Free Essay

Implementation of Hrm

In: Science

Submitted By jylmr
Words 1278
Pages 6
NEHU Grid Sub-station is located at Umjarain; under the control of the Resident Engineer, NEHU Grid S/s, Umjarain which is under the Office of the Executive Engineer, Transmission and Transformation Division Shillong. At present there is 1(One) Assistant Engineer, 3(Three) Junior Engineers and 4 staffs (which include 2 Jugali, 1 Lineman-2 and 1 Casual Jugali) performing shift duty on rotation basis. Besides these, there are 5 Maintenance staffs (Comprising of 1 Lineman-2 and 4 nos. Casual Jugalis) that are assisting the Resident Engineer in day to day maintenance work to maintain uninterrupted Power supply. NEHU Grid substation is connected to 4 Grid Substations namely Umiam Grid s/s by Umiam Feeder, Mawlai Grid S/s by Mawlai Feeder, NEIGRIHMS Grid S/s by NEIGRIHMS Feeder and Khliehriat S/s by Khliehriat Feeder which are further interconnected to other S/s and Power stations of the state of Meghalaya. The transmitting voltage is 132 KV. The Power received at NEHU S/s at 132 KV voltage level is transfer to the 33 KV Bus after the voltage is stepped down from 132 KV to 33 KV by 2 nos. 20 MVA transformer located in the 132 KV switchyard of the S/s. These two Transformers operate in parallel. From the 33 KV Bus the power is transfer to the different 33/11 KV sub-stations by the 33 KV Feeders viz, Happy Valley Feeder, Meter factory feeder, SE Falls Feeder, Umiam feeder and NEHU-Mawiong Feeder. There is also one 33 KV Tie-Line namely 33 KV Tie-Line-2 which connects the NEHU Grid S/s and Mawlai Grid S/s. This line facilitates the transformers at both Sub-stations to operate in parallel when the CBs and isolators of the line are closed at both ends. Some of the power received at NEHU S/s is consumed as energy in the Sub-station itself as station service for lighting, supply to the charging motors, Battery charger, cooling fans. etc. For this there is one 33/ 0.433 KV, 630 KVA transformer located at 33 KV switchyard.

The closing and opening of breakers of the transformers and different feeders (132 KV and 33 KV) can be done remotely from the control room or locally from the switchyard. For this there is a control circuit for closing and tripping of the breaker. The breaker can also be tripped automatically by the relaying protective system in case of fault is detected by the relay. The transformers and different feeders are protected through different relay protection schemes.

There are different equipments and devices at the Sub-station besides the transformers. These are the Circuit Breakers, Isolators, Instrument Transformers, the Lightning Arrester or Surge Arresters and Insulator, R&C Panels, Battery Charger and Battery Bank and LT Panel. There are also Communication Equipments and data transfer equipments like RTU, PLCC Panels and Wave traps.

Circuit breaker: It is a switching and current interrupting device. It serves two basic purposes: 1. Switching during normal operating conditions for the purpose of operation and maintenance. 2. Switching during abnormal conditions such as short circuits & interrupting the fault current.

Isolator: It is a switch which can be used for disconnecting a circuit under no current condition.

Lightning Arrester or Surge Arrester: This is a protective device which conducts the high voltage surges on the power system to the ground.

Instrument Transformer: These are devices which transfers high voltages or currents in power lines to values which are convenient for the operation of measuring instruments and relay since measuring instrument and protective device are designed for low voltages (generally 110 V and current (about 5 Amp/ 1 Amp). There are two types of Instrument Transformers viz.

1. Current Transformer C.T. : A current transformer is essentially a step-up transformer which steps down the current in a known ratio. The primary of this transformer consist of one or more turns of thick wire connected in series with the line. The secondary consist of a large no. of turn of fine wire and provide for the measuring instruments and relays a current which is a constant fraction of the current in the line.

2. Potential Transformer P.T. : A Potential transformer is essentially a step-down transformer which steps down the voltage in a known ratio. The primary of this transformer consist of a large no. of turn of fine wire connected across the line. The secondary winding consist of a few turns and provide for measuring instruments and relays a voltage which is a known fraction of the line voltage.

