NEED FOR MINI POWER PLANTS

The deficit in the installed capacity as well as the energy availability as discussed above is likely to increase during the coming years unless corrective measures are planned immediately. In view of the above and recognizing the Ion" gestation periods necessary for large thermal / hydel projects, GDI through its resolution decided to permit private sector to establish power projects based on DG units using heavy fuel oils such as HFO, LSHS, etc as primary fuels.
In pursuance of the above policy of GOI Resolution, GOAP had announced a policy frame work vide G.O.Ms.No.l52 dated 29-11-1995 giving permission to private entrepreneurs to set up Mini Power Plants (MPP) based on residual fuels to cater the needs of industrial consumers in the state. The brief highlights of the policy are:
1. The MPPs are permitted to generate, sell power and collect revenue directly from the industrial consumer.
2. Power generated by MPPs will be supplied to its consumers through existing trans­mission network of APTRANSCO.
3. The total contracted maximum demand of the industrial consumers of MPP shall not exceed 1.5 times the net installed plant capacity.
4. Any excess power left with MPP up to 15% of the plant capacity can be purchased by APTRANSCO at higher of, the weighted average price of purchase of power made by APTRANSCO from central generating stations or the uniform variable cost on monthly basis and applicable to that month. The APTRANSCO can also purchase power be­ yond 15% of generation of the company at its option with our conferring pre-emptive right of sale on the company.
5. During schedule and unscheduled outages of the plant, APTRANSCO to extend back-up supply.
6. The energy adjustment between MPP and APTRANSCO shall be bi-monthly.
LVS power Limited was granted permission to set-up Mini Power Plant in Visakhapatnam, Andhra Pradesh and sell power directly to Industrial Consumers.

POWER SCENARIO IN ANDHRA PRADESH

Andhra Pradesh is one of the four states in South India with Hyderabad as its capital city. It is spread over 275.068 Sq. Km. And has a population of over 80.00 million. The state is divided into 23 districts, comprising 264 cities & towns and 26.565 villages. Though the state is predominantly agricultural, large number of cement, paper, fertilizer, electronics, steel, pharmaceutical and chemical units are located in the state. Hyderabad, Tirupathi, Vijayawada and Visakhapatnam are the major industrial centers in the state.

The power sector in AP till recently, akin to that in many other states in India, was and exclusive domain of the state. To manage the power sector, the state created AP State Electricity Board (APSEB) in 1959 as an autonomous body with the responsibility for integrated power development in the state. APSEB was responsible for generation, transmission, distribution and selling of power. Subsequently in line with the reforms in the power sector undertaken by the state government and GOI, APSEB is bifurcated into APGENCO and APTRANSCO to focus on generation, transmission and distribution functions of the utility respectively. Further four regional distributions Companies namely APEPDCL, APCPDCL, APONPDCL and APSDCL were created to strengthen distribution in the state. The State government has also created Andhra Pradesh electricity Regulatory Commission to regulate the tariff and facilitate heal the growth of power sector in the state.
APTRANSCO purchases power from APGENCO, IPPs in the state, cen­tral public sector organizations and also from other neighboring states to meet the power requirements of the entire state through the distribution companies. APTRANSCO also purchases the power from the renewable energy sources like non-conventional fuel based power plants, mini hydro power plants, wind power plants, etc.The total installed power generation capacity in the state as on 31-03-2001 is 7,968.76 MW. The peak demand requirement of the state is about 7,140 MW and average daily energy requirement is about 144 MU.

PUBLIC SECTOR UNDERTAKINGS AND OTHER ORGANISATIONS

Bhakra Beas Management Board :
The Bhakra Beas Management Board manages the facilities created for harness­ing the waters impounded at Bhakra and Pong in addition to those diverted at Pandoh through the BSL Water conductor system. It was also assigned the responsibility of delivering water and power to the beneficiary states in accordance with their entitled shares.

