Organizational Information: Company's Profile

ORGANIZATIONAL INFORMATION
North Eastern Electric Power Corporation Limited (NEEPCO) , a MiniRatna

Schedule "A" Government of India Enterprise under the Ministry of Power was set
up on the 2nd of April, 1976 to plan, investigate, design, construct, generate, operate
and maintain power stations in the North Eastern Region of the country.
With its headquarters in the charming town of Shillong, the capital of Meghalaya,
NEEPCO is a power sector enterprise with projects located in the various states of
the North East.
Companys profile
Authorised Share Capital
Installed Capacity
Projects Completed
Capacity Addition Program From Projects
Under Construction
Projects Under Construction
Projects Under Survey & Investigation
Manpower
Certifications Received
ISO 9001:2008
ISO 14001:2004
ISO 18001:2007
MOU Rating for 2003-04, 2004-05, 200506

2006 - 07, 2007 - 08
2008 - 09
2009 - 10
2010 - 11
2011 - 12
2012 - 13
Rs. 5000 Crs.

1130 MW
7 Nos. (5 Hydro , 2 Thermal)
922 MW
5 Nos. (3 Hydro , 2 Thermal)
2118 MW (4 Hydro , 1 Thermal , 2 Solar)
2723 (as on 31/03/2014)
Quality Management Systems (QMS)

Environmental Management Systems
(EMS)
Occupational Health and Safety
Management Systems (OHSAS)
Excellent
Very Good
Good
Very Good
Good
Good
Very Good
NORTH EASTERN REGIONAL INSTITUTE OF SCIENCE AND TECHNOLOGY, NIRJULI
Page 1
MISSION
To harness the vast hydro & thermal power potential.
To produce pollution free and inexhaustible power through planned development

of power generation projects.
To play a significant role in the integration and development of hydroelectric and
thermal power in the Central Sector covering all aspects such as investigation,
planning, designs, construction, operation and maintenance of hydroelectric and
thermal projects which in turn would effectively promote the development of the
nation as a whole.
CORPORATE OBJECTIVES
For fulfillment of its mission, NEEPCO has set the following objectives for the year
commensurate with the aims, programs and policies of the government evolved from
time to time:
o
o
o
o
o
o
o
To responsibly exploit the vast hydro & thermal power potential for sustainable
development of N.E. Region
To undertake execution of new hydro/thermal schemes and undertake timely
renovation & modernization of existing old hydro and thermal plants.
To execute on-going hydro/thermal projects as per targets set, so as to achieve
commissioning of such projects as per schedule or ahead of schedule.
To ensure optimum utilization of installed capacity so as to achieve maximum
generation and optimum machine availability.
To improve the Quality Management System, NEEPCO is already registered as
an ISO: 9001:2008 Company, NEEPCO has also been accredited with OHSAS
18001 for occupational health and safety management systems and ISO 14001
for environmental management systems.
To complete DPR of new schemes for hydro/thermal projects as per schedule or
ahead of schedule as and when estimated by Central Electricity Authority
(CEA)
To promote industrial growth and prosperity of the N.E. region by fulfilling the
need of supply of electricity thereby improving the quality of life of the region.
To improve the socio economic condition of the neighborhood by providing
infrastructure, medical schooling and the creation of productive environment
opportunities.
Page 2
HUMAN RESOURCE
o
An integral part of NEEPCO's employee centered policy lay thrust on knowledge

up-gradation and development through seminars, workshops and training
programs both in-house and external.
Manpower strength of the Corporation is 2723 (as on 31st Mar 2014).
VIGILANCE
NEEPCO takes cognizance of the importance of VIGILANCE in all its working
spheres .The Vigilance Department of NEEPCO plays a pivotal role by focusing
attention on preventive vigilance and ensuring streamlining of rules and procedures
in every area that requires attention for the growth of the corporation.
Performance Highlights
o
o
o
o
o
o
o
o
o
o
o
o
Conferred 'Miniratna Category I' status by the President Of India on April

8th 2013.
Accorded Schedule 'A' status on July 15 2008.
NEEPCO produces 47% of the total effective installed capacity of the N.E.
Region as on 31.03.2013.
NEEPCO provides 56.6% of Energy requirement of the N.E. Region during
2012-2013.
NEEPCO operates one of the largest hydro and thermal power plant in N.E.
Region.
NEEPCO provides electricity to 5 houses (approx) out of 10 in N.E. Region.
The only CPSU having Hydro and Thermal Power Stations in operation.
NEEPCOS Hydro - thermal Mix 67:33.
Exposure to construction & operation of Hydro projects in highly difficult and
Geo - Technically sensitive terrain of N.E. Region.
NEEPCO is the only CPSU operating a Power Plant in Nagaland.
Very good external debt servicing
NEEPCO Facilitates generation of cheap Electrical energy for the North
Eastern States thereby providing energy security, facilitating economic
development of the region
NEEPCO provides free medical services to the local people in all 8 NEEPCO
Hospitals and Dispensaries.
Page 3
PERFORMANCE INDICATOR
Performance at a Glance
Particulars
Authorized Capital (Rs. in Crs.)
Paid-up Capital (Rs. in Crs.)
Installed Capacity (MW)
Generation (Million Units)
Sale (Rs. in Crs.)
Total Income (Rs. in Crs.)
Profit before Tax (Rs. in Crs.)
Employee/MW
Dividend (Rs. in Crs.)
2010-11
5,000
3,278
1,130
5,093
1,198
1,279
318
1.48
79.07
2011-12
5,000
3,292
1,130
4,825
1,198
1,270
264
1.42
65.73
2012-13
5,000
3,315
1,130
4,691
1,325
1,392
295
2.46
72.69
Page 4
Power Share of NEEPCO in North East India
NEEPCOs share of Installed Capacity in the North East Region: 40% (as on 31.03.2014)
NEEPCO contributed 47.6% of Energy Generation to NER out of total NER generation for
the year 2013-2014
Page 5
Awards & Accreditation

