TRAINING AT NATIONAL HYDROELECTRIC

POWER CORPORATION LTD

By:
Ketaki Bhirdikar
Roll No -08-711
ABOUT THE COMPANY

 A Govt. of India Enterprise

 Incorporated in the year 1975
 Objective : To plan, promote and organise an
integrated and efficient development of
hydroelectric power in all aspects.  
 Later expanded its objects to include
development of power in all its aspects
through conventional and non-conventional
sources in India and abroad.
 Mini Ratna Category-I Enterprise of the Govt.
 NHPC is among the TOP TEN companies in
the country in terms of investment.
 Largest organisation for  hydel power
development in India.
 Presently has an installation base of 5175 MW
from 13 hydropower stations on ownership
basis including projects taken up in Joint
Venture. 
 Presently engaged in the construction of  11
projects aggregating to a total installed
capacity of 4622 MW.
 NHPC Limited has drawn up a massive plan to
add over 10,000 MW of hydropower capacity
by the end of year 2017.
VISION

A world class, diversified & transnational



organization for sustainable development of

hydro power and water resources with strong
environment conscience.
MISSION
1)To achieve international standards of
excellence in all aspects of hydro power
and diversified business.
2)To execute and operate projects in a cost
effective, environment friendly and socio-
economically responsive manner.
3)To foster competent trained and multi-
disciplinary human capital.
4)To continually develop state-of-the-art
technologies through innovative R&D and
adopt best practices.
5)To adopt the best practices of corporate
governance and institutionalize value based
management for a strong corporate
identity.
TRAINING
PHILOSOPHY & COVERAGE

 The basic philosophy is to use training

as an effective tool for performance
improvement of the individual, the team and
the organization and in transforming NHPC
into a learning organization.
 Covers all the regular employees of the
Corporation.
TRAINING TARGET

 It shall be the endeavor of the Corporation to

provide seven mandays of need-based
training in a training year to every
employee.
 Employees shall make full use of the Training
System to support this endeavor to create a
learning organization. 

AGENCIES FOR TRAINING

 Human Resource Department ‘Center for

Excellence’:
1)Nodal agency for training for the Corporation.
2)Caters to the advanced training needs of all
executives from E-5 to E9 level .
3)Specializes in Management Development and
advanced technical areas including
Information Technology and serves as
Knowledge Dissemination Centre for the
Corporation as a whole.

AGENCIES FOR TRAINING
 Project Training Center:
 Caters to the training and development
needs of the employees up to E-4 level of the
respective Power Station/ Project.
 Regional HR Division:
1)Caters to the training and development needs
of the employees up to E4 level of the
respective region.
2)Organizes programmes for the employees in
the entire region.
3)An active part in finalization of the training
calendars of each unit within the region in
consultation with HRD, Centre for
AGENCIES FOR TRAINING

 Departmental Training Co-ordinator:

1)The Head of each Department/ Power Station/
Project nominates an executive who shall,
co-ordinate the training and related matters
for the employees of the department.
2)It is the responsibility of the Departmental
Training Coordinator to conduct Training
Need Analysis and ensure nomination of the
employees of the department concerned to
training programmes. 
3)

TRAINING NEED ANALYSIS

 Employees identify their training needs once in

two years.
 Each employee identifies his training needs in
a maximum of four areas in consultation
with his reporting officer.
 The training needs expressed should be related
to the employee's present responsibilities
and his likely areas of future assignments.
 Training Needs are classified as Essential and
Desirable along two time-frames of short-
term (for immediate job performance) and
long-term (for future job performance in the
next two years or so ).

TRAINING NEED ANALYSIS

 The identified needs are prioritized in the

following manner and would be addressed
accordingly:
1)Priority A Essential short-term
2)Priority B Desirable short- term
3)Priority C Essential long-term
4)Priority D Desirable long-term
 For non-executive officers , TNA is done by
their reporting officer.


CATAGORISATION OF TRAINING

 On the basis of duration, training programmes

would be categorized as:
1)Short-duration Up to Three days
2)Medium-duration Four days to tendays
3)Long-duration Above ten training days



LIMIT ON PROGRAMS

 An employee may be nominated for training

programmes within the limits stipulated
herein.
1)Short-duration Maximum of three in a year
2)Medium-duration Maximum of two in a year
3)Long-duration Once in two years
 Relaxation of the limits on the number of
training programmes for an employee in
a year can be permitted by ED / GM /
Funtional Director
TRAINING EVALUATION

 The objective of training evaluation is to

enhance value addition through training
programmes by building on the strengths
and by removing the shortcomings, and
measure the impact of training programmes
on job behavior.
 Training Evaluation would be done at three
levels:
1)Pre-training Evaluation
2)Programme Feedback
3)Impact Assessment

TRAINING EVALUATION

 Pre- Training Evaluation:

 Aimed at detecting shortcomings in the program
design before the commencement of the program.
 Program Feedback:
 The Training Centre seeks participant Feedback at
the end of the training program for making
modifications/ improvements in future program.
 Impact Assessment:
1) It involves measuring the change in job behavior of
the employee on account of the learning during
the training program.
2) The information would be collected through the
Impact Assessment Form after completion of six
months of the program.



TRAINING EVALUATION

 Program Evaluation Report:

 After Impact Assessment, the Training Center
prepares a Programme Evaluation Report in
case of all Long-duration programmesand
Planned Interventions of duration of more than
10 training days and circulate it to all the
participants concerned.

THANK YOU!!