Perseverance, a passion for excellence and a firm commitment towards all stakeholders and the community at large, has made us a responsible corporate powerhouse. Jindal Power Limited (JPL) is one of India's major energy producers with a significant presence in the industry.
An ever-flourishing company focused on nation building,value creation and sustainable development.
Building Nations, Empowering Communities.
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The Human Resource department endeavours to provide on an average, four-five days of training to all employeesevery year. The training programme is based upon the training needs identified for every individual. The participants are nominated for both in-house and external training programmes including overseas. The responsibility of functional as well as behavioural / management training rests with the concerned HR department, which plans for and executes the training initiatives in co-ordination with functional heads.
The Human Resource department endeavours to provide on an average five days of training to all employees every year. The training programme is based upon the training needs, identifying skill gaps, bridging those gaps and growing the knowledge base for every individual . The participants are nominated for both in-house and external training programmes.
The responsibility of functional ,technical as well as behavioural / management training rests with the concerned HR department, which plans for and executes the training initiatives in co-ordination with functional heads.
JPL is highly committed to not merely acquiring the best available talent but nurturing and developing it to enhance its operations. With this in view, we have set up the Jindal Lead Management Group (JLMG).
The JLMG charts a recruit’s growth track all the way up to the level of AVP within a period of 10 years subject to performance. Growth beyond that level too is based on performance.
Mentoring refers to a developmental relationship where a more experienced person (the mentor) helps and guides a young and inexperienced person (the mentee) to better his professional life. Mentoring goes beyond the normal boss-subordinate relationship and involves sharing of professional skills, expertise and experience. In order to derive the best out of this relationship, the mentor must provide a congenial atmosphere, which makes the mentee feel comfortable. It also fosters interpersonal relationships and in encourages knowledge sharing.
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JPL has always emphasized on working with a fresh talent pool. The company recruits fresh engineers and management students at the entry level under its Graduate Engineers Training (GET) and Management Trainee (MT) programmes.
The purpose of the GET/MT scheme is to help the company blood young talented engineers into its workforce and groom them in line with its work culture. In the first round of all-India GET in 2007, 125 fresh graduates engineer were recruited in across four disciplines – mechanical, electrical, I&C and metallurgical.
The new recruits are first adapted to the organization’s culture, values, its systems and quality procedures. Further, they are put through anawareness training programme on safety procedures. All the GETs undergo structured class-room training for three months on the following:Behavioral aspects: Team building, attitude transformation, communication skills, decision-making and problem solving.
JPL offers attractive remuneration packages to GETs and MTs in order to reward and retain the best talent. This recruitment scheme has helped enhance JPL's brand image and created considerable awareness about the company among the student fraternity.
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The O. P. Jindal Engineering & Management Scholarship was started in the year 2007 to commemorate Shri O.P. Jindal, the founding father of the Jindal group. The O P Jindal Engineering & Management Scholarship (OPJEMS) is a timeless tribute to this visionary leader.
Shri O.P. Jindal's sons share a very close association with the project and the group promotes this venture with a dedicated approach. 21 Engineering and 10 Management colleges were invited to participate in the scholarship process for the year 2008. Reputed management institutes like IIM - Ahmedabad, Lucknow, Bangalore, Kolkata, Indore, Kozhikode, XLRI, MDI-Gurgaon, SPJIMR, FMS-Delhi and engineering institutes like IIT- Kanpur, Delhi, Kharagpur, Mumbai, Chennai, Roorkee, Guwahati, IT-BHU, NIT—Tiruchirappalli, Suratkal, Allahabad, Warangal, Bhopal, Jaipur, Nagpur, Raipur, Kurukshetra, Rourkela, Jamshedpur, Durgapur and OPJIT-Raigarh participated in OPJEMS-2008.
Each academic year, the top 20 students from these Institutes are considered eligible for the scholarship (in terms of grades scored in the previous written exam) making it 2020 applicants in all. Each participating institute is ensured at least one scholarship. Following the ideals of individual educational excellence, meritorious students from all over the nation are awarded scholarships based on a rigorous selection process, which involves application, written test and personal interview.
Even a student enjoying another scholarship can compete for OPJEMS, provided he meets the required criteria. OPJEMS is awarded solely on the basis of merit, irrespective of the financial backgrounds of the students.
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