VARIOUS AWARDS RECEIVED
291 MW ASSAM GAS BASED POWER PLANT WAS DECLARED AS CENTRE OF

EXCELLENCE IN THE YEAR 2002 BY THE MINISTRY OF POWER,
GOVERNMENT OF INDIA.
3 X 135 MW RANGANADI HEP WAS AWARDED NATIONAL AWARD FOR THE
YEAR 2004-05 FOR MERITORIOUS PERFORMANCE IN POWER SECTOR BY THE
MINISTRY OF POWER, GOVERNMENT OF INDIA.
RAJBHASHA : RECEIVED 3RD PRIZE IN THE YEARS 1996-97, 1997-98 AND 200001.
VARIOUS ACCREDITATION RECEIVED
ISO 9001 : 2008 Quality Management Systems (QMS)

ISO 14001 : 2004 Environmental Management Systems (EMS)
POWER POTENTIAL IN THE NORTH EASTERN REGION
In terms of hydro power, the North Eastern Region has the potential of about 58971
MW i.e. almost 40% of the country's total hydro potential. Additionally, the Region
also has abundant resource of coal, oil and gas for thermal power generation. In spite
of such huge potential the Region ranks lowest in the country in terms of per capita
energy
consumptions.
However with continual improvement of infrastructure and communication
Page 6
facilities, the North East region stands to become the Power House of India by
utilizing its surplus power potential especially in the hydro sector.
HYDROELECTRICPOWER
The NE Region is blessed with a huge hydro potential in the country which is
estimated at about 58971MW, out of which about 2% (two percent) (1200 MW) has
so far been harnessed as on 31.01.2013. Another 2852 MW of hydro power is under
various stages of development. The balance 93% (ninety three percent) is yet to be
exploited.
Page 7
NATURALGAS
151.68 Billion which is capable of generating 7500 MW for 10 years.
COAL
864.78 Million tonnes against 186 Billion tones of reserves in the country. With the
reserves in the N.E Region, approximately 240 MW/day can be generated for a
period of 100 years
Page 8
PROJECTS UNDER OPERATION
The projects Of NEEPCO that have been commissioned and are presently under
operation are :
275 MW KOPILI HYDRO ELECTRIC
PROJECT
291 MW ASSAM GAS BASED POWER

PROJECT
84 MW AGARTALA GAS TURBINE

PROJECT
75 MW DOYANG HYDRO ELECTRIC

PROJECT
405 MW RANGANADI HYDRO ELECTRIC

PROJECT
Page 9
PROJECTS UNDER EXECUTION

The following projects are presently under various stages of execution :
60 MW TUIRIAL HYDRO ELECTRIC

PROJECT
600 MW KAMENG HYDRO ELECTRIC

PROJECT
110 MW PARE HYDRO ELECTRIC

PROJECT
101 MW TRIPURA GAS BASED PROJECT
51MW Agartala Gas Turbine Plant-Combined

Cycle Conversion Project
Page 10
POWERMAP
Page 11
PROJECT DESIGN AND STUDY

1. Introduction to the study
2. Statement of the problem
3. Objective of the study
4. Methodology
5. Limitation of the study
Page 12
Introduction to study
The purpose of this is to examine the effectiveness of training processes in north

east electrical power corporation limited (NEEPCO). Training is the process of
increasing the knowledge and skills of the employee. A better knowledge about this
thing can facilitate the trainer as well as the trainee in conducting and benefiting
from the training. But, training being a very complex process makes it a bit difficult.
So the best way to achieve it is by studying and analyzing the feedback of employee
as well as managers. The project includes collecting information from the staffs of
NEEPCO analyzing it, interpreting it, and making observation and providing useful
suggestions from it.
The study helps to know the impact of training process on employees in the
organization. And also it enables to know the attitude of employees towards
training, satisfaction of employees, efficiency of training programs and trainers and
impact of training on the productivity of the organization.
The study mainly deals with the efficiency of training process which has to be
increased. The objective, relevancy of training, methods, materials, environment
and time duration of training, personal satisfaction of employees that effect the
effectiveness of training. The study tries to cover a many a areas a possible in order
to come with the best and accurate conclusions.
Why employee training is important

