( A JOINT VENTURE OF GOVT.

OF INDIA
AND GOVT. OF HIMACHAL PRADESH)
A Mini ratna & schedule a psu.
An iso 9001: 2000 certified
company.










ACKNOWLEDGMENT

It is truly said, no learning is possible without any proper guidance and no research endeavor is a
solo exercise, some contribution is performed by various individual.

The aim of training is to correlate theoretical course contents with practical application and top
get to know the degree of ones own capabilities when contributing to the conversion of
scientific knowledge in to practical result.

By acknowledging the guidance, support assistance, I pay my deepest sense of guidance to the
management of the Air soft Infosys.
I hereby acknowledge my profound gratitude to Mr. Anurag Bhardwaj and her HR team who
helped me in gaining practical knowledge and for giving me their valuable guidance.

I am highly thankful to all the employees of the HR department for their continuous
encouragement and inspiration that helped me in completing this project report.





Jai Prabha











Declaration

I Jai Prabha student of L.R. Institute Of Management Solan, hereby declare that I have
completed a project on Training and Development Program OF SJVN LTD in Partial
Fulfillment of the Requirements for the Degree of Master of Business Administration Session
(2013-15). The information submitted is true and original to the best of my knowledge.

Jai Prabha





















INDEX


Chapter I

Introduction




Company Profile

Vision & Mission

Objective Of the Company





Chapter II


Departments Of The
SJVN
Organization structure
Board of Directors





Chapter- III



On The Job Training Profile

Introduction Of Training &
Development




Chapter - IV




Conclusion & Suggestions














Chapter I
Company profile
Mission & vision of SJVN
Objectives














COMPANY PROFILE



SJVN limited, a Mini Ratna and schedule acpus under the ministry of power, Govt. of India, is
a joint venture between the govt. of India and govt. of Himachal Pradesh. Incorporated in the
year 1988, the company is emerging as a major hydro power player in the country. In present
authorized capital of SJVN is a 7000rs corer. In may 2013 SJVN complete 25 years.
Beginning with a single project and single state operation (i.e. Indias largest 1500 MW
Nathpa Jhakri Hydro power station in Himachal Pradesh) the company is presently implementing
hydro electric project in HP, Uttarakhand and Arunachal Pradesh beside neighboring countries
VIZ Nepal and Bhutan .
SJVN has expanded its horizons and envision developing itself into a fully diversified
Transnational Power Sector Company in all types of conventional forms of energy.
SJVN , having commission the 1500 MW Nathpa Jhakri hydro power station , is endowed
not only with the state- of - the art technology and know- how to tackle Himalayan geology
but has also developed the requisite know how and capability to conceptualized , optimized
and develop the power potential of hydro power development schemes of all sizes . SJVN is
abreast with the last trade practices in the arena of hydro power for timely and cost efficient
execution of the projects.
The present installed capacity of SJVN is 1500 MW. During the FY 2013 -14 SJVN is scheduled
to commission its 412MW Rampur HEP in Himachal Pradesh and 47.6MW Khirivire wind
power project in Maharashtra, thereby taking the installed capacity to 1960 MW.
SJVN is committed to generating reliable and eco friendly power by means of art of
technology, excellence in engineering and continual improvement in quality management. SJVN,






as an IT savvy corporation, has established and is the following sound business, financial and
implementing growth oriented human resource development strategy.




Projects under SJVN


NJHPS@10

SJVN is presently operating the countrys largest 1500MW Nathpa Jhakri Hydro Power station
in Himachal Pradesh which has been recognized as an engineering marvel commission in the
year 2003-04, the power station has been completed 10 years of commercial generation.

Plant availability factor
Against a normative plant availability factor is 86% in hydro power sector , the power station
continues to established new benchmark with 105.15% PAF recorded in the year 2012-13 and
104.26% in 2011 -12.









Generation Records
Highest daily generation (21
st
may ,2013)against
schedule energy of 36 MU
39079MU
Highest monthly generation (July ,2012) 1186MU
Highest PAF(April-June ,2013) 108.218%
Commutative generation (14
th
June ,2013) 60,000MU

SJVN Projects under Execution
In its pursuit to emerge as a major hydro power producer in the country, SJVN has undertaking
execution of a number of projects in the state of Himachal Pradesh and Uttrakhand. The
company has also taken up projects for investigation and execution in the Arunachal Pradesh and
neighboring countries of Nepal and Bhutan .
Rampur Hydro Electric Project (412MW)
Rampur project with a generation potential of 412MW is located on River Satluj, a major
tributary of Indus, in Shimla and kullu districts of Himachal Pradesh in North India.
The construction of Rampur HEP is nearing completion and is scheduled to be commissioned
during the current financial year.
Wind power: - SJVN is also scheduled to commission the Khirvire Wind Power Project
of 47.6MW capacity in Maharashtra during the current financial year. This happens to be
SJVNs first foray into tapping non-conventional energy sources.