Energy Management Centre :
The Energy Management Centre (EMC), New Delhi was established by the Government of India in April 1989 to act as a centre for information, research, training and international cooperation in the field of energy management.

National Power Training Institute :
The National Power Training Institute (NPTI), Faridabad was setup in 1980 as an autonomous body to function as the national apex body for the human resource devel­opment of India Power Sector.

Central Power Research Institute :
The Central Power Research Institute (CPRI), Bangalore was established in 1960. It was reorganised into an autonomous society under the Ministry of Power in 1978. The institute is managed by a governing body comprising members representing the government, the electrical utilities, the industries and academic institutions, etc.

PUBLIC SECTOR UNDERTAKINGS AND OTHER ORGANISATIONS

Power Finance Corporation Limited :
The Power Finance Corporation Limited (PFC), New Delhi, was incorporated on 16 July 1986 under the Companies Act, 1956 and was declared a public financial institu­tion in August 1990. The main objectives of the Corporation include financing of power generation projects, transmission and distribution works, renovation and modernization of power plants, system improvement and energy conservation schemes, maintenance and repair of capital equipment.

North -Eastern Electric Power Corporation Limited :
The North-Eastern Electric Power Corporation Limited (NEEPCO), Shi Hong was constituted in 1976 under the Companies Act with the objective of harnessing the power potential of the north-eastern region through planned development of power generation projects.



Nathpa Jhakri Power Corporation Limited :
The generation component of the 6x250 MW Nathpa Jhakri Hydro-electric Power Project (NJHPP) was sanctioned in April 1989.

Tchri Hydro Development Corporation Limited :
The Tehri Hydro Development Corporation (THDC) was incorporated on 12 July 1988 as a joint venture of the Government of India.

Damodar Valley Corporation :
The Damodar Valley Corporation (DVC) the fist multipurpose river valley project of the Government of India was set up on 7 July 1948.

PUBLIC SECTOR UNDERTAKINGS AND OTHER ORGANISATIONS

National Thermal Power Corporation :
The National Thermal Power Corporation Limited (NTPC), New Delhi, was set up in 1975 as a Central Sector generating company for the development of thermal power.

National Hydro-Electric Power Corporation;
The National hydro-electric Power Corporation Limited (NHPC) was set up in 1975 to promote the development of hydro-electric power in the central sector in all its aspects including investigation, research, design, construction, operation and maintenance of hydro-electric power stations.

Power Grid corporation of India Limited :
The power Grid Corporation of India Limited (PGCIL) was incorporated as a Government of India enterprise on 23 October 1989 under the Companies Act, 1956 as a limited company. Rural Electrification Corporation Limited.

The Rural Electrification Corporation Limited (REC) was set up in 1969 with the primary objective of providing financial assistance for rural electrification in the country. REC was declared a public financial institution under section 4-A of the Companies Act in 1992.

STATE ELECTRICITY BOARDS:

As on 3 1 March 2000 about 5 1 per cent of the total installed capacity is with the State Electricity Boards (SEBs). Restoration of financial health of SEBs and improve­ment In their operational performance continues to remain the most crucial issue in the power sector. SEBs are required to earn a minimum rate of return (ROR) of three per cent of their net fixed assets in service, after providing for depreciation and interest charges. However, only a few SEBs have ROR of more than three per cent.

CENTRAL ELECTRICITY AUTHORITY

The central Electricity Authority (CEA) is a statutory" organization consti­tuted under section 3(1) of the Electricity (supply) Act, 1948. It was established as a part-time body in 195 1 and made a full-time body in 1975. It is an attached office of the Ministry of Power. The Ministry of Power is assisted by the CEA in all technical, financial and economic matters. CEA is responsible for technical coordination an supervision of programmes and is also entrusted with a number of statutory functions.The CEA is particularly charged with the functions of developing a sound, ad­equate and uniform national power policy, formulate short-term and perspective plans for power development. It coordinates the activities of planning agencies in relation to the control and utilization of national power resources, technical and commercial ap­praisal of power schemes, collection of data, evaluation of financial performance of SEBs, analysis of tariff structure in the power industry, training of personnel and pro­motion of research in power-related matters

