A project report on national hydroelectric power corporation ltd.

1. IIPM
Satbari campus,
Chattarpur,
New Delhi
Student’s name- …………………………..
Batch- 2007-2010
Section-P4
1

2. Abstract
NHPC Limited (Formerly known as National Hydroelectric Power Corporation Ltd.), A
Govt. of India Enterprise, was incorporated in the year 1975 with an authorised capital
of Rs. 2000 million and with an objective to plan, promote and organise an integrated
and efficient development of hydroelectric power in all aspects. Later on NHPC
expanded its objects to include other sources of energy like Geothermal, Tidal, Wind
etc.
At present, NHPC is a schedule 'A' Enterprise of the Govt. of India with an authorised
share capital of Rs. 1,50,000 Million . With an investment base of over Rs. 2,85,350
Million Approx. , NHPC is among the TOP TEN companies in the country in terms of
investment.
The basic philosophy is to use training as an effective tool for performance improvement
of the individual,the team and the organization and in transforming NHPC into a learning
organization
Corporate social responsibility is applicable for all power stations. It is not mandatory
and carries no fixed budget. It was first implemented in NHPC on 1st April, 2006. CSR is
carried out through a need assessment survey done by the department.
During the construction of any project, nearby localities are taken care of in concern
with any harm caused to them due to the project through community welfare schemes
on which the department is required to present a detailed project report to the HOD.
Whereas, at operational level various other schemes are applicable.
The oragnisation had not been paying incentives to its employees, until this pay
commission. Incentives in this company are also given for motivational purposes which
further improves the productivity of the employee and leads to the fulfilment of the
organisational objectives.
Being a PSU, it uses a lot of negative approach as far as performance appraisal is
concerned.
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3. Table of contents
Topics Page number
Industry analysis 3
Pest Analysis 4
About the company 5-11
SWOT Analysis 12-16
Financial performance of NHPC 16-18
Human resource development of NHPC 19-28
Kirk Patrick’s model 29-33
Training at NHPC 35-38
Recruitment 40-41
Recruitment rules 41-59
CSR 60-61
Performance appraisal 62-63
Conclusion 64
3

4. About NHPC or Industry analysis
NHPC Limited (Formerly known as National Hydroelectric Power Corporation Ltd.), A
Govt. of India Enterprise, was incorporated in the year 1975 with an authorised capital
of Rs. 2000 million and with an objective to plan, promote and organise an integrated
and efficient development of hydroelectric power in all aspects. Later on NHPC
expanded its objects to include other sources of energy like Geothermal, Tidal, Wind
etc.
At present, NHPC is a schedule 'A' Enterprise of the Govt. of India with an authorised
share capital of Rs. 1,50,000 Million . With an investment base of over Rs. 2,85,350
Million Approx. , NHPC is among the TOP TEN companies in the country in terms of
investment.
Initially, on incorporation, NHPC took over the execution of Salal Stage-I, Bairasiul and
Loktak Hydro-electric Projects from Central Hydroelectric Project Construction and
Control Board. Since then, it has executed 13 projects with an installed capacity
of 5175 MW on ownership basis including projects taken up in joint venture. NHPC has
also executed 5 projects with an installed capacity of 89.35 MW on turnkey basis. Two
of these projects have been commissioned in neighbouring countries i.e. Nepal and
Bhutan.
Pest Analysis of NHPC
PEST analysis is concerned with the environmental influences on a business.
The acronym stands for the Political, Economic, Social and Technological issues that
could affect the strategic development of a business.
Identifying PEST influences is a useful way of summarising the external environment in
which a business operates. However, it must be followed up by consideration of how a
business should respond to these influences.
Following table represents the pest analysis of NHPC
Political / Legal Economic Social Technological
- Environmental - Economic growth - Income distribution - Government
regulation and (overall; by (change in spending on research
4

5. protection industry sector) distribution of
disposable income;
- Taxation (corporate; - Monetary policy - Demographics (age - Government and
consumer) (interest rates) structure of the industry focus on
population; gender; technological effort
family size and
composition;
changing nature of
occupations)
- International trade - Government - Labour / social - New discoveries
regulation spending (overall mobility and development
level; specific
spending
priorities)
- Consumer protection - Policy towards - Lifestyle changes - Speed of
unemployment (e.g. Home working, technology transfer
(minimum wage, single households)
unemployment
benefits, grants)
- Employment law - Taxation (impact - Attitudes to work - Rates of
on consumer and leisure technological
disposable obsolescence
income, incentives
to invest in capital
equipment,
corporation tax
rates)
- Government - Exchange rates - Education - Energy use and
organisation / (effects on costs
attitude demand by
overseas
customers; effect
on cost of
imported
components)
- Competition - Inflation (effect - Fashions and fads - Changes in material
regulation on costs and sciences
selling prices)
- Stage of the - Health & welfare - Impact of changes
business cycle in Information
(effect on short- technology
term business
performance)
- Economic "mood" - Living conditions - Internet!
- consumer (housing, amenities,
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6. confidence pollution)
About NHPC(mission)
To achieve international standards of excellence in all aspects of hydro power and
diversified business.
To execute and operate projects in a cost effective, environment friendly and
socio-economically responsive manner.
To foster competent trained and multi-disciplinary human capital.
To continually develop state-of-the-art technologies thru innovative R&D and adopt
best practices.
To adopt the best practices of corporate governance and institutionalize value
based management for a strong corporate identity.
To maximize creation of wealth through generation of internal funds and effective
management of resource
About NHPC(vision)
A world class, diversified & transnational organization for sustainable development
of hydro power and water resources with strong environment conscience.
About NHPC(objectives)
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8. Performance Highlights 2007-08
Enjoys highest credit rating i.e. AAA for domestic borrowings and rating equivalent
to Sovereign rating for external borrowings from reputed International rating
agencies.
Memorandum of Association of the Company has been amended to include trading,
power development including forward, backward or horizontal integration ancillary
and other allied industries.
Commissioned three projects namely the 520 MW Omkareshwar (JV) in Madhya
Pradesh, 390 MW Dul Hasti in J&K and 510 MW Teesta Stage-V in Sikkim.
Generated 14811.35 Million Units electricity against 13048.74 Million Units
generated during previous corresponding year, thereby registering an increase of
13.5 %.
The Power Stations achieved a Capacity Index of 96.13 % against the MoU target
of 94.50 %.
Implementing India’s largest hydroelectric project, the 2000 MW Subansiri Lower
Project in Arunachal Pradesh.
Plans to become 10000 MW plus company by 11th Plan.
Revised MoA signed with Govt. of Arunachal Pradesh for implementation of 3000
MW Dibang Multipurpose Project, 750 MW Tawang-I Project and 750 MW Tawang-
II Project by NHPC.
Recommendation of PIB for Govt. sanction and TEC of CEA obtained for the 3000
MW Dibang Multipurpose Project. Dr. Manmohan Singh, Hon’ble Prime Minister of
India laid the foundation stone of the Project on 31.1.2008.
Govt. sanction accorded for the 330 MW Kishanganga Project in Jammu &
Kashmir.
DPR of the 520MW Teesta Stage-IV Project in Sikkim submitted to CEA for accord
of TEC.
PIB has recommended the 530 MW Kotli Bhel-II Project in Uttarakhand for Govt.
sanction. Environment clearance has also been accorded by Ministry of
Environment and Forest for the Project.
MoU signed with Govt. of Manipur for implementation of 66 MW Loktak
Downstream Project by NHPC in Joint Venture with Govt. of Manipur. Ministry of
Environment and Forest has accorded pre-construction activities on the project.
Environment clearance has been accorded by Ministry of Environment and Forest
for 195 MW Kotli Bhel-1A, 320 MW Kotli Bhel-1B, 120 MW Vyasi Projects, all in
Uttarakhand and 1000 MW Pakal Dul Project in Jammu & Kashmir.
Implementing Enterprise Resource Planning (ERP) of IFS AB, Sweden across the
organization.
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9. Four Independent Directors have been appointed on the Board of NHPC.
Achieved 100% revenue realization of Rs. 2270 crore.
Achieved an all time high sales turnover of Rs. 2,311 crore as against Rs. 1,963
crore during the previous year.
Poised to pay highest ever dividend.
Crossed profit figure of Rs. 1000 crore and installed capacity of 5000 MW.
Registered a net Profit of Rs. 1,002 crore against Rs. 925 crore during the previous
financial year.
Name of the Company has been changed from National Hydroelectric Power
Corporation Ltd. to NHPC Limited.
NHPC has been conferred Mini Ratna status by the Government of India.
February 2009
Her Excellency Smt. Pratibha Devisingh Patil, President of India has
conferred NHDC with a Gold Shield for early commissioning of 520 MW
Omkareshwar H.E. Project at the National Award function for Meritorious
Performance in Power Sector held on 17.02.2009 at Vigyan Bhawan, New
Delhi
NHDC has been entrusted with setting up of a 1000 MW thermal power
project by the Govt. of Madhya Pradesh
NHPC has paid an interim dividend of Rs.125 crore to Government of India for
the year 2008-09 against Rs.100 crore paid last year.
NHPC Power Stations together generated 719 million units against the
Excellent MOU target of 589 million units during the month of February, 2009
NHPC has been awarded first prize amongst all Power PSUs for displaying
excellent work in the implementation of Official Language-Hindi.
NHPC has been conferred the “Amity Corporate Excellence Award for
Dominant Leadership and Global Presence” in recognition of its achievement
to the enviable position as one of the best and most admired companies of
the world with unparalleled performance
January 2009
9

