The document provides an overview of an internship at KPTL Limited, an electricity transmission company in India. It discusses the objectives of understanding the HR department's processes and studying employee skills gaps. It also summarizes KPTL's business model, competitors, departments, job description, and findings regarding training programs, recruitment, safety, and waste disposal. Suggestions include implementing an online learning management system, mentorship program, and automation to improve efficiency and sustainability.

1. An overview on Organisation Study and Internship at
Presented By,
Jerin George Benny

2. Introduction
Organisation: KPTL Limited, Head Office.
Location: Gandhinagar, Gujarat, India.
Duration: 6th May 2019 to 29th June 2019.

3. Objectives:
• Carry out a general study of the organization, its main functional areas.
• Understand -key processes in the Human Resources department.
• To study the skill gap of employees.
• To prepare the scorecard for overall training competency.
• To study the concept of behavioural competency & designing the training
calendar.
• Arrive at conclusion that helps to improve current organisational system.

4. Industry profile
Global Scenario:
• The global transmission line market grew from $12.3 billion in 2008 to $32.1
billion in 2014.
• During 2020–2025, the market size is estimated to soar from $37.6 billion in
2020 to $78.1 billion in 2025. (Source: Global Data Report)
Indian Scenario:
• The power sector in India generates 3,56,100 MW as of March 2019.
• Thus, India emerged as the world’s 3rd largest electricity producer.

5. Company Profile
• Type : Public
• Industry : Power & Transmission (Division 27: Manufacture of electrical equipment)
• Founded : Mr. Mofatraj P. Munot
• Headquarters : Gandhinagar, Gujarat.
• Revenue : 10,841 Crore (2018-2019)
• Number of employees : 3500 (permanent) +6000 (Contract)

6. STEP 2
Tender.
STEP 1
Bidding. Subcontract.
STEP 3
Complete the Project.
STEP 4
BUSINESS MODEL IN INDUSTRY.

7. Major Competitors

8. Strength:
Economics of scale in the management
of production
projects and qualified
employees.
Weakness:
Limited experience in developmental
BOOT (build, own, operate and
transfer) projects.
Opportunity:
Adoption of new Technology and
replacement of Purchased items through
the development of a new product line
Threat:
Variation in prices of commodities,
currencies and interests. Unforeseen
changes in government policies of the
countries where the company operates.

9. Role and functions of the Department
• Talent Acquisition/Recruitment
• Learning and development.
• Employee engagement.
• Payroll and Leave Management.
• Performance Appraisal and Management

10. Job Description
• Developing, implementing and evaluating training programs for company’s
executive levels.
• Assuring the appropriate conduct of Employee engagement programs.
• Develop documents and records for finding Skill gap.
• Development of internal magazine for the year 2019-20.
• Prepare Monday motivational messages based on companies' values & the
knowledgebase.
• Work proactively with team.

11. Findings
• Not very clear about the- usage of LMS.
• KPTL is more into Effectiveness rather than Efficiency–(implementation of LMS).
• Company is planning to implement Job rotation.
• KPTL is not much investing in R&D especially to the design department.
• Safety officer are not always present -Gandhinagar factory.
• Poor Ergonomics-Machines in Gandhinagar plant-accidents.

12. Findings
• Recruitment -referral policy. It accounts for about 91%.
• SAP data-Communication issue among departments especially for data.
• HODs are not taking full responsibility of his team.
• At KPTL plant, about 70% of employees are hired according to a contract.
• The central procurement team -collection of raw materials -subsidiaries.
• An online connectivity portal across the KPTL.

13. Findings
• MAY-JUNE –release of TRAINING CALENDER.
• HODs are not convincing the team-reason behind management decisions -
employees less confident on the HR team.
• Behavioral competencies are measured by Self-assessment, Sectional
assessment, HOD, Functional Head & even by Business Head according to
the designation & position.
• Expected level set by the company for M6-M11 (managers with package
of 8 lakh & above) competencies is ‘3’ .

14. Findings
•Flexi Timings- Elton Mayo- bank wire-monitoring.
•Employee engagement programs aligned with festivals in India.
•Knowledgebase of company is poor -no proper recording of activities.
•Reports released -grammatical errors-Notice Board.
•Many printouts & plastic items -not properly disposed or recycled.

15. Findings
• Hydrochloric acids used in plants - not reused –environmental damage.
• Meetings are generally called off together- employees are not feeling free to
talk to management while their superiors are sitting.
• Employees - not aware of the company’s position in international market &
domestic market- roomers spread instantly on profit conditions.
• Company is still following traditional methods in plants & offices.

16. Suggestions
• Mentor Mentee Program implemented is not effective
Position the program as an organizational strategy.
Clearly define the commitment.
Communicate what's inside for them.
Prepare the managers
Schedule of meetings
Allow re-assignments

17. Suggestions
• Online tests for recruitment
• It is convenient
• It is immediate
• Wider audience
• Making job announcement more dynamic
• It is accessible

18. Suggestions
• KPTL is an EPC company - social recognition
• Survey Monkey- collect feedback
• Green Human Resources initiatives
• Attitude of the employees towards the organisational objectives on trainings
and online portal -pre- defined set of behavioural competencies for each job
roles in KPTL, must be intimated to the corresponding employee.

19. Suggestions
• Job rotation - experts in their field - Vocational training.
• R & D – alternative source.
• Enforce LMS – Efficiency.
• safety officer @ plant.
• Adding trainers' contact information – Training calendar.
• Team Building Exercises – HODs.

20. Suggestions
• Exit interviews - recorded in knowledgebase.
• Content writer .
• Skip level meetings
• Clarity on its performance of company.
• Automation.
• HCl regeneration.

21. Conclusion
• A transition to the state of Gujarat.
• Cultural differentiation – experienced.
• Work place incivility.