Electricity

The construction and operation of generation and transmission projects in the Central sector are entrusted to Central Sector Power Corporations, viz., the National Thermal Power Corporation (NTPC), the National Hydro Electric Power Corporation (NHPC), the North Eastern Electric Power Corporation (NEEPCO) and the Power Grid Corporation of India Limited (PGCIL). The Power Grid is responsible for all the existing and future transmission projects in the Central sector and also for the formation of the National Power Grid. Two joint-venture power corporations namely, Nathpa Jhakri Power Corporation (NJPC) and Tehri Hydro Development Corporation (THDC), are responsible for the execution of the Nathpa Jhakri Power Project in Himachal Pradesh and projects of the Tehri Hydro Power Complex in Uttar Pradesh respectively. Two statutory bodies, i.e., the Damodar Valley Corporation (DVC) and the Bhakra Beas Management Board (BBMB), are also under the administrative control of the Ministry of Power. Programmes of rural electrification are provided financial assistance by the Rural Electrification Corporation (RJEC) under the Ministry of Power. The Power Fi­nance Corporation (PFC) provide term-finance to projects in the Power sector. Fur­ther, the autonomous bodies (societies) i.e., Central Power Research Institute (CPRJ), the National Power Training Institute (NTTl) and the Energy Management Centre (EMC), are also under the administrative control of the Ministry of Power.

Electricity

Electricity is a concurrent subject at entry 38 in list III of the Seventh Schedule of the Constitution of India. The Ministry of Power is primarily responsible for the development of electrical energy in the country. The Ministry is concerned with perspective planning, policy formulation, processing of Projects for investment deci­sion, monitoring of the implementation of power projects, training and man-power de­velopment and the administration and enactment of legislation with regard to thermal and hydel power generation, transmission and distribution.
The Ministry of Power is responsible for administration of the Indian Electricity Act, 3910, Electricity (Supply) Act, 1948 and Electricity Regulator. Commission Act, 1998 and to undertake such amendments to these Acts, as may be necessary from time to time, in conformity with the Government's policy objectives.

POWER

Power development in India commenced at the end of the 19Ih century with the commis­sioning of electricity supply in Darjeeling during 1897, followed by commissioning of a hydel Power station at Sivasamudram in Karnaataka during 1902 in the pre-independence era, the power supply was mainly in the private sector that too restricted to the urban areas. The Electricity (Supply) Act was enacted in 1948. With the formation of state electricity boards during Five-Year Plans, a significant step was taken in bringing about systematic growth of Power supply industry all over the country. A number of multi/purpose projects came into being and with the setting up of thermal, hydro and nuclear Power stations, Power generation started increasing significantly.

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ENERGY is an essential input for economic development and improving the quality of life. Development of conventional forms of energy for meeting the grow­ing energy needs of society at a reasonable cost is the responsibility of the Government, viz., Ministries of Power, Coal and Petroleum and Natural Gas Development and promotion of non/conventional/alternate/new and renewable sources of energy such as solar, wind and bio-energy, etc., are also getting sustained attention from the Ministry of Non/Conventional Energy Sources. Nuclear energy development is being geared up by the Department of atomic Energy to contribute significantly to the overall energy avail­ability in the country.

Functions of Industrail Relations

Functions of industrial relations include
· Communication is to be established between workers and management in order to bridge the traditional gulf between the two.
· To establish a rapport between managers and the management.
· To ensure creative contribution of trade unions to avoid industrial conflics to safeguard the interests of workers on the one hand and the management on the other hand to avoid unhealthy unethical atmosphere in an industry.

· To lay down such considerations this may promote understanding. Creativity and co-operations to raise industrial productivity to ensure better workers participation.

