CENTRAL COALFIELDS LIMITED

HRD POLICY

HUMAN RESOURCE DEVELOPMENT DEPARTMENT

HUMAN RESOURCE DEVELOPMENT POLICY OF CENTRAL COALFIELDS LIMITED

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Mission

Making the workforce to learn and think creatively, manage and solve work problems through training programme for self development and achieving the organizational goal.

Objective

The growing concern over environmental degradation and depletion of conventional energy sources has made the task more challenging. The technical and managerial knowledge acquired from the academic institutions need to be supplemented with the applied technical and managerial skills. These skills are to be regularly updated to cope with the ever progressing and constantly advancing technologies being introduced in the mining sector.

Policy

Human Resource Development, Ranchi is committed for training and development of employees of Central Coalfields Limited through need based training programme.

Training Strategies in CCL

• Conducting training programmes on: • Induction & Orientation for newly recruited Management Trainees. • Management development for executives of all discipline. • Functional skill up gradation for young managers of Finance, E&M,

Excavation discipline. • Skill up gradation of Front line Supervisors. • Cross functional programmes like mining for non mining, finance for non

finance discipline. • HR for all discipline. • Computer training. • Women empowerment.

• Value refresher( Ethics of Governance). • Grooming of executives for their elevation to next higher grade.

• Rajbhasa • Organising Workshops & Seminars

• Monitoring with areas for Mentorship Programmes. • Monitoring training of non executives, supervisors and employees of

BTTI. • NODAL Agency for Implementation of Apprentice Act. • Nominating executives for external training programmes. • Nominating executives for IICM training programmes. • Monthly Meeting with Area Training Officers. • Coordinating With CIL HRD, BOPT Easter Region, RDAT Eastern Region

Kolkata. • Procedure for nomination of executives for all programmes. On the basis

of seniority of executives of all disciplines as maintained in the data bank.

• To conduct basic and refresher training for all employees

• To conduct general development programme for workmen and supervisors

• To train Management trainees

• To conduct Management Development programme for the executives.

• To develop the executives through nomination to course organised by reputed institutions and professional bodies in India.

• To develop executives through centralize programmes organised by IICM Ranchi

• To impart Mining Sirdar training to stakeholders to make them prepared to appear I the examination conducted by DGMS

• To impart training under appren ces Act1961 for utilizing fully the activities available in the industry for imparting training with a view to meet the requirement of skill manpower for industry.

• To cater the growing needs for training and skill improvement CCL is having the following training centres:

1. Management Training Center Ranchi

2. BTTI Bhurkunda

3. Central Excavation Training Institute, Barkakana

4. Security Training Ins tute Ranchi

5. Voca onal Training Ins tutes in all areas

Management Training Centre Ranchi

The institute is established mainly for training and development of executives of Central Coalfields Limited. Management development ,functional skill upgradation ,cross functional and computer training programmes are the range of courses of this training centre.

MTC exposes executives to two view points:

1. the academic viewpoints of faculty who are expert in their fields.

2. the view point of the professionals in application of concepts which they share in solving problems.

Bhurkunda Technical Training Institute Bhurkunda

• The institute is established for training of workers for their skill development and re-training of existing workmen to cope up with the advance technology and also to meet the demand of skilled manpower.

• Imparting Mining Shirdarship training to SC/ST candidates for opening their employment avenue.

• Imparting ITI training in electrician trade to PAPs for their capacity building.

Central Excavation Training Institute Barkakana

• Central Excavation Training Institute Barkakana was established with an objective of developing skilled manpower for opencast mines.

• The main objectives of the institute is:

1. To provide opportunity to employees with requisite poten al for imparting skill in the operation and maintenance of Heavy Earth Moving Machinery(HEMM) and filling up the need in respect of HEMM operators and mechanics from the existing employees as well as new recruits

2. To update and refresh the knowledge, in HEMM opera ons and maintenance of existing employees by competent faculty members.

The centre also aims at imparting six months certificate course in electrician and welder trade to 25 PAPs in a group every year for their capacity building and to make them employable. . It is the Multi Skill Development Centre and is affiliated with SCMS.

Security Training Institute Ranchi

The STI was established with the following objectives:

• To conduct basic training on security and refresher programmes for newly recruits

• To update and refresh the knowledge of security to the existing security personnel .

• To update the security personnel about the working of the company.

