Advanced Career Linked interventions for each level of transition in an employees career Education Up gradation plans Organizational development issues related to training Non-technical/ soft skills training It is done at: Organizational level focusing on strategic planning, business need, and goals. Individual level focusing on each and every individual in the organization. Operational level focusing on the work that is being assigned to the employees. Based on the information collected, training Need analysis (TNA) is done.
Training Needs Evaluation is done at regular intervals in NTPC and it takes its input from {text:list-item} {text:list-item} {text:list-item} {text:list-item} {text:list-item} {text:list-item} {text:list-item} Fig 5: Planned interventions at different levels designed for each stage of executive’s career as he undergoes role change to develop the requisite competencies. System Improvement: Online Training Nomination In the organization, wide surveys conducted in NTPC, one of the concern areas that emerged was system of training nomination.Some employees expressed that need based training being provided to them were not adequate and sometimes they could not attend due to not being informed on time regarding the dates of the programme. To take care of this anomaly, a system of self-nomination through ESS (Employee Self Service portal over ERP) has been implemented. As per NTPC’s training policy, each employee has to complete 7 days training per annum. In the earlier system, training calendars of the apex training institute (PMI) as well as local employee development centers (EDCs) were manually circulated amongst Head of Departments.
Additionally, brochures of external training programs were circulated inviting nominations for the programs. The Head of Department (HoD) either distributed the calendar to employees under him or used to nominate someone from department based on training needs of the employees. In very large departments, it was a cumbersome job to circulate the program brochure manually or to remember training needs and training mandays of all employees. This sometimes led to mismatch of training needs and training nominations.
Under the new system, the responsibility of training nomination rests with the individual rather than being with the HoD.
