v_btech_thesis.pdf

CONTINGENCY ANALYSIS IN POWER

SYSTEM

THESIS

Submitted in partial fulfillment of the

requirements for the award of the degree

of

MASTER OF ENGINEERING

in

ELECTRICAL ENGINEERING

(Specialization in High Voltage and Power System)

By

MAHESH PAL SINGH

Submitted to Dr. L. S. Titare

AGM (CRISP) Bhopal, India

Jabalpur Engineering College, Jabalpur

Dec 2015

CANDIDATE’S DECLARATION

I hereby declare that the work being presented in the dissertation enti-

tled, “Comparative Study of HR Practices in Public Sector Units (with

special reference to Bharat Sanchar Nigam Ltd. & Bharat Heavy Elec-

tricals Ltd. in M.P.)” in partial fulfillment of the requirements for the award of

the degree of Doctor of Philosophy in Human Resources, submitted in the

Department of Management, AISECT University, Bhopal, India is an authentic

record of my own work carried out under the guidance of Dr. Ranjan Kumar,

Professor, Department of Management, AISECT University, Bhopal.

The matter embodied in the dissertation report has not been submitted for the

award of any other degree elsewhere.

Date :

Place : Bhopal (Gaya Prasad Patel)

CERTIFICATE

This is to certify that the above statement made by the candidate is correct to the

best of my knowledge.

Date : Dr. Ranjan Kumar

Place : Bhopal Professor

Department of Management

AISECT University

i

ACKNOWLEDGEMENTS

I would like to express my gratefulness to all who contributed ideas, encouragement

and support. I would like to thank, firstly God for giving me grace and wisdom.

I would like to convey my deep sense of gratitude to my supervisors, Dr. M. V.

Kartikeyan, Head of Department, Electronics and Communication Engineering

and head of the institute computer center, Indian Institute of Technology Roorkee

& Dr. R. Nath, Department of Physics, Indian Institute of Technology Roorkee.

Their continuous support and motivation at every stage of my research encouraged

me to give my best efforts. Their vast experience on antennas and electromagnetic

metamaterials helped me to resolve practical issues and design optimized systems.

Apart from knowledgeable guide they are a person with humble and kind heart.

They have always encouraged me for quality research work with innovation.

It is pleaser to thank, Dr. Jagdish Rai, Dr. K.L. Yadav, Dr. G.D. Verma,

Dr. A.K. Gourishetty, Dr. D. Kaur, Dr. R. Mitra, and Dr. Vipul Rastogi

for their efforts to build my base of Electromagnetic metamaterials & Microwave

engineering and expand my horizon of knowledge during entire stay in IIT Roorkee.

It has been almost two years since I first joined the great minds at the Indian

Institute of technology Roorkee. As what the rumors have spread, it has not

been easy surviving in this institution. I still remember being doubtful about my

college choice after meeting several high ranker students during my first day of

orientation. However, the friendships that I have established at IITR have helped

me tremendously throughout my post graduate years.

I would also like to thank Mr. Arjun Kumar, Mr. Jagannath Malik, Mr. Parth

Kalaria, Mr. Pravin Prajapati, and Mr. Goodwill Kumar with whom I spent

ii

most of time during last year. Their valuable support and time for guidance in

technical issues, which was instrumental in making this dissertation work a success.

Finally, I would also like to thank all my friends, especially Mr. Ashwini Sawant

and Mr. Prerit Jain, for their support and informative discussions.

Above all, I thank my parents for their never losing trust and confidence on me,

even in my tough time and become source of inspiration. To my sisters, thank you

for always being there for me and bringing joy to my life.

I dedicate this thesis to my family and friends.

(Ramesh Patel)

iii

ABSTRACT

Maintaining power system security is one of the challenging tasks for the power

system engineers. The security assessment is an essential task as it gives the

knowledge about the system state in the event of a contingency. Contingency

analysis technique is being widely used to predict the effect of outages like failures

of equipment, transmission line etc, and to take necessary actions to keep the

power system secure and reliable. The off line analysis to predict the effect of

individual contingency is a tedious task as a power system contains large number of

components. Practically, only selected contingencies will lead to severe conditions

in power system. The process of identifying these severe contingencies is referred as

contingency selection and the degree of severity is based on system load (p.u.) that

can be supplied without bus voltage limit violation.

The main motivation of the work is to carry out the contingency analysis for

single transmission line outage With the help of Newton Raphson method using

Load Flow program in MATLAB environment. After that, contingency ranking is

made to detect weak elements in the system. Further the contingency selection has

been done by using Radial Basis Function (RBF) Neural Network. This provides an

effective mean to rank the contingencies for various loading and generation levels in

a power system. The effectiveness of the method has been tested on 5-Bus, IEEE-14

Bus test systems.

iv

Contents

Candidate’s Declaration . . . . . . . . . . . . . . . . . . . . . . . . . . . . i