Thermal power: - SJVN is made debut into thermal sector by securing the 1320MW
Buxar Thermal Power in Bihar. SJVN has taking the Buxar Bijli Company as a 100%
subsidiary .The power station establish cost is 6791.36crore Rs at May 2008 price level
and will generate electricity levelsied tariff of 2.59Kmh.
Solar power: - SJVN is also venturing into solar Power and intends to establish a 5MW
solar photovoltaic plant in Charanka solar park in Gujarat this 5MW solar project is
expected to generate 8 million units of power annually.









SJVNS other Hydro Electric Project under Execution:-
Luhri(612MW) HP
Arun-III(900mw) Nepal
Devsari( 252MW) Uttrakhand























VISION & MISSION

VISION:
To be the best-in class Indian Power Company, globally admired for developing
affordable clean power and sustainable value to all stake holders.

MISSION:-
To drive socio-economic growth and optimize shareholder and stakeholder interest by:
Developing and operating projects in cost effective and socio-environment friendly
manner.
Nurturing human resources talent with care.
Adopting innovative practices for technological excellence.
Focusing on continuous growth and diversification.


















OBJECTIVES OF COMPANY

In pursuit of its mission, the company had set for itself the following Corporate Objective:
Operating and maintaining power station with maximum performance efficiency.
Establishing and following sound business, financial and regulatory policies.
Taking up of other hydro power projects.
Completion of the new project allocated to SJVN in an efficient and cost efficient
manner.
Use of the best project management practices towards project implementation by
applying latest and universally accepted project management technique, and by
enabling its engineers to become certified project manager through high skill trainings.
Dissemination of available in house technical and managerial expertise to other
utilities/projects.
Creating a work culture and work environment conductive to the growth and
development of the both the organization and the individuals through introduction of
participative management philosophy.
Fulfilling social commitments towards society. Achieving constructive cooperation
and building personal relations with stakeholder, peers and other related organizations.
Striving for clean and green project environment with minimal ecological and social
disturbances. To strive for acquiring Nav Ratan Status.















Chapter II
Departments in SJVN
Organization of SJVN
Board of Directors in SJVN






















DEPARTMENTS OF THE SJVN

Name of the
Departments
HOD Designation
Recruitment Ms. Vandana DGM
IR & Welfare Mr. Awadesh Prasad AGM
R&R Mr. R.N. Banrjee AGM
Establishment Mr. Shailender Singh DGM
Law Mr. AGM
Corporate
communication
Mr. V.k. Verma AGM
MPP Mr. Shailender Singh DGM
Policy Ms.Geeta kapoor AGM



















BOARD OF DIRECTORS

Name of Director Designation Office Mobile/Residence
R.P.Singh CMD 0177-2670804
011-41659201
011-27854974
R.N.Misra Director(Civil) 0177-2671454
011-41659212
011-26899301
A.S.Bindra Director(Fin.) 0177-2670101
011-41659216

N.L.Sharma Director(Pers.) 0177-2672169
011-41659205
9418114065
0177-2621701
R.K.Bansal Director(Elec.) 0177-2671379
011-41659203





















PART TIME DIRECTORS

Government of India nominee:-

Name of Director
Designation Office Mobile/Residence
G. Sai Prasad Joint Secretary(H) 011-23714842 09871245999


Government of HP nominee:-

Name of Director
Designation Office Mobile/Residence
SKBS Negi Principal secy.(MPP
& Power)GOHP
0177-2621897 9418477077


INDEPENDENT DIRECTORS:-

Name of Director
Designation Office Mobile/Residence
Suresh Mal Lodha 72,Poorinam,63A,Sir
Pochkhanwala Road
Worli, Mumbai-400025
09819390000
Kamaljit Singh
Gill
73-A,SAS Nagar
Mithapur Road, PO
Model Town, Jalandhar
City-144003, Punjab
9814702066
Asha Swarup House No. 3,Type-7
Benmore, Chhota
Shimla, Shimla -171002
9816703400 0177-2621526
Arun Mahajan Arunodya , Cemetery
Road ,Sanjauli, Shimla-
171006
94181084858 01177-2640038













Chapter- III
On the job Training profile
Introduction of Training and Development
























On the job training profile

I have done my in the job training from SJVN Ltd. in HR department on the topic of training
and development. We learn a lot about company work toward training and development.
I have gratefully acknowledgement my guide Mr. Anurag Bhardwaj for provided me
valuable input and sparing time from his busy schedule for my success of this project.


