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HYDRO SECTOR Presentation Transcript
1.HYDRO SECTOR
2.Power Sector – The Reality Check
The Power generating capacity of the country has grown to
144 GW
in a period of over 100 years,
but more than 75% of what was produced in the last 100 years,
needs to be produced
in the next 10 odd years.
The Power generating capacity of the country has grown to
144 GW
in a period of over 100 years,
but more than 75% of what was produced in the last 100 years,
needs to be produced
in the next 10 odd years.
3.The Turning Points that brought about Accelerated Development of Power Sector -
4.Developing Hydro Power – A compulsion
The price of fossil fuels in the world markets are sky-rocketing and the reserves world-over, are dwindling.
There is growing concern for environmental stability and safety for power generated from other sources.
The nuclear fuel remains ever a matter of international controversy.
Developing the untapped hydropower potential of the country, is therefore not a matter of choice, but one of compulsion.
The price of fossil fuels in the world markets are sky-rocketing and the reserves world-over, are dwindling.
There is growing concern for environmental stability and safety for power generated from other sources.
The nuclear fuel remains ever a matter of international controversy.
Developing the untapped hydropower potential of the country, is therefore not a matter of choice, but one of compulsion.
5.Developing Hydro Power – A compulsion
6.Developing Hydro Power – The Progress & The Plan
7.Hydro Power – Where available?
8.Trained Manpower – A Reality Check
9.Manpower Assessment
10.Manpower Projection till the year 2012
11.Manpower Projection for 2012 ~ 2017
12.Cumulative Manpower Projection till 2017
13.How big is the challenge?
In short, by the year 2017, we need to recruit and train at least :
11,000 Degree holders in Engg.,
20,000 Diploma – holders and
25,000 ITI Technicians
In short, by the year 2017, we need to recruit and train at least :
11,000 Degree holders in Engg.,
20,000 Diploma – holders and
25,000 ITI Technicians
14.The manpower problem already seems ticklish even when the other sectors of the Power Industry are added into the equation.
Now, with the economy growing at over 8% despite the current slow-down, expected to be ephemeral, and with most global companies setting up their Manufacturing Units and Business Process Units in India, the challenge seems much more daunting especially considering the fact that the global companies have the financial power to lure the talents away, even before they are out of their educational institutions
Now, with the economy growing at over 8% despite the current slow-down, expected to be ephemeral, and with most global companies setting up their Manufacturing Units and Business Process Units in India, the challenge seems much more daunting especially considering the fact that the global companies have the financial power to lure the talents away, even before they are out of their educational institutions
15. Talent Adoption Initiatives
Talent Empowerment Initiatives
Talent Empowerment Initiatives
16.Talent Adoption – The Hurdles Ahead
Adding the following present-day complexities, would help seeing the Talent Acquisition Conundrum in the right perspective.
Economy is poised to grow @ 8 to 10% in the next few years.
The unprecedented growth in sectors like BPO, IT, Retail, Infrastructure, Finance, Bio-technology, Telecommunication, Manufacturing etc. means huge requirement of trained and skilled manpower.
Due to the tough geographical conditions, professionals of elite Institutions hesitate to choose a career in the power, especially in hydro sector.
Attractive job offers from abroad and easy travel and stay opportunities in other countries
No recruitment by the State Power Utilities for many years with the result that their Recruitment drive would also be on the anvil
Adding the following present-day complexities, would help seeing the Talent Acquisition Conundrum in the right perspective.
Economy is poised to grow @ 8 to 10% in the next few years.
The unprecedented growth in sectors like BPO, IT, Retail, Infrastructure, Finance, Bio-technology, Telecommunication, Manufacturing etc. means huge requirement of trained and skilled manpower.
Due to the tough geographical conditions, professionals of elite Institutions hesitate to choose a career in the power, especially in hydro sector.
Attractive job offers from abroad and easy travel and stay opportunities in other countries
No recruitment by the State Power Utilities for many years with the result that their Recruitment drive would also be on the anvil
17.Talent Adoption Initiatives
18.The efforts to make a Comprehensive Job Portal for all job-related information pertaining to Power Sector in one single platform, is a great step in attracting talents.
The Job Portal viz. www.indiapowerjobs.com should be updated regularly and innovations brought about to increase its popularity among job-seekers.
The Job Portal viz. www.indiapowerjobs.com should be updated regularly and innovations brought about to increase its popularity among job-seekers.
19.Talent Empowerment Initiatives
As per The Electricity Act 2003, The Government of India had introduced a scheme of compulsory training and certification of the personnel engaged in the generating power stations under Notification GSR 461 dated 9.5.1981.
