HRD scenario at NLC can be best described taking into consideration the diverse production process involved and the efforts of the employees in learning by themselves many skills in trade and professionalism, which is its strength today and reflected in its high earnings growth.

NLC firmly believes in the adage “learning occurs at all times”. all employees are providing opportunity on a wholesome approach to develop

Their potential and use it in achieving corporate goals. this is done on a 3-tyre system; in-house, deputation and foreign training. NLC adopts the process of “LAB to LAND” and vice versa in selectingthe subjects for training and the target participants, whereby, human resource development has become a continuous process giving the desired result in the application of learning on the job.

Each year, the annual training plan is prepared after taking into consideration of the following factors:

•  Consultation/discussion with unit heads, unit training coordinators and unit representatives.

•  Training needs expressed through annual appraisal reports.

•  Suggestions and requirements brought out at various unit head meetings.

•  Feedback and suggestions from participants

The training is imparted to employees and through the different schemes.

In-house training programmes: for updating skills to meet technological and social changes and to keep all individuals in operatable conditions, number of short duration “in house programmes” are conducted.

Following are the broad band categories of training programmes offered:

•  Community development programme

•  Functional development programme

DEPUTATION TRAINING (WITHIN INDIA): Employees in certain key result areas are selected and sent for training in institutes like NITIE, IIMs:NPCs: state and central labor institutes; ASCI, Hyderabad, MDI, Gurgoan, etc. to gain advanced and latest knowledge

On technology & science. This has helped us to achieve two pronged motivation strategy of updating individuals knowledge and skills, besides helping employees acquire additional inputs of updated knowledge through interaction with their counterparts.

FOREIGN TRAINING: To acquire specialized “Know-How” and “Know-why” skills of design, erection, operation and maintenance of equipments and machinery, selective workers, supervisors, executives in key areas are sent abroad for training.

INDUCTION TRAINING: Graduate engineers, executive trainees (financial, personnel, etc.) and diploma engineers are recruited and covered through a one year training period covering a six month comprehensive modular training programme and on-the-job training. upon successful completion and evaluation, they are, then placed in the respective cadre.

WORKERS EDUCATION SCHEME: The scheme's objective is to look for the improvement of worker's individual and group competence and the advancement of social economical and cultural interest so that he could become a mature , wise and responsible citizen of the company. Each programme runs for 2 weeks followed with one week industrial tour .

STATUTORY TRAINING: As per the statutory requirement under the apprenticeship act 1961, training for ITI holders, diploma and graduate engineers of different trades/disciplines are undertaken. About 400 apprentice per annum, in 11 trades, are provided apprenticeship training with reference to their grades/discipline. Relevant workshop facilities for conducting practical training, and sufficient class rooms for conducting R1 classes are provided in the campus.

At present 150 graduate engineers and 125 diploma engineers, are also being engaged under the apperenticeship act and they are being provided on-the-job training of 1 year duration. A specialized training programme of 12 days and 9 days duration respectively is being conducted to take care of them.

SUPPLIERS/MANUFACTURERS PROGRAMME: Regular workshops/seminars/symposium are allowed to be conducted at NLC training complex by various manufacturers and suppliers related to NLC, to share their information on design of new products, systems and procedures for the total benefit of the executives. This service training programme is entirely sponsored by supplier. on an average about 25-30 companies share their latest information with our employees, every year.

HINDI LITERACY PROGRAMME: An opportunity has been given to NLC employees to learn Hindi during 2003. under the scheme, an employee has to register for the particular batch and attend 60 hours class (2 hours daily). After appearing for examination, the employee will be issued with a certificate. More than 12 batches have been covered.

Since 1999, a new scheme, inter-organization training programmme (IOTP), has been introduced, with the objective of improving organization culture and sharing of work knowledge, through interaction. For these incompany programmes, nominations of participants from nearby organizations are also called for, along with our NLC employees.

For fulfilling the requirements of training&development activities, a 300seat a/c auditorium, computer lab, 9 lecture halls, 4 a/c conference halls, 12 double-bedded rooms at executive guest house, a technical library, dining hall etc has been provided at training complex, block-20, neyveli-3. a canteen, adjacent to dining hall, run by the training complex canteen welfare association meets all the requirements of catering for programmes and other activities. Latest audiovisual equipments like LCD Projectors, OHPs, slide projectors, direct projectors, cordless mike system, TV, VCR, DVD player, etc. are also available. A EDP center for training data upkeep, slide preparation for faculty and reading material preparation for participants is also maintained.