Description
Organizations that employ people, this is the function with policy responsibility for the selection and recruitment of staff, training, performance assessment, career development, disciplinary proceedings, pre-retirement advisory work, equal opportunities policies, pay bargaining, and industrial relations.
PERSONNEL MANAGEMENT
MEANING
? Personnel
management is a routine management-oriented administrative function. On the other hand, HRM is a continuous process focusing right from recruitment to the retrenchment of the individuals employed in the organization.
PERSONNEL MANAGEMENT & HRM Focus PM is the management of people employed HRM is the management of employee’s skills, knowledge, abilities, talent, aptitude and creative abilities. It is transactional, It is transformational, change follower & change leader and respondent initiation It is slow, reactive & It is fast, proactive & fragmented (pieces) integrated (joint) It is short term It is long term (short & medium term also) It is more It is more organic, flexible, bureaucratic in terms and nurturing of policies, procedures, monitoring It is tight, division of It is broad, flexible, cross labour, independent, training, and teams and specialization
Role of HR
Initiative Time horizon Control
Job Design
Belief / Investment
(i) Employees are (i) Employees are treated viewed as commodity as resource. or tool which can be purchased or used
(ii) Employees are treated as cost centre (ii) Employees are treated therefore management controls labour cost. as profit centre therefore seen as investment
Shared interest
Interest of organization is most important
It is mutuality of interest
Evolution
It precedes HRM
It is the latest in the evolution of the subject
PERSONNEL MANAGEMENT INCLUDES FOLLOWING
Administrative discipline of hiring and develo ping employees so that they become more valuable to the organization. It includes ? (1) conducting job analyses, ? (2) planning personnel needs, and recruitment, ? (3) selecting the right people for the job,
?
(4) orienting and training, ? (5)determining & managing wages and salaries, (6) providing benefits and incentives, (7) appraising performance, ? (8) resolving disputes, ? (9) communicating with all employees at all levels.
?
1). JOB ANALYSIS
Tender job analysis
Last Date of Submission of Tender CorrigendumTender 01/04/201 10-04-2013 17-04No. GETRI/PUR/Projector & 3 2013 Lamp Instead of 10-04-2013 Tender No. GETRI/PUR/Projector 01/04/201 10/04/201 17/04/201 & Lamp 3 3 3 Tender No. GETRI / Ind-Trg / 07/03/201 15/03/201 20/03/201 Hiring of Diesel Bus / 3 3 3 for Hiring of 56 Seater Bus on A.R.C. Basis for GETRI Vadodara Tender Notice No : 07/02/201 04/03/201 04/03/201 GETRI/Civil/3/February/2013 3 3 3 for Annual Cleaning for the GETRI at 132 KV Gotri S/S Compound Vadodara for the Year 2013-2014 Tender Notice No. Date of Publication Last Date of Issue of Tender
2).PLANNING
PESONNEL NEEDS & RECRUITMENT
NAMES OF DIRECTORS & POST
Sr. No. 1.
Name of Director
Shri D J Pandian, IAS CHAIRMAN Kum. S. Aparna, IAS
Name of post
Principal Secretary Secretary(Economic Affairs) Finance Department, Government of Gujarat, Principal Secretary Urban Development & Urban Housing Department, Managing Director, director
2.
3.
Shri I P Gautam, IAS
4.
Shri Raj Gopal, IAS Shri Benjamin S. Reuben,
5.
6.
Shri H P Desai,
Shri P H Rana, Shri Gurdeep Singh,
director
director md
7.
8.
KEY PERSONNEL
Corporate Office Shri Gurdeep Singh,Managing Director Power Station Shri D J Parmar, Chief Engineer Wanakbori Thermal Power Station Shri U D Adhvaryu, I/c Executive Director (Generation) Shri B R Adhvaryu, Chief Engineer Gandhinagar Thermal Power Station Shri M B Kaka, Sr. Chief General Manager (F & A) Shri J K Karathia, Chief Engineer Ukai Thermal Power Station Shri A D Karpe, I/c Chief General Manager (HR & A) Shri R D Makwana, Additional Chief Engineer Kadana Hydro Electric Power Shri V P Jani, Company Secretary Shri P M Parmar, Chief Engineer (P & P) Shri D R Gupte, I/c Chief Engineer (Civil) Shri H N Baxi, I/c Chief Engineer (Fuel) Shri R N Gangwani, I/c Chief Engineer Kutch Lignite Thermal Power Station Shri I M Patel, I/c Chief Engineer Sikka Thermal Power Station Shri A B Shah, I/c Additional Chief Engineer Utran Gas Based Power Station Shri S S Gamit, I/c Additional Chief Engineer Dhuvaran Thermal Power Station Shri V A Patel, I/c Chief Engineer Kevadiya - SSNL
RECRUITMENT
?
