Page 37 - August-2020-Issue

ARTICLE

the coveted Level 4 stage against phase methodology was adopt- • Inputs from 2018 – 19 PCMM
within record time of one year ed for comparison of the actual Assessment Report
thereby being one of the first status of implementation of HR
PSUs in India to have Level-4 practices at THDCIL with the Units Covered
PCMM certification. Practices and Goals defined in • Corporate Office, Rishikesh
The journey was challenging but the People CMM framework. The
with firm determination, support Four Phases were as under: • Tehri
and teamwork it became pos- • Preparing: which involved • Koteshwar
sible. THDCIL had always been identification of assessment
a company with impressive HR scope, defining the infrastruc- • Vishnugad Pipalkoti Hydro
policies which are codified, pro- ture needed, planning the as- Electric Project
employees, dynamic and suiting sessment tasks, training the as-
and meeting in organizational sessment team and arranging • Dhukwan
needs. As the corporate journey for the assessment logistics • NCR Office
of THDCIL matured from being
a company under construction • Surveying: which involved Sources of Data
being entrusted to build a mar- Selecting the Survey Sample,
vel of civil engineering, a mighty Preparing the Survey Logistics, • Information given by Study
hydro power generating plant Administering and Scoring Participants on P-CMM
in Himalayan Region” The Tehri Survey and Analyzing the practices
Dam” to completing the con- Survey Results. • Organization Policies,
struction of the dam, implement- • Assessing: which involved or- Procedures, Manual, Guideli-
ing one the best R&R practice and ganizing the assessment team, nes, Records
starting clean power generation analyzing the survey results,
to provide peak power to the na- reviewing documents, inter- • Circulars, THDC tool, Intranet
tion and thus strengthening the viewing the process owners, Portal, Registers and Records.
northern grid. consolidating the process own- • Data from Interviews
The company never looked be- er’s data, conducting follow-up
hind after the generation of pow- interviews, interviewing 'man- The Gap Assessment was con-
er from its flagship Tehri Hydro agers', consolidating 'manager' ducted by involving
Power Plant (1000 MW) and al- data, conducting workforce
ways strive to devise best people discussions and consolidating Owners (PO) 2. Managers (Mgr.)
policies and process for its hu- the workforce data. implementing the HR prac-
man resource. In India no doubt tices in their respective areas 3.
Public Sector Enterprises are gen- • Reporting: which involved Workforce or Employees (WF)
erally tagged as inefficient, rigid report finding and rate matu- being one of the interested parties
and companies following old rity, preparing final findings & and the beneficiary of HR practic-
style of management not easy to recommendations, assessment es being implemented in THDC
adapt to changes and challenges. members present final findings, Random Sampling Methodology
But, in recent years several PSUs roadmap for next level and has been adopted in selecting
have revived them by attempt- complete final assessment re- samples. The ratio of 1:4:8 (PO:
ing complete make- over in their port and board decision to next Mgr: WF) was used, in order to
style of functioning and opera- level. ensure the sample size is 100+
tion with trying out innovative (being an attribute data study)
ways to strengthen their policies People Covered
and processes. • Total no. covered are 117 The process areas identified
THDCIL entrusted the PCMM for strengthening were worked
certification task to Mclead • Process Owners -19 upon and several new policies
Certifications, a CMMI Institute • Managers -40 and guidelines were framed to
Partner organization. In order to streamline and strengthen the en-
carry on the assessment a Four • Workforce (Individuals) -58 tire process.

Kaleidoscope August, 2020 37