Report of Indian Institute of Public Administration ... - Ministry of Power

Andhra Pradesh
individuals but by other considerations and compulsions. Consequently, the
new corporate bodies are unable to achieve the reform goals since their top
managements are ill-equipped to take forward the reform initiatives.
• The bureaucratic influence on the governmental decisions has resulted in
Chief Executive level positions (i.e. CMDs) in the restructured corporate
bodies being gradually occupied by the officers from the administrative
service, ignoring even the competent engineering professionals with
experience of more than three decades in the power sector. The incumbents
from the administrative service are often being transferred in a short span
of a year or two. Such decisions and practices can hamper the progress of
reform.
• The functional directors in the Board have not been given full autonomy to
take decisions independently on the subjects allotted to them.
• One of the major goals of reform is to limit the role of the Government to
policy and planning matters, leaving the day-to-day management of the
power Utilities to the respective Boards. However, in actual practice, the
interference and influence by the Government is still in evidence.
The power Utilities in Andhra Pradesh will be able to perform much better if
the above deficiencies are suitably addressed.
1.3.5 Human Resources Development
Human Resource Development is recognised as a vital factor for the healthy
development of the power sector. Employees are major stakeholders in the
reform process and their support is necessary for successful implementation of
reforms. Realising the above fact, negotiations were held with the employee
associations and unions in Andhra Pradesh in the early stages of the reform
process. Tripartite agreements were entered into with the employees’
associations and unions, assuring them that the service interests and conditions
of the staff would be safeguarded.
1.3.5.1. Human Resources Management
The restructured power Utilities have taken the following steps in HR
management:
• Created separate human resource management cells in each company to
handle HR issues.
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