A REPORT on VOCATIONAL TRAINING at GUJARAT STATE ELECTRICITY CORPORATION LIMITED (Utran Power Station) From: 29th April to 29th

June 2008 :: Prepared by :: MAITRI. J. SUKHADIA :: Guided by :: Mr. P. C. Patel Mr. K. B. Jariwala :: Submitted to :: PROF. V. B. SHAH. INSTITUTE OF MANAGEMENT & R. V. PATEL COLLEGE OF COMMERCE VEER NARMAD SOUTH GUJARAT UNIVERSITY SURAT 2008 -2009

DECLERATION

I, the under signed MAITRI. J .SUKHADIA Aadmit that this report entitled Industrial Training Report (with special reference to GSECL, Utran, Surat) is the result of my own work carried out during the period from 29th April,2008 to 29th June,2008. It has not been previously submitted to any other university or institute for any other purpose by any other person.

Date : 29th June, 2008. Place : Amroli.

MAITRI. J .SUKHADIA S. Y. B. B. A. Roll No- 107

PREFACE

This summer training report is prepared during the vocational training undertaken at GUJARAT STATE ELECTRICITY CORPORATION LIMITED, GSECL, UTRAN, SURAT, on partial fulfillment of the degree in Bachelor of Business Administration. Theory of any subject is important but without its practical knowledge it becomes useless particularly for the management students. As a student of the Business Administration, I have studied many theories in the classroom, but only after taking up this work I have experienced & understood these management theories & practices in its fullest sense, which plays a very vital role in business field today. The knowledge of management is incomplete without knowing the practical applications of the theories studied. This training provides golden opportunity for all students, especially when the management student does not have perfect understanding of the working of a unit. Hence, this report is designed with the objective to gain practical knowledge & is undertaken on an Electricity Manufacturing Industry its entire Departments.

ACKNOWLEDGEMENT

I am glad to express my profound sentiments of gratitude to all who rendered their valuable help for the successful completion of this project report. And to know the functions of all the entire departments. I want to express my sense of gratitude to VEER NARMAD SOUTH GUJARAT UNIVERSITY (VNSGU) who had give me chance to brighten my academic qualification that provide me this opportunity to have a practical knowledge of relevant fields. I am also thankful to PROF. V. B. SHAH INSTITUTE OF MANAGEMENT & R.V. PATEL COLLEGE OF COMMERCE, AMROLI, without whose help I can not able to get permission of any company for training. I record my deep sense of gratitude to Mr. P.C. PATEL (Add. Chief Executive Engineer) who had given me a chance to do a project under this roof of GSECL, UTRAN and given opportunity to know the functions of the entire departments. I would be missing the opportunity if I do not show my gratitude to Mr. K. B. JARIWALA (Industrial Relational Officer) and the entire staff of the company. I also thankful to Mr. M. V. SONI and the entire faculty members of our college who gave me information and guidance whenever required.

About Company

COMPANY PROFILE

GSECL was incorporated in August 1993 and is registered under the companies Act, 1956 with the objectives to initiate a process of restructuring of power sector and to mobilize resources from the market for adding to the generating capacity of the state and improving the quality and the cost of existing generation. The company was promoted by erstwhile GEB as its wholly owned subsidiary in the context of liberalization and a part effort towards restructuring of the power sector. The Memorandum and Articles of Association of GSECL envisage a wide spectrum of activities to improve the electricity infrastructure of Gujarat. GSECL has initiated its activities in the field of generation of power. The Government of Gujarat has also given to the GSECL the status of Independent Power Producer (IPP) with approval to undertake new power projects. The company commenced its commercial operation in the year 1998. However, the operations of GSECL were limited to power station units Gandhinagar #5, Wanakbori #7, Utran GBPS and Dhuvaran CCPP till the complete unbundling of erstwhile GEB was undertaken that is up to 31st March 2005. Art of the ongoing reforms process in the state power sector, in the year 2003, the Government of Gujarat under the provisions of Gujarat Electricity Industry (Re-organization and Regulation) Act, 2003 frame the Gujarat Electricity Transferred scheme, 2003 (The Transfer Scheme) Government Notification No:GHU-2003-58-GEB-3537-K dated the 24th October 2003. The Government of Gujarat issued Notification No: GHU2004-99-GEB-1104-7318-K dated the 31st December 2004, notifying the provisional opening balance sheet as on 31st March 2004 of the six transferee companies containing the value of assets and liabilities transferred from erstwhile GEB to the transferee companies. Assets of the

board were disaggregate in to 6 companies-one each in Generation and transmission and 4 in distribution as a part of the above exercise, all the generation plants of as GEB have been transferred to GSECL, which was a company already, in existence since 1993. GSECL was notified as state generating power plant by Government of Gujarat vides notification No: GHU-04-31-GEB-1104-2946K-dated 29th May 2004 with the purpose of improving efficiency in the states electricity Generation Activities. Also vide Notification. No: GHU2004-32-GEB-1104-2946-Kdated 29th May 2004 GOG notified the load. Dispatch centre, Jambuva as the SLDC, which is to be operated by the Gujarat Energy Transmission Corporation Limited.

GUJRAT STATE ELECTRICITY CORPORATION LTD. (GSECL) UTRAN.

SECTOR STRUCTURE

Art of the reform process the government of Gujarat has unbundled the various function of GEB. As a result of this unbundling Gujarat State Electricity Co-corporation Limited (GSECL) has taken of the responsibility of electricity generation. Electrical mission has been entrusted to the already existing company GETCO. Distribution network in the state has been spilt up any distribution companies, which cater to the northern, central, southern and western part of the state responsibility. All these companies have been structured as subsidiaries of a holding company, Gujarat Urja Vikas Nigam Limited (GUVNL). GUVNL is also bulk buyer as well as bulk supplier to distribution companies. It will also carry out the trading function in Gujarat. The pictorial representation of the restructuring is as given below:

COMMERCIAL ARRANGEMENT
The new sector structure, GSECL has entered in to a Power Purchase Agreement (PPA) for selling energy with GUVNL. The Contractual commercial arrangements post unbundling are reprinted diagrammatically below:

GROUP COMPANIES

GUJARAT STATE ELECTRICITY CORPORATION LIMITED (GSECL) GUJARAT URJA VIKAS NIGAM LIMITED (GUVNL) GUJARAT ENERGY TRANSMISSION CORPORATION LIMITED (GETCO) MADHYA GUJARAT VIJ COMPONY LTD (MGVCL) DASHIN GUJARAT VIJ COMPONY LTD (DGVCL) PACHIM GUJARAT VIJ COMPONY LTD (PGVCL) UTTAR GUJARAT VIJ COMPONY LTD (UGVCL)

