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Human Resource

The people employed by CIL/NCL are its major asset, and the training and development of these human resources is a key investment strategy for individual and organizational success. NCL provides systems and resources to meet the training and development needs of its employees through its institute named as Central Excavation Training Institute to fulfill organizational skill requirements, and to provide individuals with career growth opportunities. Broadly stated, it is NCL's policy to provide employees with training and development opportunities consistent with operational requirements, occupational categories, and skill requirements.

CETI, located at NCL HQ, Singrauli, is a group training institute providing regular training to the employees both executives and non-executives of NCL. The aim is to better the performance of Individuals and groups in organizational setting. It is a combined role often called human resources development (HRD) meaning the development of "Human" resources to remain competitive in the marketplace.

Training is given on four basic grounds:

  • New candidates who join an organization are given training. This training familiarizes them with the organizational mission, vision, rules and regulations and the working conditions.
  • The existing employees are trained to refresh and enhance their knowledge.
  • If any updations and amendments take place in technology, training is given to cope up with those changes. For instance, purchasing a new equipment, changes in technique of production, computer installation. The employees are trained about use of new equipments and work methods.
  • When promotion and career growth becomes important. Training is given so that employees are prepared to share the responsibilities of the higher level job.

The benefits of training can be summed up as:

  • Improves morale of employees- Training helps the employee to get job security and job satisfaction. The more satisfied the employee is and the greater is his morale, the more he will contribute to organizational success and the lesser will be employee absenteeism and turnover.
  • Less supervision- A well trained employee will be well acquainted with the job and will need less of supervision. Thus, there will be less wastage of time and efforts.
  • Fewer accidents- Errors are likely to occur if the employees lack knowledge and skills required for doing a particular job. The more trained an employee is, the less are the chances of committing accidents in job and the more proficient the employee becomes.
  • Chances of promotion- Employees acquire skills and efficiency during training. They become more eligible for promotion. They become an asset for the organization.
  • Increased productivity- Training improves efficiency and productivity of employees. Well trained employees show both quantity and quality performance. There is less wastage of time, money and resources if employees are properly trained.
  • Helps in optimizing the utilization of human resources.
  • Helps in creating a better corporate image.
  • Helps in inculcating the sense of team work, team spirit, and inter-team collaborations.
  • Helps in improving the health and safety of the organization thus preventing obsolescence.

Purpose and Goals

The purpose of the training and development function is to:

  • Organize and facilitate learning and development.
  • Expedite acquisition of the knowledge, skills, and abilities required for effective job performance.
  • Provide employees with career growth opportunities consistent with corporate goals, objectives, and strategies.
  • Training and employee development programs are designed to be effective, efficient, and timely, using sources, methods, and strategies consistent with the following goals:
  • Ensure the availability of human resources to meet present and future organizational needs.
  • Ensure linkage with corporate goals and business strategies.
  • Provide learning experiences that are responsive to the training and development needs of NCL's employees.
  • Make instruction timely, using the most cost-effective methods.
  • Reduce organizational training costs while increasing learner retention and proficiency.


Training and development activities at CETI are planned on the basis of need and demand to enable employees to meet one or more of the following objectives:

  • Upgrade or maintain proficiency in their current jobs.
  • Learn new mining procedures or technologies.
  • Acquire job-related knowledge, skills, and abilities after selection for or assignment to a specific position or duty.
  • Develop knowledge, skills, and abilities as part of the succession planning and leadership development process.
  • Obtain and enhance knowledge, skills, and abilities unrelated to their present duties in order to attain self-determined goals or career objectives.

Training and development activities also serve to enable managers, staff personnel, technical specialists, and others to keep abreast of new ideas, techniques, and concepts that may apply to mining operations or to a professional occupation.


  • Apprenticeship Training
  • Skill Development
  • Simulator Based Training
  • Vocational Training

    According to the The Apprenticeship Act, 1961, there are four categories of apprentices, namely, Trade Apprentices (ITI pass outs, 8th, 10th & 12th pass outs), Graduate Engineer Apprentices, Technician Apprentices (Diploma level) and Technician (Vocational) Apprentices (Certificate in 10+2 vocational courses).

