Skilled Manpower Requirement in Wind Energy Sector

Volume: 2 Issue: 3 August - September 2016 ` 10/-
Bimonthly, Chennai
IWTMA
INDIAN WIND TURBINE
MANUFACTURERS ASSOCIATION
WINDERGY INDIA 2017
Conference: 11th
and 12th
January 2017,
Exhibition: 10th
, 11th
and 12th
January 2017
at The Ashok, New Delhi
announce
&

A Bi-monthly Magazine of Indian Wind Turbine Manufacturers Association
Volume: 2 Issue: 3 August - September 2016
Executive Committee
Contents Page No.
Skilled Manpower Requirement in the Wind Energy Sector - 3
Two Million Green Jobs in Next 10 Years
Dr. Praveen Saxena, CEO, Skill Council for Green Jobs, New Delhi
Human Resources in Wind Turbine Industry from WRA to Commissioning 7
Sankalp Sharma, Head-Operations (Project Planning), SITAC Management &
Development Pvt. Ltd., New Delhi
Neelu Kumar Mishra, WindForce Management Services, Gurgaon
Institutions Providing Education in Management and 9
Technical Aspects of Power
Human Resources for Developer of Wind Power Project 12
R. Ramanujam, Chief Adviser, Consolidated Energy Consultants Limited
Human Resources in Wind Turbine Industry 14
Sambit Acharya, Assistant Vice President, Human Capital Management
J. Venkatraman, Senior Manager, Learning & Development (HCM)
Gamesa Renewable Private Limited, Chennai
Human Resource Development in Wind Energy - India 22
Dr. P. Kanagavel, Additional Director & Head, ITCS,
National Institute of Wind Energy (NIWE), Chennai
D. Chandralekha; S. Saravanakumar
Ratings of State Power Distribution Utilities 32
Trainings Conducted at National Institute of Wind Energy (NIWE) 35
Dr. P. Kanagavel, Additional Director & Head, ITCS,
Policy for Repowering of the Wind Power Projects by MNRE 38
Snippets on Wind Power 39
Know Your Member - Reichhold India Private Limited 40
Indian Wind Turbine Manufacturers Association
4th Floor, Samson Tower, 403 L, Pantheon Road, Egmore
Chennai - 600 008. Tel : 044 43015773
Email : secretarygeneral@indianwindpower.com
associatedirector@indianwindpower.com
Website : www.indianwindpower.com
(For Internal Circulation only)
Views expressed in the magazine
are those of the authors and do
not necessarily reflect those of the
Association, Editor, Publisher or Author's
Organization.
Chairman
Mr. Sarvesh Kumar
Deputy Managing Director
RRB Energy Limited, New Delhi
Vice Chairman & Honorary Secretary
Mr. Chintan Shah
President and Head (SBD)
Suzlon Energy Limited, Pune
Executive Committee Members
Mr. Madhusudan Khemka
Managing Director
Regen Powertech Pvt. Ltd., Chennai
Mr. Ramesh Kymal
Chairman & Managing Director
Gamesa Renewable Pvt. Ltd., Chennai
Mr. Devansh Jain
Director, Inox Wind Limited, Noida, U.P.
Mr. Ajay Mehra
Director, Wind World India Limited, Mumbai
Mr. Hemkant Limaye
Commercial Director
LM Wind Power, Bengaluru
Secretary General
Mr. D.V. Giri, IWTMA, Chennai
Associate Director and Editor
Dr. Rishi Muni Dwivedi, IWTMA, Chennai

2 Indian Wind Power Aug. - Sept. 2016
Dear Reader,
Greetings from IWTMA!
This issue will not do justice without mentioning the wonderful Indian girls who did us proud at the Rio Olympics. While
medal hunting is important, they managed to steal many a million hearts. It is apt to quote what Swami Vivekananda has
said “Have an idea, concentrate on it, build up that idea and then execute it successfully.” This is the best mantra of success
in life for everybody.
Our Honourable Prime Minister has taken on schemes such as “Swachh Bharat”, innovative schemes for start ups, national
skill development centres for developing the biggest resources available to the populous India with “Human Resources”. I
am pleased to release the 15th issue on “Human Resources” with 7 articles on the subject from the experts in the industry.
As per an estimate by Skill Council for Green Jobs, the renewable energy sector alone is likely to generate twenty lakhs
green jobs in next 10 years.
There is exciting news on Introduction of Goods and Services Act (GST) and GST will subsume all central and state levies.
Experts are analysing the impact of GST on Wind Sector. Current thinking is to request the Government for Zero rating for
wind power as it does not attract the excise duty at present. If GST is levied on wind power, it will only push up the cost.
This is especially sensitive to a capital intensive sector like wind.
The Ministry of New and Renewable Energy (MNRE) has introduced a policy on Repowering. It is a welcome move for
Repowering of over 3000 MW of wind installation occupied by small Turbines which can be repowered by State of the
Art Megawatt Turbines. The greater challenge with repowering is the grid augmentation. Land is the finite source and
repowering policy is the right step in the right direction.
Wind and Solar are creating milestones but greater opportunity and excitement lies in Wind-Solar Hybrid. MNRE has come
out with a draft policy on Wind-Solar Hybrid and we are glad to note that Government of Andhra Pradesh has come out
with a comprehensive draft policy on Wind-Solar Hybrid and the future of RE sector can be built strongly with development
of appropriate storage system for leap frogging to pollution free power and reducing carbon foot print.
Our Association is partnering with Global Wind Energy Council (GWEC) for an International Conference and Exhibition
titled “WINDERGY INDIA 2017” in January 2017 at the Ashok, Delhi and we welcome our leaders, corporates and all other
stakeholders to join hands in making this event a grand success as it is the only event organized “By the Industry and for
the Industry”.
Your feed back will help us in continuous improvement.
With regards,
Sarvesh Kumar
Chairman
From the Desk of the Chairman - IWTMA

3Indian Wind PowerAug. - Sept. 2016
Wind energy development in India has always shown a new
direction to renewable energy. At the turn of the century, the
installed capacity of wind power in India was just touching a
thousand megawatt. With the conducive policy environment
provided at Central and State level, this segment has
achieved highest growth amongst the other renewable energy
technologies. The present wind power installed capacity in
the country is 27151 MW sharing around 9% of total power
generating installed capacity of 304505.75 MW (30.06.2016).
Globally, India is at 4th position in term of wind power installed
capacity after China, USA and Germany. The Government of
India has set an ambitious target of achieving 60,000 MW
capacity from wind power by 2022.
The wind energy market in India is more mature than that
of any other renewable energy market. It is worth noting that
the wind energy market in India is fairly concentrated, with
much of the capacity being deployed by large developers. The
skilled manpower requirement for the wind sector has been
traditionally met through vocational training institutes followed
by in-house training by the developers or manufacturers. Most
of the developers have developed in-house training facilities in
view the technology proprietary, quality and safety associated
with the project execution. This is also due to the absence of
enough cost effective and relevant training programs.
The Changing Skill Eco-System in India
India is one of the youngest nations in the world with more than
62% of its population in the working age group (15-59 years),
and more than 54% of its total population below 25 years
of age. Its population pyramid is expected to bulge across the
15-59 age group over the next decade. It is further estimated
that the average age of the population in India by 2020 will be
29 years as against 40 years in USA, 46 years in Europe and
47 years in Japan. In fact, during the next 20 years the labour
force in the industrialized world is expected to decline by 4%,
while in India it will increase by 32%. This poses a formidable
challenge and a huge opportunity. To reap this demographic
dividend which is expected to last for next 25 years, India needs
to equip its workforce with employable skills and knowledge so
that they can contribute substantively to the economic growth
of the country.
Ministry for Skill Development and Entrepreneurship is creating
an appropriate ecosystem that facilitates imparting employable
skills to its growing workforce over the next few decades. Apart
from meeting its own demand, India has the potential to provide
skilled workforce to fill the expected shortfall in the ageing
developed world. The National Policy for Skill Development
and Entrepreneurship 2015 has been announced with an
objective of to meet the challenge of skilling at scale with
speed, standard (quality) and sustainability. It aims to provide
an umbrella framework to all skilling activities being carried out
within the country, to align them to common standards and link
skilling with demand centres.
Skills development is seen as the shared responsibility of the key
stakeholders viz. Government, the entire spectrum of corporate
sector, community based organizations, those outstanding,
highly qualified and dedicated individuals who have been
working in the skilling and entrepreneurship space for many
years, industry and trade organizations and other stakeholders.
The policy links skills development to improved employability
and productivity in paving the way forward for inclusive growth
in the country. The skill strategy is complemented by specific
efforts to promote entrepreneurship in order to create ample
opportunities for the skilled workforce.
Objectives of Skill Council for Green Jobs (SCGJ)
The mandate of SCGJ is to:
²² Collate labour market information with respect to number
of people getting direct and indirect employment in various
areas of the industry.
²² Research and aggregate skill requirements of the Industry
including sub-sector requirements, regional requirements
and international trends and best practices that can be
introduced in the domestic skill development space.
²² Create skill database of the current and future skill
requirements, both in terms of numbers as well as types
of skills and investigating the underlying reasons for skill
gaps.
²² Identify changing technologies in the sector and collate
technology specific skills which may be required in future.
Besides technical skills, list out soft skill requirements in
Skilled Manpower Requirement in the Wind Energy
Sector - Two Million Green Jobs in Next 10 Years
Dr. Praveen Saxena, CEO, Skill Council for Green Jobs, New Delhi

