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A project report on national hydroelectric power corporation ltd.

A project report on national hydroelectric power corporation ltd.

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  • 1. IIPM Satbari campus, Chattarpur, New DelhiStudent’s name- ………………………….. Batch- 2007-2010 Section-P4 1
  • 2. AbstractNHPC Limited (Formerly known as National Hydroelectric Power Corporation Ltd.), AGovt. of India Enterprise, was incorporated in the year 1975 with an authorised capitalof Rs. 2000 million and with an objective to plan, promote and organise an integratedand efficient development of hydroelectric power in all aspects. Later on NHPCexpanded its objects to include other sources of energy like Geothermal, Tidal, Windetc.At present, NHPC is a schedule A Enterprise of the Govt. of India with an authorisedshare capital of Rs. 1,50,000 Million . With an investment base of over Rs. 2,85,350Million Approx. , NHPC is among the TOP TEN companies in the country in terms ofinvestment.The basic philosophy is to use training as an effective tool for performance improvementof the individual,the team and the organization and in transforming NHPC into a learningorganizationCorporate social responsibility is applicable for all power stations. It is not mandatoryand carries no fixed budget. It was first implemented in NHPC on 1st April, 2006. CSR iscarried out through a need assessment survey done by the department.During the construction of any project, nearby localities are taken care of in concernwith any harm caused to them due to the project through community welfare schemeson which the department is required to present a detailed project report to the HOD.Whereas, at operational level various other schemes are applicable. The oragnisation had not been paying incentives to its employees, until this paycommission. Incentives in this company are also given for motivational purposes whichfurther improves the productivity of the employee and leads to the fulfilment of theorganisational objectives.Being a PSU, it uses a lot of negative approach as far as performance appraisal isconcerned. 2
  • 3. Table of contents Topics Page numberIndustry analysis 3Pest Analysis 4About the company 5-11SWOT Analysis 12-16Financial performance of NHPC 16-18Human resource development of NHPC 19-28Kirk Patrick’s model 29-33Training at NHPC 35-38Recruitment 40-41Recruitment rules 41-59CSR 60-61Performance appraisal 62-63Conclusion 64 3
  • 4. About NHPC or Industry analysisNHPC Limited (Formerly known as National Hydroelectric Power Corporation Ltd.), AGovt. of India Enterprise, was incorporated in the year 1975 with an authorised capitalof Rs. 2000 million and with an objective to plan, promote and organise an integratedand efficient development of hydroelectric power in all aspects. Later on NHPCexpanded its objects to include other sources of energy like Geothermal, Tidal, Windetc.At present, NHPC is a schedule A Enterprise of the Govt. of India with an authorisedshare capital of Rs. 1,50,000 Million . With an investment base of over Rs. 2,85,350Million Approx. , NHPC is among the TOP TEN companies in the country in terms ofinvestment.Initially, on incorporation, NHPC took over the execution of Salal Stage-I, Bairasiul andLoktak Hydro-electric Projects from Central Hydroelectric Project Construction andControl Board. Since then, it has executed 13 projects with an installed capacityof 5175 MW on ownership basis including projects taken up in joint venture. NHPC hasalso executed 5 projects with an installed capacity of 89.35 MW on turnkey basis. Twoof these projects have been commissioned in neighbouring countries i.e. Nepal andBhutan.Pest Analysis of NHPCPEST analysis is concerned with the environmental influences on a business.The acronym stands for the Political, Economic, Social and Technological issues thatcould affect the strategic development of a business.Identifying PEST influences is a useful way of summarising the external environment inwhich a business operates. However, it must be followed up by consideration of how abusiness should respond to these influences.Following table represents the pest analysis of NHPCPolitical / Legal Economic Social Technological- Environmental - Economic growth - Income distribution - Governmentregulation and (overall; by (change in spending on research 4
  • 5. protection industry sector) distribution of disposable income;- Taxation (corporate; - Monetary policy - Demographics (age - Government andconsumer) (interest rates) structure of the industry focus on population; gender; technological effort family size and composition; changing nature of occupations)- International trade - Government - Labour / social - New discoveriesregulation spending (overall mobility and development level; specific spending priorities)- Consumer protection - Policy towards - Lifestyle changes - Speed of unemployment (e.g. Home working, technology transfer (minimum wage, single households) unemployment benefits, grants)- Employment law - Taxation (impact - Attitudes to work - Rates of on consumer and leisure technological disposable obsolescence income, incentives to invest in capital equipment, corporation tax rates)- Government - Exchange rates - Education - Energy use andorganisation / (effects on costsattitude demand by overseas customers; effect on cost of imported components)- Competition - Inflation (effect - Fashions and fads - Changes in materialregulation on costs and sciences selling prices) - Stage of the - Health & welfare - Impact of changes business cycle in Information (effect on short- technology term business performance) - Economic "mood" - Living conditions - Internet! - consumer (housing, amenities, 5
  • 6. confidence pollution)About NHPC(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 multi-disciplinary human capital. To continually develop state-of-the-art technologies thru innovative R&D and adopt best practices. To adopt the best practices of corporate governance and institutionalize value based management for a strong corporate identity. To maximize creation of wealth through generation of internal funds and effective management of resource About NHPC(vision) A world class, diversified & transnational organization for sustainable development of hydro power and water resources with strong environment conscience. About NHPC(objectives) 6
  • 7. ithsimultaneousHumanResourceDevelopment.Highligh 7
  • 8. Performance Highlights 2007-08Enjoys highest credit rating i.e. AAA for domestic borrowings and rating equivalentto Sovereign rating for external borrowings from reputed International ratingagencies.Memorandum of Association of the Company has been amended to include trading,power development including forward, backward or horizontal integration ancillaryand other allied industries.Commissioned three projects namely the 520 MW Omkareshwar (JV) in MadhyaPradesh, 390 MW Dul Hasti in J&K and 510 MW Teesta Stage-V in Sikkim.Generated 14811.35 Million Units electricity against 13048.74 Million Unitsgenerated during previous corresponding year, thereby registering an increase of13.5 %.The Power Stations achieved a Capacity Index of 96.13 % against the MoU targetof 94.50 %.Implementing India’s largest hydroelectric project, the 2000 MW Subansiri LowerProject in Arunachal Pradesh.Plans to become 10000 MW plus company by 11th Plan.Revised MoA signed with Govt. of Arunachal Pradesh for implementation of 3000MW Dibang Multipurpose Project, 750 MW Tawang-I Project and 750 MW Tawang-II Project by NHPC.Recommendation of PIB for Govt. sanction and TEC of CEA obtained for the 3000MW Dibang Multipurpose Project. Dr. Manmohan Singh, Hon’ble Prime Minister ofIndia laid the foundation stone of the Project on 31.1.2008.Govt. sanction accorded for the 330 MW Kishanganga Project in Jammu &Kashmir.DPR of the 520MW Teesta Stage-IV Project in Sikkim submitted to CEA for accordof TEC.PIB has recommended the 530 MW Kotli Bhel-II Project in Uttarakhand for Govt.sanction. Environment clearance has also been accorded by Ministry ofEnvironment and Forest for the Project.MoU signed with Govt. of Manipur for implementation of 66 MW LoktakDownstream Project by NHPC in Joint Venture with Govt. of Manipur. Ministry ofEnvironment and Forest has accorded pre-construction activities on the project.Environment clearance has been accorded by Ministry of Environment and Forestfor 195 MW Kotli Bhel-1A, 320 MW Kotli Bhel-1B, 120 MW Vyasi Projects, all inUttarakhand and 1000 MW Pakal Dul Project in Jammu & Kashmir.Implementing Enterprise Resource Planning (ERP) of IFS AB, Sweden across theorganization. 8
