Human Resource

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With a strong focus on teamwork and employee engagement the human resources department at DVC strives for continuous development of employees. In keeping with the best practices in HR several policies and initiatives have been launched for planned growth and development of employees.

A brief summary of the major policies/functions of the HR Department.

Training in DVC is primarily governed by the DVC Training Policy, which was introduced in the year 2012. DVC has a major in-house training facility at Chandrapura, Bokaro, Jharkhand, which conducts both technical and behavioural training programmes round the year.

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DVC also has a Power Plant simulator training centre at MTPS, Bankura, West Bengal, which provides simulator training to its employees. From time to time DVC also engages other prestigious training institutes such as PMI-Noida, ASCI, ESCI, IIM C, ICWAI, ATI, SPC etc.

Training at DVC 2

Salient features of the DVC Training Policy:

(A) Implementation is a four stage process:

  1. Training Need Identification
  2. Preparation of Training Calendar
  3. Delivery through process owners such as Heads of Training & Training co-ordinators
  4. Evaluation

(B) Induction Training programme for GETs/MTs and the like.

  1. At least 5 days of orientation programme for all new recruits is conducted by internal faculty members.
  2. Power Plant familiarization training programme for GETs (12 week programme)
  3. Technical programme of five (5) days for non-engineers such as MTs/Accounts Officers etc.
  4. Training of Trainers (TOT) programme is conducted annually for internal faculty members.

Download HR-Analytics Compendum

This policy has been formulated to develop general management skills among junior/middle level executives like teamwork, creativity, etc. Competition will be open to all the executives and will be on an annual basis. The theme will be relevant to business management and will be notified through Circular inviting entries, in all the projects/units/offices of the Corporation.

Talent Champs
Talent Champions

The competition would have a three-tier structure, initial evaluation will be within the unit, then inter unit evaluation will take place. Winners from each unit will compete in the final round at corporate level. Each team would be required to make written and oral presentations on the theme of the competition. It will be evaluated by Panels of judges decided by the Corporation.

This policy is formulated to resolve employees/internal customers’ queries/ issues in the best possible manner and make them aware of the various corporation policies. HR ambassador is able to get the pulse of the employees and help in implementing all the HR Policies, Procedures, Practices, System in their particular department effectively. HR ambassador is responsible to attend to all the HR related queries/ issues in the best possible manner of departments assigned to him. She/he prepares a consolidated Monthly report based on interaction & present it to ED (HR) for his perusal. Based on feedback received from HODs, ED (HR) chooses an “HR Ambassador of the month” By 7th of each succeeding month. A person winning maximum no of “HR Ambassador of the Month” is declared as “HR Ambassador of the Year”.

This policy is formulated to acclimatize the new young employees to the new environment. The Mentor gives advice & guidance to the Mentee as needed. The mentees can develop their own Individual Development Plan with feedback from mentors and supervisors. This will be applicable for the new joinees (GET, MT, Laterally hired). The mentor-mentee are introduced through an ice-breaking session – “Mentorship Summit”. Mentoring meeting is conducted at least once in a month and regular communication is through letters and emails. Best mentorship award “Dronacharya Award” is given to the deserving mentor.

It includes activities which ensure that goals are consistently being met in an effective and efficient manner. Managing the performance of an employee helps in achieving operational & strategic goals of the organization. Evaluation of performance is done annually for all the employees. A recent revamping in the appraisal system has made the entire process more objective thus making it more transparent to the rater and the ratee as well.

A monthly/quarterly e-magazine started by HR department to make the DVC employees aware of various activities and events conducted by it in the previous month. Click here to view

Independence Day Reward Scheme

The reward and recognition scheme has prizes under the two following categories :

  1. Best Employees for different plants/projects/locations of DVC.
  2. Children of DVC employees for extraordinary academic performance.

Prizes are given out on Independence Day every year

Download Independence Day Reward Scheme

An annual health check-up scheme for employees and their spouses above the age of 50 years is available through tie up hospitals on reimbursement basis.

An OFSS for employees is made available every year in the months of March and September with an objective of collecting valuable ideas for the improvement of services and processes of the organization. Suggestion boxes are also placed in all DVC plants. An online form is also available.

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Pensioners are covered by a group mediclaim scheme upto a certain annual amount.

Download GMIP Enrollment Form

Group Mediclaim1