3. Metering and Indicating Instrument: There are several metering and indicating Instrument e.g. Watt Meter, Ammeters, Voltmeters, Energy meters installed in a sub-station to maintain watch over the circuit quantities. The instrument transformers are invariably used with them for satisfactory operation.

R & C Panel: These panels house the Relays, Breaker Control Switches, and Different Meters (Ammeters, Voltmeters, Megawatt meters, Energy meter etc.

Protective Relay: A protective relay is a device that detects the fault and initiates the operation of the circuit breaker to isolate the defective element from the rest of the system.

Different accessories of the Transformer:

Conservator: Conservator is used on transformer for providing adequate space for expansion of oil when transformer is loaded or when ambient temperature changes substantially. It also conserves the insulating property of oil from deterioration and protects the transformer against failure on account of bad quality of oil.

Buchholz Relay: Buchholz relay is a very sensitive, gas and oil operated instrument which detects formation of gas or development of sudden pressure inside the oil filled transformer. It is connected to protection circuits to give an early audible alarm in case of gas collection and to disconnect the transformer from supply in case of severe fault inside the transformer.

Explosion Vent/ Pressure Relief Valve: The purpose of the Explosion Vent/Pressure Relief Valve is to prevent damage to transformer tank by releasing any excess pressure that may be generated inside the tank.

Radiators: These are provided for cooling down the oil inside the transformer.

Silica Gel Breather: Whenever there is a change in the ambient temperature or in the load of an oil immersed transformer, there is a change in the volume of oil. This change, therefore, forces the air above the oil level in the conservator to be either pushed out or breathe in from outside atmosphere. Whenever the air is breathed in, there is a possibility of moisture and dust from the atmosphere to be sucked in. This is dangerous to the insulating properties of oil. Silica gel breathers are provided to prevent this and to ensure that dry air is breathed in and out through the surface.

Magnetic Oil Indicator: This is a direct oil level indicating device provided on large transformers with conservator at relatively high levels from the ground.

Marshalling Box: The transformer is protected by certain fittings directly mounted on the transformer at different locations. These fittings usually are of electrical nature and have contacts or terminals which are connected to the protection scheme. The connection to protection scheme gives various types of alarm indications and also disconnects the transformer from incoming and outgoing supply in caser of severe fault conditions. In order to facilitate connections of all such devices to the protection scheme, the leads of all contacts are wired to a weather proof terminal box. This box also houses indicators of oil temperature, winding temperature and heater.

Oil temperature Indicator: It serves for monitoring the oil temperature of the transformer.

Winding temperature Indicator: It serves for monitoring the winding temperature of the transformer.…...

Similar Documents

Premium Essay

It Implementation

...IT Project Implementation Failures Within this document you will find the answers to your questions. Such as how the implementation process works and why some IT projects tend to fail. The implementation process will be explained in detail so that the roles and responsibilities are understood. There will also be a brief overview of how an organization can minimize the occurrences and effects of it failures. IT Implementation The implementation process begins after the system has been assigned and everyone has access to it. This process is a huge priority for our team and especially valued by the senior executives. When our organization implements a new health care information system we make sure that plenty of time and resources are set aside to give it as much attention as needed to complete the process. The first few steps of the process are crucial, organizing the implementation team and identify a system champion, determine the projects scope and expectations and establish and institute a project plan. In these first few steps there can be major failure, leading to costly overruns, unsatisfied users, delays and more. Fundamentals Missed In the case study “Memorial Health System CPOE Implementation” there was several fundamental activities that were not completed. When planning out the process Fred Dryer and Joe Roberts did not evaluate the time money or even staff that would be needed to complete the implementation process. The men wanted to get the board’s......

Words: 686 - Pages: 3

Premium Essay

Rhetoric of Hrm

...Rhetoric of HRM is Soft But the Reality is Hard HRM Viewed as a Rhetorical Device Mulvaney, P (2012) Page 1 Paul Mulvaney N00128352. Course DL243f Contents Introduction....................................................................................................3 Where does the HRM rhetoric–reality gap exist........................................4 Why has management used HRM as a rhetorical device...........................5 How has HRM rhetoric penetrated work culture.......................................6 Conclusion......................................................................................................7 References.......................................................................................................8 Page 2 Paul Mulvaney N00128352. Course DL243f Introduction The gap between the soft rhetoric contained within corporate communications and the sometimes hard realities of organisational life has received much attention within the HRM literature. The debate centres on the issue of managements’ ability and intent to implement soft HRM practices, which appear to offer value to both sides of the employment relationship. The following paper aims to address the where, why and how of HRM rhetoric’s influence on employment. The key issues are: Where and in what context is there a lack of congruence between the perceived promises of management and employee experience? Why and to what end has management used......