Certificate . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . i

Acknowledgements . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ii

Abstract . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . iv

Table of Contents . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . v

List of Figures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . vii

List of Tables . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ix

Glossary . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ix

1 Introduction 1

1.1 States in Security Analysis . . . . . . . . . . . . . . . . . . . . . . . . 2

1.2 LITERATURE REVIEW . . . . . . . . . . . . . . . . . . . . . . . . 4

1.3 OBJECTIVE OF THE WORK . . . . . . . . . . . . . . . . . . . . . 7

1.4 ORGANIZATION OF THESIS . . . . . . . . . . . . . . . . . . . . . 7

2 Questionnaire for HR Managers 1

2.1 Personnel . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

2.2 HRD climate survey . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

2.3 Human resources management . . . . . . . . . . . . . . . . . . . . . . 10

2.4 Human resources development/improvement . . . . . . . . . . . . . . 14

2.5 Effect of liberalization . . . . . . . . . . . . . . . . . . . . . . . . . . 17

2.6 Improvement of areas . . . . . . . . . . . . . . . . . . . . . . . . . . . 18

v

CONTENTS

vi

List of Figures

1.1 Various operating states of Power System . . . . . . . . . . . . . . . . 4

vii

LIST OF FIGURES

viii

List of Tables

ix

GLOSSARY ITEMS

Glossary Items

MTM Metamaterial

PIFA Planar Inverted F-Antenna

PIFA Microstrip Patch Antenna

PBG Photonic Band Gap Structures

EBG Electromagnetic Gap Structures

FSS Frequency Selective Surfaces

ZIML Zero Index Metamaterial Lens

PEC Perfect Electric Comductor

PMC Perfect Magnetic Comductor

εr Relative Permittivity

µr Relative Permeability

x

Chapter 1

Introduction

It is well known that power system is a complex network consisting of numerous

equipments like generators, transformers, transmission lines, circuit breakers etc.

Failure of any of these equipments during its operation harms the reliability of the

system and hence leading to outages. Thus one of the major agenda of power

system planning and its operation is to study the effect of outages in terms of

its severity. Installation of redundant generation capacity or transmission lines is

essential in order to make the system run even when any of its components fails.

But, power system being dynamic in nature does not guarantee that it will be 100

% reliable. Further, such arrangement may not be cost effective. Hence, a detailed

security assessment is essential to deal with the possible failures in the system, its

consequences and its remedial actions. This assessment is known as Power system

security assessment. Power system security involves system monitoring where the

real time parameters of the system are monitored by using the telemetry systems or

by the SCADA systems. It then involves the most important function of contingency

analysis where the simulation is being carried out on the list of “credible” outage

cases so as to give the operators an indication of what might happen to the power

system in an event of unscheduled equipment outage. This analysis forewarns the

system operator, and allows deciding some remedial action before the outage event.

For a power system to be secure, it must have continuity in supply without a loss

1

CHAPTER 1. INTRODUCTION

of load. For this security analysis is performed to develop various control strategies

to guarantee the avoidance and survival of emergency conditions and to operate

the system at lowest cost. Whenever the pre specified operating limits of the

power system gets violated the system is said to be in emergency condition. These

violations of the limits result from contingencies occurring in the system. Thus,

an important part of the security analysis revolves around the power system to

withstand the effect of contingencies. The system security assessment process is

carried out by calculating system operating limits.

pre- contingency and post contingency operating states at an operation control

centre or at the Energy Management System (EMS) of the utility company. The

contingency analysis is time consuming as it involves the computation of complete

AC load flow calculations following every possible outage events like outages oc-

curring at various generators and transmission lines. This makes the list of various

contingency cases very lengthy and the process very tedious. In order to mitigate the

above problem, automatic contingency screening approach is being adopted which

identifies and ranks only those outages which actually causes the limit violation on

power flow or voltages in the lines.

1.1 States in Security Analysis

Security analysis involves the power system to operate into four operating states:

• Optimal dispatch: In this state the power system is in prior to any contin-

gency. It is optimal with respect to economic operation, but it may not be

secure.

• Post contingency: It is the state of the power system after a contingency

has occurred, it is being assumed that this condition has a security violation

such as line or transformer are beyond its flow limit, or a bus voltage is outside

the limit.

2


• Secure dispatch: It is the state of the system with no contingency, but with

corrections to the operating parameters to account for security violations.

• Secure post-contingency: This is the state where the contingency is applied

to the base operating condition with corrections.

The concept of security analysis has been illustrated with a following example.

Suppose a power system consisting of two generators, a load, and a double circuit

line, is to be operated with both generators supplying the load as shown in Fig.

1.1(a) and ignoring the losses it is assumed that the system as shown is in economic

dispatch i.e. 500 MW is allotted for unit 1 and the 700 MW for unit 2 as the optimum

dispatch. Further, it is asserted that each circuit of the double circuit line can carry

a maximum of 400 MW, so that there is no loading problem in the base-operating

condition. This condition is being referred to as the optimal dispatch.

Now, a failure in one of the two transmission lines has been postulated and it

can be said that a line contingency has occurred and this results in change in power

flow the other line causing the transmission line limit to get violated. The resulting

flows have been shown Fig. 1.1(b), this sate of power system is being said to be post

contingency state. Now there is an overload on the remaining circuit. If the above

condition is to be avoided, the following security corrections have been done. The

generation of unit 1 has been lowered from 500 MW to 400 MW and the generation

of unit 2 is raised from 700 MW to 800 MW. This secure dispatch is illustrated in

Fig. 1.1(c). Now, if the same contingency analysis is to done, the post-contingency

condition power flows is illustrated in Fig. 1.1(d)

Thus by adjusting the generation on unit 1 and unit 2, the overloading in other

line is prevented and thus the power system remains secure. These adjustments

are called “security corrections.” Programs which can make control adjustments to

the base or pre- contingency operation to prevent violations in the post-contingency

conditions are called “security-constrained optimal power flows”. These programs

can take account of many contingencies and calculate adjustments to generator

MW, generator voltages, transformer taps etc. Together with the function of system

3


Figure 1.1: Various operating states of Power System

monitoring, contingency analysis and the corrective actions the analysis procedure

forms a set of complex tools that can lead to the secure operation of a power system.