Vocational Training Centres

• As per the VT Rules, all employees are to be provided initial training before they are deployed in mines. There are various training modules circulated by DGMS for underground, opencast and surface workmen. There is provision for refresher training for these employees. The employees also have to undergo special training under VT Rules. Following are the Vocational Training Centres :

1.GR VTC Argada Area

2.GR VTC Barka Sayal Area

3.GR VTC B&K Area 4.GR VTC Dhori Area 5.GR VTC Kathara Area 6.GR VTC Kuju Area 7.GR VTC M&A Area 8.GR VTC N.K.Area 9.GR VTC Piparwar Area 10.GR VTC Rajrappa Area 11.GR VTC Rajhara Area. Executive Learning & Development Policy

An execu ve is required to complete 180 training hours in a training cycle of 4 years. The execu ves will be put through development process under 4 er L&D programme. 4 Tier training Design

Sl No.

Programme TargetGroup Training Organisation

Duration

T1(1) Foundation Prg. for freshers

E-1&E-2 MTC 06 days

T2(2) Tech/functional competency dev. Prog.

E-1 &E-2 IICM 06 days

T2(3) Managerial/Behavioral competency dev. Prog.

E-3to E-5 External 12 Days

T2(4) Basic Leadership dev.prog. E-3to E-5 External 06 Days

T3(5) Advanced Tech/functional competency dev. Prog.

E-3 to E-5 External 06Days

T3(6) Advanced Managerial/Behavioral competency dev. Prog.

E-3 to E-5 External 06 Days

T3(7) Gen. Mgt. Prog. E-6 –E-7 IICM 12days

T3(8) Cross functional trg.prog E-6 –E-7 IICM 06 days

T3(9) Advanced Leadership dev.prog.

E-6 –E-7 IICM 06 Days

T4(10) Transformational Leadership prog.

E-6 –E-7 External 06 Days

T4(11) Enterprise Mgt. prog. E-8 and above

External 12 days

T4(12) Advanced Gen. Mgt. Prog E-8 and above

External 12 days

Others (13)

Value Refresher prog. E-1 to E-2 MTC IICM

03 days 03 days

(14) Cross functional trg. Prog.

a) Mining for non mining

b) HR for line managers

c) Finance for non finance

d) Sales for all e) CSR f) Environment Mgt.

E-3 to E-7 MTC MTC MTC MTC

06 Days

(15) Mentor Dev. Prog. All the new joinees

IICM

(16) Internal Tech Certification

For all executives of the company

IICM 06 days

(17) Internal Trainer Certification

(18) Project Management

(19) Contract Management 06 Days

(20) Risk Management 06 days

Programme Brief

• Foundation Programme for Freshers: The objective of this programme is to familiarise the new entrants with the working of the coal industry and orient them towards structure , system, policies and procedure of the company.

• Technical/Functional Competency Dev. Programme: Separate programmes for the levelE-1 to E-5 depending on the specific competency requirements designed for specific cluster of technical competencies under each key function.

• Behavioral/Manegerial Competency Dev Programme: Designed for specific/cluster of behavioral competencies under each grade/function as per the competency framework given in PMS.

• Leadership Dev. Programme: Designed for executives across different management level. The basic leadership programme is for executive of leve lE-3 to E-5 on basic leadership competencies, advanced leadership development programme is for executives oflevel E-6 – E-7 for equipping them in assuming higher role. Transformational leadership programmes are for senior executive level of E-8 – E-9.

• General Management Programme: It is for the executives of level E-6 to E-8 to meet the challenges confron ng organiza on and to make them capable for taking co rporate decision by imparting training on communication,

strategy planning, financial and operational management, problem solving ,decision making etc.

• Value Refresher Programme: All executives of CCl are required to project highest level of values at all time. The participation of this programme once in four years is compulsory.

• Cross Functional Training: The objective of this programme is to encourage executives of level E-3 to E-7 to acquire competencies in multiple functional areas of management to cope up the emerging business challenges.

• Internal Tech Certification & Internal Trainer Certification: It is a programme for all executives for their professional development by getting themselves certified on areas of their function and organisational competency areas.

PROCESS OF NOMINATION: As per CIL Executive Learning & Development policy.

Process Flow Of Nomination as per PEAK

Creation of Training Programme Sending

Nominations by ATO to CNO

Sending Nominations by ATO to CNO

Marking Attendance

Feedback by Self

Feedback by RA after Six months

Process Flow Of Nomination as per PEAK

USERS

AREA TRAINING OFFICER

TRAINING PROGRAMME

PROGRAMMES

NOMINATION

COMPANY NODAL OFFICER

INDIAN INSTITUTE OF

COAL MANAGEMENT

AREA TRAINING OFFICER

EXECUTIVE

List of nominated executives w.r.t programme

List of future programme

The programme for all executives for their professional development by getting themselves The HRD department provides aforesaid training to the executives in following ways:

• Conducting programmes in house at MTC through local faculties. • Conducting special programmes at MTC through faculties from IITs,IIMs

XLRI etc. • Nominating executives for external programmes of five days duration,

two/three days duration,one day workshop/seminar at primier institutions like IITs,IIMs,AIMS,ASCI,XLRI and IICM.

