在公司的人力资源在组织整合中起着非常重要的作用。其主要贡献是通过：
能力建设
承诺建设
系统建设
文化建设
公司的系统的方法来开发基本上是集中在如何训练可以集成到其他组织的子系统，如：
质量体系
绩效评价体系
技术系统
这是为了实现组织的总体目标和目标，并通过学习而不是通过任何工程解决方案，通过持续改进来传授软系统思想。基于软系统思想的其他因素有：过程改进、改进测量、创新、组织发展和标杆管理等。
培训是一种建立在公司的学习环境的故意行为，之后，人们可以将自己的学习在工作场。它不再是组织生活中的一个被动的角色，但它已成为组织的业务和线管理人员的一个组成部分，它在决策，战略发展，政策制定和业务管理中起着转换作用。印度国有热电公司正迎合电力组织的培训要求。
The Human Resource in NTPC plays a very important role in consolidation of the organization. Its major contribution is through
Competence building
Commitment building
System building
Culture building
NTPC's systems approach to HRD is basically focused on how training can be integrated to other organizational subsystems such as
Quality system
Performance evaluation system
Technical system
This is to achieve overall objectives and goals of the organization and to impart soft system thinking for the continuous improvement through learning rather than through any engineered solutions. Other factors which are based on are based on soft system thinking are Process improvement, improvement measurement, innovations, organization development and Benchmarking etc.
Training is an intentional act of creating a learning environment in NTPC, after which people may apply their learning in the work field. It is no more a reactive role in organizational life, but it has become an integral part of business and line managers of the organization, where it forms a transformational role in decision-making, strategic development, policy formulation and business management. National Thermal Power Corporation is catering to training requirements in the power organization.
NTPC's HR policies recommend a Periodical Training Need Analysis (say once in two years) for evolving an annual need based training intervention agenda encompassing the following areas:
Technical training and skill up gradation
Personality Development
Organization Development Issues
Information Technology and Computer Skills
Management Development Programs
At least one long term training opportunity/ program in a career should be planned for middle and senior level officers. The NTPC while being a technically intensive sector dependent on primarily engineering work force needs competent managers especially in the changing environment of reforms and move towards competitive market environment. While the Power Sector has a large number of highly qualified engineers in senior roles, there has been inadequate focus on building managerial competencies. So it needs at least one long term Management Development Program should be planned for middle and senior level officers while they make the transition from primarily engineering roles to managerial decision making roles.
On the Job Training
Field Training
Rotational
on the job
training
Vendors
Project
work
Field Training
Power Plant exposure
Behavioural Inputs
Technical Inputs
Power Plant exposure
Class room Training
Induction
52 weeks training
On the Job TrainingET TRAINING MODULE
Training for cover behavioral & attitudinal changes
NTPC HR policies include training interventions, education up gradation plans and management development programs designed for personnel should ensure holistic all-round development of the personnel. One of the comprehensive models for training, the 360° Training Model, provides a platform not just for functional skill development but incorporating behavioral and attitudinal orientation while creating an appreciation of the commercial aspects of business. While companies are generally able to offer core functional training, behavioral and attitudinal training expertise is lacking in a majority of the firms. Hence, companies should seek to ensure that the training is not limited to narrow functional role perspectives but overall organizational and social perspectives as well.
Knowledge Management in NTPC:-
Three critical aspects NTPC's knowledge management system is focused on three critical aspects:
External knowledge:
-Subscription/membership to domain specific industry reports
-Subscription/membership to domain specific technology j
