A

SUMMAR TRAINING PROJECT

REPORT
ON

“Comparative Analysis of Employee

Education/Development Schemes
NTPC & SJVNL”
With reference to the
NTPC-Koldam

Submitted To: - Submitted By:

Smt. Nina George Chaman Lal
Sr. Officer (HR) Roll No.09061801005
NTPC Koldam MBA3rd Sem.(HR)

1
 PREFACE

NTPC recently honoured with the Mahanavratna status is one of the

largest power generators in India. Every bridge exists because of the
pillars it stands on. Similar story applies to this company as well.
Employees are the main characters of the story of success that NTPC
has written for itself since years. NTPC has time and again won various
awards for being one of the ‘Best Places to Work In’. This project report
deals with the “Employee Education & Development Scheme to NTPC
employee Green Field Project. Employee Education, which is provided
by NTPC to their employees and employees’ family in suitable and
comfortable institutions during the job period.

2
 ACKNOWLEDGEMENT

No work can be done in vacuum; the accomplishment of this project would

have not been possible individually without the assistance and valuable

support from various sources. I am indebted to express my heartfelt gratitude

to Mr. Praveen Garg, who gave me a chance to pursue my industrial training

at NTPC Koldam Green Field Project.

I express my cordial thanks to all the staff who whole heartedly participated

in the survey procedure to make this project a success. I express my

gratitude to Ms. Nina.M.George, & Ms. Rishu Mangla for their kind

guidance and advice which immensely helped me in conducting the studies.

At last, I am thankful to my friends and almighty for their direct and indirect

Support during the training, which blessed me, this project satisfactorily.
Last but not the least, our sincere thanks to all the
members who were a vital thrust to our thoughts and
needs throughout the functions assigned to group to
get done and prove our best.

3
 DECLARATION

I, hereby declare that the project report entitled “Competitive analysis

for Employee Education/Development Schemes of NTPC & SJVNL”-
with reference to the NTPC Koldam is an authentic work done by me.
The research results are absolutely honest and have not been altered
and manipulated in any manner. The project was undertaken as a part of
the course curriculum of MBA course at BELLS INSTUTUTE OF
MANAGEMENT & TECHNOLOGY below Tribune Office, The Mall
Shimla-1. It is the original work done by me and information provided is
this authentic to the best of my knowledge.

(Chaman Lal)

4
 INDEX

SR. TOPIC TOPIC PAGE

NO. NO. NO.
1. 1 INTRODUCTION 10-19

2. 2 Review of Literature 21-

3. 3 Facilities for Higher Studies 24

4. 4 M-Tech in power engineering 24-25

5. 5 B.S. in power engineering 26-28

6. 6 PG Diploma in Business 28-30

Management

7. 7 Scheme for Sponsorship to ITI 30-32

Course
8. 8 Membership for Professional 32
Bodies/Internet
9. 9 Development Schemes for 33
acquiring qualifications.
10. 10 Workers’ Education Scheme. 33-34

11. 11 Adult Education Scheme. 34

12. 12 Scheme for acquiring higher 34-35

/additional qualifications.
13. 13. NOCET 35-36

5
 14. 14 Employees Suggestion scheme. 36

SR. TOPIC TOPIC PAGE

NO. NO. NO.
15. 15 Quality circles. 37

16. 16 NTPC Rewards & Recognition. 38-39

17. 17 System of Mentoring. 40-41

18. 18 Over View of SJVN Ltd. 43-44

19. 19 44-45
SJVN’s Future Project.
20. 20 46-49
SJVNL Training &Development.
21. 21 Scheme For Sponsoring of 50-54

Executives For Higher Studies.

22. 22 Scheme For Sponsoring 55-57

Workman For Vocational

Education.
23. 23 Policy With Regard T0 Payment 58-67
of Fees/Honorarium
24. 24 Contractual Apprenticeship 67-72

Scheme
25. 25 Scheme For Appointment of 72-74
Mentor For Trainees.
26 26 Conclusions & 75-76
Recommendations.
27. 27 Bibliography. 77

6
 EXECUTIVE SUMMARY

I have done my Summer Internship Project from National Thermal Power

Corporation Ltd. (NTPC). During my Summer Internship Project; I
implemented many concepts of HR for the completion of the project.

This project work helped me to apply theoretical knowledge into

practical aspects on collected data which was a worthy experience and
during the discussion with company guide I realized that how important
the project report is for the company and me. I also realized how
teamwork, goal orientation and managing interpersonal relationships are
integral part of professional life; therefore this will definitely help me to
develop qualities required for executive. In addition, I understood
products of my company and its targeted customers.

I Understood about the Competitors of NTPC Company such as

NEEPCO(North Eastern Electric Power Corporation), DVC(Damodar
Valley Corporation), NHPC(National Hydro Power Corporation),
SJVN(Satluj Jal Vidyut Nigam), BBMB (Bhakhra Beas Management
Board), power grid corporation of India, rural electricity board, tehri hydro
development corporation etc and their products, after collecting data and
analyzing it. As my project titled “Comparative Analysis for
Employee Education/Development Schemes of NTPC & SJVNL” –
with reference to the NTPC- Koldam”... requires a full understanding of
the organization’s goals and mission. Since Aviva believes in getting
business from its team of managers, the Engineers, Executives &

7
Employees who are working under the managers/heads are required to
deliver their best. In the respect the difference in the approach of a good
manager and an over performing manager is evident from the amount of
business each one brings.

In this regard the team of Engineers, Executive &

Employees performs their mammoth task/operations under the guidance

of their respective manager/head with the determination and dedication.

8
9
 INTRODUCTION

N TPC Limited (Formerly National Thermal Power Corporation) is

one of the largest power generation companies in India. Forbes
Global 2000 for 2009 ranked it 317th in the world. It is an Indian public
sector company listed on the Bombay Stock Exchange although at
present the Government of India holds 84.5%(after divestment the stake
by Indian government on 19october2009) of its equity. With a current
generating capacity of 31704 MW, NTPC has embarked on plans to
become a 75,000 MW company by 2017. It was founded on November
7, 1975. NTPC’s core business is engineering, construction and
operation of power generating plants and providing consultancy to power
utilities in India and abroad. The total installed capacity of the company
is 31704 MW (including JVs) with 15 coal based and 7 gas based
stations, located across the country. In addition under JVs, 3 stations are
coal based & another station uses naphtha/LNG as fuel. By 2017, the
power generation portfolio is expected to have a diversified fuel mix with
coal based capacity of around 53000 MW, 10000 MW through gas, 9000
MW through Hydro generation, about 2000 MW from nuclear sources
and around 1000 MW from Renewable Energy Sources (RES).

NTPC has adopted a multi-pronged growth strategy which includes

capacity addition through green field projects, expansion of existing
stations, joint ventures, subsidiaries and takeover of stations. NTPC has

10
been operating its plants at high efficiency levels. Although the company
has 18.79% of the total national capacity it contributes 28.60% of total
power generation due to its focus on high efficiency. NTPC’s share at 31
Mar 2001 of the total installed capacity of the country was 24.51% and it
generated 29.68% of the power of the country in 2008-09. Every fourth
home in India is lit by NTPC. 170.88BU of electricity was produced by its
stations in the financial year 2005-2006. The Net Profit after Tax on
March 31, 2006 was INR 58,202 million. Net Profit after Tax for the
quarter ended June 30, 2006 was INR 15528 million, which is 18.65%
more than for the same quarter in the previous financial year. 2005).

Vision:

A world class integrated power major, powering India’s growth with

increasing global presence.

Mission:

Develop and provide reliable power related products and services at

competitive prices, integrating multiple energy resources with innovative
& Eco-friendly technologies and contribution to the society.

Core Values – BCOMIT

 Business ethics
 Customer Focus
 Organizational & Professional Pride
 Mutual Respect & Trust
 Innovation & Speed
 Total Quality for Excellence

Recruitment:

11
The company recruits every year through a highly competitive ET test.
Every year about 1.5 Laces students take the exam and 500-600
candidates are selected after an interview.
The Stream wise distribution is as follows:

Mechanical Engineers – 40%

Electrical engineers – 35%
Instrumentation Engineers – 10%
HR and Finance – 15%
The company officials also visit the prestigious institutions in the country
like BITS-Pilani, the IITs and the NITs to recruit ets.