Words: 1893 - Pages: 8

Premium Essay

Implementation

...The Nature of Strategy Implementation Successful strategy formulation does not guarantee successful startegy implementation. It is always more difficult to do something (strategy implementation) than to say you are going to do it (strategy formulation). Although inextricably linked, startegy implementation is fundamentally different from strategy fromulation. Strategy formulation and implementation can be contrasted in the following ways: * Strategy formulation is positioning forces before the action. * Strategy implementation is managing forces during the action. * Strategy formulation focuses on effectiveness. * Strategy implementation focuses in efficiency. * Strategy formulation is primarily an intellectual process. * Strategy implementation is primarily an operational process. * Strategy formulation requires good intuitive and analytical skills. * Strategy implementation requires special motivation and leadeship skills. * Strategy formulation requires coordination among a few individuals. * Strategy implementation requires coordination among many individuals. Management perspectives Implementation problems can arise because of the shift in responsibility, especially if SF decisions come as a surprise to middle- and lower-level managers. Therefore, it is essential to involve divisional and functional managers in strategy-formulation activities. Management Issues Central to Strategy Implementation * Establish annual......

Words: 540 - Pages: 3

Premium Essay

Hrm Journal

...perspective to human resource management is adopted.” (Armstrong, M.,2008, pg 33) . This journal will explore on the principals of human resource management, analysis of its concepts, models and framework. Explanation of HRM process and build up of strategies. The journal ends with an assessment of roles in strategic HRM. Strategic Human Resource Management (HRM) can be defined as the way through which the organizational goals will be achieved by the people with the help of HR strategies, policies and practices. (Armstrong, M., 2008, pg 33). Other definitions of Strategic Human Resource Management are as follows:- “Strategic Human Resource Management means formulating and executing human resource policies and practices that produce the employee competencies and behaviors that company needs to achieve its strategic aims” – Garry Dessler (Durai,P.,2010,pg 24) “Strategic Human Resource Management is a pattern of planned human resource developments and activity intended to enable a firm to achieve its goals “ – G.C.MacMahan (Durai,P.,2010,pg 24). Models of Strategic Human Resource Management The Harvard model :- The Harvard model was put forward by Michale Beer, Richard Walton, Quinn Mills, P. Lawrence and Bert Spector which draws attention towards the soft aspect of HRM. It lays emphasis on the fact that HR policies should be made keeping in mind the vision, mission, goals and objectives of an organization, and in very few cases external factors should also be......

Words: 2905 - Pages: 12

Premium Essay

It Implementation

...IT Project Implementation Failures Tykeshia James HCS483 February04, 2013 Linda Mesko IT Project Implementation Failures The typical implementation process or plan includes the following, “workflow and process analysis the organization needs to identify opportunities for improvement and as appropriate effect those changes. Identify sources of data including interfaces to other systems, redesign physical location as needed. Then comes the system installation determine system configuration, order and install hardware, prepare computer room upgrade or implement IT infrastructure, customize software test, retest, and test again. Next, the organization should have staff training so that they are up to date on the new system procedure manuals should be updated as well so if the occasion arises the staff can refer to the information. After this the data needs to be converted and system testing. Finally, preparation for go-live date select a date when patient volume is relatively low ensures sufficient staff is on hand. Setup mechanism for reporting and correcting problems and issues review and effect process reengineering. () During the implementation process there should be an organized implementation team and a system champion. The implementation team is responsible for planning, coordinating, budgeting and managing the new system. The team should include an IT professional with technical database and network administration expertise. They will be responsible for......