Training is crucial because it
Educates workers about the effective use of technology
Ensures competitive edge in the market
Promotes safety and health among the employees
Page 13
Creates opportunities for career development and personal growth, an important

factor in retaining workers
Helps employers comply with laws and regulations
Improve productivity and profitability
EFFECTIVENESS OF TRAINING
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 resent at work or for preparing a
person for assuming higher responsibilities in further which would call for
additional knowledge and superior skills.
Effective training has the potential to provide a range of benefits for an
organization:
Higher quality
Better productivity
Improved motivation - through grater empowerment
More flexibility through better skills
Less supervision required (cost saving in supervision)
Better recruitment and employee retention
Easier to implement change in the organization
Page 14
Effective training starts with a "training strategy." The three stages of a training
strategy are:
Identify the skills and abilities needed by employees
Draw up a action plan to show how investment in training and development will
help meet business goals and objectives
Implement the plan, monitoring progress and training effectiveness.
NEEDS OF TRAINING
After employees have been selected for various positions in an organization,
training them for the specific tasks to which they have been assigned assumes great
importance. It is true in many organizations that before an employee is fitted into a
harmonious working relationship with other employees, he is given adequate
training. Training is the act of increasing knowledge and skills of an employee foe
performing a particular job.
Needs of training can be summarized with this few points as follow:
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.
To enable existing employees to update skill and knowledge: Training is not
something need only 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 of job. With an evaluation in his position in the organization, his
responsibilities are also going to multiply.
Page 15
To enable an employee to become versatile: Sometimes an employeee may have

to gain knowledge of several related jobd. It will njot be enough if he s only good in
the work he does presently.
Training analysis involves
Monitor current performance by using techniques such as observation, interviews
and questionnaires.
Anticipating future shortfalls or problems
Identifying the type and level of training required and analyzing how this can best
be provided.
PURPOSE OF TRAINING
Newly recruited employees require raing so as to perform thier tasks effectively.
Training helps in increasing the knowledge and skills employees.
Training makes employees mobile and versatile so that employee can be placced
on various jobs depending on organization needs.
When the employees are trained it becomes easy for them to adapt themeslves
according to the changes made in the organization.
training reduces the cost of supervision. Trainedd employees needless guidance
which in turns reduces the needs for supervisors.
Training can bridge the gap between the employee's capabilities and the demand
of the job.
Page 16
Benifits to the employees

Training makes employees more efficient and effective.
Training enables employees to secure promotions and helps them achieve thier
goals comfortably.
Employees make less mistakes in thier job and are able to handle jobs with
confidence and commitment to work.
Employees start finding satisfaction with high morale.
Thus, traing can contribute to higher production, fewer mistakes, greater job
satisfaction and lower labour turnover. Also, it enables employees to cope with
organizational social and technological change. Effecetiv training is an invaluable
investment in the human resources of an organizationn.
METHODS OF TRAINING
There are various methods of training, which can be divided into cognitive and
behavioral methods. Trainers needs to understand the pros and cons of each
method; also impact on trainer's keeping thier background and skills in mind before
giving training.
Cognitive methods are more of giving theoretical training to the trainees. The
various methods under cognitive method prodives the rule for how to do
something, written or verbal information, demonstrate the relationship concepts
etc. These methods are associated with changes in knowledge and attitude by
stimulating learning.
The various methods that come under cognitive approach are:
Lectures
Demonstration
Discussion
Page 17
Computer based training (CBT)

Intelligence tutorial system (ITS)
Program instruction (PI)
Virtual reality
Behavioral methods are more of giving practical training to the trainees. The
various methods under behavioral approach allow the trainee to behave in a real
fashion. These methods are best used for skill development.
The various methods that come under behavioral approach are:
Games and stimulations
Behavioral modeling
Case studies
Equipment stimulators
In-basket Technique
Role plays
Both the methods can be used effectively to change attitudes, but through
different means.
Another method is Management development method. This method is more of
future oriented method and more concern with educations of the employees. To
become a better performer by education implies that management development
activities attempt to instill sound reasoning processes.
Page 18
Management development method is further divided into two parts:

a) On the job Training
b) Off the job Training
On the job training - The development of managers abilities can take place on the
job. Four techniques for on-the job training are:
* Coaching
* Mentoring
* Job rotation
* Job instruction technique
Off the job training - There are many management techniques that an employee
can take in off-the-job. The few popular methods are:
* Sensitivity training
* Transactional analysis
* Simulation exercises
* Straight lectures
* Case studies
Page 19
Statement of the problem
Training plays a very important role in each and every organization.