ORGANISATION PROFILE
Name of the organization : GUJARAT STATE ELECTRICITY CORPORATION LIMITED. Corporate/Head office : GUJARAT STATE ELECTRICAL CORPORATION LIMITED. Vidhyut Bhavan, Baroda - 390007 Registered office : GUJARAT STATE ELECTRICAL CORPORATION LIMITED. Vidhyut Bhavan, Baroda 390007 Plant office : GUJARAT STATE ELECTRICITY CORPORATION LIMITED. Utran, Amroli, Surat-394105 Web site : WWW.gsecl.Com WWW.gseb.Com Type of Organization : Public company under taken by Government Of Gujarat. Product Start of commercial Production Bank : 17/12/1992 (135 MW) : Bank of Baroda. HDFC Bank Competitors : Reliance Power. Essar Power. Torrento Power. NTPC Etc. : Electricity

KEY PERSONAL
CORPORATE OFFICE

Shri Gurdeen singh Shri V. T. Rajpara Shri R. G. Sheth

: Managing Director : Executive : Senior Chief General Manager (F&A)

Shri R. G. Mandan

: Chief General Manager. (HR)

Shri V.J. Thakar

: Chief Engineer. (Generation)

Shri V. P. Jain Shri R. J. Reval

: Company Secretary. : Chief Engineer. (P&P)

Shri S. D. Doshi

: Chief Engineer. (Fuel)

Shri R.C. Shah

: Additional Chief Engineer. (Gas Projects)

Shri M. N. Patel

: Chief Engineer. (Civil)

ORGANISATIONAL STRUCTURE

CHAIR PERSON

MANAGING DIRECTOR

EXECUTIVE ENGINEER

CHIEF ENGINEER

Add. CHIEF ENGINEER

S.E. MECHANICAL

S.E. CIVIL

DEPUTY C.A.O.

S.E. ELECTRICAL

IRO

MISSION
TO PROMOTE A WORK CULTURE THAT FOSTERS INDIVIDUAL GROWTH, THEN SPRITEND CREATIVITY. TO ENCOURAGE INOVATIVE IDEAS AND TELEBT.

VALUES

INTEGRITY HONOUR COMMITEMENTS. FAIRNESS NATURAL JUSTICE. FUN RELAXED WORK PLACE. SOCIAL RESPONSIBILITIES

POLICIES

RELIANCE ON DECENTRALIZED DECISION MAKING AND EMPOWERMENT. TEAM BASED ORGANISATION DTRUCTURE JOLE NOTATION YO BUILDS DECISION MAKING SKILLS.

BELIEF

WE ARE CREATIVE AND TRUSTWORTHY, CAPABLE OF THINKING, DECISION. WE ARE UNIQUE, BTH IN GIFT AND NEEDS. WE ARE RESPONSIBLE AND ACCOUNTABLE FOR OUR IDEAS AND ACTIONA. REASONING, LEARNING, MAKING GOOD

ACHIEVEMENT
1995 1996: -CASH AWARD OF Rs. 2.65 LAKHS. - SHIELD. 1998 1999: -CASH AWARD OF Rs. 1.79 LAKHS. - BONOZE MEDAL. - SHIELD. 1999 2000: -CASH AWARD OF Rs. 3.29 LAKHS. - GOLD MEDAL. - SHIELD. 2007: -UTRAN GAS BASED POWER PLANT HAS BEEN

DECLARED WINNER OF ENVIORNMENT EXCELLANCE SILVER AWARD 2007 FROM GREENTECH FOUNDATION, NEW DELHI.

FUTURE PLAN
As we know that day by day the demand of the electricity is increasing. In consideration with this, the government is going to start new plants in every production unit of electricity. In Utran unit also, the Government give permission to start new plant with the capacity of 370MW. The existing capacity of the plant is 135MW so the government is going to increase the production up to 175% approximately. This plant is under consideration, and the construction work is given to the ALSTOM, Switzerland, and company. The inogration was done by Narendra Modi, Chief Minister. The production on new plant will started from August 2009. So the future of this Utran unit sees very bright.

BASIS OF DEPARTMENTATION
In GSECLs work is divided under different types of several departments as below:

List of Departments: 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. Human Resource Dept. (Establishment) Finance and Accounts Dept. (F&A) Production Dept. Civil Dept. Store Dept. Medical Service Dept. Turbine Maintenance Dept. Boiler Maintenance Dept. Electrical Dept. Instrument Dept. Technical Dept. Electrical Lab. Chemical Lab. Fire Dept. Mechanical Dept. 220 K.V. and 66 K.V. Township

Production Department

INTRODUCTION
Production is the most fruitful activity of any organization, which forms finished or semi-finished product through various inputs and Production Department is also most functional Department in any organization. It requires number of employees, more attention and more capital. GSECL has also Production Department in Plant Area, and it works in tune with Finance Department and as well as HRD department and it also helps to achieve pre-determined objectives of Promoters.

GAS TURBINE PLANT:

Energy of hot gases is converted in to work i.e. this taken place in nozzle section of turbine. Gases are expanded and energy converted in to kinetic energy in buckets of turbine. Turbine is also driving compressor utilize 50% of energy for driving. Balance out put will be useful work available at turbine flange which is connected to load. MS6001B series of GE make Model; firing temp is 2020F at base load. Heat rate is 11120 BTU/KWH. Exhaust temp is 1017F.

UTAN GAS BASED POWER STATION

This power station is located on the bank of TAPI River near SURAT. It is a Gas based power station. There are three Gas turbine units if 30 MW each and one unit of 45 MW STG with a total installed capacity of 135 MW. A main fever of the plant is natural gas. The daily requirement of electricity is 7.5 Lakes miter quab and the cost is 10 carrors. The requirement of water is 6000 Litters quab. The daily production capacity is 3360 MWH.

Unit No. GT 1 GT 2 GT 3 STG

Installed capacity 30 30 30 45

Dreaded capacity 30 30 30 45 135

Date commission 17-12- 1992 28-12-1992 07-05-1993 17-07-1993

of

TOTAL 135

There are eight different plants. Name of the plant are given below. Gas booster compressor Radial work Circulating water compressor Gas turbine Steam turbine Boiler plant Demineralization water plant

PRODUCTIO PROCESS
GAIL

GSPL

COMPRESSOR CHAMBER

BOILER E T

COOLING TOWER

It is the Gas base power station, so production process they received Gas from GAIL and GSPL through pipeline. Before use this Gas remove condensed from this Gas. And than Gas entered in compressor chamber and it mixed with air from Gas Turbine compressor. There are three Gas Turbine which have 30 MW capacities. With 564c temperature it is go in boiler. Flue Gas will rotated Gas Turbine at the speed of 5100 RPM in term this Gas Turbine is connected with Steam Turbine Generator

(capacity of 45 MW), through load gear box with reduce the speed 3000 RPM of generator. The Urja passed by water in exoste tower and produced extra electricity. At the end of the process electricity power of 11 KV produced which will set up to 220 KV by means of set up transformer and feed to greed system. This is the environmental friendly power station.

Environmental Aspect
Natural gas without any sulphar contents used as a fuel for gas turbine, leaving no SO-2 emission, suspended and other polluting element particles to atmosphere after combustion. In comparison with fossil fuel power plant pollution, GT utility is friendlier to environment.

Salient feature
High efficient and less weight Heavy duty Best possible utilization &grater conservation of scare. Low capital cost, quick start & loading capacity. Requirement of less space & environmentally acceptable as it creates no pollution.