10. 0
0
8
Highest ever turnover and net profit, commissioning of three projects, viz. 520
MW Omkaershar in Joint Venture in Madhya Pradesh, 390 MW Dul Hasti in
Jammu & Kashmir, 510 MW Teesta Stage-V Project in Sikkim, achieving the
highest ever net profit and turnover, surpassing the MoU generation target,
achieving 96.13 % capacity index, record realization of energy bills from
various beneficiaries, bagging more consultancy assignments, obtaining Mini
Ratna status, amending the Memorandum of Association of the Company,
changing the name of the Company, implementing ERP solutions and
making go live Energy Sales and Accounting module of ERP, obtaining
Government sanction for the 330 MW Kishanganga Project in Jammu &
Kashmir, obtaining PIB recommendation for the 530 MW Kotli Bhel-II Project,
obtaining TEC from CEA for the 3000 MW Dibang Multipurpose Project,
submission of DPR of the 520 MW Teesta Stage-IV Project to CEA for
according TEC, obtaining Environmental clearance from MOEF for 5 projects
totaling 2165 MW, Singing of Revised MOA with Govt. of Arunachal Pradesh
for implementing 3000 MW Dibang Multipurpose Project, 750 MW each
Tawang – I and Tawang-II Projects, signing of MoU with Govt. of Manipur for
implementing the 66 MW Loktak Downstream Project, speeding up
construction activities on all the Projects under construction are some of the
major achievements of NHPC during the Financial year 2007-08.
Enterprise resource planning(ERP)
With the objective of high level of interaction, co-ordination and
10

11. synchronization across all functions and to enhance NHPC's capability to
respond to new needs in a dynamic business environment, NHPC is
implementing ERP of IFS AB, Sweden across the organization covering Mega
Processes such as Project Management, Operations & Maintenance, Finance
& Accounts, Procurement & Contracts, Energy Sales Accounting, Human
Resource and Engineering & Quality Assurance out of which Energy Sales
Accounting has been made Go Live as scheduled on 29th February, 2008.
The first phase of ERP implementation is scheduled to be completed on
15th October, 2008. The ERP project when implemented shall facilitate
improved performance, productivity and profitability in the organization.
To support the ongoing implementation of ERP solution in NHPC, a scalable
and state-of-the-art, Tier-III enterprise class data centre is being developed in
the NHPC office complex at Faridabad. This Greenfield data centre building
would be equipped with advanced access control and climate control devices
along with redundancy in both power and communication links to ensure
uninterrupted operations. Also, it is aimed to be compliant with the provisions
of the Energy Conservation Building Code, 2007 to ensure optimum utilization
of energy resources.
NHPC has also initiated actions to augment existing IT & Communication
infrastructure in terms of Local Area Networks, servers, desktops, security
and satellite based Wide Area Network to support the ERP initiative.
Efforts made in the area of IT & Communication in the organization have
brought about considerable transformation in terms of performance, efficiency
and productivity.
Awards and Recognitions won
During the period under review NHPC has won many accolades in the form of
awards as mentioned below:
• Special Jury Award at the Asia Pacific Global HRM Summit for
“Innovative HR Practices”.
• BML Munjal Award instituted by the Hero Group for “Innovative
Learning & Development Practices”.
• Amity Award for CSR.
• SCOPE Excellence Award for CSR.
• 2nd Prize at the WIPS (Women in Public Sector) Meet in the category of
Best Performing Enterprise for Women Empowerment Initiative
Projects commissioned
11

12. NHPC has added 1420 MW during the period under review by commissioning
three projects.
The 390 MW Dul Hasti Power Station was declared under commercial
operation with effect from 7.4.2007. The Power Station was dedicated to the
Nation on 26.4.2008 by Dr. Manmohan Singh, Hon’ble Prime Minister of India.
The beneficiaries of the Power Station are Jammu & Kashmir, Punjab,
Haryana, Uttar Pradesh, Uttarakhand, Rajasthan, Delhi and Union Territory of
Chandigarh.
The 510 MW Teesta Stage-V Project in Sikkim has been put under
commercial operation during February/ March 2008. The beneficiaries of the
Project are DVC, Bihar, Orissa, Jharkand, West Bengal and Sikkim. Power
from this Power Station is being supplied to the beneficiaries @ Rs.
1.62/unit.
The 520 MW Omkareshwar Project (under joint venture with Govt. of Madhya
Pradesh) was commissioned during November 2007 against scheduled date
of Feb.’08.
Projects under Construction
1. Sewa –II H.E. Project (120 MW), J&K
 Complete Dam excavation and 86 % concreting of Dam is over.
 In HRT, 9370 m (92.92%) excavation has been completed.
 Excavation of Surge Shaft and Powerhouse has been completed and
80.30% concreting has been completed in Power House.
 Excavation and concreting of Pressure Shafts is in progress.
2. Teesta Low Dam H.E. Project Stage-III (132MW), West
Bengal
 In Barrage Bays 3 to 7 and Power House, excavation is over and
about 97.25% and 62.45% concreting has been done respectively.
 Intake Structure excavation is almost over and 97.60% concreting has
been completed.
 About 91.10% excavation of TRC has been completed.
 Draft Tubes for all the 4 units have been erected.
 Project suffered major setback due to unprecedented high intensity
flash floods breaching the cofferdams in July’07, causing flooding of all
work areas. Again in Sept.’07, floods re-occurred. However, works
12

13. resumed on all fronts within a minimum time.
3. Subansiri (Lower) H.E. Project (2000 MW), Arunachal
Pradesh
 Power House excavation was completed on 28th August 2007.
 Diversion Tunnels completed.
 Construction of 1st Stage Coffer Dam and subsequently river diversion
of river Subansiri was successfully achieved in December 2007.
 Excavation of Dam foundation started in January, 2008.
4. Uri –II H.E. Project (240MW), J&K
 Concreting up to River Bed Level in Dam is completed.
 In Open Channel & Desilting Chamber 88.70% excavation has been
completed.
 Head Race Tunnel day lighted & 71.70% of Tail Race Tunnel heading
excavation completed.
 61.20% of Power House excavation completed.
SWOT Analysis of NHPC
A scan of the internal and external environment is an important part of the
strategic planning process. Environmental factors internal to the firm usually
can be classified as strengths (S) or weaknesses (W), and those external to
the firm can be classified as opportunities (O) or threats (T). Such an analysis
of the strategic environment is referred to as a SWOT analysis.
The SWOT analysis provides information that is helpful in matching the firm's
resources and capabilities to the competitive environment in which it operates.
As such, it is instrumental in strategy formulation and selection. The following
diagram shows how a SWOT analysis fits into an environmental scan:
SWOT Analysis Framework
13