Future Goals:

The company has also set a serious goal of having 50000 MW of

installed capacity by 2012 and 75000 MW by 2017. The company has
taken many steps like step-up its recruitment, reviewing feasibilities of
various sites for project implementations etc. and has been quite
successful till date.

NTPC Headquarters

Sr. No. Headquarter City

1 NCRHQ Noida
2 ER-I, HQ Patna
3 ER-II, HQ Bhubaneswar
4 NER Lucknow
5 SR HQ Hyderabad
6 WR HQ Mumbai

12
NTPC Plants

Thermal based
Sr. No. City State Installed capacity (Mw.)
1 Singrauli Uttar Pradesh 2,000
2 Korba Chhattisgarh 2,100
3 Ramagundam Andhra Pradesh 2,600
4 Farakka West Bengal 1,600
5 Vindhyachal Madhya Pradesh 3,260
6 Rihand Uttar Pradesh 2,000
7 Kahalgaon Bihar 2,340
8 NCTPP, Dadri Uttar Pradesh 1,330
9 Talcher Kaniha Orissa 3,000
10 Unchahar Uttar Pradesh 1,050
11 Talcher Thermal Orissa 460
12 Simhadri Andhra Pradesh 1,000
13 Tanda Uttar Pradesh 440
14 Badarpur Delhi 705
15 Sipat-II Chhattisgarh 1000
Total 24,885

Coal Based (Owned by JVs)

Sr. No. City State Installed Capacity (Mw.)
1 Durgapur West Bengal 120
2 Rourkela Orissa 120
3 Bhilai Chhattisgarh 574
4 Kanti Bihar 110
TOTAL 924

13
GAS based

Sr. No. City State Installed Capacity

(Mw.)
1 Anta Rajasthan 413
2 Auraiya Uttar Pradesh 652
3 Kawas Gujarat 645
4 Dadri Uttar Pradesh 817
5 Jhanor Gujarat 648
6 Rajiv Gandhi Kerala 350
7 Faridabad Haryana 430
Total 3955

NTPC Hydel
The company has also stepped up its Hydel projects implementation.
Currently the company is mainly interested in the North-east India
wherein the Ministry of power in India has projected a Hydel power
feasibility of 3000 MW. Run of the river Hydro Project There are few run
of the river hydro projects are under construction on tributary of Ganga.
In which 3 are being made by NTPC Limited. These are:
A. Loharinag Pala Hydro Power Project : By NTPC Ltd: In Loharinag
Pala Hydro Power Project with a capacity of 600 MW (150 MW x 4
Units). The main package has been awarded. The present executives’
strength is 100+. The project is located on river Bhagirathi (Tributary of
Ganga) in Uttarkashi district of Uttarakhand state. Vinod Kotiya is
working here to set up basic IT infrastructure. This is 1st project in
downstream from origin of Ganges at Gangotri.
B.Tapovan Vishnugad:520MW Hydro Power Project by NTPC Ltd. In Joshimath city
1. Lata Tapovan: 600MW Hydro Power Project by NTPC Ltd: Also in Joshimath
(Under Environmental Revision)

14
 2. Koldam Hydro Power Project: 800 MW in Himachal Pradesh (200 MW× 4
Units).
3. Amochu in Bhutan

Koldam Hydro Power Project

Project brief

The project is basically a run-of-the river scheme with advantage of silt

deposit storage for the first thirty years the project envisages utilizing the
drop of about 140 mts. By constructing 136 mts. High rock & gravel fill
dam with impervious central clay core and having surface power station
at the toe of the dam, housing for vertical Francis turbines of 200 MW
each. Other important components are Diversion tunnels, Spillway,
Coffer dams, Desisting arrangement, Power intake and Penstock
tunnels, Turbine generator, Switchyard etc.
The reservoir submergence will extent to nearly 45 kms. Upstream
covering about 1485 hectares of land in four districts, Bilaspur, Solan,
Shimla on the left bank and district Mandi on the right bank of river
Sutlej. The estimated cost of the project is Rs. 4527.15 cores.

Project Benefits
This project will provide the much needed peaking capacity to northern
grid from 11th plan onwards & will generate 3054 million units during a
year on 90% dependable basis. Himachal Pradesh would get 29.75% of
the total generation (12% free of cost & 15% on bus bar tariff & 2.75 grid
allocation). Balance shall be shared with state electricity boards of
northern region as per power purchase agreements.

15
Environment & Ecology
Environmental balance has always been a top priority for NTPC. The
foundation Kol Dam Hydro Power Project was laid on World
Environment Day i.e. June 5th 2000, symbolizing the essence of its
commitment towards environment protection.
Catchment Area Treatment Plan is the management plan for the
treatment of erosions prone areas in the catchment area of the project.
The plan is under implementation from the year 2002, at a cost of Rs.
65.23 crores. It aims to ensure the soil & water conservation in the
catchment area of the reservoir area covering 34000 hectares approx. A
total of Rs. 50.44 crores has already been deposited with Govt. of
Himachal Pradesh against CAT plan with speedy implementation of the
scheme.
 Compensatory Affrorestation in the area of 2000 hectares in
forests has been done
 An allocation of Rs. 9.15 crores for Rim Plantation scheme in a
200 meter. Wide strip above reservoir level to the state forest
department.
 Work for construction B of drains, causeways, breast walls etc. has
been entrusted with the BRO (Border roads Organization).
Rs.3.58 cr. has been allocated on roads and lop protection (wire
crate/stone pitching/retaining wall etc.) on the left and right bank of
the river.
 Priority is being given to landscaping of dumping area and
plantation along the project road. Landscaping in the township is

16
 being done through help from Hamirpur and landscaping of
downstream area is also proposed to be done through NIT
Hamirpur.
 Rs. 6 laces given to Distt. Administration of Bilaspur and Mandi for
the ornamental plantation along the National highway-21 under
their project blooming highways.

Safety Management

“Quality, Safety, & Speed” (QSS) are he essential pillars of work

progress a Koldam Hydro Project is OHSAS 18008 certified and it’s the
first hydro power project to achieve this landmark in construction stage.
The efforts of project management in innovating & maintaining high
degree of safety practices are duly appreciated at the national level and
the project bagged the prestigious Grreetech Safety Gold Award 2004-
05 and NSCI Gold Construction Safety Award-2005.
With the work progress in full swing,” Hazard identification & Risk
Assessment’s done on continuous basis and suitable control measure
are identified and implemented to mitigate the effects of hazards.
Various innovative practices are done to spread the safety awareness
among the employees of NTPC & its associate i.e. personal counseling
of heavy construction vehicle drivers and workers, pep talk training &
drills on emergency management like monsoon, floods etc .

17
Resettlement & Rehabilitation(R&R)
Relief and rehabilitation is going on in full gear for the welfare of project
affected families. In four districts surrounding Koldam, 461 families will
be allotted plots to resettle them. 366 families have already been
resettled so far under the R&R scheme. A special assistance of over Rs.
2.5 crores was given to houseless families under the rehabilitation plan.
6 resettlement colonies are being developed for project affected families
out of these four resettlement colonies have been developed at Jamthal,
Chamyon, Kango & Sunni. Two resettlement colonies are being
developed at Kasol & Mundkhar. An amount of Rs. 55 crores has been
earmarked for the resettlement colonies. Out of these 36.23 crores has
already been spend on these colonies. A grant of Rs. 5.18 crores has
already been disbursed for the welfare of villagers through concerned
District Commissioners.

Corporate social responsibility

As a commitment to corporate Social Responsibility, various activities
are being carried out in four districts in the villages where the land has
been acquired for this project. For all round community development
work is being carried out after detailed socio-economic survey, including
building schools, hand pumps, community center, health center,
cremation ground, strengthening of Anganwari & Balwari, dispensaries,
primary schools, rain shelters, veterinary dispensary etc? Overall, an
amount of Rs. 7.46 cores has been allocated on Community
Development works so far.
These works are planned with participatory Rural Appraisal. The
schedule & modalities are being decided in Village Development
Advisory Committee meetings held periodically. The smooth operation of

18
the comprehensive rehabilitation plan with the help of locals is the
highlight of R&R activity

Township

Residential Township at Jamthal, occupies the place of pride in Koldam.