GAS BOOSTER COMPRESSOR

Natural gas from GAIL & G.S.P.L. is available at 10 kg/cm is used as fuel for Gas Turbine. Since GT requires gas at 22 kg/cm at GT inlet, three nos. of centrifugal compressor are installed to increase gas pressure from 10 kg/cm to 22 kg/cm. For running all three GTs, two compressors are electric driven at 3000 RPM, 6.6 KV, 950 KW 3 phase motor compressor speed is 14600 RPM. Gear box arrangement is provided to transmit power. The Booster compressors have following features: Barrel shaped casting with vertically spilt design. Fire impellers. Oil firm type shaft sealing.

For the lubricating purpose LUBE OIL PUMP is also provided. The current rating of this pump is 60 AMP. And it will change according to the frequency. Other auxiliary like Separator tank and Bypass Cooler are used to remove dust, mud and reduced the inlet pressure respectively.

Compressor Rating

R.P.M. 2969 STATOR VOLTAGE 6600V POWER 950 K.W. TEMP. 50 DEGREE CELCIOUS FREQ. 50HZ WEIGHT 7200 KG ROTOR SQUIRREL CAGE TYPE

GAS TURBINE POWER PLANT

There are three Gas Turbine and each having capacity of 30MW. Main system which runs the Gas Turbine efficiently is given below.

Gas Turbine comprising following system: A. Starting device system B. Cooling water system C. Lubrication oil system D. Hydraulic oil system E. Fuel gas system

A.

STARTING DEVICE SYSTEM:

For the starting purpose 650HP

DIESEL ENGINE is used as the prime mover. This diesel engine runs the Compressor and after attaining 75% of the speed, diesel engine is disconnected. It also used as Based power plant. Default if there any fault is occurs plant at that time this plant is used to find the fault in plant.

B.

COOLING WATER SYSTEM:

Cooling water system will perform

cooling as following. 1. Generator Air 2. Lubricating Oil 3. Turbine Lag 4. Diesel Engine D.M. water system For this 450 M/Hr. capacity two nos. of IDCT pumps are installed. Its cooling water Pressure is 2.5 Kg/cm.

IDCT system has two pumps one in running and another as standby with auto change over facility on dropping of cooling water Discharge pressure very low; Standby pump will start within 12 seconds.

C.

LUBRICATING OIL SYSTEM:

This system is fulfilled Lubricating

oil requirement to all Bearings, Oil for trip oil circuit i.e. control oil, Hydraulic oil, Starting device oil system, etc.G.T. Unit with following Auxiliary Items. A.O.P.:- Electrical driven Auxiliary Oil Pump discharge oil pressure 4.6kg/cm and flow rate 946 Ltrs/min. E.O.P.:- D.C. Emergency oil Pump on 125V, D.C. battery set is provided discharging 4.6 kg/cm & flow rate 1741 Ltrs./min. M.O.P.:- Accessory driven Main Oil Pump, this is very common system in high speed Machine, it takes over its function at 90% of speed to fulfill requirement of Lubricating Oil.

D.

HYDRAULIC OIL SYSTEM:

For operation of Gas Ratio

value/Gas Control value and I.G.V. this system provides oil supply at 80 kg/cm by means of electrical driven auxiliary hydraulic pump (80 HQ) during the start up. One shaft driven main hydraulic pump which comes in service at 90% speed of the machine and it provides hydraulic oil as per the requirement of the system. The suction of both the pumps is tapped up from lubrication oil header line.

E.

FUEL GAS SYSTEM:

Natural Gas is used as fuel proportion of

the different gas is given below: METHANE ETHANE : 80% by volume : 8.8% by volume

PROPANE BUTANE N-BUTANE PENTANE N-PENTANE CO2 N2 OTHER

: 5.2% by volume : 0.2% by volume : 1.2% by volume : 0.2% by volume : 0.3% by volume : : 0.9% by volume 1.9% by volume

: 0.4% by volume

 STARTING DEVICES:
650 Hp diesel engines are used as prime mover which is directly connected to with Turbine shaft with speed clutch arrangement. Diesel engine is disconnected after attaining the 75% of speed.

MACHINE SPECIFICATION:
Oil inlet pressure 1.7 bar Mass 2400 kg Oil flow 120 L/min Temp. 70 degree Volt -126 v Capacity 650 Hp

COMPRESSOR:
Hear 17 Stage axial flow type compressor are used. The air at atmospheric pressure is entering in to the compressor via filter which removes the dust and moisture from air. The rotor blades of compressor push the air between stationary compressors.

MACHINE SPECIFICATION:
No. of stage - 17 Rated RPM 5100Blade tip speed 340m/sec Extraction 5th, 11th, 17th stage for cooling & sealing

 COMBUSTOR CHEMBER:
The combustion chamber is of reverse flow type with 14 combustion chamber arranged around the periphery of the compressor discharge casing. This system also includes fuel nozzles, spark plug, ignition system, flame detectors and cross fire tube. Hot gases generated from burning in the combustion chamber are used to drive the turbine. All 14combstion chambers are interconnected by means of cross fire tubes. These tubes enable flame from the fired chamber to propagate its unfired chamber. In the absence of the flame, Flame detector will detect it and stop the incoming gas.

GAS TURBINE:
Gas Turbine used here is having 3 stage turbine sections. It consists of turbine, rotor and turbine shell, exhaust diffuser, nozzle, diaphragms, buckets and shrouds. High pressure and high temperature gas is passed through turbine blades, where its expand and mechanical work done. Exhaust gases from turbine is passed through silencer and damper and enter to the boiler. Stacks are also available for emergency purpose.

MACHINE SPECIFICATION:
GTs installed 3NOs. Capacity 32.92MW (s.c), 32.56 MW (c.c) Fuel Natural gas Inlet gas Pressure 20.7 to 24.1 kg/cm. Outlet gas temperature 80 to 157 Turbine exhaust 552 (Simple cycle) 552.5 (Combine cycle) Turbine stage 3 Turbine speed 5100 RPM

LOAD GEAR:
Alternator used here is 2 pole; M/C machine. Its rated speed is 3000 RPM. Which GTs rated speed is 5100 RPM? So load gear is used to reduce the speed from 5100RPM to 3000 RPM.

MACHINE SPECIFICATION:
Power 45000 k/w Speed 5100/3000 RPM Service factor 1.1 bar Oil gauge pressure 1.7 bar Weight 15000 kg

 INDUCED DRAFTCOOLING TOWER:

Oil is used for cooling purpose in G.T section. This oil is heated so to cool the oil cooling water is used. This water is also gets heated so to cool this water IDCT is installed for each G.T. section. Fans are used to create the induced draft so water get cooled.

ALTERNATOR:
The G.T is coupled to the alternator via Load Gear Box. Alternator converts the mechanical energy of the turbine in to the Electrical energy. Output of the Alternator is given to the bus bar through transformer, circuit breaker and isolator. Alternator used Utran, Power plant having two Poles and its RPM is near to 3000 RPM. When the excitation is applied at that time rotor and magnetic field both are moving in opposite direction so the magnetic field will cut Electro motive force will including in stator so at a time N-Pole will pull maximum in one direction and S-Pole move in other direction so 11KV peak to peak will produced.

