Case study: Nepal Electricity Authority / Telecom

I would choose Nepal Electricity Authority (NEA). A case study is prepared in a structured sequence, as below.

Structure of the case study

1. Title and introduction "Improving performance of Nepal Electricity Authority: planning, leadership, motivation and HR development." State the purpose, scope and importance of NEA as a state-owned utility, established in 2042 BS (1985) under the NEA Act, which generates, transmits and distributes electricity in Nepal.

2. Background of the organization History, mission, structure (generation, transmission and distribution directorates), number of employees, customers, installed capacity, finances, and main issues such as system loss, tariffs, financial losses, project delays and import/export of power.

3. Statement of the problem Selected issues: high technical and non-technical losses, delays and cost overruns in projects, weak maintenance, the financial burden of debt and power purchase agreements, frequent outages in some places, political interference in appointments, and low staff motivation.

4. Objectives of the study To analyse four areas (planning horizon, leadership, motivation, human resource development) and recommend improvements.

5. Methodology and data collection Primary data: interviews with managers, engineers, linemen and consumers; questionnaires; field observation. Secondary data: NEA annual reports ("A Year in Review"), Ministry of Energy documents, Electricity Regulatory Commission reports, previous research.

6. Analysis, area by area

• Planning horizon: Compare short-term (annual), medium-term and long-term (20-year) plans; check the demand forecast, project readiness, transmission-generation balance and risk of delays; apply SWOT and gap analysis.
• Leadership: Style of top management (political appointment, tenure instability), decision speed, vision, accountability; Kulman Ghising's period as an example of performance-based leadership.
• Motivation: Salary, promotion, working conditions of linemen, safety, recognition, union issues; use Maslow and Herzberg to analyse.
• Human resource development: Training, career path, technical skill upgrading, succession planning, brain drain.

7. Findings Strengths, weaknesses, opportunities (hydropower, export to India/Bangladesh, smart grid) and threats (political influence, competition from private producers, climate and demand).

8. Alternatives and recommendations

• Fixed-tenure professional leadership; performance contract.
• Rolling long-term plan linked with the budget and a realistic project schedule.
• Performance-linked incentives, safety and recognition schemes.
• Training plan, succession planning and technology adoption (SCADA, smart meters).
• Loss reduction targets with monitoring.

9. Implementation plan and conclusion Timeline, responsible units, resources, monitoring indicators (system loss %, outage hours, customer satisfaction) and a short conclusion.

10. References and appendices.

Intro -> Background -> Problem -> Objectives
 -> Method -> Analysis -> Findings -> Recommendations