CHAPTER 4 ANALYSIS OF RESULTS
4.7 SOME SPECIFIC SOLUTIONS FOR IMPROVING THE HUMAN
PERIOD OF 2015 - 2020
4.7.1 Completing the training targets
a. To define incurring missions and tasks
- To achieve 2.55 billion kWh of commercial electricity in 2020, the Company needs to invest in 57 projects supplying electricity to big customers in industrial zones and tourism and service areas; 46 projects supplying electricity to residential areas and tenement houses; and builds more TBA 110kV
- To be independent and proactive in testing the high voltage electricity, DNPC will invest in installment of the testing function of level 110kV
- To limit the issue of cutting off electricity because of repair and maintenance of electric networks periodically, the Company should develop the quick repairing function.
- To develop and complete the electric network in modern and civilized way, the Company should have subterraneous investment in 30% of electric network of Binh Phuoc.
- To maintain and complete the basic management machine, it needs to be focused on improving the competence of managers who are from the Production team and higher.
b. To analyze the current competence and the development orientation of human resources of the Company until 2020
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- The construction and installation force at electro-mechanical factory is very thin, the Company should increase two teams based on the recruitment and training of workers from other departments of the Company.
- The current force of underground cables construction and installation is not only insufficient but also non-qualified because of the shortage of further skills. It needs to establish one team of underground cable construction and installation at each Electric Power group.
- Following the model of work in groups, it needs to have the leader to manage strictly and cooperate smoothly, safely and effectively.
Figure 4.1: The model of development for the Production team
c. To define the training targets for the development requirement of human resources:
- Training some technical workers to become experts in the field of electricity construction and installation to serve the development requirement of human resources at the Electric Power factory
- Training workers in terms of the electric line operation management and substations to become experts in that field
- Training some high level technical workers (based on the selection of qualified technical workers) to become the leader of each Production team
- Training some qualified managers to become business deputy manager at each electric power
4.7.2 Building the contents of the training
a. For overhead construction and installation technical workers:
- To understand different types of pole foundations of the overhead electric line and notes when using each type of column foundation in each terrain
Captain
Technical Worker
Technical worker
Captain
Leader Leader
Technical worker Technical Worker
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- To understand the technical requirements of foundation hole and pole foundations casting techniques; common electrical pillars; ceramic insulators and installing techniques; equipment and other accessorizes
- To understand the requirements and safe progress when constructing the electrical pillar by manual methods and by truck crane
- To be expert in wire spreader and stringing, taking the flexure, installing the ceramic insulator and electric equipment and other accessories on the pillar
b. For the medium voltage underground cable construction and installation workers:
- To understand the structure and categories of the medium voltage underground cable, cable lines, the method to set the underground cables; and the method to set the file to manage the medium voltage underground cable
- To master the way the medium voltage underground cable operates and the progress of annual inspecting the cable line or kinds of accidents of underground cables and handling techniques.
- The connector technique, how to make the underground cable terminal: construct the pot head, underground termination box with some popular types such as cold-shrink termination of 3M, the PIRELLI with ELTO -3C and ITM-3C; and hot-shrink termination of the RAYCHEM with EPP 0275 8H/92 etc.
c. For the team leader
- To master the organization of working field with safety, the working patterns and regulations of collaboration between working groups
- To have the skills to make daily and weekly plan
- To have the skills of team management and task arrangement
d. For electricity business deputy manager:
- To have a thorough knowledge of the progress of power business and customer service; the progress of galvanometer management, the index recording of electric meters etc….
- To have a good knowledge of checking the electricity use, prices and the progress of implementing the new electricity for customers
- To have a good knowledge of human resource management, economic contracting;
strategic vision, business planning and effective working allocation.
e. Besides, to improve the training quality, the Company should implement some
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following tasks:
- For new staffs: it should improve the training contents such as in addition to the knowledge of the safety, regulations and the discipline in works, new staffs still need to understand the history of the Company as well as corporate culture , some general job descriptions to have the career development orientation for themselves.
- For managers: The knowledge for short-term training programs should have much more hypothetical practical studies to give a chance for staffs present their ideas and practice theories to solve problems. For training classes, which hire lecturers, the organizing board of the class should work particularly with the lecturer to control the content of lessons and the training target before the performance in front of the class.
- For employees and technical workers : the Company should organize and compile the whole lectures for training and vocational classes in order to keep the competition level and raise the level of workers from low to high, and update the new knowledge and supplement many practical studies to train the practical skill, especially the index recording of electric meters, troubleshooting the electricity, line and substation operational management, construction and installation and departments which directly deal with customers.
It focuses on building the level standard sheet of CNKT to concretize and standardize the knowledge for each object of sectors. There should have specifically the requirements for knowledge and the ability of each level of workers in order from level 3 to level 7 of occupations.