terms of content, the depth of coverage required and
practical training requirement, etc. and lead the drive
to boost skill development to improve productivity,
growth & employment. Regulate the skill development
activities in the Industry including development of
National Occupational Standards and Qualifications. It will
collaborate with the industry to map typical job profiles,
develop the occupational and competency standards for
each of the job profiles / roles in the industry, and the
career path for all role holders.
²² Build capacity for training delivery: Directly influence the
planning of education & training across India, working
within the distinctive arrangements in each nation. Help
in developing training curriculum and assessment criteria,
identify institutes who would partner for training and train
the trainers.
²² Provide quality assurance via accreditation & certification
of training delivery bodies and awarding certification to
trainees. Accreditation will include approving the course
content, infrastructure requirements, certification of faculty
etc. Certification criteria will be developed in conjunction
with the Government Bodies/Agencies.
²² Develop Centre of Excellence (COE) to serve as
Technology Demonstrator for training, skill development
and as benchmark for other training institutes to be set-up
thereafter. Several training centres with latest simulation
equipment will need to be established to provide practical
training of different types suiting to the organizational/
trainee’s needs. COEs would focus on Training, Awareness,
Accreditation and other Advisory services
Sector Skill Councils (SSCs) - An Important Arm of
Execution
In order to ensure that skill development efforts being made
by all stakeholders in the system are in accordance with actual
needs of industry, Sector Skill Councils (SSCs) have been set
up. SSCs are industry-led and industry-governed bodies, which
will help link the requirements of industry with appropriately
trained manpower. The Sector Skills Councils are set up for
the purpose of developing sector-specific competencies/
skills, quality assurance through accreditation of the skills
acquired by trainees, curriculum development for the skills
training, qualification framework and setting of standards and
benchmarks, recruitment and placement of trained and skilled
workforce, as well as a data collection, management and
provider to the industry.
The Sector Skill Councils are national level organizations with a
government-industry interface and partnership with stakeholders
from industry, labor as well as the academia, where the initial
funding is by the government and as it grows it becomes self-
funded. The Sector Skill Councils are a separate entity formed as
a Society or a Section 25 Company with a separate Governing
Council and CEO and secretariat. Specifically, SSCs complement
the vocational institutes and existing education system for an
interface with the industry.
Skill Council in the Renewable Energy Sector
It is realized that multi-fold scaling up of renewable energy
generation capacity requires commensurate development of
skilled workforce for manufacturing, project work and asset
maintenance. The renewable energy sector alone is likely to
have two million green jobs in next 10 years. A strong urgent
need of a broad based, industry-led skill development activity to
up-skill and/or re-skill manpower is felt.
Ministry of Skill Development and Entrepreneurship jointly
with Ministry of New and Renewable Energy has setup ‘Skill
Council for Green Job’. The main promoter of the council is the
Confederation of Indian Industry (CII) and Ministry of New and
Renewable Energy. The Skill Council for Green Jobs has started
its operations from 1st October, 2015. In this short time, it has
affiliated over 70 training partners across the country to impart
quality training in its domain of activities. It has also developed
National Occupational Standards and Qualification Packs in the
solar domain. Simultaneously, it has identified Wind Energy
and Waste Water Treatment as its priority area to meet skilled
manpower requirement.
A Green Job is defined as the one that helps bring about and
maintain a transition to environmentally sustainable forms of
production and consumption. It cut across all the sectors, be
it energy, materials, water conservation, waste management,
pollution control, etc. The green skill can be divided in to two
categories viz. developing green skills to existing workforce
and skilling workforce for green jobs. While the ‘Skill Council
for Green Jobs’ proposes to target both, the immediate focus
would be to skilling workforce for green jobs for renewable
energy, energy efficiency and waste treatment.
Skill Gap in the Wind Sector
With the increased mandate to take renewable energy to 175
GW including wind capacity to 60 GW by 2022, it is envisaged
that there would be a large requirement of skilled and semi-
skilled manpower. MNRE had carried out a study along with CII
in 2010 to estimate manpower requirement in the sector. The
Natural Resource Defense Council had independently carried
out a study to estimate manpower requirements in renewable
energy sector during 2014. The extension of this study was
again undertaken during 2015-16. The study has summarised
the skilled manpower requirement in the following domains.

²² Business Development
• Tracking market, policies and opportunities
• Site selection and leasing
• Government approvals, permits and drafting bids
²² Design and Pre Commissioning
• Project design and engineering
• Project management
• Geographical wind resource assessment
²² Construction and Commissioning
• Quality control
• Project management
• Installation of nacelle, blade and tower
²² Operations and Maintenance
• Performance data monitoring
• Technical management for grid integration
• Equipment maintenance
²² Manufacturing
• Research and product development
• Manufacturing engineering
• Quality control
Ministry of New and Renewable Energy has launched a scheme
for setting up of 1000 MW Wind Power Project connected to
transmission network of Central Transmission Utility (CTU) with
an objective to facilitate supply of wind power to the non-
windy States at a price discovered through transparent bidding
process. The scheme will encourage competitiveness through
scaling up of project sizes. It will also facilitate fulfilment of
Non-Solar Renewable Purchase Obligation (RPO) requirement
of non-windy states. This initiative of MNRE can prove to be an
instrument to give new thrust to wind power development in
India and open opportunities for wind industry. This also sets
more requirements of the skilled manpower in this domain
overlapping with the electrical sector.
The wind sector as a whole is challenged by a shortage of
skilled people. Additionally, the wind sector is also constrained
by the lack of transferability of skills. The skills required in
the wind industry are highly specialised and thus movement
between industries is limited, making the total available skilled
workforce to the wind sector limited. The shortage of skilled
workforce could be attributed to existing trainings not meeting
industry needs, the poor quality of training programmes, and
the lack of enough suitable training institutes. This needs to
be addressed to meet the Government target of 60 GW wind
capacity by 2022.
 Wind Industry News:
• Mytrah Energy is considering raising $100-200 million by selling shares through an IPO or to private equity investors
to provide an exit opportunity to existing investor IDFC Ltd having about $100 million stake.
• Suzlon has won a 58.80 MW repeat turnkey order from IPP in Dewas, Madhya Pradesh for 28 units of S97-120-
meter hybrid towers of 2.1 MW each.
• Suzlon has won turnkey orders of 75.60MW from various PSUs small and medium enterprises this year for S111
90m tubular tower, 120 m hybrid tower and S97 90m tubular tower WTGs with a rated capacity of 2.1 mw each
in Tamil Nadu, Gujarat and Andhra Pradesh.
• Gamesa has won orders to supply turbines with a combined capacity of 460MW for seven wind farms in India for
170 G114-2.0MW units and 60 G97-2.0MW machines for unnamed projects.
• Gamesa receives 100MW orders from Orange Renewable for its upcoming wind projects in Maliya, Gujarat and in
Gurmitkal, Karnataka for a 40MW project in Gujarat and a 60MW project in Karnataka with the supply of 20 units
of G114-2.0 MW T106 and 30 units of G97-2.0MW T104 turbines.
• Suzlon bags Golden Peacock Award for Hybrid Tower Wind Turbine.
• Suzlon has announced that its evolutionary S97 120m 2.1MW wind turbine with an all‐steel hybrid tower received
the prestigious Golden Peacock Award 2016 in the “Eco‐ Innovation” category. This award is for a product or service,
which shows a quantum jump in the exploitation of current technology to achieve maximum customer satisfaction
at minimum cost.
SnippetsonWindPower

Wind industry, itself is self-evolving with new techniques
and new strategies with variety of WTG models enlisted at
various portals and for every established technology, there is
a requirement of pool of experts and technicians, analysts,
engineers, middle managers and robust group leader equipped
with the knowledge of latest developments.
Let’s talk of a small segment, HRD which plays a vital role in
selecting and recruiting candidates. The wind industry requires
an expert who is capable of understanding the requirements of
the industry and the market. The basis of selecting any ground
technician, analyst, an engineer or manager is totally based on
the skill sets possessed by the individual and how those skills
can be molded for specific industry like wind.
The sample flow chart of wind industry expertise and the roles
required is given on next page.
Wind Industry Expertise and the Roles
The successful commissioning of a wind farm is a result of the
group-work handled by a team of experts. The role played by a
wind analyst in assessing the energy yield estimation with various
WTG models is equally important and necessary as of nervous
system in a human body. The selection of right land patch and
the Micrositing of WTGs shall lay the further foundation for a
wind farm site. The assessments need to be carefully carried
out keeping in consideration the properties of land, available
infrastructure, landscaping and future uncertainties. The
technical designer shall throw the entire capabilities to design a
wind farm layout with minimal losses and includes foundation
design, Right of Way, pooling substation design, connectivity to
the nearest grid substation and the selection of the BoPs. The
Project Manager ensures that right contractor is placed at site to
carry out the activities at wind site.
Manufacturer decides the operation of a particular model, which
is efficient and reliable enough to generate maximum power
from the WTG model offered at a particular site. The supply of
material from manufacturer’s shop floor to the site is handled
by a group of logistic experts or team for timely arrangement
and delivery of material at site.
Human Resources in
Wind Turbine Industry from
WRA to Commissioning
Sankalp Sharma, Head-Operations
(Project Planning), SITAC Management & Development
Pvt. Ltd., (JV between EDF EN and SITAC Group), New Delhi
Neelu Kumar Mishra
WindForce Management
Services, Gurgaon
Despite all of the best efforts of manufacturers, they will never be
able to ensure that they engineer completely reliable machinery
because they have no control over a major aspect of equipment
reliability – the environment in which the machinery operates.
By their very nature, wind turbines have to be fully exposed to
the elements. However, the machineries supplied is assessed
by the experts or panel of experts on various standards before
dispatch so that defect probability is minimized and the land
surveyor is nominated to survey the entire patch of land so that
any legal or contractual issue related to land is identified and
resolved at the initial stage and a legal department is required
to verify the land related documents, clear sale deeds or lease
deeds depending on the type of land. The policy matters in
a wind farm are sorted by the regulatory experts by keeping
a track of policies and liasoning with the Nodal Agencies and
other Government bodies (DISCOMs), etc.
Once the parameters are finely met, the Logistic Team,
Equipment Manufacturer, Project Team including civil,
mechanical and electrical experts come to the grounds for actual
timely implementation of the project site. The civil experts keep
an eye on the civil activities initially from the excavation till final
foundation activity and assess the foundation parameters based
on the drawings and keep a quality check processes intact.
The foundation cubes are cured and the tests are performed
and reviewed by technical experts to assess the strength of
foundation at various stages and then provide a go ahead for
static & dynamic loading. The electrical experts keep a vigil on
the electrical activities including connections and for evacuation
of generated power from the wind farm. The mechanical
experts take care of the mechanical components of the wind
farm and prove their presence during the pre-commissioning
and commissioning activities.
The entire gamut of professionals utilized for concept to
commissioning of wind farm has a unique set of qualities
and expertise. This is a huge task for any Human Resources
Department to identify the qualified candidate for the job role.
However, these days the HR Mangers are quiet clear about the

jobrolesandtheexpectationlevelofacompanyandabletoachievetheirtargetforselectingtherightcandidatefortherightprofile.AlongwithHRmanager,project
managersandtheseniormanagementplaysavitalrole,inselectionofthesemulti-talentedexpertsforwindfarmprojectsites.
Iwouldlovetobeabletoattracthundredsofthousandsofproblemsolvingpeoplebuttheengineeringchallengesofproducingreliablepowersystemsusingrenewable
energysourcesisinterestingandchallenginginitsownnaturewithrightkindofcandidates,especiallyfortheWindPowerProjectsincethefinalproducthasmuchmore
valueinensuringcompletionoftheprojectfortheendcustomersinthewindindustry.
Source:www.windfarmbop.com
TheSampleFlowChartofWindIndustryExpertiseandtheRolesRequired

