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Ntpc singrauli-mp-486890-iv-sem-final-project -upload new
Ntpc singrauli-mp-486890-iv-sem-final-project -upload new
Ntpc singrauli-mp-486890-iv-sem-final-project -upload new
Ntpc singrauli-mp-486890-iv-sem-final-project -upload new
Ntpc singrauli-mp-486890-iv-sem-final-project -upload new
Ntpc singrauli-mp-486890-iv-sem-final-project -upload new
Ntpc singrauli-mp-486890-iv-sem-final-project -upload new
Ntpc singrauli-mp-486890-iv-sem-final-project -upload new
Ntpc singrauli-mp-486890-iv-sem-final-project -upload new
Ntpc singrauli-mp-486890-iv-sem-final-project -upload new
Ntpc singrauli-mp-486890-iv-sem-final-project -upload new
Ntpc singrauli-mp-486890-iv-sem-final-project -upload new
Ntpc singrauli-mp-486890-iv-sem-final-project -upload new
Ntpc singrauli-mp-486890-iv-sem-final-project -upload new
Ntpc singrauli-mp-486890-iv-sem-final-project -upload new
Ntpc singrauli-mp-486890-iv-sem-final-project -upload new
Ntpc singrauli-mp-486890-iv-sem-final-project -upload new
Ntpc singrauli-mp-486890-iv-sem-final-project -upload new
Ntpc singrauli-mp-486890-iv-sem-final-project -upload new
Ntpc singrauli-mp-486890-iv-sem-final-project -upload new
Ntpc singrauli-mp-486890-iv-sem-final-project -upload new
Ntpc singrauli-mp-486890-iv-sem-final-project -upload new
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  • 1. At (Also known as energy capital of india) UNDER GUIDANCE OFSubmitted To: Submitted By:DIRECTOR OF RMI RANGESH DUBEYMrs. Anil Singh Sir +917869650354
  • 2. CERTIFICATEThis is to certify that the project work done on “EMPLOYEE WELFARE AT NTPC”submitted to “INSTITUTE OF ENVIRONMENT AND MANAGEMENT” by Mr.RANGESH DUBEY in partial fulfillment of the requirement for the award of MASTEROF BUSINESS ADMINISTRATION is a bonafide work carried out by him/her under mysupervision and guidance. This project report is the original one and has not beensubmitted anywhere else for any other degree/diploma.Date Seal/ Stamp of the guide Name of the guide Address Page ii
  • 3. ACKNOWLEDGEMENTI would like to extend my sincere thanks to Mr. S.S. Das (Manager HR), for his constantguidance and unwavering support which enriched my summer training and made thisproject possible. The amount of value addition and learning that I have had will definitelystand in good stern in our student life and in our future corporate endeavors.The completion of this project would not have been possible without the co-operation andsupport from the employees of the personal department at the NTPC Ltd Singrauli.I thanks to MR. SUJEET SINGH (HR-ER) our faculty guide for having been a sourceof support and guidance during the course of the project. Without his help this projectwould not have been successful.My special thanks to all the people at NTPC‟s Plant who directly or indirectly have helpedin the successful completion of my project.(EXTERNAL EXAMINER) (HEAD OF THE DEPARTMENT) Page iii
  • 4. “*PREFACE*”I completed my major training on „Employee-Welfare‟ from „Singrauli Super ThermalPower Station {NTPC} Shaktinagar, (Singrauli MP) .‟ NTPC, India‟s largest powercompany, was set up in 1975 to accelerate power development in India. It is emerging asan „Integrated Power Major‟, with a significant presence in the entire value chain of powergeneration business. Presently NTPC generates power from coal and gas.NTPC ranked 317th in the „2009, Forbes Global 2000‟ ranking of the World‟s biggestcompanies.NTPC was the first among the power utilities in India to start Environment ImpactAssessment {EIA} studies are reinforced it with Periodic Environmental Audits andReviews. NTPC is always aware and performs of all its social responsibilities very efficiently. The job satisfaction level of employees is in its satisfactory Page iv
  • 5. Page v
  • 6. CONTENTS TITLE PAGE I COMPANY CERTIFICATE II ACKNOWLEDGEMENT III DECLARATION IV PREFERENCE VII TABLE OF CONTENT PAGE NO.1 INTRODUCTION TO THE TOPIC 51.1 EMPLOYEE WALFARE 61.2 WHY EMPLOYEE WALFARE 131.3 OBJECTIVE & SIGNIFICANCE 141.4 TYPES OF EMPLOYEE WALFARE 251.5 SCOPE & LIMITATIONS 322. OBJECTIVE OF STUDY Page vi
  • 7. 3 RESEARCH METHODOLOGY 36 3.1 RESEARCH DESIGN 37 3.2 SAMPLING DESIGN 38 3.3 METHODS OF DATA COLLECTION 41 3.4 LIMITATION OF STUDY4 DATA ANALYSIS & INTERPRETATION OF 49 RESULT 4.1 ANALYISIS GENRAL INFORMATION 50 4.2 ANALYISIS OF AWERNESS 51 4.3 ANALYISIS OF PERFORMANCE 51 4.4 ANALYISIS OF ATTITUTE 52 4.5 ANALYISIS OF TIME FACTOR 56 4.6 ANALYISIS OF ABILITY TO GET 58 ALONG WITH OTHER 4.7 SELECTION 625 FINDINGS OF REARCH 64 5.1 SURVEY 64 5.2 CONCLUSION 65 5.3 RECOMMENDATION & SUGGESTIONS QUESTIONNAIRE ANNEXUR I, ANNEXUR II BIBLIOGRAPHY GLOSSARY Page vii
  • 8. EMPLYEE WELFARE Page viii
