HRM Brochure

HRM and Competencies Mapping For Organization
Effectiveness Towards Managing Change
Introduction
Power sector in India has been one of the most challenging area of development
intervention in HRM towards managing change. Limited and missing application of HRM
in power sector has adversely impacted the growth and productivity of the state electricity
board and its role alignment all over the country.In HRM manpower planning, employees
competency assessment and development culture building and institutional commitment
are the pillars of the organizations .
There is a need to adopt an integrated model of competencies mapping exercise which
addresses multi-tier expectation followed with human assessment process in pursuit of
organization effectiveness and coping with the change .Therefore, it is important to
determine the development and coaching needs of the organization as we move to new
organizational identity with new structural realignment.
While large-scale investments have been planned and numerous projects are underway, the
lack of competent manpower to execute these projects and subsequently operate and
maintain them is already being felt. The scarcity is increasingly felt with the passage of time
as we proceed day by day. The Government, industry and all other stakeholders investment
demands serious attention of integrated training and development of existing work force
and new talent search on an urgent basis. It has become a major bottleneck that would derail
the rapid growth in these sector .
Scope and challenges
An Emerging Area of Development Intervention
In State Electricity Board and Allied Public Enterprises
Power Sector Needs
To Be Empowered
Our greatest human resource challenges lies in
the power sector .Today, there, is a dearth of Through Integrated
clear strategy in absence of any manpower
HRM and Competency
planning and optimization. The question is how
to enhance the existing employees potency and Mapping Process Leading to
attract fresh talent, The total manpower in the Organization Effectiveness
power sector at the end of 10thplan was
Through Innovative
approximately 9.5 lakhs as per there port of the
Planning Commission's Working Group on Intervention
Power for 11th Plan. Even in a scenario where
employee productivity is projected to increase
leading to decreasing Man/MW ratio, it is estimated that over five lakh technical
manpower and 1.5 lakh non-technical manpower need to be inducted into the power sector
in the 11thand 12thplan periods.
In addition to the technical manpower, tens of thousands of highly skilled managers will be
required in areas such as project planning and management, project monitoring and allied
areas of HRM as well .The process of organizational change is centered around timely
diagnosis of the process, people's competencies, their leadership orientation and functional
skills of the key role holders. The pace and mind set of both assume significance in
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
changing environment. The centrality of change process in developing economy places critical
demand on these concerns where we hardly pay attention to.
Strategic thinking to stimulate the key role holders of the organization need to be attended on
priority.In the context of the task that we are currently concerned with, the business is getting
tougher due to heavy competition in controlled regime where customer demands has increased
manifold and the profit margins has started shrinking. Meeting these challenges therefore puts
heavy demand of integration of team and the right set of people with leadership qualities. As
we note that many organizations in the process of their change, for example- their
restructuring , a merger, downsizing, the installation of new information technology,
outsourcing, a shift to customer focus or a new location - employees may experience a sense of
loss leading several human related issues in the organizations.
What Idmat Services Can Offer ? Our Proposed Intervention and
Approach
IDMAT services mode of development intervention has been designed for the senior officials &
engineers of the organisation keeping in mind its organization development needs and
objectives. We know that states are primarily dependent on Power. Such a sector is rooted in the
capacity of it's transmission and distribution structure of the state . Our initiative lies in
designing of organisation Development intervention as a holistic approach for supporting
transmission distribution and regulatory mechanism that stimulates and integrates the HRM
team and organizational human resource competencies development of the organizations.
Our Specific thrust areas
Manpower optimization determining their productivity –exploring talent search .
Training need assessment and HRM manual modification and improvement .
Vision mission exerciseto realign with emerging change process.
Competencies mapping and organization effectiveness-assessment and development
practices .
Performance management process–help implementing system.
Employees development ,job chart analysis and soft skill training designing.
Realigning techno-Management approach and building its internal support system.
Why IDMAT Services as your Choice?
It can offer a cost effective solution that would suit the requirement of state electricity boards
operating plans and proposed strategy.
It has empowered resource team and faculty having expertise in handling State electricity
board environment and its related issues of techno-management aspects.
It can study and diagnose the existing system and provide solutions at clients premises in its
functioning and enhancing productivity
It has team of people with working experience of SEBs generation and distribution system who
will have edge over others in soft skills training and techno-management diagnostic
competency.
It maintains time deadline and quality commitment on result delivery and operates on strong
values of mutual dignity and with sincerity of purpose .

Our Advisory Courncil Led By Eminent Professionals:
Chairman- VP Singh: Former Chairman IFCI,former Chairman MDI Gurgaon,
Vice Chairman -H. C. Seth: Former Director HR PSPCL Patiala and General Manager NTPC ,
Members
Dr. Nagendra P. Singh, Director General IDMAT Former president Indian society Applied
Bhevaioural science, Ex Director(BS) NIESBUD served as faculty with premier management
institute in India and UK.
Prof. Parth Sarathi, Ex- ISABS Dean and certified human process trainer and Ex General
Manager (HRDI) BHEL.
Prof Rajan Gupta, Professor MDI and noted organization development professional.
Mr. Kirpal Singh: Rich experience of public enterprise and HRM
Surya Mani Singh : Former VP Samtel and professional ISABS.
Mr. Atul Chug: Certified Trainer ISABS
Ms. Rita Sengupta: Former Director Behavioral science NIESBUD,
Ms. Anupama J Singh: Managing Editor Development milestone Member Board ASEED
ABOUT IDMAT
IDMAT, an associate of ASEED (Asian Society for Entrepreneurship Education &
Development) started its mission as a capacity building division and graduated into a
leading training and consulting institution. It has trained more than 3000
professionals from about 60 countries across the globe till date. The organisation is
closely working in the field of consultancy, training, audit and research for the
corporates like GE, L&T, Bharti Telecom, Oberoi Group of Hotels, Jindals, Samtel,
Proctor & Gamble, NTPC and IPCL etc. It has also demonstrated its professional
excellence by executing several projects for international bodies like SDC, UNDP,
ILO, EU, DFID, NABARD, WORLD BANK, Governments of India, Sri Lanka, Nepal,
Mauritius, Ghana and Malaysia at a different point of time. A highly experienced and
competent advisory council guides the IDMAT team. The organization draws from an
international, multi-disciplinary pool of professionals in the field of development
management and institution building. IDMAT also specialises in social innovations
and creative learning design. Thus, it offers a competency driven integrated
organizational support system including its support to procurement process on
various services. It has capitalized upon its strength on soft skills and process driven
innovative interventions in different large organization and social system. Currently
Dr. Nagendra P. Singh a veteran and globally known professional is the Director
General IDMAT and Co-Chairman of ASEED.
International Institute of Development
Management Technology
For More Details Please Contact: programme Support Unit
ASEED House: IDMAT,
C-8/8007, Vasant Kunj, New Delhi-110070
Tele fax: +91-11-26130635, 26130242
Email: training@aidmat.com, program@aidmat.com
Website : www.aidmat.com