1.2 LITERATURE REVIEW

The importance of power system security assessment for prediction of line flows and

bus voltages following a contingency has been presented in [1-2]. The paper also

4


summarized the challenges faced for the practical implementation of security analysis

algorithms. The approximate changes in the line flow due to an outage in generator

or transmission line is predicted based on distribution factors [3-4]. The use of AC

power flow solution in outage studies has been dealt in [5]. Contingency screening

or contingency selection is an essential task in contingency analysis. This helps to

reduce the numerous computations, the bounding method [6] reduces the number

of branch flow computation by using a bounding criterion that helps in reducing

the number of buses for analysis and is based on incremental angle criterion. The

1P-1Q method for contingency selection has been presented in [7]. In this method,

the solution procedure is interrupted after an iteration of fast decoupled load flow.

Zaborzky et al. introduced the concentric relaxation method for contingency eval-

uation [8] utilizing the benefit of the fact that an outage occurring on the power

system has a limited geographical effect. The use of fast decoupled load flow [9]

proves to be very suitable for contingency analysis. Contingency selection criterion

based on the calculation of performance indices has been first introduced by Ejebe

and Wollenberg [10] where the contingencies are sorted in descending order of the

values of performance index (PI) reflecting their severity. The potential of Artificial

Neural networks for non linear adaptive filtering and control, its ability to predict

solutions from the past trends, its enormous data processing capability and its ability

to provide fast response in mapping data makes them as a very promising tool for

its application to power systems [11]. The first work towards the power system

security analysis by pattern recognition technique has been reported by Pang et

al. [12]. The Artificial Neural Network has been used for various power system

applications such as load forecasting [13], transient stability analysis [14]. The

potential of ANN for static assessment further improved with the introduction of

powerful computers [15-16]. The learning ability of Multi Layer Perceptron with

error back propagation algorithm has been used by researchers various problems

[17, 20]. The application of ANN for determining the voltage stability margin under

contingency situation has been discussed in [18-19]. The learning of the network has

5


been done using error back propagation algorithm for minimising the error function

and for determining the weights. A review from [20] illustrates the types of neural

networks that have been used by various researchers for static security assessment

in power systems. Power system security assessment has been performed using

Kohenen neural network [21] where the securities regions have been identified using

a self organizing feature map and learns in an unsupervised process. Combined use

of supervised and unsupervised learning for power system security assessment [22],

has been used to overcome the slow rate of convergence and local minima problem

faced in multilayer perceptron neural network using back propagation training. A

counter propagation network employing a combination of Kohenen self organising

map and a supervised Grossberg Outstar layer, which is doing the correct mapping of

input and reducing the dimensionality of input pattern by having feature selection

technique have been studied in [23]. The counter propagation network presented

in [23] is employed [24] to identify the coherency existing between load buses.

The Fast Fourier Transform (FFT) as a pre processing tool for the ANN inputs

has studied in [25], to speed up the ANN training and performance. The use of

Hopfield neural network for contingency analysis has been shown in [26]. The use

of Radial Basis Function (RBF) neural network for function approximation proves

to be highly efficient, as it employs a hybrid two stage learning scheme. The RBF

neural networks have several advantages like fast training, structural simplicity and

no local minima problem [27-28]. The non linear mapping capability of the RBF

network for estimating the line loading and bus voltage following a contingency in

bulk power systems has been done in [29]. Chicco et al. [30] presented a detailed

comparison for estimating the performance of self organising network, progressive

learning network and RBF. The author [31] suggested the parallel operation of RBF

neural network for contingency analysis to yield fast training and higher accuracy.

6


1.3 OBJECTIVE OF THE WORK

The objective of the present work is selection of power system contingencies for

transmission line outages using the Newton Raphson (N-R) method and radial basis

function (RBF) neural network. Our main aim is to find out the weak elements

in the system Which are responsible for operating limit violations .Power supply

failure due to these violations may lead to the Blackout of region due to cascading

effect. The objective is also to compare the performance of the method employing

RBF and N-R method for various power system network

1.4 ORGANIZATION OF THESIS

The work carried out in this thesis has been summarized in four chapters, Chapter

1 deliberates on the overview of the problem, brief literature review, objectives of

work and organization of the thesis. Chapter 2 includes contingency analysis, and its

creation selection and evaluation and brief detail about Newton Raphson load flow

method Chapter 3 discusses the contingency selection based on maximum loadability

limit using the Newton Raphson method and weak element detection for selected

contingencies for various systems. In Chapter 4 the contingency analysis has been

modelled using Radial basis function neural network and corresponding results for

various test bus systems. The conclusions and the scope of further work are detailed

in Chapter 5

7


8

Chapter 2

Questionnaire for HR Managers

The Role of Human Resource Management (HRM) in Public Sector

Reforms in BSNL & BHEL, Bhopal.

Please answer the questions below by circling the letters/numbers or placing a tick

in the box or giving a brief description. You may circle more than one alternative

where applicable.