14. Environmental Scan
/
Internal Analysis
External Analysis
/
/
Strengths Weaknesses
Opportunities Threats
|
SWOT Matrix
14
HR Indus
engineering

15. Establishment Recruitment
sector HR Sector
Training
&
Human
Resource
Development
15

16. Human Resource Deaprtment
When is training required at NHPC?
• In initial days of starting a job
• At the time of technological updation
• When the employee is about to be promoted
• When effectiveness and efficiency of an employee is low
• When an employee is transferred to another department
• When the top level management sees any changes in designation
• At the time of mergers and acquisitions
• When the company wants to go global
Why is Training required?
• For personality development
• To train for finer skills and technicalities
• For knowledge updation
• To familiarize the employees with the company’s working culture
• For dealing with different people in different manners
• To make employees more effective and efficient which will
ultimately increase productivity
• For optimum utilization of resources
• For creativity enhancement
• For caliber recognition
• For creating awareness about merits and demerits of the company
• To train the employees on their strength and avoid their drawbacks
through removal
Training Philosophy of NHPC
The basic philosophy is to use training as an effective tool for performance
improvement of the individual,the team and the organization and in
transforming NHPC into a learning organization
16

17. Objectives
• Make learning one of the fundamental values of the corporation
• Ensure value addition through training to the overall business
process
• Institutionalize learning opportunities that supplement work
experience
• Integrate organizational and individual developmental needs
• Provide linkage between the different functionaries of training
activity
• Provide linkage of training activity with overall Human Resource
function
• Make performance improvement in every sphere of work
Classification of training needs
• Essential
• Desirable
• Short-term
• Long-term
What are the essential short term needs?
• Organizational policies and procedures
• Organizational hierarchy/culture
• Information about NHPC
• Proper communication of objectives
• Training for working towards the objective
• Incentives
• Immediate appreciation or criticism for a task
performed
What are the desirable short term needs?
• Soft skills like English speaking.executive
communication etc
17

18. • Conflict management skills
• Body language
• Confidence enhancement
• Acclamatization
• Trained for being open to criticism
• Training for having a likeable personality
• Affable
• Good listening skills
What are the desirable long term needs?
• Management by objectives
• Satisfaction level
The employee must be satisfied
with with the working condition
The
subordinate
must be
satisfied with
his senior What are the essential long term
needs?
• Competitor analysis
• Delegation and decentralization abilities
Training budget
Adequate funds for training and development activities for meeting the
stipulated training requirement ,should be allocated.A minimum of 2.5%
18

19. salary budget may be provided initially,gradually increasing it to a level of
5% depending on requirement.
Training Need Analysis
The Objectives of training need analysis are
• Systematically identify developmental needs of
employees
• Integrate so-identified individual needs with the
organizational needs
• Enhance relevance and acceptance of training
programmes
• Employees would identify their training needs once in
two years.
• Training needs would be classified as essential and
desirable along two time frames of short term and long
term.
The identified needs would be prioritized in the following manner and would
be addressed accordingly
• Priority A Essential short-term
• Priority B Desirable short-term
• Priority C Essential long-term
• Priority D Desirable long-term
Training needs identification in case of executives would be done by the executive
concerned in consultation with his/her reporting officer in the training needs form.
Training needs identification in case of non-executives would be done by their
reporting officer in the training needs.
The departmental training co-ordinator shall trigger the TNA exercise from
1st September,every second year,with the distribution of training need
forms.He/she would consolidate and submit the filled-up training need
forms of executives and Non-executives,of his/her department concerned
to be respective training center by 30th October.He shall play a proactive
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20. and dynamic role by interacting with maximum number of employees at all
levels and shall keep data available of the latest training courses
available,list of training employees etc.
A department-wise analysis would be done by training centre of unit and
with heads of department for evolving the yearly training calendar for the
next two years,by 15th November in consultation with HRD,Centre for
Excellence
The training calendars so prepared,shall be sebt for approval of
HRD,center for Excellence by 30th November.
The heads of HR of regions and HRD,C.O. shall meet before 15th
December for sharing training calendars of the projects/stations of the
respective region and for providing inputs for the training calendar of
HRD,Centre for Excellence
Training calendar of NHPC
The heads of training from the projects would meet in the regional head
quarter during the 1st week of January to share training calendars.They
would also provide inputs to RHQ/HRD regarding programmes to be
assigned to RHQ/HRD from out of training needs identified by the
employees of their respective projects.
Each training Center/HRD,Centre for Excellence shall bring out,by 15th
February every year,a Training Calendar,specifying the schedules of the
programmes,both planned interventions and need based
interventions,planned to be conducted by it during the following training
year
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21. Each training Centre shall circulate on quarterly basis calendar of
programmes scheduled for the next three months to all HODs and
other training agencies.
Copies of training calendar of one project would be circulated to other
training centres and HRD,Center for Excellence by 15th March,for need-
based utilization.
Nomination System
• To ensure that employees are nominated to training in areas which
are relevant to their duties or which have been identified as their
developmental needs.
• To ensure that opportunities to attend training programmes are made
available to all employees to achieve the training target of average of
seven mandays of training in a training year for each employee.
Categorization of programmes
On the basis of duration,training programmes would be categorized
as follows
• Short-duration up to three days
• Medium-duration four days to ten days
• Long-duration above ten days training
Limit on the number of programmes
An employee may be nominated for training programmes with
the limits stipulated herein
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22. • Short-duration Maximum of three in a year
• Medium-duration Maximum of two in a year
• Long-duration Once in two years
Why evaluation is important?
• For further improvisation of training programmes
• To get the employee maximum benefit
• To make sure that the faculty which has not been
effective shall not be repeated
• To employee’s opinions
• For the growth of company
• To make the employees feel that their opinions matter.
Methods of evaluation
• Through individual feedback
• Group discussion
• Through oral test and MCQ
• Giving the employees a real life situation to see how do
they workout things on the basis of new knowledge
gained
• By polling(voting)
• By judging their performance in the due course of time
after the programme has been conducted
• By raving comments or suggestions of employees in a
ballot box soon after the training programme is over.
Training Evaluation
Training Evaluation would be done at three leves:
• Pre-training evaluation
• Programme feedback
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23. • Impact assessment
Pre training Evaluation - In this case the HRD/HR wing shall review the
programme design,content etc.In the light of feedback obtained from a
sample of participants.
Programme Evaluation - The training center shall seek participant
Feedback at the end of the training programme in the programme feedback
form
Impact assessment - The information would be collected through the
impact assessment form(IAF) after the completion of six months
programme.
23

24. Kirk Patrick’s
Model
24

25. Training model at NHPC
Why Measure Training Effectiveness?
Measuring the effectiveness of training programs consumes valuable time and
resources. As we know all too well, these things are in short supply in organizations
today. Why should we bother?
Many training programs fail to deliver the expected organizational benefits. Having a
well-structured measuring system in place can help you determine where the problem
lies. On a positive note, being able to demonstrate a real and significant benefit to your
organization from the training you provide can help you gain more resources from
important decision-makers.
Consider also that the business environment is not standing still. Your competitors,
technology, legislation and regulations are constantly changing. What was a successful
training program yesterday may not be a cost-effective program tomorrow. Being able to
measure results will help you adapt to such changing circumstances.
The Kirkpatrick Model
The most well-known and used model for measuring the effectiveness of training
programs was developed by Donald Kirkpatrick in the late 1950s. It has since been
adapted and modified by a number of writers, however, the basic structure has well
stood the test of time. The basic structure of Kirkpatrick’s four-level model is shown here
25

