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Human resource management in ntpc

  1. 1. 1 PROJECT SUBMITTED ON: ‘Policies for Human resources in NTPC’ [Submitted in Partial Fulfilment] [MBA Second Semester – January to May 2014] As a part of the curriculum of Masters of business Administration from Bhai Paramanand Institute of Business Studies, Delhi Guru Gobind Singh Indraprastha University, Delhi Submitted by: Under the Supervision of Naveen Kumar Mr. S. Thiyagarajan (Enrolment No.- 03211403913) [H.O.D of MBA Department]
  2. 2. 2 GOVERNMENT OF NCT OF DELHI BHAI PARMANAND INSTITUTE OF BUSINESS STUDIES SHAKARPUR, DELHI-110092 ACKNOWLEDGEMENT I sincerely record my appreciation to all who have contributed in preparing this report with suggestions and critical evaluation. I am extremely thankful to Mr. S. Thiyagarajan who zestfully monitored the growth of this project. He time to time guided me in the right direction and took care that I had enough time to complete my project. I would like to take an opportunity to thank all the people who helped me in collecting necessary information and making of the report. I am grateful to all of them for their time, energy and wisdom. Naveen Kumar Enrol. No. 03211403913
  3. 3. 3 GOVERNMENT OF NCT OF DELHI BHAI PARMANAND INSTITUTE OF BUSINESS STUDIES SHAKARPUR, DELHI-110092 Certificate of completion To whomsoever it may Concern This is to certify that Naveen Kumar, Enroll no. 03211403913 of Bhai Paramanand Institute of Business Studies, Shakarpur New Delhi has done a research project titled “Policies for human resource in NTPC” under the discipline of Human Resourses Management as a part of curriculum of second semester of M.B.A degree under my guidance and supervision. His performance was satisfactory during his research process for the above said Human resource Management Project. Mr. S. Thiyagarajan (HOD – Department of M.B.A)
  4. 4. 4 GOVERNMENT OF NCT OF DELHI BHAI PARMANAND INSTITUTE OF BUSINESS STUDIES SHAKARPUR, DELHI-110092 DECLARATION I, Naveen Kumar, M.B.A second semester student of Bhai Paramanand Institute of Business Studies (Guru Gobind Singh Indraprastha University, New Delhi) hereby declare that project report under the project title “ Policies for human resource in NTPC.” Is my own Work and I have done this work under the supervision of Mr. S. Thiyagarajan (HOD of Master of Business Administration ). I also declare that content of this project is purely a part of my comprehensive project work and the content has not been submitted to any other university for the award of any degree, diploma or fellowship. Further, I assign the right to the University to use the information and content of this project report to develop cases, case leads, and papers for publications or for use in teaching. Naveen Kumar Enroll no. 03211403913
  5. 5. 5 TABLE OF CONTENTS S.No. Topics Page No. 1. Executive summary 2. HR departments at BTPS -Employee development center (EDC) -Employee benefit (EB) -Leave Travel Concession (LTC) -Industrial relation (IR) -Rajbhasha -Employee Service and Welfare (ES & W) -CSR 3. About Company -Company History -Company profile -Business divisions -Achievements -Competitors 4. Vision and Mission 5. Analysis and interpretation 6. Conclusion 7. Research Methodology 8. Limitations 9. Bibliography 10. Appendix
  6. 6. 6 Executive Summary NTPC strongly believes in achieving organizational excellence through human resource and follows “people first approach to leverage the potential of its 23,500 employees to fulfil its business plans. HR functions has formulated an integrated HR strategy which in rest on four building blocks of HR viz. Competence building, committeeman building, culture building and system building , all HR initiative are undertaken within this broad framework to actualize the HR vision of enabling the employee be a family of committed world class professional making NTPC a learning origination.” NTPC is one of the most important industry for producing the electricity. Every 3rd ball in India is grown by NTPC. There are various divisions in NTPC for various branches like mechanical division, electrical division etc. The main objective of preparing this report has been to present the operations of BMD, PAM, TMD of mechanical division in a logical, innovative and lucid manner. The basic theory presented in this report has been evolved out of simple and readily understood principles. A sincere effort has been made to maintain physical concepts in various operations. An effort has been made to give a balanced presentation of this report with the help of figures, different types of data and related suitable theories as well as concepts. The information of business including description of the activities, services, market of each segment, our growth, technology, market, managerial competence and capacity built-up, our standing with reference to our prominent competitors, is described below. To induct talent and groom them into a dedicated cadre of power professional “executive trainee” scheme was introduced. Besides a comprehensive one year training comprising theoretical inputs as well as on the job training the new recruits are attached with senior executive under a systematic and formal “mentoring system” of the company to integrate them into the culture of the company, as part of post employment training and development opportunities a systematic training plan has been formulated.