MACHINE SPECIFICATION:
Power -36000KW Power factor 0.8 KVA rating 45000KVA Stator current 2362 Amp Stator volts 11000 volt Rotor volt 61.197 volt Rotor current 221.646 Amp Speed 3000RPM Frequency 50 Hz Phase 3 Connection STAR Coolant Air

EXISTER:
Exciter is one type of D.C. generator which provides the D.C. output the Alternator to excite the field of the rotor. It is also mounted on the same shaft of the Alternator. For excitation 125V D.C. is required which is provided either by battery or Output of the L.V.T.R. is again step down and converts in to D.C.

MACHINE SPECIFICATION:
D.C. Generator Power Current Voltage Speed : : : : 154 KW 711 Amps 217 Volt 3000 RPM

Excitation KVA rating : Voltage Current : : 8 KVA 220 Vol 25 Amps

STEAM HEAT RECOVER BOILAR

Waste heat recover boiler Steam turbine Condenser Dearator Boiler feed pump Raw water reservoir Demineralization plant (D.M. Plant) Cooling tower

 WASTE HEAT RECOVER BOILER:

This power plant has three Waste heat recover boiler and each are installed at the exhaust of the gas turbine. Each boiler generator steam by the intake of D.M. water tube and the hot gas from the gas turbine exhaust. Flue gas pass trough three stages that are super heater, evaporator and economizer and two low pressure drums. Thus steam produced in the boiler is wet which makes dry in the super heater and these steam is fed to the steam turbine through main value.

MACHINE SPECIFICATION:
Waste Heat Recover Boiler Type Heat source G.T.exhaust flow G.T. exhaust temp. Feed water inlet temp. Stack outlet temp. 3 no Horizontal, Natural circulation, GT exhaust 447.8 ton/hr 553 C 120 C 105 C

STEAM GENERATOR:
High pressure main steam Outlet pressure High pressure main steam Outlet temp. Low pressure main steam Outlet temp. Low pressure main steam Outlet pressure : 5 kg/cm : 147 C : 483 C : 62 kg/cm

 STEAM TURBINE:
When the heat engine of the steam passing over the blades of the turbine, mechanical work is done and after the work on the blade these steam is exhaust in to the condenser. Steam turbine having capacity produced 45MW.

MACHINE SPECIFICATION:
Primary oil pressure : 1.9 kg/cm Control oil pressure H.P. steam pressure H.P. steam flow L.P. steam pressure L.P. steam flow H.P. steam Temp. L.P. steam Temp. : 8.4kg/cm : 52.73kg/cm : 152.17Ton/Hr : 4.26kg/cm : 35.26Ton/Hr : 480C : 147C

CONDENSER:
In the Condenser high pressure and high temp. Steam is condensed with the help of water. Water from the cooling tower is pumped to condenser through cooling water pump. When the hot steam comes in contact with the water it will convert in to the water and collect in the Hot Well. From the Hot Well water is again pumped thro condensate Extraction Pump to Dearator.

 DEARATOR:
In Dearator excess of oxygen which is dissolved, removed the water and then Allowed to pass it to boiler.

BOILER FEED PUMP:

Water from the condenser is feed back to Dearator through Feed pump. This water is given to boiler by Boiler Feed Pump. Some water is lost in the cycle and then the make up water is added in to boiler from DM PLANT.

MACHINE SPECIFICATION:
No. of pump Duty condition Capacity Operating speed Power input : 3 : 50% : 126.22M/Hr : 2980RPM : 427.4KW

Temp. Of feed water : 120 C No. of stage Motor rating : 9 : 550KW, 6.6KV, 50Hz, 3000RPM

 RAW WATER RESERVOIR:

In the reservoir, fountain are provide which continuously splashes the storage water and it also prevent the storage the storage of chemical at one particular pant of the reservoir. The water coming from the radial well installed in the river TAPI at ABRAMA village. Water pipe lines are installed between ABRAMA and UTRAN power point. Its capacity is approximately 33000M.

MACHINE SPECIFICATION:
Pump installed : 3 Pump capacity : 948 M/Hr Motor capacity : 125 KW, 415V

DEMINERALIZATION PLANT:
This plant is used for demineralization of raw water stock. Different part and their function are given below. Pressure sand Filter (P.S.F.):It removes the solid impurities from raw water Storage Acid Cation:It removes the hardness of the water with the help of 30% HCL, CALCIUM, MAGNESIUM, and POTESIUM. Spray Tank:In this tank CO2 gas is removed from water with the help of spray and blower. Weak Base Anion:It removes remaining Silica, Sulphate and Chloride from water with the help of NaOH.

Strong Base Anion:It removes remaining Silica which comes from WBA.

COOLING TOWER:
Circulating water pumps circulates cooling water through the condenser tubes and condenses the exhaust the steam in it to condensing. The condensing water gets heated from the in to the condensing water goes to chimney and loses its heat in the atmosphere.

MACHINE SPECIFICATION:
Height Radius at top High top neck portion Radius : 85.60 mt : 21.60 mt : 63.773 mt : 20.104 mt

Radius at ground level : 35.734 mt Capacity Cooling range : 15000m/Hr : 43 to 33 C

Finance Department

INTRODUCTION
Finance is the blood of the business. Finance Management is that managerial activity which is concerned with the planning and controlling of the firms financial resources. Finance management is the most important activity of the firm and it means that the firm secures capital, if needs and employees it. Finance management is mainly concerned with raising fund in the suitable manner using the funds as profitably as possible, planning future operations and controlling current performances and future developments through financial accounting, cost accounting, budgeting and other functions. The Finance and Accounts Department of GSECL plant is located in the Administration Building, which is situated outside the Efficiency Plant. The Finance & Accounts (F & A) Dept. is a service department and its name function is to co-ordinate the financial activities at Plant Site. The F & A department maintain the records as required under various statute and get the same audited by Statutory Auditors under the functional supervision and guidance of GUJARAT ELECTRICITY BOARD at VADODARA.

STRUCTURE OF DEPUTY C.A.O. DEPARTMENT:

SUPRITENDING ENGINEER OF MECHANICAL

SUPERITANDENT A/C

DEPUTY SUPERITENT A/C

SENIOR ASSISTENT

JUNIOR ASSISTANT

PEONS

WORKING CAPITAL MANAGEMENT

Management of Working Capital refers to the management of current assets as well as current liabilities. It mainly deals with managing the short term finance, negotiating favorable credit terms, controlling the movement of cash, administering account receivable, and monitoring the investment in inventories. Also it is changing with the change in current assets and current liabilities. We can get the amount of working capital of GSECL from the following data of the year. Current Assets - current Liability = Working Capital 2601000000 2000000 = 2499339000

Working Capital Management involves a good deal of time in managing Inventories, Receivables and Cash and Bank Management.

Managing Inventory:
Inventories are the stock of the Raw Materials, Work in Progress goods and finished goods along with a stock of component that make up the product. Inventory represents a large number of invested capitals. Therefore proper control of inventory is an important function of management. The inventory build up should be in consistence with the requirements of production. To control the inventory level, the items are earlier divided into two categories, Slow-Moving and Non-Moving. As far as GSECL is concerned, the Inventory of the same has been increased to a steady rate; the reason of the same is that GSECL is effectively controlling Inventory.