DETAILS OF COLLEGE/INSTITUTE FOR POWER MANAGEMENT / TECHNICAL COURSE
Sl.
No.
Name of College/Institute Degree / Course
Duration
(Years)
Minimum
Qualification
Entry Level
1 Power Management Institute, NTPC,
Plot No. 5-14, Sector-16A, Noida - 201 301.
Phone: 0120 - 2416830 / 31 / 38
MBA - Power
Management
2 B.Tech. / BBA CAT
2 MDI School of Energy Management
Management Development Institute, Mehrauli Road,
Sukhrali, Gurgaon - 122 007. Phone: 0124 - 4560000
MBA - Energy
Management
2 B.Tech. / BBA CAT / SELF
3 C.P. & Berar E.S. College
Tulsibagh Mahal, Nagpur, Maharashtra.
Phone: 0712 - 2722329
MBA - Power
Management
2 B.Tech. / BBA
4 Datta Meghe Institute of Management Studies
Atrey Layout, Nagpur, Maharashtra - 440 022.
Phone: 0712 - 2249527, 3254866
MBA - Power
Management
2 B.Tech. / BBA CAT / MAT /
CMAT / ATMA /
AMMI - CET
5 Wainganga College of Engineering and
Management
Dongargaon, Wardha Road, Nagpur - 441 114.
Phone: 07103-202007, 203728
MBA - Power
Management
2 B.Tech. / BBA CAT, MAT, CMAT,
GDPL
6 National Power Training Institute (NPTI) &
Centre for Advanced Management and Power
Studies (Camps)
NPTI Complex, Sector - 33, Faridabad, Haryana - 121 003.
Phone: 0129-2274916, 2274917
MBA - Power
Management
2 B.Tech. / BBA CAT
7 University of Petroleum and Energy Studies
Bidholi, Via Prem Nagar, Dehradun,
Uttarakhand - 248 007. Phone: 0135 - 277 6054
MBA - Power
Management
2 B.Tech. / BBA CAT, MAT,
UPESMET
8 Great Lakes Institute of Management
815, Udyog Vihar, Phase - V, Behind Trident Hotel,
Gurgaon, Haryana - 122 016. Phone: 0124 - 4934000
Post Graduate Program
in Management (PGPM)
- Energy Management
2 B.Tech. / BBA CAT, MAT, CMAT,
GMAT, XAT
9 Devi Ahilya Vishwavidyalya School of Energy
and Environment Studies
DAVV, Takashashila Campus, Khandwa Road, Indore, MP.
Phone: 0731 - 2466309 / 2462366
M.Tech. - Energy
Management
2 B.Tech / B.E GATE
10 TERI University
Plot No. 10, Institutional Area, Vasant Kunj,
New Delhi - 110 070. Phone: 011 - 71800222
M.Tech. - Renewable
Energy Management
2 B.Tech. / M.Sc. Online Test
(Self)
11 Indian Institute of Technology, Delhi (IIT)
Hauz Khas, New Delhi - 110 016.
Phone: 011 - 2659 7135
M.Tech. in Energy Studies &
Energy and Environmental
Management
2 B.Tech. / BBA
12 Bharathidasan University
Palkalaiperur, Tiruchirappalli, Tamil Nadu - 620 024.
Phone: 0431 - 240 7072
MBA - Energy
Conservation
Management
2 B.Tech. / BBA TANCET
Institutions Providing Education in Management and
Technical Aspects of Power

DETAILS OF COLLEGE/INSTITUTE FOR POWER MANAGEMENT / TECHNICAL COURSE
Sl.
No.
Name of College/Institute Degree / Course
Duration
(Years)
Minimum
Qualification
Entry Level
13 Rajiv Gandhi Proudyogiki Vishwavidyalaya
Airport Bypass Road, Gandhi Nagar, Bhopal, Madhya
Pradesh - 462 036. Phone: 0755 - 273 4913
M. Tech. – Renewable
Energy & Environment
Management
2 B.Tech. / B.E. /
B.Arch.
GATE
14 Amity Institute of Renewable and Alternative
Energy
Amity University, Amity Campus, Sector 125, NOIDA, U.P.
Phone: 0120 - 4392189
B.Tech, M.Tech. and
Ph.D. in Solar and
Alternate Energy and
Ph.D. in Renewable and
Alternate Energy
4, 2, 2 B.Tech. - 60% in
PCM, M.Tech. -
B.Tech. / M.Sc. and
Ph.D. - M.Sc. in
Physics or M.Tech.
B.Tech. - 60% in
PCM, M.Tech. -
B.Tech. / M.Sc. and
Ph.D. - M.Sc. in
Physics or M.Tech.
15 MIT School of Distance Education, Pune Post Graduate Diploma
in Energy Management
9 - 12
Months
16 Department of Energy, University of Madras,
Chennai
Doctor of Philosophy
(Physics Energy
Interdisciplinary)
2 - 3
Years
17 Sri Krishnadevaraya University
Department of University Science Instrumentation
Centre, Anantapur, Andhra Pradesh
Doctor of Philosophy
(Renewable Energy
Sources)
1 - 2
Years
M.Sc. in relevant
Subject
18 Dr. Panjabrao Deshmukh Krishi Vidyapeeth,
Akola, Maharashtra
Department of Unconventional Energy Sources and
Electrical Engineering
M. Tech. (Renewable
Energy Sources)
Ph. D. (Renewable Energy
Sources)
4
semesters
19 School of Energy Studies, Jadavpur University,
Kolkata. Phone: +91 33 24146823
M. Tech. in Energy Science & Technology,
Ph. D. in Energy, Renewable Energy, Energy Management
20 Amrita University
Amrita Vishwa Vidyapeetham, Amritanagar, Coimbatore
- 641 112 Tamilnadu
M. Tech. in Renewable
Energy Technologies
2 60% in B.E. / B.Tech
Other Institutions with Energy Studies
Institution Address Course Duration
Department of Energy and
Environment, Department of
Natural Resources
TERI University,
New Delhi
Certificate, Diploma, Master and Doctorate
Degrees in Renewable Energy and related
subjects
Various
Dnyanasadhana Asian Institute of
Core Competence
Mumbai,
Maharashtra
Post Graduate Diploma in Energy Management 9 - 12 Months
MAEER's MIT College of Insurance Pune, Maharashtra Post Graduate Diploma in Energy Management 9 - 12 Months
Government M.H. College of Home
Science & Science for Women,
Autonomous
Jabalpur,
Madhya Pradesh
Master of Science in Natural Resource
Management
1 - 2 Years
Faculty of Forestry, Birsa Agricultural
University
Ranchi,
Jharkhand
Master of Science in Natural Resource
Management
1 - 2 Years
Aryabhatta Research Institute of
Observational Sciences
Nainital, Uttarakhand /
Uttaranchal
Doctor of Philosophy (Solar Physics) 1 - 2 Years
Affinity Business School Bhubaneswar, Odisha Post Graduate Diploma in Energy Management 1 - 2 Years
This list of courses and institutions is illustrative only and not comprehensive.
Compiled by
Mr. Rishabh Dhyani, IWTMA

Establishment and subsequent operation of wind power
projects calls for multi-dimensional activities which can broadly
be classified in four groups:
– Development of Project
– Manufacturing, Transportation and Erection of Wind
Turbine
– Financial Aspects
– Operation & Maintenance
Development of wind power project requires multi-disciplinary
input from technical, commercial and legal team of experts for
various activities which are listed below.
1. Wind Resource Assessment
Data for assessment of wind resource is collected by
installing a wind mast at a suitable site which is selected
from MESO scale wind map. The mast & other equipment
required are procured & provided by the Developer.
Erection & dismantling of the mast are done through
contract agency. Data collection from the mast is required
to be made for a minimum period of not less than one
year at regular intervals. Watch & ward has to be arranged
round the clock for security of the mast.
One year data provided by the mast is analyzed, Wind Rose
Maps are developed & energy generation is estimated.
The results of the study are required to be got approved
by the designated authorities.
A Senior Engineer (Wind Analyst) duly assisted by data
analysts and other supporting staff carry out these
functions.
2. Selection of Suitable Sites
Sites having promising wind potential are inspected by a
team of experienced Civil & Electrical Engineer for suitability
of site for wind farm development & evacuation of power
to the grid sub-station at a reasonable cost. Contour
survey of the land has to be carried out. Micrositing of
WEG locations has to be planed. Maps & working drawings
(civil & electrical) have to be developed for execution
at site. These activities will be carried out by a team of
Senior & Junior Engineers, Technicians and the drawing
officer.
3. Land Acquisition
For acquisition of revenue and/or private land, a team of
Technical & Legal Experts is needed besides field staff for
coordination.
For acquisition of forest land – a highly professional team
of experts is needed.
4. Selection of Wind Turbine Generators
WTGs of make, model & rating suitable for wind regime
at site is selected through tendering process. Tender
documents with detailed technical specification &
commercial contract conditions have to be prepared at
the Developers’ corporate office. The selection has to be
made by evaluating the offers received considering the
techno economic benefits.
The technical team should carefully evaluate the merits &
efficiency.
5. Grid Connectivity Approval
Approval for grid connectivity to the project has to be
obtained by the Developer from the designated authority
by submitting an application duly supported with required
data.
A highly experienced team of Electrical Engineers are
needed.
6. Project Sanction
On availability of all the required inputs, the corporate
office of the Developer has to obtain Govt. sanction for
the project by preparing & submitting a detailed project
report.
The team should consist of Technical & Commercial
experts.
Human Resources for
Developer of Wind Power Project
R. Ramanujam, Chief Adviser, Consolidated Energy Consultants Limited

