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<strong>HRM</strong> and Competencies Mapping For Organization<br />
Effectiveness Towards Managing Change<br />
Introduction<br />
Power sector in India has been one of the most challenging area of development<br />
intervention in <strong>HRM</strong> towards managing change. Limited and missing application of <strong>HRM</strong><br />
in power sector has adversely impacted the growth and productivity of the state electricity<br />
board and its role alignment all over the country.In <strong>HRM</strong> manpower planning, employees<br />
competency assessment and development culture building and institutional commitment<br />
are the pillars of the organizations .<br />
There is a need to adopt an integrated model of competencies mapping exercise which<br />
addresses multi-tier expectation followed with human assessment process in pursuit of<br />
organization effectiveness and coping with the change .Therefore, it is important to<br />
determine the development and coaching needs of the organization as we move to new<br />
organizational identity with new structural realignment.<br />
While large-scale investments have been planned and numerous projects are underway, the<br />
lack of competent manpower to execute these projects and subsequently operate and<br />
maintain them is already being felt. The scarcity is increasingly felt with the passage of time<br />
as we proceed day by day. The Government, industry and all other stakeholders investment<br />
demands serious attention of integrated training and development of existing work force<br />
and new talent search on an urgent basis. It has become a major bottleneck that would derail<br />
the rapid growth in these sector .<br />
Scope and challenges<br />
An Emerging Area of Development Intervention<br />
In State Electricity Board and Allied Public Enterprises<br />
Power Sector Needs<br />
To Be Empowered<br />
Our greatest human resource challenges lies in<br />
the power sector .Today, there, is a dearth of Through Integrated<br />
clear strategy in absence of any manpower<br />
<strong>HRM</strong> and Competency<br />
planning and optimization. The question is how<br />
to enhance the existing employees potency and Mapping Process Leading to<br />
attract fresh talent, The total manpower in the Organization Effectiveness<br />
power sector at the end of 10thplan was<br />
Through Innovative<br />
approximately 9.5 lakhs as per there port of the<br />
Planning Commission's Working Group on Intervention<br />
Power for 11th Plan. Even in a scenario where<br />
employee productivity is projected to increase<br />
leading to decreasing Man/MW ratio, it is estimated that over five lakh technical<br />
manpower and 1.5 lakh non-technical manpower need to be inducted into the power sector<br />
in the 11thand 12thplan periods.<br />
In addition to the technical manpower, tens of thousands of highly skilled managers will be<br />
required in areas such as project planning and management, project monitoring and allied<br />
areas of <strong>HRM</strong> as well .The process of organizational change is centered around timely<br />
diagnosis of the process, people's competencies, their leadership orientation and functional<br />
skills of the key role holders. The pace and mind set of both assume significance in<br />
competitive set up where the company has to support a great deal in making the best out of
teams. The growing competitiveness demand higher creativity and innovation to cope with the<br />
changing environment. The centrality of change process in developing economy places critical<br />
demand on these concerns where we hardly pay attention to.<br />
Strategic thinking to stimulate the key role holders of the organization need to be attended on<br />
priority.In the context of the task that we are currently concerned with, the business is getting<br />
tougher due to heavy competition in controlled regime where customer demands has increased<br />
manifold and the profit margins has started shrinking. Meeting these challenges therefore puts<br />
heavy demand of integration of team and the right set of people with leadership qualities. As<br />
we note that many organizations in the process of their change, for example- their<br />
restructuring , a merger, downsizing, the installation of new information technology,<br />
outsourcing, a shift to customer focus or a new location - employees may experience a sense of<br />
loss leading several human related issues in the organizations.<br />
What Idmat Services Can Offer ? Our Proposed Intervention and<br />
Approach<br />
IDMAT services mode of development intervention has been designed for the senior officials &<br />
engineers of the organisation keeping in mind its organization development needs and<br />
objectives. We know that states are primarily dependent on Power. Such a sector is rooted in the<br />
capacity of it's transmission and distribution structure of the state . Our initiative lies in<br />
designing of organisation Development intervention as a holistic approach for supporting<br />
transmission distribution and regulatory mechanism that stimulates and integrates the <strong>HRM</strong><br />
team and organizational human resource competencies development of the organizations.<br />
Our Specific thrust areas<br />
<br />
<br />
<br />
<br />
<br />
<br />
<br />
Manpower optimization determining their productivity –exploring talent search .<br />
Training need assessment and <strong>HRM</strong> manual modification and improvement .<br />
Vision mission exerciseto realign with emerging change process.<br />
Competencies mapping and organization effectiveness-assessment and development<br />
practices .<br />
Performance management process–help implementing system.<br />
Employees development ,job chart analysis and soft skill training designing.<br />
Realigning techno-Management approach and building its internal support system.<br />
Why IDMAT Services as your Choice?<br />
It can offer a cost effective solution that would suit the requirement of state electricity boards<br />
operating plans and proposed strategy.<br />
It has empowered resource team and faculty having expertise in handling State electricity<br />
board environment and its related issues of techno-management aspects.<br />
It can study and diagnose the existing system and provide solutions at clients premises in its<br />
functioning and enhancing productivity<br />
It has team of people with working experience of SEBs generation and distribution system who<br />
will have edge over others in soft skills training and techno-management diagnostic<br />
competency.<br />
It maintains time deadline and quality commitment on result delivery and operates on strong<br />
values of mutual dignity and with sincerity of purpose .