  7. 7. 7 Continuous efforts are being made by HR function to meet every fortnight to share their knowledge and experience and discuss topical issues. In order to tap the latent talent among non-executives and make use of their potential for creativity and innovation, quality circles have been set up in various units/offices in NTPC. NTPC offers best quality of life through beautiful township with all amenities such as educational, medical, and recreational opportunities for employees and their family members. In order to institutionalize a strong culture based on values. A number of initiatives are taken to actualize the vision and core values across the company. A culture of celebrating achievement and strong focus on performance is a way of life in NTPC. A quick glimpse of NTPC Date of Establishment 07-11 1975 Revenue 12383.2 ( USD in Millions ) Market Cap 1235995.11356 ( Rs. in Millions ) Corporate Address N T P C Bhawan , Scope Complex,7,Institutional Area, Lodi Road New Delhi-110003, Delhi www.ntpc.co.in Management Details Chairperson Arup Roy Choudhury MD Arup Roy Choudhury Directors A K Rastogi, A K Sanwalka, A K Singhal, Adesh C Jain, Ajit M Nimbalkar, AK Sanwalka,
  8. 8. 8 AnolNathChatterji, Arup Roy Choudhury, B P Singh, Chandan Roy, D K Jain, GovindaRao, Homai A Daruwalla, I C P Keshari, I J Kapoor, K Dharmarajan, KanwalNath, M GovindaRao, M N Buch, N N Mishra, P K Sengupta, R C Shrivastav, R K Jain, R S Sharma, RajibSekharSahoo, Rakesh Jain, S B GhoshDastidar, S P Singh, SantoshNautiyal, Shanti Narain, SR Upadhyay, SushilKhanna, V P Joy Business Operation Power Generation/Distribution Background NTPC, India's largest power company, was incorporated on November 7, 1975 to accelerate power development in India. Today, it has emerged as an ‘Integrated Power Major’, with a significant presence in the entire value chain of power generation business. With a current generating capacity of 30,144 MW, NTPC has embarked on plans to become a 75,000 MW company by 2017. NTPC is emerging as a diversified pow
  9. 9. 9 Financial Total Income Rs. 574636.1 Million ( year ending Mar 2011 Net Profit Rs. 91025.9 Million ( year ending Mar 2011) Company Secretary A K Rastogi Bankers Auditors Varma&Varma, BC Jain & Co, Parakh& Co., SK Mittal &Co ,Dass Gupta & Associates, SK Mehta & Co
  10. 10. 10 Chapter 1 HR Department at NTPC HR department acts as the employer of the organization on behalf of the management. The function dealt by the HR ranges from recruitment of employees to provide training to regularizing various entitlement of the employees maintain good employer relation, welfare practices, implementation of various HR institutive of the company, furniture and sitting space to employees , providing residential accommodation to employees, company school, guest house, ladies club, and participate in various activities concerned with social responsibilities of the company dealing with court cases and implementation of official language act. It can be further divided into different section: HR-EB HR-ES HR-ER&W Industrial engineering & employees HR Development Public relation Law section Rajbhasha Corporate social responsibility
  11. 11. 11 HR department structure in NTPC HRMEB ED IE ER Rajbhasha PR Law CSR ES
  12. 12. 12 Human Resource Center (HRC) The brand NTPC Limited holds in it the promise of high performance, growth and challenge. For a new recruit joining the company, the company promises a challenging career with an opportunity to be a partner in nation's growth. Career Advancement Opportunities NTPC has well established talent management systems in place to ensure that the company delivers on its promise of providing exponential growth and challenge to all employees.  Performance Management- NTPC has a standardised and formalised performance management system. A KPA based system is designed to assess functional, managerial and potential competence in an objective and transparent manner. The system is designed to accomplish the overall organisational vision and mission by linking individual performance to the company’s objectives and strike a balance between performance and competence to help individuals excel in their fields.  