  • 9. EMPLOYEE WELFAREINTRODUCTION:After labours / employees have been hired, trained and remunerated, they need to betrained and maintained to serve the organization better. Welfare facilities are designed totake care of the well- being of the employees – they do not generally result in anymonetary benefits to the employees. Nor are these facilities provided by employers alone.Government and non- government agencies and trade union too, contribute towardsemployees welfare.*Meaning & Definition.Welfare means faring or doing well. It is a comprehensive term and refers to the physical,mental, moral, and emotional well-being of an individual. Labour welfare also referred toas betterment work for employees, related to taking care of the well being of workers byemployers, trade union and govt. and non-government agencies. „Labour welfare has two aspects- negative and positive. On the negative side,labour welfare is concerned with counteracting the baneful effects of the large-scaleindustrial system of production – especially capitalistic, so far as India is concerned – onthe personal / family, and social life of the workers.On the positive side, it deals with the provision of opportunities for the worker and his/herfamily fir a good life as understood in its most comprehensive sense.‟ Employee welfare defines as “efforts to make life worth living for workmen”.These efforts have their origin either in some statute formed by the state or in some localcustom or in collective agreement or in the employer‟s own initiative. To give expression to philanthropic and paternalistic feelings. To win over employee‟s loyalty and increase their morale. To combat trade unionism and socialist ideas. To build up stable labour force, to reduce labour turnover and absenteeism. Page ix
  • 10. To develop efficiency and productivity among workers. To save oneself from heavy taxes on surplus profits. To earn goodwill and enhance public image. To reduce the threat of further government intervention. To make recruitment re effective (because these benefits add to job appeal).Employee welfare means “the efforts to make life worth living for workmen.” Accordingto Todd “employee welfare means anything done for the comfort and improvement,intellectual or social, of the employees over and above the wages paid which is not anecessity of the industry.”In India, welfare is of the statutory and the non statutory kinds. Though statutory welfareensures the minimum of facilities and reasonably good working condition, employers arefree to provide, non statutory welfare. However, practically all organizations in Indiaprovide non statutory measure in varying degrees.Why is such organization involved in extensive welfare measures? These questions canbe viewed from the point of view of workers, the unions, and the employers. From thepoint of view of workers, welfare measures must eliminate risk and insecurity. This is toensure their personal safety and provide them with equipment and atmosphere needed todraw a fair day‟s wage without any feeling of guilt. Given workers economics constraints,probably due to large families, organizations should provide facilities such as transport,medical aid, crèches, and subsidized food required by the workers.Employee welfare also referred to as betterment work for employees relates to taking careof the wellbeing of workers by employers , trade unions and governmental and nongovernmental agencies. It is rather difficult to define the term employee welfare preciselybecause of the relatively of the concept. Page x
  • 11. Labour welfare is a term which must necessarily must be elastic ,bearing a somewhatdifferent interpretation in one country according to the different social customs the degreeof industrialization and educational level of the workers.Employee welfare has two aspects-negative and positive. On the negative side employeewelfare is concerned with counteracting the benaful effects of the large scale industrialproductions WHY WELFARE? In India, welfare is of the statutory and the non statutory kinds. Thoughstatutory welfare ensures the minimum of facilities and reasonably good workingcondition, employers are free to provide, non statutory welfare. However, practically allorganizations in India provide non statutory measure in varying degrees. Why is suchorganization involved in extensive welfare measures? These questions can be viewedfrom the point of view of workers, the unions, and the employers. From the point of view of workers, welfare measures must eliminate risk andinsecurity. This is to ensure their personal safety and provide them with equipment andatmosphere needed to draw a fair day‟s wage without any feeling of guilt. Given workerseconomics constraints, probably due to large families, organizations should providefacilities such as transport, medical aid, crèches, and subsidized food required by theworkers. Page xi
  • 12. Feature of employee welfare The features of employee welfare are: - * Employee welfare is a comprehensive term including various services, facilities and amenities provided to employees for their betterment. * The basic purpose in to improve the lot of the working class. * Employee welfare is a dynamic concept. * Employee welfare measures are also known as fringe benefits and services. * Welfare measures may be both voluntary and statutory. Objectives of employee welfare The objectives of employee welfare are: - * It helps to improve. * It improves the loyalty and morale of the employees. * It reduces labor turnover and absenteeism. * Welfare measures help to improve the goodwill and public image of the enterprise. * It helps to improve industrial relations and industrial peace. * It helps to improve employee productivity.TYPES OF WELFARE MEASURES* There are two broad groups of welfare measures. They are namely:- Page xii