Objectives of Industrial Relations

The primary objectives of industrial relations are to maintain convenial relations between employers and employer. The objectives are
1. To self guard the interest of labour and management by securing highest level of mutual understanding and goodwill among those sections in the industry which participate in the process of production.
2. To rise the productivity to a higher level of full employment by lessoning the tendency to high turn over and frequent absention.
3. To eliminate and participate in strikes and lockouts by providing reasonable wager improved living and working conditions and other benefits.
4. To establish government controls of such plants and units as are running at a loss or in which production has to be regulated in public interest.

INDUSTRIAL RELATIONS DEFINED IN DIFFERENT WAYS

Industrial relations is a whoel field of relationship that exists because of the necessary collaborations of men and women in the employment process of an industry. Date Yoder.
Industrial relation system creates an ideology or commonly shared body of ideas and beliefs regarding interactions and roles of the actors which helps to find the system together”. Dunlop.
A system of industrial relations is a system of rule. There rules prevail in legislation and statutory order in union regulation, in collective agreements and arbitration awards etc., resulting in certain regulated as institutionalized relationship in work place” – flonders.
According to the international labour organization (ILO), ‘industrial relation deal with either the relationship between the state and employers and workers organizations or the relations between the occupational organizations themselves.’

SCOPE OF INDUSTRIAL RELATIONS

Industrial relations are relations between employee and employer in their day-to-day work. Hence, it is continuous relationship. The scope o industrial relations include.
· Relationship among employee between employees and their susperiors or managers.
· Collective relations between trade union and management. It is called union-management relations.
· Collective relations among trade unions, employees associations and government Scott, clothier and Spiegel remarked that the industrial relations has to attain the maximum individual development, desirable working relationships between management and employees and effective moulding of human resources. They have also arrested that either industrial relations or personnel administration is primarily concerned with all functions relating man of industrial relations seems to be very wide. It includes the establishment and maintenance of good personnel relations in the industry, ensuring manpower development, establishing a closer connect between persons connected with the industry and that between the management and the workers, creating a sense of belongingness in the minds of management, creating a mutual affection, responsibility and regard for eachotehr, stimulating production as well as industrial and economic development, establishing a good industrial climate and peace and ultimately maximizing social welfare.

IMPORTANCE OF INDUSTRIAL RELATIONS

The significance of good industrial relation in any country cannot be ones emphasized. Good industrial relations are necessary for the following reasons.
1. To help in economic progress of a country. The problem of an increase in productivity is essentially the problem of maintaining good industrial relations. That is why they form an important part of the economic development plan of every civilized nation.
2. To help establishing and maintaining true industrial democracy this is prerequisite for the establishment of a socialist society.
3. To help the management both in the formulations of informed labour relations policies and in their translation into action.
4. To encourage collective bargaining as a means of self-regulation. They consider the negotiation process as an educational opportunity a chance both to learn and to reach.
5. To help government a making laws forbidding unfair practices of unions and employers. In climate good industrial relations every party works for the solidarity of workers movement. Unions gain more strength and vitality. There is no inter-union rivalry.
6. Employees give unions their rightful recognition nd encourage them to participate in all decisions. Unions divert their activities from fighting and belligerence to increase the size of the distribution and to make their members more informed (workers education) on vital issues concerning them.
7. To boost the discipline and morale of workers. Maintenance of discipline ensures orderliness. Effectiveness and economy in the use of resources. On the other hand, lack of discipline means waste, loss and confusion. It also means in sub-ordination and non-co-operation.
8. Industrial relations are eventually human relations therefore, the same basis of human psychology prevails in the field of industrial relations therefore, and the efficiency of an industry is directly related with the quality of relationship, which is being built up amongst the individuals who work together..

NATURE OF INDUSTRIAL RELATIONS

Industrial relations are always a mixture of co-operation and conflict. However much co-operation may be sought as organizational objectives. Some conflict will always remain. There are at least 3 reasons for this.
1. Both the groups (labour and management) develop different orientations and perceptions of their interests. They also develop generally negative images about each other.
2. There are no mutually accepted yard sticks or norms to tell to the groups how far they should go in the pursuit of their objectives. In the absence of norms both groups claim complete rationality for their demands.
3. There is no neutral field for the groups to meet on. This means that whenever the two groups meet each other for negotiations they bring with he past besides their inherent. Distrust and suspicion for each other.