it aims at preparing employees for future or current jobs. The efficiency and
productivity of the firm can be increased considerably with right training methods.
This is the reason why HR department gives Training such a huge importance. So it
is essential that we conduct studies and experiments to improve training methods.
The motive behind the study is to understand the effectiveness of employees
training in North eastern electrical corporation Ltd. Shillong.
Training cannot be measured directly but the change in attitude and behavior that
occurs as a result of training. By studying and analyzing the response of employees
regarding training, we can make scientific conclusions, which is the core idea of this
study.
Page 20
Objective of the study
In order to obtain a complete and successful project work in NEEPCO Ltd. the
following objectives are laid down:
To study the various training programs offered at the organization.
To study the methods used in training the employees.
To identify the training needs of employees.
To know how the new and the existing employees perceive the training
development program.
To analyze whether the quality of training and satisfaction of respondents
related.
To analyze whether the employees are satisfied with their current training
methods.
To study the training program on the basis of relevance, implementation and
outcomes.
Page 21
Methodology
As the name suggest it is a scientific method i.e. how we planned to do and what
kind of method we are going to adopt to make this project successful. It deals with
the method of how to collect data for information, i.e. whether we did with
questionnaire or schedules etc. It also includes what is the procedure to proceed to
collect the data, from where we will start and where we will end, whether the
investigator will investigate and interview (schedule) or hand over the
questionnaire. The research methodology that is to be used for carrying out the
project work is discussed as under:
# Primary data
Primary data are freshly gathered specially for this project. It is collected for the
first time and thus they are original in character. The primary data are useful for
knowing opinion, qualities and attitudes of respondents. Basic sources for primary
data collection for the study are through:
Questionnaire: A questionnaire will be served to the employees from different
department asking their opinion about the effectiveness of training at NEEPCO. In
the questionnaire, possible answers that are easier to interpret and tabulate will be
provided.
- Multiple choices: Multiple choices had three or more options in them.
-Rating scale: Rating scale rates the attributes.
-Dichotomies: Here a question with possible answer is provided.
Personal interview: A face-to-face talk will be carried out with the employees
where they will be asked about their feelings and opinions on various aspects of
their jobs and training programs of the organization.
Page 22
# Secondary data:
As per the requirement, here we collect the data that are already collected
previously by someone else.
It includes:
a) Studying the website www.neepco.gov.in of the company.
b) Various articles published in different sources (Magazines, books, internet and
journals)
c) Schedule of training programs of the company.
d) Research thesis and dissertations.
# Element of sampling:
It includes sampling frame, sampling size, sampling design and sampling unit.
* Sampling frame: The respondents are the employees of NEEPCO Ltd. Shillong.
* Sampling size: Sampling size taken for this study is 50 employees covering all the
departments of the organization.
* Sampling design: Random sampling
* Sampling unit: The sampling unit is an individual employee of all the departments
of the organization - north eastern electrical power corporation Ltd. Shillong.
# Statistical tools:
The statistical tools used in the analysis of the data include:
Tabulation
Graphs: Histograms, pie charts etc.
Page 23
Limitations of the study
Some difficulties were encountered while doing the project. They are listed below:
Employees of NEEPCO Ltd. Shillong found it difficult to answer questions properly
due to their busy and heavy workload
Lack of communications among the employees, specifically from the Human
Resource development department, which is expected to inform and notify the
employees regarding the research made by the students
The working personals are not proffered to give complete information or hesitate
to help in filling up the questionnaires
Given that the study was conducted over a short period of time, it is impossible
to surface all the aspects of training programs etc
Page 24
Data analysis and Interpretation
Page 25
ANALYSIS
Analysis begins with collection of data. Data are usually of two types - Primary and
secondary data. The term analysis refers to the computation of certain measures
along with searching for patterns relationship that exist among data-groups.
Once the data has been collected, it is important to analyze the collected data.
The types of analysis used are:
Tabulation:
Tabulation is the process of summarizing data and displaying the same (i.e. in the
form of statistical table) for further analysis. In a broader sense, tabulation is an
orderly arrangement of data in columns and rows.
Charts, Graphs and Diagrams:
In addition, a variety of charts, graphs and diagrams are used to represent the
different categories of answers to the questions.
Page 26
Data analysis and Interpretations
1. How long have you been working in NEEPCO. Ltd?

Experience in years
a) 0-5 yrs
b) 5-10 yrs
c) 10-15 yrs
d) 15 yrs and above
Total
No. of respondents percentage of respondents

10
12
8
20
50
20
24
16
40
100
Experience in years
40
35
30
25
20
Experience in years
15
10
5
0
0-5 yrs
5-10 yrs
10-15 yrs
15+ yrs
Interpretation:
The above table and figure shows that the majority respondents which is 40% have been working
for 15 years and above in this company, 16% have been working for 10-15 years, 24% have been
working for 5-10 years and the rest 20% said they have been working for 0-5 years only.
Page 27
2. During your years of working with NEEPCO, what type of training you had attended mostly?
Answer
No. of respondents
a) On the Job
b) Off the Job
c) Both
d) Others
Total
percentage of respondents
27
9
6
9
50
54
18
12
18
100
Types of training attended by the employees

60
50
40
30
20
10
0
On the Job
Off the Job
Both
Others
Interpretation:
By the above table and figure, 54% of the employees in NEEPCO had attended On the Job
Training, 18% off the job. 12% reveal that they attended both on the job and off the job. Rest 18%
said they attended other types of training.
Page 28
3. How will you rate the materials and technology used in training program?
Opinion
No. of respondents
a. Poor
b. Average
c. Good
d. Excellent
Total
4
14
32
0
50
8
28
64
00
100
Training materials/technology used in

training program
70
60
50
40
30
20
10
0
Poor
average
Good
excellent
Interpretation:
As shown above, the training materials and technology used in training program are good. It also
shows that still there are rooms for improvement that needs to be look into as 8% of the
respondents rate the training materials as poor.
Page 29
4. According to you, which method is mostly suitable for training?

Opinion
a. Step by step instruction
b. Coaching/Lectures
c. conference/Discussions
d. Programmed Instructions
Total
no. of re4spondents
32
6
8
4
50
64
12
16
8
100
Method mostly suitable for training

70
60
50
40
30
20
10
Interpretation:
By the above data it is clearly visible that 64% of the respondents prefer step-by-step instruction
method. 16% and 12% respondents prefer conferences and coaching respectively. Only few i.e.
8% prefers programmed instructions.
Page 30
5. The time duration for the training period is?