7. Electricity Regulatory Commission
Approval of the ERC for the proposed end use of energy
is required to be obtained by the owners filing a petition.
The Developer has to assist the owners in preparation &
submission of petitions & representing the owner before
the Commission.
The team should consist of Technical & Legal experts.
8. Execution of Agreement for Use of Energy
Owners may opt for sale of energy to the Electricity Utility
or captive consumption or for third party use. Wheeling of
energy for captive use or for sale to third party requires
access to the electricity grid.
The Developer has to assist the owners in obtaining open
access approval where required & in execution of Power
Purchase & Wheeling Agreements.
The team of experts should include Technical, Commercial
and Legal experts.
9. Award of Contracts for Civil & Electrical Works
Tenders for civil & electrical works to be done at project
site have to be prepared & issued. Offers received have
to be carefully scrutinized. Contracts have to be awarded
to agencies for civil & electrical works whose offers are
techno economically advantageous.
A multi-disciplinary team of experts is needed for design
& evaluation.
10. Erection Supervision
Execution of work by the respective contract agencies
has to be supervised by the civil, electrical & mechanical
engineers of the Developer for compliance with technical
specifications, contract conditions & for timely completion.
A team of engineers from different disciplines have to be
deployed at site for this purpose.
Particularly for foundation supervision a Civil Engineer is
needed.
11. Testing of Equipment
Tests to be carried out by the WEG supplier have to be
witnessed by the engineers of the Developer posted at
site. Likewise, they will also have to witness the tests
carried out by the contractor on electrical installation.
12. Inspection of Wind Farm Installation
The Developer has to arrange for submission of
completion & test reports by the licensed electrical
contractor to the Chief Electrical Inspector to Govt. (CEIG).
The electrical contractor has to obtain permission of the
CEIG for connection of the wind farm electrical installation
to grid supply. The Developer has to ensure that the
certificate is provided to him in time.
The approval of CEIG has to be submitted to the electricity
supply authority, who may inspect the installation before
permitting the wind farm to be connected to grid.
13. Commissioning of the WEGs in the Wind Farm
After the wind farm is connected to the grid & the
WTGs are commissioned, the Developer has to obtain
the commissioning certificate from the Electricity Supply
Authority & submit the same to the Authority concerned
for incorporation in the agreements.
An Wind Analyst is needed for Power Curve Testing.
14. Performance Monitoring
A strong team of engineers is required to periodically
monitor the performance of the project to ensure efficiency.
The theme of the next issue of
Indian Wind Power is
" Land Requirement for Wind Power".
We invite relevant articles to the theme. We solicit your cooperation.
Editor
Theme of the Next IssueTheme of the Next IssueTheme of the Next Issue
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Suzlon – 29
Windergy India 2017 – 33
NGC Transmission Asia Pacific Pvt Ltd. – 37
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Introduction
The wind industry plays a major role for increasing the power
generation in India. The Government is playing a pioneering
role in creating a conducive atmosphere and catalyzing growth
in the sector. Success of the industry depends on how it
embraces the opportunities and mitigates the challenges. HR
plays a key role in facilitating the change, working closely with
all the stakeholders. Right interventions in terms of HR strategies
with the involvement of the top management, line functions
and its employees can go a long way in achieving the targets.
Human Resource policies and processes play a significant role
and should stay relevant to the changing work demographics
and to enhance organizational agility. Organizations need to
consider its employees as the most valuable resource and
ensure strategic alignment of Human Resource practices to
business priorities and objectives. Highly engaged and motivated
workforce is the key for organization to scale new heights.
Opportunities and Challenges
While the growth in wind industry is a step in the right direction,
it provides lot of opportunities and at the same time poses few
challenges. Looking at the business value chain of a typical wind
organisation, one will understand the diverse activities that go in
to the wind farm development, wind turbine manufacturing &
supply and wind turbine operations and services. Such a diversity
calls for varied skill sets and experience in the workforce which
is unique to the industry.
Wind industry end-to-end business value chain
Among many challenges in wind industry, the key HR challenges
are the availability of manpower, availability of skilled manpower
and specific HR strategies suiting to the industry.
The HR policies and initiatives should take in to account of
these aspects with long-term perspective in mind. The good
news is that the Government policies are favourable for the
growth of the industry in coming years which provides ample
opportunities and scope for the wind industry. The success lies
in between utilizing the favourable conditions while tackling the
HR challenges.
Diverse Workforce
Diversity at workplace is essential for wind industry especially
considering the employees spread across the country. Diversity
strategies include hiring employees from different regions of the
country, engaging women workforce not only in office but also
in manufacturing processes, hiring young talents from colleges
and institutes, looking for talents from other industry sectors, to
name a few. This will considerably enhance the work culture,
people interactions and decision making processes.
Considering the nature of wind industry, especially the wind
farms located in remote locations, opportunity to tap local
community plays a major role in human resource strategy.
Recruiting the local community coupled with proper training and
engaging them in the manufacturing processes, wind turbine
installation and wind farm operations could play an immense
effect on the operations of the organization.
It is also the right time to break the myth that women cannot
work in the industry especially engaging them in the core
skills. Women are keen to learn and get engaged in operations
such as Nacelle assembly, blade manufacturing process, etc.
Engaging women workforce will only augur well in terms of
the employment market to see the wind industry as an equal
opportunity job provider.
At Gamesa hiring women is part of the HR hiring strategy.
Women are being trained on the manufacturing processes and
are actively engaged in producing blades for the wind turbines
at its blade manufacturing facility in Halol, Gujarat.
Human Resources in
Wind Turbine Industry
Sambit Acharya, Assistant Vice President
Human Capital Management
J. Venkatraman, Senior Manager
Learning & Development (HCM)
Gamesa Renewable Private Limited, Chennai

Female trainee undergoing training in blade
manufacturing process
India produces more number of new graduates than any other
country in the world and not tapping these young resources
could impact organizations in the long run. It is important to
have a pipeline of young talents to feed to the organization’s
future talent requirements. There is also a general lack of
awareness amongst the student community on the challenging
career and that exist in this sector.
Organizations need to work with universities and institutes to
have industry-academia partnerships. Developing renewable
energy curricula and infrastructure, providing internship training
for students, lectures by industry leaders for the students,
campus recruitments are a few ways in which the industry-
institute partnership could be encouraged. Campus recruitment
coupled with structured training program and career progression
will provide young talents ample avenues for growth within the
organization.
Skill Development
Skill development is essential for the growth of any industry
sector. Currently the Indian Government is focusing on scaling
up skill training efforts to meet the demands of the industry
and drive economic growth. Wind industry is also working
with various government agencies to improve the quality and
quantity of manpower entering the wind sector. This will ensure
skilled human resources are available in the market and provide
employment opportunities for un-skilled and semi-skilled
workforce.
As the sector is relatively new and fast growing, there is a
shortage of experienced and skilled manpower. The sector
is facing challenges in sourcing skilled manpower in many
functional areas like manufacturing, production, installation,
operation & maintenance, marketing and research &
development. Skill-sets such as wind research and assessment,
design skills, installation of large scale turbines, operation and
maintenance, failure analysis of turbine gear boxes and land
development are few among the many niche skills that are
required for the wind industry.
Looking at the industry growth, there is no more luxury of getting
the skilled human resources from the market. It is essential for
organizations to have strategy for intake of fresh talents and
training them on the required skills.
While focusing on providing technical skills, the training
curriculum need to:
² ensure timely availability of the quality human resources
² continuously develop the skills and competencies of the
personnel
² matching to the need of the customers and
² inculcate the core values and culture.
Organizations need to design and develop robust training
curriculum based on industry requirements in conjunction
with functional heads and subject matter experts. Training
curriculum should consider the quality issues, failure analysis,
site observations, major repairs and product changes. The
training strategy need to have a blended training methodology
of theory, practical, simulation and on-the-job training.
At Gamesa, technical development centers have been set up
for various business verticals with an aim to hire unskilled,
fresh human resources and provide training on technical skills.
Gamesa already has such development centers in the blade
factories, nacelle assembly plant, service division and wind farm
operations division.
While providing the basic skills, the employees need to be
continuously trained to upgrade their expertise. Such a system
will motivate employees to continuously learn and perform
effectively in their job. Employees need to be further motivated
to learn multi-skills as they achieve mastery level in a particular
skill.
Talent Management
In any industry the success of HR depends on how we focus
on nurturing talent, developing & building capabilities of
employees and providing a congenial work climate for ensuring

operational excellence and increased productivity. Encouraging
innovation, meritocracy, and adoption of best practices in every
area of our operation besides ensuring a performance-oriented
culture to meet the business expansion and growth objectives
are imperative in today’s scenario.
Robust talent management and talent engagement process
with an aim to create an environment where performance is
rewarded, opportunities are provided for career growth and
people are encouraged to realize their potential.
The criteria for growth has to be made clear through fair and
transparent career progression policies starting from trainee
level to the manager level. Any career progression model to
be understood and accepted by employees needs to look in to
performance and potential rather than just looking at experience
and seniority.
Performance Management
The performance management system should ensure
“Performance Work Culture” and “Reward for Performance”
that manifests a strong employee engagement & retention,
as we build teams to meet business goals. Key performance
indicators need to be set, for every employee and it has to be
agreed upon by the employee and the manager.
Specific incentive programs such as production incentives
and site incentive programs will also motivate the employees
to perform better. However the system should be crafted in
such a way that it motivates employees to achieve the targets
without compromising on quality and customer requirements.
Retention
Retaining employees is becoming a major challenge for any
industry sector in India and wind industry is not an exception.
HR need to deep dive in to the attrition by looking in to the
exit interview feedback and HR data. Few examples are high
potential retention, high performer retention, key position and
niche skills retention, etc. Such strategies will help to drastically
reduce the undesired voluntary attrition and maximize employee
retention.
Health & Safety
Providing a safe and healthy workplace for employees is of
foremost importance in the wind industry. Organizations need
to promote a policy and culture of workplace risk prevention
in order to guarantee a safe and healthy workplace. Many
organizations are working on continual improvement on this
front, not merely comply with prevailing legislation but attempt
to adopt all possible preventative measures.
Gamesa has an OHSAS 18001-certified Global Workplace
Health and Safety Management Programme which is helping
to reduce accident rates while boosting productivity and
fostering a culture of prevention. Gamesa has workplace
safety committees at each workplace on which 100% of its
employees are represented. These committees guarantee
employee involvement in health and safety policy-making as
well as ensuring employee assistance with the task of identifying
the risks that need to be assessed and monitored.
Safety training at the construction site
Safety training at the construction site
Employee Engagement
Focused employee engagement initiatives will help develop
the personality and confidence level of the employees
while enhancing their motivation and engagement with
the organization. Initiatives such as reward and recognition
programs, employee health camps, town hall meetings by
top management, in-house newsletters, family days, involving
employees in the CSR initiatives, to name a few ensures that
employees have more to expect at the workplace other than
the job and keep them engaged.
Employee Welfare
Any welfare measure in wind organizations has to be created
based on specific functional needs and working conditions of
its employees, instead of “one size suits for all” approach. Thus,
the welfare measures for a factory worker and a site supervisor
should vary depending on the needs and working conditions.
Thus it fosters employee engagement and satisfaction across
the organization.

