SUBMITTED BY: DIVYA PRIYANKA JYOTSNA GAUTAM GAURAV SWATI

Introduction
NTPC(National Thermal Power Company) Limited is an Indian stateowned electric utilities company which is located in New Delhi, India. It is the largest power company in India with an electric power generating capacity of 41,184 MW. NTPC's core business is generating, distributing and selling of power to state-owned power companies in India. The company also undertakes consultancy and turnkey project contracts that comprise of engineering, project management, construction management and operation and management of power plants. The company has also ventured itself into oil and gas exploration and coal mining activities. It was founded by Government of India in 1975, which held 75% of its equity shares on 31 March 2013. NTPC was conferred Maharatna status by the Union Government of India. It is listed in Forbes Global 2000 for 2012 at 384th rank in the world.

SERVICES

NTPC provides Electricity to all the states, its main function is to generate electricity and distribute. It also provides natural gas exploration, production and transporting and distrusting through its distributers like BHEL.

LOCATIONS NTPC operates from 55 locations in India, one location in Sri Lanka and 2 locations in Bangladesh. In India, it has 8 headquarters:
S.NO HEADQUATERS CITY

1.
2. 3. 4 5 6 7

NCR-HQ
ER I ER- II NRHQ SRHQ WR-I WR-II

Delhi
Patna Bhubaneswar Lucknow Hyderabad Mumbai Raipur

HYDRO HQ

Delhi

Concept Of Training and Development in N.T.P.C Ltd:

NTPC subscribes to the belief that efficiency, effectiveness and success of the organisation depends largely on the skills, abilities and commitment of the employees who constitute the most important asset of the organisation. Therefore, a lot of emphasis is laid on the training and development of employees. Training Infrastructure: NTPCs training policy envisages minimum 7 man-days of training per employee per year. NTPC has developed its own training infrastructure which comprises of 1) Power Management Institute It is the apex training institute of NTPC located in NOIDA, close to the company headquarters and houses a world class training infrastructure. It has two residential hostels with internet broadband facility in each room. PMI has multiple training and conference rooms fitted with audio visual training aids. The PMI auditorium has a seating capacity of 300 and hosts many conferences at national and international level.

CONT
2) Employee Development Centres- Employee Development Centres (EDCs) are located at all NTPC projects and stations and take care of training needs of employees at the unit. They have similar infrastructure as that of PMI and have full time dedicated staff of 150 employees across NTPC. EDCs serve to meet the training needs that can be catered to locally. 3) Simulator Centres - NTPC is the proud owner of two simulator training centres, for both coal based and gas based plants, which are the only ones of their kind in the country. Our gas based simulator centre is located in Kawas (Gujarat), while coal based simulator centre is in Korba. These simulator centres are meant give hands on experience of operating a power plant to our engineers.

CONTI.

Planned Interventions: For management development, NTPC has a set of planned interventions designed for each stage in a persons career. Each of these is a custom made, medium term training programme, specifically designed to give developmental input at a particular stage in the persons career. NTPC's integrated HRD has many interacting and responsive sub-systems, which have been devised as instruments for both evaluative and developmental objectives of the employees. This helps in selecting and retaining the best technical and managerial talents. NTPC has a comprehensive in-house training infrastructure that covers the needs of all cadres and functions. PMI of NTPC provide management and technical training, complemented by Full Scope Simulators Training facilities for Coal and Gas based power station. Services covered under HRD & Training include the following: Design of comprehensive organization structure Recruitment Services Induction and Management Development Training HRD policies and procedures Skill up gradation, On-the-job training Simulator Training

TRAINING METHOD ADOPTED BY NTPC

NTPC follows three kinds of training methods: 1) On job oriented training methods: In this on job oriented training method NTPC tries to give training at the time when they are doing their job. Employees dont have to take any leave for training because they are trained on job. They embrace development through performance on the job. Methods which fall under this category are: On the job training Job rotation. Guidance & counselling. Brain storming session. Syndicate method (working in small group).

CONT.. 2) Simulation Method: This is the method which NTPC uses those situations which are based on real life practices, which are again sub divided into 4 methods that are: Role play. Case method. Management games. In basket exercise.

CONT.. 3) Knowledge based methods: In this efforts are made to expose participants to concept and theories, basic principles, and pure and applied knowledge in any subject area. It main motive is to create awareness of the knowledge fundamentals, and are also divided in other categories also that are: Lectures. Seminar, workshop. Educational training programmes at academic institute. Films and TV Group discussion

Design form and training need identification

Training have cost also and it should be provided only when there is need of training, and for this proper analysis is done. Training analysis could be done at different level like by asking supervisor, management etc. Given in the next slide is the example for the same.