Opinion
a. Sufficient
b. To be extended
c. To be shortened
d. Manageable
Total
no. of respondent
23
11
0
16
50
Percentage of respondents
46
22
00
32
100
Time duration for training period

50
45
40
35
30
25
20
15
10
5
0
Sufficient
To be extended
To be
shortened
Manageable
Interpretation:
As shown above, 46% respondents are sufficient with the training period, 22% said to be
extended and 32% said it is manageable. Its interesting that none of the respondent responded
the training period to be shortened, hence most of the employees are sufficient with the time
duration of the training period.
Page 31
6. Are you aware of E-learning course offered by your organization? If yes, what do you think
about the program?
Opinion
a. Effective
b. Average
c. In-effective
d. Not aware
Total
no. of respondent
3
29
3
15
50
6
58
6
30
100
E-learning course offered by NEEPCO

60
50
40
30
20
10
0
Effective
Average
In-effective
Not aware
Interpretation:
From the above data, most of the respondents are aware of E-learning course offered in the
organization and out of which 58% rate it as effective, 6% said as average, another 6% said as ineffective and many of the respondent i.e.30% said that they werent aware of the program.
It is very interesting to see such margin where many of the respondents arent even aware of Elearning. Hence, they organization needs to make aware of E-learning course to its employees.
Page 32
7. After the training program, your work performance has been

Opinion
a. Effective
b. Very effective
c. Average
d. In-effective
Total
no. of respondents
14
32
4
0
50
28
64
8
00
100
Work performance after training

70
60
50
40
30
20
10
0
Effective
Very
effective
Average
In-effective
Interpretation:
Above table and figures shows 64% of the respondent claims that their work performance after
the training is very effective, while 285 said it is effective and just 8% claimed it as average. None
claims in-effective. So, most of them believe training improves performance a lot.
Page 33
8. What is the type of skills development you would require?

Opinion
a. Management skills
b. Communication skills
c. IT/Technical skills
d. Leadership motivation
e. Others
Total
no. of respondents
22
4
18
4
2
50
44
8
36
8
4
100
Type of skill development required

45
40
35
30
25
20
15
10
5
0
Interpretation:
As shown above, majority of the respondents i.e. 44% required management skills. 365 said
IT/Technical skills, 8% said communication skills, 8% said leadership motivation skills and 4%
others.
An employee cannot be expert in all areas. Both specialists and generalists are required to
undertake training programs. Employees need to update their knowledge according to the
technological changes, which will help in meeting the corporations goals and objectives as well
as individuals.
Page 34
9. What are the main barriers in learning new skills?

Opinion
no. of respondents
a. Time/Cost
18
b. Lack of information
6
c. Concern about quality training
5
d. Qualification/Experience of trainer
3
e. Organizational policy of training
18
f. Any other reason
0
Total
50
36
12
10
6
36
00
100
40
35
30
25
20
15
10
Barriers in learning new skills
5
0
Interpretation:
When enquire about barriers in learning new skills, 36% respondents said time/cost, another 36%
said organizational policy of training, 12% think lack of information, 10% are concern about the
quality training and 6% thinks it is the qualification/Experience of the trainer.
Hence, organizational policy of training of the organization should be look into.
Page 35
10. Does your training give you a feeling of confidence?

Opinion
a. Yes
b. No
no. of respondents
49
0
49
Total
100
00
100
Effect of training on confidence
100
80
60
40
20
0
Yes
No
Interpretation:
From the above table and figures it is very clear that through training majority of the employees
gained a feeling of confidence. Training leads to job satisfaction and higher morale of the
employees.
Page 36
11. Is the trainer qualified according to the training program?

Opinion
a. Yes
b. No
Total
no. of respondents
42
8
50
84
16
100
Is the trainer qualified?
Yes
No
Interpretation:
With regard to the trainer program 84% of the respondents agreed that the trainer is well
qualified and experienced. While 16% were against it.
Page 37
12. Induction training is given adequate importance in your organization?

Opinion
a. Strongly agree
b. Agree
c. Neutral
d. Disagree
e. Strongly disagree
Total
no. of respondents
10
19
14
7
0
50
20
38
28
14
00
100
Importance given to induction training

40
35
30
25
20
15
10
5
0
strongly
agree
agree
neutral
disagree
strongly
disagree
Interpretation:
The above figure shows 20% strongly agrees that induction training is given adequate importance
in the organization, 38% agrees, 28% said it is neutral and 14% disagrees.
Page 38
13. Training program has been imparted to the right person, at the right time and for the right job
Opinion
a. Strongly agree
b. Agree
c. Neutral
d. Disagree
Total
no. of respondents
5
17
20
8
0
50
10
34
40
16
00
100
Training program has been imparted to the

right person, at the right time and for the
right job
40
30
20
10
0
strongly agree
agree
neutral
disagree
strongly
disagree
Interpretation:
From the above data shown, we can see that majority of the respondents i.e.40% are neutral,
while % agrees that the training programs are being imparted to the right person, at the right
time and for the right job. Only few disagrees with it.
Page 39
14. Employees are helped to acquire technical knowledge and skills through training.
Opinion
a. Strongly agree
b. Agree
c. Neutral
d. Disagree
Total
no. of respondents
8
26
12
4
0
50
16
52
24
8
00
100
Employees are help to acquire technical

knowledge and skills through training
60
50
40
30
20
10
0
strongly
agree
agree
neutral
disagree
strongly
disagree
Interpretation:
52% of the respondents agree that employees are helped to acquire technical knowledge and
skills through training. 24% showed neutral, 16% strongly agreed and just 8% disagreed.
Page 40
15. Training helps in increasing productivity of employees, to achieve organizational goals.