  • 9. Four Independent Directors have been appointed on the Board of NHPC.Achieved 100% revenue realization of Rs. 2270 crore.Achieved an all time high sales turnover of Rs. 2,311 crore as against Rs. 1,963crore during the previous year.Poised to pay highest ever dividend.Crossed profit figure of Rs. 1000 crore and installed capacity of 5000 MW.Registered a net Profit of Rs. 1,002 crore against Rs. 925 crore during the previousfinancial year.Name of the Company has been changed from National Hydroelectric PowerCorporation Ltd. to NHPC Limited.NHPC has been conferred Mini Ratna status by the Government of India. February 2009Her Excellency Smt. Pratibha Devisingh Patil, President of India hasconferred NHDC with a Gold Shield for early commissioning of 520 MWOmkareshwar H.E. Project at the National Award function for MeritoriousPerformance in Power Sector held on 17.02.2009 at Vigyan Bhawan, NewDelhiNHDC has been entrusted with setting up of a 1000 MW thermal powerproject by the Govt. of Madhya PradeshNHPC has paid an interim dividend of Rs.125 crore to Government of India forthe year 2008-09 against Rs.100 crore paid last year.NHPC Power Stations together generated 719 million units against theExcellent MOU target of 589 million units during the month of February, 2009NHPC has been awarded first prize amongst all Power PSUs for displayingexcellent work in the implementation of Official Language-Hindi.NHPC has been conferred the “Amity Corporate Excellence Award forDominant Leadership and Global Presence” in recognition of its achievementto the enviable position as one of the best and most admired companies ofthe world with unparalleled performanceJanuary 2009 9
  • 10. 008Highest ever turnover and net profit, commissioning of three projects, viz. 520MW Omkaershar in Joint Venture in Madhya Pradesh, 390 MW Dul Hasti inJammu & Kashmir, 510 MW Teesta Stage-V Project in Sikkim, achieving thehighest ever net profit and turnover, surpassing the MoU generation target,achieving 96.13 % capacity index, record realization of energy bills fromvarious beneficiaries, bagging more consultancy assignments, obtaining MiniRatna status, amending the Memorandum of Association of the Company,changing the name of the Company, implementing ERP solutions andmaking go live Energy Sales and Accounting module of ERP, obtainingGovernment sanction for the 330 MW Kishanganga Project in Jammu &Kashmir, obtaining PIB recommendation for the 530 MW Kotli Bhel-II Project,obtaining TEC from CEA for the 3000 MW Dibang Multipurpose Project,submission of DPR of the 520 MW Teesta Stage-IV Project to CEA foraccording TEC, obtaining Environmental clearance from MOEF for 5 projectstotaling 2165 MW, Singing of Revised MOA with Govt. of Arunachal Pradeshfor implementing 3000 MW Dibang Multipurpose Project, 750 MW eachTawang – I and Tawang-II Projects, signing of MoU with Govt. of Manipur forimplementing the 66 MW Loktak Downstream Project, speeding upconstruction activities on all the Projects under construction are some of themajor achievements of NHPC during the Financial year 2007-08.Enterprise resource planning(ERP)With the objective of high level of interaction, co-ordination and 10
  • 11. synchronization across all functions and to enhance NHPCs capability torespond to new needs in a dynamic business environment, NHPC isimplementing ERP of IFS AB, Sweden across the organization covering MegaProcesses such as Project Management, Operations & Maintenance, Finance& Accounts, Procurement & Contracts, Energy Sales Accounting, HumanResource and Engineering & Quality Assurance out of which Energy SalesAccounting has been made Go Live as scheduled on 29th February, 2008.The first phase of ERP implementation is scheduled to be completed on15th October, 2008. The ERP project when implemented shall facilitateimproved performance, productivity and profitability in the organization.To support the ongoing implementation of ERP solution in NHPC, a scalableand state-of-the-art, Tier-III enterprise class data centre is being developed inthe NHPC office complex at Faridabad. This Greenfield data centre buildingwould be equipped with advanced access control and climate control devicesalong with redundancy in both power and communication links to ensureuninterrupted operations. Also, it is aimed to be compliant with the provisionsof the Energy Conservation Building Code, 2007 to ensure optimum utilizationof energy resources.NHPC has also initiated actions to augment existing IT & Communicationinfrastructure in terms of Local Area Networks, servers, desktops, securityand satellite based Wide Area Network to support the ERP initiative.Efforts made in the area of IT & Communication in the organization havebrought about considerable transformation in terms of performance, efficiencyand productivity.Awards and Recognitions wonDuring the period under review NHPC has won many accolades in the form ofawards as mentioned below: • Special Jury Award at the Asia Pacific Global HRM Summit for “Innovative HR Practices”. • BML Munjal Award instituted by the Hero Group for “Innovative Learning & Development Practices”. • Amity Award for CSR. • SCOPE Excellence Award for CSR. • 2nd Prize at the WIPS (Women in Public Sector) Meet in the category of Best Performing Enterprise for Women Empowerment InitiativeProjects commissioned 11
  • 12. NHPC has added 1420 MW during the period under review by commissioningthree projects.The 390 MW Dul Hasti Power Station was declared under commercialoperation with effect from 7.4.2007. The Power Station was dedicated to theNation on 26.4.2008 by Dr. Manmohan Singh, Hon’ble Prime Minister of India.The beneficiaries of the Power Station are Jammu & Kashmir, Punjab,Haryana, Uttar Pradesh, Uttarakhand, Rajasthan, Delhi and Union Territory ofChandigarh.The 510 MW Teesta Stage-V Project in Sikkim has been put undercommercial operation during February/ March 2008. The beneficiaries of theProject are DVC, Bihar, Orissa, Jharkand, West Bengal and Sikkim. Powerfrom this Power Station is being supplied to the beneficiaries @ Rs.1.62/unit.The 520 MW Omkareshwar Project (under joint venture with Govt. of MadhyaPradesh) was commissioned during November 2007 against scheduled dateof Feb.’08.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 has 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 July’07, causing flooding of all work areas. Again in Sept.’07, floods re-occurred. However, works 12
  • 13. resumed on all fronts within a minimum time. 3. 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. 4. 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.SWOT Analysis of NHPCA scan of the internal and external environment is an important part of thestrategic planning process. Environmental factors internal to the firm usuallycan be classified as strengths (S) or weaknesses (W), and those external tothe firm can be classified as opportunities (O) or threats (T). Such an analysisof the strategic environment is referred to as a SWOT analysis.The SWOT analysis provides information that is helpful in matching the firmsresources and capabilities to the competitive environment in which it operates.As such, it is instrumental in strategy formulation and selection. The followingdiagram shows how a SWOT analysis fits into an environmental scan: SWOT Analysis Framework 13
  • 14. Environmental Scan / Internal Analysis External Analysis / /Strengths Weaknesses Opportunities Threats | SWOT Matrix 14 HR Indus engineering
  • 15. Establishment Recruitmentsector HR Sector Training & Human Resource Development 15
  • 16. Human Resource DeaprtmentWhen is training required at NHPC? • In initial days of starting a job • At the time of technological updation • When the employee is about to be promoted • When effectiveness and efficiency of an employee is low • When an employee is transferred to another department • When the top level management sees any changes in designation • At the time of mergers and acquisitions • When the company wants to go global Why is Training required? • For personality development • To train for finer skills and technicalities • For knowledge updation • To familiarize the employees with the company’s working culture • For dealing with different people in different manners • To make employees more effective and efficient which will ultimately increase productivity • For optimum utilization of resources • For creativity enhancement • For caliber recognition • For creating awareness about merits and demerits of the company • To train the employees on their strength and avoid their drawbacks through removal Training Philosophy of NHPC 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 16
