SUMMER TRAINING PROJECT REPORT
Summer Training Report
On
TRAINNING & DEVELOPMENT
At (NHPC)Submitted in partial fulfillment of the degree of
Master of Business Administration
Affiliated
To
Maharishi Dayanand University (Rohtak)
Submitted to:
Submitted by:
The Controller of Examination
Priyanka GoyalM.D.U. (Rohtak) 2k-13-MRCE-MBA-35
MANAV RACHNA COLLEGE OF ENGINEERING FARIDABAD (HARYANA) Aug,2014
DECLARATION
I Priyanka Goyal, Roll no. 2K-13-MRCE-MBA-35, Class MBA of the
(MRCE) hereby declare that the summer training report entitled
Tainning & Development is an original work and the same has not
been submitted to any other institute for the award of any other
degree.
Facultys Signature
Candidates Signature
Priyanka Goyal
(Signature of the Director/ Principal of the Institute)
ABSTRACTTHE TRAINING AND DEVELOPMENT PROCESS of teaching new
employees the basic skills they need to perform their jobs.
Training gives new or present employees the skills they need to
perform their jobs. Training might thus mean showing a machinist
how to operate his new machine, a new sales person how to sell her
firms product, or a new supervisor how to interview and appraise
employees. Management development is any attempt to improve
managerial performance by imparting knowledge, changing attitudes
or increasing skills. It thus includes in house programs like
courses, coaching, and rotational assignments; and university
programs like executives MBA programs.The ultimate aim of such
development programs is, of course to enhance the future
performance of the organization itself.
ACKNOWLEDGEMENT
I WOULD LIKE TO EXTEND MY SINCERE THANKS TO MR. ARUN KUMAR
CHIEF(HR) HRD DIVISION FOR THEIR VALUABLE ADVICE, GUIDANCE AND
ENRICHING MY KNOWLEDGE TO MAKE THIS PROJECT A SUCCESS.MY SPECIAL
THANKS GOES TO ALL THE EMPLOYEES OF NHPC, FOR THEIR COOPERATION AND
SPARING THEIR PRECIOUS TIME IN SHARING THE VALUABLE INFORMATION
WITH ME. CONTENTS
SR.NO.PARTICULARSPAGE NO.
1COMPANY PROFILE1
1.1Introduction of the company2
1.2Objectives of the company4
1.3Mission of the company4
1.4Vision of the company4
1.5Performance highlights5
1.6Additional achievements15
2LITERATURE REVIEW19
2.1Introduction of training and development process 20
2.2Concept 20
2.3T&D evaluation process 23
2.4Kirkpatricks model of training evaluation 24
3T&D PROCESS IN NHPC 26
3.1Introduction 26
3.2T&D evaluation at NHPC 28
4SYNOPSIS OF THE STUDY 34
4.1Introduction 34
4.2Objectives 34
4.3Scope of the study35
4.4Methodology35
4.5Tools used in the study35
5QUESTIONNAIRE36
6RESULTS ANDANALYSIS40
7CONCLUSION50
8SUGGESTIONS51
9LIMITATION OF THE STUDY52
10BIBLIOGRAPHY53
LIST OF FIGURESFIGURE NO.TITLEPAGE NO.
1PROJECT LOCATION3
2POWER GENERATION6
3NET SALES V/S PROFIT7
4T&D PROCESS22
5T&D PROCESS IN NHPC26
LIST OF TABLETABLE NO.TITLEPAGE NO
1PROJECT COMMISIONED8
2PROJECT UNDER CONSTRUCTION10
3KRIKPATRICK STRUCTURE24-25
4ANNUAL TRAINING SCHEDULE32-34
COMPANY PROFILE
1
INTRODUCTION OF THE COMPANYNHPC Limited (Formerly known as
National Hydroelectric Power Corporation Ltd.), A Govt. of India
Enterprise, was incorporated in the year 1975 with an authorized
capital of Rs. 2000 million and with an objective to plan, promote
and organize an integrated and efficient development of
hydroelectric power in all aspects. Later on NHPC Limited expanded
its objects to include other sources of energy like Geothermal,
Tidal, and Wind etc.Since its inception in 1975, NHPC Limited has
grown to become one of the largest organizations in the field of
hydro power development in the country. With its present
capabilities, NHPC Limited can undertake all activities from
concept to commissioningofHydroelectric Projects.
MARKET VALUE
At present, NHPC Limited is a schedule 'A' Enterprise of the
Govt. of India with anauthorized share capital of Rs. 1,50,000
Million . With an investmentbase of over Rs. 3,87,180 Million
Approx.In 2013-2014 NHPC made a profit after tax of Rs.2090 crores.
A increase of 94% than the previous year profit of 1050 crores.
NHPC is among the top ten companies in India in terms of
investment. Department of Public Enterprise Govt. of India recently
conferred prestigious Miniratna status to NHPC.Initially, on
incorporation, NHPC Limited tookover the execution of Salal
Stage-I, Bairasiul and Loktak Hydro-electric Projects from Central
Hydroelectric Project Construction and Control Board. Since then,
it has executed 14 projects with an installed capacity of 5175MW on
ownership basis including projects taken up in joint venture. NHPC
Limited has also executed 5projects with an installed capacity of
89.35MW on turnkey basis. Two ofthese projects have been
commissioned in neighboring countries i.e. Nepal and Bhutan. NHPC
Limited is engaged in the construction of 11 projects aggregating
to a total installed capacity of 4622 MW. NHPC Limited has added
1970 MW during the10th Plan period and planned to add 5322MWduring
11th Plan period. 8 projects of 5751MWare awaiting
clearances/Govt. approval for their implementation. Detailed
Projects report is being prepared for 11projects of7585MW. 2At
present, NHPC Limited is a schedule 'A' Enterprise of the Govt. of
India with anauthorized share capital of Rs. 1,50,000 Million .
