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Capacity Building & Training in Distribution

Capacity Building & Training in Distribution. Power Management Institute. January 2004. Presentation Outline. Training & Development in NTPC NTPC Practices Distribution Training Experience & Way Forward. NTPC Vision.

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Capacity Building & Training in Distribution

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  1. Capacity Building & Trainingin Distribution Power Management Institute January 2004

  2. Presentation Outline • Training & Development in NTPC • NTPC Practices • Distribution Training • Experience & Way Forward

  3. NTPC Vision To be one of the world’s largest & best power utilities, powering India’s growth

  4. Our HR Vision To enable our people to be a family of committed world class professionals making NTPC a learning organisation

  5. Training In NTPC • A Comprehensive Training Policy in place • Every employee to undergo at least 7-days training annually • Training Needs Analysis system institutionalised • Planned Interventions and need based training identified • Training calendars of PMI and Station Training centers define annual training agenda • Nomination System for training Interventions ensures participation • Adequate Budget Allocation and disbursement systems for ensures Sustained Training Conduct

  6. Two Pronged approach to Training interventions Customised Need Based interventions Career Linked Planned Interventions Training Needs Identification Process Development Centers, 360 Feed-back & Psychometry Tools also as inputs - Organisational Change Initiatives - Technology Adoption & Utilisation - System Improvement Initiatives - Performance Management System - Individual Employee Development Training In NTPC

  7. Need Based Interventions Management Development Technical upgradation Information Technology Attitudinal Change Sectoral Issues

  8. Planned Intervention • Career Linked PlannedInterventions are compulsory before transition • Level wise training programmes for executives Example Programme Duration No of prg.annually - Strategic Mgmt for EDs/GMs 1-week 1 - Business Unit Heads Prog. 1-wk 1 - AGMP for EDs/GMs(Foreign Component) 6-wk 4 - AGMP for AGM/DGMs 3-wk 5 - Enhancing Managerial Competence(E6) 3-wk 10 - Capsule Course in Gen. Mgmt(E5) 2-wk 11 - Foundation Course in Gen. Mgmt.(E4) 2-wk 14

  9. Planned Intervention • Planned Interventions- Level wise training programmes for non-executives Example Programme Duration No of prg.annually at projects - Enhancing Pers. Productivity(S2-S4) 2-week - Quality Improvement Prog.(S2-S4) 1-wk EDCs - Orientation in General Mgmt(S1) 2-wk Plan as per - Systematic Problem Solving(W7-W11) 2-wk requirement* - Power Plant Familiarisation(W3-W6) 2-wk * dependent on no. of eligible participants

  10. Organisation Structure for Training in NTPC • Training & Development Headed By Director(HR) • Power Management Institute (PMI) Headed By Executive Director • Employee Development Centres (EDCs) At Stations/projects Headed By DGMs/ Sr Mgr • Outsourcing : IIMs, MDI, ASCI, NITIE, IITs, BHEL, other manufacturers etc

  11. Training Infrastructure I. Power Management Institute • Total Land Area -10 Acres • Built up Area - 21,000 sq m • Total Rooms for Training • Seminar Rooms – 8 (capacity varying from 25 to 70) • Syndicate Rooms - 6 (cap-15) • Conference Room - 1 (cap - 40) • Auditorium- 1 (cap-210) • Computer Labs - 2 • Residential Facilities - 50 rooms & 20 suites and 88 Exec. Hostel rooms • Recreational Facilities:Volleyball, swimming, billiards, badminton, table tennis, lawn tennis etc.

  12. Training Infrastructure II. Project Training Centers • 13 Training Centers at NTPC projects • Modern Training facilities • class-rooms • A/V Aids • Library • Specialised Laboratory/Workshops • Computer center • Auditorium • Trainee Hostels and Recreational facilities

  13. Training Infrastructure III. Simulator Training Centers • Full Scale Replica - 200 MW and 500 MW Simulators at Korba • Induction Training 2-wk module for all O&M - ETs • Mandatory 2-wk Refresher Courses for Shift Charge Engineer( every 3-years) • Need based Simulator courses for other organisations • Combined Cycle Gas Power Plant Simulator at Kawas • Induction Training 2-wk module for all O&M - ETs • Need based Simulator courses for other organisations

