(Re) Evolution in HR Strategies - Power Sector

Abstract

Evolution or a revolution in HR Strategies is required in the vibrant and expanding Powerful Sector. The power Sector in India has gone in for reforms unbundling the sector into separate accountable entities. The Power Sector conventionally revolves around Power Generation, Transmission and Distribution. The Manufacturing (or Sourcing from Manufacturers) and Project Development is as much important from the developers' perspective. Each of these activities requires specialized skill sets. In this paper, emphasis has been placed on Supercritical Thermal Power Plants. The HR Managers, if are passive are just to pass on the job description to HR Consultant, but the active ones will get involved with the process of Placement and or pre-placement training for having a human resource added to the organization. Some of the organizations in any of the above activities of the Power Sector are even considering HR department as a profit center. As a business transformation of the Power Sector organization, the HR Skill center goes on developing number of personnel, the best ones are picked up by their own organization, and the others are made available to the subcontractors or other organizations. In both cases HR Skill center acts as a placement company specializing in Power Sector. While Power sector needs skilled manpower at home, there is an acute shortage to run the Power Plants abroad. Power Sector personnel are getting re-employed to meet the partial shortage. The Skills mismatch and skill gaps are being now heard in every sector and Power Sector is not different. This is more acute in Europe where the work force is becoming grey. Even China is on the edge to suffer because of One Child Policy. New business models like Cross Culture Joint Ventures (JVs), Public Private Partnership (PPP) involve a lot of vibrations in complete HR Chain.