Please note that the information provided in this questionnaire will be

used only for academic purposes. No part of the information will be used

for any purpose other than academic study.

2.1 Personnel

1. Human resources personnel management is concerned with the effective use of

the skills of people, they may be sales people, clerks, operators or technicians in a

research laboratory. Personnel management starts with the recruiting & hiring of

qualified people and continues with directing & encouraging their growth as they

encounter problems and tensions that arise in working toward established goals,

please encircle one or more letters that is relevant for you and your organization:

(a) To classify jobs and prepare wage & salary scales

1

CHAPTER 2. PUBLIC SECTOR ORGANIZATION in INDIA– BSNL, M.P.CIRCLE, BHOPAL & BHEL, BHOPAL

(b) To counsel employees

(c) To deal with disciplinary problems

(d) To negotiate with labor unions and service union contracts

(e) To develop safety standards and practices

(f) To manage benefit programs, such as group insurance, health, and retirement

plans

(g) To provide for periodic reviews of the performance of each individual employee,

and for recognition of his or her strengths and needs for further development

(h) To assist individuals in their efforts to develop and qualify for more advanced

jobs

(i) To plan and supervise training programs

(j) To keep abreast of developments in personnel management

(k) All

2. Please read each statement and indicate whether you agree or disagree with it.

Indicate your level of agreement by selecting one of the five levels of agreement.

Please encircle the letter that is relevant for your organization.

(a) definitely disagree

(b) inclined to disagree

(c) agree

(d) inclined to agree

(e) definitely agree

2


(1) The organization have a plan for forecasting long-term personnel needs:

(a) (b) (c) (d) (e)

(2) The most senior HR manager help to formulate business strategy:

(a) (b) (c) (d) (e)

(3) The personnel department have a strategy for delivery of its services:

(a) (b) (c) (d) (e)

(4) The strategic role of HR department understood by both personnel staff and

the line managers:

(a) (b) (c) (d) (e)

(5) The HR’s strategy is consistent with the organization’s mission & with the

other functional strategies:

(a) (b) (c) (d) (e)

(6) The HR’s strategy is regularly reviewed and also flexible for the benefits of

the organization:

(a) (b) (c) (d) (e)

(7) The personnel department’s strategy focus on successful implementation of

the HR strategy:

(a) (b) (c) (d) (e)

(8) Even if an employee is a poor performer, formal rules make it hard to remove

him or her from the organization:

(a) (b) (c) (d) (e)

(9) The personnel rules and procedures that govern my organization make it easy

for me to reward subordinates for good performance (reversed):

(a) (b) (c) (d) (e)

3


2.2 HRD climate survey

1. An optimal level of HRD Climate is essential for facilitating HRD. Such a climate

is characterized as consisting of following tendencies on the part of the organization,

Please circle one or more letters that is relevant for your organization:

(a) A tendency at all levels and specially the top management to treat people as

the most important resource

(b) A perception that developing the competencies in the employee is the job of

every manager/supervisor

(c) Faith in the capability of people to change and acquire new competencies at

any stage of life

(d) A tendency to be open in communications

(e) A tendency to encourage risk-taking

(f) A tendency to help employees recognize their strengths and weaknesses

(g) A general climate of trust

(h) A tendency on the part of employees to be generally helpful to each other and

collaborate

(i) Team spirit

(j) A tendency to discourage favoritism and biases

(k) A Supportive personnel policy

(l) Development-oriented appraisals, training, rewards, job-rotation, career plan-

ning and potential appraisal

(m) All

4




Please encircle the letter that is relevant.



(c) agree



(1) The jobs in this organization are clearly defined and logically structured:

(a) (b) (c) (d) (e)

(2) The policies & organization structure of the organization have clearly been

explained:

(a) (b) (c) (d) (e)

(3) We have promotion system here that helps the best person to rise to the top:

(a) (b) (c) (d) (e)

(4) In this organization, the rewards & encouragement, you get usually outweigh

the threats & criticism:

(a) (b) (c) (d) (e)

(5) In this organization, people are rewarded in proportion to the excellence of

their job performance:

(a) (b) (c) (d) (e)

(6) Employees are happy in their job profile and working environment:

(a) (b) (c) (d) (e)

5


(7) Employees will be punished, if they made a mistake in this organization:

(a) (b) (c) (d) (e)

(8) A friendly atmosphere prevails among the people in this organization:

(a) (b) (c) (d) (e)

(12) To get ahead in this organization, it is more important to get along that it is

to be high producer:

(a) (b) (c) (d) (e)

(13) In this organization, people do not seem to take much pride in their perfor-

mance:

(a) (b) (c) (d) (e)

(14) The best way to make a good impression around here is to steer clear of open

arguments and disagreements:

(a) (b) (c) (d) (e)

(15) New employees are selected to work in this organization irrespective of gender,

caste, creed and religion:

(a) (b) (c) (d) (e)

(16) Everyone has equal opportunity of promotion in this organization:

(a) (b) (c) (d) (e)

(17) Salary levels are determined by one’s performance:

(a) (b) (c) (d) (e)

(18) Generally peoples are satisfied with their pay levels in this organization:

(a) (b) (c) (d) (e)

(19) The methods of pay in this organization are fine:

(a) (b) (c) (d) (e)

6


(20) Every employee is aware of the promotion procedures of this organization:

(a) (b) (c) (d) (e)

(21) Everybody has a fair chance of being recruited in this organization:

(a) (b) (c) (d) (e)

(24) This organization ensures employee welfare to such an extent that the employ-

ees can save a lot of their mental energy work purposes:

(a) (b) (c) (d) (e)

(25) The organization’s future plans are made known to the managerial staff to

help them develop their juniors and prepare them for future:

(a) (b) (c) (d) (e)

(26) When problems arise people discuss these problems openly and try to solve

them rather then keep accusing each other behind the back:

(a) (b) (c) (d) (e)

(27) Employees are encouraged to take initiative and do things on their own without

having to wait for instructions from supervisors:

(a) (b) (c) (d) (e)

(28) The organization’s future plans are made known to the managerial staff to

help them develop their juniors and prepare them for future:

(a) (b) (c) (d) (e)

(29) Employees are not afraid to express or discuss their feelings with their super-

visors & sub ordinates:

(a) (b) (c) (d) (e)

(30) Employees take pain to find out their strengths and weaknesses from their

supervising officers/colleagues:

(a) (b) (c) (d) (e)

7


(31) When an employee make a mistake his supervisors treat it with understanding

and help him to learn from such mistakes rather than punishing him or

discouraging him:

(a) (b) (c) (d) (e)

(32) Weakness of employees is communicated to them in non threatening way:

(a) (b) (c) (d) (e)

(33) Employees are encouraged to experiment with new methods and try out cre-

ative ideas:

(a) (b) (c) (d) (e)

(34) Employees take pain to find out their strengths and weaknesses from their

supervising officers/colleagues:

(a) (b) (c) (d) (e)

(35) Performance appraisal reports are based on objective assessment and adequate

information:

(a) (b) (c) (d) (e)

(36) When an employee does not work his supervising staffs take special care to

appreciate it:

(a) (b) (c) (d) (e)

(37) Promotion decisions are based on the suitability of the promote rather than

on favoritism and there are also mechanisms to reward any good work done

or any contribution made by employees:

(a) (b) (c) (d) (e)

(38) Seniors guide their juniors and prepare them for future responsibilities / roles

they are likely to take up and they also makes efforts to identify and utilize

the potential of the employees:

(a) (b) (c) (d) (e)

8


(39) The psychological climate in this organization is very conducive to any em-

ployee interested in developing himself by acquiring new knowledge and skills:

(a) (b) (c) (d) (e)

(40) Employees are very informal and do not hesitate to discuss their personal

problems with their supervisors:

(a) (b) (c) (d) (e)

(41) Managers believe that employees’ behavior can be changed and people can be

developed at any stage of their life:

(a) (b) (c) (d) (e)

(42) People lacking competence in their jobs are helped to acquire competence

rather than being left unattended:

(a) (b) (c) (d) (e)

(43) Top management is willing to invest a considerable part of their time and other

resources to ensure the development of employees:

(a) (b) (c) (d) (e)

(44) The top management believes that human resources are an extremely impor-

tant resource and they have to be treated more humanly:

(a) (b) (c) (d) (e)

3. Please state down the kind of pressure/harassment on employees during work/time

deadline and What are the most common reasons for staff leaving/retention your

organization ?.

4. How do the pay levels in your organization compare to other organization in

your line of work. Do you offer extra payment/bonus to employees, who complete

9


innovative/extraordinary work in fixed time domain ?.

2.3 Human resources management

1. The following components of performance appraisal are present in our perfor-

mance appraisal system, Please circle one or more letters that is relevant for your

organization:

(a) Some form of agreement on tasks/ targets/functions between a boss and his

subordinates forms the basis for appraisal

(b) Appraisal discussion which aims at helps the appraisee to recognize his strengths

(c) Appraisal feedback to tell the employees the areas he needs to improve

(d) Self-appraisal to communicate to the boss the accomplishments of an employee

(e) Appraisal on managerial qualities (leadership, coordination, initiative etc.)

(f) Identification of training and development needs

(g) Appraising potential for promotions

(h) Performance appraisal discussions with focus on feedback and counseling

(i) Identifying factors affecting performance and communicating them to the boss

for his assistance

(j) Signature by subordinated on the form after assessment by the boss

(k) Appraisal of the boss by the subordinates

10


2. The stated primary objective of the performance appraisal in my organization is:

(a) Mainly to develop employee capabilities

(b) Mainly to control employee behavior through rewards/ punishments, etc.

(c) Both control and development

(d) Others (specify)

3. In practice the performance appraisal system in my organization appears to serve

the following purpose:

(a) Development of employees

(b) To control employee behaviour

(c) Both (a) and (b)

(d) Others (specify)

4. The objectives of promotion policy of BSNL & BHEL can be put together in the

following components, Please circle one or more letters that is relevant in your point

of view:

(a) To integrate growth opportunities of the executives with fulfillment of Com-

pany’s objectives

(b) To man executive posts in the company with competent personnel having

growth potential, and to utilize their capabilities in the working environment

to the maximum through opportunities available for advancement

(c) To provide for a system which is conducive to equity, fairness and objectivity

in matters concerning promotion of executives

(d) To ensure uniformity and consistency , to the extent possible, in promotion of

executives of different Units of the company

11


(e) To motivate executives of the organization for better performance by rewarding

their contribution to the growth of the organization

(f) To ensure continuity of the management and systematic succession planning

for senior/key posts in the executive cadre

(g) To integrate executives into a cohesive team

(h) all






(c) agree



(1) External training programs are carefully chosen after collecting enough infor-

mation about their quality & suitability and programs are well designed with

widely shared training policy in the company:

(a) (b) (c) (d) (e)

(2) Management makes an effort to talk with you about your career aspirations

within the organization:

(a) (b) (c) (d) (e)

(3) The philosophy of our management emphasises the human factor, how people

feel etc.:

(a) (b) (c) (d) (e)

12


(4) Management believes that if the people are happy, productivity will take care

of itself:

(a) (b) (c) (d) (e)

6.Please write below if you think there is anything different or unique about the

performance appraisal system used by your organization.

