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NIPUN
2012
TRAINING MANUAL
FOR
SUPERVISOR TRAINEES
HUMAN RESOURCE DEVELOPMENT INSTITUTE, NOIDA
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Message by GM-HRDI
My Dear Colleagues,
You have joined the organization at a very poignant time when we have framed our
companys seventh Strategic Plan 2017 with the objectives of ensuring a
sustainable profitable growth over the next five year period ending 2016-17. The
company aims to reach a turnover of Rs. 1,01,600crore by 2016-17.
Your industrious contributions in achieving the same are vital and I am confident
that your continued commitment will enable BHEL to surpass the targets. In todays
challenging scenario, each employees contribution would matter significantly.
To enable you to become a valuable asset, this year long programme has been
designed.
Each one of you is an irreplaceable uncut diamond ,and as you will take this year
long training seriously, it will enable you to polish the gem within and emerge shining
and passionate to contribute towards organizational success and excellence.
This programme willalso help you in settling into your work centre quickly, so that
you become a highly knowledgeable and valued member of the team. It will also
help you in imbibing BHEL work culture and enhance your belongingness to the
organization and feel proud to be a member of BHEL family.
I am watching over your growth and development and look forward to also
personally interacting with you.
With best wishes for bright future in BHEL.
( HARGOVIND SHARMA )
GENERAL MANAGER
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NIPUN 2012
INDEX
Chapter Content Page
1 Introduction, Objectives& Broad Overview 3-4
2 Detailed Description about Each Module 5-16
3 Adiministrative Requirments 17-23
4 Suggestive List of allied Areas & Formats 24-33
HRD POLESTAR:
TO CREATE AN ENVIRONMENT
SUPPORTIVE OF BLOSSOMING OF FULL
POTENTAIL OF EMPLOYEES
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NIPUN 2012: Chapter -1
INTRODUCTION & OVERVIEW
1A. INTRODUCTION
A Supervisor plays an important role in the success of an organization.
He/She is a vitallink in making the vision of management a reality. Effective
and efficient supervision helps in creating better work performance, building
good human relations, creating a congenial and cooperative environment
which in turn helps in organizational growth.
1B. OBJECTIVES
The main objective of the training programme for Supervisor Trainees is to lay
a solid foundation to develop them into highly effective Supervisors capable of
canalizing their own and others resources for achieving companys Vision,
Mission & Values.
After attending the training programme, the Supervisor Trainee, shall be able
to:
Settle into their respective work centres or the job quickly to become a
highly knowledgeable and valued member of the team
Understand the Corporate and Unit/Region expectations, reinforce BHEL
values and share cultural norms and expectations
Have a reasonably good understanding of the Task, Structure,
Technology and Human Resources of the Organization
Imbibe the work culture and enhance their belongingness to BHEL and
feel proud to be a member of BHEL family
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1C. BROAD OVERVIEW
TRAINING MODULES AT A GLANCE
Total training period 52 weeks
Module Descript ion Duration Marks
SM0 J oining Formalities 6 days
SM1 Organisational Familiarization Module 3 days 10
SM2 Unit /Region Familiarization Module 12 days 20
SM3 Functions Familiarization Module 13 days 20
SM4 Personal Effectiveness Module 13 days 20
SM5 Site or Unit visit 6 days 30
SM6 On the J ob Learning (OJ L) 245 days 100
SM7 Evaluation by HRDC 50
SM8 a) Absorption test 1 day 80
b) Final Interview 1 day 20
Total: 300 days 350
Note: The total no. of days have been calculated on the basis of: 365 days
including 52 (Sundays) 10 holidays and 2 other optional holidays.
It is presumed that total working days may not be more than 300 days.
Important Point
o Module SM1 to SM4: Classroom input which is to be organized at
HRDC/HRDD or the venue decided by concerned Unit/Region- Head/HR.
o Duration of 1 Session = 90 minutes
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NIPUN 2012: Chapter -2
DETAILED DESCRIPTION ABOUT EACH MODULE
2A. SM0 - JOINING FORMALITIES AND GETTING AT HOME 6
days
Units / Regions should make necessary preparation so that joining formalities
are completed within six (6) days of joining, to accommodate staggered
joining. Classroom sessions/factory visits/township visit may also be
organized to get them a feel of the work life and off the work life and to see
the township and various community facilities.