TRAINING AND DEVELOPMENT
SJVN regards human resources as strategic assets in consolidating its current business and
achieving growth objectives. Right from inception, the organization has emphasized
motivation, development, harmony and equity in its HR policies and practices basis for
maximizing individual and collective contribution. SJVN Limited believes that management
education and technical training are crucial inputs for improving the efficiency and
competence of all the employees, which directly increase the organizational efficiency and
effectiveness. Hence, the need of the hour is to follow appropriate training strategies, which
would be capable of taking care of the immediate requirements as well as help in shaping the
Human Resources to meet the challenges of future. As per National Training Policy the main
objective of electricity industry is to achieve customer satisfaction through generation of
electricity of the right quality and quantity at an affordable cost and supply to the consumers
efficiently whenever and wherever required. Trained manpower is required at every stage of
the above mentioned tasks.






These skills are to be regularly updated to cope with the ever progressing and rapidly
advancing technologies being introduced in the power sector where the speed of
obsolescence often overtakes the pace of particular skill. With a view to enhance / develop
competencies of our employees the need is felt to step up training and human resource
development, create an orientation of power sector personnel and stake holders towards the
urgency and the need for reforms and energy conservation as well as provide a standing joint
forum for coordination of training related matters in the power sector.




INTRODUCTION OF TRAINING & DEVELOPMENT

Training is the process of assisting a person for enchanting his efficiency and
effectiveness at work by improving and updating his professional knowledge by developing
skills relevant to his work and cultivating appropriate behavior and attitude towards work and
people.
Training could be designed either for improving present at work or for preparing a person
for assuming higher responsibilities in further which would call for additional knowledge and
superior skills.
Training is different education particularly formal education. While education is
concerned mainly with enhancement of knowledge, training aims essentially at increasing
knowledge, stimulating attitude and imparting skills related to a specific job.
It is a continuous and life long process. Training provides an atmosphere of sharing and
synthesizing, with the help of the trainers, the information already available on the subject.
Training is a time bound activity program. Thus there is a separate specialized discipline of
trainers socializing in the field of human activity.
Meaning
A business' most important asset is often its people. Training and developing them can be
one of the most important investments a business can make. The right training can ensure that






your business has the right skills to tackle the future. It can also help attract and retain good
quality staff, as well as increasing the job satisfaction of those presently with you - increasing the
chances that they will satisfy your customers.
Thus Training is the act of increasing the knowledge and skills of employee. It is a
universal truth that the human resources available in an organization have to be managed more
efficiently than the material resources comprising of machines and money.
Eloquently putting Training is a systematic development of the knowledge, skills and
attitudes required by employees to perform adequately on a given task or job.



Definition
Training is the continuous, systematic development among all levels of employees of that
knowledge and those skills and attitudes which contribute to their welfare and that of the
company.
- M.C Lord and Efferson

Training may be defined as a process of developing an understanding of some organized body
of facts, rules and methods. This information concerns largely the operative phases of an applied
knowledge.
- R.C Davis

Theories of training and development
Kirkpatrick evaluation model
The Kirkpatrick evaluation model or theory was developed in 1959 by University of
Wisconsin professor emeritus Donald Kirkpatrick. It consists of four levels of evaluation:
reaction of participants; learning, or the knowledge and skills gained; behavior, or the ability to






apply the new skills; and results, or the organizational impact. Each level of evaluation builds
upon and adds precision to the previous level.


The reaction:
The reaction level measures how training participants react, including their level of
participation; ease and comfort of experience; and the level of effort required to make the most
of the learning. A reaction evaluation is inexpensive and simple to administer using interaction
with the participants, post-training surveys and online questionnaires. The evaluation can be
done immediately after the training ends. It is important that participants have a positive reaction
to the training sessions because a negative reaction leads to poor learning.
The learning:
Learning evaluations are usually conducted before and after a training program to assess
the impact the program has had on the learning process. Evaluations assess whether participants
have advanced in knowledge, skills and intellectual capacity as a result of the training. Learning
evaluation tools include self-assessment using online questionnaires and tests, and formal
assessment through interviews and observations. Learning evaluation is especially relevant for
technical training because technical skill level changes are usually more quantifiable.