Managing Cash:
Cash, the most liquid asset, is of vital importance to the daily operations of business firms. Crucial for the solvency of the business, it is referred as the Life Blood of a Business Firm. AS GSECL is a big and prosperous concern, the daily transactions are carried out very carefully through the Cash Budgeting and applying modern techniques like prompt billing, expeditious collection of cheques, control of payables, etc. with a good reporting system.

CAPITAL STRUCTURE
Capital Structure of a company refers to the make-up of its capitalization. A company procures funds by issuing various types of securities i.e. ordinary shares, preference shares, bond and debentures. However in broader sense, Capital structure including loans, bonds, shares issues, reserves etc. and the component of total capital. Thus in short Capital Structure is the permanent financing of the firm represented by long term debt, preferred stock and net worth. The capital structure of GSECL is as follows: 1. 2. 3. Share Capital Reserves and Surplus Fixed Assets.

Capitalization:
Capitalization means total capital of the firm that introduced in business to carryout commercial activity. Capitalization concerns with the decision regarding the total requirements of long term funds of the firms. Capitalization means total amount of companys capital or total of its capital stock. In GSECL, the shares are very high and it has large amount of reserves and surplus.

BALANCE SHEET
BALANCE SHEET AS AT 31ST MARCH 2006 No No No Particular 31.3.2006 Rs. Lakhs 31.3.2005 In

In Rs. Lakhs

1. 1. a. b.

SOURCE OF FUND Shareholders Fund Share Capital Equity Share 57330.01 Capital 132268.94 57330.01 0.00

Suspense Account c. Share Money d. Reserve and surplus Total 27517.32 218016.28 15262.22 73492.23 Application 900.00 900.00

2. a. b.

Loan Funds Secured loans Unsecured Loans Total 19934.25 275732.67 295666.92 13655.37 37403.74 51059.11

3.

Differed Liabilities(Net) Total

Tax 0.00

15222.00

513683.21

139773.34

2.

APPLICATION FUND 1. a. b. c. d. Fixed Assets Gross Block Less: Depreciation Net Block Capital Progress Total Work

OF

665313.43 185754.10 479559.33 in 58697.41

184029.30 65944.85 118084.45 10633.50

538256.74

128717.95

Investment

2050.00

550.00

3.

Current Assets, Loan &Advances a. b. c. d. Inventories Sundry Debtors Cash & Bank Balances Loans & Advances Total Less: Current Liabilities and Provisions a. b. Current Liabilities Provisions Total 124933.11 9941.81 134874.93 9523.17 147.62 9670.79 32450.63 0.00 642.00 75158377 108251.40 620.83 16923.93 175.27 2456.15 20176.18

Net current Assets TOTAL

(26623.53) 10505.39 513683.21 139773.34

PROFIT & LOSS ACCOUNT

PROFIT & LOSS ACCOUNT AS AT 31ST MARCH No Particular Particular 31.3.2006 Rs. In Lakhs 1 INCOME a Sales Energy b Other Income TOTAL 2479.24 498881.72 19.61 56119.27 of Electrical 496402.48 56099.66 31.3.2005 Rs. In Lakhs

EXPENDIT URE a b Fuel Cost Repairs Maintenance c Common Charges d e Insurance Charges 798.80 928.64 308.68 Facilities 418839.33 & 0.01 30114.26

Payment to Provision 17915.54 For Employees

Administrative Other Expenses TOTAL

& 2426.37

439980.06 58901.66 23710.46

PROFIT BEFORE

INTEREST a b Interest Depreciation TOTAL 30707.07 22934.58 53641.65 6080.60 9788.53 15869.13

PROFIT BEFORE EXTRAOR DIN-ARY ITEMS PRIOR PERIOD ADJUST.& TAX a b Extraordinary Items Prior Ordinary Items TOTAL &

5260.02

7841.33

(861.09) 100.44 (760.65)

(111.33) 3531.23 3419.90

PROFIT AFTER EXTRAOR DIN-ARY ITEMS PRIOR PERIOD ADJUSTM ENT &

6020.67

4421.43

Provisions/ writ. offs

8890.87

0.00

Relating to Transferre d Plant Less. Adjustment Out Opening Balance of P&L A/c of (8890.87) 0.00

PROVISIO N BEFORE TAX a Provision Taxation Current b Fringe Benefit Tax TOTAL

6020.67

4421.43

For 0.00

347.00

(1127.15) 127.15

2941.00 3288.00

PROFIT AFTER TAX

7047.82

1133.43

PROFIT FOR THE

7047.82

1133.43

YEAR Balance Brought Forward From Earlier Year Less. Amount Adjusted Against Writ. Off 8890.87 0.00 15262.22 14128.71

Relating to Transferre d Plant TOTAL Excess Provision Adjustment of Earlier 6371.35 3.33 14128.71 0.08

Years Deferred Tax Arising on Restructuri ng 14094.85

NET PROFIT

27517.32

15262.22

AVAL. FOR APPROPR IOTION

10

BALANCE CARRIED TO BALANCE SHEET

27517.32

15262.22

11

EARNING PER SHARE

1.23

0.20

12

EARINGS PER SHARE BEFORE EXTRAOR DINARY ITEMS PRIOR PERIOD ADJUSTM ENT &

1.11

0.79

RATIO
Financial Analysis is the process of identifying the financial strengths and weakness of the firm by properly establishing relationship between the items of the Balance Sheet and Profit and Loss account. In Financial Analysis a ratio is used or an index or yard sticks for evaluating the financial position and performance of a firm. The relationship between two accounting figure expressed mathematically is known as financial ratio. To measure the Profitability of any firm it is necessary to know the profitability ratios of that firm. The different profitability ratios for GSECL are as under:

LIQUIDITY RATIO:
Liquidity refers to the ability of a firm to meet its obligations in the short run, usually one year. Liquidity ratios are generally based on the relationship between current assets and current liabilities. The important liquidity ratios are

Current Ratio:
Current Ratio is widely used for showing the proportion of current assets to current liabilities. Current Ratio = Current Assets / Current Liabilities = 10825140000 / 13487493000 = 0.80 : 1

The Current Ratio measures the ability of the firm to meet its current liabilities. Apparently, the higher the current ratio, the greater the short-term solvency. The general norm for current ratio in India is 1.33:1 and internationally it is 2:1. The GSECL is having a Current Ratio 0.80:1 which is a less than the standard measure, thus GSECL is not in a sound financial position.

Liquid Ratio:
Acid Test Ratio also known as Liquid Ratio and Quick Ratio is a fairly stringent measure of liquidity. It is based on those current assets which are highly liquid. Inventories are excluded from the numerator of this ratio because inventories are deemed to be the least liquid component of current assets as well as excluding bank overdraft from Current Liabilities. Liquid Ratio = Liquid Assets / Liquid Liabilities = 8480077000 / 13487493000 = 0.63:1 As the liquid assets are equal to or more than liquid liabilities, the company is in a better position to manage liquid liabilities. As the GSECL is having Liquid Ratio equal to 0.63:1, it is in a sound financial position.