4.7.3. The selection of training methods
a. For the team of overhead electrical construction
- Off the job training: It signs contracts with Electrical College of Central Vietnam to organize short-term training for a period of three months.
- On the job training: After completing basic training courses about electrical construction, these technical staff members will be observed, coached and shared experience by technical experts regularly during working process.
b. For the team of underground cable construction and management
Off the job training: To organize short-term focus trainings of one month at the Company for the team; workers are trained directly by lecturers who are staffs and technical experts of professional departments; mainly concentrating on trainings at field experiments or
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fields of practice at the Red Bridge to practice cross-connection, make connector and installation.
c. For Team leader
The Company shall organize short-term focus training classes in the period of two weeks at work. Besides, it is needed to organize conferences for these objects about some typical subjects of electrical repair, maintenance and construction. Through this, future Heads will have chances to meet production team leaders and technical staffs from other electrical companies to share experiences in operation management as well as settlement methods towards regular difficulties.
d. For business deputy manager at the Electricity Power
- Off the job training: it signs contracts with other training centers to organize short-term classes of professional qualifications, majoring in business administration – finance and accounting or CEO classes to increase management capacity, forming leadership style in the future.
- On the job training: it is needed to research on the rotation of these objects applied into related production team in the certain time to research on work qualifications of new electricity supply, testing and using electricity, customer management, galvanometer test etc.
4.7.4 Strengthening the evaluation of training results
- Evaluating trainee’s reactions: After completing training courses, Organization Board shall discover the satisfaction level of trainees through using questionnaires to recognize the success level of courses.
- Evaluating the ability to acquire knowledge of trainees:
+ For qualification classes: after courses, the Company shall organize to make reports or assign to do homework by group or take tests to check personal knowledge to identify the ability to acquire knowledge of trainees.
+ For workmanship training classes: after classes, it is needed to test knowledge and workmanship skills which were instructed.
- Evaluating transformation regarding awareness and behaviors of trainees: It is needed to assign specific missions for direct management staffs to observe and evaluate the changing level of employee behaviors towards works in which way and which level after training courses.
- Evaluating the application in work: it is needed to assign leaders to observe, test the
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process to apply acquired knowledge into practice of trainees. It is needful to use the remark sheet of job efficiency to evaluate performance progress, attitude and work behaviors before and after trainings of subordinate staff.
- Besides, the Company shall build study regulations, disseminate and have public posts at training locations. For long-term classes such as qualification trainings and re-trainings which help to increase or remain levels of technical staffs, Organization Board shall follow the diligence level of trainees and unexpectedly send staffs to class for observation to test teaching and learning quality.
4.7.5 Increase in human resource quality
At first, DNPC shall identify some basic criteria for knowledge, skills and awareness at work of the following objects in each development period:
+ Group of management staffs, experts + Group of technical workers, employees
With development orientations till 2015, in the short term, the Company shall concentrate on consolidating, improving management team at units as analyzed in previous training targets. The necessary knowledge to improve capacity of these targets is identified as below:
1. The necessity to improve the capacity of management team at units in the period 2015 - 2020
a. The requirement to improve the capacity of technical staff working at electrical experiments so as to assure the experimental function of high voltage 110 kV
b. The requirement to improve the capacity of technical workers managing lines and substation so as to assure the implementation of immediate repair of electric lines
c. The requirement to improve the capacity of management team at units so as to assure the implementation of hard works in the next time
- Increase the capacity towards production team leaders
- Increase the capacity towards Head/Vice Head of Departments at the Company.