Behavior:
Behavior evaluation assesses the extent to which training participants apply the learning
in their jobs. The evaluation is usually done over a period of time to determine if the participants
use the new skills and knowledge on the job, improve their performance and transfer the
knowledge to their peers. Tools include observations, questionnaires, tests and interviews.
Behavior evaluations take more time and effort than reaction and learning evaluations. It is
important to involve the line managers and immediate supervisors in the process because they
are in the best position to observe and assess participant behavior changes.






Results:
Results evaluation determines the success of a training program in operational and
strategic terms, such as increased sales, reduced expenses, improved quality and reduced cases of
workplace injuries. However, it may not always be possible to correlate improved operational
performance with training. For example, improvements in product quality may be due to better
design tools and more qualified staff, not just a new quality training program. External factors,
such as changes in the economy and the competitive environment, may also influence
operational results.



Institutional Training
Every organization needs the services of trained persons for performing the activities in a
systematic way. It is in this regard to some extent, training for the students of business courses
in various functional areas become mandatory before entering in to the corporate Jobs.
No doubt, the employee training is required in every stage, very frequently. Since, the
fast changing technological development makes the knowledge of employees obsolete. They
require constant training to cope with the needs of corporate sector. They require constant
training to cope with the needs of jobs. After selecting the employees the next task of
management is to give them proper training. Some employees may have some previous
knowledge of jobs while others may entirely be new. Both types of workers will need some kind
of training to acquaint themselves with the hobs though it is more necessary for the later category
of employees.
Large organizations may employ a large number of persons every year. It may not be
possible to recruit already trained persons. Such enterprises require separate training
departments to prepare training for preparing workers for jobs and also keeping them acquainted
with latest technological advancement.






Training of employees is essential because work force is an invaluable asset to an
organization. Training is necessary for the following reasons.

Increased Productivity
Training improves the performance of employees. Increase skill and efficiency results in better
quantity and quality of production. A trained worker will handle machines carefully and will use
the materials in an economical way.

Higher Employee Morale
A trained worker derives happiness and job satisfaction from his work. He feels happily
when his performance is up to the mark. This also gives him job security and ego satisfaction.
The employees will properly look after a worker who performs well. All these factors will
improve employees morale.

Less Wastages
Untrained worker my waste more materials, damage machines and equipments and may
cause accidents. A trained worker will know the art of operating the machine properly. He will
also use the materials and other equipment in a systematic way causing less wastage. The
control of various wastes will substantially reduce the manufacturing cost. The amount spend on
training the workers will prove an asset to the organizations
Reduce Turnover and Absenteeism
Labor turnover and absenteeism are mainly due to job dissatisfaction. When a worker is
properly trained he will take keen interest in his job and can derive satisfaction from it. A
satisfied person may not like to leave his job and try at a new place.

Employee Development
Training also helps in the development of employees. It first helps in locating talent in
them and then developing it to the maximum. The adaptability of a worker will help him in






working on new and improved jobs. If a worker learns fast then be able to develop his talent and
improve his performance.

Needs of Training in SJVN
To enable the new recruits to understand work:
A person who is taking up his job for the first time must become familiar with it. For example, if
a fresh graduate is appointed as a clerk in a bank, he must first of all gain knowledge of work
assigned to him.
To enable existing employees to update skill and knowledge.
Training is not something needed for the newly recruited staff alone. Even the existing
employees of a concern may require training. Such training enables them to update their skill and
knowledge.
To enable an employee who has been promoted to understand his responsibilities.
Training is essential for an employee who has just been promoted to a higher level job. With an
evaluation in his position in the organization, his responsibilities are also going to multiply.
To enable an employee to become versatile.
Sometimes an employee may have to gain knowledge of several related jobs. It will not be
enough if he is only good in the work he does presently.

Purpose of training in SJVN
One of the main purposes of training is to prevent industrial accidents. This is done by
creating safety consciousness among workers.
When the employees are trained it enables them to achieve the required level of
performance which in turns increases the productivity.

Training helps in increasing the knowledge and skills of employee







When the employees are trained it becomes easy for them to adapt themselves according
to the changes made in business.

Training reduces the cost of supervision. Trained employees needs less guidance which
in turns reduces the needs for supervision.