Opinion
a. Strongly agree
b. Agree
c. Neutral
d. Disagree
Total
no. of respondents
9
36
5
0
0
50
18
72
10
00
00
100
Training helps to increase productivity of

employees
strongly agree
agree
neutral
disagree
strongly disagree
Interpretation:
The data above shows almost every respondent agreed that the training program helps to
increase productivity and boost for organizational goals with 72% agreeing and 18% strongly
backing it. While just 10% respond it as neutrality.
Page 41
16. There is well-designed and widely shared training policy in the organization.
Opinion
a. Strongly agree
b. Agree
c. Neutral
d. Disagree
Total
no. of respondents
3
16
18
13
0
50
6
32
36
26
00
100
Training policy of the organization

40
35
30
25
20
15
10
5
0
strongly
agree
agree
neutral
disagree
strongly
disagree
Interpretation:
Above table shows 36% of the respondents were both agreed and neutral about the training
policy of the organization. It is interesting that, 26% of the respondents disagrees that training
policy of the organization is not well-designed and not shared widely. So, the company needs to
check into this matter as soon as possible.
Page 42
17. There is adequate emphasis on developing managerial staff through training

Opinion
a. Strongly agree
b. Agree
c. Neutral
d. Disagree
Total
no. of respondents
5
18
21
6
0
50
10
36
42
12
00
100
Emphasis on developing manegerial staff

through training
45
40
35
30
25
20
15
10
5
0
strongly
agree
agree
neutral
disagree
strongly
disagree
Interpretation:
In the above data, majority i.e. 42% were neutral about the subjects being asked. 36% agreed,
10% strongly agree and 12% disagreed.
Page 43
18. The equipment used in training is similar to the equipment found on the job
Opinion
a. Strongly agree
b. Agree
c. Neutral
d. Disagree
Total
no. of respondents
0
21
20
9
0
50
00
42
40
18
00
100
Equipment used in training is similar to that

found on the job
45
40
35
30
25
20
15
10
5
0
strongly
agree
agree
neutral
disagree
strongly
disagree
Interpretation:
From the above figures, 42% of the respondents agreed that the equipment used is similar to that
found on the job. While many of them werent sure about it as 40% of them shows neutral. And
18% disagreed that it is not similar to that found on the job.
Page 44
19. Supervisors support the use of techniques learned in training that employees bring back to
their jobs
Opinion
a. Strongly agree
b. Agree
c. Neutral
d. Disagree
Total
no. of respondents
0
25
25
0
0
50
00
50
50
00
00
100
Support by supervisor for the use of

techniques learned in training
50
45
40
35
30
25
20
15
10
5
0
strongly
agree
agree
neutral
disagree
strongly
disagree
Interpretation:
It is very clear from the above figures that 50% of the respondents believes that supervisors
Support the use of techniques learned in training that employees bring back to their jobs while
another 50% werent sure about the thought.
Page 45
20. My Organization has a training and development policy applicable to all employees
Opinion
a. Strongly disagree
b. Agree
c. Neutral
d. Disagree
Total
no. of respondents
3
18
14
15
00
50
6
36
28
30
0
100
Organization training and development

policy
40
35
30
25
20
15
10
5
0
strongly
agree
agree
neutral
disagree
strongly
disagree
Interpretation:
From the above table and figures, 36% agree that the organization has a training and
development policy applicable to all employees, 6% strongly agrees, 28% being neutral, while
30% disagreed.
Hence, we can see that huge no. of employees are not happy about the training and
development policy of the organization as 30% disagree and another 28% being neutral about it.
Page 46
21. Training is periodically evaluated and improved

Opinion
a. Strongly Agree
b. Agree
c. Neutral
d. Disagree
e. Strongly Disagree
Total
no. of respondents
0
25
22
3
00
50
44
6
50
100
Training is periodically evaluated and

improved
60
50
40
30
20
10
0
Strongly
agree
agree
neutral
disagree
strongly
disagree
Interpretation:
Analyzing the above data, it is seen that training program is somewhat evaluated at NEEPCO Ltd.
Shillong, while many respondents are not so sure about it.
Page 47
22. I have received the training needed to do my job efficiently and effectively
Opinion
no. of respondents
a. Strongly agree
0
b. Agree
26
c. Neutral
14
d. Disagree
10
0
Total
50
00
52
28
20
00
100
Received the training needed to do my job

60
50
40
30
20
10
0
strongly
agree
agree
neutral
disagree
strongly
disagree
Interpretation:
As regard to the data, 52% feels that they have received the training they need to do their job
efficiently and effectively. 28% were not sure i.e. neutral and 20% totally disagree and feels that
they have not received such training.
Page 48
23. You feel training should be taken more seriously