?
? ? ? ? ? ? ?
www.gseb.com Gujarat State Electricity Board Recruitment 2013, Career Jobs Vacancy 2013, Application Form, Online apply, Challan, Admit Card Exam Date Result, Notification,
·
?
To envisage a dream career, GSEB Recruitment 2013 is opening up opportunities for the competent candidates to be absorbed in the position of Junior Programmer The details of the opportunities and the cardinal measures of application procedure are termed as under for GSEB Recruitment Designation to be framed up for GSEB Recruitment for the post of Junior Programmer Referential Location of Placement for GSEB Recruitment : Gujarat Compensation Packages/ Scale of Pay/ Pay Structure for GSEB Recruitment Rs.17,300 – 38,610/Desired Standards/ Norms of Eligibility for GSEB Recruitment : B.E. in (Computer Science and Information Technology)/ MCA/ MSC in (Computer Science and Information Technology)/ MBA in Information Technology/ MCM
?
?
?
?
?
Procedure for Registering your Candidature for GSEB Recruitment: Candidates who are willing to be considered for the above Govt jobs in Gujarat may Apply through Online application forms which is available at Gujarat State Electricity Corporation Limited (GSEC) http://www.gsecl.in candidate after submitting online application, applicant should take the print out of application form for further and should fill the form before deadline: To I/c Chief General Manager (HR&A) , Gujarat State Electricity Corporation Ltd. Corporate Office, Race Course, Vadodara – 390 007
?
?
3.) SELECTING RIGHT PEOPLE FOR THE JOB.
4). TRAINING
The purpose of the institute is catering to the need for training the employees of GUVNL and its subsidiary companies. The following activities are carried out continuously : ? To prepare a training need analysis periodically in accordance with our mission & vision. ? Comprehensive annual training plan preparation (for generation, transmission and distribution).
?
To foster growth, team spirit and creativity amongst employees. ? Identifying planned training intervention for each level of transition in an employee’s career. ? To extend support, advise and impart skills to trainers. ? To nurture professional values for protecting the environment. ? To set up research chairs for funding patentable worksa
?
TECHNICAL TRAINING AND SKILL UPGRADATION :
Power Station (Thermal, Hydro and noconventional) Technologies and operations & maintenance. ? Transmission systems technologies and operations & maintenance, ? Distribution system technologies and operations & maintenance, ? Energy Efficiency ? Energy Envirionment Interface ? Rural Electrification
?
TRAINING IN HUMAN RESOURCE DEVELOPMENT
Personality Development ? Human Values and Ethics ? Attitudes and Behavior ? Executive and Managerial Skills ? Customer Orientation ? Integrated Personality Development ? Communication skills ? Developing commercial / business outlook
?
PROPOSED TRAINING PROGRAMMES : GENERAL MANAGEMENT, HR, FINANCE & OTHER :
Enhancing Cross Functional Competencies - FIN. ? Transformational Leadership ? Enhancing Functional Competencies HR ? Business Process out-sourcing & Managing Value Creation
?
5). DETERMINING & MANAGING WAGES AND SALARIES
COMPENSATION PACKAGES/ SCALE OF PAY/ PAY STRUCTURE FOR GUJARAT STATE ELECTRICITY BOARD RECRUITMENT 2013: RS.17,300 – 38,610/-
6. PROVIDING BENEFITS & INCENTIVES
? Tax and Cost Related Incentives ? In
the industrial policy of Gujarat State during the nineties, the major instrument used by the state until recently was reduction, exemption or deferment of sales tax by the new business and industry to encourage them to locate in the state.
INCENTIVES IN GUJARAT INDUSTRIAL & AGRI INDUSTRIAL POLICIES, 2000
Interest Subsidy: For new units in small-scale industries and service sector industries, interest subsidy is offered @ 5% p.a. upto a cumulative maximum of Rs. 2.5 million and Rs. 0.5 million respectively. ? R & D Subsidy: Financial assistance is offered upto Rs. 50 million per industrial luster for establishing common facilities covering quality improvement, technology upgradation, market promotion and technical skills.
?