7. Please write down the different standards for the process of hiring the graduate

and non-graduate employees in your organization and what are the criteria for an

applicant to be included on written as well as interview short-list ?.

8. Please write down in the spaces provided, the difficulties your organization faces

in recruiting new employees for the following categories of jobs and employees:

(a) Regular, Technical & Non-Technical jobs

(b) Temporary & Contractual jobs

(c) Probationer, Apprentice/Trainee

13


(d) Female Employees

9. In detail, share some of the positive and negative experiences you have encoun-

tered with your organisation ?.

2.4 Human resources development/improvement

1. The following components of Human Resource Development are present in our

system, Please circle one or more letters that is relevant in your point of view:

(a) Feedback and counseling

(b) Training

(c) Job rotation

(d) Data storage and

(e) Manpower planning

(f) All






14


(c) agree



(1) HRD means helping and encouraging employees to acquire and develop their

capabilities and changing their values, beliefs and attitudes favourably to their

present/future role, Please circle the letter that is relevant:

(a) (b) (c) (d) (e)

(2) The employees are helped to acquire technical knowledge & skills through

training and there is also adequate emphasis on developing managerial capa-

bilities of the managerial staff through training:

(a) (b) (c) (d) (e)

(3) Induction training provide an excellent opportunity for newcomers to learn

comprehensively about organization:

(a) (b) (c) (d) (e)

(4) Employees are sponsored for training programmes on the basis of careful

identified developmental needs with a clear understanding of the skills &

knowledge, they are expected to acquire from the training:

(a) (b) (c) (d) (e)

(5) The HR department conducts briefing and debriefing sessions for employees

sponsored for training and company programmes are handled by competent

faculty:

(a) (b) (c) (d) (e)

(6) Maintaining systematic performance record in service books (performance

appraisal):

(a) (b) (c) (d) (e)

15


(7) Analyzing career advancement chances in the light of potentiality and devel-

oping accordingly (potential appraisal and development):

(a) (b) (c) (d) (e)

(8) Developing effective environment for rendering services (quality of work life)

and planning developing :

(a) (b) (c) (d) (e)

(9) Analyzing career advancement chances in the light of potentiality and develop-

ing overall development of the organization by analyzing changing behavioural

pattern of employees:

(a) (b) (c) (d) (e)

3. What constraints/opportunities are available in the organization regarding Hu-

man Resource Development and Training. What are the most critical parameters

& systems have been put in place, by the organization to enhance employee skills.

What are the requisite qualification & skill required for the appointment of trainer

in your organization ?.

4. What are the criteria used to select trainee, who go for further training &

development. Within the past year, how many employees have received systematic

formal training on quality and how effectively assessed. What are the promotion

and other beneficiaries policies for those trained employees. Apart from this, How

does the trade union and other factors influence training in your organization ?.

16


2.5 Effect of liberalization






(c) agree



(1) Employees returning from training are given adequate free time to reflect and

plan improvements in the organization:

(a) (b) (c) (d) (e)

(2) Management training and development programmes take account of the need

for managers to think and behave strategically:

(a) (b) (c) (d) (e)

(3) Line managers provide right kind of climate to implement new ideas and

methods acquired by their juniors during training:

(a) (b) (c) (d) (e)

(4) My organization has flexible outplacement programs and flexible retirement

opportunities for all employees:

(a) (b) (c) (d) (e)

17


2. If a department has an information-sharing-policy, most information is usually

shared among employees regardless whether or not the information is directly neces-

sary to them. Does your department have a similar information-sharing-policy, what

are the advantages and disadvantages of this kind of policy in your organization ?.

2.6 Improvement of areas

1. How would you compare your organization’s performance over the past five

years in terms of following items to that of other organizations doing the same

kind of work and what are the polices introduced in your organization to regularly

review/improvement in these areas ?.

(a) Labour productivity

(b) Quality of products and services

(c) Profitability & Income per capita

(d) Skilled workers

18


(e) Employees work satisfaction

(f) Staff leaving/Retention from Org.

2. The need to reform human resource management is critical because of its central

role in the transformation of the Public Service. Please state down your views on

this regard.

3. Can you identify the barriers that affect the HR practices at your organisation

and what are the systematic ways to deal these barriers and also to overcome this

?.

19

Bibliography

[1] Ramesh Garg, “Microstrip antennas design handbook,” Artech Publication

House, Jan. 2001.

[2] Rod Waterhouse, “Printed antennas for wireless communications,” John Wiley

& Sons Ltd., The atrium, southern gate, chichester west sussex, 2007.