Opinion
no. of respondents
a. Strongly agree
32
b. Agree
18
c. Neutral
0
d. Disagree
0
0
Total
50
64
36
00
00
00
100
120
100
80
60
no. of respondents
40
20
0
strongly
agree
agree
neutral
disagree
strongly
disagree
Interpretation:
As seen above, all the respondents feel that the training program should be taken more seriously.
Page 49
Findings
Though substantial numbers of employees in NEEPCO Ltd. Shillong are content with
the way the training that is conducted, still there is scope to analyze at micro level
whether the negative respondents were either non attentive confronted confused
or otherwise. Based upon the data there is a scope to take corrective action. The
data collected were analyzed carefully and the following findings were drawn:
* From the study it is inferred that majority of the respondents have work more
than 15 years and that they were aware of the training programs.
* As far as the infrastructure are concerned, majority of employees have stated
that the facilities provided during the process of training were adequate and
conductive to learning though some said there is always a chance of improving.
* Most of the employees find the quality of training program to be excellent and
that attending the training program leads them to perform better at work, and
gave them feeling of confidence. While some of the employees are still not so
aware about it.
* Though the organization has a well prepared training calendar, there are some
employees who said that they never attended the training during their years of
working in the organization. It would be good to look into this matter more
seriously.
* Majority of the employees feel that the main barrier in learning new skill is
concern about quality training and organizational policy of training.
* Training programs are not sufficient i duration. Adequate time is necessary to
make the training program a success.
* Organization is not focusing on "Off the Job" training programs.
Page 50
* Many of the employees arent aware of the E-learning courses provided by the
organization.
* Organization need to look in to its organization policy as it is hindering many
employees in learning new skills.
* And lastly, Organizations training and development policy too isnt broad.
Page 51
Suggestions
Company policy of training should be well planned, implemented and
communicated in time so that employees can carry out the given task more
appropriately.
Training needs should be assessed regularly by observing the performance of
employees and also from feedback.
Company should make sure that the trainees hired are professional educators
and that their materials can serve as valuable resources in the future.
Company should design the training program based on the current requirement,
which includes development of E-learning, technical skills, management skills, etc.
so that employees are better equipped to do their present job or to prepare them
for higher position with increased responsibilities.
Employees feedback should be regularly obtained in order to understand the

effectiveness of the training program.
Company should try took into its organizational policy towards its employees as
it is hindering a lot for them in learning new skills and techniques.
Organization should also focus more on off the job training program by hiring
well trained trainer from outside or from the organization itself.
Company must broaden its training and development policy towards the
employees as many respondents said that it is not applicable to all.
Page 52
Conclusion
This study gives us a very positive conclusion and impression regarding the training
imparted by North Eastern regional electrical Power Corporation (NEEPCO) Limited,
Shillong and services trainers. NEEPCO is performing its role up to the mark and the
training imparted meets the objectives. We can see the effectiveness of training
and its resultant in the performance of the employees. Through training programs
employees acquire skills, knowledge and attitude and also enhance the same. The
effective functioning of any organization requires that employees learn to perform
their job at a satisfactory level of proficiency.
Organization and individuals should develop and progress simultaneously for their
survival and attainment of mutual goals. Employee training is a specialized function
of Human Resource Management. HRM is a process of bringing people and
organization together so that the goals of each are met. It tries to secure the best
from people by winning their confidence and whole hearted co-operation.
Employees feedback on the training program is essential to understand the
effectiveness of training program. Most of the time, employees understand better
kind of training program that would help them. It is important to get employees
opinion before the creation of new training programs.
It has been found that in NEEPCO, training of employees, new and old plays an
important role. The quality of training provided in the corporation is also very
effective. Therefore, training when used in a planned and purposeful manner it can
be an incredible effective management tool as they increase the knowledge and
skills of employees and thereby increasing the productivity and wealth of the
organization.
Page 53
Annexure
QUESTIONNAIRE
Dear sir/madam,
I am a student of north-eastern regional institute of science and technology. In partial
fulfillment of the requirement for the award of Master of business administration (MBA), I
have undertaken a project report on the title, "Analysis on effectiveness of employees training
in an organization in NEEPCO Ltd." I humbly request you to fill the following questionnaire
provided below. I assure you that the information given by you will be kept strictly
confidential and it will be used for academic purpose only.
Thank you very much for your kind cooperation.

Nonglong yanchang
MBA/13/19
Please complete the question below that best describes your response.(Tick() at the appropriate
box)
1. How long have you been working at NEEPCO?
0-5 years
5-10 years
10-15 years
15 years and above
2. During your years of working with NEEPCO, what type of training you had attended mostly?
On the job
Of the job
Both
Others
Page 54
3. How will you rate the material and technology used in training program?
Poor
Average
Good
Excellent
4. According to you, which method is mostly suitable for training?
Step-to-step instruction
Coaching/Lectures
Conference/Discussion
Programmed instruction
5. The time duration for the training period is?

Sufficient
To be extended
To be shortened
Manageable
6. Are you aware of E-learning course offered by your organization? If yes, What do you think about the
program?
Effective
Average
Ineffective
Not aware
Page 55
7. After the training program, your work performance has been

Average
Effective
Very effective
Ineffective
8. What is the type of skills development you would require?
Management skills
Communication skills
IT/Technical skills
Leadership motivation
Others
9. What are the main barriers in learning new skills?

Time /Cost
Lack of information
Concern about quality training
Qualification/Experience of trainer
Organizational policy of training
Any other reason
Page 56
10. Does your training give you a feeling of confidence?

