area of sharp focus, a program that addresses people affected directly or indirectly in the
wake of the projects. Community Development, as a part of corporate social
responsibility, Initiatives Scheme has to be introduced with the aim of aligning business
operations with social values. Through this initiative, NHPC should undert environment
management in and around project locations, it is imperative to have an online, reliable
and efficient environment information system on the operational and environmental
performance parameters at all levels. In consideration of the above, a GIS based
computerized programme, which could provide reliable storage, prompt, and accurate
flow of information on environmental performance of project locations should be
developed and installed in SJVNL. This software will help and facilitate direct transfer of

environment reports and other environment related information from project locations to
the Regional and Corporate Centre. This system will help in achieving continuous
improvement in SJVNL's environment performance through improved monitoring and
reporting system by using the trend analysis and advanced data management techniques.
Corporate Social Responsibility
SJVNL believes in growth with a human face, and pursuing people-centered
development. SJVNL is a socially committed organization and a socially responsible
corporate citizen. It attaches great importance to discharging its overall social
responsibilities to the community and the society at large where its projects are located.
In this regard Resettlement and Rehabilitation (R&R) program becomes an area of sharp
focus, a program that addresses people affected directly or indirectly in the wake of the
projects. Community Development, as a part of corporate social responsibility, Initiatives
Scheme has to be introduced with the aim of aligning business operations with social
values. Through this initiative, NHPC should under environment management in and
around project locations, it is imperative to have an online, reliable and efficient
environment information system on the operational and environmental performance
parameters at all levels. In consideration of the above, a GIS based computerized
programme, which could provide reliable storage, prompt, and accurate flow of
information on environmental performance of project locations should be developed and
installed in SJVNL. This software will help and facilitate direct transfer of environment
reports and other environment related information from project locations to the Regional
and Corporate Centre. This system will help in achieving continuous improvement in
SJVNL's environment performance through improved monitoring and reporting system
by using the trend analysis and advanced data management techniques.

Training needs
Training need assessment has been done based on discussions with SJVNL staff with
regard to immediate requirements of ongoing/proposed projects at SJVNL, in-house
expertise available at SJVNL for regular monitoring of ongoing hydroelectric projects &
proposals for up-coming projects. It is important to mention that besides operational
NJHEP (1500MW) project and planned RHEP (412 MW) project, the following are 5
projects have been proposed by SJVNL:
1. Devsari Dam HE Project ( 300 MW )
2. Devra Mori HE Project ( 33 MW )
3. Jhakhol Sankari HE Project ( 35 MW )
4. Luhri HE Project (700 MW)
5. Khab HE Project (636 MW)
Successful operation of hydro electric project demands regular monitoring of various
activities related to civil works, environmental issues and social issues. In addition, key

contribution by the concerned organization, in overall development of the area by

adopting R&R programme and by association with local organizations in various
development schemes is must to deliver. But it has been observed that though the
organisation (SJVNL) has improved and developed over the time, the issue of the
institutional strength of the organisation (now SJVNL) continues to be a concern; for
example, there have been frequent periods when the organisation had less then its full
complement of Directors. The organisation has a small environmental cell and less staff
with relevant expertise to take care environmental issues linked with various ongoing and
proposed projects. It may not have any impacts on running and monitoring of hydro
electric projects in present but we can not say that the scenario will remain same in future
too considering the complexity of various environmental and socio- economic issues
linked with these projects. SJVNL has already experienced this during construction and
operation of NJHEP project and for taking up the Khab hydro electric project. In view of
existing organisational structure at SJVNL Corporate office, which is presently under
process of restructuring and at project office (NJHEP & RHEP), following, is suggested:
The existing staff working on environmental aspects in SJVNL should be kept abreast
with the latest tools and methodologies in Environment field especially Impact
Assessment Studies. They should undergo short duration trainings on environmental
issues linked with hydro electric projects and their remediation practices being followed
in other areas from prestigious institutions in India or abroad. In India, it could also be in
the form of attachment with some organizations already involved in implementing
environment mitigatory requirements for hydro power development like NHPC, THDC
etc or conceptual up gradation by attachment with TERI, NEERI etc. While short term
overseas training could also be undertaken at University of Oklahoma or East West
Centre, Hawaii with emphasis on modelling of various environmental parameters.

Bibliography:

Websites
www.google.com
www.sjvn.nic.in
www.citehr.com
www.wikipedia.org

Books

Essentials of Human Resource Management

Effective Recruitment and Selection Practices, 5th edition

by Shaun Tyson
Understanding Human Resource Management by Ken N. Kamoche.
by Alan Nankervis, Robert Compton, Bill Morrissey.