Words: 441 - Pages: 2

Premium Essay

Human Resource Practise Efficiency Impact of Implementation Hrms in Tenaga Nasional Berhad (Tnb)

...HUMAN RESOURCE PRACTISE EFFICIENCY IMPACT OF IMPLEMENTATION HRMS IN TENAGA NASIONAL BERHAD (TNB) -THE CASE STUDY- Abstract Although there is no official link connecting organizational performance and HR practices, there is still that link. It does not matter the lack of a physical connection, so as long as the connection does exist. Firstly, managing people the right way helps any organization achieve improved performance over time. When organizations manage their people well, the organization's performance itself will also improve over time. But if organization wants a more tangible basis for measuring HR performance and efficiency, then here are some commonly used metrics for that purpose. HR management starts with selection and recruitment. When a company has vacant positions, it will look for applicants for that position, in the hopes of finding the best one to suit the job. The measurement dimension to look out for here then is the level of sophistication that the processes of recruitment are at. Are the selection and application processes up to par? Do they come with appropriate psychometric tests? Does the department make use of clear criteria when it comes to selecting qualified people from its pool of applicants? Are the interviews as structured as they should be? The next process to look into is induction and training. Induction is the process of officially introducing newly hired employees into the company or the organization. Metrics here would still......

Words: 7392 - Pages: 30

Premium Essay

Hris Implementation

...Human Resource Information Systems: Implementation in Taiwan Carol Yeh-Yun Lin Abstract Approaching the new century, human resource information systems (HRIS) capitalize on the synergy between the two precious assets, human resources and information technology. This study examines the content and context of HRIS in Taiwan. Research shows that higher HRIS level (DSS>MIS>EDP), usage by top managers, usage by HR staff, and HRIS experience contribute to greater organizational support and HRIS effectiveness. Training, support of the information systems department, involvement of human resource leaders, and computer literacy of HR staff are the most significant contributors to the effectiveness of HRIS. In addition, more emphases on support for decision making, timeliness, comprehensiveness, and accuracy can also enhance systems effectiveness. Introduction In an era striving for excellence, human resources become a crucial source of competitiveness (e.g., Porter, 1985; Ulrich, 1987). Pfeffer(1995) reported that the five best performing firms from 1972 to 1992 in the USA rely not on technology, patents, or strategic position, but on the management of their work force for sustained advantages in the marketplace. The business community also realizes that after people, information is its most important asset (Jenkins and Lloyd, 1985). During the past decade, information technology has greatly impacted the way businesses are managed. Reports on how......

Words: 5333 - Pages: 22

Premium Essay

It Implementation

...IT Project Implementation Failures HCS/245 September 16th, 2013 Marc Magill Project Implementation A typical IT Implementation process normally follows SDLC process. SDLC refers to Standard Development Life-Cycle. Below are the standard SDLC phases: 1) Initiation Phase 2) System Concept Development 3) Planning 4) Requirements Analysis 5) Design 6) Development 7) Integration & Testing 8) Implementation 9) Operations & Maintenance 10) Disposition Any project starts with an Initiation phase when a Business or Project Sponsor identifies a use case or need or opportunity to achieve some of the company’s strategic goal. Based on this proposal will be created. System Concept Development phase where we define the scope, business requirements trace matrix, Cost Benefit Analysis, Risk Management Plan and if the proposal can be feasible and define an approach. This is the phase where you identify all stakeholders and socialize the project for its approval. Planning phase is where you do vendor selection; create project management plan, project schedule and any other planning documents. Budget plan, Resource plan will also be defined in planning phase. Disposition provides end of system activities and lessons learned and close the project. Requirements Analysis is where you work closely with business users and understands their needs, develop user needs and create a detail functional design document and get approval from all stakeholders. Design phase......

Words: 803 - Pages: 4

Premium Essay

Benefits of Hrm

...organization by linking HRM to the strategic aims of a firm, helps to assess HR policies, will bring competitive advantage, brings team-building, helps direct and supervise the performances of the employees and keeps the firm legal. Strategic HRM is based to the principles of HRM which is basically a management process that is carried out by the existing workforce in an organization. It includes functions such as attracting, selecting, and training, assessing and rewarding the employees and at the same time managing organizational leadership and making sure there are fulfillment labor and employment laws. Strategic HRM a key to enhanced business performance as it aims to plan the implementation of all the above mentioned functions due to which it has gained a lot of popularity over the few years (Boselie, 2001). Strategic HRM planning helps the firm to map out where they currently are; where they need to reach and how will they reach there. Improvement in the performances is achieved by coalition of business and HR strategies. HR functions and business performances have become ‘the dominant research issue’ (Guest, 1997, p. 264). According to the theorists the HRM strategy has the goal to manage people which will help in the success of business objectives and the senior management thinks that with the formation of strategy; the policies, practices and viewpoints will bring in improved business performances (Tyson, 1997, p. 277). Good performance is possible as HRM......