[3] A. Khoshniat, H.S. Mopidevi and B.A. Cetiner, “Broadband capacitively fed

tapered type PIFA with modified ground plane,” Electronics Letters, vol. 46

No. 7, April 2010.

[4] R. A. Shelby, D. R. Smith and S. Schultz, “DExperimental verification of a

negative index of refraction,” Science, vol. 292, pp. 77-9, Apr. 2001.

[5] A. Alu, F. Bilottu, E. Nader and L. Vegni, “Metamaterial Covers Over a

Small aperture,” IEEE Transcation on Antennas and Propagation, vol. 54,

pp. 1632-43, 2006.

[6] J. Wang and O. Fujiwara, “Reduction of electromagnetic absorption in the

human head for portable telephones by a ferrite sheet attachment,” IEICE

Trans. Commun., vol. E80B, no. 12, pp. 1810-1815, Dec. 1997.

[7] J. B. Pendry, A. J. Holden, D. J. Robbins and W. J. Stewart, “Magnetism from

conductors and enhanced nonlinear phenomena,” IEEE Trans. Microwave

Theory Tech., vol. 47, no.11, pp. 2075-2084, Nov. 1999.

[8] C. Caloz and T. Itoh, “Electromagnetic metamaterials transmission line theory

and microwave applications,” New Jersey: John Wiley Sons,Inc., 2006.

20

BIBLIOGRAPHY

[9] H. Cori and C. Zach, “Wave propagation in metamaterial multi-layered

structures,” Microwave and Optical Technology Letters.,” vol. 3 (6), pp. 460-

465, 2004.

[10] N. Engheta, “An idea for thin subwavelength cavity resonators using meta-

materials with negative permittivity and permeability,” IEEE Antennas and

Wireless Propagation Letters, vol. 1 no. 1, pp. 10-13, 2002.

[11] Alu and N. Engheta, “Guided modes in a waveguide filled with a pair of

single-negative (SNG), double-negative (DNG), and/or double-positive (DPS)

layers,” IEEE Trans. Microwave Theory Tech., vol. 52, pp. 199-210, Jan. 2004.

[12] J. B. Pendry, “Negative refraction makes a perfect lens,” Phys. Rev. Lett., vol.

85, pp. 3966-3969, oct. 2000.

[13] Grbic and G. V. Eleftheriades, “Experimental verification of backward-wave

radiation from a negative refractive index metamaterial,” J. Appl. Phys.,

vol.92, pp. 5930-5935, Nov. 2002.

[14] A. Erentok, R. W. Ziolkowski, “Dipole antennas enclosed in double negative

(DNG) and single-negative (SNG) nested spheres: efficient electrically small

antennas,” IEEE Antennas and Propagation Society International Symposium,

vol. 1B, pp. 252- 255, July 2005.

[15] J. S. Petko and D. H. Werner, “Theoretical formulation for an electrically

small microstrip patch antenna loaded with negative index materials,” IEEE

Antennas and Propagation Society International Symposium,” 3-8, pp.343-346.

[16] S. F. Mahmoud, “A new miniaturized annular ring patch resonator partially

loaded by a etamaterial ring with negative permeability and permittivity,”

IEEE Antennas and Wireless Propagation Letters, vol. 3, pp. 19-22, Apr. 2004.

21

BIBLIOGRAPHY

[17] M. E. Ermutlu and S. Tretyakov, “Patch antennas partially loaded with

a dispersive backward-wave material,” IEEE International Symposium on

Antenna and Propagation, May. 2005.

[18] C. J. Lee, K. M. K. H. Leong and T. Itoh, “Design of resonant small antenna

using composite right/left-handed transmission line,” IEEE Antennas and

Propagation Society International Symposium, vol. 2B, pp.218- 221, July 2005.

[19] M. Schussler, J. Freese and R. Jakoby, “Design of compact planar antennas

using LH transmission lines,” Microwave Symposium Digest, IEEE MTTS

International, vol.1, pp. 209- 212, June 2004.

[20] H. R. Stuart and A. Pidwerbetsky, “Electrically small antenna elements

using negative permittivity resonators,” IEEE International Symposium on

Antennas and Propagation, vol. 1A, pp. 676- 679, July 2005.

[21] S. N. Burokur, M. Latrach and S. Toutain, “Left-handed medium effect on the

characteristics of a circular patch antenna,” IEEE International Symposium

on Antennas and Propagation, vol. 1A, pp.680- 683, July 2005.

[22] K. Z. Rajab, R. Mittra and M. T. Lanagan, “Size reduction of microstrip

antennas using metamaterial,” IEEE Antennas and Propagation Society

International Symposium, vol.3, pp. 296-199, July 2005.

[23] S. N. Burokur, M. Latrach and S. Toutain, “Study of the effect of dielectric

split-ring resonators on microstrip-line transmission,” Microwave Optical

Technology Letters, vol. 44, pp. 445-8, Mar. 2005.

[24] G. V. Eleftheriades and K. G. Balmain, “Negative refraction metamaterials

fundamental principles and applications,” Wiley, Inc., U.S.A, 2005.

[25] I. Gil, J. Bonache, M. Gil, J.G.Gracia and F. Martin, “Left handed and right

handed properties of microstrip lines loaded with complimentary split ring

22

BIBLIOGRAPHY

resonators,” Microwave and Optical Technology Letters, vol. 48, no. 12, pp.