• Executives are also being nominated for external programmes at renowned institution named National Productivity Council, ICEM Hyderabad,ISTD, IMI New DelhiJaipuria Institute of Management,ESCI,ISMAA Kolkata, Hyderabad,Institute of Public Enterprise Hyderabad, ICSI CII Chandigarh ICWAI,AIMA BIT Mesra

• Conducting skill upgradation programme for supervisors. THE nomination of the participants for training is required to be done as per tthe above mentioned norms of PEAK. The following training programmes are being conducted by BTTI at Bhurkunda: Sl.No Name of the

programme Eligibilty Mode of

selection Facilities to be provided

1 Short Course /Skill Development/Career Growth Training Programme

Permanent emploee of Company

Being nominated by Area authorities

Training kits

2. Mining Sirdar Training Programme for candidates who would be appearing for Examination conducted by DGMS

10+2 pass SC/ST candidates/PAPs

Through selection procedure as decided by CCL authorities

Free boarding lodging , Stipen as per the scheme of CIL/CCL

3. ITI ElectricalTrade Training

PAPs fulfilling criteria /norms as framed by NCVT

Through selection procedure as decided by CCL authorities

CETI Barkakana conducts the following training programmes: Sl.No Name of the

programme Eligibilty Mode of

selection Facilities to be provided

1 Development/Career Growth Training Programme on operation & maintenance of HEMM equipments

Permanent emploee of Company

Being nominated by Area authorities

Training kits

2. Three months Skill Development Programme

Newly appointed employees (appointed on compassionate ground, land loser etc.)

Being nominated by Area authorities

Training kits

3. Six months certificate course for Welder and Electrician trades

8th pass PAPs fulfilling criteria /norms as framed by NSDC

Through selection procedure as decided by CCL authorities

Free boarding lodging and study material .

Mining Training to the students of Private mining colleges As per the decision of FDs inthe FDs meeting held on and CCL is require to impart underground mining training for three years for the students of the following private mining colleges with the seats as allotted to them: Sl. No.

Name of the college No. of seats allotted Ward General Total

1. BIIMS Ranchi - 130 130 2. New Hieghts Ranchi 35 - 35 3. IIM Marar Ramgarh 90 30 120 4. DRS Mandu 60 - 60 5. Maa Jagdamba Nagpur - 60 60 6. Yadusu Ranchi road - 120 120

T o t a l 185 340 525

The training to the students of above mentioned colleges would be imparted on six months basis and being extended subsequently .Training s being imparted in existing underground mines of CCL .The training would be imparted on the following: 1.On the basis of availability of seats in mines 2.Training would be extended on request of the college and if there would availability of seats 3.The students must have the minimum quali ication of 10+2 or equivalent. 4. Students who would be the ward have to submit documentary evidence of being ward. Post Diploma Practical Training Central Coalfields limited is required to impart one year mining underground training to the stundents as per the norm of Board Of Practical Training (BOPT) eastern Region Kolkata. BOPT Kolkata has earmarked 140 seats per year for such training to CCL. The training would be imparted as per the following: 1. The candidate must have registered himself with the portal of BOPT. 2.The seats would be illed up from the students from Government colleges of Jharkhand on priority and whose name would be appearing in the BOPT portal maintaining the senioretum..If there would be some left out seat,those would be filled up by thestudents of private colleges proportionately whose names would be appearing in seniority in the BOPT portal. 3. No students other than the above criteria would be entertained for PDPT training. 4. The selected students would be paid with stipend for an amount as ixed by BOPT onthe basis of attendance of training. 5.The students would be issued with the training letter after veri ication of required documents. Apprenticeship Training as per Apprentice Act 1961 As per the relevant clauses of Apprentice Act 1961 ammended upto 2014 CCL would require to impart Apprentices training to 2.5% to 10% of its woking manpower inclusive of cotractors in different trades. HRD department will be the NODAL department for selection of apprentices

with active support of the Area General Managers, SO (P)s and ATOs of the areas.