Built at a height of 850 mts, above sea level, the township is blessed
with nature’s bounty. Residential quarters have been constructed.
Employees residing in the township (a lot of development has taken
place in the past few years). An amount of Rs. 7.65 cores has already
been spent in the financial year 2006-2007. Medical services for
employees, a primary school for children, facilities like post office, bank,
shopping complex are ready at township. A guest house has been
developed for visitors. Surrounded with mountain, the beauty of the
township makes it one of the most scenic places to live Koldam.

19
20
Employee Education/Development Schemes

FACILITIES FOR HIGHER STUDIES IN NTPC

1.1 COMPANY SPONSORSHIP

a. Sponsorship within India

Subject to prescribed eligibility conditions any regular employee

may be sponsored by the company for higher studies within India up to
one year with approval of Director (HR) and beyond One year with the
approval of CMD.

Admissible Benefits/Facilities:-

(i) Accommodation:
The sponsored employee is normally expected to stay in the
accommodation available with the institution where study is under taken.
However, if any accommodation is not provide by the institute, some
assistance towards HRA as prescribed under the Rules, in lieu thereof,
may be sanctioned.

The employee is allowed to retain the Company accommodation for

the duration of the course, for stay of his family (spouse & children).

(ii) Traveling Allowance:

21
 The employee is entitled to journey fare & journey D.A. as per the
normal TA Rules, for journeys to and from between the place of duty
and the place where the course is to be attended
(iii) Examination Fee:
Examination fee and other academic charges, if any, of the
institute, are borne by the Company.

(iv) Out of Pocket Allowance:

An out of packet Allowance, as considered necessary by CMD,
may be given for the duration of the course.

(v) Benefits of Service:

The normal entitlements as on duty is protected except incentive
payment (construction /generation) and/or any other ex-gratia
payment / reward etc. For the period of sponsorship. The employee is
entitled to normal service benefits including CPF and Gratuity. The
period will also count for eligibility for promotion.

BOND

The sponsored employee is required to execute a bond as

prescribed.

B. Sponsorship outside India:

The period of sponsorship as well as entitlement is determined by
CMD with reference to the merits of each case.

22
General Conditions during Sponsorship:

(i) No salary/ allowance is admissible for the period during

which the employee interrupts his studies unless expressly
approved by the Competent Authority.
(ii) Acceptance of any part-time employment, scholarship,
honorarium or any other allowance/payment from any
outside agency without prior sanction of the Competent
Authority is prohibited.

1.2 STUDY LEAVE:

Eligibility:

A regular employee with 3 years of service and who is not due to

retire within 5 years of the expected date of return after the course is
eligible for sanction of study leave. Study leave may be granted for a
maximum period of 3 years, during the entire service of the employee
subject to exigencies of work.
Admissible Benefits/ Facilities:
(i) the employee is not entitled to any pay or allowances during the
period of study leave
(ii) the employee is entitled to the benefit of continuity of service for
CPF and Gratuity and accordingly, If the employee chooses to
contribute to his provident fund account, the company will make
a notching contribution as per the rules.

23
(iii) During the study leave period the employee is not considered
for promotion. However, the period counts for eligibility for
promotion.

General Condition:

● Acceptance of any part- time scholarship, honorarium, or any

other payment during this period without prior approval of competent
Authority is Prohibited.
● The employee is required to vacant the Company accommodation
provided to him, If any, within 3 months of proceeding on study leave.

Bond:
The employee is required to execute a bond to serve the company
as prescribed under the rules.

1.3. M.Tech in power generation in association with IIT- Delhi

NTPC has entered into an MOU with IIT Delhi for running a long
term Motet program in power Generation Technology.
Rules and regulation as applicable to other M.Tech programs of
IIT-Delhi govern this M.Tech program. Admission to the program will be
in July/ august of each year. Admission test/ interview will be held by It –
Delhi
Program Design

24
 M.Tech program in Power Generation Technology is a regular 18
month program held at IIT-Delhi and PMI. It comprises of first two
semesters devoted to the core and elective papers, associated
laboratory work and a minor project work. Third semester is exclusively
for a major project work.

Eligibility criteria

Full-time graduate engineers in the disciplines of Electrical,

Mechanical and C&I, with 07 years of post qualification power sector
experience and not exceeding 40 years of age. Employee already
possessing PG qualification in Engineering would not be considered.

Conditions of service

The normal entitlements as on duty will be paid to the employee

selected for the program. Selected employees are required to execute a
service bond for the period of study and a further period of 03 years of
post study service.
Employees successfully completing the M.Tech program are
posted in technical areas for utilizing their knowledge/ expertise.

3. BS IN POWER ENGINEERING IN ASSOCIATION WITH BITS-

PILANI

25
Objective

This program has been formulated in association with Birla

Institute of Technology and Science-Pilani, Rajasthan. The objective of
the program is to enhance the qualification of the employee possessing
Diploma qualification, to enable them to acquire a Graduate Degree in
Engineering.

This program has been envisaged as a distance learning program

and employee pursue the course while on duty.

Scope & Coverage

This is open to all employees who posses at least a ‘Diploma’ in
any branch of Engineering. They should have completed at least five
years of service in the company and would not be superannuating within
five years of admission to the course. Employees already possessing a
graduation qualification in engineering however are not eligible to apply.

Admission fee / semester fee

A one time admission fee of Rs.10,000 and semester fee of Rs.

60,000 (for 6 semester@ Rs. 10,000 per semester) totaling to Rs.
70,000 will be sheered in the ratio of 70:30 between NTPC and the
employee respectively.

Infrastructure and study centers

26
 The training centers of the projects/PMI at CC will act as nodal
agencies/ local study centers.

Absence/ withdrawal from the program

In case an employee joins course and remains absent from the

classroom/ contact program /assignments/exams unauthorized, the total
fee paid by NTPC till that date will be recovered from the employee.

A student who is admitted on the strength of his employment in

NTPC and who resigns from the services of the Corporation will be
required to pay back all the contribution paid by NTPC towards his
admission fee/semester fee etc.

In case an employee having obtained admission to the program

desires to withdraw from the program before completion, he will be
required to refund the contribution paid by NTPC towards his admission
fee/semester fee etc. Further, NTPC will not sponsor him for the course
in future.

In case of death of an employee, during the course of undergoing

the programmed, no recovery of the outstanding amount as on the date
of death i.e., the amount deposited with BITS, less recoveries already
made till such time, shall be made.
General terms & conditions

27
 Employees enrolled for the program will be governed by the
academic regulations of BITS-Pilani.
Period spent on attending classroom sessions/contact
programs/exams will be treated as on duty. Employees who are clubbed
with other projects for the purpose of classroom sessions/examinations
will be allowed TA/DA as per rules. This facility is not available for
reappearances.

4. SCHEME FOR ACQUIRING PODT GRADUATE DIPLOMA IN

BUSINESS MANAGEMENT

Objective:

To systematically enhance the Managerial Competence of

executives by exposing them to latest Business Management Education
in collaboration with Management Development Institute-Gorgon for
acquiring AICTE recognized Pot Graduate Diploma in Business
Management (PGDBM).

Feature of the Course:

Fully sponsored by NTPC, full time 15 months programmers. 12
months residential at MDI Campus. 3 months Project assignment at
NTPC work place. Collaboration for three batches. First commenced
from1st July 2004. Batch size of 30 executives.

Coverage:

28
Executives of the level of E6 and E7 with minimum 10 years experience
in NTPC.

Eligibility:

Minimum Age 32. Maximum Age 45 as on 1st April 60% marks in

Graduate/PG in any discipline or pass in CA/ICWA/AMIE, Executives
with MBA or equivalent qualification-not eligible. Executive who has
acquired any higher qualification under company sponsorship for higher
studies (with NTPC contribution 50%) would be allowed on completion of
5 years of service from the year of acquiring the last sponsored
programmers.

Process of selection:

Candidates short listed by NTPC based on performance will go

through a Selection Test, Group Discussion and Interview conducted by
MDI and a final batch of 30 executives would be selected.

FEE & Other Expenses:

NTPC would pay full course for completing the course in single
attempt beyond which expenses are to be met by individual. Out of
pocket allowance of Rs.1500/- P.M.

29
 Lodging charges for bachelor accommodation in MDI campus only
for 12 months by NTPC.

Charges towards food etc. to met by individual.

Service Agreement:

Amount Rs. 5.00 Lackh and to serve NTPC for 5 years.

