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HUMAN RESOURCE DEVELOPMENT IN COAL INDIA

Human Resource Development emphasis in Coal India has been set up to deal with the development of existing Human as well as looking ahead with clear perspective with reference to technological advances and growth of manpowe demand of production vis--vis technology.

To cope up with the task emerging from strategic plan, Annual HRD plan is worked out every year to integrate HRD ef the twenty six training centre located in different subsidiaries in following four segments.

Excerpts of Address by Hon ble President of India 100 Days Programme of Ministry of Coal

I. Technical Training :

It is to provide requirement of training for technology being used in each subsidiary and any other technology being con the corporate level for which preparedness is necessary to meet current shortage of skilled manpower and also preparing personnel for meeting statutory obligation through training. To analyze and project requirement of personnel in critica critical categories as well as to prepare them so that capital and technology input to the project through capacity equipment or enrichment in the production process through particular systems in technology could provide appropriate the investment. In order to implement the above, workers are exposed through : * Basic Course : * Refresher course : Appropriate to technology, equipment and system

Once in three years to those who have already gone through basic course or are alread working in specific skill area.

* Specialized course : In case of change in technology, in equipment configuration and capacity an improvement in the system of production, suitable input is given to all the new entrants t the critical skilled areas and have to go through basic courses, while immediate action hav to be taken to conduct refresher courses for those who are occupying skilled position Basic training have to be conducted in the company's technical training centres eithe within the same company or in any other subsidiary company where the facility exist Refresher training is also conducted either on the site or in the training centres of th subsidiary company. There are around 105 Vocational Training Centres to take care o statutory obligation. Basic and Refresher training are imparted in all these training centres.

II. Management Training :

Executives at each level and at the time of assuming the charge at the new position i.e. entry to the higher level, a ne training is imparted at the Management Training Centre of each subsidiary companies for the level from E.1 to E.5 and at training Centre, Indian Institute of Coal Management, Ranchi, for higher level, i.e. from M.1 to M.3 level executives.
III. Transformation Training :

A planned attempt to help those who join CIL as part of management policy and for the workmen who are required to a for movement from conventional to semi-mechanised mines with intermediate technology or at the instance of closure and surplus manpower. These trainees are used as source of supply of manpower in critical and non-critical areas of sk technology specific to the subsidiary company.
IV. General Development Training :

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With a change in the scenario with reference to status of mine, specifically in ECL, BCCL and to an extent in CCL and focus for MCL, NCL, SECL and WCL, the vision of the company, health of organisation - profit & loss, criteria for raising pro cost parameters and criteria for excellence in performance for survival of the company is propagated through intra - org

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cost parameters and criteria for excellence in performance for survival of the company is propagated through intra - org communication as well as face to face interface with workers and supervisors in a planned way by sharing the reality of bu

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