As per this notification, “no person shall be authorized to operate or undertake maintenance of any part or whole of the generating stations of capacity 100 MW and above together with associated sub-stations unless he is adequately qualified and has successfully undergone the specified recognized training”. By a subsequent amendment in 2007, smaller Power stations have also been included in the ambit of the Clause.
As per The Electricity Act 2003, The Government of India had introduced a scheme of compulsory training and certification of the personnel engaged in the generating power stations under Notification GSR 461 dated 9.5.1981.
As per this notification, “no person shall be authorized to operate or undertake maintenance of any part or whole of the generating stations of capacity 100 MW and above together with associated sub-stations unless he is adequately qualified and has successfully undergone the specified recognized training”. By a subsequent amendment in 2007, smaller Power stations have also been included in the ambit of the Clause.
20.As per the CEA norms, the duration of training required would be 09 months. Considering the additional manpower requirement of 67,590 by 2017, the training load considering statutory training requirement is calculated as 6,08,310 man-months i.e. 1,82,49,300 mandays. Considering that these trainings would be required to be done in the next 09 years, the training load per year would be 20,27,700 mandays.
In addition, as per the National Training Policy for the Power Sector, every employee has a right to get one week of need-based training. Considering the existing employee strength of 1,44,000, the training load would be 10,08,000 mandays.
Thus, the total training load would be 30,36,500 mandays per year.
In addition, as per the National Training Policy for the Power Sector, every employee has a right to get one week of need-based training. Considering the existing employee strength of 1,44,000, the training load would be 10,08,000 mandays.
Thus, the total training load would be 30,36,500 mandays per year.
21.Steps for effective Talent Empowerment interventions:
The following steps need to be taken up on an urgent basis so that this vital component of hydropower development i.e. training to manpower is given its rightful importance.
Effective measures to eliminate the gross mismatch between training load & available infrastructure.
Earmarking separate and adequate funds for training and ensuring their effective and efficient utilization
Placing right emphasis on R&D for developing comprehensive learning facilitators like Simulators, Working models etc.
Steps to ensure optimum utilization of existing training facilities.
Effective Policies and Systems to facilitate change in mindset from Training as expenditure to Training as an investment.
The following steps need to be taken up on an urgent basis so that this vital component of hydropower development i.e. training to manpower is given its rightful importance.
Effective measures to eliminate the gross mismatch between training load & available infrastructure.
Earmarking separate and adequate funds for training and ensuring their effective and efficient utilization
Placing right emphasis on R&D for developing comprehensive learning facilitators like Simulators, Working models etc.
Steps to ensure optimum utilization of existing training facilities.
Effective Policies and Systems to facilitate change in mindset from Training as expenditure to Training as an investment.
22.Steps for effective Talent Empowerment interventions:
Effective implementation of National Training Policy for Power Sector which stipulates “Need based training & training to all” and earmarking 5% salary budget for training.
Training should be a dynamic process involving introduction of new courses, quick up-dation of course syllabi in view of the pace of technological changes
Training should be effectively evaluated as an endeavor to increase Return on Investment(RoI) from it.
Effective implementation of National Training Policy for Power Sector which stipulates “Need based training & training to all” and earmarking 5% salary budget for training.
Training should be a dynamic process involving introduction of new courses, quick up-dation of course syllabi in view of the pace of technological changes
Training should be effectively evaluated as an endeavor to increase Return on Investment(RoI) from it.
23.Initiatives taken by NHPC
Multi-skilling of employees by imparting customised training in technician courses to unskilled workmen excess to the requirement. This has been made possible by technical collaboration with Directorate of Technical Education, Punjab and Himachal Pradesh
04 Training Centres of NHPC located at Chamera-I, Tanakpur, Salal and Uri – I are recognised by CEA to impart statutory training. These Institutes are catering to the requirement not only of the Power Stations of NHPC, but also to other hydropower organisations
Training should be a dynamic process involving introduction of new courses, quick up-dation of course syllabi in view of the pace of technological changes
Training should be effectively evaluated as an endeavor to increase Return on Investment(RoI) from it through Impact Assessment
Multi-skilling of employees by imparting customised training in technician courses to unskilled workmen excess to the requirement. This has been made possible by technical collaboration with Directorate of Technical Education, Punjab and Himachal Pradesh
04 Training Centres of NHPC located at Chamera-I, Tanakpur, Salal and Uri – I are recognised by CEA to impart statutory training. These Institutes are catering to the requirement not only of the Power Stations of NHPC, but also to other hydropower organisations
Training should be a dynamic process involving introduction of new courses, quick up-dation of course syllabi in view of the pace of technological changes
Training should be effectively evaluated as an endeavor to increase Return on Investment(RoI) from it through Impact Assessment
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