    • NCL has successfully implemented the Apprenticeship training Scheme (ATS) for Trade Apprentices and selected its 1st batch of Trade apprentices i.e. 432 candidates for apprenticeship training in various designated trades viz. Welder, Electrician and Fitter out of which only 312 candidates have entered into apprenticeship contract.
    • At present, the process of engaging the 2nd Batch of 441 Trade apprentices in various trades (Fitter, Electrician and Welder) for the FY 2018-19 has been initiated.
    • As per the directives of the competent authority, NCL is also in the process of engaging its very First Batch of 100 Technician Apprentices (Diploma holders) in the Electrical & Mechanical fields in the FY 2018-19 for undergoing Apprenticeship training as per The Apprenticeship Act 1961.


    • NCL has been in process to have a tie-up with NSDC as there is no existing contract between CIL & NSDC, in order to impart training to our employees, contractual workers and PAPs and NCL has been regularly providing skill development training to its employees, in consultation with NSDC.
    • In collaboration with CBWE (Central Board of Workers Education), NCL provides job-oriented skills to PAPs so that they may earn better living by using the acquired skills. (FRESH SKILLING)
    Year Target Achievement
    Up-skilling cum RPL (Recognition of Prior Learning)2017-18 200 208
    Up-skilling cum RPL (Recognition of Prior Learning)2016-17 2100 3855

    It is to be noted that during 2016-17, the target was high because during that time CIL had an MoU with NSDC regarding Skill Development. During 2017-18, NCL undertook the skill development mission on its own as an independent initiative.


    • The BEML-Dumper Driving Simulator (BDDS) is an indoor driving simulator and is intended to provide basic and advanced training of driving off-highway haul Truck to the trainees. It transforms them into skilled Haul Truck drivers by phasing the training through increasing level of complexity, in all kinds of terrain, visibility and weather conditions.
    • NCL is the only Coal Company having Simulator training for Dumpers Facility.
    • Refresher training to existing dumper operators of NCL and other subsidiaries of CIL like CCL, BCCL etc. which makes them update themselves with the facts earlier not known to them.
    • Induction training to new trainee operators making them aware of the various facts related to operational feature.
    • Evaluation (assessment) and re-training of existing operators.

    For realistic feeling of driving in different situations and terrain the cabin is placed on Motion Platform, and has all the translational and the rotational motions.

    Training imparted on Simulator to Employees during the last two years

    Subsidiary Number of Employees Trained in 2016-17 Number of Employees Trained in 2017-18
    NCL 266 261
    CCL 82 NIL
    WCL 116 95
    ECL 22 47
    MCL 32 16
    TOTAL 518 419

    It is to be noted that till 31st March, 2018, a total of 2702 dumper operators have been imparted simulation training at NCL. The company wise bifurcation is given below in the table:

    Company Simulation training imparted to dumper operators as on 31st March ,2018
    NCL 1225
    CCL 25
    WCL 200
    ECL 192
    MCL 82
    BCCL 746
    NEC 0
    CIL(Total) 2702


    NCL has been regularly providing Vocational Training to university students as well as it's own employees for their skill up gradation at Central Excavation Training Institute (CETI) and at the 10 Vocational Training Centers (VTCs) located at each project of NCL.

    Also Vocational Training is regularly given to contractual workers engaged in mines by Area VTCs.

    2016-17 2017-18
    Trainings of NCL employees trained at VTCs 14,168 12,701
    Trainings of Contractual workers at VTCs 11,597 11,667
    Trainings of University Students 327 638

    It is to be noted that since April 2018- till date, a total no. of 829 University students from around the country and from even far off states like Tamil Nadu, Karnataka, Andhra Pradesh, Maharashtra, Orissa, West Bengal etc. have been trained at NCL and the notable point is that not a single candidate has been denied the opportunity to get enrolled at NCL.

    The distinguishing feature of this endeavor is that a large number of female students (a total of 132 candidates till date) belonging to humble backgrounds are being trained mainly at Central Workshop, a unit of NCL, and also at other projects of NCL, thus empowering them and everyday moving a step closer towards inclusive development.