Each area will function as establishment for the purpose of Apprentices Act. Area Training Officer and Staff Officer (Personnel) of the area will be Nodal

Officer for Apprentice Act at Area level. All GVTCs in different areas of CCL will work as nodal agencies for

implementation of Apprentice Act and for payment of stipend and claim of reimbursement.

MTC, CCL, Ranchi will work as nodal agencies for CCL, HQ and Gandhinagar CETI will be nodal agencies for CRS Barkakana and MRS Ramgarh. All the above mentioned nodal agencies are required to be registered online

with Apprentice portal hosted by Director General of Training under the M/o Skill Development and Entrepreneurship. All areas are required to get themselves registered in the portal www.apprenticeship.gov.in .

Modalities of selection: The selection will be done at CCL HQ, Ranchi by a committee made for the

purpose for selection of different trade as mentioned above. After selection of the trade apprentices, they will be sent to area as per

requirement of the area. Stipend to the apprentices will be disbursed by area on getting sanction as

communicated by HQ. All basic training will be given at GVTCs of area. After completion of job training the concerned GVTC of area will arrange for

examination of apprentices as per the notification of RDAT, Govt of India, Kolkata.

The salient features of training of trade apprentices: Minimum age is 14 years. Quali ications from class VIII to XII class under 10+2 system of

education. Period of training varies from 1 year & 3 months to 2 years. Apprenticeship training comprises basic training and practical training

as per prescribed syllabus of the trade. The candidates are required to get themselves registered with the

portal of Regional Directorate of Apprentices Training(RDAT) ,Eastern Region Kolkata

The candidates are to apply online only one of the registered establishment of CC

The candidates already have undergone Apprenticeship training in any trade elsewhere are not entitled for training in CCL.

During the training the candidates are required to be paid with stipend the details of which is given below.

The rates of stipend payable per month to the trade apprentices is as under: First Year 70% of the minimum wage of semi- skilled workers notified by

the respective State or Union Territory. Second Year

80% of minimum wage of semi- skilled workers notified by the respective State or Union Territory.

Third Year 90% of the minimum wage of semi skilled workers noti ied by the respective State or Union Territory.

Under National Apprenticeship Promotion Scheme(NAPS) , Government

of India reimburses 25% of prescribes stipend to a maximum of Rs. 1500/- p.m per apprentice to all employers who engage apprentices.

Expenditure on stipend for the categories of Graduates, Technician & Technical (Vocational) apprentices is shared equally between the employer and the Government.

The rates of stipend for Graduates, Technicians and Technical (Vocational) apprentices are as follows:

Graduates Rs. 4984 p. m Technicians Rs. 3542 p. m

Technical (Vocational) Rs. 2758 p. m

The candidates would be engaged in Apprentices training for a period of one year.

It would not be mandatory on CCL to absorb the candidates in the company after successful completion of their training. Hence the candidates would not have any claim for employment.

Training at GVTCs of areas The GVTCs of the areas impart the following programme:

Sl. No.

Name of the programme Employees Contractual Workers

1. Basic Programme Employees from all descipline are made acquainted with basics of all descipline jobs

Contractual workers are made aware with the basics of the jobs they are doing

2. Refresher Programme For recapitulation of the subjects which were taught earlier

For recapitulation of the subjects which were taught earlier

3. Special Programme Training to a groupon a particular subject

Training to A particular group of trade

Vocational Training Programme CCL HRD imparts short term vocational training to the students of the leading

institutions/ colleges/ institutions of the country in all faculty of Engineering /Mining / BBA / MBA / Medical and Para Medical.

Vocational training in different discipline are being impartsd to the students

at CCL Hqr as well as in all the areas for a period of four weeks/six weeks. the underground mines are presently very few in number, the mining students are imparted only open cast mining training.

The following would be required for vocational training: • The institution/college must be affiliated to AICTE/UGC/under

recognised university. • The colleges/institution sending the students for mining internship

require to apply three months before the commencement of the training through online in -------------------.

• Each institution may apply for five students ina month specifying therein thenameof the student,the branch in which the training to be imparted and also duration of the training.

• No application would be entertained otherwise. • The institution sending students for other than mining discipline

training may apply off line. • In all cases the students would be allowedfor training subject to

availability of seats . • Students would be allowed for vocational training only after

verification of documents viz the original request letter of yhe institution,self attested photocopy of the college identity card,duly certified ward formand attested photocopy of identity card of the employee concernedin case of the student being ward of CCL employee.

• The certificates would be issued on thbasis of attendance during the training and recommendation of training guide of CCL.

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