2B. MODULE:SM1 - Organisational Famil iarization Module 3
days
LEARNING OBJECTIVE
The learning objective of this module is to enable supervisor trainees
o To develop an appreciation for BHELs Vision, Mission and Values,
o To have a broad understanding of BHEL as a company, its units and products
CONTENTS OF SM1
Inauguration, getting to know one another & Overview of NIPUN 2012
2 sessions
BHEL ::Coverage:Over the years Past, Present and Future;BHEL Vs. Competitors : Benchmarks;Impact of External Business Environment on BHEL,
4 sessions
BHEL::Coverage:Vision, Mission and Values A Brief Overview and Macro Understanding of Org Org. Chart, Units, Business Sectors, Product Profile
4 sessions
Interaction with Top Management / GM {Theme: Navratna BHEL & CMDs Agenda Points}
1 sessions
Review & evaluation (10 marks) Test/Quiz 1 sessions
Total Number of Days for SM1 Module 3 days
METHODLOGY Guided visits, Classroom inputs, Interaction with top/seniorManagement
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EVALUATION - Question-Answers: Objective Type Assessments; Total Marks-10
2C. MODULE SM2 Unit /Region Familiarization Module 12 days
LEARNING OBJECTIVE
The learning objective of this module is to enable supervisor trainees to have :
o A clear understanding about the Unit / Region its history, performance, product and
customer profile and related organization structure / lay out.
o A clear understanding about key policies of the Unit and Safety Aspects.
o An idea about customer focus and BHEL work culture.
CONTENTS OF SM2
Unit/Region History, Performance over the years, Future focus,Unit/Region organization structure and layout
2 sessions
Product Profile & Shop Visit for Manufacturing Unit Trainees / ProductProfile & detailed input of Power Plant for Power Sector Trainees
14 sessions
Customer Focus: Concept and Interaction with Customers 4 sessions
Understanding Key Policies :Coverage:ISO,
Six Sigma,Productivity,IMPRESS,TQM,ISMS with focus on Practical Aspects of implementation
12 sessions
Rajbhasha Implementation:Coverage:Official Language Act,Official Language Implementation Committee (OLIC),noting and drafting in Hindi and related terminologies,various forms of Hindi correspondence
2 sessions
Detailed input on HSE / Safety and 5-S (Policy, Practices and Audits) 7 sessions
Corporate Social Responsibility Initiatives of BHEL (Unit/Region specific) 1 session
First Aid & Plant Safety Standards,Mock Drill,Fire Prevention & Electrical Safety
4 sessions
Interaction with Head HR(Theme: Our Work Culture)
1 session
Review & evaluation (20 marks) 1 session
Total Number of days for SM2 Module 12 days
METHODOLGY - Lectures, Presentations, Shop / Plant Visit, Interaction with Top / SeniorManagement
EVALUATION- Question-Answers: Objective Type Questions; Total Marks - 20
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2D. MODULE SM3 FUNCTIONS FAMILIARIZATION MODULE-13 days
LEARNING OBJECTIVES
The learning objective of this module is to enable supervisor trainees to :
o Enhance their functional, inter-functional, and organizational effectiveness.o Provide a common understanding on basic management concepts and practices.
o Develop an appreciation for different functions in the organization and their significance in
the success of the organizational goals.
CONTENTS OF SM3
An overview of various types of Power Plants,
Major equipments under the scope of BHEL & Balance of Plant
10 sessions
A broad understanding of Statutory Laws :
Factories Act,
Minimum Wages Act,
Industrial Disputes Act,
Contract Labour,
PF & ESI Act
4 sessions
Financial Statements (Profit & Loss Account, Balance Sheet) 2 sessions
Works & Purchase Policy 4 sessions
Commercial Management :
Practical perspective on Cost Consciousness through Case Studies
2 sessions
Contract Management Contract Law, Types of Contracts 2 sessions
Overview of Unit/Region IT Services, P latform, Networking, SAP 4 sessions
Material Management Inventory Control, Reverse Auction Concepts, E
Procurement, Material handling at Unit/Site (Challenges & Way ahead)
4 sessions
Project Management PERT, CPM, Cost & Time Monitoring,
Appreciating Site issues and inputs on MS Project
6 sessions
Quality Management Key issues and emerging trend 2 sessions
Root Cause Analysis Concept & Practices 2 sessions
HRM :
Employee Benefits,
Career Growth and Development opportunities,
CDA Rules,
Handling disciplinary issues and grievance procedure,
Welfare Provisions, Industrial Relations Practices
6 sessions
Vigilance Awareness 2 sessions
Interaction with Seniors/Ex-employees (Theme: Site/Shop Floor
Experiences and Success Stories)
1 session
Review & Evaluation (Quiz/Test/Reports 20 Marks) 1 session
Total Number of days for SM3 Module 13 days
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METHODOLGY - Lectures, discussions, Presentations, Interaction with Seniors
EVALUATION - Question-Answers: Objective/Subjective Type Questions;Total Mark - 20
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2E. MODULE SM4 Personal Effect iveness Module 13 days
LEARNING OBJECTIVES
The learning objective of this module is to enable supervisor trainees to :
o Become performance ready for the assigned jobs at the earliest.
o Develop a clear understanding about the duties and responsibilities of a
Supervisor.
o Have a deep understanding about various behavioral dimensions so that it
helps in improving their attitude/personality.