With an investmentbase of over Rs. 2, 54,000 Million Approx., NHPC
Limited is among the TOP TEN companies in the country in terms of
investment.
Following are the projects locations of the NHPC all over
INDIA.
FIGURE-1
3OBJECTIVES Development of the vast hydro potential at faster
pace and optimum cost eliminating time and cost over -run.
Completion of all ongoing projects within stipulated time
frame.
Ensure maximum utilization of installed capacity and help in
better system stability.
Generation of sufficient internal resources for expansion and
setting up new projects.
Corporate development along with simultaneous Human Resource
Development.
MISSION
To achieve international standards of excellence in all aspects
of hydro power and diversified business.
To execute and operate projects in a cost effective, environment
friendly and socio economically responsive manner.
To foster competent trained and multidisciplinary human
capital.
To continually develop state of the art technologies through
innovative R&D and adopt best practices.
To adopt the best practices of the corporate governances and
institutionalize value based management for a strong corporate
identity.
To maximize creation of the wealth through generation of
internal funds and effective management of resources.
VISIONTo make NHPC a world class, diversified& transitional
organization for sustainable development of hydro power and water
resources with strong environment conscience.
4
PERFORMANCE HIGHLIGHTSI.GENERAL ACHIEVEMENTS NHPC has been
conferred Mini Ratna status by the Government of India.
Enjoys highest credit rating i.e. AAA for domestic borrowings
and rating equivalent to Sovereign rating for external borrowings
from reputed International rating agencies.
Plans to become 10000 MW plus company by 11th Plan.
Implementing Enterprise Resource Planning (ERP) of IFS AB,
Sweden across the organization.II. POWER GENERATION
During the period under review, the operating Power Stations of
NHPC generated 14811.35 Million Units exceeding the annual MoU
target of 13906.95 million units for very good rating, as compared
to 13048.74 Million Units generated during the same period of the
previous year, showing an increase of 13.51 %. The machine
availability of the operating power stations measured as Capacity
Index is 96.13 % exceeding the annual MoU targets of 94.50 % for
Excellent rating.
Presently NHPC is engaged in the construction of 7 projects
aggregating to a total installed capacity of 4095MW. NHPC has added
1970MW during the 10th plan period and planned to add 2230MW during
11th plan period. 12 projects of 9651MW are awaiting
clearance/govt. approval for their implementation. Detailed
projects report are being prepared for 7 projects of 2485MW.
Since its inception in 1975, NHPC has grown to become one of the
largest organization in the field of hydropower development in the
country. With its present capabilities NHPC can undertake all the
activites from concept to commissioning of hydroelectric
projects.
Hydroelectricity is the term referring to electricity generated
by hydropower, the production of electrical power through the use
of the gravitational force of falling or flowing water.THE POWER
GENERATION OF THE LAST 10 YEARS OF THE NHPC CAN BE REPRESENTED
BELOW GRAPHICALLY.
FIGURE-2
III. NET SALES V/S PROFIT
During the period 2010-2011, NHPC had a sales turnover
4046.59cr. with a net profit of 2166,67cr.
FIGURE-3 IV. PROJECTS COMMISSIONED
NHPC has added 1420 MW during the period under review by
commissioning three projects.The 390 MW Dul Hasti Power Station was
declared under commercial operation with effect from 7.4.2007. The
Power Station was dedicated to the Nation on 26.4.2008 by Dr.
Manmohan Singh, Honble Prime Minister of India. The beneficiaries
of the Power Station are Jammu & Kashmir, Punjab, Haryana,
Uttar Pradesh, Uttarakhand, Rajasthan, Delhi and Union Territory of
Chandigarh.
The 510 MW Teesta Stage-V Project in Sikkim has been put under
commercial operation during February/ March 2008. The beneficiaries
of the Project are DVC, Bihar, Orissa, Jharkand, West Bengal and
Sikkim. Power from this Power Station is being supplied to the
beneficiaries @ Rs. 1.62/unit.
The 520 MW Omkareshwar Project (under joint venture with Govt.
of Madhya Pradesh) was commissioned during November 2007 against
scheduled date of Feb.
Project Name StateInstalled Capacity(MW)Total Capacity(MW)
Year
Baira SiulHimachal Pardesh 3*601801981
LoktakManipur3*351051983
SalalJ&K6*1156901987
TanakurUttrakhand3*401201992
Chamera-IHimachal Pradesh3*1805401994
Uri-IJ&K4*1204801997
RangitSikkim3*20601999
Chamera-IIHimachal Pradesh3*1003002004
Indira SagarMadhya Pradesh8*1252802005
Dhauliganga-IUttrakhand4*702802005-06
DulhastiJ&K3*1303902006-07
OmkareshwarMadhya Pradesh8*655202007
Teesta-VSikkim3*1705102008
Sewa-IIJ&K3*401202010
Chamera-IIIHimachal Pradesh3*772312012
ChutakJ&K4*11442012-13
Teesta Low Dam-IIIWest Bengal4*331322013
Nimmo-BazgoJ&K3*15452013
Uri-IIJ&K4*602402014
Total=6507MW
Table-1
V. PROJECTS UNDER CONSTRUCTION
1. SEWA II H.E. PROJECT (120 MW), J&K
Complete Dam excavation and 86 % concreting of Dam is over. In
HRT, 9370 m (92.92%) excavation has been completed. Excavation of
Surge Shaft and Powerhouse have been completed and 80.30%
concreting has been completed in Power House. Excavation and
concreting of Pressure Shafts is in progress.
2. TEESTA LOW DAM H.E. PROJECT STAGE-III (132MW), WEST
BENGAL
In Barrage Bays 3 to 7 and Power House, excavation is over and
about 97.25% and 62.45% concreting has been done respectively.