Importance of Training in SJVN
Improvement in skill and knowledge:
Such training helps the employees to perform his job much better. This benefits the enterprise as
well.
Higher production and productivity:
If an enterprise has a team of well trained employees there will be rise in production as well as
increase in productivity. Productivity is the input- output ratio
Job satisfaction:
Trained employees will be able to make better use of the making of their skill. This increases
their level of self confidence and commitment to work. Such employees are bound to have higher
job satisfaction.
Better use of resources:
Trained employees will be able to make better use of materials and machines. This reduces the
rate of wastage and spoilage of materials and also breakage of tools and machines
Reduction in accidents:






Trained employees are aware of safety precautions and so they are alert and cautious. This is
bound to bring down the number of accident in the works place.
Reduced supervision:
Well trained employees do not need much supervision. They can do their work without having to
approach their superior often for guidance.
Reduction in complaints:
Only bad workers blame their tools. An employee who has acquired the necessary skill and job
knowledge would certainly love his job.
Adaptability:
Trained workers have the capacity to adapt themselves to any kind of situation. They are odd in
crisis management too. This indeed is beneficial for the organization.
Scope for management by exception:
With trained workers working under them, it becomes easy for the managers to get things done
by delegating authority. This enables the managers to concentrate more on important issues
confronting the organization
Stability:
The employees of today are going to be the managers of tomorrow. The retirement of key
managers may not affect the stability of an organization if it has a team of trained, efficient and
committed employees who are ever ready to take over management.

Features of training
The features of good training programs are as follows:-
Clear purpose:
The objective of the programme should be clearly specified. The training should be result
oriented.
Training needs:
The training needs of employees should be clearly defined. The methods selected for imparting
training should be appropriate and effective.






Relevance:
The training programme and its contents must be relevant to the requirements of the job for
which it is intended.
Balance between theory and practice:
A good training program me should provide a balanced mix of theory and practice the theoretical
framework should be backed by practical application to provide all round training
Top management must actively support the training programmers so that the training program
me may help the employees to yield better results. Once the employees get the support form
management support the perform there job more effectively.






Steps involved in training:
Step1:
Define the chart part of the organization in which the work has to be done. It is to have a focused
approach of the study. It could either be a particular department, a section, a unit, a specific
group or a staff category.
Step2:
Use various data collection measures to collect both qualitative as well as quantitative data.
Step3:
Analyze the entire data collected in order to find out causes of problem areas and priorities areas,
which need immediate attention.
Step4:
Priorities the different training programmes according to the responses collected.






Step5:
Record and file the entire data so that it can be used for future reference while designing training
programmes/ training calendar.












Methods and Types of Training and their Advantages and
Disadvantages.
Following chart illustrates advantages and disadvantages for the different training methods.
Training Method Type of Training Advantages Disadvantages
Instructor-Led
Training
Classroom Revised easily Scheduling is difficult

Developed quickly Travel costs

Face-to-face contact Differences from class






to class

On-line Group
Training
No travel costs
Requires computer
equipment

Developed quickly
No face-to-face
contact

Videoconferencing
and Video/On-line
Supports large
groups and multiple
sites
High equipment costs

No travel costs
Logistically
challenging

On-the Job Coaching
Effective knowledge
transfer
Differences from
instructor to instructor,
session to session.

Related to trainee's
job
Costly in terms of
instructor-to-trainee
ratio

Face-to-face contact

On-line
Self-Directed
Training
All On-line Training
Consistent training
content
High development
costs

Convenient access to Lengthy development






training time

Trainee sets own
pace
Requires computer
equipment

Reuse does not
require trainer
participation


Web-Based Training Easy to modify
Limited bandwidth
causes slow download
times.












Development

Development is an educational process as it tries to enhance ones ability to understand and
interprets knowledge in useful way. Development is different from training in that often the
result of experience and maturity that comes with it.

Development program in SJVN:-
1) Analytical skill development programs: - After the initial common
introduction programs the management trainees are given intensive training in the
expanding through process and analytical ability in order to uncover and examine
problems and there be able to take decision in the best interest of the company.








Following topics are covered under this program:-
Material management
Process and engineering
Industry engineering and analytical technique in productivity
2) Management skill development programs: - These are give to
deputy managers.
3) Management competency development programs:-
Manufacturing
Financing
Information and technology

4) Cross functional skill development program





back






Training & development


























Chapter IV
Conclusion& Suggestion



























Suggestions
Training should be more practical
Training time should be increased
More technical education should be provided
Training should be give on as per the need of employees
Training objective should be clear
Time to time flow of training program
Supporting documents should be provided to employees


Bibliography
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