Quality Improvement Assistance: Industrial units obtaining quality certification from approved institutions/research laboratories are offered subsidy @ 50% of expenditure upto a maximum of Rs. 0.2 million. ? Backward Area Development: Industrial units coming up in the identified backward talukas are offered additional incentives @ 25% under all schemes .. And etc…
?
7). APPRAISING PERFORMANCE
APPRAISAL SYSTEM
Manual process ? On-line with proper competency templates and appraisal approvals.
?
8). RESOLVING DISPUTES
APPELLATE PROCEDURE FOR SETTLEMENT OF POWER THEFT CASES
?
In GEB the arbitrary method of dealing with consumers involved in theft and other irregularities has been well administered. In case of theft of power and malpractice, consumers can now freely approach the appellate cell after making payment of 20% of the amount of supplementary bill issued after found as guilty.
An appellate cell is created in each zone which decides the cases having supplementary bill amount to Rs. 3 lacs whereas at Head Office level cases having supplementary bill amount of above Rs. 3 lacs are being trialed. ? in order to have speedy settlement of appellate cases bearing an amount up to Rs. 3 lacs, the system of settlement of such cases by way of joint pursuit between zonal appellate committee and consumer has been introduced.
?
According to this system, zonal appellate committees can straight away settle the cases on the basis of three conditions; ? 1. The consumer should agree to his liability to pay the dues ? 2. He should be capable to pay 65 % of his dues on an immediate basis and lastly, ? 3. It should be found acceptable to the board
?
9). COMMUNICTING WITH ALL EMPLOYEES AT ALL LEVELS.
?
?
?
Use of Information and Communication Technology (ICT): Enterprise Resource Planning (ERP) is the broad set of activities supported by multiple module application in order to manage business. Its applications are a collection of readymade software modules for different businessb processes. Gujarat was credited to be the first state in the country to implement a fullfledged ERP solution in the power sector so as to provide end to end IT solutions.
?
?
ERP provided connectivity between all the business units in all the companies for real time data transfer and updation to ensure close monitoring to remove discretion and improve business process. The ERP system,christened as ‘e-urja’ (e-power), involved a seamless flow and processing of data resulting in real time information availability and therefore, facilitated decision-making. A state of the art ‘Data Centre’ had also been created so as to serve as the data bank for GUVNL(Gujarat Urja Vikas Nigam Limited) and its subsidiaries.
doc_270542133.ppt
Organizations that employ people, this is the function with policy responsibility for the selection and recruitment of staff, training, performance assessment, career development, disciplinary proceedings, pre-retirement advisory work, equal opportunities policies, pay bargaining, and industrial relations.
PERSONNEL MANAGEMENT
MEANING
? Personnel
management is a routine management-oriented administrative function. On the other hand, HRM is a continuous process focusing right from recruitment to the retrenchment of the individuals employed in the organization.
PERSONNEL MANAGEMENT & HRM Focus PM is the management of people employed HRM is the management of employee’s skills, knowledge, abilities, talent, aptitude and creative abilities. It is transactional, It is transformational, change follower & change leader and respondent initiation It is slow, reactive & It is fast, proactive & fragmented (pieces) integrated (joint) It is short term It is long term (short & medium term also) It is more It is more organic, flexible, bureaucratic in terms and nurturing of policies, procedures, monitoring It is tight, division of It is broad, flexible, cross labour, independent, training, and teams and specialization
Role of HR
Initiative Time horizon Control
Job Design
Belief / Investment
(i) Employees are (i) Employees are treated viewed as commodity as resource. or tool which can be purchased or used
(ii) Employees are treated as cost centre (ii) Employees are treated therefore management controls labour cost. as profit centre therefore seen as investment
Shared interest
Interest of organization is most important
It is mutuality of interest
Evolution
It precedes HRM
It is the latest in the evolution of the subject
PERSONNEL MANAGEMENT INCLUDES FOLLOWING
Administrative discipline of hiring and develo ping employees so that they become more valuable to the organization. It includes ? (1) conducting job analyses, ? (2) planning personnel needs, and recruitment, ? (3) selecting the right people for the job,
?
(4) orienting and training, ? (5)determining & managing wages and salaries, (6) providing benefits and incentives, (7) appraising performance, ? (8) resolving disputes, ? (9) communicating with all employees at all levels.
?