Career Paths - A formal career path and development process exists in NTPC. All career paths have an underlying management structure. Promotions within each career path are aligned with the needs of the organisation. Succession criteria for leadership positions in each career path have been identified, which provide basis for job rotation. Anyone joining the organisation can choose to pursue a business, function or staff career path and will be put through specific training interventions and job rotation path towards becoming a business, function or staff head.  Leadership Development - Potential employees are assessed for leadership competence and are groomed to occupy leadership positions in the company. We have a system that enables measurement of leadership effectiveness, gap identification against an identified set of leadership competence. Individual development plans are made based on the gaps identified to ensure that the process of development and growth is meaningful. Recruitment NTPC believes in the philosophy ‘Grow your own timber’. We hire afresh from campuses and groom individuals into all round Power Professionals. NTPC's ‘Executive Trainee’ Scheme was introduced in the year 1977 with the objective to raise a cadre of home grown professionals. First Division Graduate Engineers/Post Graduates are hired through nation wide open competitive examination and campus
  13. 13. 13 recruitments. Hiring is followed by 52 weeks induction training (fully paid) consisting of theoretical input, on job training, personality development & management modules.  Theater Workshop - The orientation module for ETs include such unique practices like Theatre Workshops in order to enhance their communication skills-verbal and non verbal, team work, body language, expressions etc. conducted with the help of professional institutions like National School of Drama.  Yoga-For the holistic development of the trainees, caring for their physical health and mental alertness is as important as hard skills training. Yoga and meditation are part of our orientation- training programme for Executive Trainees. Yoga sessions are scheduled every morning during the training period.  Corporate Social Responsibility- In order to make new hires a part of our social responsibility drive, exposure to on-field community development and responsibilities towards Project Affected Persons is given. A special module on corporate social responsibility is a part of orientation training which covers all the important aspects of corporate social responsibility like environment, safety, health hazards, environmental impact, ash utilisation etc.  Mentoring "Ankur"- For effective socialisation and transformation from training mode to executive capacity of taking responsibility, executive trainees are attached to mentors once they are put on job. Mentors are senior executives with 10-15 years of experience in NTPC who act as a friend, philosopher and guide to the budding power professions.  Sports - To keep the trainees physically active and agile, emphasis is laid on sports activities. Sports infrastructure has been provided at each NTPC location and inter/intra unit matches are organised from time to time. Innovate, Create, Compete We have introduced numerous initiatives which seek to enhance the creativity, innovation, functional aptitude and teamwork of our employees. These initiatives are:  NTPC Open Competition for Executive Talent (NOCET)-National Open Competition for Executive Talent (NOCET) is a 3 tier theme based team event held to solicit ideas on latest issues facing the organisation. A ‘Theme’ for the competition is decided by CMD of NTPC. A topic that is relevant to NTPC scenario is chosen. 3-4 member teams are formulated that compete
  14. 14. 14 at unit, regional and corporate levels. A panel of judges comprising of top notch NTPC executives and external experts judge the teams on their concept and presentation.  Professional Circles - As a learning organisation, NTPC encourages formation of Professional circles for knowledge dissemination; knowledge updating etc. professional circles are interest groups where employees sharing same interest areas get together to share knowledge and latest developments in the field. In order to encourage and recognise professional circles, NTPC has institutionalised a three-tier competition amongst the professional circles culminating at the company level. Currently, about 300 professional circles are active in the company.  