Intake Structure excavation is almost over and 97.60% concreting
has been completed.
About 91.10% excavation of TRC has been completed.
Draft Tubes for all the 4 units have been erected.
Project suffered major setback due to unprecedented high
intensity flash floods breaching the cofferdams in July07, causing
flooding of all work areas. Again in Sept.07, floods re-occurred.
However, works resumed on all fronts within a minimum time.
3. PARBATI H.E. PROJECT STAGEII (800 MW), HIMACHAL PRADESH
Excavation of 25.30 km (80.35%) of head race tunnel completed
out of the total 31.50 km length.
13.15% concreting in head race tunnel completed.
13.85% concreting in power house completed, but the back hill
slope failure occurred in Feb. 07.
Slope stabilization work is in progress.
54.70 % concreting of dam and intake structure has been
completed.
4. SUBANSIRI (LOWER) H.E. PROJECT (2000 MW), ARUNACHAL PRADESH
Power House excavation was completed on 28th August 2007.
Diversion Tunnels completed.
Construction of 1st Stage Coffer Dam and subsequently river
diversion of river Subansiri was successfully achieved in December
2007.
Excavation of Dam foundation started in January, 2008.
Project NameStateInstalled capacityTotal capacity
Parbati-IIHimachal Pradesh4*200800
Subansiri(Lower)Arunachal Pradesh and Assam 8*2502000
KishenganagaJ&K3*110330
Teesta Low Dam-IVWest Bengal5*40160
Total = 3290 MW
TABLE-2
5. URI II H.E. PROJECT (240MW), J&K Concreting up to River
Bed Level in Dam is completed.
In Open Channel & Desilting Chamber 88.70% excavation has
been completed.
Head Race Tunnel day lighted & 71.70% of Tail Race Tunnel
heading excavation completed.
61.20% of Power House excavation completed.
6. PARBATI-III H.E. PROJECT (520 MW) , HIMACHAL PRADESH
88.50% excavations in Rock Fill Dam completed.
34.80% construction of Cut off Wall completed.
25.95% of Head Race Tunnel excavation completed
Reaming of Surge Shaft completed.
Benching of Power House started.
57% Tail Race Tunnel heading excavation completed.
7. CHAMERA III H.E. PROJECT (231 MW), H.P
55.95% excavation of Dam Completed.
All adits completed and 70.75% HRT excavation completed.
MAT to PH, Pilot tunnel to PH cavern and adit to PS bottom
completed. Power House excavation has been completed.
92% of TRT excavation completed.
E&M work awarded to M/s Alstom.
HM works awarded to M/s Om Metals-SPML (JV).
8. TEESTA LOW DAM H.E. PROJECT STAGE-IV (160MW), WEST BENGAL So
far, 86.38% excavation for Dam Spillway has been completed and
concreting is in progress.
Cellular Wall & Power House excavation has been completed
and in Tail Race Channel 76.35% excavation has been completed.
HM and E&M packages were awarded to M/s BHEL and M/s Om
Metals respectively.
Heavy floods on 17.7.2007 breached Coffer Dam. Cellular Wall,
Dam & Powerhouse area got inundated.
Restoration Work got affected due to reoccurrence of flash
floods on 27th July 2007. The restoration work in most of the
fronts completed.
Excavation of PH has been completed and concreting is in
progress.
9. NIMOO BAZGO H.E. PROJECT (45MW) , J&K The project is
being constructed by NHPC in such highly inclement weather
conditions of Leh & Ladakh in J&K.
River diversion work completed on 22.11.07.
35 % excavation work of Power House Completed.
51% excavation work of Dam Completed.
E&M works awarded to M/s BHEL.
10. CHUTAK H.E. PROJECT (44MW), J&K
The project is being constructed by NHPC in such highly
inclement weather conditions of Leh & Ladakh in J&K.
River diverted on 22.11.07. Excavation of all Adits has been
completed.
Excavation of HRT heading (29.85%) completed.
Excavation of PH ventilation tunnel completed. Excavation of PH
and TC 46% completed.
E&M work awarded to M/s BHEL.
11. KISHENGANGA H.E. PROJECT ( 330 MW), J&K
CCEA approval for the project accorded on 20.07.2007 at
estimated cost of Rs.2238.67 crore PL)
The Project is proposed to be completed in 7 years i. e by July
2014.
Revised cost estimate for Rs 3733.53 crore (PL Sept.07) and
material for draft PIB note has been submitted to MOP on 11.2.08.
Meeting in this regard was taken by JS (FA) on 3.3.2008. As decided
in this meeting, revised cost estimate has been submitted to CEA
for vetting
208m of Diversion tunnel stands excavated departmentally.
Notification under section -17 for acquisition of private land
at PH site issued by J&K Govt.
VI. FINANCIAL PERFORMANCE DURING 2007-2008
Registered a net profit (after tax) of Rs. 1,002.06 crore
against the net profit (after tax) of Rs. 9, 24.80 crore registered
during the previous financial year.
Achieved an all time high sales turnover of Rs. 2,311.47 crore
as against Rs. 1,962.76 crore achieved during the year 2006-07.
Poised to declare an all time high dividend for the year
2007-08. An interim dividend of Rs. 100 crore for the year 2007-08
has already been paid to Government of India.
Better business management coupled with prudent financial
policies like efficient sales realization, better grid management,
efficient treasury management systems etc. have resulted in sound
financial position which made the Company self reliant for the
resources generation for ambitious capacity addition program in XI
and XII Five year plans.
No budgetary support from Government during the year
2007-08.
Enjoys highest credit rating i.e. AAA for domestic borrowings
and rating equivalent to Sovereign rating for external borrowings
from reputed international agency.
Signed financing agreements with PFC aggregating approximately
Rs. 4,000 crore at most competitive terms.