CONTENTS OF SM4
Self-Concept (developing positive self-image & high self-esteem) 2 Sessions
Role of a Supervisor (duties, responsibilities and BHELs
Expectations)
2 sessions
Interaction with Role Model Supervisors (Interactive session with
senior supervisors who are doing well in their job)
1 session
Role Efficacy Workshop (through Role Efficacy Questionnaire, with
focus on - highlighting sense of belonging to the organization anddeveloping spirit of quality, productivity and customer orientation)
3 sessions
Developing Value Driven behaviour (aligning self with organizational
values for mutual benefit)
2 sessions
Knowing Self and Others (through FIRO-B, J ohari Window, MBTI or
any other psychometric instrument)
4 sessions
Understanding Group Processes 2 sessions
Listening Skill (How to be a good listener) 2 sessionsCommunication Skills Oral (Public Speaking/Presentation Skill) 4 sessions
Communication Skills - Written (e-mail etiquettes; office
correspondence IOMs, DO letters, Notes, Technical reports;
business correspondence Correspondence with customers,
suppliers and other parties such as insurance and transport
companies)
6 sessions
Business Etiquettes(Verbal /non-verbal signals during interaction, Social Skills, Dress Code)
2 sessions
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Legal Awareness for handling day-to-day problems of life 2 sessions
Time Management (with focus on Urgent-Important Matrix) 2 sessions
Enhancing Computer Skills MS Office 8 sessions
Conflict Management Skills (Definition & Causes of Conflict,
Approaches to manage Conflict, Understanding Aggressive,
Assertive & Passive behaviour, Use of Thomas-Killman or any other
psychometric instrument)
4 sessions
Achievement Motivation
McCllelands Concept of Achievement Syndrome,
Behavioural Traits of Achievers,
(Use of Tower building/Ring Toss/APO etc.)
4 sessions
Interaction with Unit Head
(Theme: BHELs Expectations from a Supervisor)
1 session
Review & Evaluation ( 20 Marks) 1 session
Total Number of days for SM4 Module 13 days
METHODOLGY - Lectures, discussions, Presentations, Structured
Exercises / Instruments, Interaction with Seniors / Top
Management.
EVALUATION - Question-Answers: Objective/Subjective Type Questions;
Total Marks - 20
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2F. MODULE SM 5 - SITE OR OTHER UNIT VISIT 6 DAYS
LEARNING OBJECTIVES
After attending this module, participants will be able to-
o Have an exposure of a site or another unit
o See the unit / site equipments under erection or commissioning.
o Understand customers needs and expectations.
o Know about the BHEL equipments, services and areas needing
improvement.
BROAD COVERAGE
o Gaining in-depth knowledge of the related products and services.
o Find our site customers perceptions / satisfactions / expectations from
the BHEL products and / or services.
o Exposure to site management practices & procedures.
METHODOLOGY
- Guided visit to site or other unit Supervisor Trainees are expected to go with
a list of probable questions and check list (prepared by the Reporting Officer
and HRDC/HRDD Coordinator), so that their learning is focused. The
venue/place/timing of the visit is to be decided by Reporting Officer inconsultation with Section Head/HOD and Head-HRDC/HRDD.
- The duration of 6 days does not include travel time.
- List of questions
o Whats the significance of the site/unit with respect to his/her specific
nature of work
o Best/Notable practices of the site/Unit
o Current problems/challenges the site/unit is facing
o How it can be improved
o Any other, based on the discussion with Reporting Officer/Section
Head/Head, HRD
EVALUATION
- Report on the learning / insight gained from the unit / site visit must be
submitted to Reporting Officer and HRDC Coordinator within ten days of the
completion of the visit. NIPUN FORMAT 4 is to be used by the Supervisor
Trainee for this report.
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2G. MODULE SM6 ON THE JOB LEARNING (OJL) 245 days
BRIEF DESCRIPTION OF ON THE JOB LEARNING MODULE
To make the Supervisors become fully productive at the earliest, it is
necessary that their learning needs are taken care of and they also learn in
the actual working environment. During OJ L, not only they should acquire
desired skill level but also made to understand the necessity of continuously
enhancing their functional skill level keeping in view the companys
expectations. Out of all training methodologies, 'Planned On the J ob Learning
has been found most effective especially when new skills are to be learnt fast.