    NCL is the only organization in this energy belt that is providing Vocational training to the youth of the country in its projects/units, and that too free of cost, thus contributing to the Skill Development Mission of GoI, the essential ingredient for India's future economic growth as the country transforms into a diversified and internationally competitive economy.


    Particulars 2015-16 (As on 31.03.2016) No. of persons Trained (2015-16) Achievement against Target for 2015-16 (33%) 2016-17 (As on 31.03.2017) No. of persons Trained (2016-17) Achievement against Target for 2016-17 (30%) 2017-18 (As on 31.03.2018) No. of persons Trained Achievement against Target for 2017-18 (30%)
    Executives 1786 847 47.42% 1708 641 37.53% 1763 551 31.25%
    Non-Executives 14292 5416 37.90% 13649 4829 35.38% 13269 4322 32.57%
    Total Manpower 16078 6263 38.4% 15357 5470 35.62% 15032 4873 32.42%

    * 2017 trained manpower includes 261 dumper operators trained on simulator

    * 2016 trained manpower includes 266 dumper operators trained on simulator


    • Total No. of Training Man-days :54346
    • Variety of Trainings Executed :61
    • Total Employees Trained (CETI) :4134
    • Total Operators Trained on Simulator :419
    • ITI Trade Apprentices Engaged :312
    • Internship Training for University Students :638
    • Employees Trained at VTC's :12701
    • Contractual Employees Trained at VTC'S :11667
    • Up-Skilling & Certification (NSQF Norms) :208


    Company TRG MP TRG/PM/YR
    ECL 27958 61939 0.45
    BCCL 132381 48924 2.71
    CCL 42344 40840 1.04
    NCL 54346 15024 3.62
    WCL 199429 45796 4.35
    SECL 52780 58816 0.90
    MCL 71766 22497 3.19
    CMPDIL 7965 3386 2.35
    CIL&NEC 13323 2481 5.37
    Total 602292 299703 2.01

    Note: Exclusive of contractual workers

    As per the directives of Director (P&IR), CIL, all possible efforts should be made to achieve a figure of 7(seven) training man- days per employee per year in each subsidiary company in 2018-19.

    From the table above it can be seen that NCL stands at third place after CIL, NEC & WCL.


    At present 67 Executives and 18 Non- Executives of NCL are undergoing mandatory Underground Training at various subsidiaries of Coal India Ltd, as NCL is an opencast coal mining area, and it is of utmost importance to make our employees well versed with the basics of both the Coal Mining Methods: surface or opencast mining, and underground mining.


    Adding another feather in its cap, CETI has taken up the mammoth responsibility of providing Training on Retirement Planning to all the employees (both Executives and Non Executives of NCL) at the verge of their superannuation, keeping in view the fact that vast no. of employees will be retiring from the services in the near future.


    As a Nodal Training Centre, CETI has been equipped with technical facilities like provision of e- Classrooms in four of its classes (learning system based on formalized teaching but with the help of electronic resources/ technology-based learning). E-learning or "electronic learning" is an umbrella term that describes education using electronic devices and digital media. It can also be termed as a network enabled transfer of skills and knowledge.

    While teaching can be based in or out of the classrooms, the use of computers and the Internet forms the major component of E-learning. Through E-learning, the delivery of education/training is made more effective. This will render trainees with content that is more dynamic and engaging than textbooks and a whiteboard and a monotonous lecture. The e-Classrooms will enhance or multiply the effectiveness of teaching efficiency or capability of trainers as well as the grasping capacity of the trainees by providing them direct access to the internet and its resources.


    A step towards enhancement of Knowledge Skills & Abilities.

  • A Memorandum of Understanding (MoU), between CETI and other Technical and Management Institutions of India like IIT (ISM) Dhanbad, IIT B.H.U, IIM (Lucknow), IIM (Kolkata), and ASCI, Hyderabad is underway for the following:
  • a. Up-gradation/Redesigning/Development of the already existing Curriculum/Course Content of the training programs at CETI.
  • b. Technical In-House Faculty Development Program and In- House Faculty Development Program in Management
  • c. Technical / Management Training for NCL executives
  • d. Workshops/Seminars at CETI.
  • e. Research & Development
  • f. Evolving Training programs in the field of worker's education by Training Needs Identification and domain specific programs.
  • The rationale for entering into MoU is to empower our employees and make our processes /methods / procedures relevant with the changing needs of time and ultimately improve the organizational performance.