  • 17. Objectives • Make learning one of the fundamental values of the corporation • Ensure value addition through training to the overall business process • Institutionalize learning opportunities that supplement work experience • Integrate organizational and individual developmental needs • Provide linkage between the different functionaries of training activity • Provide linkage of training activity with overall Human Resource function • Make performance improvement in every sphere of work Classification of training needs • Essential • Desirable • Short-term • Long-term What are the essential short term needs? • Organizational policies and procedures • Organizational hierarchy/culture • Information about NHPC • Proper communication of objectives • Training for working towards the objective • Incentives • Immediate appreciation or criticism for a task performed What are the desirable short term needs? • Soft skills like English speaking.executive communication etc 17
  • 18. • Conflict management skills • Body language • Confidence enhancement • Acclamatization • Trained for being open to criticism • Training for having a likeable personality • Affable • Good listening skills What are the desirable long term needs? • Management by objectives • Satisfaction level The employee must be satisfied with with the working condition The subordinate must be satisfied with his senior What are the essential long term needs? • Competitor analysis • Delegation and decentralization abilities Training budget Adequate funds for training and development activities for meeting thestipulated training requirement ,should be allocated.A minimum of 2.5% 18
  • 19. salary budget may be provided initially,gradually increasing it to a level of5% depending on requirement. Training Need Analysis The Objectives of training need analysis are • Systematically identify developmental needs of employees • Integrate so-identified individual needs with the organizational needs • Enhance relevance and acceptance of training programmes • Employees would identify their training needs once in two years. • Training needs would be classified as essential and desirable along two time frames of short term and long term.The identified needs would be prioritized in the following manner and wouldbe addressed accordingly • Priority A Essential short-term • Priority B Desirable short-term • Priority C Essential long-term • Priority D Desirable long-termTraining needs identification in case of executives would be done by the executiveconcerned in consultation with his/her reporting officer in the training needs form.Training needs identification in case of non-executives would be done by theirreporting officer in the training needs. The departmental training co-ordinator shall trigger the TNA exercise from1st September,every second year,with the distribution of training needforms.He/she would consolidate and submit the filled-up training needforms of executives and Non-executives,of his/her department concernedto be respective training center by 30th October.He shall play a proactive 19
  • 20. and dynamic role by interacting with maximum number of employees at alllevels and shall keep data available of the latest training coursesavailable,list of training employees etc.A department-wise analysis would be done by training centre of unit andwith heads of department for evolving the yearly training calendar for thenext two years,by 15th November in consultation with HRD,Centre forExcellenceThe training calendars so prepared,shall be sebt for approval ofHRD,center for Excellence by 30th November.The heads of HR of regions and HRD,C.O. shall meet before 15thDecember for sharing training calendars of the projects/stations of therespective region and for providing inputs for the training calendar ofHRD,Centre for ExcellenceTraining calendar of NHPCThe heads of training from the projects would meet in the regional headquarter during the 1st week of January to share training calendars.Theywould also provide inputs to RHQ/HRD regarding programmes to beassigned to RHQ/HRD from out of training needs identified by theemployees of their respective projects.Each training Center/HRD,Centre for Excellence shall bring out,by 15thFebruary every year,a Training Calendar,specifying the schedules of theprogrammes,both planned interventions and need basedinterventions,planned to be conducted by it during the following trainingyear 20
  • 21. Each training Centre shall circulate on quarterly basis calendar ofprogrammes scheduled for the next three months to all HODs andother training agencies.Copies of training calendar of one project would be circulated to othertraining centres and HRD,Center for Excellence by 15th March,for need-based utilization.Nomination System • To ensure that employees are nominated to training in areas which are relevant to their duties or which have been identified as their developmental needs. • To ensure that opportunities to attend training programmes are made available to all employees to achieve the training target of average of seven mandays of training in a training year for each employee. Categorization of programmes On the basis of duration,training programmes would be categorized as follows • Short-duration up to three days • Medium-duration four days to ten days • Long-duration above ten days training Limit on the number of programmes An employee may be nominated for training programmes with the limits stipulated herein 21
  • 22. • Short-duration Maximum of three in a year • Medium-duration Maximum of two in a year • Long-duration Once in two yearsWhy evaluation is important? • For further improvisation of training programmes • To get the employee maximum benefit • To make sure that the faculty which has not been effective shall not be repeated • To employee’s opinions • For the growth of company • To make the employees feel that their opinions matter.Methods of evaluation • Through individual feedback • Group discussion • Through oral test and MCQ • Giving the employees a real life situation to see how do they workout things on the basis of new knowledge gained • By polling(voting) • By judging their performance in the due course of time after the programme has been conducted • By raving comments or suggestions of employees in a ballot box soon after the training programme is over. Training Evaluation Training Evaluation would be done at three leves: • Pre-training evaluation • Programme feedback 22
  • 23. • Impact assessmentPre training Evaluation - In this case the HRD/HR wing shall review theprogramme design,content etc.In the light of feedback obtained from asample of participants.Programme Evaluation - The training center shall seek participantFeedback at the end of the training programme in the programme feedbackformImpact assessment - The information would be collected through theimpact assessment form(IAF) after the completion of six monthsprogramme. 23
  • 24. Kirk Patrick’s Model 24
  • 25. Training model at NHPCWhy Measure Training Effectiveness?Measuring the effectiveness of training programs consumes valuable time andresources. As we know all too well, these things are in short supply in organizationstoday. Why should we bother?Many training programs fail to deliver the expected organizational benefits. Having awell-structured measuring system in place can help you determine where the problemlies. On a positive note, being able to demonstrate a real and significant benefit to yourorganization from the training you provide can help you gain more resources fromimportant decision-makers.Consider also that the business environment is not standing still. Your competitors,technology, legislation and regulations are constantly changing. What was a successfultraining program yesterday may not be a cost-effective program tomorrow. Being able tomeasure results will help you adapt to such changing circumstances.The Kirkpatrick ModelThe most well-known and used model for measuring the effectiveness of trainingprograms was developed by Donald Kirkpatrick in the late 1950s. It has since beenadapted and modified by a number of writers, however, the basic structure has wellstood the test of time. The basic structure of Kirkpatrick’s four-level model is shown here 25
  • 26. Level 4 -ResultsWhatorganizationalbenefitsresultedfromthetraining? Level 3 -BehaviorTowhatextent didpartic 26