The employee is required to execute a bond of Rs. 5.00 lakh or

serve NTPC for 5 years.

5. SCHEME FOR SPONSORSHIP TO ITI COURSE FOR SKILL

UPGRADATION

Objective:

a. To encourage employees to up-grade their skill by sponsoring to

ITI course.

b. To provide growth opportunity to them against the requirement in

new/ expansion units/projects.

Coverage:

Regular employees, less than 50 years of age and having

minimum qualification of Class 10th pass.

30
Sponsorship:

Sponsorship will be made to Govt. ITI / NCTVT Institute in Fitter /

Electrician / Instrument Mechanic trades for ITI course of 2 years
duration.

Entitlement:

During the sponsorship, the normal entitlement of the employees

will be protected; the course / examination / hostel fees shall be borne by
the company and will be allowed out of pocket expenses of Rs. 650/-
p.m. if sponsored to a place other than the place of posting.

Service Bond:

Employees required to execute a service bond to serve the

company for 3 years or pay a sum of Rs. 10,000/- as bond money.

Placement:
On successful completion of the course:
-- Employees in W1 / W2 will be considered for placement in W3
grade against the requirement of new / expansion units / projects.
-- Employees in W3 and above shall be laterally placed against the
requirement of new / expansion units / projects and shall be considered
for placement to next higher grade on completion of eligibility period for
promotion.

31
 --Employee is liable for posting to any of the new / expansion
units / projects against requirement.
Competent Authority:
In respect of eligible employees at :
Project / Region : ED (Region)
Corporate Center : ED (HR)

6. MEMBERSHIP IN PROFESSIONAL BODIES / INSTITUTES

Reimbursement of Membership Fee:
Membership fees for professional bodies / institute is admissible to
executives in respect of professional bodies / institute duly registered in
India or set up under an Act / Statute in India and which is relevant to the
concerned executive’s professional / field of work and allied field. The
Scheme provides for reimbursement of membership / admission fee and
annual / periodic subscriptions only. The number of professional bodies /
institute for which the reimbursement may be allowed is limited to two
membership in case of executives in the ranks of Manager and above
and one membership for executives in the ranks of Deputy Manager and
below.

Reimbursement of Charges for Internet Connection:

To assist Executives and employees in Selection Grade in their
professional development in line HR vision of making NTPC a learning
organization, charges for Internet connection at residence on production
of proof of payment subject to a maximum of Rs.2000/- per annum is
reimbursed. This is in lieu of one membership of professional body /
institute for Executives.

32
7. EMPLOYEE DEVELOPMENT SCHEMES FOR OBTAINING
QUALIFICATIONS
The Company provides opportunities and facilities to employees to
acquire the following qualifications:
(i) Qualification equivalent to Class VIII
(ii) Qualification equivalent to Matric.
(iii)Qualification equivalent to Graduation
Employees who possess at least class V/ VIII/Matriculation
qualification are eligible to register themselves for the above three
schemes respectively.
While Employee Development schemes for acquiring qualifications
equivalent to Class VIII / Metric are operated through any school in the
township (affiliated to respective State Education Boards) and Open
School system of CBSE respectively, the scheme for acquiring
qualification equivalent to Graduation is operated in-house by the
Company.
Expenses towards registration fee and tuition fee for the courses
under CBSE / SEB are reimbursed to the extent of 50% for the first two
attempts.

8. WORKERS’ EDUCATION SCHEME

The scheme, operated in collaboration with the Central Board of

Workers’ Education (CBWE), covers all employees in the workman
category irrespective of their educational qualification.

Books and stationery are provided free of cost to all the

participants in the programmers. Thirty minutes time off per day is given

33
for attending classes. On successful completion of the course, the
participants adjudged first, second and third best are given cash wards
ranging from Rs.51/- to Rs.201/-.

9. ADULT EDUCATION SCHEME

The scheme is meant for the people living in and around NTPC’s
project areas and is specifically directed towards the adult workers in the
employment of NTPC (including their spouses) and its contractors / sub-
contractors.
The amount of honorarium being paid to Adult Education
Teachers / Instructors is Rs.800/- per month.

Books and stationery are provided free of cost to all participants in

the programmers. NTPC employees attending adult education classes
are allowed thirty minutes time off per day from the working hours. On
successful completion of the course, the participants are awarded
Certificates to that effect. The participants adjudged first, second and
third best are given cash prizes ranging from worth Rs.251/-,
Rs.200/-,Rs.151/-.

10. SCHEME FOR ACCQUIRING HIGHER / ADDITIONAL

QUALIFICATIONS

All Regular employees subject to certain eligibility conditions

significantly relevant t the functional area of responsibility are eligible to
a lump sum award varying from Rs. 2250/- to Rs.15,000/-,depending
upon the qualification. In addition, examination fees is also payable in

34
respect of final and intermediate or part/ section examination only once
for the some examination , to the employee.

11. NTPC POEN COMPETITION FOR EXECUTIVE TALENT (NOCET)

Objective
● To develop general management skills among junior/middle
level executive.
● To encourage creativity and innovative thinking.
● To enhance presentation skills.
● To encourage teamwork and build team spirit.

Eligibility

The competition, which is on an annual basis, is open to all

executive up to and including the level of senior manager and will be
amongst team consist of a maximum of four executive belonging to the
same project/ unit/office.

Procedure
The theme of the competition, which would be of general nature
and of topical interest and relevant to business management, would be
declared in the beginning of the year.
The competition would have a three-tier structure. Initial entries will
be evaluated/ judged at the unit level, then winning teams would
compete at regional level and finally the victorious teams from the

35
regional competition via for the top honors at Corporate Center in the
last phase of the contest.
Each team would be required to make written and oral
presentation on the theme of the competition. Initially, they would have to
summit the written presentation (4000-5000 words). The presentation
should preferably be based on ideas and innovative approach backed by
analysis of data from pertinent sources, including organizational
examples wherever applicable.
A panel of judge would evaluate the presentation at each stage.
The competing teams will have the freedom to modify their original
presentation, at each successive stage.

Awards

Each member of the team winning the regional / company level

competition will receive a cash prize of Rs. 2000/5000 and a
certificate/scroll of honors. The team winning the finals at Corporate will
also be awarded a running shield/Trophy.

12. EMPLOYEES SUGGESTION SCHEME

The basic premise underlying the Scheme is that the employee
closest to the job is perhaps the best person to suggest charges for
improving performance. The Scheme aims at utilizing the abilities of the
employees by encouraging them to make suggestions and rewarding
them.

36
 All employees of the Corporation may make suggestions under the
Scheme. All non-executives and executives up to the level of E6 only are
eligible for monetary awards.
Suggestions can be made in specified areas and the quantum of
awards can be up to Rs.15000/- depending on the nature of the
suggestions. Besides, non-monetary incentives are also given in the
from of commendation certificate, photograph / report in the house
journal etc.

13. QUALITY CIRCLES: MOTIVATINAL SCHEME

Renewed emphasis given to the Quality Circle activities in BTPC
for harnessing the inherent creative talent of our work force called for
introduction of novel Motivational Scheme to not only encourage
formation of new Circle but also to seek committed participation on a
continuous basis in QC activities. Developed in-house, Motivational
Scheme provide ample guideline for providing extensive training and
other resources support. The Scheme lays special emphasis on giving
recognition and awards to meritorious at Project level, Regional level
and National level. Healthy competitive spirit is in-built in the Motivational
Schemes and provides for participation in reputed QC events and
encouragement through ‘Study Tours’ to other industrial organizations in
India as well as abroad.

37
14. NTPC REWARD SYSTEM
Objectives:
The objectives of the NTPC Reward System are:
● To recognize and reward employee’s behavior for
enhanced motivation.
● To create a culture of excellence through Value
Actualization and demonstration of leadership.
● To create role models at all levels for emulation and
inspiration
● To foster and nature a culture of recognition and celebration
in NTPC
● To encourage involvement in human value and NTPC Core
Values.