Necessary financial closure of all ongoing projects in
place.
ADDITIONAL ACHIEVEMENTS
I.CONSULTANCY SERVICES
NHPC has been providing consultancy services in the area of
hydro power development for generating additional revenue for the
Corporation in the form of consultancy business. The clients to
whom the consultancy services are being provided include agencies /
organizations both in public and in private sector in India and
abroad. During the financial year 2007-08, consultancy assignments
amounting to Rs. 2156 lakh and total payment amounting to Rs. 3011
lakh were received.
II.RURAL ELECTRIFICATION PROJECTS
Under Rajiv Gandhi Gramin Vidyutikaran Yojana (RGGVY), NHPC has
taken up Rural Electrification works in 27 districts of States of
West Bengal, Bihar, J&K, Chhattisgarh and Orissa with an
estimated cost of about Rs. 2,580 crore. The scope of work of all
the districts covers 32400 villages and service connection to 20.80
lakh of BPL households. Out of the 27 districts, NHPC has awarded
work in 14 districts. In addition to the above, tendering process
has been initiated in balance 13 districts which have been
sanctioned recently.
III.RURAL ROADS PROJECT
Under the Pradhan Mantri Gram Sadak Yojna (PMGSY), NHPC has
undertaken construction of rural roads and its maintenance in six
districts of Bihar namely East Champaran, Muzaffarpur, Sheohar,
Sitamarhi, Vaishali and West Champaran. NHPC has prepared and
submitted DPR for 427 number of roads with a total length of 2259
km. Against this, approval for 304 number roads with a length of
1741 km has been received and work on 495 km road has been
completed so far.
IV.RESEARCH & DEVELOPMENT ACTIVITIES
NHPC has actively considered the Clean Development Mechanism
(CDM) for its hydro power Projects. Project Idea Notes (PINs) for
15 projects have been prepared. Host country approval for
Nimoo-Bazgo and Chutak Project in J&K has been obtained from
National CDM Authority. Agreement between M/s. MGM International
& IDBI has been signed for development of Nimoo-Bazgo and
Chutak Projects as CDM Projects and sale of certified Emission
Reductions (CERs) generated by these projects up to 31st December,
2012. Data collection and feasibility studies on other projects for
consideration of CDM benefits are in process.
With a view to assess and optimize the power stations
performance, Energy Audit of NHPC Power Stations is being
conducted.
NHPC has signed a MoU with WBGEDCL for execution of the 3.65 MW
Durgaduani mini Tidal Project in West Bengal. The Project has been
approved and MNRE has conveyed the sanction of the project at an
estimated cost of Rs. 48 crore (without navigational lock)
excluding agency charges and applicable taxes.
NHPC is one of the participating agencies in conjunction with
CPRI & SJVNL in the National R&D Project on Development of
Silt Erosion Resistant Material for Turbines of Hydro Generators by
National Metallurgical Laboratory, Jamshedpur which is under
execution.
V.ENTERPRISE RESOURCE PLANNING (ERP)
With the objective of high level of interaction, co-ordination
and synchronization across all functions and to enhance NHPC's
capability to respond to new needs in a dynamic business
environment, NHPC is implementing ERP of IFS AB, Sweden across the
organization covering Mega Processes such as Project Management,
Operations & Maintenance, Finance & Accounts, Procurement
& Contracts, Energy Sales Accounting, Human Resource and
Engineering & Quality Assurance out of which Energy Sales
Accounting has been made Go Live as scheduled on 29th February,
2008. The first phase of ERP implementation is scheduled to be
completed on 15th October, 2008. The ERP project when implemented
shall facilitate improved performance, productivity and
profitability in the organization.To support the ongoing
implementation of ERP solution in NHPC, a scalable and
state-of-the-art, Tier-III enterprise class data centre is being
developed in the NHPC office complex at Faridabad. This Greenfield
data centre building would be equipped with advanced access control
and climate control devices along with redundancy in both power and
communication links to ensure uninterrupted operations. Also, it is
aimed to be compliant with the provisions of the Energy
Conservation Building Code, 2007 to ensure optimum utilization of
energy resources.
NHPC has also initiated actions to augment existing IT &
Communication infrastructure in terms of Local Area Networks,
servers, desktops, security and satellite based Wide Area Network
to support the ERP initiative. Efforts made in the area of IT &
Communication in the organization have brought about considerable
transformation in terms of performance, efficiency and
productivity.
VI.HUMAN RESOURCE DEVELOPMENT
NHPC has conceived and initiated Business Process Reengineering
& Restructuring exercise aimed at evolving new organization
design, optimizing Human Resource and assessing and articulating
Business Strategy through a reputed Consultant. Several
organization development initiatives have been implemented
including revisiting of HR Policies on the basis of an extensive
organization climate survey. NHPC has implemented Productivity
Linked Group Incentive Scheme (PLGI) which envisages variable pay
up to 12.5% of the annual basic pay of an employee. Aiming to
provide social security to the employees, the NHPC Social Security
Scheme has been introduced which envisages equal contributions from
the employee and the employer. In the event of death/ permanent
disability, the employee / his family can get up to Rs. 10 lakhs
under the above scheme. The Company has also implemented a number
of welfare measures for the benefit of the people living in and
around its Power Stations as a part of Corporate Social
Responsibility. During the period, cordial industrial relations
prevailed due to which not even a single man day was lost.
VII. AWARDS AND RECOGNITIONS WON During the period under review
NHPC has won many accolades in the form of awards as mentioned
below:
1. Special Jury Award at the Asia Pacific Global HRM Summit for
Innovative HR Practices.
2. BML Munjal Award instituted by the Hero Group for Innovative
Learning & Development Practices
3. 2nd Prize at the WIPS (Women in Public Sector) Meet in the
category of Best Performing Enterprise for Women Empowerment
Initiatives.