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With almost half of organization’s workforce are in the field
spread across the country, their challenges and needs are
completely different and complex. Special welfare scheme
has to be designed for site employees considering their
requirements. Few examples are providing with fully furnished
and fully serviced guest house accommodation closer to the
site at a safer location, encouraging them to stay with their
families by providing special allowances and assistance, etc.
Learning from Other Industry Sectors
Being quite new industry sector comes with a boast of
challenges for framing the HR strategies. However one need
not reinvent the wheel, but need to be open to learn from
other industry sectors. Gamesa constantly benchmark’s with
other industry sectors to embrace the best practices. Couple of
initiatives that have gained momentum is the launch of Total
Quality Management and Competency Framework exercise.
Total Quality Management
One such initiative is the Total Quality Management, coming
from Japan, has helped many industry sectors like automobile
industry to have systematic process in the organization and
focus on quality leadership. Total Employee Involvement (TEI)
which is the main aspect of TQM, motivates employees to
participate in the TQM journey and contribute for improving
productivity, quality, safety & environment apart from substantial
cost savings. Reward & Recognition programs which are integral
to the TQM motivate and appreciate employees' participation
in TQM initiatives.
Competency Framework
Competency framework aims to study the job roles within
the organization and identifying the technical and behavioural
competencies that are required to perform these roles. The
success of competency framework is very obvious in industries
such as IT, ITES, BPO and auto industries. The exercise has
helped these sectors to define various job roles, work with
institutes to develop courses specific to the job related skill sets
and have a pool of skilled workforce available in the market.
Not only that, the competency framework helps organizations
to hire, train and develop the right talent while aligning both
individual and company goals.
Conclusion
There are many challenges for HR in wind industry such as
scarcity of required skill sets, inconsistent growth pattern of the
industry, etc. With the active directions of the Top Management,
Human Resource policies, systems and initiatives are put in
place by involving line functions and facilitated by HR function
to mitigate those challenges and keep the employees motivated
and engaged. The role of HR can be summarized as “HR is in
to Business”, “HR drives change” and “HR adds value, not just
activity”.
A Small Wind Turbine in Tamil Nadu in 1981

Human Resource
Development in
Wind Energy - India
Dr. P. Kanagavel
Additional Director & Head, ITCS,
pkanagavel.niwe@nic.in
National Institute of Wind Energy
(NIWE), Chennai
D. Chandralekha S. Saravanakumar
Introduction
In dealing with climate change, we are focusing more and more
on renewable energy for sustainable development. Wind power
has been one of the most promising options for a better life
and greater independence from fossil fuels. Wind Energy is the
fastest growing amongst the renewable energy sources and
global wind energy installed capacity has reached over 432
GW[1]. Indian wind power contributes nearly 6 per cent to the
global wind energy installed and it holds fourth position among
the world countries with the installed capacity of 27 GW[2].
India plays an important role in world’s wind energy market
having strong domestic manufacturing base with high potential
(49130 MW @ 50m, 102788 MW @ 80m and 302251 MW
@ 100m height[3]. The wind resource rapid growth in this sector
would require an extensive pool of knowledgeable, trained,
skilled and competent manpower to take care of the activities
like designing, manufacturing, installation and maintenance of
the Wind Electric Generators. As wind power is being adapted
as the most efficient, clean and sustainable source towards
mitigating the Global Warming and Climate Change, there is
a huge demand for human resource to meet national and
international business expansion.
India is now a global manufacturing hub for wind turbines with
more than 20 large wind turbine manufacturers with wind
turbines capacity ranging from 225 kW to 3000 kW[4] and
several small wind turbine manufacturers producing capacity
ranging from 0.3 kW to 50 kW. Some of the turbines produced
in India are currently exported by several manufacturers and
are expanding capacity to meet growing demand. To assure
timely evolution of wind industry and to meet India’s demands
and development of rural areas, human resource development
is a matter of immense importance. Wind energy can serve as
a growth engine to provide new employments and to bring
about economic development in many underdeveloped areas
as most of the wind farms are located in rural areas. To identify
the present demand of human resources and to know the need
of human resource in future, the Indian wind energy sector and
market potential should be analysed.
Present Energy and Renewable Energy Scenario
By end of 2014, the global electricity generation installed
capacity is about 5699.4 GW[5]. China, the United States,
Japan, Russia and India are countries with highest electricity
generation installed capacity. The power installed capacity of
India is about 304 GW[6] and 130 GW capacity addition is
required in the next 10 years to meet the growing demand of
electricity. Among the total electricity installed around world, the
non renewable sources like fossil fuel and nuclear contributing
80.8 percent[7] and renewable energy contributing 23.7 per
cent[6] (hydro power 16.6 per cent and bio power, solar PV,
and Geo, CSP & Ocean is 2.0 per cent, 1.2 per cent, 0.4 per
cent respectively and wind contributes around 3.7 per cent in
the global electricity).
Renewable contribution to the electricity installed in India is
about 14 per cent (44236.92 MW)[2] of the total energy mix
and wind alone contribute 62%. To increase the RE share
the Government had already set an ambitious target of about
175 GW of which 100 GW from solar, 60 GW from wind and
15 GW[8] from other renewable. However, besides having
considerable installed capacity and the target set, the renewable
is still backed off because of the lack of infrastructure and
trained knowledge in energy forecasting, energy storage, grid
stability and sustainable development. These are the greatest
challenges to face with the fossil fuel depletion and climate
change issues and preventing the renewable contribution to the
Indian as well as international Energy Mix.
Renewable Energy Jobs Scenarios in the World
The job lost due to the economic crisis in 2008 measures
about 61 million and an additional 280 million jobs need
to be created by 2019 to close the employment gap if new
labour market entrants are taken into account[9]. The study of
University of California shows that the wind energy sector has
created greater job opportunity than the conventional energy
sector and hence the wind energy sector has to be considered
as prominent form of energy, which will play a major role in
fuelling the employment gap in the coming days.

Figure 1: Average Total Employment for Different Energy
Technologies[10]
Employment in the renewable energy sector increased to 5 per
cent in the year 2015 and it reached approximately 8.1 million
jobs[11] (direct and indirect). From the Figure 2, it is clear that
Solar power and Bio Energy have larger part of job opportunities
globally. Considering the renewable energy economics report
and employment reports published in 2015, the leading
employers in Renewable Energy were China, Brazil, the United
States and India. Figure 2 shows the job opportunities in various
sectors of renewable energy.
Figure 2: Job Opportunities in Renewable Energy Sector in
World[11]
Wind Energy Job Predictions
The Ministry of New and Renewable Energy (MNRE) is the
nodal ministry for the promotion of all renewable energy
sources in India, which aims for 5000 MW addition in wind
energy every year and if we could achieve the prediction of
5000 MW every year, year on year, by end of 2022, the total
Indian wind installed capacity will be around 60,088 MW, which
is shown in the Figure 3 below.
Figure 3: Forecasted Future installed Capacity for the year
2022
According to the report of “Renewable Energy and Jobs Annual
Review 2016” published by IRENA, some of the countries like
Brazil, Indonesia, Russia and the US, show lower employment
levels in the electrification because maximum number of
labours rely on Bio Energy (used majorly for other than electricity
generation). However, in India, jobs are more in electrification
mainly because of more renewable power installations. The
report is also saying that the available manpower in Indian wind
energy sector by end of 2015 is nearly 48000[12].
An attempt has been done to compare some of the predictions
of employment opportunities for wind power sector done
by few agencies/institutions with various aspects, which are
presented below;
1. Installed Capacity v/s Present Manpower
The Figure 2 shows the global renewable energy jobs created
till the end of 2015 is 1.1 Million people in wind sector
alone. By end of 2015, the total global wind installed capacity
was 432,883 MW. The manpower for per MW has been
calculated by comparing the wind installed capacity and the
job opportunities estimated and provided in Renewable Energy
and Jobs – Annual Review 2015 published by IRENA. The
calculation is shown below.
25088 30088 35088 40088 45088 50088 55088 60088
0
20000
40000
60000
80000
2015 2016 2017 2018 2019 2020 2021 2022
Megawatt
² Total Jobs in RE as per Ren 21 report is 8.1 Million
² Jobs in Wind Energy Sector as per IRENA’s Renewable
Energy and Jobs – Annual Review 2015 is 10,81,000
² The total installed capacity by end of 2015 as per
GWEC data is 4,32,883 MW.
² Per MW manpower is calculated by comparing the
installed capacity and the manpower projected as
below:
= 10,81,000 / 4,32,883
= 2.49, may be the manpower deployed per MW.
² If MNRE target of 60 GW for wind energy is achieved
by the year 2022, the available manpower will be:
= 60,000 x 2.49
= 1,49,400 (approx)