Therefore for balance period of 245 days after completing training at
HRDC/HRDD,the focus must shift on a serious Planned J ob Specific
Learning. This must be designed by the Reporting Officers of the Supervisor
Trainees, in consultation with Section Head/HOD and Head, HRDC. The
Reporting Officers are requested to seek input from the concerned HODs
while designing On the J ob Learning Module for Supervisor Trainees. The
Reporting Officer is expected to play the role of a Coach and Guide in
grooming / developing his or her Supervisor Trainee.
Module Title Duration & Evaluation
SM6 SM6(A) Intra departmental awareness
SM6 (B) Allied area awareness
SM6 (C) J ob Specific Training
6 days Report [Max. Marks-25]
12 days Report [Max. Marks -25]
227 days Report [Max. Marks-50]
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2H. MODULE SM6 (A): INTRA DEPARTMENTAL AWARENESS -6
days
Supervisory Trainees are required to visit under this module, each section of
the Department with the prime objective to understand the various activities
and processes of the department in which he/she has been posted. TheReporting Officer must ensure that his / her trainee interacts with key
personnel of every section in the concerned Department and gets a clear idea
about the Departments activities. It is also expected that the trainees are
exposed to the ISO, HSE, TQM and Safety requirements of the Department.
LEARNING OBJECTIVES
To enable the Supervisor Trainees to have a clear understanding about the
activities and working of the departmentin which he / she has been posted.
CONTENTS- Knowledge of operation of systems / sub-systems, documentation and
specifications, procedures and practices in the area of work.
-Knowledge of all the machines and equipments in the area (Hands-on
experience)
METHODOLOGY - Interactions, observations, discussions and practical
learning at the place of work, in consultation with Reporting Officer and
Section Head.
The trainees should be briefed by Section Head / Reporting Officer and givena list of questions (FAQs) on the various activities performed in the
department. The trainee should seek answer to every question while
interacting with various personnel of the Department and submit the brief
report ( ReferNipun Format 2) to Section Head and Reporting Officer.The
trainee under this module would FOCUS on the following:
o Familiarization and understanding of various activities, systems,
operations, MIRs procedure, manuals etc. of the department.
o Understand complete functioning of the department and interdependence
with other departments.
o See various machines and equipment and know their uses.
o Appreciate the role of supervisors in the concerned department.
o IMPORTANT: Appreciate the issue of quality, productivity, cost
consciousness and timely delivery from the perspective of concerned
department.
EVALUATION- At the end of the module, a report (NIPUN FORMAT 2)
should be prepared and submitted to the HRDC with a copy to the Reporting
Officer.
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2I. MODULE SM6 (B):ALLIED AREA AWARENESS 12 days
Supervisory Trainees are required to visit allied area (with regard to the
department, where he/she has been posted) under this module, with an intent
to understand the various activities and processes of the related/allied area.
The trainee must study how the coordination between his/her parentdepartment and related area can be improved for better effectiveness.
Suggestive list of Allied Area is given in the Annexure.
LEARNING OBJECTIVES
To familiarize the Supervisor Trainee with the activities of the allied areas with
a view to interface with ones own area of work.
CONTENTS
-Knowledge of the main activities and systems of the specific allied area.
-Knowledge of different machines &equipments being used in the area.
METHODOLOGY
The Reporting Officer in consultation with Section Head and Head,
HRDC/HRDD shall plan the allied area visit for the Supervisor Trainee. There
must be a detailed plan for all the 12 days with regard to the Section to be
visited and the personnel whom Supervisor Trainee is expected to meet.
EVALUATION
At the end of the module, a report(NIPUN FORMAT 2) should be preparedand submitted to the HRDC with a copy to the Reporting Officer.
NOTE:Reporting Officer of the Supervisor Trainee is expected to submit the
filled in NIPUN 2012 FORMAT 1 to HRDC / HRDD before the
commencement of Intra Departmental Awareness and Allied Area
Awareness.
2J. MODULE SM6 (C): JOB SPECIFIC TRAINING 227 days
This is a very important part of the Supervisor Training one year training
module. J ob Specific Training will help Supervisor Trainee in taking up their
roles and responsibilities more seriously and living their role more effectively.
LEARNING OBJECTIVE
o To understand the roles and responsibilities of a Supervisor.
o To make the Supervisor Trainees become fully productive at the earliest
o To enhance the effectiveness of Supervisor Trainees by enhancing their
competencies.
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METHODOLOGY
This Module is to be planned by the Reporting Officer in consultation with
Section Head and HOD. Reporting Officer will do continuous monitoring, give
guidance and support for ensuring successful J ob Specific Learning.