Rewards:
The various rewards & recognitions included within the scope of
the NTPC Reward System are as under:

38
 SI. No. Name of the Level wise Location wise
Reward applicability Applicability
01 Than you slips All Employees Unit Level
02 Applause All Employees Unit Level
03 Appreciation Letter All Employees up to E7 Unit Level
04 STAR of the Month Non Executives Unit Level
05 Employee of the Year Non Executives Deptt. Level & Unit
Level
06 Vidhyut Awards Non Executives Company level
07 Power EXCEL Executives up to E6, Unit Level
Awards-Power excluding HODs
Executives
Excellence Awards
08 PEARL Awards- All HODs Region Level
performance
Excellence Awards
for Regional
Leadership
09 ACE Awards- Awards All BUH & GMs Company Level
for Corporate
Excellence
10 Mentors Samman All Mentors Unit Level
11 Manveeyata Puraskar All Employees up to E7 Unit Level
12 Welcome New appointees & Unit Level
Transfer- in employees
13 Farewell All Super-annotating Unit Level
Employees

Administration:
The nodal department at different for administering the System
are:
● At Projects / Stations –HR
● At Regional HQs-HR
● At Corporate Center- CARE Group

15. SYSTEM OF MENTORING

39
 Mentoring is a process whereby a senior person in the
organization takes under his wings his junior colleagues and offers them
wisdom, expertise, values etc. for mounding the juniors in an effective
way. This involves in the formative years of the person joining the
company.

Objectives of Mentoring:
● To create an environment of socialization in the
organization for new entrants i.e. Executive Trainees.
● To look after and care for the new entrant during the initial
years of career in NTPC and provide useful guidance.
● To remove apprehensions and difficulties faced by the new
entrant in an uncharted to assimilate and adapt to the
organizational culture and environment.
● To provide a companion who could be a friend, philosopher
and guide to the new entrant till he feels the necessity.
● For building performance culture and carry forward
organizational strength for the future generation.

Mentor:

Mentor is a fairly senior person, (preferably at the level of E6 or

E7) who has served substantial number of years of service in NTPC and
who is well versed with the working environment of the organization.

Mentee:

40
 Mentee is a person who is a new entrant in the organization
basically an ET joined afresh. The concept of mentee can also be
extended to new entrants in executive cadre where there is a
transformation of role and responsibilities.

41
42
 Overview of SJVN Ltd.

The SJVN Ltd (formerly Nathpa Jhakri Power Corporation Limited -

NJPC ) was incorporated on May 24, 1988 as a joint venture of the
Government of India ( GOI ) and the Government of Himachal Pradesh
(GOHP) to plan, investigate, organize, execute, operate and maintain
Hydro-electric power projects. The present authorized share capital of
SJVN is Rs 7000 cores.

The Nathpa Jhakri Hydro – Electric Power Station– NJHPS (1500

MW) was the first project undertaken by SJVN for execution. In addition
to the financial assistance from the World Bank, SJVN has also been
financed as loan by a Consortium of European Banks, the Power
Finance Corporation (PFC) and various domestic commercial banks.

Unit Synchronization Commercial

Generation

Unit-6 November 23,2003 January 02,2004

Unit-5 September 29,2003 October 06,2003

Unit-4 January 22,2004 March30,2004

Unit-3 February 13,2004 March31,2004

Unit-2 March 09,2004 May06,2004

Unit-1 March 31.2004 May18,2004

43
 Besides the social and economic upliftment of the people in its
vicinity, the 1500 MW NJHEP has been designed to generate 6612 MU
of electrical energy in a 90% dependable year with 95 % machine
availability. It is also providing 1500 MW of valuable peaking power to
the Northern Grid.

Out of the total energy generated at the bus bar, 12 percent is

supplied free of cost to the home state i.e. Himachal Pradesh. From the
remaining 88% energy generation, 25% is supplied to HP at bus bar
rates. Balance power has been allocated to the beneficiary states / UTs
of Northern Region by Ministry of Power, Government of India.

Besides above, an indirect benefit has also accrued to the region

by way of increase in agriculture and industrial production. In addition,
the project has provided gainful employment to a large number of skilled
and unskilled workers and has also opened the landlocked hinterland by
providing essential facilities such as schools, hospitals etc. for the
people of the area. Thus, 1500 MW NJHPS has ushered in the social
and economic upliftment of the persons living in the vicinity of the Project
i.e. of society at large.

SJVN’s Future Projects

Since the commissioning of the largest underground 1500 MW

Hydro Electric Power Project, NJHEP with the gigantic efforts made by
its engineers, workers and all its associates, the first project allocated to
SJVN, the Corporation expanded its base from a single project to a Multi
Project and thereafter from a presence in a single state to a pan- Indian
Corporation and established its footprint in the neighboring countries of

44
Nepal & Bhutan.

SJVN is currently constructing the 412 MW Rampur Hydro Electric

Project in the state of Himachal Pradesh. SJVN is also implementing
three hydro projects (252 MW Devsari, 60 MW Naitwar Mori and 51 MW
Jakhol Sankri) in the state of Uttarakhand. Further, SJVN has also been
allocated Luhri Hydro Electric Project (775 MW) and Dhaulasidh HEP
(66 MW) in the state of Himachal Pradesh for preparation of Detailed
Project Report and subsequent execution. Further, SJVN is entering into
a Joint Venture for the implementation of 1500 MW Tipaimukh HE
Project in Manipur with an equity participation to the extent of 26%.

The company has now gone across the borders and has bagged
900 MW Arun III hydroelectric projects in Nepal through, competitive
bidding. In addition, the corporation has also been assigned the task of
updating/preparing DPRs of two Hydro Electric Projects 900 MW
Wangchu HE Project and 486 MW Kholongchu HE Project in Bhutan by
Govt. of India.

45
 SJVNL Training and Development

Learning and development is a key element of our employee value

proposition. At learning is not a time-bound means to a short-term end. It
is rather a holistic way of life. You will develop capabilities through on-
the-job work experience, formalized classroom-based training, self-
initiated study and interaction with specialists. The programmers are
aimed at enhancing your skills and equipping you with business,
technical and behavioral competencies needed to perform your role
effectively.

High performance is our promise to clients and at its core is our

impetus for continuous learning. To enable this learning, we provide an
environment that encourages each employee to learn, teach and share
knowledge with his or her colleagues.

Continuous learning

We recognize the need to enhance the capabilities of our

employees continually and build on their experience. Employees
undergo training and development activities throughout their time at
Accenture. We are committed to providing training to deliver superior
solutions, whether in advanced systems development programme
management, emerging or established technologies, or professional
skills. Accenture's proven experience as the leading provider of
innovative technology solutions provides a great environment for honing
employee skills.

46
 To support a continuous learning environment and enable you to
integrate better with the global Technology workforce, we offer a global
training curriculum that has three key areas:

● Application Delivery Training. You will be trained on the Accenture

Delivery Suite, which is Accenture's project experience crystallized into
simple, easy-to-use delivery methods, tools and architectures.

● Technology Specialty Training. This training supports building the

deep, specialized technology and delivery excellence skills required to
deliver technology solutions. This technology training is tailored to your
career level and technology skills.

● Professional Development Training. This training supports the

development of the interpersonal, professional, cross-cultural,
management and leadership skills required to succeed across various
projects and roles.

Taking our culture of employee engagement to a formalized level

are the Accenture Core Seminars. These annual events provide a
platform for Accenture’s executive leadership to engage with future
leaders of the company. As part of learning and development,
employees also have access to career counseling, “Leadership Connect”
and town halls for mentoring, coaching, sharing knowledge and
networking.

Communities of Practice

47
 Innovation is central to Accenture, and we have applied this
principle to our learning initiatives. We have built strong communities of
practice in both industry and technology domains. Specialists in
particular technologies or industries share their knowledge and
experience with colleagues within the company. This unique knowledge-
sharing platform not only helps in honing the skills of individual
employees but also creates valuable assets for the company.

Higher education programmers

Employees (Senior Software Engineers to Manager Career
levels) can continue their education through our continuous learning
initiative. Accenture sponsors Master of Business Administration (MBA)
programmers in various institutes. The Educational Sponsorship
Programme demonstrates our commitment to the professional and
personal development of our employees, giving them the opportunity to
pursue part-time Master of Business Administration courses at the Indian
Institute of Management-Bangalore, Narsee Monjee Institute of
Management Studies (NMIMS) and Xavier Labor Relations Institute
(XLRI).