26. Level 4 -
Results
What
organ
izatio
nal
benef
its
result
ed
from
the
traini
ng?
Level 3 -
Behavior
To
what
exten
t did
partic 26

27. An evaluation at each level answers whether a fundamental requirement of
the training program was met. It’s not that conducting an evaluation at one
level is more important that another. All levels of evaluation are important.
In fact, the Kirkpatrick model explains the usefulness of performing training
evaluations at each level. Each level provides a diagnostic checkpoint for
problems at the succeeding level. So, if participants did not learn (Level 2),
participant reactions gathered at Level 1 (Reaction) will reveal the barriers
to learning. Now moving up to the next level, if participants did not use the
skills once back in the workplace (Level 3), perhaps they did not learn the
required skills in the first place (Level 2).
The difficulty and cost of conducting an evaluation increases as you move
up the levels. So, you will need to consider carefully what levels of
evaluation you will conduct for which programs. You may decide to conduct
Level 1 evaluations (Reaction) for all programs, Level 2 evaluations
(Learning) for “hard-skills” programs only, Level 3 evaluations (Behavior)
for strategic programs only and Level 4 evaluations (Results) for programs
costing over $50,000. Above all else, before starting an evaluation, be
crystal clear about your purpose in conducting the evaluation.
Using the Kirkpatrick Model
How do you conduct a training evaluation? Here is a quick guide on some appropriate information sources
for each level.
Level 1 (Reaction)
• completed participant feedback questionnaire
• informal comments from participants
• focus group sessions with participants
Level 2 (Learning)
• pre- and post-test scores
• on-the-job assessments
• supervisor reports
Level 3 (Behavior)
• completed self-assessment questionnaire
27

28. • on-the-job observation
• reports from customers, peers and participant’s manager
Level 4 (Results)
• financial reports
• quality inspections
• interview with sales manager
When considering what sources of data you will use for your
evaluation, think about the cost and time involved in collecting the
data. Balance this against the accuracy of the source and the
accuracy you actually need. Will existing sources suffice or will you
need to collect new information?
Think broadly about where you can get information. Sources include:
• hardcopy and online quantitative reports
• production and job records
• interviews with participants, managers, peers, customers, suppliers
and regulators
• checklists and tests
• direct observation
• questionnaires, self-rating and multi-rating
• Focus Group sessions
28

29. Training
At
NHPC
29

30. TRAINING
IN-HOUSE TRAINING PROGRAMME
TECHNICAL NON-TECHNICAL SPONSORS
PERSONNEL (OUT OF DELHI)
COMMON TRAINING NEED ANALYSIS PROCEDURE
A format is uploaded online to receive nominations for programmers
for identification of training needs. (People can send in their
requirements and send their nominations individually or through their
Departments.)
A training programme calendar is prepared for the financial year
(April-March)
The organization then approaches the various agencies for
Conduction of training programme
(The organization then receives the proposals of the various agencies
they approached earlier mentioning their rates and dates according to
their convenience and also the course content requirement for the
Programme)
The course content is sent to the concerned departments leading to
acceptance or rejection of the course content according to their
Needs making any additions or deletions required
The chosen agency is approached back to inform them of the final
Course content coverage
30

31. The agency then again sends fresh proposals to the organizations
The new course content is sent to the concerned departments for
Final approval regarding suitability
People are called in for nominations from their departments and
Project power stations
The database is then scanned to check for the eligibility of the
individual nominated since an individual can have only 7days of
Training in a year
A list is prepared containing the names of the people who have to
Attend the training programme which is put up as a notice
The list then goes to the concerned director personnel for approval
Online circulation of the information takes place for the purpose of
Spreading the information
Finally the training programme is conducted
(Travelling allowances to all participants is given in their respective
Offices)
After the programme is conducted, each participant is given a
Feedback form
If the feedback is positive same agency is contacted for future
Training programmers
31

32. Recruitment
32

33. RECRUITMENT
RECRUITMENT PROCESS
This organization starts off with the vacancy base and then moves on
To the post base (it requires a competent authority approval)
The organization then takes out an advertisement informing the people
Interested about the vacancy available
The interested people then send in their applications
According to the eligibility required for the job, the applications are then
Scanned
The selected people are called in for tests which has various procedures
for different posts (the organization is also planning on introducing group
Discussions and psycho analysis tests)
Based on the results the applicants are then graded accorded to the
Prescribes format of scoring
Then the applicants who qualify the tests are called in for the interview (a
Minimum of 3 and a maximum of 5 applicants can be called in)
On the basis of the performance of the individual, he is graded again
The selected candidate then receives the appointment letter
Functions of the recruitment department in NHPC are slightly different
from the functions of recruitment department of a private company
33

34. • The role of recruitment department ends here, the department of
manpower planning takes over from here
• Joining and injection are taken over by other departments
• Controlling sections create vacancies along with specification
• Department of Recruitment only works till induction
I. There is a fixed percentage of internal and external
induction
a) 25% reserved internally for further job
applications(egg. promotion)
b) 15% campus placements
c) Remaining through open advertisements
• Reservations are done according to a prescribed chart
Recruitment rules
1. TITLE AND APPLICATION
i. These rules will be called "National Hydroelectric Power Corporation Ltd. Recruitment
Rules" and will come into force with effect from 3rd September, 1977.
ii. Except as otherwise provided by or under these Rules they shall apply to all persons
appointed against regular posts in connection with the affairs of the Corporation or any
of the Projects / Units / Power Stations under its administrative control. These Rules
shall not apply to appointments on casual or on contract basis for specific jobs and
periods.
2. DEFINITIONS
i. "Corporation" means "National Hydroelectric Power Corporation Ltd." and includes
Projects / Units / Power Stations under its administrative control.
ii. "Board" means the Board of Directors of the Corporation.
iii. "Chairman" means the Chairman and Managing Director of the Corporation.
iv. "Appointing Authority" means the authority empowered to make appointments to
the posts under the Corporation
(See statement appended as Annexure I to these Rules.)
3. CLASSIFICATION OF POSTS
For purposes of recruitment the posts under the Corporation are classified in the
following cadres / groups:
CADRE/ GROUP POST GRADE CODE
34

35. 3.1 Management Executive Director E-9 E-8 E-7 E-6
Cadre General Manager
Chief/Chief Engineer
Sr. Manager
3.2 Executive Manager Dy.Manager Asstt. E-5 E-4 E-3 E-2A
Cadre Manager E-2
Engineer / Officer E-1
Trainee Engineer / Officer
Asstt. Engg. / Officer
Updated upto 18.03.2008
3.3 Supervisory Special Grade S-4
Cadre Sr. Sup. Gr.I S-3 S-2 S-1
Sr. Sup. Gr.II
Supervisor
3.4 Workmen Cadre Highly Skilled W-8,W-9 W-4 to
Skilled/Ministerial/ Office Based Staff W-7
Semi-Skilled Unskilled W-2 to W-6
W-0 to W-4
4. SOURCES OF RECRUITMENT
The posts under the Corporation shall be filled in by resorting to one or more of the
following methods:
a. Promotion of existing employees from the lower scales who meet the prescribed
standards
b. Direct recruitment from outside candidates or through Press Advertisement in
Employment News, National Dailies or local News Paper, as the need be or through
internal induction by issue of internal advertisement/circular for employees who meet
the prescribed qualification, job specifications, subject to any instructions issued by the
Central Government in this regard from time to time.
(Government instructions placed at Annexure-II to these Rules)
Through Employment Exchanges as per provisions of the Employment Exchanges
(Compulsory Notification of Vacancies) Act, 1959.
d Deputation from Central/State Governments or Public Sector Enterprises.
e Recruitment of persons declared as surplus by the Government and other Public
Enterprises, etc. as per directives of the Central Government.
1. f. Recruitment of candidates through campus interview.
(Note: Inserted vide Office order no. 45/2007 dated 21.08.2007, and this will initially be
applicable to allow recruitment from ICAI / ICWAI in Finance discipline.)
35