CONTENT
o In-depth knowledge of Departmental work procedures and work
considerations.
o Knowledge of and involvement in - Inputs, processes, outputs, various
measurements, standards, quality checks, MIRs, Audits of the
section/department
o Task/Project assigned by the Reporting Officer
EVALUATION
The monthly monitoring for J ob Specific Learning is to be carried out as per
the NIPUN FORMAT 3. Trainees have to prepare a final report regarding
their learning/knowledge gained.
2K. PLANNED JOB SPECIFIC TRAINING
Planned J ob Specific Training comprises planned instructions delivered at the
work site, centered on what the performer need to know or do to perform
competently. PJ ST is synonymous with the J ob Instruction Training of the
TWI (Training within Industry). It consists of organized learning activities
conducted in the work setting by a supervisor or some other knowledgeable
person who demonstrates a job task to a trainee and then provides guided
practice when appropriate. This can be monitored by the Reporting Officer.
Usually, it involves one-to-one instruction.
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PROCEDURE FOR CONDUCTING THE JOB SPECIFIC TRAINING
Decide the place of posting and Report ing Officer of the Supervisor TraineeHead of the Section in consultation with HOD has to decide the area whereSupervisor Trainee will be posted and who will be his / her Reporting Officer.
Prepare Job DescriptionA job description is a narrative statement of the main activities to achieve theorganizational goals and also shows reporting relation.
Task AnalysisTask analysis is carried out to understand the various requirements of a task. Itdescribes what the individual does in performing each task and sub-task.
Skill AnalysisAfter defining various tasks and activities to be carried out for each task, it isessential to identify the set of skills required for expediting the task effectively. Foridentifying the skill, every task and related activities should be identified carefully.
Identifying the Skill GapOn the basis of ones own managerial judgement / observation, the Reporting
Officer can assess the skills possessed by the concerned Supervisor Trainee. Bycomparing the skills required and those possessed by the Supervisor Trainee, gaps
may be identified.Making the Planned On The Job Training Plan
Based on the above, a J ob Specific Training Plan covering the entire duration ofthe training period should be prepared. Reporting Officer is advised to take theview of HOS, HOD and Head, HRD in this matter.
Conduct ing the Planned On the Job TrainingReporting Officer must ensure the success of On the J ob Training by continuousmonitoring, motivation and follow up. Any deviation/discrepancy shall be brought tothe notice of Head/HRD and/or concerned HOD.
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NIPUN 2012: Chapter -3
ADMINISTRATIVE REQUIREMENTS
3A. UNIT TRAINING COORDINATOR
An executive (E2 & Above) in the HRDC/HRDD shall be the In-charge of the
implementation and overall coordination of the training. He/She should have a
regular interaction with the Reporting Officers and the Supervisors Trainees.
Any lacunae / deviation with regard to the implementation of NIPUN 2012
should be brought to the notice of Unit Training Coordinator and Head -
HRDC / HRDD. HRD Team will take up the matter with the appropriate
authority.
Once the trainees are posted in the departments, HRD Training Coordinatoris supposed to monitor their progress by seeking feedback from the Reporting
Officers. He/She can arrange few interactive sessions on organizational
issues like, Quality, Cost, Delivery, Productivity etc. where Supervisor
Trainees and Reporting Officers are participants and can share new ways of
improving system/processes. These interactive sessions must be after 2
months of On the J ob Learning exposure. The frequency of such sessions
can be worked out independently by HRDCs/HRDDs.
3B. REPORTING OFFICER
After completion of modules SMO to SM4, the Supervisor Trainees shall be
allocated to specific departments and each trainee shall be asked to report to,
an executive, usually of the rank of E2 and above. The first reporting officer
plays an important role in grooming the Supervisor Trainee. Hence, only such
executives who are highly knowledgeable and skilled giving superior
performance, possessing positive attitude and development orientation
should be chosen as the first Reporting Officer for a Supervisor Trainee.
3C. EVALUATIONS
The trainees have to attend all the modules and tests organized from time to
time and submit the necessary reports. No training/learning modules in whole
or part would be organized separately for absentees even if the absence is
with sanctioned leave or on account of late joining. Non-appearance in tests
is deemed as absence and it entails loss of modules and non-submission of
reports will also lead to loss of marks.
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The marks allocated for each module is given in the following table:
Module Description Duration/Days Marks
SM0 J oining Formalities 6
SM1 Organization Familiarization Module 3 10
SM2 Unit / Region Familiarization Module 12 20
SM3 Functions Familiarization Module 13 20
SM4 Personal Effectiveness Module 13 20
SM5 Site / Unit Visit 6 30
SM6 On the J ob Learning 245 100
SM7 Evaluation by HRDC/HRDD 50
SM8 a) Absorption Test 1 80
b) Interview 1 20
Total: 300 days 350
Note:
(i) The evaluation process for SM1 to SM4 is mentioned in Chapter 2
alongwith module details.