As part of our efforts to make the best talent available to the

client, we encourage and support certification programmers across
technologies. In fact, to facilitate many of the certification programs, we
are associated with premier institutes. For example, through the
Accenture Solutions Delivery Academy set up in association with the
Professional Education Program’s office of the Massachusetts Institute
of Technology, we offer our employees international certification as
application developers and/or application designers. Academy In a

48
similar tie-up, Accenture has teamed with the Indian School of Business,
Hyderabad, to pioneer the Accenture Management Development
Academy.

Being part of Accenture is as much a learning experience as it is

rewarding. Each employee has a growth and development plan that is
commensurate with the growth and vision of the company. To support
our sustained growth charter, we have built a culture with a strong
foundation of learning, teaching and nurturing that is continuous and
holistic. In short, at Accenture, the learning never stops.

SJVNL HRD

49
 SCHEME FOR SPONSORING OF EXECUTIVES FOR HIGHER
STUDIES

1.0 Introduction.

With a view to encourage Executives to upgrade their professional

knowledge matching with the requirements of the Company, a Scheme
for Sponsoring Executives to MBA/ PG/ M. Tech. MS (Tech.)
Programmer in respective discipline/ stream relevant to the business of
Power Sector Industry, from empanelled Institutions is being introduced
w.e.f. 18.05.2004.

2.0 Scope.

This will apply to the regular Executives of the Corporation,

excluding deputationists, lien holders etc & who have completed at least
5 years of regular service in the company and would not be
superannuating within 7 years from the date of admission to the course.

3.0 Eligibility.

3.1 The Executive should have completed minimum 5 years regular

service, as an Executive, in SJVN to be reckoned from his date of joining
SJVN/ promotion as an Executive, whichever is applicable.

3.2 The Executive should have minimum 5 years service left after
completion of the course.

3.3 Eligibility will further be guided under the terms and conditions
stipulated by the Institution imparting training.

50
3.4 No Executive will be eligible for sponsoring, if any,
Vigilance/Disciplinary case is pending/being contemplated against him/
her or latest AAR is rated less than good.

4.0 Procedure for Sponsoring.

4.1 Interested Executives will apply, as and when, course curriculum/

prospectus is circulated by Corporate HR Group.

4.2 The application should be duly recommended by HOD not below the
rank of DGM who would record the reasons for recommending and also
certify that during the period of training no replacement is required.

4.3 Concerned HR Group will examine the application and forward its
recommendations to Corporate HR Group. Corporate HR Group will
further seek approval of the Competent Authority and send his
nomination with due intimation to concerned P&A (Establishment Group).

5.0 Sanctioning Authority for sponsoring of Executives:

CMD/ Director (P) will be Competent to accord the approval for

sponsoring of Executives for this particular training.

6.0 Execution of Bond:

6.1 The Executive will be required to execute a Bond immediately
before proceeding on training, to serve the Company for a period of five
years after completion of the course.

6.2 In case the Executive leaves the services of the Company during

51
the period of training itself, the entire bond amount will be recoverable
from him. The entitlement of Gratuity & Provident Fund in such cases will
be dealt with in accordance with the rules of the Company from time to
time.

6.3 If, however, the Executive leaves the service of the Company during
the bond period, the bond amount will be payable by him, as per the
Rules of the Corporation, in vogue from time to time. If he joins another
Public Sector undertaking/Government Service with the Corporation’s
concurrence, the Bond may be considered for transfer if mutually agreed
between the two organizations.

7.0 Payment Terms:

7.1 The Executive will be treated as ‘On Duty’, and temporarily posted at
the place where he/she is sponsored for undergoing the professional
course. He/ She in addition to his/her usual salary & Perks will be
entitled to:-

a. Course fee
b. Expenditure towards books, stationary and Projects up to a
maximum of Rs. 10,000/- per annum.
c. TA/DA as applicable in case of temporary transfer. In addition to
TA/DA for attending interview/ written test as per SJVN TA/ DA
rules.

7.2 Executive will have the liberty to keep his spouse and dependent
children at a place of his choice. For shifting the family TA/ DA will be
payable as per SJVN TA/ DA Rules. The entitlement for HRA, Lease and

52
Company Accommodation shall be restricted to the place of posting of
the Executive before proceeding on training.

8.0 Conduct during the training:

8.1 Executive is required to observe the Service and CDA Rules of the
Corporation. However, he/ she will not be eligible for forwarding of
application for employment/ deputation outside under the Service Rules
during period of training and currency of the bond.

9.0 Effect of study period on Promotion, Seniority and other

benefits during the study period:

9.1 The executive shall be considered for promotion during the training
period. The period shall also be considered for determining eligibility for
promotion.

9.2 The institution will issue a certificate or award degree in respect of

each Executive that he/ she has successfully completed the programme.
If an Executive fails to acquire such certificates/degree from the
institution, period of training will not be reckoned for the purpose of
eligibility for next immediate promotion.

10.0 Taking assignment from out side:

10.1 During the training period the Executive shall not take any
employment/assignment except required for training purpose, without
prior approval of the Competent Authority. The earning from the
assignment, if any, will only be allowed after specific approval in this

53
regard of the competent authority.

11.0 Number of Executives to be sponsored:

Two Executives in a calendar year shall be nominated under this

scheme.

12.0 Interpretation of the Rules.

CMD/D (P) shall be Competent to approve any interpretation

required under these Rules and their decision shall be final and binding

54
 SCHEME FOR SPONSORING WORKMEN FOR
VOCATIONAL EDUCATION

1.0 Introduction:

Scheme for sponsoring Workmen for vocational education

programmes has been introduced w.e.f. 16.02.2005, as under:-

2.0 For obtaining SCVT Certificate

2.1 All Workmen of SJVN (including those on deputation from HPSEB)

shall be eligible.

2.2 The upper age limit will be 40 years. SC/ST and OBC employees
may be relaxed for 5 years and 3 years, respectively.

2.3 The Maximum duration shall be 06 months.

2.4 Training is to be imparted in critical areas to be identified by the

management. Employees may indicate their choice from amongst AC
and Refrigeration, Electronics Mechanic, Fitter, Machinist, Electrician
etc. In case more candidates apply, selection will be done by a selection
committee to be constituted by Director (Personnel). The selection will
be based on Educational Qualifications, relevant trade experience,
ACRs, Age and Merit of the candidate. Final selection for admission will
be made by the training institutions.

2.5 Maximum number to be sponsored every six months will be 30

candidates.

2.6 Employees will continue to draw salary and allowances and will be allowed TA/DA for

55
journey period (duly approved). In addition, the tentative expenditure on this vocational
training will be Rs. 2500/- per head per month, detailed as follows:-

Programmers Fee : Rs. 2000/- PH / PM

Accommodation Charges : Rs. 250/- PH / PM
Incidental Expenses (for
: Rs. 250/- PH / PM
Books etc)
Total : Rs. 2500/- PH / PM
The entire expenditure, as above, will be borne by SJVN.

3.0 For acquiring ITI / Equivalent Certificate

3.1 All Workmen of SJVN (including those on deputation from HPSEB)

shall be eligible.

3.2 The upper age limit will be 40 years. SC/ST and OBC employees
may be relaxed for 5 years and 3 years, respectively.

3.3 Minimum Qualification shall be Matric

3.4 As per Board approval, training is to be imparted in critical areas to

be identified by the management. Employees may indicate their choice
from amongst AC and Refrigeration, Electrical, Mechanical, Machinist
Trades etc.

3.5 Employee must have 5 years practical experience in the relevant

trade.

3.6 The expenditure on account of exam fee and TA / DA for journeys

shall be borne by the Corporation. Workmen will also be permitted to
attend related preparatory short term training / preparatory training

56
programmers of up to 15 days.

4.0 Acquiring of vocational knowledge will not directly entitle the

employee for any particular grade / post. They will be considered as and
when a suitable vacancy is available.

5.0 The employee will have to sign bond to serve SJVN for a period of 5
years after completion of training / awarding of certificate. Detaputionists
from HPSEB will have to give willingness to get absorbed in SJVN, as
and when offered by the Corporation.

POLICY WITH REGARD TO PAYMENT OF

FEES/HONORARIUM

57
 Keeping with its policy of focusing greater attention in developing
training and management developing network in the corporation and to
utilize the service of eminent experts/consultants. SJVN policy on the
aforesaid subject is as under.