  • 27. An evaluation at each level answers whether a fundamental requirement ofthe training program was met. It’s not that conducting an evaluation at onelevel is more important that another. All levels of evaluation are important.In fact, the Kirkpatrick model explains the usefulness of performing trainingevaluations at each level. Each level provides a diagnostic checkpoint forproblems at the succeeding level. So, if participants did not learn (Level 2),participant reactions gathered at Level 1 (Reaction) will reveal the barriersto learning. Now moving up to the next level, if participants did not use theskills once back in the workplace (Level 3), perhaps they did not learn therequired skills in the first place (Level 2).The difficulty and cost of conducting an evaluation increases as you moveup the levels. So, you will need to consider carefully what levels ofevaluation you will conduct for which programs. You may decide to conductLevel 1 evaluations (Reaction) for all programs, Level 2 evaluations(Learning) for “hard-skills” programs only, Level 3 evaluations (Behavior)for strategic programs only and Level 4 evaluations (Results) for programscosting over $50,000. Above all else, before starting an evaluation, becrystal clear about your purpose in conducting the evaluation.Using the Kirkpatrick ModelHow do you conduct a training evaluation? Here is a quick guide on some appropriate information sourcesfor each level.Level 1 (Reaction) • completed participant feedback questionnaire • informal comments from participants • focus group sessions with participantsLevel 2 (Learning) • pre- and post-test scores • on-the-job assessments • supervisor reportsLevel 3 (Behavior) • completed self-assessment questionnaire 27
  • 28. • on-the-job observation • reports from customers, peers and participant’s managerLevel 4 (Results) • financial reports • quality inspections • interview with sales managerWhen considering what sources of data you will use for yourevaluation, think about the cost and time involved in collecting thedata. Balance this against the accuracy of the source and theaccuracy you actually need. Will existing sources suffice or will youneed to collect new information?Think broadly about where you can get information. Sources include: • hardcopy and online quantitative reports • production and job records • interviews with participants, managers, peers, customers, suppliers and regulators • checklists and tests • direct observation • questionnaires, self-rating and multi-rating • Focus Group sessions 28
  • 29. Training At NHPC 29
  • 30. TRAINING IN-HOUSE TRAINING PROGRAMME TECHNICAL NON-TECHNICAL SPONSORS PERSONNEL (OUT OF DELHI) COMMON TRAINING NEED ANALYSIS PROCEDUREA format is uploaded online to receive nominations for programmersfor identification of training needs. (People can send in theirrequirements and send their nominations individually or through their Departments.)A training programme calendar is prepared for the financial year (April-March) The organization then approaches the various agencies for Conduction of training programme(The organization then receives the proposals of the various agenciesthey approached earlier mentioning their rates and dates according totheir convenience and also the course content requirement for the Programme)The course content is sent to the concerned departments leading toacceptance or rejection of the course content according to their Needs making any additions or deletions requiredThe chosen agency is approached back to inform them of the final Course content coverage 30
  • 31. The agency then again sends fresh proposals to the organizationsThe new course content is sent to the concerned departments for Final approval regarding suitabilityPeople are called in for nominations from their departments and Project power stationsThe database is then scanned to check for the eligibility of theindividual nominated since an individual can have only 7days of Training in a yearA list is prepared containing the names of the people who have to Attend the training programme which is put up as a noticeThe list then goes to the concerned director personnel for approvalOnline circulation of the information takes place for the purpose of Spreading the information Finally the training programme is conducted(Travelling allowances to all participants is given in their respective Offices)After the programme is conducted, each participant is given a Feedback formIf the feedback is positive same agency is contacted for future Training programmers 31
  • 32. Recruitment 32
  • 33. RECRUITMENT RECRUITMENT PROCESS This organization starts off with the vacancy base and then moves on To the post base (it requires a competent authority approval) The organization then takes out an advertisement informing the people Interested about the vacancy available The interested people then send in their applications According to the eligibility required for the job, the applications are then ScannedThe selected people are called in for tests which has various proceduresfor different posts (the organization is also planning on introducing group Discussions and psycho analysis tests) Based on the results the applicants are then graded accorded to the Prescribes format of scoring Then the applicants who qualify the tests are called in for the interview (a Minimum of 3 and a maximum of 5 applicants can be called in) On the basis of the performance of the individual, he is graded again The selected candidate then receives the appointment letterFunctions of the recruitment department in NHPC are slightly differentfrom the functions of recruitment department of a private company 33
  • 34. • The role of recruitment department ends here, the department of manpower planning takes over from here • Joining and injection are taken over by other departments • Controlling sections create vacancies along with specification • Department of Recruitment only works till induction I. There is a fixed percentage of internal and external induction a) 25% reserved internally for further job applications(egg. promotion) b) 15% campus placements c) Remaining through open advertisements • Reservations are done according to a prescribed chart Recruitment rules1. TITLE AND APPLICATIONi. These rules will be called "National Hydroelectric Power Corporation Ltd. RecruitmentRules" and will come into force with effect from 3rd September, 1977.ii. Except as otherwise provided by or under these Rules they shall apply to all personsappointed against regular posts in connection with the affairs of the Corporation or anyof the Projects / Units / Power Stations under its administrative control. These Rulesshall not apply to appointments on casual or on contract basis for specific jobs andperiods.2. DEFINITIONSi. "Corporation" means "National Hydroelectric Power Corporation Ltd." and includesProjects / Units / Power Stations under its administrative control.ii. "Board" means the Board of Directors of the Corporation.iii. "Chairman" means the Chairman and Managing Director of the Corporation.iv. "Appointing Authority" means the authority empowered to make appointments tothe posts under the Corporation(See statement appended as Annexure I to these Rules.)3. CLASSIFICATION OF POSTSFor purposes of recruitment the posts under the Corporation are classified in thefollowing cadres / groups:CADRE/ GROUP POST GRADE CODE 34
  • 35. 3.1 Management Executive Director E-9 E-8 E-7 E-6Cadre General Manager Chief/Chief Engineer Sr. Manager3.2 Executive Manager Dy.Manager Asstt. E-5 E-4 E-3 E-2ACadre Manager E-2 Engineer / Officer E-1 Trainee Engineer / Officer Asstt. Engg. / OfficerUpdated upto 18.03.20083.3 Supervisory Special Grade S-4Cadre Sr. Sup. Gr.I S-3 S-2 S-1 Sr. Sup. Gr.II Supervisor3.4 Workmen Cadre Highly Skilled W-8,W-9 W-4 to Skilled/Ministerial/ Office Based Staff W-7 Semi-Skilled Unskilled W-2 to W-6 W-0 to W-44. SOURCES OF RECRUITMENTThe posts under the Corporation shall be filled in by resorting to one or more of thefollowing methods:a. Promotion of existing employees from the lower scales who meet the prescribedstandardsb. Direct recruitment from outside candidates or through Press Advertisement inEmployment News, National Dailies or local News Paper, as the need be or throughinternal induction by issue of internal advertisement/circular for employees who meetthe prescribed qualification, job specifications, subject to any instructions issued by theCentral Government in this regard from time to time.(Government instructions placed at Annexure-II to these Rules)Through Employment Exchanges as per provisions of the Employment Exchanges(Compulsory Notification of Vacancies) Act, 1959.d Deputation from Central/State Governments or Public Sector Enterprises.e Recruitment of persons declared as surplus by the Government and other PublicEnterprises, etc. as per directives of the Central Government. 1. f. Recruitment of candidates through campus interview.(Note: Inserted vide Office order no. 45/2007 dated 21.08.2007, and this will initially beapplicable to allow recruitment from ICAI / ICWAI in Finance discipline.) 35