(ii) Distribution of marks among SM5 & SM6 is to be decided by Reporting
Officer in consultation with Section Head / HOD and Head, HRDC.
(iii) 30 Marks allotted for SM5 will be based on the Report submitted by the
Trainee (Nipun Format 4).
(iv) 100 Marks allotted for SM6 is distributed in 3 parts A) Intra departmental
awareness (25 Marks), B) Allied area awareness (25 Marks) and C) J ob
Specific Learning (50 Marks). For A & B Nipun Format 2 is to be used.
For C, Nipun Format 3 is to be used. Nipun Format 3 is Monthly Feedback
Format during On the J ob Training stage. Hence, the Reporting Officer
can decide to give the final marks (out of 50) based on the Trainees
overall performance during OJ T stage. The mark secured by Supervisor
Trainee in the monthly evaluation (Format 3) is to be taken into account
while calculating Final marks.
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(v) Evaluation by HRDC/HRDD will include following parameters:
o Punctuality& Attendance
o Adherence to Dress/Uniform Code
o Seriousness shown towards training programme
o Timely Submission of Reports & Formats
o Conduct & Discipline as per CDA Rules
Each parameter has weightage of 10 marks, thereby total becomes 50
marks.
(vi) Unit/Region level committee to be approved by Unit/Region Head (HR)
shall conduct interview. Supervisor Trainees must appear for the final
interview with all the necessary reports.
3D. ATTENDANCE REQUIREMENTS
The trainees must register attendance of minimum of 90% of the number of
working days during the complete training period of one year from the date of
joining. This means, trainees cannot avail leave, with or without pay, to an
extent of more than 10% of the number of working days even if leave beyond
this is available to their credit. In case of shortfall of attendance the trainees
will not be allowed to appear for the written test and interview (module SM8)
and their training will be extended by a period of six months.
For any extended period also, the requirement of attendance shall be a
minimum of 90% of the number of working days in the extended period. After
which the trainees are required to appear for module SM8.
Any unauthorized absence will attract in addition to these provisions, the
provisions of service rules, standing orders and code of conduct as
formulated by the company from time to time.
3E. ABSORPTION TEST AND INTERVIEW
3E1. Qualifying Criteriafor SM8 -To appear in the Written Test/Interview ( SM8),
Supervisor Trainee must secure minimum 40% marks in individual modules
and 50% marks in the aggregate of the modules SM1, SM2, SM3, SM4, SM5
and SM6 to become eligible for appearing in test. Apart from marks, traineesmust fulfill the attendance requirements (as mentioned in 3D).
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3E2. Writ ten Test 80 Marks
The objective of Written Test is - to assess the level of functional knowledge
acquired by the Supervisor Trainee which was imparted through classroom
training at HRDC / HRDD and the knowledge gained during site visit / Onthe
J ob Learning (OJ L).
The written test shall be a blend of objective and subjective type questions.
The Training Coordinator at HRDC/HRDD is expected to prepare the question
paper which shall cover different modules. Regarding OJ L Area, the training
coordinator is supposed to collect few questions from the Reporting Officer of
the Supervisor Trainee, which should be part of question paper.
3E3. Interview 20 Marks
The Interview Committee is to be constituted by Head (HR) of the concerned
Unit/Region. The Committee may decide the modalities and duration to
conduct the final absorption interview for the Supervisor Trainees. SupervisorTrainees must carry all the Reports (of Module SM6) and Monthly Feedback
Formats, while appearing for the Interview.
3E4. Final Qualifying Criteria
a) Trainees must register attendance of minimum of 90% of the number of
working days during the complete training period of one year including
extended period, if any.
b) Trainees must secure minimum 50% marks in the aggregate of the
modules SM1, SM2, SM3, SM4, SM5 and SM6.c) Obtain also at least 50% marks in the aggregate of written test, and
interview in the module SM8.
3F. ABSORPTION AFTER COMPLETION OF TRAINING
3F1. Successful Completion
The training is deemed to be completed only when a trainee fulfils the
requirements of the Final Qualifying Criteria mentioned in 3E4. Successful
trainees will be absorbed as Assistant Engineer/Officer GrII in the regular
cadre of the company.
3F2. Date of Absorption
The date of absorption of the Supervisor Trainee in regular cadre will be
immediately after the completion of one year training or completion of the
extended period (s), if any. In case, any leave without pay has been availed
during the entire training period i.e. including extended Training if any, the
date of absorption will be determined after adjustment of period of such
leave(s). This means that the date of absorption shall get shifted by the same
number of days, which is equal to the number of days of leave without pay.