As per the above estimation nearly 1.5 lakhs manpower will
be employed in Indian wind sector by the year 2022, which is
very close to the employment opportunity predicted by IRENA
for wind sector.
Year
Wind
Turbine
Installed
Capacity
in MW
FTE
Employment
if 100%
Target
Achieved
FTE
Employment
if 60%
Target
Achieved
FTE
Employment
if 40%
Target
Achieved
End of 2015 25088
2022
(Proposed)
60088
(approx)
149400 89771 59847
Table 1: Estimated FTE Employment for the year 2022
based on Wind Turbine Installed Capacity in India if Wind
sector creates 2.49 jobs per MW
2. Installed Capacity Vs 15 Jobs per MW
Natural Resources Defence Council (NRDC) and Council
on Energy, Environment and Water (CEEW), has estimated
15 jobs per MW of wind power based on the Global Wind
Energy Council by comparison of various reports and
studies[13]. The below estimation has been arrived by comparing
15 jobs per MW with the Indian wind installed capacity by some
probabilities of achieving target.
Manpower estimation for the year 2022 is as follows:
Year
Wind
turbine
Installed
Capacity
in MW
FTE
Employment
if 100%
Target
Achieved
FTE
Employment
if 60% Target
Achieved
FTE
Employment
if 40% Target
Achieved
End of 2015 25088
2022
(Proposed)
60088
(approx)
901320 540792 360528
sector creates 15 jobs per MW
From the above table, we are very happy to know that nearly
one million jobs will be available by the year 2022 if the MNRE
projected target is achieved and 0.54 and 0.36 million jobs if
60% and 40% of the target is achieved respectively.
3. Installed Capacity Vs 7 Jobs per MW
World Institute of Sustainable Energy (WISE), Pune in its study
presented a report that wind sector generates 6.76 jobs per
MW[14] for manufacturing activities (hubs, towers, blades,
generator, controls, nacelles, etc.) and 0.59 jobs for operation
and maintenance. Totally, 7 jobs per MW is the estimation and
the same has been compared with targets and presented in
the below table.
Year
Wind
turbine
Installed
Capacity
in MW
FTE
Employment
if 100%
Target
Achieved
FTE
Employment
if 60% Target
Achieved
FTE
Employment
if 40% Target
Achieved
End of
2015
25088
2022
(Proposed)
60088
approx)
420416 252369.6 168246.4
sector creates 7 jobs per MW
As per the above table, there will be close to 4.2 lakhs jobs will
be there in wind energy sector by the year 2022 if the MNRE
projected target is achieved 100 % and 2.5 lakhs and 1.7 lakhs
jobs if 60% and 40% of the target is achieved respectively.
4. Future Prediction for Jobs in Wind
The employment is currently distributed across all the major
RE sectors like bio-gas, solar PV (off-grid), solar thermal (both
off-grid and on-grid), wind, bio-mass (on-grid) and bio-mass
gasifier. Based on the detailed questionnaire survey, discussions
and the data collected from various experts from the field the
following table shows estimated employment for wind energy
sector based on present scenario.
Estimated
Current
Employment
(No.)
Estimated
Employment by
2022 (No.)
FTE
Employment
if 60% Target
Achieved by
2022
FTE
Employment
if 40% Target
Achieved by
2022
48000
(approx)
108000
(if target
achieved)
63452 42341
Table 4: Estimated Employment based on Current Scenario
The estimation shows approximately 1 lakhs job opportunities
by the year 2022 in wind energy sector if the MNRE projected
target is achieved.
5. Comparison with Potential
As already mentioned in the introduction, the wind potential in
India at 50m level with clearly stated assumptions is estimated
as 49130 MW, at 80m and 100m the potential is about
102788 MW and 302251.49 MW respectively. Calculation is
made and presented in Table 5 for the manpower estimation
by different potentials in the country.

Wind Potential
FTE
Manpower
(if 100 %
potential
harnessed)
FTE Manpower
(if 60 %
potential
exhausted)
FTE Manpower
(if 40 %
potential
exhausted)
At 50 m –
49130 MW
343910 206346 137564
At 80 m –
102788 MW
719516 431709.6 287806.4
At 100 m -
302251.49 MW
2115757 1269456.258 846304.172
Table 5: Estimated FTE Employment Based on Wind
Potential in India
From the above comparison, it is good to arrive the large
number of green job in wind energy sector amounting to 21
Lakhs jobs if we completely tap the potential estimated at
100m agl and close to 0.8 million jobs if we harness the 40%
of the potential estimated. As the Megawatt class wind turbines
models are being introduced in the Indian market during the
recent years, it is believed that more installation of wind energy
systems will be installed towards taping all the estimated
potential. Wind is being green source of energy and promising
source for mitigation of climate change, we can expect good
number of green jobs creation in coming years.
As a Result ...
There is a large manpower requirement for the wind energy
sector in coming years even though small inconsistency results
are observed in the above five different comparisons for the
year 2022. As per the first comparison, the proposed wind
energy job opportunities for the year 2022 are 1.5 lakhs, which
is possible only when the target of 60 GW for wind is achieved.
The second estimation shows that if the target is achieved
fully, the manpower will be around 9 lakhs by considering 15
jobs per MW. If 40 per cent of the target achieved, then the
manpower available will be 3.6 lakhs.
As per the WISE report, the manpower available will be 4.2
lakhs by taking 7 jobs per MW when the target achieved fully
and if 40 per cent target achieved the manpower will be
around 1.6 lakhs. As per the fourth comparison, around 1 lakhs
job opportunities by the year 2022.
And the fifth estimation shows that there will be very large
numbers of green jobs in wind sector alone in the near
future if we tap the full wind potential. By comparing all the
estimations, it can be concluded that minimum a lakhs jobs will
be available in the wind sector by the year 2022 in India even
if the current technology and trend remains as like. However,
because of the tremendous push by the government and
the target fixed for the year 2022 surely there will be definite
technology developments which lead to the increase in the
installed capacity and investors to trust and rely on the wind
sector. This will surely lead to increment in jobs opportunity in
the future days.
After analysing all results and future technology development in
wind sector the manpower addition for every year may be as
given in figure below.
Figure 4: Forecasted Manpower Addition for Each Year
Offshore Wind Energy in India
India blessed with coastline of about 7600 Km and has
significant offshore wind power potential. India has 9 maritime
States. Preliminary studies by NIWE, Chennai and Indian
National Centre for Ocean Information Services (INCOIS),
Hyderabad founded offshore potential along Tamil Nadu,
Gujarat and Maharashtra coasts. The offshore wind policy
aims to deploy wind farms within territorial waters (12 nautical
miles). It is estimated that India has potential to develop 350
GW of offshore wind energy installation in India. Offshore being
a new market in India, a lot of job opportunities in wind sector
will open in the future.
This requires large scale infrastructure for research, development
and demonstration, not only for wind turbine structures, but
also for the complete life cycle of a wind energy project.
This includes design, manufacturing, transportation, logistics,
construction, operation, maintenance and decommissioning.
Suggested prioritised six research topics for offshore wind
technology development are:
²² Sub-structures
²² Logistics, assembly and decommissioning
²² Electrical infrastructure
²² Wind turbines
²² Operation and maintenance
²² External Conditions[15]
Wind Energy Jobs per MW (Installation Rate and
Cumulative Installations)
Table 6 describes the proportion of jobs per MW / year and jobs
/ MW of cumulative capacity attributable to each sub sector.
0
5000
10000
15000
20000
25000
2016 2017 2018 2019 2020 2021 2022
Predicted Job Addition

Activity
Crew
strength
Percent-
age per
MW
Total
Person
days
per MW
Person
Years
per MW
Jobs per
MW for the
entire life of
the facility
(20 Years)
Pre-siting 9 15 135 0.45 0.02
On-site
Infrastructure
7.5 12 90 0.30 0.01
Foundation 50 20 1000 3.33 0.17
Assembly,
erection &
Commissioning
1.06 0.05
Ancillary
Human
Resource
1.54 0.08
Manufacturing
of components
6.76 0.34
Operation and
Maintenance
0.59 0.59
Administration 2.32 0.12
Total Direct
Manpower
16.36 1.38
Total Indirect
Manpower
65.43 5.52
Total
Manpower per
MW
81.78 6.90
Table 6: Proportion of Jobs attributable to Deployment Rate
and Cumulative Capacity[16]
Figure 5 shows share of different jobs in a wind power project
by components is a self-explanatory, indicating that maximum
labour-intensive major activities, namely blades servicing,
installations, towers and gearbox account for more than 71%
of the labour.
Figure 5: Share of different jobs in a wind power project
by components[17]
The below jobs are created in Energy Production Sector.
Comparing all sectors Wind and Bio-energy are having the high
scope in job opportunities based on energy comparing the
energy production.
Sector Job Years per TWh (approx)
Nuclear 75
Mini Hydro 120
Natural Gas 250
Hydro 250
Petroleum 260
Offshore oil 265
Coal 370
Wood Energy 733 to 1067
Wind 918 to 2400
Bioenergy 3711 to 5392
Source: Jose Goldemberg
Table 7: Jobs Created in Energy Production Sector[18]
Prospective Wind Energy Job Areas
The employment in wind energy sector can be divided into
two broad categories, direct and indirect. Direct employment
activities will be manufacturing of wind turbine generators,
delivery and logistics, assembly and erection, infrastructure
development, commissioning, project management, operations
and maintenance, testing of wind turbine, research and turbine
design. Indirect jobs include, consumption of cement and steel,
electric and data communication cables, sensors, data loggers
etc. A study conducted by WISE, states that there are about 4
indirect jobs for one direct job. Indirect jobs are a multiplying
factor on the direct.
Factors that influence the number of jobs in wind energy
sector are equipment used for construction & installation and
R&D development, in and around the area of the location of
installation of the wind farm.
The job prospective areas are illustrated in the block diagram.
Figure 6: Job Prospective Areas[19]
2%
Transportation
27%
Blades
Couplings
Brakes
2%
6%
4%
Gearboxes
5%
Rotor
Hubs
4%
Generators
8%
Towers5%
NacellesTurbine
4%
Assembly.
1%
Development
11%
21%
Installation
Servicing
Raw Material &
Machinery
Suppliers
Steel
Carbon ﬁber
Balsa wood
Fiber glass
Other materials
Machinery
Tooling
Design &
Development
Services
Design
Engineering
Research
Machining
Automation
Assembly
Component
suppliers
Gearbox
Bearing
Tower
Generators
Blades
Electronics
Wind Turbine
Companies
OEMs
scale
Large utility
Small wind
New wind
energy
designers
Turbine mfg.
licensees
Construction
and Utility
Services
Engineering &
Procurement
Construction
Companies
Transportation
Services
Operation &
Maintanenance
Wind Farm
Developers
Feasibility
analysis ﬁrms
Project
Developers
Utilities

