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Presentation Title
Emerging Opportunities in Power Sector –
Challenges of Talent
Presentation Subtitle
11
8th Oil & Gas HR Round Table
Dr. Gobind Baghasingh
Vice President – HRTata Power
AGENDA
World Scenario
Power Scenario in India
HR Implications
2
HR Implications
Challenges of Talent
“How long can one survive?”
• Without Food – 178 days
3
• Without Water – 45 days
• Without Air – 8 minutes
“How long can an organization survive
4
without RIGHT PEOPLE?”
NOT A MINUTE
5
YOU DIE EVERY MINUTE
WORLD SCENARIOWORLD SCENARIO
6
Where is the World going?
Talent and Leadership are becoming even
scarcer resources then
ever before
The Work force on average is growing older
and people are having fewer
children
7Source : BCG Worldwide HR Survey 2008
Companies are becoming
global organizations
The emotional well being is
more important then ever
before
What is HR doing?
Performance
Affiliation
• Compensation
• Work life balanceSourcing
Performance Strategy
Development• Work life balance
• Engagement and motivation
• Corporate Social Responsibility
8Source : BCG Worldwide HR Survey 2008
What will HR be doing in the next decade
North America
Latin America
Europe Africa Emerging Asia
Established Asia
Pacific Region
RegionHR Focus
Managing Talent √ √ √ √ √ √ √
Managing Demographics
√ √
Managing Globalization
√ √
Managing Diversity
√
9
Diversity√
Improving Leadership Development
√ √ √ √
Managing work life balance
√ √ √ √ √
Becoming a Learning Organization
√
Managing change and cultural transformation
√
Transforming HR into Strategic Partner
√
Source : BCG Worldwide HR Survey 2008
Critical HR Challenges in the next decade
DEVELOPING AND RETAINING
BEST EMPLOYEES
Managing Talent
Improving Leadership
development
Managing work life balance
ANTICIPATING CHANGE
Managing demographics
Managing change and
cultural Managing
globalization
10Source : BCG Worldwide HR Survey 2008
CHANGE demographics cultural transformation
globalization
ENABLING THE ORGANIZATION
Becoming a learning
organization
Transforming HR into a Strategic Partner
Power Sector in India –Power Sector in India –
The Sunrise Sector
11
Nuclear , 4120, 3%
Gas, 16386, 11%
Hydro, 36917, 24%
15,10,074 MW as on 30th June 2009
Installed Capacity - 2009
Coal, 79209, 52%
Diesel, 1200, 1%
RES, 13242, 9%
Source : CEA12
313350
24
143
GW
Demand for Power in the Next Decade
Unmet capacity
requirement
Increase in capacity
reqd. to meet the
demand
Due to GDP growth @
8%
(14% of reqd.)
147170
0
Installed Capacity
(End of 2008)
Capacity Shortfall
(2008)
Installed Capacity
Reqd - 2009
Additional Capacity
Reqd by 2017
Total Installed
Capacity Reqd - 2017
Capacity Reqd by
2017 - 0% Loss
reductionInstalled Capacity Requirement by 2009-2017 (GW)
(14% of reqd.)
13Source : Power Sector at a Glance December
2008, Infraline, KPMG Analysis
By 2017, India would need to more than double its current installed capacity
Additional Manpower Requirement in the next decade
Category Construction Operation & Maintenance
Total
Engineers 21,500 76,000 97,500
Supervisors 35,000 142,000 177,000
Skilled Workers 144,500 179,000 323,500
Source : CEA
Semi-Skilled Workers 5,000 133,000 138,000
Unskilled Workers 157000 142,000 299,000
Non-tech 89,000 228,000 317,000
Total 452,000 900,000 1,352,000
14
Type No. of
Institutes
Intake* Average Annual Technical
Requirement in Power Sector
Degree 1,346 439,689 15,000
Diploma 1,244 265,416 25,000
ITI 5,465 386,656* 30,000
Manpower - Intake Vs Requirement
ITI 5,465 386,656* 30,000
(a) Govt.
(b) Pvt.
2,017
3,448
* Intake in power sector related trades in case of ITIs.
Note : In addition, average annual semi skilled workers requirement of Driver, Rigger, Bar Bender, Painter, Plumber, Blaster, Driller, Drifter comes to 40,000.
Source : CEA15
HR Implications
Large scale requirement of
skilled manpower
Multi skilling and multi-tasking
Adaptability to changing
technology
Need for paradigm shift in
Business orientation
Mobility
16
paradigm shift in the mindset
orientationMobility
Aspiration management
Increasing manpower cost
Challenges of TalentChallenges of Talent
17
Talent Acquisition – The Pain Points
Talent
War
Over demand; under supply
Non availability of right skills
Slow career growth
18
Locational Disadvantages
Lack of strong industry/academic interface
Uneven standards of different professional institutes
Power sector not a top priority for Gen ‘X’’ & “Y”
Talent Acquisition & Acculturization
Organization –Center Of Excellence
Affirmative Actions
19
Excellence(COE)
Internal
- Group
- Company
- SCIP for Women
- Retired Employees
Talent Development
Training
• Induction
• On the Job
• Sponsoring for MBA etc.
• Apprenticeship
Job Rotation
• Cross Functional Teams
• Multi functional exposure
Multirater
• Leadership Development Program through feedback from peers
FORT FACE
• Shadow Board Council at take up location specific
Mentoring
• Coaching & Counseling the young employees / high-pots by SLT
Global Practice Network
• Different Companies share and set benchmarking practices
• Adapting to • Apprenticeship
Program
• Organizational Interventions Program• Skill based
• Behavioral
• Managerial
• Leadership
exposure through interdisciplinary movement
from peers and reportees
specific projects guided by Senior Leaders
SLT • Adapting to New way of doing things
• Developing skills for Clean Technology
20
Talent Retention Interventions
People Planning Meeting
• Identify key talent
• Formulate
Performance Management System
• KRA based
• Development
Differential Pay
• Performance Pay linked to organizational,
Succession Planning
• Identifying critical positions
• 2-3 Successors
Engaged Workplace
• Providing world class infrastructure
21
• Formulate developmental plan
• Plan for career growth
• Fast track them to positions of responsibility –ACE Scheme
• Development linked
• Participation oriented & transparent
organizational, divisional & individual performance
• Market benchmarked
• Reward and recognition driven
• 2-3 Successors for each positions
• Advanced Individual Development Plans for Senior Leaders’ successors
infrastructure
• Communication and transparency
• Well defined systems & procedures
• Ethical conduct
And We need…
Innovation
in
thoughts
Renewal
in Flexibility
22
in
systems
Excellence
in actions
in
approach