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3F3. Award/Recognition
Top 3 Supervisor Trainees shall be awarded Rs 5000/- (Rupees Five
Thousand) , Rs 4000/- (Rupees Four Thousand) and Rs 3000/- (Rupees
Three Thousand) respectively at the Unit/Region level after the Final
Evaluation. Along with the cash prize, the Prize winners shall get letter ofappreciation from Head of the Unit/Region in a function on the BHEL Day/26th
J anuary/HRD Day etc. The minimum batch size for award purposed will be 15
Supervisor Trainees. In case of tie, the trainees with higher marks in
Absorption Test & Interview shall be awarded.
3G. REGULAR TESTS ON VARIOUS MODULES OF TRAINING
Supervisor Trainees have to attend all the training modules and tests
organized by HRDCs/HRDDs or outside training center from time to time andsubmit reports. It will not be possible for HRDCs/HRDDs to take re-test for
absentees even if the absence is for valid reasons with sanctioned leave,
therefore it is in the interest of trainees to ensure that they appear for all the
tests and submit reports.Non-submission will entail loss of marks. Absorption
test will be conducted at unit level and shall consist of written test and
interview as outlined earlier.
3H. RE-EXAMINATION
It will be necessary to obtain qualifying marks i.e. 50% in modules SM1 to
SM6 before appearing for module SM8 and any failure to secure required
marks will lead to extension of training by six (6) months and they will not be
allowed to take test under SM8 module.
In case trainee failed to secure 50% marks in module SM8, it will also lead to
extension by 6 months and he/she has to re- appear for examination after
extended period. 90% attendance rule shall remain applicable during
extended period of training also.
3I. EXTENSION OF TRAINING
Training period will be extended by six (6) months if:
(i) Shortfall in attendance i.e. less than 90% of working days.
(ii) Failure to secure 50% marks in modules SM1 to SM6.
(iii) Failure to secure 50% marks in module SM8.
(iv) Non-appearance for written test or interview of module SM8.(v) Any misconduct as per CDA Rules of the company.
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3J. TERMINATION OF SERVICE
If a trainee fails to qualify at the end of the second extended period on the
basis of marks or attendance or non-appearance in examination or interview,
his/her services shall be terminated by BHEL. Thus, in effect, a trainee is
allowed a maximum of two extensions of six months duration each.
3K. DISPUTES RESOLUTION/ CLARIFICATIONS
In case of any dispute arising out of training scheme of Supervisory Training,
the matter will be referred to HRDI and decision of Head (HRDI) shall be final
and binding.
3L. CONCLUSION
o Classroom sessions will be conducted generally at the HRDC/HRDD.
o Supervisor Trainees may be posted to factories, offices, erection and
commissioning, sites, customers or suppliers works for on the job training
as per requirements.
o Supervisor Trainees have to attend any of the shifts whenever and
wherever required.
o The inputs will be oriented towards practical application of concepts and
theories with emphasis on the practices followed in the company.o Supervisor Trainees will be under the administrative control of Head of
HRD for the entire training period till their absorption.
o Divisions not having own HRDC/HRDD, Supervisor trainees will report to
Personnel Heads or their nominees.
The induction, training & grooming of Supervisor Trainee is an important
HR/HRD activity. The opportunity to learn & grow is an inherent part of BHEL
culture. A trainee must realize that learning & growth is in his/her hands.
Reporting Officer and Training Coordinator has to play the major role in
grooming a trainee. At the same time, the trainee must possess an attitude to
learn & perform.
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NIPUN 2012: Chapter -4
ANNEXURE & FORMATS
SUGGESTIVE LIST OF ALLIED AREASFor the Supervisory Trainees, the following is a suggestive list of allied areas for
familiarization. The final decision on this rests with the Reporting Officer, Head of the
Section and HOD who may choose from within or outside of the list.
MAIN AREA ALLIED AREAS
1. Engineering a) Standards
b) Technology
c) Production
d) Erection / Field Engineering
e) Purchase
f) Commercial
g) Quality Assurance
2. Production a) Planning
b) Tools, J igs & Fixtures
c) Industrial Engineering
d) Maintenance
e) Personnel
f) Commercial
g) Quality Assurance
3. Erection a) Engineering
b) Productionc) Testing
d) Product Maintenance
e) Product Quality
4. Maintenance a) Production
b) Tools, J igs & Fixtures
c) Metrology
d) Purchase
e) Personnel
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5. Quality a) Engineering
b) Production
c) Tools, J igs & Fixtures
d) Maintenance
e) Purchase
f) Commercial
6. Purchase a) Engineering
b) Material Planning & Control
c) Stores
d) Quality
e) Financef) Production
7. Technology a) Engineering
b) Tools, J igs & Fixtures
c) Production
d) Industrial Engineering
e) Qualityf) Commercial
g) R&D
8. Planning (PPC/Shop a) Engineering
Planning b) PPC/Shop Planning
c) Technology
d) Production
e) Materials Management
f) Commercial
9. Material Planning a) Engineering
b) Technology
b) Planning
c) Purchase
d) Stores
e) Commercial
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10. Testing a) Engineering
b) Production
c) Quality
d) Erection & Commissioning
e) Metrology
11. Commercial a) Engineering
b) Testing
c) Erection & Commissioning
d) Purchase
e) Finance
f) Production
12. Information Technology a) Communication
b) Electronic Maintenance
c) Standardization and
Codification
d) Procedures and Systemse) Concerned applications
areas.