DEBT-EQUITY RATIO:
The relationship between borrowed funds and owners capital is popular measure of the long-term financial solvency of the firm. This relationship is shown by debt-equity ratio. This ratio indicates the relative proportions of debts and equity in financing the assets of a firm.

Dept Equity Ratio = Total Long term Dept. / Proprietary Fund = 1993425000 / 602067000 = 3.31:1 As acceptable norm for this ratio is considered to be 2:1 standard. A high ratio shows that the claims of creditors are greater than those of owners and vice versa. A high debt company will likely to get funds borrow on a very restrictive terms and conditions. As GSECL is having DebtEquity Ratio equals to 3.31:1 a higher dept company is able to borrow fund on very restrictive term and condition.

PROFITABILITY RATIO:
Profit is the engine that drives the business enterprise. Profit is an index of economic progress. Profits are the test of efficiency and a measure of control to the management. It is a measure of the worth of owners investment.

Net Profit Ratio:

This ratio is used to measure the overall profitability and hence it is very useful to investors. Net Profit Ratio = Net Profit / Net Sales * 100 = 704782000 / 49640248000 * 100 = 1.42% This ratio shows the earnings left for company as percentage of net sales. The GSECL is having Net Profit Ratio equals to 1.42% which shows a sound ratio of not profitable.

 RETURNE ON CAPITAL EMPLOYED RATIO (ROCE):

This ratio is also known as return on investor (ROI) or Rate of Return. ROCE = (Profit after Interest & Tax + Interest / Capital Employed) * 100 = 602067000 / 2370502000 * 100 = 25.40% Rate of Return on Capital Employed is higher so the profitability of GSECL is better.

PROPRITORY RATIO:
This ratio is use to measure the standing situation of the company with its competitors so it is use full to investors to invest their capital.

Proprietary Ratio = Proprietary Fund / Total assets = 602067000 / 23705052000 = 0.025:1 As acceptable norm for this ratio is considered to be 2:1 standard. A high Proprietary Ratio, company will likely to get funds borrows on a very restrictive terms and conditions. As GSECL is having Proprietary Ratio equals to 0,025:1 a higher fund company is able to borrow fund on very restrictive term and condition.

Human Resource Management

INTRODUCTION
Human Resource Department is that part of management which is concerned with people at work & their relationship within the organization. The term personnel management refers to the management of personnel in the organization of any company to achieve the predetermined goals. The duty of the HR manager is to look after the HR department and various functions of the HR like recruitment, selection, promotion, transfer, etc. As there is so much important of the heart in the human being so much as there is also importance of person in any organization. Person working in the organization are considered as the blood and heart of the organization. The success of unit mainly depends upon the HR function in any organization. As in the organization there must be maintain good relation between personnel of different department. HR manager plays very important role between employers and employees.

The OBJECTIVES of this department is as below: (1) To ensure satisfaction to the workers so that they are freely ready to work. (2) To attain maximum individual development. (3) To improve efficiency of the human resources. Realizing that employees are its greatest assets, from its very inception has been striving to build up a sound & transparent organizational culture to inclusive to sense of belonging among its employees.

HR department mainly DEALS with men. It gives answer to there questions: o o o o Why manpower is needed? Where manpower is needed? How manpower is employed & recruited? Where manpower is needed?

The HUMAN RESUORCE DEPARTMENT mainly deals with, o o o o o o o Recruitment & selection functions. Job Description. Training and Development. Promotion and Transfer. Employee Record. Employee Relation. Industrial Relations.

The ADMINISTRATION DEPARTMENT mainly deals with, o o o Time keeping functions. Wage and Salary administration. Welfare and other services.

GSECL considers its human resources as the greatest asset. It invests time and money to develop its employees through various HRD mechanisms. Regular in house training programmers, sponsorship to out

side training institutions, Brainstorming sessions, problem solving workshops etc. are conducted for employees at all levels. To sustain the healthy work culture and maximize the utilization of human potential in achieving organization objectives, GSECL

management has been giving continuous thrust on the following HRD mechanism:

In house training Outside sponsorship Career development Performance appraisal & counseling In house journal Recreational activities Cultural activities Reward systems Development activities for Dependants.

STRUCTURE OF HUMAN RESOURCRE DEPARTMENT

INDUSTRIAL RELATIONAL OFFICER

SENIOR ASSISTANT

JUNIOR ASSISTANT

PEONS

RECUITEMENT AND SELECTION

Organizations are dynamic, organic on-going systems consisting of many individuals. A successful Management focuses on the individuals and then attempts to relate the individual to the group and different groups to the organization. Individuals join organization to fulfill their goals and aspirations within the framework of the organization. It is one of the major functions of Management to dovetail the goals and aspirations of the individual in to the goals of the organization. As we all know that the major focus of HR department (Establishment Section) is related to the Recruitment and Selection of the employee. For the recruit the candidate the head office use the source of recruitment is Advertisement. They gives advertise in newspaper, internet etc. For the recruitment it is follow Act of 1960 Here, UTRAN station has not full authority to recruit the new staff itself. For recruitment, this unit has to inform in Baroda Office and after that it (Utran Unit) has to pass out through some short of process i.e.

1.

When the unit came to know that there is a need of new staff, than it has to analysis, which kind of staff, with which post and for which department it is needed. And this analysis is send to Baroda by this Utran unit.

2.

If the require staff is for class-2, class-3 and class-4 than the corporate office, Baroda, directly give the permission to the Utran unit to recruit new staff through interview, written test, etc.

3.

If the require staff is for class-1 then, the Baroda unit, give the permission to recruit around 4 to 5 persons for one post and after

that for selection, these 4 to 5 person have to face the interview from the corporate office. Here, all kind of attitude test, personal interview, physical test are conduct, and the one who passed each and every test is finally recruited by the company. 4. After this formal recruitment, the new employees personal record should be prepaid by the company and to maintain a familiar background. There is a induction training given by the company to the new employee.

JOB DESCRIPTION
Understanding of the various jobs in an organization has been a necessary part of the personnel function. The study of work or the job is important not only to prepare details about recruitment or salary administration, but also to help people develop in the organization with training. Now, job is a collection of tasks of similar conjunction with certain responsibilities and competence, whereas a task is a collection of similar activities. Thus, job is a competent of work and a series of tasks may constitute a job. Job description includes details of the specification of a job in terms of the actual day-to-day activities and responsibilities of a jobholder. Thus it is in terms of all aimed at recording the responsibilities and competence that the job contains. Role analysis may be used to define a role more clearly so that ambiguity in the expectations may b avoided. The purpose of such an exercise is to help the role occupant to clarify his role to help him to prepare his role description and to educe role ambiguity. The job description needs to comply with the demand of uniformity. The emphasis is on paper representation of most of the essential features of the job, the level of the job, the importance of the activities for the organization and the results the job is aimed for. In GSECL Job description contain the following. Proper job title. Job summary. Job location. Duties & responsibilities on the job. Nature of supervision.