To: (Manager/Supervisor) With the annual performance reviews of your employees now completed, the Training Department is interested in learning of any areas in which it can be of assistance to improve employee performance. Please complete this form by identifying such individuals in need of assistance. Upon its receipt, someone from the Training Department will contact you for more detailed information. In the space below, list any employees in your department who have performance gaps that training might be able to assist in closing. After each name, indicate what you believe to be the urgency of obtaining such assistance. Use this rating system: 1 Most urgent; 2 Sometime in the next three months; 3 Sometime in the next six months. Employee Urgency During your performance reviews you may have also learned of employees with career or other objectives who could be pro- vided assistance through training. Please indicate those employees on the following lines. Once again, indicate how urgent you believe it is to receive such assistance.

CONT.

Employee Urgency 1.Do you know the big picture vision of your organization in terms of the goals for the next one, to three years? Yes No 2.Have you a written set of professional standards that you hold yourself to every day, even on the days you do not feel like it? Yes No 3.Are you a goal-focused individual? Yes No 4.Do you know what SMART targets are? Yes No

CONT..
What areas listed below would you like to see additional training programs? (Select your top three) Supervisor/Manager Skills Workplace Technology Hiring and Recruitment Sexual Harassment Rewards and Recognition Affirmative Action Stress Management Presentation Skills Hiring & Firing Procedures Strategic Planning/Organizational Skills Conflict Management Work Life Issues Customer Service Performance Management Grievance/Union Procedures Others (be specific):

CONT..
How important are the following training topics
Grievance Procedure Employee Performance Management Customer Service Skills Workplace Ethics Conflict Management Strategic Planning/Organizational Skills Hiring & Firing Procedures Presentation Skills Some what Impo rtant Not No w Not Impo rtant

Very Important

Not Sure

Stress Management
Cultural Diversity Compensation & Benefits Sexual Harassment Recruitment & Retention Workplace Violence Supervisory Skills

TRAINING AIDS

NTPC has different training aids like they teach with the help of slides, books ,manuals etc. There is online services at NTPC from where they can find all the documents underdone roof. In NTPC there is centralized computer labs are occupied with latest servers and have capacity to train about 50 employees at a time.

TRAINING CALANDER

Career Advancement Opportunities at NTPC

NTPC has well established talent management systems in place to ensure that the company delivers on its promise of providing exponential growth and challenge to all employees. Performance Management - NTPC has a standardised and formalised performance management system. A KPA based system is designed to assess functional, managerial and potential competence in an objective and transparent manner. The system is designed to accomplish the overall organisational vision and mission by linking individual performance to the companys objectives and strike a balance between performance and competence to help individuals excel in their fields. Career Paths - A formal career path and development process exists in NTPC. All career paths have an underlying management structure. Promotions within each career path are aligned with the needs of the organisation. Succession criteria for leadership positions in each career path have been identified, which provide basis for job rotation. Leadership Development - potential employees are assessed for leadership competence and are groomed to occupy leadership positions in the company. They have a system that enables measurement of leadership effectiveness, gap identification against an identified set of leadership competence. individual development plans are made based on the gaps identified to ensure that the process of development and growth is meaningful.

TRAINING AND EVALUATION METHOD

Evaluation helps management to answer the following questions - The relevance of the programmes to the organization's needs-what changes if any should be made in existing programmes to realign to the organization's needs? - Feedback on the choice of areas of training will also need to be examined in the context of its contributions to the organization's effectiveness? - Should the money continue to be spent on this activity, or another more relevant activity that will improve attainment of the organization's objectives?

CONTI
Reactions from trainees about the training programme can help identify its strengths and weaknesses. These reactions can be used as a base for the improvement of programmes, but those evaluating must first be definite about the aspects they are interested in investigating. An evaluation of a training method or system must also take into account the suitability of objectives. "If the objectives were inadequately formulated in the first place, even a 'good' training programme has really no chance to be effective." Objectives have to be clear-cut, must relate to needs, and make way for changes. Objectives cannot be static and need to be re-appraised frequently so that training may result in improved overall organizational efficiency. Evaluation of objectives helps to bridge the gap between needs and objectives.
NTPC follow 3 kind of evaluation technique 1.Test system 2.Assesment 3.feedback

EVALUATION PROCESS The most useful means of evaluating training are observations, ratings, trainee surveys and trainee interviews. Observation is concerned with observing the behaviour of people in a certain situation. To be useful, it must be specific, systematic, quantitative, recorded and expert. Needless to say, observers, must be trained and have specific ideas about what they are looking for. This is the most direct method of "assessing the quality of formal training and of identifying deficiencies".

THANK YOU