36. Updated upto 18.03.2008
5. METHOD AND PRINCIPLES OF RECRUITMENT
5.1 LEVELS OF RECRUITMENT
Recruitment shall generally be made to the lowest of the grades in each cadre/group, as
indicated below, but can also be made in the higher grades, wherever considered
necessary by the Corporation:
CATEGORY GRADE
a. Non-supervisory Group
i) Unskilled W-0 *
ii) Semi-skilled W-2
iii) Skilled/Ministerial W-4
( * vide 23/2002 dated 13.02.2002)
b. Supervisory Cadre S-1/JE/EDP/Research (Supervisor)
c. Executive/Management Cadre E-2, E-2A
5.2 Direct Recruitment from outside
When a post is to be filled in by direct recruitment, including recruitment from the
sources indicated at items (b) to (e) under Rule 4 above, the governing principle shall
be to secure the services of the candidates most suitable to the post(s). To achieve this
objective, the method of recruitment shall be :
1. i. to invite applications by open advertisement giving full information regarding
the nature and duties of the post, qualifications, experience and age limits,
prospects of promotion and other relevant information.
Ordinarily for each post not less than three and not more than five candidates shall be
called for interview.
(Amended vide O/O No.24/2001 dated 21.03.2001)
ii. Where direct recruitment is resorted to, existing employees of the Corporation
(including its Projects/Units/Power Stations) may also apply for the post(s) advertised in
the press, provided they fulfill the prescribed requirements. Relaxation in the
qualifications / experience of internal candidates may be considered by the Appointing
Authority.
iii. To prescribe where necessary, written competitive examination, test and/or oral
examination by means of interview of candidates by a Selection Committee to be
constituted by the Chairman / General Manager / Chief Engineer / Chief depending
upon the status of the post.
Updated upto 18.03.2008
1.
iv. The Selection Committee will arrange the names of selected candidates in order of
their merit and the Appointing Authority will make appointments in that order, unless for
any special reasons, to be recorded, it is found necessary to vary that order in any
particular case. Panel of selected candidates (kept in reserve), which normally shall not
exceed 50 per cent of the number of advertised vacancies, will remain alive for a period
of one year.
Clarifications
(1) The application fee for posts advertised by the Corporation will be Rs. 250/- for all
categories of posts. However no application fee shall be charged from SC/ST
36

37. candidates and from departmental candidates applying for higher posts. Candidates
applying for W-1 and W-2 posts shall be exempted from payment of any application fee.
(2) Employees of the Government/Public Sector undertakings who are appointed in
NHPC on the basis of open advertisement shall not be allowed to retain lien in their
previous organisations and that they will be allowed to join the Corporation on
immediate absorption basis only. Such employees will be allowed to join the
Corporation only on production of a letter from the Competent Authority / Authorities in
their previous organization clearly mentioning therein that they have been relieved after
acceptance of their resignation or after their premature/ voluntary retirement from the
said organisation.
(Clarified vide Part I Office Order No. 11/86 dated 9.1.1986)
5.3 RECRUITMENT BY DEPUTATION
When a post is to be filled in by deputation, no organisation will normally be approached
to lend a particular officer by name, but such relevant particulars will be supplied to the
concerned organisation as will enable it to suggest name / names of suitable persons
for the post(s) in question. The deputation period will not normally be allowed to exceed
the limits prescribed by the Department of Public Enterprises from time to time for
various categories of posts.
In the case of each deputationist, the management will decide within a period of one
year from the date of appointment or at least three months before expiry of the
deputation period, whichever is later, whether the deputationist has to be continued on
deputation, absorbed or reverted. The retirement and other benefits such as Seniority,
Leave, Provident Fund, Gratuity, etc. to be allowed to deputationists on absorption shall
be regulated as per the provisions in the "Guidelines for Absorption of Deputationists"
appended in Annexure-III to these Rules.
Updated upto 18.03.2008
1.
5.4 APPOINTMENT BY PROMOTION
Rules relating to promotion of employees will be laid down separately by the
Corporation.
5.5 EXTENT OF RECRUITMENT
Recruitment shall be in adherence to the overall manpower budget for the year.
5.6 PAY FIXATION
The Selection Committee may recommend higher start normally not exceeding five
increments in the scale applicable to the post and other terms of service depending
upon the experience, qualifications, etc. of the candidate at the time of interview.
5.7 AGE
Age of a person at the time of appointment to the services of the Corporation shall not
be less than 18 years.
5.8 RESERVATION OF POSTS AND RELAXATION IN AGE LIMITS
The directives of Central Government regarding reservation and age relaxation for
Scheduled Castes, Scheduled Tribes, OBCs, Ex-servicemen and other categories, if
any, issued from time to time, shall be followed.
5.9 BIGAMOUS MARRIAGE
No candidate who has more than one spouse living or who, having a spouse living,
contracts another marriage which is void by reason of its taking place during the life-
37

38. time of such spouse, shall be eligible for appointment to any of the posts in the
Corporation, except where this may be permitted under the Central Government rules
for its employees.
5.10 MEDICAL FITNESS
No person shall be appointed in the service of the Corporation unless such person has
been certified by a duly qualified and registered medical practitioner or medical board
approved by the Corporation to be medically fit to discharge his duties, except that in
case of persons appointed from the Government or Public Enterprises such a
certification, at the option of the Corporation will not be necessary, if he had been earlier
medically examined for the previous employment. The employees may be subject to
periodical medical examination for determining their suitability for further continuance in
service as may be decided by the Chairman and Managing Director or an officer
nominated by him from time to time. ( As amended vide correction slip No.24 dated
28.12.88 )
Updated upto 18.03.2008
1.
Clarification
The fee, if any, for the medical examination shall be reimbursed by the Corporation on
production of the receipt by the person concerned (Vide Circular No. NH/PER (P)/8-12
dated 15.3.1978)
5.11 VERIFICATION OF CHARACTER AND ANTECEDENTS
5.11.1Appointment of any person in the service of the Corporation or his continuance in
service, shall be subject to his character and antecedents being verified and found
satisfactory, in the prescribed manner.
5.11.2 In case of a person appointed from the Government or other Pubic Enterprises,
the Corporation may accept the verification of character and antecedents done by his
previous employer.
5.12 PROBATION
5.12.1 All initial appointments, except transfers / deputation from the Government or
Public Enterprises shall be on probation for a minimum period of twelve months.
5.12.2 During the period of probation, an employee shall be liable to be discharged from
the service of the Corporation without notice, or without assigning any reason, at the
sole discretion of the Corporation.
5.12.3 The period of probation may be extended or curtailed in individual cases by the
Appointing Authority, on the merits of each case depending upon probationer’s
performance.
5.12.4 On satisfactory completion of the period of probation, the employee shall be
regularised in the post, but shall not be regarded as having been automatically
regularised, unless an order to this effect is issued to him in writing.
5.13 SENIORITY
Seniority in essence means length of service in a particular post or grade. Thus the
seniority shall be determined with reference to the date of appointment to a particular
post or grade.
38

