With Government’s mission of power to all by 2019 by developing 100 smart cities & generating 100 gigawatt solar energy generation by 2022, the power sector is looking at a bright future, says Praveer Sinha
Power is one of the most critical components of infrastructure and economic growth and welfare of nations. The existence and development of adequate infrastructure is essential for sustained growth of the Indian economy.
India’s is the third largest producer of electricity and one of the most diversified in the world. In FY15, India generated 1,048.7 terawatt-hours (TWh) of electricity. Electricity demand in the country has increased rapidly and is expected to rise further in the years to come. Over FY10-15, electricity production expanded at a CAGR of 6.3 per cent. The total demand for electricity in India is expected to cross 950,000 MW by 2030. Further with the Government of India’s mission of power to all by 2019, developing up of 100 Smart Cities and 100 gigawatt of solar energy generation by 2022, the sector promises a brighter future.
The liberalisation of the power sector in India has paved way for new business opportunities and has redefined the nature of the power business. Envisioning future and to make the power sector credit worthy and capable of funding future investment needs, these reforms have opened arenas for new technologies. Some changes that is expected to be made in legislations includes the separation of carriage from content power distribution from power supply, introduction of Renewable Power Obligation (RPO) and Open Access. This will open up abundant opportunities for the qualified, talented, capable and young graduates and post graduates with diversified backgrounds like engineering, commerce, finance, accounts, human resource, law and logistics etc.
The flow of talent into the power sector has been gradually drying up as candidates have sought an alternative career options in IT and Electronics. 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.
Skill development and training
In this new environment of opportunities, companies many leading companies like Tata Power Delhi Distribution limited (TPDDl) are playing a key role in the transformation process. They also aims to become the leading power distribution company offering uninterrupted, affordable quality products and services to all customers at competitive costs.
To make this happen, there is a huge requirement of talent that can perform excellently with determination and win. The HR systems and policies should be designed to unleash the latent capability of the people by fostering a continuous learning and performance based culture where they have the opportunity to grow and succeed and realise their true potential while delivering high quality services.
There is also a rise in hiring young talent straight from campus and giving them a platform to hone their skills and develop as young professionals. Specially from the reputed technical and management institutes like Delhi Technological University, Punjab Engineering College, MNIT, Jaipur NIT, Kurukshetra, and NPTI etc. through a structured process. Candidates having completed B.Tech / B.E. / Diploma Electrical and Engineering/ ITI Electrical in Technical and on the Management courses like MSW / legal / MBA are recruited by the big firms.
Training and development of skilled and semi-skilled workers — resolving the severe shortages in the manpower will requires a host of new training and development services providers. The Government can help by strengthening the industrial institutes, setting up certification standards for a range of roles, enabling public sector companies to expand their training programmes and encouraging new entrants into training and development.
The Centre for Power Efficiency in Distribution (CENPEID) training center has become the preferred learning and development center for the power distribution sector in the country. Today, besides its own workforce, CENPEID also caters to the training needs of power sector professionals from State Electricity Boards and neighboring countries.
Training programmes at the center focus on capability building of national and International power utilities including Punjab State Power Corporation, Dakshin Haryana Bijli Vitran, Madhya Pradesh Vidyut Vitran, DABS (Afghanistan), Goa, NESCl have contributed in Capability building of the power sector.
There is a need of setting up more effective training system focuses on learning and development needs of the workforce, enhancing intellectual capital resulting in comprehensive employee development. Internal training programmes including functional trainings, behavioral trainings, hands on technical training and high value training programmes from reputed institutes like IIMs, Tata Management Training Center, SAP, ISB, Wharton - University of Pennsylvania etc. contribute to the overall development and progression of employees.
Employees working at the power generation firm should have strong assessment system and employee exchange programme with San Diego and CPFl Brazil that will facilitate to upgrade their knowledge and competencies to grow with the changing business scenarios and ever demanding environment.
Employees are also encouraged to improve their educational and professional qualification by taking sabbatical (study leave) or sponsoring employees for higher education programmes like M.Tech, MBA, ICWA, B.E, B.Tech, Energy Auditor certification courses, ITI to name just a few from reputed institutes like BITS Pilani, AIMA, MDI, FMS and IIT.
Suitable incentives like increment in salaries, one time education reward or company sponsored courses are offered to employees depending upon the course undertaken. Employee learning and Development is also facilitated in various companies through working towards implementing innovative ideas with major focus on Rooftop Solar Projects, ESCO Projects, E-Mobility charging solutions, Home Automation etc.
Distribution Operations & Safety Excellence Centre (DOSEC) is also instrumental in capability building. This training institute is accredited with Ministry of Power, Government of India and is focused to impart training on safety and CEA mandated modules. Trained manpower can explore job opportunities in public sector, private sector (both Indian and MNCs), Government joint venture companies, consultancies, research centers like Central Power Research Institute (CPRI), National Power Training Institutes, Railways and Metro Projects etc.
Studies
Power sector is a broad domain; it includes various disciplines / allied disciplines. Formal education may be obtained through Polytechnic and Engineering Institutes. After completing formal education of diploma and degree level, candidates may undergo specialised training. For better employment prospects candidates may undergo training from National Power Training Institute (NPTI) and Hydro Power Training Institute. For further studies post-graduation courses and integrated courses leading to Ph.D. are offered by IITs, NITs, Central Universities, Centrally Funded Technical Institutions (CFTIs). Besides this, professionals from other fields like IT, CRM, communication, HR, legal professionals can also make it their career choice.
Prospects for women employees
Women have been traditionally under-represented in certain fields, especially the Power Sector. The career entry points in this sector need to be re-looked for females. After all, unless women are interested in a field, they are unlikely to enter it, build a career, and reach the highest levels.
Prime reason behind a very small number of women entering the power industry has been that too few women have the right technical education. Efforts need to be made at all levels to encourage girls and young women to consider careers pertaining to science, technology, engineering, and math (STEM). This would be a necessary first step toward increasing their visibility. Considering the opportunities available and the sectorial needs, the need of the hour is to bring in fresh talent at the table.
(The writer is CEO and MD, Tata Power Delhi Distribution limited).