The approximate distribution of manpower across different
functional areas of operation is provided in Table 8 below.
Functional Area of Operation
Percentage of people
employed (%)
Manufacturing 20
O&M 25
Project Development 30
Marketing 25
Table 8: Estimated employment distribution across various
functional areas[19]
It can be seen from the table above that the major functional
areas of employment in wind energy sector are project
development, operations & maintenance and marketing.
Hence, capacity building and skill development efforts need to
be prioritized in these areas.
Jobs Distribution within Wind Industry
The breakdown of jobs in the wind energy industry from 2012
to 2030 is shown in Figure 7. The proportion of employment
in O&M is expected to rise as the number of installed wind
turbines grows. Incorporating the changing employment profile
and a figure for staff turnover enables the demand for trained
staff across the industry sub sectors to be identified. Nearly
50,000 additional trained staff will be needed by the industry
by 2030. O&M will become the greatest source of new jobs
and demand for trained staff in 2030.
Source: TPwind Survey and MNRE
Table 9: Function-wise Skill Gaps in Wind based RE Systems
Strategy for Capacity Building
Various discussions with experts and the questionnaire survey
revealed the following with regard to skill requirements and the
skill gaps for the Indian Wind Energy sector.
² The skill gaps identified in the WE industry are –
planning & co-ordination skills in project management,
Source: NRDC and CEEW Analysis
Figure 8: Overview of Employment Generated Across the
Project Lifecycle
Figure 7: Rate of Job Creation - Demand for Trained Staff
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
Project Management,
Project Development and
Multidisciplinary Skills
Finance
•
•
•
Manufacturing
Engineering
•
•
•
•
•
•
•
•
Marketing
• •
Business
Development
•
•
Other issues
Academic
Research, Design
and R&D
Project Engineering
(Construction and
O & M)
Loads and
Aerodynamics
Skills in optimization
of blade angles for
maximizing
energy output
Consultancy
Electrical / Grid
Off-shore wind
technology
Accurate wind
resource assessment
Repowering
Better electrical
energy storage
batteries for small
scale wind mills
Development of
high-strength fatigue
resistant materials
for wind turbines
Design
improvements in
step-up gear boxes
Wind Energy Finance
Project Finance
Corporate Finance
Power Resource
Assessment
Spatial Planning /
Consenting
Policy / Regulatory
Analysis
Project
Development and
Project
Management
Legal Experts
Communications
Installation of high
capacity wind
turbines
Grid integration of
wind turbines
Wind power
evacuation
Electrical / Power
Engineering
Quality Control
Diagnostics
Metal Fabrication
Machining
Mechanical and
Electrical Fitting
Testing
Electrical / Power
Engineering
Civil Engineering
Mechanical
Engineering
Commissioning
Maintenance
Failure analysis of
gearboxes of wind
turbines
•
•
•
•
•
•
•
•
•
•
•
•
•
VET (Vocational
Education and
Training)
Service and
Maintenance
Installation and
Commissioning
Introduction to
Wind Energy
On-Site safety
(e.g. Global Wind
Organising Training
Platform)
Fire Fighting
Tower climbing
Rescue
First-aid
Techno-
commercial
marketing of wind
projects in energy
intensive industries
Difficult to retain
trained and
knowledgeable
manpower
•Direct Sales
Marketing
Communication

erection, commissioning and grid integration of large scale
WE projects, installation and commissioning skills and
techno-commercial marketing skills. These skill gaps can
be addressed through common workshops and training
programs. Further design skills to match wind speeds and
capacity of turbines, installation of large scale turbines,
operation and maintenance & failure analysis of turbine
gear boxes are the areas which require highly skilled
talents.
²² Industry associations with support of MNRE to work with
universities will increase the campus recruitments from
wind energy companies. MNRE is offering stipend through
NIWE to students pursuing post graduation in Renewable
energy and even for Ph.D.
²² Organizing RE job fairs can facilitate in bringing the industry,
educational institution to a common platform and facilitate
in employment by the industry. This model has been quite
successful in IT sector.
²² The awareness on the challenging career opportunities
in renewable energy sector is low amongst the students
and other stakeholders. MNRE should create a nationwide
publicity campaign through advertisements in both the
print and electronic media to generate more awareness.
Conducting prototype making competitions to bring
out design and skills among various people in various
capacities.
²² Industry to partner with universities and work as visiting
faculty, take summer interns from colleges. Industry
association with support from MNRE to facilitate the
internship.
²² Encourage web-enabled renewable energy education and
distance education programs in wind energy technologies
as a certificate course.
²² Promote innovative applications of wind energy
technologies to create new jobs.
²² Develop accredited wind energy trainers who can impart
skill based training – NIWE, MNRE with industry cooperation
can develop the modules and offer the ‘Training of
Trainer’ programmes. Various specific programmes can
be developed and offered like O&M, Project Management
etc. (Already initiated, but needs implementation in more
number of Universities).
²² Incubate and support green entrepreneurs and start-
ups involved in manufacturing of wind energy products,
technologies, to create new jobs – this would involve
publicity on green entrepreneurship, allocating funds for
incubation and financing of wind energy entrepreneurs
and setting up of wind energy parks, similar to SEZs.[19]
Only 52 out of a total of about 1346 technical institutions[20]
in India offer postgraduate courses in Energy Management
with electives on RE. Out of the 910 students who graduate in
Energy Management with RE electives, majority of them take up
jobs in IT and manufacturing sector as the salaries are higher.
Also the infrastructure at the Universities is not adequate and
the industry finds it difficult to employ the graduates passing
out of the Universities as well the ITI’s, as they do not have the
requisite skills. Hence there is a need to fine-tune and improve
the curricula, improve the infrastructure at the Universities so
that they meet the future HR requirements of the industry.
Some of the suggestions made are as under:
²² Promote collaboration between Indian universities and
world class universities abroad for adopting best practices
in imparting RE skills.
²² Provide Infrastructure fund for Universities offering RE
courses.
²² Enhance the number of seats available at the PG courses
in universities for RE.
²² Take more ITI’s students in apprenticeship for training in RE
related to their trade.
[21]
Skill Gaps Recommendations
Project Development &
Consultancy
• Design techniques
to match wind
resource availability
with appropriate
rating of wind energy
installations
• Skills in optimization
of blade angles for
maximizing energy
output
Construction &
Installation
• Installation of high
capacity wind Turbines
Operation &
Maintenance
• O&M of turbines and
gearboxes
• Failure analysis of
gearboxes of wind
turbines
1. For industry professionals
a. Train industry
professionals in
simulation techniques
for assessing wind
energy generation
potential through
international experts /
organizations
2. For ITI technicians
a. Launch wind energy
specific three / six
month certification
courses in ITI in
partnership with
wind industry. This
course would provide
exposure in the
areas of construction
& installation, O&M
and technical
troubleshooting of
wind turbines

Skill Gaps Recommendations
Marketing
• Techno-commercial
marketing of wind
projects
3. For UG & PG institutions
a. Facilitate partnerships
between wind energy
companies and leading
institutions such as
IITs, NITs, etc. to work
in the following areas
– Industry experts as
faculty, joint research
projects, internship of
students
b. Introduce techno-
commercial analysis
and marketing skills
as part of syllabus
in postgraduate RE
curriculum through
AICTE
Table 10: Skill Gaps and Recommendations[19]
Conclusion
A huge potential for wind power exists in the country. More
indigenization and capacity addition will result in more
employment and skilled personnel in India. Indian wind power
sector certainly experiences shortage of trained and skilled
human resource and hence the urgent need to devise policies
and programmes to train persons with the required skill-sets.
Certificate or Diploma programmes for engineering design,
financial modelling and O&M of turbines would be a welcome
step in the near future. Focus of the R&D for the sector needs to
be defined. Joint efforts with a consortium approach by industry,
research organizations, and NIWE/MNRE would certainly boost
the indigenization of wind turbine technology resulting in more
employment generation in India as well as turbines suiting the
Indian subcontinent meteorology.
References
1. Global statistics. Retrieved August 09, 2016, from
http://www.gwec.net/global-Figures/graphs.
2. MNRE Physical Progress of RE. (Retrieved August 09,
2016, from http://mnre.gov.in/mission-and-vision-2/
achievements.
3. NIWE Wind Resource Assessment. (Retrieved August 09,
2016, from http://niwe.res.in/department_wra_est.php.
4. NIWE Manufacture List. Retrieved August 09, 2016, from
http://niwe.res.in/information_ml.php.
5. MECOmeter - Macro ECOnomy Meter. Retrieved August
09, 2016, from http://mecometer.com.
6. CEA-Installed Capacity. Retrieved August 09, 2016, from
http://www.cea.nic.in/monthlyinstalledcapacity.html.
7. Global Status Report - REN21. Retrieved August 09, 2016,
from http://www.ren21.net/status-of-renewables/global-
status-report.
8. Year End Review - Solar Power Target Reset to One Lakhs
MW. Retrieved August 09, 2016, from http://pib.nic.in/
newsite/PrintRelease.aspx?relid=133220.
9. Rabia Ferroukhi, Alvaro Lopez-Peña, Ghislaine Kieffer,
Divyam Nagpal, Diala Hawila, Arslan Khalid, Laura El-Katiri,
Salvatore Vinci and Andres Fernandez (IRENA) (2016),
‘Renewable Energy Benefits: Measuring the Economics’.
IRENA, Abu Dhabi.
10. Wei, Patadia and Kammen 2009 (University of California,
Berkeley).
11. IRENA Retrieved August 09, 2016, from http://www.irena.
org/News/Description.aspx?NType=A.
12. Renewable Energy and Jobs – Annual Review 2015.
Retrieved July 07, 2016, from Renewable Energy and Jobs
– Annual Review 2015. Retrieved August 09, 2016.
13. Creating Green Jobs: Employment Generation by
Gamesa-Renew Power’s 85 Megawatt Wind Project in
Jath, Maharashtra. Retrieved August 09, 2016, from
http://ceew.in/newsDetails.php?id=275 & Global Wind
Energy Council, India Wind energy outlook 2009, http://
www.gwec.net/wp-content/uploads/2012/10/Ind_Wind-
Energy-Outlook_2009_GWEC.pdf (accessed August 8,
2014).
14. Pillai, G. M. Wind Power Development in India. Pune:
World Institute of Sustainable Energy, 2006. Pg No: 297.
15. EWorkers wanted: The EU wind energy sector skills gap.
Retrieved August 09, 2016, from http://www.windplatform.
eu.
19. Dr. P. Kanagavel, International Training Programme on
Wind Power Development And Use–2011, Sweden:
Retrieved from Human Resource Development for Indian
Wind Energy Sector - Change Project Final Report
20. All India Council for Technical Education . Retrieved August
12, 2016, from http://www.aicte-india.org/downloads/
Aicte_Annual_report_2006-2007.pdfAICTE.
21. MNRE HRD Draft Final Report November 2010. Retrieved
August 12, 2016, from http://mnre.gov.in/file-manager/
UserFiles/MNRE_HRD_Report.pdf.