Yes
no
11. Is the trainer qualified according to the training program?
Yes
No
12. Induction training is given adequate importance in your organization?
Strongly agree
Agree Neutral
Disagree
Strongly Disagree
Yes
No
13. Training program has been imparted to the right person, at the right time and for the right job.
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
Yes
No
14. Employees are helped to acquire technical knowledge and skills through training.
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
Yes
No
Page 57
15. Training helps in increasing productivity of employees, to achieve organizational goals.
Strongly agree
Agree Neutral Disagree
Strongly Disagree
Yes
No
16. There is well-designed and widely shared training policy in the organization.
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
Yes
No
17. There is adequate emphasis on developing managerial staff through training.
Strongly agree
Strongly Disagree
Yes
No
18. The equipment used in training is similar to the equipment found on the job
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Yes
No
19. Supervisors support the use of techniques learned in training that employees bring back to their jobs.
Strongly agree
Strongly Disagree
Yes
No
Page 58
20. My Organization has a training and development policy applicable to all employees.
Strongly agree
Strongly Disagree
Yes
No
21. Training is periodically evaluated and improved.
Strongly agree
Agree Neutral Disagree Strongly Disagree
Yes
No
22. I have received the training needed to do my job efficiently and effectively.
Strongly agree
Strongly Disagree
Yes
No
23. You feel training should be taken more seriously.

Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
Yes
No
Page 59
Page 60

Organizational Information: Company's Profile

Uploaded by

Copyright:

Available Formats

Organizational Information: Company's Profile

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Organizational Information: Company's Profile

Uploaded by

Copyright:

Available Formats

ORGANIZATIONAL INFORMATION

North Eastern Electric Power Corporation Limited (NEEPCO) , a MiniRatna

MOU Rating for 2003-04, 2004-05, 200506

Rs. 5000 Crs.

Quality Management Systems (QMS)

NORTH EASTERN REGIONAL INSTITUTE OF SCIENCE AND TECHNOLOGY, NIRJULI

To produce pollution free and inexhaustible power through planned development

NORTH EASTERN REGIONAL INSTITUTE OF SCIENCE AND TECHNOLOGY, NIRJULI

An integral part of NEEPCO's employee centered policy lay thrust on knowledge

Conferred 'Miniratna Category I' status by the President Of India on April

NORTH EASTERN REGIONAL INSTITUTE OF SCIENCE AND TECHNOLOGY, NIRJULI

NORTH EASTERN REGIONAL INSTITUTE OF SCIENCE AND TECHNOLOGY, NIRJULI

Power Share of NEEPCO in North East India

Awards & Accreditation

291 MW ASSAM GAS BASED POWER PLANT WAS DECLARED AS CENTRE OF

VARIOUS ACCREDITATION RECEIVED

ISO 9001 : 2008 Quality Management Systems (QMS)

POWER POTENTIAL IN THE NORTH EASTERN REGION

NORTH EASTERN REGIONAL INSTITUTE OF SCIENCE AND TECHNOLOGY, NIRJULI

PROJECTS UNDER OPERATION

291 MW ASSAM GAS BASED POWER

84 MW AGARTALA GAS TURBINE

75 MW DOYANG HYDRO ELECTRIC

405 MW RANGANADI HYDRO ELECTRIC

NORTH EASTERN REGIONAL INSTITUTE OF SCIENCE AND TECHNOLOGY, NIRJULI

PROJECTS UNDER EXECUTION

60 MW TUIRIAL HYDRO ELECTRIC

600 MW KAMENG HYDRO ELECTRIC

110 MW PARE HYDRO ELECTRIC

101 MW TRIPURA GAS BASED PROJECT

51MW Agartala Gas Turbine Plant-Combined

NORTH EASTERN REGIONAL INSTITUTE OF SCIENCE AND TECHNOLOGY, NIRJULI

NORTH EASTERN REGIONAL INSTITUTE OF SCIENCE AND TECHNOLOGY, NIRJULI

PROJECT DESIGN AND STUDY

NORTH EASTERN REGIONAL INSTITUTE OF SCIENCE AND TECHNOLOGY, NIRJULI

The purpose of this is to examine the effectiveness of training processes in north

Why employee training is important

Creates opportunities for career development and personal growth, an important

NORTH EASTERN REGIONAL INSTITUTE OF SCIENCE AND TECHNOLOGY, NIRJULI

NORTH EASTERN REGIONAL INSTITUTE OF SCIENCE AND TECHNOLOGY, NIRJULI

To enable an employee to become versatile: Sometimes an employeee may have

NORTH EASTERN REGIONAL INSTITUTE OF SCIENCE AND TECHNOLOGY, NIRJULI

Benifits to the employees

Computer based training (CBT)

NORTH EASTERN REGIONAL INSTITUTE OF SCIENCE AND TECHNOLOGY, NIRJULI

Management development method is further divided into two parts:

NORTH EASTERN REGIONAL INSTITUTE OF SCIENCE AND TECHNOLOGY, NIRJULI

Statement of the problem

Training plays a very important role in each and every organization.

NORTH EASTERN REGIONAL INSTITUTE OF SCIENCE AND TECHNOLOGY, NIRJULI

Objective of the study

NORTH EASTERN REGIONAL INSTITUTE OF SCIENCE AND TECHNOLOGY, NIRJULI

NORTH EASTERN REGIONAL INSTITUTE OF SCIENCE AND TECHNOLOGY, NIRJULI

Limitations of the study

NORTH EASTERN REGIONAL INSTITUTE OF SCIENCE AND TECHNOLOGY, NIRJULI

Data analysis and Interpretation

NORTH EASTERN REGIONAL INSTITUTE OF SCIENCE AND TECHNOLOGY, NIRJULI

NORTH EASTERN REGIONAL INSTITUTE OF SCIENCE AND TECHNOLOGY, NIRJULI