 Machine tools and materials. Relation to other jobs. Working conditions on the job etc.

TRAINING AND DEVELOPMENT

Organizations become dynamic and growth through zeal, caliber and vision their Human Resources. As healthy climate of trust in organization essential for developing Human Resources. GSECL has always considered development of Human Resources as its responsibility because this alone ensures that well-being and the growth of the organization. Training and Development activities of society form apart of continue process in integrating the organizational needs and the needs of individual. Willingness to change for betterment is the pre-requisite for moving towards excellence.

OBJECTIVES of training: To orient the employees to the needs of the Society and provide opportunities for then to improve their performance on the job: To minimize the time gap in learning new development. To equip the participants with requisite ability so that they can work with minimum supervision. To enable employees to update their knowledge and increase the level of performance on their present job assignment as well as channelise their inherent potential, in order to make him Holistic Person. To foster initiative, self confidence and to overcome manpower obsolescence occurring due to age, temperament, lack of motivation or inability of person to adapt to changes. To impart training to new entrants to enable to enable them to take up their assignment effectively. To create an environment of We feeling and enhance accountability of people

On the basis of specific recommendation pf head of departments, employees, the committee would nominate employees for various seminar/Training programmes / conferences etc. In Gujarat to meet the development need.

1. In-house Training Programmes : After identification of the training needs of employees and keeping in view the requirements of the Society, in the unit, the In-house Training Programmes are organized. In such training programmes, faculties are drawn from with in the organization and from outside also. In this unit Training/seminar hall is available with 3D programmers. In this unit different types of In-housetraining is given as under. 1) 2) 3) Safety Training. Internship Training. E-Urja Training.

2. Out-side Training: Some technical types of training is not capable to give the employees in out-side the organization. Because of this reason the organization provide out-side training. There are some out-side institute who give training to the employee of the GSECL. Out-side training gives at Baroda and Vanakbory at Gujarat. The name of institutes is given below. 1) 2) 3) Gujarat Energy Training Resource Institute. Bharat Heavy Electrical Ltd. NTPI

SUBJECT of the Training: 1. 2. 3. 210 MW Generation Operating Training. Leadership Development Programme Training. Baring and Lubrication And contaminates control

Programme. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. Case studies of Improvement of Area. Infra-rate Thermography Level -2 Course. ISO Training. Total Quality Management Training. Electricity Act 2003. Performance Management System Training. Computer base Audio-Video Training. Power Station chemistry Training. Boiler And its Auxiliary Training. Turbine And its Auxiliary Training. Horozone Control Awareness Training.

INDUCTION TRAINING:

New appointees are imparted Induction Training covering GSECLs aim, objectives and achievements, work culture , office procedures and job responsibility. Normally internal faculty is drawn for such training. New appointees are put on the job only after necessary induction training. Similarly, special programmes are being designed and the employees who have been provided to Officer Category from the Workman category in the recent past.

PROMOTION AND TRANSFER

PROMOTION:
All promotions shall be made subject to available of vacancy in next

higher grade, suitability of the employee and needs of the society. The committee will give promotion as the requirement of the company. The committee is give the promotion to class-3 and class-4 employees according to their responsibility and authority on the basis of relevant experience and inside of the company, on the job performance, suitability for the higher promotion and potential for future development. However, it give the promotion of the class-1 and class-2 employees in the within the organization or out-side of the organization. It gives promotion base on the seniority performance during the interview.

The STAGE WISE DETAILS of promotion are as under. 1) 2) Prepare of list of eligible employees for promotion. Annual appraisal report of eligible employees to be got field by the concerned officers. 3) List of the employees of class-1 send to Baroda. And other class of employees list send to the managing office 4) For the class-1 and class-2 types of employees arrange the interview by main head office. 5) And for the class-3 and class-4 of the employees give the promotion on the base of the seniority. 6) Preparation of selection proceeding

7)

At last class-1 and class-2 employees give promotion based on performance of during the interview and based on seniority and other class of employees based on seniority.

TRANSFER:
Management may at its sole discretion transfer an employee from

one post to another equivalent post or from one place to another or from one establishment to another or which may be existence or may come into existence in within or outside the organization. On such transfer, the concerned employee will be governed by terms & conditions applicable to his category of personnel to the post & for establishment at the place of his transfer. Transfer for the class-1 and class-2 employees within the organization or outside the organization as per the company requirement. And for the class-3 and class-4 employees transfer within the organization.

EMPLOYMENT RECORDS
A personnel record is a piece of contain for the employer & employee information on job analysis evaluation & description & or recruitment. Selection test scores on the results of physical examination on the result of physical examinations on the interviewer notation on employer training & disciplinary action taken against the employee, wages, salaries, provident fund contribution, employee benefits & services programmes, safety & accident prevention measures & a host of other activities in which an organization is involved. In GSECL personnel record is kept in personnel file of each employee. In personnel file application letter, interview papers, joint-report, information regarding vehicle advance, nomination under GSECL life assurance scheme verification of character are kept in personnel file.

EMPLOYEE RELATION
The Employee Relations in GSECL have been very cordial. The work culture in GSECL is of belongingness wherein there is a sense of caring, security and participation by all. This has been possible only because of better understanding amongst Management and Employees Representatives. One of the key factors of the success saga of GSECL is family culture practiced in GSECL. The well-trained and motivated strength of 375 employees are organized and represented through single Union and Association having 100% internal leadership and maintaining independent character, not affiliated with any Central Trade Union Organizations. It has always preferred to resolve all employees relations since inception. Annual elections are conducted in a democratic manner and intra union group have ever emerged. Management of GSECL is always given thrust on continuous training and development of its employees and developed an HRD Center with required infrastructure facilities. Management has also given a thrust on employees welfare schemes which include a self contained township having facilities like Health Care Center, a Schools, Bank, Post Office, Cantina, Traveling,

Cultural activities, etc. On the job working conditions and off jobs welfare facilities have raised the morale and belongingness of GSECL employees, which is reflected by the statistics of less than 1% employees turnover in past 16 years. Thus, GSECL, a Cooperative Society has been a remarkable saga of cooperative success as well as professional excellence. It has fully imbibed the cooperative philosophy, fulfilling its commitment in

strengthening and promoting the cause of agriculture cooperatives, as also giving a big boost to the cooperative movement.

GSECL has therefore shown the way that farmers managed cooperatives can performed exceedingly well. It is however unfortunate that GSECL, in spite of its consistently good performance, professional management, experienced manpower and harmonious industrial relations has not been able to diversify for the last several years. GSECL would therefore be looking forward to receiving valuable assistance from the Government of India and other agencies for clearing the GSECLs project proposals on fast track basis.

INDUSTRIAL RELATION
The term Industrial Relation can be defined as a dynamic and developing concept of the general complex web of relations among the constituents of industry or any other organization. The concept of industrial relations has been extended to denote the relations of the state with employers, workers and their organizations. The subject, therefore, includes individual relations and joint consultation between employers and workers at their places of work; collective relations between employers and their organizations and trade unions; and the part played by the state in regulating these relations. Industrial Relation is an art of living together for purpose of production.