  • 36. Updated upto 18.03.20085. METHOD AND PRINCIPLES OF RECRUITMENT5.1 LEVELS OF RECRUITMENTRecruitment shall generally be made to the lowest of the grades in each cadre/group, asindicated below, but can also be made in the higher grades, wherever considerednecessary by the Corporation:CATEGORY GRADEa. Non-supervisory Groupi) Unskilled W-0 *ii) Semi-skilled W-2iii) Skilled/Ministerial W-4( * vide 23/2002 dated 13.02.2002)b. Supervisory Cadre S-1/JE/EDP/Research (Supervisor)c. Executive/Management Cadre E-2, E-2A5.2 Direct Recruitment from outsideWhen a post is to be filled in by direct recruitment, including recruitment from thesources indicated at items (b) to (e) under Rule 4 above, the governing principle shallbe to secure the services of the candidates most suitable to the post(s). To achieve thisobjective, the method of recruitment shall be : 1. i. to invite applications by open advertisement giving full information regarding the nature and duties of the post, qualifications, experience and age limits, prospects of promotion and other relevant information.Ordinarily for each post not less than three and not more than five candidates shall becalled for interview.(Amended vide O/O No.24/2001 dated 21.03.2001)ii. Where direct recruitment is resorted to, existing employees of the Corporation(including its Projects/Units/Power Stations) may also apply for the post(s) advertised inthe press, provided they fulfill the prescribed requirements. Relaxation in thequalifications / experience of internal candidates may be considered by the AppointingAuthority.iii. To prescribe where necessary, written competitive examination, test and/or oralexamination by means of interview of candidates by a Selection Committee to beconstituted by the Chairman / General Manager / Chief Engineer / Chief dependingupon the status of the post.Updated upto 18.03.2008 1.iv. The Selection Committee will arrange the names of selected candidates in order oftheir merit and the Appointing Authority will make appointments in that order, unless forany special reasons, to be recorded, it is found necessary to vary that order in anyparticular case. Panel of selected candidates (kept in reserve), which normally shall notexceed 50 per cent of the number of advertised vacancies, will remain alive for a periodof one year.Clarifications(1) The application fee for posts advertised by the Corporation will be Rs. 250/- for allcategories of posts. However no application fee shall be charged from SC/ST 36
  • 37. candidates and from departmental candidates applying for higher posts. Candidatesapplying for W-1 and W-2 posts shall be exempted from payment of any application fee.(2) Employees of the Government/Public Sector undertakings who are appointed inNHPC on the basis of open advertisement shall not be allowed to retain lien in theirprevious organisations and that they will be allowed to join the Corporation onimmediate absorption basis only. Such employees will be allowed to join theCorporation only on production of a letter from the Competent Authority / Authorities intheir previous organization clearly mentioning therein that they have been relieved afteracceptance of their resignation or after their premature/ voluntary retirement from thesaid organisation.(Clarified vide Part I Office Order No. 11/86 dated 9.1.1986)5.3 RECRUITMENT BY DEPUTATIONWhen a post is to be filled in by deputation, no organisation will normally be approachedto lend a particular officer by name, but such relevant particulars will be supplied to theconcerned organisation as will enable it to suggest name / names of suitable personsfor the post(s) in question. The deputation period will not normally be allowed to exceedthe limits prescribed by the Department of Public Enterprises from time to time forvarious categories of posts.In the case of each deputationist, the management will decide within a period of oneyear from the date of appointment or at least three months before expiry of thedeputation period, whichever is later, whether the deputationist has to be continued ondeputation, absorbed or reverted. The retirement and other benefits such as Seniority,Leave, Provident Fund, Gratuity, etc. to be allowed to deputationists on absorption shallbe regulated as per the provisions in the "Guidelines for Absorption of Deputationists"appended in Annexure-III to these Rules.Updated upto 18.03.2008 1.5.4 APPOINTMENT BY PROMOTIONRules relating to promotion of employees will be laid down separately by theCorporation.5.5 EXTENT OF RECRUITMENTRecruitment shall be in adherence to the overall manpower budget for the year.5.6 PAY FIXATIONThe Selection Committee may recommend higher start normally not exceeding fiveincrements in the scale applicable to the post and other terms of service dependingupon the experience, qualifications, etc. of the candidate at the time of interview.5.7 AGEAge of a person at the time of appointment to the services of the Corporation shall notbe less than 18 years.5.8 RESERVATION OF POSTS AND RELAXATION IN AGE LIMITSThe directives of Central Government regarding reservation and age relaxation forScheduled Castes, Scheduled Tribes, OBCs, Ex-servicemen and other categories, ifany, issued from time to time, shall be followed.5.9 BIGAMOUS MARRIAGENo candidate who has more than one spouse living or who, having a spouse living,contracts another marriage which is void by reason of its taking place during the life- 37
  • 38. time of such spouse, shall be eligible for appointment to any of the posts in theCorporation, except where this may be permitted under the Central Government rulesfor its employees.5.10 MEDICAL FITNESSNo person shall be appointed in the service of the Corporation unless such person hasbeen certified by a duly qualified and registered medical practitioner or medical boardapproved by the Corporation to be medically fit to discharge his duties, except that incase of persons appointed from the Government or Public Enterprises such acertification, at the option of the Corporation will not be necessary, if he had been earliermedically examined for the previous employment. The employees may be subject toperiodical medical examination for determining their suitability for further continuance inservice as may be decided by the Chairman and Managing Director or an officernominated by him from time to time. ( As amended vide correction slip No.24 dated28.12.88 )Updated upto 18.03.2008 1.ClarificationThe fee, if any, for the medical examination shall be reimbursed by the Corporation onproduction of the receipt by the person concerned (Vide Circular No. NH/PER (P)/8-12dated 15.3.1978)5.11 VERIFICATION OF CHARACTER AND ANTECEDENTS5.11.1Appointment of any person in the service of the Corporation or his continuance inservice, shall be subject to his character and antecedents being verified and foundsatisfactory, in the prescribed manner.5.11.2 In case of a person appointed from the Government or other Pubic Enterprises,the Corporation may accept the verification of character and antecedents done by hisprevious employer.5.12 PROBATION5.12.1 All initial appointments, except transfers / deputation from the Government orPublic Enterprises shall be on probation for a minimum period of twelve months.5.12.2 During the period of probation, an employee shall be liable to be discharged fromthe service of the Corporation without notice, or without assigning any reason, at thesole discretion of the Corporation.5.12.3 The period of probation may be extended or curtailed in individual cases by theAppointing Authority, on the merits of each case depending upon probationer’sperformance.5.12.4 On satisfactory completion of the period of probation, the employee shall beregularised in the post, but shall not be regarded as having been automaticallyregularised, unless an order to this effect is issued to him in writing.5.13 SENIORITYSeniority in essence means length of service in a particular post or grade. Thus theseniority shall be determined with reference to the date of appointment to a particularpost or grade. 38