LITERATURE REVIEW
INTRODUCTION
THE TRAINING AND DEVELOPMENT PROCESS
TRAINING: The process of teaching new employees the basic skills
they need to perform their jobs. Training gives new or present
employees the skills they need to perform their jobs. Training
might thus mean showing a machinist how to operate his new machine,
a new sales person how to sell her firms product, or a new
supervisor how to interview and appraise employees.
MANAGEMENT DEVELOPMENT: Management development is any attempt to
improve managerial performance by imparting knowledge, changing
attitudes or increasing skills. It thus includes in house programs
like courses, coaching, and rotational assignments; and university
programs like executives MBA programs. The ultimate aim of such
development programs is, of course to enhance the future
performance of the organization itself.
CONCEPTS OF TRAINING AND DEVELOPMENT
Since training and development is a continuous process and not a
one shot affair, and since it consumes time and entails much
expenditure, it is necessary that a training or development
programme or policy should be prepared with the great thought and
care, for it should serve the purposes of the establishment as well
as the needs of the employees. Moreover, it must guard against over
training, use of poor instruction, too much training in skills
which are unnecessary for a particular job, initiation of other
company training programmes , misuse of testing techniques,
inadequate tools and equipments, and over reliance on one single
technique e.g., on slides pictures or lectures-and not enough on
practice.
A successful training programme presumes that sufficient care
has been taken to discover areas in which it is needed most and to
create the necessary environment for its conduct. The selected
trainer should be one who clearly understands his job and has
professional expertise, has an aptitude and ability for teaching ,
posses a pleasing personality and a capacity for leadership, is
well versed in the principles and methods of training and
development, and is able to appreciate the value of training in
relation to an enterprise.
CERTAIN GENERAL PRINCIPLES NEED TO BE CONSIDERED WHILE
ORGANISING A TRAINING AND DEVELOPMENT PROGRAMME:-
The trainee will be more eager to undergo training if training
promises answers to problems and needs he has as an employee.
Individuals do things that give pleasure and avoid things that
give pain. In other words, after an action if satisfaction is
received, the action will be repeated. If no satisfaction is
received the action will not be repeated.
Training that requests the trainee to make changes in his
values, attitudes and social beliefs, usually achieves better
results if the trainee is encouraged to participate, discuss and
discover new, desirable behavior norms.
The training should be provided with the feedback on the
progress he is making in utilizing the training he has received.
The feedback should be fast and frequent.
The development of new behavior norms and skills is facilitated
through practice and repetition. Skills that are practiced often
are better learned and less easily forgotten.
The National industries Conference Board, USA States some other
principles like the following:
The purpose of the training is to help meet company objectives
by providing opportunities for employees at all organizational
levels to acquire the requisite knowledge, skills and
attitudes;
The objective and scope of training plan should be defined
before its development is begun in order to provide a basis for
common agreement and cooperative actions;
To be effective training and development must use the tested
principles of learning;THE FIVE- STEP TRAINING AND DEVELOPMENT
PROCESS
FIGURE-4
We can conveniently think of a typical training or development
as consisting of five steps as shown above. The purpose of needs
analysis step is to identify the specific job performance skills
needed, to analyze the skills and needs of the prospective
trainees. In the second, instructional design step the actual
content of the training program is compiled and produced including
workbooks, exercises and activities.
Next there may be a third validation step in which the bugs are
worked out of the training program by presenting it to a small
representative audience.
Forth, the training program is implemented.
Fifth there should be an evaluation and follow up step in which
program success or failures are accessed.TRAINING AND DEVELOPMENT
EVALUATION PROCESSThough its the last step in the whole process but
is equally important as the other steps.
Objectives of the training evaluation is to determine the
ability of the participant in the training programmes to perform
jobs for which they were trained, the specific nature of training
deficiencies, whether trainees required any additional on the job
training and the extent of training not needed for the participants
to meet job requirements.
PRINCIPLES OF EVALUATION Evaluation of the training programs
must be based on the following principles:
Evaluation specialist must be clear about the goals and purpose
of evaluation.
Evaluation must be continuous.
Evaluation must be specific.
Evaluation must be based on objectives methods and
standards.
Realistic target dates must be set for each phase of the
evaluation process.
APPROACHES TO TRAINING EVALUATION
There are various approaches to training evaluation. To get a
valid measure of training effectiveness, the personal manager
should accurately assess trainees job performance two to four
months after completion of training. Various methods can be adopted
in order to evaluate the training. Questionnaire or structured
interviews with the immediate supervisor of the trainees are
acceptable for obtaining the feedback on training.
Another approach is to involve the use of experimental and
control groups.
Another method involves longitudinal or time series
analysis.
Besides pre and post tests be administered to the training
process.
In addition to the methodology explained above one more method
can be used in evaluation of the training programme which is called
KIRKPATRICKS MODEL, which is explained as follows:
KIRKPATRICK'S MODELS OF TRAINING EVALUATION
This grid illustrates the basic Kirkpatrick structure at a
glance.