Words: 734 - Pages: 3

Premium Essay

The Future of Hrm

...Sustainable Human Resource Management: Is it the future or just an interesting theory? Abstract: The purpose of this work was to understand whether sustainable human research management is a solution for the future of HRM. For this reason a research was made regarding the concept of sustainability, its relationship with HRM, and some early versions of how this concept might work. The research showed that while the general knowledge of this perspective idea has been around for a few decades, researchers have only covered some of the basics about this topic. The research also demonstrated some of the positive implications this idea could inflict if it could actually be successful implemented. From the results it can be concluded that while this is still a raw idea, the recent economic struggles will force organizations to plan ahead and figure out how to achieve sustainability. Introduction: A green and healthy lifestyle is becoming more and more popular all around the world: people are sorting and recycling almost everything after it has been used for the first time, companies are looking for ways to look out for the environment, and governments are spending huge amounts of funds on developing alternatives for oil and other natural resources. People are starting to realize that they cannot continue living like they have for the last couple of centuries; they are starting to think about the future. All of this is being done in order to preserve the most valuable thing......

Words: 3523 - Pages: 15

Premium Essay

Implementation

...Name Instructor Class Date Implementation Rehearsal must be considered in plan implementation because you have to make sure you practice your plan to see if it is planned out enough and to see if it will work. You should always rehearse a plan before making it official so you can weed out any mistakes or bad ideas. Maintenance must be considered in plan implementation because if you have any errors, you need a way to fix them quickly. Just like buying a used car, you need maintenance every once in a while to fix things that aren’t working right. Benchmarking must be considered in plan implementation because you should always evaluate your plan for mistakes and make sure it is as good as other plans. It’s all about competition in this world, and if your plan isn’t as good as others, you will have some problems in your business. If your plan doesn’t pass the test, it will not work and needs to be fixed. Assurance and Audit must be considered in plan implementation because it helps to assure that your plan can be fixed and molded into the best plan it can be. All of the errors are removed to perfect the plan with assurance audit. Not only is it a good idea to make sure others within the company inspect your plan for a second opinion, but it is also a good idea that you also inspect your plan personally also. You are the one that created it and you are the one that knows what’s best for it and what needs to stay and what needs to go. Reference Reference: ......

Words: 293 - Pages: 2

Premium Essay

Hrm Unitel

...Contents 1. Introduction 2 2. Background information 2 2.1. Unitel 2 2.2. Vision 2020 2 2.3. HRM model 2 3. Problem identification and solution 2 3.1. Teamworking 2 3.2. Employee empowerment and engagement 3 3.3. “Work smarter” 3 3.4. War with the Union 3 4. Implication of Harvard model in UnitelHRM systems 3 4.1. Harvard model philosophy 3 4.2. Implication of Harvard model 3 4.2.1. Strengthening the role of employees in the decision-making process 3 4.2.2. Encourage quality initiatives and corresponding enhanced reward systems 5 5. Conclusion 6 6. Reference 6 7. Appendix 8 7.1. Five-stage model 8 7.2. Harvard model 9 1. Introduction 2. Background information 3.1. Unitel 3.2. Vision 2020 3.3. HRM model Bottom-up 3. Problem identification and solution 4.4. Teamworking A senior maintenance officer of Unitel claimed that the Vision 2020 created a discrimination among employees that decrease the effect of team spirit. Consequently, employees are blamed for all problems as “self-conflicts” According to Katzenbach and Smith (1993), a high performance team can create beyond performance expectations. Moreover, working as a team ca influent on individual behaviour and attitudes towards work (Roethlisberger and Dickson, 1964). Hence managers should pay more attention on forming team for employees following Tuckman and Jensen (1977) five-stage model (stated in the appendix). 4.5. Employee empowerment and......