1.0 Honorarium

58
Category of Consultants/ Consultation Honorarium
Experts Fee

59
a) The top level Experts of all India and A fee of Rs.400/- per Rs.300/- per day
International repute in respective day or part or part
fields who have held senior most thereof thereof
management positions
b) Person of recognized repute in respective
filed some what below the level A fee of Rs.350/- per A fee of Rs.250/-
of ‘a’ above but not below Addl. day or part per day
Secretary, GOI / Chairman SEB thereof or part
c) or equivalent. thereof
Person of recognized repute in respective A fee of Rs.300/- per A fee of Rs.200/-
filed of a level junior to person at day or part per day
‘b’ above but not below Joint thereof or part
Secretary, GOI , chief thereof
d) Eng./General manager of large Half
(i) establishments of equivalent. day
For Selection Interviews:
(ii) Persons of repute in respective fields at Full day
the not below Secretary GOI,
CMD. 1500 900
Persons of reputed in respective fields of
the level not below
joint.Secrectary GOI / Directors, 1000 600
(iii) ED’s of PSUs / large private
sectors , professors / senior
academicians form reputed
institutes, specialists form
relevant field. 800 500
(iv) Person of repute in respective fields of
the level not below Joint.
Secretary GOI / Directors /
professors /Senior academicians
from reputed institutes, 600 400
specialists from relevant field.
Person of repute in respective fields of the
level not below Joint. Secretary

60
 GOI / Directors / professors
/Senior academicians from
reputed institutes, specialists
from relevant field.
Total monthly honorarium shall not exceed
Rs. 24,000/-

61
1.1 The Chairman of the Selection Board will be entitled to single return
Air Fare/ AC 1st lass, boarding and lodging facilities at Company’s
cost/Transit Camp, transport for undertaking journeys from the railway
Head to the place of interview, reimbursement on transport for
undertaking local journeys.

1.2 The other members of Selection Board will also get traveling
expenses for single return fare of AC 1st Class/ AC 2nd Class/ Executive
Class/ AC Chair by railway as per entitlement in their organization.
Besides other facilities such as boarding and lodging at Company’s
cost/Transit camp, transport for undertaking local journey (full taxi)
including journey from the Rail Head to the place of interview. If the
member travels by road by his own car, the member will be entitled for
reimbursement of expenditure at the rate of Rs.3 per Km. for ordinary
car and Rs.5 per Km for AC Car.

62
2.0 External Faculty Honorarium for Training Session

Level of faculty
Honorarium for 1 Conveyance
-1/2 Hours (One Expenses
Sessions) or less
inclusive of course
Level -1
material.
(i) Professors/senior Rs. 1000/- (Weekly ceiling Actual Taxi fare to &
Academics from reputed Rs.5,000 & monthly ceiling form or Rs. 5/- per Km.
institutes like ASCI /IIMS, Rs. 25000/-)
Senior Consultants form OR

Research based
Prevailing rates as per
organizations, Institute etc.
Co-Rules by other

(ii) Present & forms modes of

Rs. 1000/- (Weekly ceiling Transportation
Directors on the Board / Rs.5,000 & monthly ceiling
EPs / GMs & large private Rs. 25000/-) including Travel by

sector etc. own car.

(iii) Joint secretary & above

in Govt.etc.

(iv) Other comparable

positions / levels.

63
Level –II
Actual Taxi fare to &form.

(i) Associate Professors / OR

Riders Consultants etc.
Rs.600 Rs. 5/-per Km.
(ii) Mgrs. / Sr. Managers /
DGM’s (below GM) in PSUs. OR

(iii) Dy. Secretary in Govt. Prevailing rates as per

Co-Rules by other modes
(iv) Other comparable of Transportation including
position/ leves. Travel by own car.

64
Level –III
Actual Taxi fare to &form.

(i) Associate Professors / Riders OR

Consultants etc.
Rs.500 Rs. 5/-per Km.
(ii) Mgrs. / Sr. Managers /
DGM’s (below GM) in PSUs. OR

(iii) Dy. Secretary in Prevailing rates as per

Govt. Co-Rules by other modes

of Transportation including
(iv) Other comparable Travel by own car.
position/ laves.

3.0 Internal Faculty Honorarium For Training Session

Basic: Level of Honorarium Session Conveyance

Faculty of 1-1/2Km.
i) Non Executives. Rs. 200/- As Per SJVN Rules

Rs. 300/- As Per SJVN Rules

ii) Executive up to
Rs. 500/- As Per SJVN Rules
E5.
Rs. 600/- As Per SJVN Rules

iii) E6 to E7A.

iv) E8 & above.

65
3.1 In case of outstation faculty, honorarium should be paid apart from
normal TA/DA etc.

4.0 Honorarium rates for paper setting, evaluation, Viva-voce exam,

Plant visit etc.

Item External Faculty Internal Faculty

(i) Question Paper setting

(a) Question Papers / Trade

Tests( objective / Descriptive) for
RS. 100/- Rs. 60/-
duration of 1-1/2 hours or less

Rs. 125/- Rs. 100/-

(b) Question Papers / Trade
Tests( objective / Descriptive) for
duration of 1-1/2 hours to 3 hrs.

(ii) Evaluation of Answer

Paper Of Exam Duration.
Rs. 3 Per Copy. Rs. 2 Per Copy*
a) ½ hrs. to 1-1/2 hrs.
Rs. 3 Per Copy. Rs.3 per copy*
b) Over 1-1/2 hrs. duration.
Rs. 15 per copy. Rs. 10 per report.
(iii)Evolution project report.

(iv)Plant Visits.

66
a) Faculty E-3 & above. Not applicable Rs. 50 per session of
90 mintes visit.
Not applicable
b) Faculty E-2 & above.
Rs. 30 per session of
90 mintes visit
(v)VivaVoceExams/ Evaluation
Of Participant Presentation.
a) ITI & Diploma Schemes of other Non- Rs. 125/- for half day or Rs.50/- for half day or
executive Programmers. Part there of. Part there of.

b) ETs scheme or other Executive Rs. 175/- for half day Rs.75/-for half day or
Education Programmers. part there of. part there of.

(iv) Preparation of standard

course materials for Training
Manual / case Study / Games
etc. For session of 3 hours
equivalent prepared on
specific request of Training
Department / Institute.
(a) Non Executive
Rs. 75/- Rs. 50/-
(b) Executive.
Rs.100/- Rs. 75/-

5.0 Honorarium for package programmers, Course Coordination,

Hands-on-experience etc.

Item Honorarium Remarks

67
(i) For practice Hands-on 75% of the respective
rates applicable to
Experience session
external and internal
( Computer programmers) faculty for Lecture
Session.

(ii) Course Chairman / Co- Rs. 250/- per program.

Chairman / Course Director. G M & above in PSUs
or other Comparable
Positions.
(iii) Course Coordinator.
Rs. 250/- per Program. Executives in the
Concerned area who
are closely involved in
design and conduct or
programmers and who
(iv) Allowances for faculty for out are designated as such.
a) Free Boarding &
station programmers ( for Lading.
external faculty only ) b) Rs. 75/- per day
as out of pocket
allowance.

c) TA as per SJVN
rules depending
upon his statues
in the
(v) Package programme. organization.

Negotiable
a) Up to Rs. 1500/-
per day with
approval of DGM
(P&A).
b) Above Rs. 1500/-
per day with
(vi) Mode of payment to Faculties approval of
(by Cash). Director (P).

Rs. 1000/-

68
 .

* On exceptional basis for specialized programmers only. To be identified

by Training and Management Development Department/Institute
considering the needs of the Programme while formulating Programme
calendar and approved by Director (Personnel).

Directors will be authorized to appoint Consultants/Experts/Faculty

members in their respective functional areas of operation under them in
consultation with Director (Personnel) and orders will be issued centrally
by Director (Personnel).

CONTRACTUAL APPRENTICESHIP SCHEME

1.0 Introduction:
NJHEP is coming up as one of the most important power projects in the
country. Working or under-going training in this project is not only a
matter of pride but will also carry a lot of value in terms of experience for
employment anywhere in the power sector. With such a prestigious
project so close to them, local youth who have done courses in technical
subjects look upon this as an opportunity to upgrade their skills.

2.0 Preamble:
SJVNL being a Public Sector Undertaking has got its social responsibility
towards the local population who are directly affected by the

69
Establishment of Power Plant besides has moral obligation to improve
the knowledge and skill base of the technical qualified persons of the
local area. To fulfill the above social and moral responsibility of the
Corporation, and meet the aspirations of the local youth, it is proposed to
start apprenticeship scheme by entering into a contract for a period of
one year.