  • 39. If an appointment order contains names of more than one person the seniority shall beaccording to the merit list drawn after the selection and the person whose name figuresfirst in the merit list will be senior to the one whose name appears next to his and so on.Updated upto 18.03.20085.14. LIABILITY FOR SERVICEA person recruited to a post under the Corporation shall be liable to be posted /transferred within the Corporation or in its Subsidiary Companies in India orabroad. (Amended vide O/O No.09/2003 dated 31.01.2003)5.15 LIABILITY TO SERVE IN DEFENCE SERVICEGraduate engineers and doctors entering the service of the Corporation shall be liableto serve for a minimum period of four years including the period spent on training in theDefence Service or on work relating to defence efforts anywhere in India or abroad, if sorequired. The liability to serve in the Defence Services shall be limited to the first tenyears of service and will not ordinarily apply to graduate engineers above 40 years ofage and doctors above 45 years of age, unless the Government of India decidesotherwise.5.16 TRAININGAll employees are liable to undergo such theoretical and / or practical training for suchperiod and undertake such examination, as may be prescribed by the Corporation fromtime to time.5.17 RETIREMENT / SUPERANNUATIONRetirement age of the employees of the Corporation will be 60 years.The employees shall retire from service with effect from the last day of the month inwhich they attain the age of 60 years. In case of employees whose date of birth falls onthe 1st day of a month, the date of retirement will be the afternoon of the last day of thepreceding month. This will also be applicable to personnel reemployed before attainingthe age of 60 years.5.18 TERMINATION OF SERVICEThe services of Executive/Supervisor is liable to termination by giving three months’notice or payment of salary in lieu there of by either side. However, in the case ofWorkmen, such period of notice is one month. ( vide O/O No. 36/99 dated 26.4.99)6. APPOINTING AUTHORITY6.1 The Board of Directors shall be the Appointing Authority for all appointments toposts in the grade above E-7 level other than the top posts for which the appointingauthority is the President of India.Updated upto 18.03.20086.2 Appointments to posts in the grades of E-7 and below shall be made by theChairman & Managing Director, provided that in respect of those posts for whichsubordinates have been delegated powers of appointment, such appointments may bemade by those authorities, provided further that such delegation or sub-delegation shallnot be made to an authority lower in rank than that of an Assistant Manager.7. ADDITIONS / ALTERATIONSThe Recruitment Rules are liable to modifications / changes depending upon the futureneeds of the Corporation. Notwithstanding whatever is contained in these rules, theBoard may at its discretion relax any of the provisions of these rules.Updated upto 18.03.2008 39
  • 40. ANNEXURE -IAPPOINTING AUTHORITIESS..NO. CATEGORY OF PANEL APPROVING APPOINTING EMPLOYEES AUTHORITY AUTHORITY1 W-0,W-1, W-2 & W-3 Sr. Manager Asstt.Manager2 W-4 & W-5 Chief Engineer / Chief Manager3. W-6, W-7, W-8, W-9 S-1, Chief Engineer /Chief Chief Engineer / S-2, S-3, S-4 & E-1 Chief4. E-2,E-2A, E-3 & E-4 Concerned Director / General Manager CMD5. E-5, E-6 & E-7 CMD CMD6. E-8 & E-9 Board of Directors Board of Directors.NOTE:1. In the Department / Division, where the designations as shown in this statement donot exist, officers in the same grade(s) shall exercise the powers.2. Wherever officers of the level indicated in the statement are not available, officers inthe higher grades(s) shall exercise the powersUpdated upto 18.03.2008 ANNEXURE-IINo.DPE 24 (11)/96 (GL-010)/GMGOVERNMENT OF INDIA MINISTRY OF INDUSTRYDEPARTMENTOF PUBLIC ENTERPRISESPUBLIC ENTERPRISES BHAVAN,BLOCK NO.14, CGO COMPLEX LODI ROAD, NEW DELHI, the Nov.2nd, 1998. OFFICE MEMORANDUMSub:Recruitment to posts in Public Sector Enterprises through NationalEmployment Service – issue of revised guidelines regarding.1. The undersigned is directed to say that the scheme of Employment Exchangeprocedure came under the judicial scruitiny of the Supreme Court in the case of ExciseSuperintendent, Malkapatnam Krishan Distt., Andhra Pradesh Vs. K.P.N. VisweshwaraRao & others (1996 (6) SCALE 676 ). The Supreme Court, inter-alia, directed asfollows:"It should be mandatory for the requisitioning authority/establishment to intimate theemployment exchange and employment exchange should sponsor the names of thecandidates to the requisitioning Departments for Selection Strictly according to seniorityand reservation, as per requisition. In addition, the appropriate Department orundertaking or establishment, should call for the names by publication in thenewspapers having wider circulation and also display on their office notice boards or 40
  • 41. announce on radio, television and employment news bulletins and consider the cases ofall the candidates who have applied."2. In view of the need to incorporate the directions of the Supreme Court, it has beendecided to consolidate all existing instructions in this regard and issue revisedguidelines as follows:PSEs are required to notify all vacancies meant for recruitment to the post carryingscales of pay, the maximum of which does not exceed Rs.2500/- per month pre-revisedas indicated in DPE’s OM No. 2(48)/91-DPE (WC) dated 6th April, 1992 to theEmployment Exchanges/Central Employment Exchanges in the manner and formprescribed in Rule 4 of the Employment Exchanges (CNV) Rule, 1960 and makerecruitment through National Employment Service. In addition to notifying the vacanciesfor the relevant categories to the Employment Exchange, the requisitioningauthority/establishment may, keeping in view administrative/budgetary conveniences,arrange for the publication or the recruitment notice for such categories in the"Employment News" published byUpdated upto 18.03.2008the Publication Division of the Ministry of Information & Broadcasting, Govt. of India andthen consider the cases of all the candidates who have applied. In addition to above,such recruitment notices should be displayed on the office notice boards also for widerpublicity.3. These guidelines will take effect from the date of issue and will not apply to suchcases where process of recruitment through employment exchanges/openadvertisement has been initiated before the said date.4. All the administrative Ministries/Deptts. Are requested to bring the aforesaidinstructions to the notice of PSUs under their administrative control for strict adherence.Sd/- (A.LUIKHAM )DirectorTo, All Ministries/Deptts. Concerned with PSUs.Copy to: 1) Chief executives of Central Public Sector Undertakings. 2) The DirectorGeneral, Employment and Training, Ministry ofLabour, Rafi Marg, New Delhi.Updated upto 18.03.2008 ANNEXURE -IIIGUIDELINES FOR ABSORPTION OF DEPUTATIONISTS IN NATIONALHYDROELECTRIC POWER CORPORATION LIMITED1. OPTIONAt least three months before completion of the period of deputation agreed to betweenthe Corporation, the employee and the lending department, or even earlier if considerednecessary, the Corporation will review the cases of each individual to decide whether:-(a) the employee should be permanently absorbed in the corporation, or(b) the employee should be sent back to the parent department.In case the employee is considered for permanent absorption in the corporation, heshall be asked to exercise an option between the above two alternatives. Such optionshall have to be exercised by the employee concerned within the time limits stipulated inthe relevant instructions of the Government. Where the period of deputation is alreadyindicated in the deputation terms, the option may be allowed to be exercised keeping 41