  • NCL has successfully implemented the Apprenticeship training Scheme (ATS) for Trade Apprentices and selected its 1st batch of Trade apprentices i.e. 432 candidates for apprenticeship training in various designated trades viz. Welder, Electrician and Fitter out of which only 312 candidates have entered into apprenticeship contract and at present, it is in the process of engaging the 2nd Batch of 441 Trade apprentices in FY 2018-19. DGE&T is responsible for implementation of the Act in respect of Trade Apprentices in the Central Government Undertakings and Departments. This is done through its six Regional Directorates of Apprenticeship Training (RDATs) located at Kolkata, Mumbai, Chennai, Hyderabad, Kanpur and Faridabad.

  • As per the directives of the competent authority, NCL is also in the process of engaging its very First Batch of 100 Technician Apprentices (Diploma holders) in the Electrical & Mechanical fields in the FY 2018-19 for undergoing Apprenticeship training as per The Apprenticeship Act 1961. It is to be noted that as per the directives of GOI, NCL is required to engage approximately 3000 Apprentices (10% of the total Manpower including Contractual workers).Hence along with the compliance of the directives , it is also the fulfillment of requirement of technical manpower at NCL along with the realization of its Corporate Social Responsibility .

    Technician Apprentices (Diploma holders in Engineering) comes under the banner of The National Apprenticeship Training Scheme (NATS), a flagship programme of Ministry of Human Resource Development, Government of India, whose aim is of skilling India to meet future requirements. Department of Secondary and Higher Education in the Ministry of HRD is responsible for implementation of the Act in respect of Graduate, Technician & Technician (Vocational) Apprentices. This is done through four Boards of Apprenticeship Training (BOATs) located at Kanpur, Kolkata, Mumbai & Chennai.

    This scheme bridges the gap existing in the market place, between the employer's requirement in an employee and the talent pool of students available in the market. It allows the organizations to recruit raw, technically qualified candidates, train them for one year with subsidy from Government of India and absorb them on regular roles if the need arises. The apprentices are governed solely by The Apprentices Act, 1961. The National Apprenticeship Scheme in addition to fulfilling its Corporate Social Responsibility also helps in building a steady pool of talent, which is industry ready; to meet the Human Resources needs of an organization, at an optimum cost. Selection of apprentices is solely the prerogative of the employer.

  • Proposal for setting up of a Mining Skill Academy through SCMS is underway which will engage 4500 people over a period of three years.
  • A Universal Simulator is likely to be installed by December 2018 which will train Operators on Dozer, Dragline & Shovel modes through a single machine. This will help in improving the safety, operation and maintenance of these machines.
  • Four Smart Classrooms will be developed in CETI fully equipped with digital equipments, interactive LED/LCD Panels, Visualizers etc.
  • Virtual reality studio will be set up for conceptual designing of trainings.
  • Creation of three numbers of Virtual Reality class rooms with the requisite headset (a device like a thick pair of goggles that covers eyes) and other paraphernalia.
  • Redesigning and redeveloping the infrastructural base of the training centre like:
  • a. Upgradation of library of the institute with manuals of the latest machines and books on latest technologies.

    b. A well-equipped closed auditorium with seating arrangement for at least 300 people will be set up for seminars and special training programs in the CETI campus.

    c. An open Amphitheatre with capacity to accommodate 250 persons, for trainings related to stress, yoga and nature.

    d. A modern canteen with dining space for 150 persons.

    e. Upgradation of basic facilities including chairs, sound system, acoustics, lighting, DLP projectors and laptops etc. in all the classrooms of CETI.

    f. Procurement of cut-models of sub-assemblies like Engine/ Transmission of the latest machines is in process so that trainees may be able to learn thoroughly about the critical parts of machines.