report.doc

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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