2. Identification of knowledge contents and necessary skills to improve the capacity of technical staffs and management staffs
a. Knowledge contents and necessary skills to improve the capacity of experimental workers of high voltage 110 kV
- Knowledge: to understand insulation standards and electrical safety procedures when experimenting high voltages 110 kV; structure and uses of experimental devices of
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high voltage 110 kV; management procedure of high voltage devices 110 kV, structures and uses of specialized devices to test technical data, distinguish kinds of medium voltage and high voltage disconnectors
- Skills: to have experimental qualifications from level 4 and above; safety level from level 5 and above; to be able to measure and test technical data; to be able to read high voltage diagrams; to be able to use experimental devices proficiently
- Awareness: the importance of electrical safety; saving fees; be honest, responsible and flexible; to obey labor rules
b. Knowledge contents and necessary skills to improve the capacity of line and substation operation and management workers who have the ability to repair immediately
- Knowledge: to understand insulation standards and safety procedures when working on electrical grids; to manage specialized electrical isolators, structures and uses of specialized devices to work; to have a thorough grasp of work procedures on electrical grids, distinguish insulators based on each electric pressure and keep safety distance when working
- Skills: to have qualifications of line operation and management as well as substation from level 5 and above; to have safety level from level 5 and above; to have quick, absolute and exact manipulations when working on electrical grids; to be able to read operational diagrams of electrical grids; to be able to test safety level of specialized devices before working; to use specialized devices proficiently
- Awareness: the importance of electrical safety; saving fees; to be honest, responsible and flexible; to obey labor rules
c. Knowledge contents and necessary skills to improve the capacity of production team leaders at electrical corporations and electro-mechanical corporations
- Knowledge: to complete in-service university programs majoring in Technical Electricity; to understand payment and balance procedures of basic construction works; to have deep understandings of technical safety procedures and labor insurance
- Skills: to have workmanship level from level 6 and above; to have safety level from level 5 and above; to be able to read construction drawings; to make plans and assign works effectively; to manage construction team to work on sites; to conduct quick reports;
to cooperate to conduct works
- Awareness: to understand clearly the role of team leaders towards assigned works; to be honest, responsible and flexible; to obey labor rules
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d. Knowledge contents and necessary skills to improve the capacity of Heads/Vice Heads of Departments at subordinate electrical corporations
* For Head/Vice Head of General Affair Department
- Knowledge: Professional skills for administration – management; English conversation; Human resource Management; Labor salary and working regimes
- Skills: to be able to organize events and ceremonies; to make plans and assign works effectively; to make related reports; to build related regulations and regimes; to be able to communicate and cooperate
- Awareness: to be devoted to works; to be honest, courteous in communications; to save costs; to be honest and reliable
* For Head/Vice Head of Planning – Technical – Materials Department
- Knowledge: to major in Technical Electricity; to manage electrical materials and devices; to manage basic investment and constructions; to manage bids etc.
- Skills: to analyze investment efficiency; to make plans and assign works effectively; to make related reports; to cooperate to work etc.
- Awareness: to understand clearly the role of team leaders towards assigned works; to be devoted to works; to be honest and reliable
* For Head/Vice Head of Business – Accounting Department
- Knowledge: qualifications of cost management, payment and balance of investment capital. Business Administration and Finance – Accounting.
- Skills: to analyze efficiency of financial activities; to analyze business criterion; to make related reports; to make plans and assign works effectively; to cooperate to conduct works
- Awareness: to understand clearly the role of team leaders towards assigned works; to be honest and reliable; to obey labor rules
4.7.6 Strengthening policies before and after trainings
a. Improving policies to encourage employees sent by the Company during the training process
- To commit to arrange and use employees suitable to their professions after trainings - To sponsor all training fees
- Employees are supported by direct management units to have time to attend trainings - To have full salary during training time; from there, the second-time salary shall be considered based on labor productivity (1,4 – 1,2 – 1,0 – 0,8 – 0,6) appropriate to results
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of training process
- Besides, for the case of excellent studies, the Company’s leaders shall reward to set an example and spread this symbol
b. Completing the use policy after trainings
- For technical staffs sent to professional trainings to construct electrical sites: this team will be arranged to work at mechanical electrical corporations suitable to their qualifications and receive full remuneration.
+ To be re-arranged the salary compatible with their current works.
+ To receive piece wages based on achieved works.
+ To be equipped with labor protective gears and receive remuneration for hazardous works.
+ To be trained; retrained knowledge periodically.
- For technical staffs who are trained professionally for construction and management of medium voltage underground cables, this team will be arranged to work at the team of underground cable management at electrical corporations and receive statutory remuneration:
+ To be re-arranged the salary suitable to their current works.
+ To be equipped with labor protective gears and receive remuneration for hazardous works.
+ To be trained; retrained knowledge periodically.
- For high-level technical staffs who are trained for the title Team leader, this team will be arranged to work as team leaders at production teams of electrical corporations or mechanical electrical corporations and receive statutory remuneration:
+ To receive allowance coefficient based on laws (HSpc = 0.1)
+ To be equipped with labor protective gears and means of communication (telephone)
+ To receive additional payment for extra hours and toxic working environment.
+ To receive trainings, retraining of knowledge periodically.
- For the title Electrical Business Deputy Manager: it is needed to arrange the position suitable to the title and receive statutory remuneration:
+ To receive coefficient of position allowance (HSpc = 0.4) + To receive coefficient of responsibility (HStn = 1.4)
+ To assist with means of transportation and means of communication + To receive trainings, retraining of knowledge and skills periodically
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c. Completing the arrangement, assignment and staff planning
The Company shall build clear criteria and consistently implement the recommendations and staff assignments. Together with it, the Company shall build models of career development and promotion; develop human resource attached to the company’s development targets, making employees to understand thoroughly and have their own orientations to develop for themselves and the Company.
To inform the public list of staff planning is the necessary thing. It makes employees and the company more active in training and development works.
4.7.7 Other assistant methods
a. Strengthening the organizational structure towards training work
b. Establishing funds to support employees to attend trainings
c. Consolidating, completing the system of regimes, internal regulations
d. Strengthening the cooperation more strictly towards training units in and out of the sector
e. Strengthening to organize excellent workmanship contests, production team leader’s contests and contests of excellent customer communication
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