LEVELEVALUATION TYPE (WHAT IS MEASURED)EVALUATION
DESCRIPTION AND CHARACTERISTICSEXAMPLES OF EVALUATION TOOLS AND
METHODSRELEVANCE AND PRACTICABILITY
1REACTIONreaction evaluation is how the delegates felt about the
training or learning experience e.g., 'happy sheets', feedback
forms
also verbal reaction, post-training surveys or questionnaires
quick and very easy to obtain not expensive to gather or to
analyse
2LEARNING learning evaluation is the measurement of the increase
in knowledge - before and after typically assessments or tests
before and after the training
interview or observation can also be used relatively simple to
set up; clear-cut for quantifiable skills
less easy for complex learning
3BEHAVIOUR behaviour evaluation is the extent of applied
learning back on the job - implementation observation and interview
over time are required to assess change, relevance of change, and
sustainability of change measurement of behaviour change typically
requires cooperation and skill of line-managers
4RESULTS results evaluation is the effect on the business or
environment by the trainee measures are already in place via normal
management systems and reporting - the challenge is to relate to
the trainee individually not difficult; unlike whole
organisation
process must attribute clear accountabilities
TABLE-3TRAINING AND DEVELOPMENT PROCESS IN NHPCINTRODUCTIONNHPC
is growing as learning organization by identifying and recognizing
its HR Power, then strengthening and converting into Asset for the
organization by nurturing and developing the talent/skills of the
employees through training. Identification of Training needs in all
the projects/departments / Power Stations has always been the first
step to begin within the comprehensive training and development
process. Procedure showing the Training needs identification,
analysis and execution is given below:-
FIGURE-5THE ABOVE STEPS CAN BE EXPLAINED AS FOLLOWS:STEP-I:
Individual Training needs of the employees posted at different
departments in Corporate Office/ Projects/ Power Stations/ Units
are sent to HRD Division, Corporate Office.
STEP-II:
HRD Division compiles the training needs on discipline/
functional basis.STEP-III:
On the basis of analysis of compiled training needs the training
programmes are planned, designed and scheduled ensuring
participation of the employees in all the cadres.STEP-IV:
Training programmes are date wise scheduled on annual and
quarterly basis in the shape of Training Calendar and then
circulated to different departments.STEP-V:
Conductance of the Training Programme is the most important
step.STEP-VI:
Final step is to take Feedback & Evaluation of Training
Programme and as well as of the Trainee.TRAINING AND DEVELOPMENT
EVALUATION AT NHPCSince my project related to NHPC is the
evaluation of the training and development programme so my
explanation is related only with the evaluation that is how the
training is evaluated in NHPC by the HUMAN RESOURCE DEPARTMENT.
Training and development evaluation is done in two ways as
follows:
THROUGH STRUCTURED FORMATS
THROUGH OTHER TRAINING EVALUATION METHODOLOGIES
Under structured formats evaluation is done by filing following
formats by the employees.
FACULTY FEEDBACK FORM
TRAINING FEEDBACK FORM
TRAINING EFFECTIVENESS EVALUATION FORM
FACULTY FEEDBACK FORMS
This Form basically measures the Faculty Performance &
effectiveness of the faculty. Participants are given the
opportunity to rate their opinion about the different aspects
related to the performance of the faculty. These ratings are taken
into account while finalizing the Faculty/ Agency for conducting
the Training Programme (same or on another subject) in the
future.
TRAINING FEEDBACK FORMThe format is designed basically for
measuring the Quality of Training .The adequacy of Training
contents is also measured. Trainee is also provided with the
opportunity for sharing his key learning and on the other hand
suggestions are also asked .Suggestions are taken into account,
while planning for subsequent training programme. The rating made
by all the participants is consolidated in a format for measuring
the various aspects.
TRAINING EFFECTIVENESS EVALUATION FORMThis Form is basically
filled by Trainees Reporting Officer/HOD. Form is designed for
measuring the Skill/Knowledge Enrichment by the employee after
attending the Training Programme. Reporting Officer/ HOD also
prescribes the Future Training Needs (On the same subject or
another) for the employee based upon his job performance after
attending the Training.
Under other training evaluation methodologies following methods
have been taken:1. PRE & POST TRAINING EVALUATION.2. PANEL
DISCUSSIONS.3. ONE TO ONE DIALOGUE.4. TRAINERS OPINION.1. PRE &
POST TRAINING EVALUATION:
On start and completion of the Training Programme, Pre &
Post Evaluation Tests have been introduced for judging the
efficiency of the programme. In this process at the very beginning
of the training programme participants are given a Questionnaire to
answer which includes the Objective Type questions related to
training subject at the very beginning of the Programme. The
scoring of each participant is calculated and recorded. Then at the
end of the Training programme participants are again given a
Questionnaire to answer and again the scoring is done and recorded.
On the basis of the comparison of Marks obtained by the
participants in Post test & Pre Test , the Learning from the
programme by the participants can be measured and thus helps in
measuring the Training effectiveness, just on completion of the
training programme. This also helps in designing future training
programme, nomination of participants and Training Needs Analysis
Process.2. PANEL DISCUSSIONS:
On the last day of each and every training programme one full
session (Valediction Session) is kept for this purpose only. The
session is generally chaired by some Sr. Executive or panel of Sr.
Executives from NHPC in concerned discipline along with Sr.
officials from HRD Division. In this session Participants can
directly talk with invited senior officers for more clarification
in the subject matter in the context of NHPC. Participants are also
encouraged to comment unhesitant about the shortcomings/ strengths,
and Quality of the training programme. So received suggestions are
taken into account at the time of designing forthcoming training
programme, selection of faculties, repetition of the conducting
agency for future programmes on the same subject or another. 3. ONE
TO ONE DIALOGUE:
During the Lunch Session, Tea Break in the Training Programme
participants are informally asked for having a general feedback
about different aspects pertaining to Training such as Quality of
Training, Attitude of Faculty, Training Logistics, Quality of Food,
comfort zone at the venue, Room Service (if Training is
residential) etc. Feedback so taken helps a lot in identification
of suitable Venue, Quality of Training Logistics, Training
atmosphere etc. which generally doesnt reflect in the Formats
Filled by the Trainee at the end of the programme.
4. TRAINERS OPINIONTrainers opinion about the participants is
also taken into account for judging the efficiency, attention,
attitude, discipline, of the participants during the Training
Programme.In some of the Training programmes The Best Participant
(or 1st /2nd /3rd) from the batch is identified on the basis of the
feedback given by the Trainer and scoring of the participant in pre
& post Training Evaluation Test and then rewarded with the Best
Participant Award. In the Induction Training Programmes for the
employees recruited in 2004, this concept was introduced first.