39. If an appointment order contains names of more than one person the seniority shall be
according to the merit list drawn after the selection and the person whose name figures
first in the merit list will be senior to the one whose name appears next to his and so on.
Updated upto 18.03.2008
5.14. LIABILITY FOR SERVICE
A person recruited to a post under the Corporation shall be liable to be posted /
transferred within the Corporation or in its Subsidiary Companies in India or
abroad. (Amended vide O/O No.09/2003 dated 31.01.2003)
5.15 LIABILITY TO SERVE IN DEFENCE SERVICE
Graduate engineers and doctors entering the service of the Corporation shall be liable
to serve for a minimum period of four years including the period spent on training in the
Defence Service or on work relating to defence efforts anywhere in India or abroad, if so
required. The liability to serve in the Defence Services shall be limited to the first ten
years of service and will not ordinarily apply to graduate engineers above 40 years of
age and doctors above 45 years of age, unless the Government of India decides
otherwise.
5.16 TRAINING
All employees are liable to undergo such theoretical and / or practical training for such
period and undertake such examination, as may be prescribed by the Corporation from
time to time.
5.17 RETIREMENT / SUPERANNUATION
Retirement age of the employees of the Corporation will be 60 years.
The employees shall retire from service with effect from the last day of the month in
which they attain the age of 60 years. In case of employees whose date of birth falls on
the 1st day of a month, the date of retirement will be the afternoon of the last day of the
preceding month. This will also be applicable to personnel reemployed before attaining
the age of 60 years.
5.18 TERMINATION OF SERVICE
The services of Executive/Supervisor is liable to termination by giving three months’
notice or payment of salary in lieu there of by either side. However, in the case of
Workmen, such period of notice is one month. ( vide O/O No. 36/99 dated 26.4.99)
6. APPOINTING AUTHORITY
6.1 The Board of Directors shall be the Appointing Authority for all appointments to
posts in the grade above E-7 level other than the top posts for which the appointing
authority is the President of India.
Updated upto 18.03.2008
6.2 Appointments to posts in the grades of E-7 and below shall be made by the
Chairman & Managing Director, provided that in respect of those posts for which
subordinates have been delegated powers of appointment, such appointments may be
made by those authorities, provided further that such delegation or sub-delegation shall
not be made to an authority lower in rank than that of an Assistant Manager.
7. ADDITIONS / ALTERATIONS
The Recruitment Rules are liable to modifications / changes depending upon the future
needs of the Corporation. Notwithstanding whatever is contained in these rules, the
Board may at its discretion relax any of the provisions of these rules.
Updated upto 18.03.2008
39

40. ANNEXURE -I
APPOINTING AUTHORITIES
S..NO. CATEGORY OF PANEL APPROVING APPOINTING
EMPLOYEES AUTHORITY AUTHORITY
1 W-0,W-1, W-2 & W-3 Sr. Manager Asstt.Manager
2 W-4 & W-5 Chief Engineer / Chief Manager
3. W-6, W-7, W-8, W-9 S-1, Chief Engineer /Chief Chief Engineer /
S-2, S-3, S-4 & E-1 Chief
4. E-2,E-2A, E-3 & E-4 Concerned Director / General Manager
CMD
5. E-5, E-6 & E-7 CMD CMD
6. E-8 & E-9 Board of Directors Board of Directors.
NOTE:
1. In the Department / Division, where the designations as shown in this statement do
not exist, officers in the same grade(s) shall exercise the powers.
2. Wherever officers of the level indicated in the statement are not available, officers in
the higher grades(s) shall exercise the powers
Updated upto 18.03.2008
ANNEXURE-II
No.DPE 24 (11)/96 (GL-010)/GM
GOVERNMENT OF INDIA MINISTRY OF INDUSTRY
DEPARTMENTOF PUBLIC ENTERPRISES
PUBLIC ENTERPRISES BHAVAN,
BLOCK NO.14, CGO COMPLEX LODI ROAD, NEW DELHI, the Nov.2nd, 1998.
OFFICE MEMORANDUM
Sub:Recruitment to posts in Public Sector Enterprises through National
Employment Service – issue of revised guidelines regarding.
1. The undersigned is directed to say that the scheme of Employment Exchange
procedure came under the judicial scruitiny of the Supreme Court in the case of Excise
Superintendent, Malkapatnam Krishan Distt., Andhra Pradesh Vs. K.P.N. Visweshwara
Rao & others (1996 (6) SCALE 676 ). The Supreme Court, inter-alia, directed as
follows:
"It should be mandatory for the requisitioning authority/establishment to intimate the
employment exchange and employment exchange should sponsor the names of the
candidates to the requisitioning Departments for Selection Strictly according to seniority
and reservation, as per requisition. In addition, the appropriate Department or
undertaking or establishment, should call for the names by publication in the
newspapers having wider circulation and also display on their office notice boards or
40

41. announce on radio, television and employment news bulletins and consider the cases of
all the candidates who have applied."
2. In view of the need to incorporate the directions of the Supreme Court, it has been
decided to consolidate all existing instructions in this regard and issue revised
guidelines as follows:
PSEs are required to notify all vacancies meant for recruitment to the post carrying
scales of pay, the maximum of which does not exceed Rs.2500/- per month pre-revised
as indicated in DPE’s OM No. 2(48)/91-DPE (WC) dated 6th April, 1992 to the
Employment Exchanges/Central Employment Exchanges in the manner and form
prescribed in Rule 4 of the Employment Exchanges (CNV) Rule, 1960 and make
recruitment through National Employment Service. In addition to notifying the vacancies
for the relevant categories to the Employment Exchange, the requisitioning
authority/establishment may, keeping in view administrative/budgetary conveniences,
arrange for the publication or the recruitment notice for such categories in the
"Employment News" published by
Updated upto 18.03.2008
the Publication Division of the Ministry of Information & Broadcasting, Govt. of India and
then consider the cases of all the candidates who have applied. In addition to above,
such recruitment notices should be displayed on the office notice boards also for wider
publicity.
3. These guidelines will take effect from the date of issue and will not apply to such
cases where process of recruitment through employment exchanges/open
advertisement has been initiated before the said date.
4. All the administrative Ministries/Deptts. Are requested to bring the aforesaid
instructions to the notice of PSUs under their administrative control for strict adherence.
Sd/- (A.LUIKHAM )
Director
To, All Ministries/Deptts. Concerned with PSUs.
Copy to: 1) Chief executives of Central Public Sector Undertakings. 2) The Director
General, Employment and Training, Ministry of
Labour, Rafi Marg, New Delhi.
Updated upto 18.03.2008
ANNEXURE -III
GUIDELINES FOR ABSORPTION OF DEPUTATIONISTS IN NATIONAL
HYDROELECTRIC POWER CORPORATION LIMITED
1. OPTION
At least three months before completion of the period of deputation agreed to between
the Corporation, the employee and the lending department, or even earlier if considered
necessary, the Corporation will review the cases of each individual to decide whether:-
(a) the employee should be permanently absorbed in the corporation, or
(b) the employee should be sent back to the parent department.
In case the employee is considered for permanent absorption in the corporation, he
shall be asked to exercise an option between the above two alternatives. Such option
shall have to be exercised by the employee concerned within the time limits stipulated in
the relevant instructions of the Government. Where the period of deputation is already
indicated in the deputation terms, the option may be allowed to be exercised keeping
41