  • 13.  Welfare measures inside the work place.  Welfare measures outside the work place. Welfare measure inside the work place.Condition Worker’s Women Employm Workers of work Convenie Health Recreation Worker’s and Child entenvironm nces. Education Welfare. Services. . Follow- ent. Up.Condition of work environment  Neighbourhood safety and cleanliness.  Workshop {room} sanitation and cleanliness, temperature, humidity, ventilation, lightning.  Distribution of work hours and provision for rest hours, meal time and break. Conveniences:-  Provision of drinking water: - water cooler.  Canteen Services: - full meal. Page xiii
  • 14. Workers health services:- Factory health centers: - dispensary, ambulance, emergency aid, family planning services.Worker’s recreation:- Indoor games: - strenuous games to be avoided during of work.Worker’s Education:- Reading room: - library, visual education, literacy classes, adult education.Women and child welfare:- Antendal and postnatal care, maturity aid, crèche and child care.Employment follow- up:- Progress of the operative in his/her works his /her adjustment problems with regard to machine and workload. Page xiv
  • 15. Welfare measures outside the work place. Health Roads, light Watch & Banks & and Housing. Schools. Recreation. ings, parks, ward; transport medical playground. security. facilities. services.Housing:-  Bachelor‟s quarters, family residences according to types and rooms. Schools:-  Nursery, Primary, Secondary and High school. Health and medical facilities:-  Hospitals and dispensary. Recreation:-  Games, clubs, craft- centers.  Road, lightings, parks, playgrounds.  Watch and ward:- security.  Banks and transport facilities. Page xv
  • 16. *EMPLOYEES WELFARE AND SOCIAL AMENITIES INNTPC SINGRAULI.*In NTPC proper attention is given towards employee‟s welfare and efforts are made forimprovement if welfare and social amenities, like housing, water supply, medical,educational, recreational facilities etc. *Housing & Township*. The total numbers of standard houses as on 31.04.2010 were up to 1600, which provide 96% of housing satisfaction. *Water Supply* The total population of NTPC has been covered under the water supply arrangement up to 31.04.2010.In regard to availability of water there is 100% satisfaction to the employees in the company. *Educational Facilities* The Company has established 1 Kendriyia Vidyalaya, and other two are St. Joseph‟s Higher Secondary School and the other is St. Paul‟s Higher Secondary School. Other schools running in this area are also supplementing the educational facilities. The no. of school going children is 25512 and buses were available for them. Page xvi
  • 17. *Medical Facilities* The Company is having dispensaries and having 01 hospital. All the dispensariesare well equipped with doctors and trained manpower and ambulance to attend anyemergency besides giving service on the round the clock basis.*Recreational Facilities* In NTPC, adequate recreational facilities for the employees and their familymember have been developing.*Ladies Club* Ladies Club is a social organization of ladies of NTPC is also actively participatingin the field of social work. Masala Udyog and Handloom Training Center are run withthe help of ladies club. Page xvii
  • 18. Pagexviii
  • 19. *EMPLOYEES DEVELOPMENT PROGRAMME IN NTPC.* Employee‟s Development in NTPC continues to be a focus area with following objectives:*Training & Development.NTPC subscribes to the belief that efficiency, effectiveness and success of theorganisation, depends largely on the skills, abilities and commitment of the employeeswho constitute the most important asset of the organisation.Our Training Policy envisages a minimum of 7 man days of training per employee peryear. We have developed our own comprehensive training infrastructure.*Knowledge Management in NTPC.To meet our ultimate objective of becoming a learning organisation, an integratedKnowledge Management System has been developed, which facilitates tacit knowledge inthe form of learning and experiences of employees to be captured and summarized forfuture reference.*Seeking Feedback.We actively seek and encourage employee feedback to ensure that our HR interventionsand practices remain relevant and meaningful. We regularly conduct EmployeeSatisfaction and Organizational Climate Surveys. Page xix
  • 20. *Total Strength in NTPC Singrauli.* The manpower strength of the company (excluding apprentices under the Apprentices Act, 1961) as on31.April.2010; is 1595 including all executives and workmen. *Recruitment.We believe in the philosophy of Grow your own timber. Our Executive Trainee schemewas introduced in 1977 with the objective of raising a cadre of home grown professionals.First Division Graduate Engineers/ Post graduates are hired through nation-wide opencompetitive examinations and campus recruitments. Hiring is followed by 52 weeks offully paid induction training. Page xx
  • 21. Pagexxi
  • 22. Objectives of the study:-  To know the effectiveness of welfare measures.  How many people actually know about the welfare measures?  What suggestive measures must be taken regarding welfare?  To study the satisfaction level of employees with respect to their welfare in NTPC Singrauli and to suggest measures to strengthen this regime.  To know how much employees are capable and interest at their work place.  What are things still to be satisfy to the employees of NTPC?To know the working condition and what are things that affect them not to work properly Page xxii

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