Quality Circles- Quality circles were introduced as an initiative to involve every grass root level employee. Under this initiative, employees volunteer to take up improvement projects in their work areas. Annual contests are organised at project level, regional level and company level in which QCs from all over NTPC compete with each other. The winning team also gets a chance to participate at National and International level QC Convention. NTPC has been winning the National Quality Circles Convention for last 4 consecutive years and has participated in International Quality Control Conventions at Bangkok(2004), South Korea (2005), Indonesia (2006) and China (2007)  Business Minds- Another initiative which is very popular among NTPC employees, is called the Business Minds. This is a management game that develops strategic thinking & decision making in executives by exposing participants to simulated real life business situations that help them discover new skills. It is conducted in association with AIMA. Cross-functional teams participate in the game as it is multi – disciplinary in nature reflecting real life multifunctional role of business. Qualifying teams compete at the national level. In 2008, The winning team from NTPC Ramagundam also won the national management games competition conducted by AIMA and qualified to compete at the Asia level.  Medha Pratiyogita- We have been conducting a quiz competition very successfully. Medha Pratiyogita is conducted for the children of NTPC employees. It features renowned Quizmaster Derek O’Brien and his team. The quiz is conducted at the Project, Regional and Corporate levels.  Knowledge Management in NTPC- In initiative to meet our ultimate objective of becoming a Learning Organisation, an integrated Knowledge Management has been developed. This system allows tacit knowledge in form of learning and experiences of employees to be captured and summarised for future reference. It provides adequate communication and a formal
  15. 15. 15 process for classification, codification, and sharing of knowledge through which employee can contribute, learn, share and generate solutions. EmployeeDevelopment(ED) This department takes the HR initiatives of promotion, appraisals and other development aspects. ED maintains the Management Information System for the organization. ED is introduced with a view to provide opportunities and extend facilities to the willing employees for self learning and acquiring school level academic qualifications to enhance their level of awareness, knowledge, communication skills, and competence, and also to facilitate career development. It is applicable to all employees in the workmen category who are desirous of obtaining school level qualifications for their self development. The company will provide opportunities and facilities to employees to obtain following school-level qualifications:  Qualification equivalent to Matric  Qualification equivalent to Class VIII Mentoring system was launched in NTPC with a view to guide and direct the new entrants during their vital and formative years in the organisation. Mentoring is a reciprocal and collaborative learing relationship between two individuals who share mutual responsibility and accountability for helping a mentee work towards achievement of clear and mutually defined learning goals and assimilate and adapt to the organization culture. The mentors are experienced executives in the organization who act as friend, philosopher and guide and integrate the new joinees with the systems and values of the organization and also counsel the young executives on a regular basis. OBJECTIVES OF MENTORING SYSTEM IN NTPC: 1. To remove apprehensions and difficulties faced by a newly joined executive in the organization. 2. To enable the newly joined executives to assimilate and adapt to the culture and environment of the organization. 3. To provide mentor-mentee the opportunity to develop a mentoring relationship that will further strengthen and inspire personal and professional success. 4. To provide useful guidance to mentees to enable them to carve out a career path for themselves. 5. To enhance self confidence in them and make them feel proud of NTPC.