Our Advisory Courncil Led By Eminent Professionals:<br />
Chairman- VP Singh: Former Chairman IFCI,former Chairman MDI Gurgaon,<br />
Vice Chairman -H. C. Seth: Former Director HR PSPCL Patiala and General Manager NTPC ,<br />
Members<br />
Dr. Nagendra P. Singh, Director General IDMAT Former president Indian society Applied<br />
Bhevaioural science, Ex Director(BS) NIESBUD served as faculty with premier management<br />
institute in India and UK.<br />
Prof. Parth Sarathi, Ex- ISABS Dean and certified human process trainer and Ex General<br />
Manager (HRDI) BHEL.<br />
Prof Rajan Gupta, Professor MDI and noted organization development professional.<br />
Mr. Kirpal Singh: Rich experience of public enterprise and <strong>HRM</strong><br />
Surya Mani Singh : Former VP Samtel and professional ISABS.<br />
Mr. Atul Chug: Certified Trainer ISABS<br />
Ms. Rita Sengupta: Former Director Behavioral science NIESBUD,<br />
Ms. Anupama J Singh: Managing Editor Development milestone Member Board ASEED<br />
ABOUT IDMAT<br />
IDMAT, an associate of ASEED (Asian Society for Entrepreneurship Education &<br />
Development) started its mission as a capacity building division and graduated into a<br />
leading training and consulting institution. It has trained more than 3000<br />
professionals from about 60 countries across the globe till date. The organisation is<br />
closely working in the field of consultancy, training, audit and research for the<br />
corporates like GE, L&T, Bharti Telecom, Oberoi Group of Hotels, Jindals, Samtel,<br />
Proctor & Gamble, NTPC and IPCL etc. It has also demonstrated its professional<br />
excellence by executing several projects for international bodies like SDC, UNDP,<br />
ILO, EU, DFID, NABARD, WORLD BANK, Governments of India, Sri Lanka, Nepal,<br />
Mauritius, Ghana and Malaysia at a different point of time. A highly experienced and<br />
competent advisory council guides the IDMAT team. The organization draws from an<br />
international, multi-disciplinary pool of professionals in the field of development<br />
management and institution building. IDMAT also specialises in social innovations<br />
and creative learning design. Thus, it offers a competency driven integrated<br />
organizational support system including its support to procurement process on<br />
various services. It has capitalized upon its strength on soft skills and process driven<br />
innovative interventions in different large organization and social system. Currently<br />
Dr. Nagendra P. Singh a veteran and globally known professional is the Director<br />
General IDMAT and Co-Chairman of ASEED.<br />
International Institute of Development<br />
Management Technology<br />
For More Details Please Contact: programme Support Unit<br />
ASEED House: IDMAT,<br />
C-8/8007, Vasant Kunj, New Delhi-110070<br />
Tele fax: +91-11-26130635, 26130242<br />
Email: training@aidmat.com, program@aidmat.com<br />
Website : www.aidmat.com