1). JOB ANALYSIS
Tender job analysis
Last Date of Submission of Tender CorrigendumTender 01/04/201 10-04-2013 17-04No. GETRI/PUR/Projector & 3 2013 Lamp Instead of 10-04-2013 Tender No. GETRI/PUR/Projector 01/04/201 10/04/201 17/04/201 & Lamp 3 3 3 Tender No. GETRI / Ind-Trg / 07/03/201 15/03/201 20/03/201 Hiring of Diesel Bus / 3 3 3 for Hiring of 56 Seater Bus on A.R.C. Basis for GETRI Vadodara Tender Notice No : 07/02/201 04/03/201 04/03/201 GETRI/Civil/3/February/2013 3 3 3 for Annual Cleaning for the GETRI at 132 KV Gotri S/S Compound Vadodara for the Year 2013-2014 Tender Notice No. Date of Publication Last Date of Issue of Tender
2).PLANNING
PESONNEL NEEDS & RECRUITMENT
NAMES OF DIRECTORS & POST
Sr. No. 1.
Name of Director
Shri D J Pandian, IAS CHAIRMAN Kum. S. Aparna, IAS
Name of post
Principal Secretary Secretary(Economic Affairs) Finance Department, Government of Gujarat, Principal Secretary Urban Development & Urban Housing Department, Managing Director, director
2.
3.
Shri I P Gautam, IAS
4.
Shri Raj Gopal, IAS Shri Benjamin S. Reuben,
5.
6.
Shri H P Desai,
Shri P H Rana, Shri Gurdeep Singh,
director
director md
7.
8.
KEY PERSONNEL
Corporate Office Shri Gurdeep Singh,Managing Director Power Station Shri D J Parmar, Chief Engineer Wanakbori Thermal Power Station Shri U D Adhvaryu, I/c Executive Director (Generation) Shri B R Adhvaryu, Chief Engineer Gandhinagar Thermal Power Station Shri M B Kaka, Sr. Chief General Manager (F & A) Shri J K Karathia, Chief Engineer Ukai Thermal Power Station Shri A D Karpe, I/c Chief General Manager (HR & A) Shri R D Makwana, Additional Chief Engineer Kadana Hydro Electric Power Shri V P Jani, Company Secretary Shri P M Parmar, Chief Engineer (P & P) Shri D R Gupte, I/c Chief Engineer (Civil) Shri H N Baxi, I/c Chief Engineer (Fuel) Shri R N Gangwani, I/c Chief Engineer Kutch Lignite Thermal Power Station Shri I M Patel, I/c Chief Engineer Sikka Thermal Power Station Shri A B Shah, I/c Additional Chief Engineer Utran Gas Based Power Station Shri S S Gamit, I/c Additional Chief Engineer Dhuvaran Thermal Power Station Shri V A Patel, I/c Chief Engineer Kevadiya - SSNL
RECRUITMENT
?
?
? ? ? ? ? ? ?
www.gseb.com Gujarat State Electricity Board Recruitment 2013, Career Jobs Vacancy 2013, Application Form, Online apply, Challan, Admit Card Exam Date Result, Notification,
·
?
To envisage a dream career, GSEB Recruitment 2013 is opening up opportunities for the competent candidates to be absorbed in the position of Junior Programmer The details of the opportunities and the cardinal measures of application procedure are termed as under for GSEB Recruitment Designation to be framed up for GSEB Recruitment for the post of Junior Programmer Referential Location of Placement for GSEB Recruitment : Gujarat Compensation Packages/ Scale of Pay/ Pay Structure for GSEB Recruitment Rs.17,300 – 38,610/Desired Standards/ Norms of Eligibility for GSEB Recruitment : B.E. in (Computer Science and Information Technology)/ MCA/ MSC in (Computer Science and Information Technology)/ MBA in Information Technology/ MCM
?
?
?
?
?
Procedure for Registering your Candidature for GSEB Recruitment: Candidates who are willing to be considered for the above Govt jobs in Gujarat may Apply through Online application forms which is available at Gujarat State Electricity Corporation Limited (GSEC) http://www.gsecl.in candidate after submitting online application, applicant should take the print out of application form for further and should fill the form before deadline: To I/c Chief General Manager (HR&A) , Gujarat State Electricity Corporation Ltd. Corporate Office, Race Course, Vadodara – 390 007
?
?
3.) SELECTING RIGHT PEOPLE FOR THE JOB.
4). TRAINING
The purpose of the institute is catering to the need for training the employees of GUVNL and its subsidiary companies. The following activities are carried out continuously : ? To prepare a training need analysis periodically in accordance with our mission & vision. ? Comprehensive annual training plan preparation (for generation, transmission and distribution).
?
To foster growth, team spirit and creativity amongst employees. ? Identifying planned training intervention for each level of transition in an employee’s career. ? To extend support, advise and impart skills to trainers. ? To nurture professional values for protecting the environment. ? To set up research chairs for funding patentable worksa
?