OVERVIEW OF INDUSTRIAL RELATIONS

Industrial relations refer to the complex of relations between ‘employee-employer’ relations. Industrial relations will be treated here as study of employee-employer relationship.
An industry is a social world in miniature where an association of variety of people like employees, executives and supervisory personnel and workmen interact and create a relationship known as industrial relations. The industrial life creates a series of social relationship which regulate the relation and working of a wide variety of people either directly, indirectly. The industrial relations are, therefore a part of industrial life as such they include.
Ø Labour relations between union and management.
Ø Employer – employee relations between management and employees
Ø Group relations between various groups of workmen.
Ø Community or public relations between industry and society

All the necessitate the maintenance of harmonious industrial relations so as to maintain higher productivity to fulfill the goals of the five year plans in India., The investment in and the scope of industries in India have been growing plan after plan. Much of the success or failure of Indian five year plans would be dependent on the maintenance of harmonious employee-employer relations frequent industrial conflicts not only effect the management and labour but also tend to impoverish the community as a whole. They lead to wastage, formant class hatred, embitter mutual relations and inflict damages on the progress of the nation. They also clog the progress and development of the nation.

introduction

The size of industrial labour in India has increased remarkably due to rapid and planned industrial development. The increase in industrial labour led to the formation and development of trade unions and various social groups. It has also been recognized that management without labour would be sterile and labour without management would be disorganized, ill-equipped and ineffective. It is realized that the concrete co-operation between labour and management is highly essential to fulfill the individual, organization and natural goals.
The First Five Year Plan has clearly demonstrated the fact that, an economy organized for planned production and distribution, aiming at realization of social justice and the welfare of masses can function effectively only in an atmosphere of industrial peace.

There has been a phenomenal growth in employment, wages, benefits, working conditions, status of the worker, educational facilities etc., with the growth and spread of industry. Moreover, carrier patterns have also changed widely by providing change for wide varieties of jobs to the working communities. This has been possible only through fast industrial development which, in its turn, depends on industrial peace.One of the main goals of the five years plans in India has been rapid industrialization and more employment in secondary and territory industries. T is also viewed that one of the essential steps for building up an economical free and self sustaining India is, large scale industrialization at a rapid and steady growth.With the attainment of independence and with the launching of planning era, serious and earnest efforts have been made towards rapid economic development of India. India has been in the middest of an ambitious and critically important effort to raise the living standards of her people by an integrated industrial and economic development plan.

Introduction

Industrial relationship mainly maintained by management and employees. The employees normally refers to form as unions to get their grievance settled by management. The individual grievances can not be effectively solved by management and as such with the help of recognized trade unions and with the support of educated leaders who are required to the rules and regulations of organization they believe having collective bargaining. The employees mostly permitted to participate in the meeting to have smoother their industrial relations with in the industry generally the trade unions much importance to ventilate. The practical problem of the employee working in the industry by mutual understanding with the representative of the manager and the unions. The industrial relations mainly speak about working conditions for its benefits.

Introduction to Indusrial relations

Industrial relations constitute one of the most delicate and complex problems of the modern industrial society which is characterized by rapid change, industrial unrest and conflicting ideologies in the national and international spheres. It is a dynamic concept which depends upon the pattern of society, economic society and political setup of a country and changes with the changing economic and social order. It is an art of living together for the purposes of production, productive efficiency, human well-being and industrial progress. It comprises of a network of institution, such as, trade unionism, collective bargaining, employers, the law, and the state, which are bound together by a set of common values and aspirations. Acknowledge of such institutions is important if we are to understand every days industrial relations phenomena. These institutions are a social network of organizations, participants, processes and decisions, all of which interact and inter-relate together with in the industrial relations environment and even beyond it.