13. HR a) Planning & Development
b) Industrial Engineering
c) Information Technology
d) Finance
e) Public Relation
f) Corporate Communication
g) Quality
h) HSE/ Township/Major Shop
14. Finance a) HR
b) Planning & Development
c) Information Technology
d) Industrial Engineering
e) Internal Audit
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Nipun Format -1
(to be filled by Reporting Officer of Supervisor Trainee)
Job Description & OJL PlanSupervisor Trainee:
Staff No.
Contact No.
e-mail id:
Mobile No:
Reporting Officer:
Designation:
Staff No.
Contact No/ e- mail id:
Mobile No:
Section / Deptt.&Unit:
(A) Plan for :
a. Intra-departmental Awareness ( 6 days)b. All ied Area Awareness (12 days)
Areas to be covered Date/ Person to meet Main learnings intended
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(B) Main tasks assigned & cri teria for evaluation
1.
2.
3.
4.
5.
(C) When Mr./Msbecomes Asst.
Engineer/Officer GrII, I expect him/her to have: (please mention 3 in each area
listed below)
Signatures--
Supervisor Trainee Reporting Officer Section
Head
(This format is to be submitted back to) Head/HRD
Knowledge of:
Skills like:
Attitude of:
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Nipun Format -2
Report for Intra-Departmental Awareness & Allied Area Awareness
Note:The table below and A, B, C - to be filled up by Supervisor Trainee separately
for SM6 (A) and SM6(B)
Areas/Sections Covered Personnel In teracted Key Learning
(separate sheet may be enclosed if required)
A. Best/Outstanding/Notable Practices observed:
B. 3 ideas/suggestions to improve system/practices in the Department(where STis posted):
C. How can I make my contribution more productive & positive:
D. Marks obtained ( to be filled by Reporting Officer) out of 25: .(Please use this format separately for SM6 -A & SM6 B)
Signatures--
Supervisor Trainee Reporting Officer SectionHead
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(This format is to be submitted back to) Head/HRD
Nipun Format -3
Monthly Feedback Format - On the J ob Learning
Report for the month of..
1. Please list the key-work done during the month. ( to be filled by Supervisor
Trainee by 7th of every month)
1.
2.
3.
4.
2. Performance of ST during the month (to be filled by Reporting Officer)
(please tick the appropriate box)
3. Suggested areas for improvement::
Technical:
Behavioural:
4. Marks scored on a scale of 1 to 10 : ( 1 lowest score; 10 Highest score) :
..
Reporting Officer
Signature:
Name:
Section/Dept:
Any other feedback/comment:
Supervisor Trainee
Signature:
Name:
Contact No:
Any other feedback/comment:
Exceeds Expectations Meets Ex ectations Yet to Meet Ex ectation
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Signatures--
Supervisor Trainee Reporting Officer Section
Head
(This format is to be submitted back to) Head/HRD
Nipun Format 4
Site/ Other uni t visi t report
ST Name: _______________________ Staff No:____________________Site/ Other _________________________Unit visited: _________________________
Period of Visit:From ___________ To:____________
Write a brief report on the following
Uniqueness of Site/ Unit Equipments under erection and commissioning/Major Products
Customers needs, expectations and business requirements
BHEL equipments, services and areas needing improvement
Customer/Other unit perceptions about your Unit Ways to improve this perception
Notable Practices and Procedures at Site or Other Unit
______________________________________________________________________________________________________________________________________
_________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
_________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
_________________________________________________________________________________________________________________________________________________________________________________________________________
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________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
_________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
_________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
Supervisor Trainee
Signature:Contact No.
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Comments of Site/Unit In-charge/Authorized HR/HRD Personnel:
He/ She was present from _________________ to ______________________
Any special comment/observation about Supervisor Trainee:
Name & Signature of Authorized Personnel:
...........................................................................................................................
Comments of ReportingOfficer:..
Evaluation by Report ing Officer/ Guide: _______ [Out o f 30 Marks]
Signature:__________________________ Date: ___________________
Name: ______________________________ Staff No: _______________