Review of HR Components

MHI worked in a diversified team to accomplish Madhra State Electricity Board’s (MSEB) many HR initiatives. An objective of the HR component was to develop appropriate management structures for the officer level employees in the new entities and identify short and long term HR needs of the new sectors. This will be accomplished by developing an officer level employee compensation arrangement and identifying the officers best suited to the new commercial roles. Another main objective of the HR component of the project was for developing and conducting a Training Needs Analysis for the new sector entities. The strategy to achieve this involves developing a proposal to deliver training to the new companies and train the necessary human resource development staff to implement the proposal. In tern developing a communication strategy that addresses HR projected related issues.
More specifically, MHI:

• Reviewed and assessed the current state of HRM in MPSEB.
• Reviewed the management structure for the new entities as proposed by the ADB Project Team and provided advice and assistance in developing an implementation strategy.
• Assisted in developing an implementation process to identify officers best suited to the new commercial roles in the new company entities and developed appropriate competency models.
• Assisted MPSEB to determine the required establishment for the new company entities.
• Developed appropriate incentive programs for the various officer cadres.
• Conducted a training need analysis for officer levels of the new corporate entities.
• Developed appropriate competency profiles and wrote appropriate needs assessment reports.
• Reviewed the current programs, capacity and facilities of existing MPSEB training institutions.
• Briefly reviewed the external training done by MPSEB and the institutions used.
• Assessed the training skills of existing MPSEB staff who present training programs.
• Developed and presented a report on HRD training needs and subsequently constructed a matrix indicating training needs, programs, and resources existing to meet needs and variances.
• Developed a program outline to meet HRD training needs.
• Conducted training of Trainers Programs and Change Management programs as required.
• Established a task force to develop an HR project communications strategy.
• Assessed the strengths and weaknesses of current communications programs. 
• Developed long range objectives and strategies for project communications and select appropriate personnel.
• Established appropriate mechanisms for implementing the communication strategy and continually monitored the progress.