MoP - Ministry of Power

available application forms and status of application on the
websites of the organizations is being ensured.
During the period, 6 complaints were handled. All these
complaints were investigated and carried to a logical
conclusion with the approval of the competent authority.
In accordance with the directives of CVC, Vigilance
Awareness Week was observed from 12 th November to
16 th November 2007 in the Head office and Regional offices
of the Corporation in order to disseminate a strong message
of integrity and transparency in public service. Interactive
two days programme on ‘Corporate Governance in Power
Sector’ was held for the benefit of the executives and
customers/clients of the Corporation so as to sensitize them
about the evil effects of corruption and also to educate them
on the initiatives taken for improvement in systems,
procedures and the complaint handling policy of the
Corporation. Further, Slogan, Essay and Pictorial Theme
Representation Competitions were organized on themes
relating to vigilance/corruption with the aim of involving
employees and encouraging them to come forward with
innovative ideas in spreading awareness about the harmful
effects of corruption.
17.0 HUMAN RESOURCE MANAGEMENT AND
TRAINING
17.1 HUMAN RESOURCE MANAGEMENT
The Company has put in place effective human resource
acquisition and maintenance function, which is
benchmarked along best corporate practices designed to
meet the organizational needs.
The Industrial Relations within the organization has been
very cordial and harmonious with the employees committing
themselves entirely to the objectives of the organization.
There was no man days lost during the year under review.
17.2 WELFARE MEASURE
In order to encourage employees to participate in the
general governance of the Company, a suggestion scheme
is in vogue, which provides employee participation through
constructive suggestions on the improvement of the
functioning of the Company. They could also drop-in their
suggestions in the Suggestion Box.
The employees of the Company have access to the top
management officers and can meet them regarding their
grievances, if any on a stipulated day in the week.
A cafeteria is being run by the Company, where employees
get balanced nutritious meals and provides informal
platform for interaction with each other in a free
environment.
The Company believes that only an able effective workforce
can meet the highest level of productivity. Keeping this
focus, management has also provided state-of-the-art
facilities at the workplace by opening a Gymnasium and the
employees are encouraged to work out on a regular basis.
Company also provides world class medical facilities for
employees and their family members. An in-house doctor
has also been engaged for consultation by the employees
for their minor ailments.
17.3 HUMAN RESOURCE DEVELOPMENT AND
TRAINING
Training & Human Resource Development have been
accorded very high priorities by the Company. This enables
the employees to update themselves and keep abreast with
the latest development in their respective knowledge
spheres. Not forgetting its social commitments, the
Company has been imparting training in the technical areas
of Power Management, Electricity Distribution, IT etc to the
employees of the Electricity Boards and other Entities in
the Power Sector.
PFC has also been selected as the nodal agency for
channelzing the funding of USAID under the DRUM
(Distribution Reform, Upgrades and Management) Projects.
The DRUM Project will cover 20,000 Utility Personnel by
September 2008, through a combination of short-term, longterm
and distance-learning courses. It is also the agency
to ensure quality norm enforcement and maintaining of a
data base for the above trainings.
Employees are sent to update their knowledge through
Technical, Financial, Commercial and other functional
Training and Conferences. Six in-house training
programmes were conducted for PFC employees during
the FY 2007-08 as on 30 th Nov, 2007.
In addition, in its Institutional Development role PFC assists
State Utilities to identify their training requirements and also
designs and conducts appropriate training as per the
Utilities’ convenience. The cost of these training
programmes was met by PFC from its own budget. A total
of three such programmes were organized at the behest of
State Utilities. A total of 5,173 personnel of SEBs / Power
Utilities have been imparted training till Nov 2007.
18.0 DISTRIBUTION REFORMS, UPGRADES &
MANAGEMENT (DRUM)
The Distribution Reform, Upgrades and Management
(DRUM) project is an Indo-US initiative designed jointly by
the Ministry of Power (MoP) and United States Agency for
International Development (USAID) that complements the
MoP’s Accelerated Power Development and Reform
Programme (APDRP). DRUM addresses the critical
development challenge of providing commercially viable and
dependable power.
The overall goal of the DRUM project is to demonstrate
commercially viable electricity distribution systems that
provide reliable power of sufficient quality to consumers
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