3.0 Objective:
Provide Apprenticeship training in Hydro Power Plant :-
1. To the categories of ITI in the following trades.

a. Mechanical.
b. Electrical.
c. Control Panel and Instrumentation.
d. Fitter.
e. Welder.
f. Rigger.
g. Turner.

2. To Polytechnique Diploma holders in following fields.

a. Mechanical.
b. Electrical.
c. Control Panel and Instrumentation.

4.0 Number of Trainees:

4.1 Maximum number of seats at any point of time shall not
exceed as under.

70
Category Seats
ITI 10

Polytechnique Diploma Holders 5

4.2 The Apprentice will be taken once in a year only.

5.0 Eligibility:
5.1 The students who have completed 14 years of age and passed
vocational training from ITI/3 years Polytechnique Diploma will be
eligible for Apprenticeship under this Scheme. The upper age limit of 30
years will be relaxed able by 5 years for SC/ST candidates.

6.0 Period of Training:

6.1 The period of Apprenticeship will be one year.

7.0 Stipend:
During the training following stipend will be pa id.

Category Consolidated Stipend

ITI Rs. 2500/-

Polytechnique Diploma Holders Rs. 3000/-

8.0 Other Terms and Conditions:

8.1 The applicants should be permanent resident from Rampur Sub-
division of Shimla Distt. Or Nichar Sub-division of Kinnaur Distt. Anni
sub-division of Kullu Distt. In exceptional cases CMD may relax this
condition if vacancies exist after considering suitable candidates from

71
these areas. Preference will be given to members of descendants of
Project Affected Families.

8.2 That the above Apprenticeship scheme is purely for a period of one
year which shall stand terminated automatically after completion of one
year from the date of commencement and shall not be comparable to
SJVNL regular trainees.

8.3 Any candidate whose performance is unsatisfactory or indulges in

anti social or anti legal activities or exhibits behavior which brings bad
name to the organization may be discontinued from apprenticeship by
giving notice of 7 days.

8.4 It shall not be obligatory on the part of the employer to offer any
employment to the apprentice on completion of period of apprenticeship
in his establishment. The undertaking will be submitted by the Apprentice
that after completion of training he will not be claim for any employment
in the Corporation on the basis of training.

8.5 Further it shall not be obligatory on the part of the apprentice also to
accept any employment under the employer.

8.6 The selected candidates have to undergo medical check up as per

the SJVNL norms and subject to found fit they will be allowed to take
Apprenticeship under the Apprenticeship Scheme.

8.7 There will be 3 quarterly Tests and 1 final Test comprising of 20

marks each for the quarterly Tests and 40 marks for the final test. On
completion minimum-qualifying marks will be 50%on an aggregate. A

72
certificate will be issued to the trainees in support of successful
completion of the Apprenticeship.

8.8 The candidate has to complete the entire period of Apprenticeship

and if at any point of time wants to terminate the apprenticeship, the
same can be done by giving 15 days notice or pay in lieu thereof.

8.9 The candidates/Students will be governed by disciplinary Rules as

applicable to the trainees and any other rules as may be framed for them
from time to time.

9.0 Selection Procedure:

9.1 For selection notice will be published in Local Newspapers & listed
with Panchayats. In addition, if necessary, notification will be sent to
Local Employment Exchange in Himachal Pradesh. In addition a general
notification will be displayed.

9.2 On receipt of candidatures a selection test/interview will be

conducted by a Selection Committee duly constituted with the approval
of D (P)/CMD.

9.3 The following will be the members of selection committee under the
Scheme.

Chairman: D (P) or his representative.

Expert: An expert of eminence-could be from within SJVNL or an
outsider.
SC/ST members: Representative of SC/ST.

10.0 General:
10.1 Selection Process will be done by Corporate Recruitment Cell.

73
10.2 After selection, the selected candidates will be deployed at project
for further training and apprenticeship.

10.3 The Trainees/Apprentice will report to Project Training Deptt. Which

will also keep all the records pertaining to them besides making the
training schedules, taking periodical assessments & the final
assessment on completion of the training period?

10.4 Project ER&R Department will be intimated regarding the details of

Trainees/Apprentice for record and identification of members of Project
Affected Families, if any.

74
SCHEME FOR APPOINTMENT OF MENTOR FOR TRAINEES
1. INTRODUCTION
Trainees are being engaged in Workmen, Supervisory & Executive
categories. It is felt that due to different social milieu, Trainees are
passing through multi dimensional socio-psychological conditions. To
make them more comfortable and equipped to cope-up with the new
environment a scheme is being introduced to appoint a mentor for
trainees appointed under Recruitment Rules.

2.0 OBJECTIVE OF THE SCHEME

The mentor is required to support/guide the trainees in their personal &
professional lives during the training period.

3.0 APPOINTMENT OF THE MENTOR

3.1 The mentor will be appointed by Head of concerned P&A Dep’t. He
shall be at least two levels Senior to the trainees. The mentor may be
appointed from the same category or from higher category i.e. for
workmen trainees the mentor may be appointed from Workmen,
Supervisor or Executive category and likewise for Supervisory category.

3.2 The mentor shall not be an employee who falls in the line of control
of the trainee. He may be appointed from the same or related discipline.

3.3 The mentor shall be from the same station where the Trainee is
identified to be posted. If the mentor is transferred to other station
another mentor will be appointed.

75
3.4 One mentor can be appointed for maximum four Trainees.

4.0 THE ROLE OF MENTOR

4.1 The mentor shall function as a friend/guide to the trainees assigned
to him. He shall make every end our to make the trainees comfortable in
the work environment as well as at Personal and social level. Specifically
he shall provide guidance in the following areas.

i. Work related
ii. Training related
iii. Personal
iv. General Development
v. Inter Personal relations at Work
vi. Development of communication skills.

4.2 The mentor should try to develop a good personal rapport with the
trainees. He should interact informally with the trainees like a family. This
relationship can continue even later after completion of training.

5.0REPORTING
There will be no formal system of reporting. However mentors may be
asked to comment about the trainees from time to time.

76
 CONCLUSIONS & RECOMMENDATIONS

1. The Facilities For Higher studies Provided by the NTPC & SJVN
only for his Regular employees who work in the company with in the
NTPC is10years & SJVN is the 5 year they would be allowed on
completion of 5 years of services form years of the last sponsored
programmer.
2. The Facilities for higher studies under sponsorship in HR in NTPC &
SJVN provided only for his E6 & E7 above employees .That are the
major draw back of the sponsorship education.
3. Other Facilities for higher studies in his employees provided by
NTPC & SJVN is the worker level. But the major draw back is the
only who person are able they are in W1, W2 & w3 level in
company.
4. The one better point of Facilities for higher studies in his employees
in NTPC & SJVN is the companies are paid in the Admission fee
and semester fee Ratio 70:30 i.e. 70% by company & 30% by
employees in the higher studies.
5. In the NTPC are nominated in 30 Executive for the higher studies.
But in the SJVN are nominated in the 2 Executive for in the higher
studies that the difference between the two companies.
6. The Appointment of Mentor for the Trainees by the NTPC & SJVN
for his help They are play the role General development & Inter
personal relations at his employees.
7. During in the training period NTPC & SJVN are provided all benefit
and counting training period for his Service employees.

77
The Recommendation for NTPC & SJVN: - The conduction of during
study in out side of India these times are not given the salary &
allowance in the employees these rules are need to change. And other
way study leave period the company are not given the salary in his
employees that not good thinks. In the period of eligibility of the higher
education are less in the up to 5 years. And also to need conduction of
the executive & workman in the higher education are less in the E6,
E7&E10 and workman is the W2, W3 & W3. And also to need the less
the age limit for higher education.

78
 BIBLIOGRAPHY

● “Research Methodology”, Kothari C.R, sixth revised edition 2010,

New Age Publications.

● Koldam Samvad”, Vol-6, April 2010.

● Horizon”, Vol-8, Sep2008.

● Horizon”, Vol-6, Aug2006.

● www.ntpc.co.in

● www.CiteHR.com

● www.wikepedia.com
● http://sjvn.nic.in
● www.googal .com
● www.hrm_manual/htm/

79
80