  • 42. the prescribed deputation period in view. No employee shall be permanently absorbedin the Corporation against his will and unless he has exercised his option and given hisconsent in writing for such absorption.2. In the event of the corporation having decided to permanently absorb an employeeand the employee having exercised his option and given his consent in writing, theCorporation shall consider the terms to be offered to the employee for permanentabsorption, depending upon the merits of each individual case, keeping in view :a) the desirability of protecting the total emoluments being drawn by the employee priorto absorption. b) Length of service in the parent department in various positions andscale ofpay c)experience in any other department / field and d) benefits to the Corporation frompermanent retention of the employee.2.1 The employee who exercises option for permanent absorption in the corporationshall resign or take retirement from his parent department in accordance with theprocedure laid down in this behalf by his parent department and on permanentabsorption in the Corporation shall be governed by the corporation’s rules andregulations in force from time to time.3. RETIREMENT BENEFITSThe benefits / facilities in respect of the pre-absorption service of the employee will beas laid down in the relevant orders of the parent department.Updated upto 18.03.20084. SENIORITYSeniority of the deputationists to be absorbed in the Corporation, vis-a vis those alreadyexisting in the same cadre, shall be fixed in accordance with the guidelines laid down onthis subject by the Corporation.5. CONTRIBUTORY PROVIDENT FUNDThe persons permanently absorbed in the corporation shall be eligible for membershipof the Contributory Provident fund of the Corporation as and when instituted or from thedate their resignation from Government service/Parent Department take effect and theyare permanently absorbed in the Corporation, whichever is later. The amount ofsubscription together with interest thereon standing to their credit in the Provident fundAccount shall be transferred to their new ( Contributory ) Provident Fund Account in theCorporation, provided the same is agreed to between the employees and theCorporation.6. LEAVEOn Permanent absorption of deputationist, the Corporation will take over the liability inregard to leave on average pay / earned leave standing to the credit of the optees at thetime leaving the parent organisation, provided the previous organisation has remitted alump-sum leave salary equal to pay to the Corporation.Updated upto 18.03.2008 Updated upto 18.03.2008 Updated upto 18.03.2008 Updatedupto 18.03.2008 Updated upto 18.03.2008COPY OF IMPORTANT INSTRUCTIONS / ORDERSGUIDELINES FOR DETERMINING ELIGIBILITY OF APPLICANTS AGAINSTVARIOUS POSTS1. EDUCATIONAL/ PROFESSIONAL QUALIFICATION 42
  • 43. No relaxation should be considered in the educational / professional qualifications asprescribed for various posts.2. EXPERIENCEGenerally relaxation in the length of prescribed experience (total as well as at particularlevel) need not be considered. However, if the response is inadequate and therequirement is urgent, a relaxation in length of experience may be given up-to amaximum period of six months, in terms of total number of years and also at specifiedlevels. Experience in the related field only has to be considered while determining theeligibility of the candidates.3. AGENo relaxation in the prescribed age need be given for posts at basic induction levels.Relaxation in age may, however, be considered for recruitment at other than basicinduction levels, provided the need is urgent and response is inadequate. The relaxationin such cases may be given up-to a maximum of five years subject to the condition thatthe selectee will be available for service for a minimum period of three years in theCorporation.The guiding principal in deciding the suitability of candidates for being called forinterview / test should be the fulfillment of prescribed specification with relaxation asdetailed above (depending upon the requirements in each case). In case, however,sufficient number of candidates are not available, the posts should be readvertised withlower specification or in higher scale, as may be considered necessary.Updated upto 18.03.2008 ANNEXURE QUALIFICATIONS & EXPERIENCE FOR RECRUITMENT OF PARAMEDICAL STAFFS.No. Name of post & Age for Direct Education and other Scale of pay Recruits(years) qualifications required for direct recruits1. Sister-in-charge NA Not applicable 6500-10500(CDA ) 9300-15,590 (IDA)2. Staff Nurse Gr. I 20-35 Essential 1. Matriculation 7200-13,100 2. Registered ‘A’ Grade Nurse & Mid-wife Desirable: One year experience. 43
  • 44. 3. Staff Nurse Gr. II 20-35 Essential 1. Middle pass 6700-12,500 2. Registered. Gr. "B" Nurse & Midwife or Certificate of technical Proficiency in General Nursing from Army Medical Corps. 3. One year experience.4. Laboratory 18-30 Essential 1.Matriculation with Technician Science 2.Diploma in Laboratory 6700-12,500 Technology from a recognised institution Desirable : One year experience.5. Dental 18-30 Essential 1. Matriculation with Technician Science2. Registered. Dental 6700-12,500 technician / Hygienist ortwo years experience in Dentistry.6. X-Ray 18-30 Essential 1. Matriculation or Technician equivalent2. Recognised "A" grade 6700-12,500 Nurse and Mid-wife or 1.Matriculation with Science2.Diploma in RadiologyDesirable: one year experience.Updated upto 18.03.20087. Pharmacist 18-30 relaxable in the Essential: Matriculation or 6700-12,500 case of Govt. Servant upto equivalent and registration as a 35 years. pharmacist under Sec. 31 or 32 of Pharmacy Act, 1948 but excluding clause (d) of section 31 of the said Act. Desirable: One year experience as a Pharmacist or Compounder8. Operation 20-25 (relaxable in the Essential: Matriculation or Theatre case of Govt. Servant up- equivalent with 5 years Technician to 35 years) experience as Operation Theatre 6700-12,500 Asstt. And Non-Matriculate with 7 years experience as Operation Theatre Assistant. 44
  • 45. 9. Laboratory 18-30 Essential: 1.Matriculation with Assistant Science2.Should have passed 5800-10,790 general Laboratory course from a recognised institute.10. Operation 20-25 (relaxable for Govt. Essential: 1. Matriculation or Threaten Servants upto 35 years) equivalent Assistant 5800-10,79011. Auxiliary 18-30 (relaxable in the Essential: Matriculation or Nurse Mid- case of Govt. Servants up- equivalent Registered auxiliary wife to 35 years in accordance Nurse and Mid-wife Desirable: 5800-10,790 with the instructions or Some experience and training in orders issued by the family planning. Central Government)12. Operation Not applicable Not applicable Theatre Attendant 3750-5450 *Updated upto 18.03.200813. Dresser 18-30 Essential 1. Middle pass. 4700-9010 2. Should have passed the first aid examination from a recognised institution and adequate experience in first aid and dressing of the wounds etc.Desirable:Two years experience in some hospital / dispensary.14. Laboratory Not Not applicable Attendant applicable 3750-5450 *15. Female 18-35 Essential 1. Middle pass Attendant 2. Should be a trained DAI or failing which should 3750-5450 * have two years experience of female attendant/ Ayah in a Hospital / dispensary 45
  • 46. 16. Nursing 18-25 Essential 1. Middle pass. Orderly 2.Should posses one year experience in 3750-5450 * bandaging and dressing or wounds etc.17. Ward Boy 18-25 Essential Middle Pass 3750-5450 * Desirable: one year experience in Nursing orderly’s duties.( * vide 23/2002 dated 13.02.2002)Updated upto 18.03.2008 ANNEXURE QUALIFICATION AND EXPERIENCE FOR RECRUITMENT OF TEACHING STAFFS.No. Name of Educational and other qualifications Age limit for the post for direct recruits direct and scale recruits(Years) of pay1. Principal 30-50 i) Master’s Degree with at least 45% (Gr.A) for marks in the relevant subject. Schools on ii) A Degree or Post Graduate diploma in 10+2 Teaching / Education. pattern iii) Three years experience in educational 14500-187 administration in addition to at least four 00 years teaching experience in a recognised High / Higher Secondary School or College. iv) Working knowledge of Hindi and English. Desirable :Experience in organising seminars, in-service courses, symposia,educational conferences, sports, rallies, cultural and literary meets. 46
  • 47. 2. Principal 35-45 i) A Master’s Degree with at least 45% (Gr.B) upto marks in relevant subject. 10th class ii) A Degree or Post GraduateDiploma in 8000-13,40 Teaching / Education. 0 iii) One year experience in educational administration in addition to at least four years teaching experience in a recognised High / Higher Secondary School or College. iv) Working knowledge of Hindi and English. Desirable: Experience in organising seminars, in –service courses, symposia, educational conferences, Sports rallies, cultural and literary meets.Updated upto 18.03.20083. Vice N.A. N.A. Principal 8000-13,4 00 47
  • 48. 4. Post 40 Essential ( PGT except Commerce and English) Graduate 1. i) Master’s Degree with at least 45% marks in the Teacher oncerned subject. 8600-14,9 2. ii) University Degree or Diploma in teaching 20 3. iii) Three years teaching experience in a recognised school Desirable: Competence to teach the subject both in Hindi & English. Note-1 Teaching experience is relaxable for non-teaching employees of NHPC who have put in five years service in the Corporation. Note-2 In case of candidates possessing first class Masters Degree as well as first class Bachelor’s Degree, essential qualifications at ii) and (iii) shall not apply. Such candidates if selected will be placed on trial for a period of two years which may be extended by one year if the candidate is not able to acquire teaching degree, or his / her performance is not considered satisfactory by the competent authority and will be continued further subject to their acquiring teaching Degree during this period. PGT ( ENGLISH) i) Master’s Degree with minimum of 45% marks. ii) University Degree / Diploma in Teaching.Updated upto 18.03.2008 48