The electricity distribution sector is a vital link in the power sector value chain to provide the interface with the end consumers.
A robust distribution sector, therefore, is of paramount importance for steering the ambitious power development programs of
the country. Formulation and implementation of the Integrated Rating Methodology is part of the several key initiatives of Govt.
of India to improve the financial health of the state distribution utilities and to achieve self-sustainability in their operations.
Ministry of Power has completed the Fourth Annual Integrated Rating exercise within the Integrated Rating Methodology
formulated in July 2012 on a range of parameters covering operational, financial, regulatory and reform covering 40 State
Distribution Utilities. The present rating has been submitted by ICRA Limited and Credit Analysis and Research Ltd. in June
2016.
The rating would act as a thought matrix for utilities to deliberate on the areas of their strength and weakness as reflected in
their respective ratings. Power Minister hopes that the utilities would draw a time bound action plan to address various areas
of concern and move forward towards achieving excellence in overall performance.
The ratings would also enable the State Governments and other stakeholders including lending institutions to have a better
understanding of the dynamics of the distribution sector.
The proposed grading scale of ‘A+ to C’ is different from the prevalent rating scale adopted by CRAs (AAA to D) as the
prevalent rating measures the degree of safety regarding timely servicing of financial obligations based on “probability of
default”; however, current grading exercise analyzes the operational and financial health of the distribution entities based on
the rating framework approved by Ministry of Power. Further, credit rating for distribution utilities entails comparison with other
corporates, as compared to the integrated rating exercise wherein comparison of the entity is done with other distribution
utilities only.
Ratings of State Power Distribution Utilities

Source: Ministry of Power

National Institute of Wind Energy (NIWE) formerly known as
Centre for Wind Energy Technology (C-WET) was established at
Chennai in 1998 by the Union Ministry of New and Renewable
Energy (MNRE) to cater for all scientific and technological
needs of the vibrant and wind based renewable energy
sector. It is a young organization with highly experienced
professionals with expertise in all related disciplines of wind
energy sector. This unique combination makes it a forward
looking and practical organization that will take the next logical
steps towards advancing wind technology in the right direction.
With its open approach to all wind energy related science and
technology, NIWE assures assistance from resource assessment
to project implementation. As an integral part of NIWE, a world
class Wind Turbine Test Station (WTTS) is located at Kayathar
in Thoothukudi District, Tamil Nadu. Perhaps, NIWE is the
only Testing and Certification agency in the country. NIWE has
the responsibility to provide complete scientific and technical
backing to all stakeholders in the field of wind energy and has
stated its commitment through its quality policy.
One of the Charters of this institute is to provide training
and empower scientists and technologists with right kind of
knowledge base. As a part of such activities, NIWE had started
the training courses in the year 2004 with 12 days International
Training Courses for International participants and 2 days
National Training Courses for National participants covering all
aspects of Wind Turbine Technology starting from what is wind
to its technology and applications, wind resource assessments,
installations and commissioning, operation & maintenance,
financial aspects along with testing and certification of wind
turbines in a focused manner. The international training
includes visits to wind turbine manufacturing factory, operating
wind farms with variety of wind turbines and also Small Wind
Turbine Manufacturing Training cum Workshop to provide hands
on experience. To accommodate recent development in the
training courses, the course period for the recently conducted
training has been increased from 2 days to 5 days for national
training courses and from 12 days to 30 days for international
training courses.
With this vast experience, it is worthy effort that India can
incorporate lessons learnt from its own experience and foster
Trainings Conducted at
National Institute of Wind Energy (NIWE)
Dr. P. Kanagavel, Additional Director & Head, ITCS
wind energy developments elsewhere in the Indian sub-
continent and other geographical sub-regions. The training
courses benefits the following sectors, viz. Academic and R&D
Institutions, State Nodal Agencies, Wind Turbine Manufacturing
Companies, Suppliers and Distributors, Project Developers and
Investors, Independent Power Producers (IPP), Consulting
Firms, Financial & Insurance Institutions, Media Personnel,
Non-Governmental Organizations (NGO) & Government
Organizations.
NIWE has successfully organized 19 International Training
Programs on “Wind Turbine Technology and Applications”
since 2004, which includes special courses for Bay of Bengal
Initiative for Multi-Sectoral Technical and Economic Cooperation
(BIMSTEC) and Association of Southeast Asian Nations (ASEAN)
member countries, Indian Technical & Economic Cooperation
Programme (ITEC) and Special Commonwealth Assistance
for Africa Programme (SCAAP) partners countries as well as
exclusive courses for Cuban scientist and African Countries
under Africa India Forum Summit - II (AIFS - II). NIWE has
also successfully conducted a customized special International
Training Course for Arab Organization for Industrialization (AOI)
Engineers, Egypt on “Wind Turbine Testing and Wind Farm
Micrositing”. The international training courses were conducted
with the sponsorship by Ministry of New and Renewable
Energy (MNRE), Government of India and Ministry of External
Affairs (MEA), Government of India under ITEC/SCAAP, AIFS-II
and ASEAN Cooperation Fund.
In addition to International Training Courses, NIWE has also
successfully organized 21 National Training courses including
special course for State Nodal Agencies (SNAs) and MNRE
scientists to create an effective infrastructure, competent &
skilled human resources in the wind energy sector. NIWE has
also conducted customized training for students and System
Operators of State Load Despatch Centre sponsored by Power
System Operation Corporation Limited (POSOCO), Ministry of
Power, Government of India.
Since 2004, with above national and international training
courses, NIWE has trained 1089 national participants across
India besides training 382 international participants from
72 countries.

NIWE is organizing the following training courses:
International Training Course on Wind Turbine Technology & Applications 2 weeks
National Training Course on Wind Farm Development and Related Issues 1 week
Besides the above training courses a few specific trainings on various aspects of wind turbines are organized. NIWE also organizes
Seminars and Knowledge Forums on various topics of wind energy with other institutions.
World Wind News
• To bring the transport of turbines costs down, Vestas has decided to tack on more
rotors to get the most out of a turbine tower by testing a multi-rotor design at the
Technical University of Denmark that has four rotors and 12 blades.
• Wind turbines in Scotland provided 39,545 megawatts per hour (MWh) of
electricity to the National Grid for 24 hours on Sunday against total electricity
consumption for that day was 37,202 MWh.
• The Australian Energy Market Operator has shot down the claims that Australia
cannot accommodate any more wind and solar, saying that the challenge is not
so much technical as how to design the appropriate market signals and regulation.
He said that the need is to see where the new technical solutions may lie, and
ensure that the framework is flexible enough to accommodate them.
• The renewable energy and tourism can co-exist in a modern Scotland. Hopefully
the latest research will finally put to bed the myth that wind farms have a negative impact on tourism jobs.
In fact, the reality is that in some cases wind farms have themselves become tourist attractions. The employment
in tourism in the majority of areas immediately surrounding wind farms grew faster than in the wider local authority
areas where they were situated.
• A tidal turbine designed to harness the kinetic energy found in moving bodies of water could be ideal for India
to generate clean energy from a renewable resource with less cost and a smaller carbon footprint, says Canadian
entrepreneur Nofel Izz who invented the device. The Aqua Dynamo’s turbines include a powerful blade that is
designed to be hydrodynamic.
SnippetsonWindPower

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1. Introduction
Major share of renewable power capacity in India is from wind
energy. India started harnessing of the wind power prior to
1990. The present installed capacity is over 27 GW which is
fourth largest in the world after China, USA and Germany.
Most of the wind turbines installed up to the year 2000 are
of capacity below 500 kW and are at sites having high wind
energy potential. It is estimated that over 3000 MW capacity
installation are from wind turbines of around 500 kW or
below. In order to optimally utilise the wind energy resources
repowering is required.
2. Objective
Objective of the Repowering Policy is to promote optimum
utilisation of wind energy resources by creating facilitative
framework for repowering.
3. Eligibility
Initially wind turbine generators of capacity 1 MW and below
would be eligible for repowering under the policy. Based on the
experience, Ministry of New & Renewable Energy (MNRE) can
extend the repowering policy to other projects also.
4. Incentive
i. For repowering projects Indian Renewable Energy
Development Agency (IREDA) will provide an additional
interest rate rebate of 0.25% over and above the interest
rate rebates available to the new wind projects being
financed by IREDA.
ii. All fiscal and financial benefits available to the new wind
projects will also be available to the repowering project as
per applicable conditions.
5. Implementation Arrangements
The repowering projects would be implemented through
the respective State Nodal Agency/Organisation involved in
promotion of wind energy in the State.
6. Support to be provided by States
i. In case augmentation of transmission system from pooling
station onwards is required the same will be carried out by
the respective State Transmission Utility.
ii. In case of power being procured by State Discoms through
PPA, the power generated corresponding to average of
last three years’ generation prior to repowering would
Policy for Repowering of the Wind Power Projects by MNRE
continue to be procured on the terms of PPA in-force and
remaining additional generation would either be purchased
by Discoms at Feed-in-Tariff applicable in the State at the
time of commissioning of the repowering project and/or
allowed for third party sale.
iii. State will facilitate acquiring additional footprint required for
higher capacity turbines.
iv. For placing of wind turbines 7D x 5D criteria would be
relaxed for micro siting.
v. A wind farm/turbine undergoing repowering would be
exempted from not honouring the PPA for the non-
availability of generation from wind farm/turbine during
the period of execution of repowering. Similarly, in case
of repowering by captive user they will be allowed to
purchase power from grid during the period of execution
of repowering, on payment of charges as determined by
the regulator.
7. Financial Outlay
No additional financial liability to be met by the MNRE for
implementing the Repowering Policy. The repowering projects
may avail Accelerated Depreciation benefit or GBI as per the
conditions applicable to new wind power projects.
8. Review
The Repowering Policy would be reviewed by the Government
as and when required.
Source: MNRE Notification dated 5th August 2016
 Senvion Acquires Kenersys India
Senvion, German wind turbine manufacturer has
acquired the complete product portfolio suite,
wind turbine inventory and the service operations
of Kenersys India Private Limited, Baramati
(Maharashtra). Kenersys has the production facility
of about 250 MW which can be expanded further.
 Centre Plans to Triple Power Transmission
Capacity by 2020
Centre plans to enhance the power transmission
capacity in the country by almost three times by
2020, Union Minister Piyush Goyal said today,
adding that South India has achieved power
surplus status due to various initiatives.
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