TECHNICAL TRAINING AND SKILL UPGRADATION :
Power Station (Thermal, Hydro and noconventional) Technologies and operations & maintenance. ? Transmission systems technologies and operations & maintenance, ? Distribution system technologies and operations & maintenance, ? Energy Efficiency ? Energy Envirionment Interface ? Rural Electrification
?
TRAINING IN HUMAN RESOURCE DEVELOPMENT
Personality Development ? Human Values and Ethics ? Attitudes and Behavior ? Executive and Managerial Skills ? Customer Orientation ? Integrated Personality Development ? Communication skills ? Developing commercial / business outlook
?
PROPOSED TRAINING PROGRAMMES : GENERAL MANAGEMENT, HR, FINANCE & OTHER :
Enhancing Cross Functional Competencies - FIN. ? Transformational Leadership ? Enhancing Functional Competencies HR ? Business Process out-sourcing & Managing Value Creation
?
5). DETERMINING & MANAGING WAGES AND SALARIES
COMPENSATION PACKAGES/ SCALE OF PAY/ PAY STRUCTURE FOR GUJARAT STATE ELECTRICITY BOARD RECRUITMENT 2013: RS.17,300 – 38,610/-
6. PROVIDING BENEFITS & INCENTIVES
? Tax and Cost Related Incentives ? In
the industrial policy of Gujarat State during the nineties, the major instrument used by the state until recently was reduction, exemption or deferment of sales tax by the new business and industry to encourage them to locate in the state.
INCENTIVES IN GUJARAT INDUSTRIAL & AGRI INDUSTRIAL POLICIES, 2000
Interest Subsidy: For new units in small-scale industries and service sector industries, interest subsidy is offered @ 5% p.a. upto a cumulative maximum of Rs. 2.5 million and Rs. 0.5 million respectively. ? R & D Subsidy: Financial assistance is offered upto Rs. 50 million per industrial luster for establishing common facilities covering quality improvement, technology upgradation, market promotion and technical skills.
?
Quality Improvement Assistance: Industrial units obtaining quality certification from approved institutions/research laboratories are offered subsidy @ 50% of expenditure upto a maximum of Rs. 0.2 million. ? Backward Area Development: Industrial units coming up in the identified backward talukas are offered additional incentives @ 25% under all schemes .. And etc…
?
7). APPRAISING PERFORMANCE
APPRAISAL SYSTEM
Manual process ? On-line with proper competency templates and appraisal approvals.
?
8). RESOLVING DISPUTES
APPELLATE PROCEDURE FOR SETTLEMENT OF POWER THEFT CASES
?
In GEB the arbitrary method of dealing with consumers involved in theft and other irregularities has been well administered. In case of theft of power and malpractice, consumers can now freely approach the appellate cell after making payment of 20% of the amount of supplementary bill issued after found as guilty.
An appellate cell is created in each zone which decides the cases having supplementary bill amount to Rs. 3 lacs whereas at Head Office level cases having supplementary bill amount of above Rs. 3 lacs are being trialed. ? in order to have speedy settlement of appellate cases bearing an amount up to Rs. 3 lacs, the system of settlement of such cases by way of joint pursuit between zonal appellate committee and consumer has been introduced.
?
According to this system, zonal appellate committees can straight away settle the cases on the basis of three conditions; ? 1. The consumer should agree to his liability to pay the dues ? 2. He should be capable to pay 65 % of his dues on an immediate basis and lastly, ? 3. It should be found acceptable to the board
?
9). COMMUNICTING WITH ALL EMPLOYEES AT ALL LEVELS.
?
?
?
Use of Information and Communication Technology (ICT): Enterprise Resource Planning (ERP) is the broad set of activities supported by multiple module application in order to manage business. Its applications are a collection of readymade software modules for different businessb processes. Gujarat was credited to be the first state in the country to implement a fullfledged ERP solution in the power sector so as to provide end to end IT solutions.
?
?
ERP provided connectivity between all the business units in all the companies for real time data transfer and updation to ensure close monitoring to remove discretion and improve business process. The ERP system,christened as ‘e-urja’ (e-power), involved a seamless flow and processing of data resulting in real time information availability and therefore, facilitated decision-making. A state of the art ‘Data Centre’ had also been created so as to serve as the data bank for GUVNL(Gujarat Urja Vikas Nigam Limited) and its subsidiaries.
doc_270542133.ppt