2508-2511, Dec. 2006.

[26] Y. Lee and Y. Hao, “Characterization of microstrip patch antennas on

metamaterial substrates loaded with complementary split ring resonators,”

Microwave and Optical Technology Letters, vol. 50, no. 8, pp. 2131-2135, Aug.

2008.

[27] F. Y. Meng, Y. L. Li, K. Zhang, Q. Wu, and J. L.-W. Li, “A detached

zero index metamaterial lens for antenna gain enhancement,” Progress In

Electromagnetics Research, vol. 132, 463-478, 2012.

[28] R.W. Ziolkowski, “Propagation in and scattering from a matched metamaterial

having a zero index of refraction,” Physical Review Letters, vol.70, 046608, Oct.

2004.

[29] Cheng, Q. A., W. X. Jiang, and T. J. Cui, “Radiation of planar electromag-

netic waves by a line source in anisotropic metamaterials,” Journal of Physics

D-Applied Physics, vol. 43, No. 33, 2010.

[30] Ma, Y. G., P. Wang, X. Chen, and C. K. Ong, “Near field plane-wave-like beam

emitting antenna fabricated by anisotropic metamaterial,” Applied Physics

Letters, vol. 94, No. 4, 2009.

[31] Corbett R. Rowell and R. D. Murch, “A capacitively loaded PIFA for

compact mobile telephone handsets,” IEEE Transactions on Antennas and

Propagation, vol. 45, no. 5, may 1997.

[32] K. L. Wong, “Compact and broadband microstrip antennas,” John Wiley and

Sons, Inc., New York, 2002.

[33] Haixia Liu, Shuo Lei, Xiaowei Shi, and Long Li, “Research Article: Study

of antenna superstrates using metamaterials for directivity enhancement

23

BIBLIOGRAPHY

based on fabry-perot resonant cavity,” International Journal of Antennas and

Propagation, vol. 2013.

[34] Hussein Attia, Mohammed M. Bait-Suwailam, and O. M. Ramahi,“Enhanced

gain planar inverted-F antenna with metamaterial superstrate for UMTS

applications,” PIERS Proceedings, Cambridge, USA, vol. 6, NO. 6, July 5-

8, 2010.

[35] H. A. Majid, M. K. A. Rahim, and T. Masri, “Microstrip antennas’s

gain enhancement using left handed metamaterial structure,” Progress In

Electromagnetics Research M, vol. 8, 235-247, 2009.

[36] C. Mahatthanajatuphat, P. Akkaraekthalin, S. Saleekaw and M. Krairiksh,

“A bidirectional multiband antenna with modified fractal slot fed by cpw,”

Progress In Electromagnetics Research, vol. 95, pp. 59-72, 2009.

[37] Akimasa Hirata, Takahiko Adachi, and Toshiyuki Shiozawa, “Folded loop

antenna with a reflector for mobile handsets at 2.0 GHz,” Microwave and

Optical Technology Letters, vol. 40, Issue 4, pp. 272-275 , 20 Feb. 2004.

[38] C. J. Lee, K. M. K. H. Leong and T. Itoch, “Design of resonant small

antenna using composite right/left handed transmission line,” Antennas and

propagation international symposium 2005.

[39] K. Buell, H. Mosallaei and K. Sarbandi, “A substrate for small patch antennas

providing tunable miniaturization factors,” IEEE Transactions on Microwave

Theory and Techniques, vol. 54, no. 1, pp. 135-144, January 2006.

[40] Chang, C.H. and K.L. Wong, “Printed λ8

PIFA for penta-band WWAN

operation in the mobile phone,” IEEE Trans. Antennas Propagat., vol. 57,

No. 5, 1373-1381, May 2009.

24

BIBLIOGRAPHY

[41] Du, Z., K. Gong, J. S. Fu, B. Gao, and Z. Feng,“A compact planar inverted-F

antenna with a PBG-type ground plane for mobile communications,” IEEE

Trans. Vehicular Technology, vol. 52, No. 3, 483-489, May 2003.

[42] Jagannath Malik, “Design studies of microstrip patch antennas with specific

metamaterial structures for wlan applications,” M.Tech. Thesis, Indian Insti-

tute of Technology-Roorkee, India, 2011.

[43] F. Yang and Y. R. Samii, “Reflection phase characterization of the EBG

ground plane for low profile wire antenna applications,” IEEE Antennas and

Wireless Propagation Letters, vol. 51, pp. 2691-2703, Oct. 2003.

[44] K. F. Tong, T. M. Au, K. M. Luk and K. F. Lee, “Two-layer five-patch

broadband microstrip antenna,” in Electronics Letters, vol. 31, pp. 1621-1622,

Sep. 1995.

[45] T. M. Au and K. M. Luk, “Effects of parasitic elements on the characteristics

of microstrip antennas,” IEEE Transactions on Antennas Propagation, vol.

39, pp. 1247-1251, Aug. 1991.

[46] K. F. Lee, K. M. Luk, K. F. Tong, Y. L. Yung, and T. Huynh, “Experimental

study of the rectangular patch with a U-shaped slot,” IEEE Antennas

Propagat. Soc. Int. Symp. Digest, vol. 1, pp. 10-13, 1996.

25

v_btech_thesis.pdf

Documents

head of department

iit roorkee

titareagm crisp bhopal

quality research work

department of physics

guidance of

continuous support

valuable support