42. the prescribed deputation period in view. No employee shall be permanently absorbed
in the Corporation against his will and unless he has exercised his option and given his
consent in writing for such absorption.
2. In the event of the corporation having decided to permanently absorb an employee
and the employee having exercised his option and given his consent in writing, the
Corporation shall consider the terms to be offered to the employee for permanent
absorption, depending upon the merits of each individual case, keeping in view :
a) the desirability of protecting the total emoluments being drawn by the employee prior
to absorption. b) Length of service in the parent department in various positions and
scale of
pay c)experience in any other department / field and d) benefits to the Corporation from
permanent retention of the employee.
2.1 The employee who exercises option for permanent absorption in the corporation
shall resign or take retirement from his parent department in accordance with the
procedure laid down in this behalf by his parent department and on permanent
absorption in the Corporation shall be governed by the corporation’s rules and
regulations in force from time to time.
3. RETIREMENT BENEFITS
The benefits / facilities in respect of the pre-absorption service of the employee will be
as laid down in the relevant orders of the parent department.
Updated upto 18.03.2008
4. SENIORITY
Seniority of the deputationists to be absorbed in the Corporation, vis-a vis those already
existing in the same cadre, shall be fixed in accordance with the guidelines laid down on
this subject by the Corporation.
5. CONTRIBUTORY PROVIDENT FUND
The persons permanently absorbed in the corporation shall be eligible for membership
of the Contributory Provident fund of the Corporation as and when instituted or from the
date their resignation from Government service/Parent Department take effect and they
are permanently absorbed in the Corporation, whichever is later. The amount of
subscription together with interest thereon standing to their credit in the Provident fund
Account shall be transferred to their new ( Contributory ) Provident Fund Account in the
Corporation, provided the same is agreed to between the employees and the
Corporation.
6. LEAVE
On Permanent absorption of deputationist, the Corporation will take over the liability in
regard to leave on average pay / earned leave standing to the credit of the optees at the
time leaving the parent organisation, provided the previous organisation has remitted a
lump-sum leave salary equal to pay to the Corporation.
Updated upto 18.03.2008 Updated upto 18.03.2008 Updated upto 18.03.2008 Updated
upto 18.03.2008 Updated upto 18.03.2008
COPY OF IMPORTANT INSTRUCTIONS / ORDERS
GUIDELINES FOR DETERMINING ELIGIBILITY OF APPLICANTS AGAINST
VARIOUS POSTS
1. EDUCATIONAL/ PROFESSIONAL QUALIFICATION
42

43. No relaxation should be considered in the educational / professional qualifications as
prescribed for various posts.
2. EXPERIENCE
Generally relaxation in the length of prescribed experience (total as well as at particular
level) need not be considered. However, if the response is inadequate and the
requirement is urgent, a relaxation in length of experience may be given up-to a
maximum period of six months, in terms of total number of years and also at specified
levels. Experience in the related field only has to be considered while determining the
eligibility of the candidates.
3. AGE
No relaxation in the prescribed age need be given for posts at basic induction levels.
Relaxation in age may, however, be considered for recruitment at other than basic
induction levels, provided the need is urgent and response is inadequate. The relaxation
in such cases may be given up-to a maximum of five years subject to the condition that
the selectee will be available for service for a minimum period of three years in the
Corporation.
The guiding principal in deciding the suitability of candidates for being called for
interview / test should be the fulfillment of prescribed specification with relaxation as
detailed above (depending upon the requirements in each case). In case, however,
sufficient number of candidates are not available, the posts should be readvertised with
lower specification or in higher scale, as may be considered necessary.
Updated upto 18.03.2008
ANNEXURE
QUALIFICATIONS & EXPERIENCE FOR RECRUITMENT OF PARAMEDICAL
STAFF
S.No. Name of post & Age for Direct Education and other
Scale of pay Recruits(years) qualifications required for direct
recruits
1. Sister-in-charge NA Not applicable
6500-10500(CDA
) 9300-15,590
(IDA)
2. Staff Nurse Gr. I 20-35 Essential 1. Matriculation
7200-13,100 2. Registered ‘A’ Grade Nurse &
Mid-wife Desirable: One year
experience.
43

44. 3. Staff Nurse Gr. II 20-35 Essential 1. Middle pass
6700-12,500 2. Registered. Gr. "B" Nurse &
Midwife or Certificate of technical
Proficiency in General Nursing from
Army Medical Corps.
3. One year experience.
4. Laboratory 18-30 Essential 1.Matriculation with
Technician Science 2.Diploma in Laboratory
6700-12,500 Technology from a recognised
institution
Desirable : One year experience.
5. Dental 18-30 Essential 1. Matriculation with
Technician Science2. Registered. Dental
6700-12,500 technician / Hygienist ortwo years
experience in Dentistry.
6. X-Ray 18-30 Essential 1. Matriculation or
Technician equivalent2. Recognised "A" grade
6700-12,500 Nurse and Mid-wife or
1.Matriculation with
Science2.Diploma in
RadiologyDesirable: one year
experience.
Updated upto 18.03.2008
7. Pharmacist 18-30 relaxable in the Essential: Matriculation or
6700-12,500 case of Govt. Servant upto equivalent and registration as a
35 years. pharmacist under Sec. 31 or 32 of
Pharmacy Act, 1948 but excluding
clause (d) of section 31 of the
said Act.
Desirable: One year experience
as a Pharmacist or Compounder
8. Operation 20-25 (relaxable in the Essential: Matriculation or
Theatre case of Govt. Servant up- equivalent with 5 years
Technician to 35 years) experience as Operation Theatre
6700-12,500 Asstt. And Non-Matriculate with 7
years experience as Operation
Theatre Assistant.
44

45. 9. Laboratory 18-30 Essential: 1.Matriculation with
Assistant Science2.Should have passed
5800-10,790 general Laboratory course from a
recognised institute.
10. Operation 20-25 (relaxable for Govt. Essential: 1. Matriculation or
Threaten Servants upto 35 years) equivalent
Assistant
5800-10,790
11. Auxiliary 18-30 (relaxable in the Essential: Matriculation or
Nurse Mid- case of Govt. Servants up- equivalent Registered auxiliary
wife to 35 years in accordance Nurse and Mid-wife Desirable:
5800-10,790 with the instructions or Some experience and training in
orders issued by the family planning.
Central Government)
12. Operation Not applicable Not applicable
Theatre
Attendant
3750-5450 *
Updated upto 18.03.2008
13. Dresser 18-30 Essential 1. Middle pass.
4700-9010 2. Should have passed the first aid examination
from a recognised institution and adequate
experience in first aid and dressing of the wounds
etc.Desirable:Two years experience in some
hospital / dispensary.
14. Laboratory Not Not applicable
Attendant applicable
3750-5450 *
15. Female 18-35 Essential 1. Middle pass
Attendant 2. Should be a trained DAI or failing which should
3750-5450 * have two years experience of female attendant/
Ayah in a Hospital / dispensary
45

46. 16. Nursing 18-25 Essential 1. Middle pass.
Orderly 2.Should posses one year experience in
3750-5450 * bandaging and dressing or wounds etc.
17. Ward Boy 18-25 Essential Middle Pass
3750-5450 * Desirable: one year experience in Nursing
orderly’s duties.
( * vide 23/2002 dated 13.02.2002)
Updated upto 18.03.2008
ANNEXURE
QUALIFICATION AND EXPERIENCE FOR RECRUITMENT OF TEACHING
STAFF
S.No. Name of Educational and other qualifications
Age limit for
the post for direct recruits
direct
and scale
recruits(Years)
of pay
1. Principal 30-50 i) Master’s Degree with at least 45%
(Gr.A) for marks in the relevant subject.
Schools on ii) A Degree or Post Graduate diploma in
10+2 Teaching / Education.
pattern iii) Three years experience in educational
14500-187 administration in addition to at least four
00 years teaching experience in a
recognised High / Higher Secondary
School or College.
iv) Working knowledge of Hindi and
English.
Desirable :Experience in organising
seminars, in-service courses,
symposia,educational conferences,
sports, rallies, cultural and literary meets.
46

47. 2. Principal 35-45 i) A Master’s Degree with at least 45%
(Gr.B) upto marks in relevant subject.
10th class ii) A Degree or Post GraduateDiploma in
8000-13,40 Teaching / Education.
0 iii) One year experience in educational
administration in addition to at least four
years teaching experience in a
recognised High / Higher Secondary
School or College.
iv) Working knowledge of Hindi and
English.
Desirable: Experience in organising
seminars, in –service courses, symposia,
educational conferences, Sports rallies,
cultural and literary meets.
Updated upto 18.03.2008
3. Vice N.A. N.A.
Principal
8000-13,4
00
47