TABLE-4
SYNOPSIS OF THE STUDY
I.INTRODUCTION OF THE STUDY
In todays competitive era, every organization fights for its
survival. Well in order to survive, the organization has to utilize
its resources fully. Now when we talk about the resources,
resources do not constitute only the raw material, machinery, money
but very important other resource as well i.e. Human resource also
called human capital.
Every organization selects its employees in order to achieve
some or the other goals, the employees of the organization should
be capable enough so that they can achieve the goals efficiently
and effectively.
To achieve this, organization adopts the tools of T&D
programmes so that they become capable and efficient for working of
the organization.
Looking at the importance of the T&D in every organization I
decided to take my project on knowing the different aspects
involved in the training and development programmes at NHPC. In
this study feedback which constitutes 3% of the whole strength was
taken. Based on those feedbacks whole analysis was done and results
were drawn which are shown later.
II. OBJECTIVE OF THE STUDY
This study was taken in order to acquaint oneself with the
practical aspect involved with the training and development
programmes, and evaluating the programmes on different aspect
involved which are as follows:
How much effective are T&D programmes with respect to
organisational development and professional development
perspective.
To what extent the feedback of the employees is utilized in
conductance of future training programmes.
How much are the content, feedback, faculty, environment and
ambience important.
Whether the employees were really able to implement the ideas
gained in their present job assignment.
Whether NHPC stands with the upcoming concept of ROI.
III. SCOPE OF THE STUIDY
The study involved the employees of different department of the
NHPC corporate office. The employees who are right now working in
the corporate office were taken as the subject of the study.
IV.METHODOLOGY OF THE STUDY
The methodology adopted in order to study was through the
collection of the both primary and secondary data. Primary data was
collected through the filling of the Questionnaires, and
interviewing the employees.
Secondary data was collected through the observation discussion
and interaction with the employees and the mentors.
V. TOOLS FOR ANALYSIS
The statistical tools were adopted for analysis, interpretation
and representation of the data.
The stratum that was selected by the T&D department of
NHPC.Analysis was then done of the collected data through
classification, tabulation, graphical representation and then
drawing conclusions from that analysis.
QUESTIONNAIRETRAINING EVALUATION AT NHPC
Q1. Please specify the name and duration of the programme, which
you have attended?
NAME
.............................................................
DURATION...................................
Q2. How did you find the training programme from organizational
development (OD) perspective?
1. EXCELLENT
2. VERY GOOD
3. GOOD
4. AVERAGE
5. POOR
Q3. How did you find the training programme from professional
development (PD) perspective?
1. EXCELLENT
2. VERY GOOD
3. GOOD
4. AVERAGE
5. POOR
Q4. To what extent the feedback given by you was utilized in
design and conductance of future training programme?
1. TOTALLY
2. LARGELY
3 PARTIALLY
4.MARGINALLY
5.CANT SAY
Q5.How would you rate training aids and logistics used in the
programme?
1. EXCELLENT
2. VERY GOOD
3. .GOOD
4. AVERAGE
5. POOR
Q6.How would you rate the faculty invited by the NHPC for these
programmes?
1. EXCELLENT
2. VERY GOOD
3.GOOD
4.AVERAGE
5.POOR
Q7. How would you rate the content used in imparting the
training programme at NHPC?
1. EXCELLENT
2. VERY GOOD
3. GOOD
4. AVERAGE
5. POOR
Q8.How would you rate the environment and ambience of the venue,
where training programme was conducted?
1. EXCELLENT
2. VERY GOOD
3. GOOD
4. AVERAGE
5. POOR
Q9. To what extent has the training programme helped you to
implement newly gained ideas in your present job assignments?
1. TOTALLY
2. LARGELY
3. PARTIALLY
4. MARGINALLY
5. NOT AT ALL
Q10. How would you rate the overall training programme at
NHPC?
1. EXCELLENT
2. VERY GOOD
3. GOOD
4. AVERAGE
5. POOR
Q11. To what extent do you think that the training process in
NHPC stands with the concept of Return on Investment?
1. TOTALLY
2. LARGELY
3. PARTIALLY
4. MARGINALLY
5. NOT AT ALL
Q12. Would you like to give any suggestions for improving the
training programmes in NHPC?
1..........................................................................................................................................................2..........................................................................................................................................................3..........................................................................................................................................................4.
NO SUGESSTION, FULLY SATISFIED
IN ORDER TO EVALUATE THE TRAINING ATTENDED BY THE EMPLOYEES THE
QUESTIONAIRE WAS FILLED BY 10 EMPLOYEES. BASED ON THOSE FEEDBACK
FOLLOWING ANALYSIS HAS BEEN DONE.RESULTS AND ANALYSIS
Q2:- HOW DID YOU FIND THE TRAINING PROGRAMME FROM ORGANIZATIONAL
DEVELOPMENT (OD) PERSPECTIVE?
As per the results 50% said it was very good 27% said it was
excellent and 20% said it was good so it can be said that 97% of
the employees found training, which they attended satisfactory as
per the OD perspective. Total results are shown in the pie chart
below
Q3:- HOW DID YOU FIND THE TRAINING PROGRAMME FROM PROFESSIONAL
DEVELOPMENT (PD) PERSPECTIVE?
Based on the elements which are in the professional development
50% employees found the training given at NHPC very good around,
25% said excellent and 20% said it was good. So, on the overall
basis a conclusion can be drawn that the employees found training
programmes satisfactory as per the professional development
perspective.
Results can also be shown through the following pie charts.