  14. Faculty Resource in Training I. Power Management Institute • Full Time Faculty at PMI: Twenty seven • Expertise Areas: Technical, General Mgmt, HR, OB, Finance, IT, Strategy, Quality • Faculty drawn from Functional Expert Pool of NTPC • A network of eminent faculty/professionals/consultants • Adjunct Faculty • Eminent faculty/professionals/consultants Selected as Adjunct faculty to provide support on a long term contractual engagement Selection Criteria: Laterally inducted from other departments OR externally recruited through issue of open advertisement

  15. Faculty Resource in Training II. Project Training centers • Two/Three Full Time Core Faculty in Technical Areas • Foreman/Instructors for Skill based Training III. Simulator Training centers • Four/Five Instructors with Plant Operation background, approx. 10 years experience • C&I and Computers Engineers for Simulator Maintenance Selection Criteria: Based on aptitude executives brought from main plant on tenure basis - M Tech Programme graduates placed

  16. Distribution Training Capacity Building - APDRP

  17. Nature of Programmes Training Programmes • Three Types of training Interventions planned 1. Capsule Course in Distribution Management Duration 2-wks for SDOs and AEs of SEBs Coverage - Managerial Skills and Functional Mgmt. 2. Course in Distribution Management Duration 1-wk for SEs and Sr. Exns of SEBs Coverage - SE as CEO of the Distribution Circle 3. Course in Financial Management Duration 4-days for SEs and Sr. ExEns of SEBs in operation , Finance and HR Coverage - Integrated perspective of Financial Mgmt

  18. Nature of Programmes Capsule Course In Distribution Management Objective - Managerial Skills and Functional Mgmt. Inputs to perform the role of a Distribution Business Manager effectively Coverage - Understanding Distribution Managers' Role Sector Structure, Legislative and regulatory framework Electricity Tariff for Distribution Metering, Billing and Collection Systems & Revenue Mgmt. Distribution Systems and Networks O &M Performance Indices and MIS Energy Audits and Loss Reduction System Augmentation and New Technologies Project Planning, Implementation and Monitoring Customer Orientation and Expectations Business Ethics and Values Managerial Skills

  19. Nature of Programmes Sr. Managers’ Course In Distribution Management Objective – Integrated Perspective of Distribution Circle as a business unit to perform the role of a leader/CEO of Distribution Circle Coverage - Understanding CEO’s role Sector Structure, Legislative and regulatory framework APDRP- Project Planning, Implementation and Monitoring Tariff for Distribution Metering, Billing and Collection Systems & Revenue Mgmt. Operation & Maint. Management Systems Energy Audits and Loss Reduction System Augmentation and New Technologies Customer Orientation and Systems Business Ethics and Values Integrated Perspective & Leadership Skills

  20. Nature of Programmes Integrated Financial Management for Distribution Objective – A brief & comprehensive knowledge of finance Functions and financial management systems to enhance the managerial decision making process Coverage - Basic accounting concepts in financial management-GAAP Salient Aspects of Corporate Law Understanding balance sheet and profit and loss account Financial ratios and key performance indicators Cost Accounting Systems Financial Decision making Project evaluation and appraisal Working capital management MIS Establishment finance and tax planning IT enabled financial and accounting systems

  21. Programme Plan PMI Programmes Planned for FY 2004-5 1-Wk Sr. Mgmt Progs. - 8 2-Wk Capsule Course In Distr. Mgmt - 15 4-days Financial Mgmt - 7 Programmes Conducted Till date 1-Wk Sr. Mgmt. Progs. - 22 2-Wk CCDM - 29 4-days Integrated Financial Mgmt - 14 Total Participants Covered - 1531

  22. Distribution Training State-wise participation in various programmes conducted

  23. Distribution Training State-wise participation in various programmes conducted

  24. Distribution Training State-wise participation in various programmes conducted

  25. Programme Feedback • Addressing SEs/Sr. ExEns and SDO’s/ADEs in different courses simultaneously is effective in application of learnings at field level • Participants have expressed that the programmes have been very useful • Some of them have expressed these interventions as lifetime experiences of learning and development • Great Opportunity for sharing of experiences, best practices & latest developments • Utilities have also affirmed positively the usefulness of these training programmes • Programmes have received an overall rating of 90% during feedback • Adequate Nominations is a cause of Concern – Average Participation per course is24

  26. Way Forward • Strengthening HR- systems in Distribution • Specific Sytems Development and application Training to be Initiated • Distribution Training Linked to Performance Improvement across levels in the organisation • Sustainable Training & Development Efforts would need prompt resource allocation & Top Management Commitment

  27. Thank You

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