The MAIN ASPECTS of Industrial Relations are: Promotion and Development of healthy labour management relation; Maintenance of Industrial peace and avoidance of Industrial dispute & strikes; Development of Industrial Democracy.

There are three factors in Industrial Relations: Workers and their organization; Management; Government.

So, these are the main functions which deal with HUMAN RESOURCE DEPARTMENT

TIME KEEPING

Time is considered as money, so we have to the value of money is equal to value of time. So GSECL is enough sensitive towards optimum use of time. It has a separate time office concerned with security

department. It is situated at the main gate of the company. The work runs for 24 hours. The records of the presents of all employees are kept systematically. Before going on a leave, the employee has to take the permission of the department head. The employee are divided into four categories,

1) 2) 3) 4)

Class-1 officer. Class-2 officer. Class-3 officer. Class-4 officer.

When the Class-1 officer and the Class-2 officer have entered in the company they have to make their sign on the muster of the employee. When the class-3 officer and the class-4 officer have to punch their card on the punching machine at the time of coming on the company and leave the company. So that reward of employees can be made available

regarding their presence in the organization. This office runs for 24 hours.

SHIFTS A B C Technical employee Head Office employee General

TIMING 5:00a.m. to 1:00p.m. 1:00p.m. to 9:00p.m. 9:00p.m. to 5:00a.m. 8:00a.m. to 5:00p.m

10:30a.m. to 6 :10p.m

Time keeping means to rate the time on which employee comes on the services and keep records of attendance and these records will be send to Accounts Department so time keeping office plays an important role in payments of salary by keeping systematic records of workers. In time keeping office there is also recorded leave of the employees such as causal leave, earned leave, seek leave, maternity leave, absence or ever stay of leave, compensatory off, etc. Especially in case of seek leaves allowed 20days. The employees are allowed 12days and the technical staff allowed 8days holiday in a year.

The other basic functions of this department are as under. o Preparing the musters and maintain it on the daily basis. o To make the report of the holidays and leave. o Preparation of monthly muster and it to HR department. o Medical Bills and Traveling Bills are forward to the HR department. o Identity cards and all the activities related to HR department, first done by this department. o Prepare the list of percentage over time for the plant workers and send it to HR department. o Prepare the attendance sheet for the apprentice.

o In the case of on duty accidents the formality forms are prepared by the department and send it to HR department.

WAGE AND SALARY ADMINISTRATION

An average employee in the organized sector is entitling to several benefits: both financial as well as non-financial. To be specific typical remuneration of an employee comparison wages and salary, incentives, Fringe benefit, non-monitory benefits. Wages represent hourly rate of pay and salary represent monthly rate of pay, Respective number of hour putting by an employee. Wages and Salary are subject to annual increment. They differ employee to employee and depend up on the nature of job, seniority and merit. In this unit the lower level workers pay wages and employee of the different department pay salary. Basically there are two types of paying remuneration and other methods are combination of these two. One is the time wage system and other is piece wage system. In the Utran unit, they pay wage and salary based on time wage system. Under this system wages are paid on the basis of time spend on the job irrespective of the amount of work done. The unit of time may be a day, a week, amount.

OTHER WELFARE SERVICES

1. Life Insurance: When person get sudden death, the company will provide Rs. 250000, but for this reason the company will cut Rs. 75 per month from the employees salary.

2.

Promotion: As there is four types of classes of the employees, according to their duties and responsibilities i.e. class-1, class-2, class-3, class-4. For class-1 and class-2, Seniority base and performance base. So that they have to face from some interviews also. For class-3 and class-4, only seniority base is applicable.

3.

Tax Deduction Service (TDS): According to the government rules and regulation, the company also cut the TDS from the salary of the employees.

4.

Bank Account: Company will give a bank account in Bank Of Baroda or HDFC, And the salary also debited in their accounts.

5.

Providend Fund: There is a scheme introduced by the company named, EPS (Employee Pension Scheme). According to this scheme, when employee get retired. The company provide 8.33% of annual

salary. And the other scheme FPS (Family Pension Scheme). The company provides 3.67% to the family.

6.

Motivation: The company hold such programmers to motivation the employees like seminars of Bramhakumary, Management Guru, Chintan Shibir, etc.

7.

Hospital: The company provides the hospital facilities to the employees and all his/her family members who are dependent on his/her. If the hospital is not capable to give the special treatment, it will pay all the bills of the hospital.

8.

Quarters: The company will provide two types of quarters. One is two room and kitchen and other is three room and kitchen. As a rent of quarter, the company will out 15% of the salary from employees salary.

9.

Traveling: Daily two buses for traveling one is in the morning and other is in the evening. One bus for shopping in a week is there.

10.

Schooling: In the quarter area their is a school, providing primary education to the employees children, the building of the school is

made by the company itself. And the educational system is undertaken by the government.

So, these are the main functions which deal with ADMINISTRATION DEPARTMENT.

conclusion

ACHIEVEMENT

Maximum station generation

MWH Daily Monthly Yearly 3557 105912 1175203 PLF 109.78 105.44 99.37 Date 29/12/2007 Dec 07 2004 - 05

SUGGESTIONS AND RECOMMENDATIONS

1.

The UTRAN is a Government sector. so that the risk is very low to the unit. And they can easily attract the investors.

2.

It provide lots of welfare facilities to the employees, so that they can easily get the employers.

3.

There is a good commitment in man power. So that group work is possible.

4.

The company has vast opportunity with its new plant, to prove it self as a maximum production unit.

5.

Healthy competition between each and every department prove as a tool of motivation to the employees.

6.

Duration

of

the

training

programme

should

be

sufficient. training

Management should be maintain that duration of programme. 7.

Company has to try increasing it commitment between each and every departments.

8.

Company should prepare monthly report and circulate it among the employees, so that they can get to know where they are in the growing world.

METHODOLOGY
There are three basic methods through which the report has prepared.

By personal contacts. By observation. By other data sources.

In personal contact include the help and discussion with the top-level management, department in charges and other staff members. I had also prepared questionnaires for top-level management, for the customer and for the staff.

By observation, I mean the visualization of various practical actions which included visit to the production unit, sample room, computer designing room, staff work, export documentation procedure, packing room, and port etc.

Conclusion
In the end of my Vocational Training in GSECL which has been competed as on date 29th June, 2008. We wish to Almighty God that the future of the organization may be bright full and full respected with all strategic process. The financial position of the company is good and looking at its various financial ratio and profits for the last few years we can say that the liquidity of the company is also good. Regarding the Human Resource management, manpower planning of the human resource management is done in the best way. The recruitment and selection policy of GSECL is good and if provides regular training and development to its employees. The working conditions are also managed properly. As it is gas based power station, the production process is faster than other units. It provides eco-friendly environment. The overall management of the company is fully developed and it will progress and expand more and more. There are many encouraging factors for it to expand like various infrastructure facilities, support of employees etc. So finally, we would like to conclude that GSECL have bright future and wise and wide field to expand. We would also like to convey my thanks towards all the members of GSECL who have directly and indirectly provided us a lot of information and help regarding all the departments.

Thank You