Q4:- TO WHAT EXTENT THE FEEDBACK GIVEN BY YOU WAS UTILISED IN
DESIGN AND CONDUCTANCE OF FUTURE TRAINING PROGRAMME?
Looking at the results below it can be said that the employees
feedback is very much considered and given due importance in
conductance of future training programmes in NHPC.
Only 38%said they cant say anything about it. This can be
because of two reasons:-
1. They are not aware about the proceedings of the human
resource department.
2. They might not have attended the next training programme or
session.
Q5:- HOW WOULD YOU RATE TRAINING AIDS AND LOGISTICS USED IN THE
PROGRAMME?With the results shown below it can be clearly said that
all the employees are satisfied with the training aids and
logistics used in CONDUCT OF the training programmes the results
VARY between EXCEELENT and GOOD.
Q6:- HOW WOULD YOU RATE THE FACULTY INVITED BY THE NHPC FOR
THESE PROGRAMMES?
By analysing the results it can be concluded that the employees
were highly satisfied with the faculty invited.
40% of employees found it very good.
40% of employees found it excellent. Only 20%said that it was
good
Q7:- HOW WOULD YOU RATE THE CONTENT USED IN IMPARTING THE
TRAINING PROGRAMME AT NHPC?
When employees were asked about the content given to them
58%said the content used was very good 20%said it was good 17%found
it excellent. Complete results are shown through the pie chart
below
Q8:- HOW WOULD YOU RATE THE ENVIRONMENT AND AMBIENCE OF THE
VENUE, WHERE TRAINING PROGRAMME WAS CONDUCTED?
The ambience and environment of the location of the programme
should be pleasant and should be away from noise and tension of the
work place. So based on these criterion employees were found
satisfied as 56%said it to be very good and 31%said it was
excellent. As it can be seen in the pie chart below around 97%found
it satisfactory.
Q9:- TO WHAT EXTENT HAS THE TRAINING PROGRAMME HELPED YOU TO
IMPLEMENT NEWLY GAINED IDEAS IN YOUR PRESENT JOB ASSIGNMENTS?
No training programme is complete without the implementation of
the ideas whatever has been learnt in the present job. Major
concern of every training programme is whether it would be helpful
for the employees with respect to his/her present job. In this
context results were very positive as shown below. Around 60%
employees said that they were able to implement newly gained ideas
largely in their jobs. 28% said they were able to but partially. So
it can be drawn that the employees were able to put the ideas
learnt into their work to large extent.
Q10:- HOW WOULD YOU RATE THE OVERALL TRAINING PROGRAMME AT
NHPC?It was found through a general observation and through the
discussion with the employees in the organisation that they are
very much satisfied with the training programmes except some which
later on gave their suggestions in order to improve the future
training programmes.
The pie chart below shows the reaction of the employees
regarding the training programme given at NHPC.
Q11:- TO WHAT EXTENT DO YOU THINK THAT THE TRAINING PROCESS IN
NHPC STANDS WITH THE CONCEPT OF RETURN ON INVESTMENT?
Since ROI is the concept that would be answered only by the
executives of the organisation among those around 60% executives
said that the NHPC stands with the concept of ROI. Around 28%said
it follows partially. So on an overall basis it can be said that
the concept of ROI is being followed at NHPC to large extent.
CONCLUSION
WITH THE HELP OF THE STUDY UNDERGONE THROUGH THIS PROJECT IT CAN
BE CONCLUDED AS:- As per the study more than average people were
satisfied with the training programmes at NHPC in lieu of the
purpose of organisational development and professional development
of the employees in the organization.
They feel that to a large extent there feedbacks are taken in
consideration for the future training programme.
Through the study it can be concluded that people are satisfied
with the aids, logistics, faculty, contents, and venue of the
training programmes conducted by NHPC. According to the study
training largely helped in attaining the new ideas to implement in
work. People rate the training conducted by NHPC very good and most
of the employees are more than satisfied with the training
programme.
ROI stands largely according to the employees with the training
programme.(views only taken by the executives)
SUGESSTIONS
As shown from the results above it has already been concluded
that employees at NHPC are satisfied with the quality of the
training and development programmes to a large extent. But as
things can always be made better and best by adding some more good
aspects with it, so with this note following are the suggestion
through which training programmes may be made better: Duration of
training programme may be extended for understanding the purpose of
training properly and clearly.
Company can also arrange the basic management training programme
at lower levels.
Though the training is conducted at regular intervals, it can be
made more effective by conducting the training and development
programmes more frequently along with the follow programmes.
More care can be devoted in order to design the content so that
it can be used by the other employees also later on for future
reference.
More technical training can be imparted or organized.
Training may prove to be more effective if given in lieu of job
rotation.Some logical training can also be provided.
Tenure of self development programmes could be increased which
will prove beneficial for a long period of time.
Training can prove more effective if it is individual
oriented
Making training groups from exclusively one department can prove
training more effective.
Training programmes for NHPC executives can be designed based on
the core area of the NHPC functioning rather than the general
management perspective.
Training programme relevant to the specific job area may be
conducted.
LIMITATIONS OF THE WHOLE STUDY
With the completion of the project there are certain limitations
which were faced while making the project is as follows:- The
foremost difficulty was there with the employees, when they were
asked to fill the questionnaire. They were little bit reluctant to
fill it as they were quite busy in their own work.
Most of the employees were reluctant in giving the personal
information while filling the questionnaire.
There was no provision of a single PC or net available for
summer trainees even in the library.
BIBLIOGRAPHY
FOLLOWING SOURCES WERE USED IN ORDER TO MAKE THE FINAL REPORT.
Gary Dessler seventh edition
C.B. Mamoria & S.V. Gankar
Training calendar 2014-2015 of NHPC Training and HRD policy
manual of NHPC
http:// www. businessballs.com/trainingevaluation toolspdf
http:// www.nhpc india.com
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