nipun 2012

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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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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


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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


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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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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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


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


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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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


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: _______________

nipun 2012

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