  • 49. Note-3 In case of candidates possessing Master’s degree with at least 50% marksand Bachelor’s degree with least 55% marks essential qualification at (ii) shall notapply. Such candidates if selected will be placed on trial for a period of two yearswhich may be extended by oneyear if the candidate is not able to acquire teaching ofdegree or his / her performance is not considered satisfactory by the competentauthority and will be continued further subject to their acquiring teaching degreeduring this period.Desirable :Three years teaching experience in a recognised High / Higher Secondary School orIntermediate College.PGT ( COMMERCE)Master’s degree with a minimum of 45% marks.Desirable:i) University degree / Diploma in teaching.ii) Competence to teach the subject both in Hindi and English.iii) Three years teaching experience in a recognised Higher Secondary School orIntermediate College5. Trained Graduate 35 years Essential Teacher or less i) Second Class Degree with minimum marks 7200-13,100 of 45% ii) University Degree/Diploma in teaching.Updated upto 18.03.2008 49
  • 50. iii) Two years teaching experience in a recognised School relaxable in the case ofexceptionally qualified candidates. Teaching experience is relaxable in the case ofnon-teaching employees of NHPC who have put in five years service in theCorporation.Note : Those who have obtained 60% or over in the aggregate in BA/B.Sc orequivalent examination and 55% or over in Master’s Degree examination , essentialqualifications (ii) and (iii) shall not apply. Such candidates, if selected will be placedon trial initially for a period of two years which may be extended by one year if thecandidate is not able to acquire teaching degree, or his / her performance is notconsidered satisfactory by the competent authority and will be continued furthersubject to their acquiring teaching degree during this periodDesirable :Competence to teach both in English and Hindi.6. Home 3 A University Degree with Diploma in Domestic Science/Domestic 5 Science or a University Degree in Home Science. Science Teacher 7200-13,1007. Physical Education 3 A University Degree with recognised Diploma in Teacher 7200-13,100 5 Physical Education or BPED of Laxmibai College of Physical Education Gwalior or equivalent qualifications.8. Work Experience 3 Essential i) Matriculation or higher secondary Teacher 7200-13,100 5 examination. ii) Three years diploma in Electrical Engineering and Electronics or in Tailoring, Needle work and embroidery from a recognised institution or Government Industrial TrainingUpdated upto 18.03.2008 50
  • 51. Institute or Poly-technic and two years practical / teaching experience in the trade ofinstructors training course Diploma plus three years practical / teaching experiencefrom the Regional College or Education with two years practical / teachingexperience.Preference Will be given to candidates possessing skill and knowledge or Toy andDoll making, puppetry, batik, leather work, sheet metal work, wood work, kitchengardening and ornamental gardening etc.9. Drawing 3 Essential :Five years recognised diploma in drawing and Teacher 5 painting / sculpture graphic art or four years Diploma in Fine 7200-13, arts and crafts Vishwa Bharti, Shantiniketan or Diploma in Fine 100 Arts from Government School of Arts and Crafts, Patna or MA in Drawing and Paintingfrom Agra University or equivalent recognised Degree or B.Ed. Diploma / degree in Fine Arts from Regional College of Education.10. Primary 3 Essential i) Higher secondary with J.B.T.(2 years ) or Teacher 0 Intermediate with J.B.T. ( One year ) or plus two examination 6700-12, (Senior School Certificate Examination) with J.B.T. One year) 500 ii) Competence to teach both in English & Hindi. Note :In the case of candidates who have passed Higher Secondary / Intermediate / Plus two examination In first class and also have first class Bachelor’s degree, possession of a certificate of teaching is relaxable. Such candidates, if selected, will beUpdated upto 18.03.2008 51
  • 52. placed on trial initially for a period of 2 years which may be extended by one year ifthe candidate is not able to acquire the requisite teaching certificate.11. Music 3 Essential : Teacher 0 Degree in Music from a recognised University or Higher 6700-12,500 Secondary with any of the following viz. Sangeet Visharad of Gandharava12. Librarian 3 Essential : 7200-13,100 5 A University degree in Library Science or Graduate with Diploma in Library Science from a recognised Institute.13. Lab. 3 Essential : Assistant 0 5800-10,790The age prescribed above is relaxable in the case of Government servants, employeesof KVS and NHPC________________________________________________________________ 52
  • 53. Corporate SocialResponsibility 53
  • 54. CORPORATE SOCIAL RESPONSIBILITY Corporate social responsibility is applicable for all power stations. It is notmandatory and carries no fixed budget. It was first implemented in NHPCon 1st April, 2006. CSR is carried out through a need assessment surveydone by the department.During the construction of any project, nearby localities are taken care of inconcern with any harm caused to them due to the project throughcommunity welfare schemes on which the department is required topresent a detailed project report to the HOD. Whereas, at operational levelvarious other schemes are applicable.Budget allocation is done under various heads based on need assessmentsurvey in consultation with the panchayats and unit level administrations.The plan is then sent along with budget estimation to the corporate officesthrough the regional officers which is then inspected.And finally, quarterly reports and photographs of pre and post project aretimely sent to the corporate office.STRATEGY (USE OF CSR AS A TOOL)The organization starts at places where they are about to come to letpeople know that they are coming and for the purpose of reduction ofuncertainty and negativity between the localities and the organization.The organisation also uses this as a tool to benchmark its efforts incomparison to others. The company can grow itself by fighting for issuesthey believe in, like drug deaddiction, alcoholism, child labour,adulteducation, employment schemes, etc. 54
  • 55. ConclusionThe trust in government and its bureaucracy has been eroding in India thereby leavingmore avenues for contested domains. It has been very difficult transforming thegovernment intentions to produce electricity from the large water infrastructures afterthe Sardar Sorvar Project debacle in the early 1990’s. The small hydro projects arebeing cautiously implemented by the governments. However in some cases the adversesocio-economic and environmental impacts of large dams can be mitigated throughinformed decision-making, transparency and engagement of all stakeholders. In allprobability, the advantages and disadvantages of hydro-power structures, large orsmall, have to be discussed with people transparently.The present social and environmental assessments of the hydro projects are flawedfrom many angles which triggers real and imaginary conflicts of interest. To settle thePeople’s concern, after two years of debate the Indian Cabinet has recently passed theNational Policy on Rehabilitation and Resettlement, 2007. In particular, there has to beclear recognition in all decision making related to dams that a balance needs to foundbetween the needs for use of renewable energy, and the minimization of possibleharmful effects on the environment - especially mountain environments where most ofthe hydro-potential resides. Mountain regions have particular potential for use andproduction of renewable energy, not only hydro, but also biomass, solar, geothermal orwind; clearly, the adverse environmental effects on fragile mountain ecosystems needto be carefully assessed and prevented before developments take place. Also, possiblesocial issues between upstream (often poor mountain communities) and downstreamcommunities (often the main beneficiaries of energy production) need to be addressed.Bibliography • www.google.co.in • NHPC office • www.nhpcindia.comReferences • Naveen Kumar Jain(HR manager),Mobile Number-9873682638 • Goutam Mondal(assistant manager),Mobile Number-99104769452 55