48. 4. Post 40 Essential ( PGT except Commerce and English)
Graduate 1. i) Master’s Degree with at least 45% marks in the
Teacher oncerned subject.
8600-14,9 2. ii) University Degree or Diploma in teaching
20 3. iii) Three years teaching experience in a recognised
school
Desirable: Competence to teach the subject both in Hindi &
English.
Note-1 Teaching experience is relaxable for non-teaching
employees of NHPC who have put in five years service in
the Corporation. Note-2 In case of candidates possessing
first class Masters Degree as well as first class Bachelor’s
Degree, essential qualifications at ii) and (iii) shall not apply.
Such candidates if selected will be placed on trial for a
period of two years which may be extended by one year if
the candidate is not able to acquire teaching degree, or his /
her performance is not considered satisfactory by the
competent authority and will be continued further subject to
their acquiring teaching Degree during this period.
PGT ( ENGLISH) i) Master’s Degree with minimum of 45%
marks. ii) University Degree / Diploma in Teaching.
Updated upto 18.03.2008
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49. Note-3 In case of candidates possessing Master’s degree with at least 50% marks
and Bachelor’s degree with least 55% marks essential qualification at (ii) shall not
apply. Such candidates if selected will be placed on trial for a period of two years
which may be extended by oneyear if the candidate is not able to acquire teaching of
degree or his / her performance is not considered satisfactory by the competent
authority and will be continued further subject to their acquiring teaching degree
during this period.
Desirable :
Three years teaching experience in a recognised High / Higher Secondary School or
Intermediate College.
PGT ( COMMERCE)
Master’s degree with a minimum of 45% marks.
Desirable:
i) University degree / Diploma in teaching.
ii) Competence to teach the subject both in Hindi and English.
iii) Three years teaching experience in a recognised Higher Secondary School or
Intermediate College
5. Trained Graduate 35 years Essential
Teacher or less i) Second Class Degree with minimum marks
7200-13,100 of 45%
ii) University Degree/Diploma in teaching.
Updated upto 18.03.2008
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50. iii) Two years teaching experience in a recognised School relaxable in the case of
exceptionally qualified candidates. Teaching experience is relaxable in the case of
non-teaching employees of NHPC who have put in five years service in the
Corporation.
Note : Those who have obtained 60% or over in the aggregate in BA/B.Sc or
equivalent examination and 55% or over in Master’s Degree examination , essential
qualifications (ii) and (iii) shall not apply. Such candidates, if selected will be placed
on trial initially for a period of two years which may be extended by one year if the
candidate is not able to acquire teaching degree, or his / her performance is not
considered satisfactory by the competent authority and will be continued further
subject to their acquiring teaching degree during this period
Desirable :Competence to teach both in English and Hindi.
6. Home 3 A University Degree with Diploma in Domestic
Science/Domestic 5 Science or a University Degree in Home Science.
Science Teacher
7200-13,100
7. Physical Education 3 A University Degree with recognised Diploma in
Teacher 7200-13,100 5 Physical Education or BPED of Laxmibai College of
Physical Education Gwalior or equivalent
qualifications.
8. Work Experience 3 Essential i) Matriculation or higher secondary
Teacher 7200-13,100 5 examination. ii) Three years diploma in Electrical
Engineering and Electronics or in Tailoring, Needle
work and embroidery from a recognised institution or
Government Industrial Training
Updated upto 18.03.2008
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51. Institute or Poly-technic and two years practical / teaching experience in the trade of
instructors training course Diploma plus three years practical / teaching experience
from the Regional College or Education with two years practical / teaching
experience.
Preference Will be given to candidates possessing skill and knowledge or Toy and
Doll making, puppetry, batik, leather work, sheet metal work, wood work, kitchen
gardening and ornamental gardening etc.
9. Drawing 3 Essential :Five years recognised diploma in drawing and
Teacher 5 painting / sculpture graphic art or four years Diploma in Fine
7200-13, arts and crafts Vishwa Bharti, Shantiniketan or Diploma in Fine
100 Arts from Government School of Arts and Crafts, Patna or MA
in Drawing and Paintingfrom Agra University or equivalent
recognised Degree or B.Ed. Diploma / degree in Fine Arts from
Regional College of Education.
10. Primary 3 Essential i) Higher secondary with J.B.T.(2 years ) or
Teacher 0 Intermediate with J.B.T. ( One year ) or plus two examination
6700-12, (Senior School Certificate Examination) with J.B.T. One year)
500 ii) Competence to teach both in English & Hindi.
Note :In the case of candidates who have passed Higher
Secondary / Intermediate / Plus two examination In first class
and also have first class Bachelor’s degree, possession of a
certificate of teaching is relaxable. Such candidates, if selected,
will be
Updated upto 18.03.2008
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52. placed on trial initially for a period of 2 years which may be extended by one year if
the candidate is not able to acquire the requisite teaching certificate.
11. Music 3 Essential :
Teacher 0 Degree in Music from a recognised University or Higher
6700-12,500 Secondary with any of the following viz. Sangeet Visharad
of Gandharava
12. Librarian 3 Essential :
7200-13,100 5 A University degree in Library Science or Graduate with
Diploma in Library Science from a recognised Institute.
13. Lab. 3 Essential :
Assistant 0
5800-10,790
The age prescribed above is relaxable in the case of Government servants, employees
of KVS and NHPC
________________________________________________________________
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53. Corporate
Social
Responsibility
53

54. CORPORATE SOCIAL RESPONSIBILITY
Corporate social responsibility is applicable for all power stations. It is not
mandatory and carries no fixed budget. It was first implemented in NHPC
on 1st April, 2006. CSR is carried out through a need assessment survey
done by the department.
During the construction of any project, nearby localities are taken care of in
concern with any harm caused to them due to the project through
community welfare schemes on which the department is required to
present a detailed project report to the HOD. Whereas, at operational level
various other schemes are applicable.
Budget allocation is done under various heads based on need assessment
survey in consultation with the panchayats and unit level administrations.
The plan is then sent along with budget estimation to the corporate offices
through the regional officers which is then inspected.
And finally, quarterly reports and photographs of pre and post project are
timely sent to the corporate office.
STRATEGY (USE OF CSR AS A TOOL)
The organization starts at places where they are about to come to let
people know that they are coming and for the purpose of reduction of
uncertainty and negativity between the localities and the organization.
The organisation also uses this as a tool to benchmark its efforts in
comparison to others. The company can grow itself by fighting for issues
they believe in, like drug deaddiction, alcoholism, child labour,adult
education, employment schemes, etc.
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55. Conclusion
The trust in government and its bureaucracy has been eroding in India thereby leaving
more avenues for contested domains. It has been very difficult transforming the
government intentions to produce electricity from the large water infrastructures after
the Sardar Sorvar Project debacle in the early 1990’s. The small hydro projects are
being cautiously implemented by the governments. However in some cases the adverse
socio-economic and environmental impacts of large dams can be mitigated through
informed decision-making, transparency and engagement of all stakeholders. In all
probability, the advantages and disadvantages of hydro-power structures, large or
small, have to be discussed with people transparently.
The present social and environmental assessments of the hydro projects are flawed
from many angles which triggers real and imaginary conflicts of interest. To settle the
People’s concern, after two years of debate the Indian Cabinet has recently passed the
National Policy on Rehabilitation and Resettlement, 2007. In particular, there has to be
clear recognition in all decision making related to dams that a balance needs to found
between the needs for use of renewable energy, and the minimization of possible
harmful effects on the environment - especially mountain environments where most of
the hydro-potential resides. Mountain regions have particular potential for use and
production of renewable energy, not only hydro, but also biomass, solar, geothermal or
wind; clearly, the adverse environmental effects on fragile mountain ecosystems need
to be carefully assessed and prevented before developments take place. Also, possible
social issues between upstream (often poor mountain communities) and downstream
communities (often the main beneficiaries of energy production) need to be addressed.
Bibliography
• www.google.co.in
• NHPC office
• www.nhpcindia.com
References
• Naveen Kumar Jain(HR manager),Mobile Number-9873682638
• Goutam Mondal(assistant manager),Mobile Number-99104769452
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