Words: 1652 - Pages: 7

Premium Essay

Transformational Hrm

...13 Table of Contents 1. Introduction1 2. HRM Transformation in general terms2 2.1 HRM phenomenon 3 2.2 Trends driving it3 3. HRM formulation for the manufacturing company 4 3.1 About the company4 3.2 Harvard HRM model 4 3.3 Situational and Stakeholders Aspects 5 3.4 Defining business strategy6 3.5 HRM policies 8 3.6 HRM Delivery9 4. Recommendations and Conclusions 10 4.1 Interpretational model and recommendations10 4.2 Conclusion13 References14 1. Introduction The first part of the report will provide an insight to what circumstances triggered HRM transformation. Then we’ll explore the complex issues debated around HRM transformation at present and attempt to examine some theoretical perspectives and approaches that may be suitable in advising CEO what HRM transformation would mean for the manufacturing industry. We’ll emphasize in our report that restructuring and retrenchment should be practiced only when relevant. In the last section of our report we’ll present an interpretational model amalgamating figures and some rhetorical findings analysed in the earlier sections of the report and based on the analysis of the same model we’ll provide recommendations and conclusion as to how HRM transformation might achieve both cost cutting and increased effectiveness. 2. HRM transformation in general terms 2.1 HRM phenomenon During Margaret Thatcher’s administration we observed ‘an ascendancy of a new political and......

Words: 3772 - Pages: 16

Premium Essay

Soft Hrm

...in Publication Data A catalogue record for this book is available from the British Library ISBN 1 904541 08 9 ISSN 1393-6190 Cover design by Creative Inputs Typeset by the Institute of Public Administration Printed by ColourBooks CONTENTS 2 Foreword 5 Acknowledgements 7 Executive Summary 8 Chapter 1: Introduction 12 1.1 Background 12 1.2 Policy context 13 1.3 Rationale for the study 14 1.4 Research terms of reference and approach 14 1.5 Report structure 15 Chapter 2: Key Concepts from the Strategic HR Literature 17 2.1 Introduction 17 2.2 What is strategic HR? 17 2.3 From personnel management to strategic HRM 18 2.4 The impact of strategic HRM 21 2.5 The implementation of strategic HRM in the public sector 23 2.6 Key chapter findings 26 Chapter 3: The Developing Concept of Strategic HR in the Irish Civil Service 28 3.1 Introduction 28 3.2 Background to HR reform in the civil service 28 3.3 From policy to practice 31 3.4 Key chapter findings 33 Chapter 4: Strategic HR Practice in the Irish Civil Service 35 4.1 Introduction 35 4.2 Evidence of HR as a strategic partner 36 4.3 Evidence of HR as an administrative expert 45 4.4 Evidence of HR as an employee champion 49 4.5 Evidence of HR as a change agent 54 4.6 Key chapter findings 55 3 Chapter 5: Implementing Strategic HR Outside the Civil......

Words: 29137 - Pages: 117

Free Essay

Global Hrm

...international factors. They still have different HRM needs and operated differently. The best HRM for these organizations is as follows. Are book states in chapter 3 that global organization need an global HRM that is centralized and dependent with the main role of global HRM of implementation(Thomas, D.C. and Lazarova, M.B. 2014.) Multinational organization need an HRM that is decentralized and independent with a role of influencing(Thomas, D.C. and Lazarova, M.B. 2014.) International organization need a global HRM that is centralized and dependent with a role of being the process champion(Thomas, D.C. and Lazarova, M.B. 2014.) Transnational organizations need a global HRM that is decentralized and interdependent with a role of coordination and integration(Thomas, D.C. and Lazarova, M.B. 2014.) Chapter 4: 1 Explain how the process of re-contextualization changes the meaning associated with an HRM policy or practice. Can you provide some examples from the workplace? Re-contextualization is another method of transferring a Human Resource Management process and practices across the global organization(Thomas, D.C. and Lazarova, M.B. 2014.) What makes Re-contextualization different than just transferring a HRM policy and practice to another part of the global organization is that the HRM policy and practice is not simply rejected or accepted(Thomas, D.C. and Lazarova, M.B. 2014.) Re-contextualization re formats it and makes it a new. The HRM policy and practice......

Words: 1341 - Pages: 6