  16. 16. 16 Promotional Policies NTPC as a company subscribes to the philosophy of generating growth from within, and in pursuance thereof, endeavours to achieve synchronisation of the organization with the aspiration for growth and development of the individual employees. NTPC hereby declares that it will be the Company’s general policy to look within the organization for suitable persons with the requisite skills and expertise. Promotional Policies for supervisors The objective of the Company’s Promotion Policy for employees in the supervisory categories is to provide, keeping in view the organization requirement, adequate growth opportunity consistent with merit and suitability. Promotional Policies for executives To motivate and enthuse executives and managers for better and more effective performance by rewarding them with promotion to positions of higher responsibility commensurate with their merit and ability and contribution towards the achievement of the organisational goals and objectives. Promotional Policies for workmen The objective of the Company’s Promotion Policy for employees in the Workman categories is to provide keeping in view the organizational requirement, adequate growth opportunity consistent with merit and suitability. EmployeeBenefitGroup(EB)
  17. 17. 17 The Employee Benefits Groups take care of the welfare and benefits like recruitment, separation loans and advances, which the employees are eligible. The Voluntary Retirement Scheme is also dealt by EBG. LeaveTravel concession(LTC) A scheme of reimbursement of expenditure on local travel for official purposes is introduced with a view to encourage executives of the Company to own and maintain their own vehicle and to use such vehicle for journey undertaken for official purposes, thereby reducing demand for use of Company’s vehicle. The scheme will cover all employees in executive pay scales of the company. This will also cover such deputationists who have been taken against the posts in the pay scales of E1 and above. Laptop for official purposes The scheme of providing laptops to executives has been introduced to facilitate faster retrieval and transfer of data alongwith access to latest information all the time. This facility is in lieu of existing desktop PCs currently provided to executives in office. Familyaccommodationatalocationotherthantheplaceofposting To enhance commitment of employees towards work and to ensure work life balance, the Scheme of Grant of Family Accommodation at a location other than place of posting has been formulated. LAW List of the Significant Laws Applicable:  Air Prevention & Control of pollution Act , 1981
  18. 18. 18 An Act to provide for the prevention, control and abatement of air pollution, for the establishment, with a view to carrying out the aforesaid purposes, of Boards, for conferring on and assigning to such Boards powers and functions relating thereto and for matters connected therewith. Whereas decisions were taken at the United Nations Conference on the Hum an Environment held in Stockholm in June, 1972, in which India participated, to take appropriate steps for the preservation of the natural resources of the earth which, among other things, include the preservation of the quality of air and control of air pollution; it is considered necessary to implement the decisions aforesaid in so far as they relate to the preservation of the quality of air and control of air pollution  Boilers Act, 1923 This Act may be called the Indian Boilers Act, 1923. It extends to the whole of India except the State of Jammu and Kashmir. It shall come into force on such date4 as the Central Government may, by notification in the Official Gazette, appoint. An Act to consolidate and amend the law relating to steam-boilers whereas it is expedient to consolidate and amend the law relating to steam boilers  Contract Act ,1872 The law relating to contracts in India is contained in Indian Contract Act, 1872. The Act was passed by British India and is based on the principles of English Common Law. It is applicable to the All the States of India except the State of Jammu & Kashmir. It determines the circumstances in which promise made by the parties to a contract shall be legally binding on them. All of us enter into a number of contracts everyday knowingly or unknowingly. Each contract creates some right and duties upon the contracting parties. Indian contract deals with the enforcement of these rights and duties upon the parties in India.  Dangerous Machine Act ,1983 An Act to provide for the regulation of trade and commerce in and production, supply, distribution and use of the product of any industry producing dangerous machines with a view, to securing the welfare of labour operating any such machine and for payment of compensation for the death or bodily injury suffered by any labourer while operating any such machine, and for matters connected therewith or incidental thereto.
  19. 19. 19  Employees State Insurance Act ,1948 An Act to provide for certain benefits to employees in case of sickness, maternity and employment injury and to make provision for certain other matters in relation thereto whereas it is expedient to provide for certain benefits to employees in case of sickness, maternity and employment injury and to make provision for certain other matters in relation thereto  Factories Act ,1948 An Act to consolidate and amend the law regulating labour in factories whereas it is expedient to consolidate and amend the law regulating labour in factories  Industrial Disputes Act ,1947 The Industrial Disputes Act, 1947 came into existence in April 1947. It was enacted to make provisions for investigation and settlement of industrial disputes and for providing certain safeguards to the workers. The Act contains 40 sections divided into 7 chapters.  Minimum Wages Act ,1948 The Minimum Wages Act, 1948 is intended to primarily safeguard the interest of workers particularly in unorganised sector. While fixing the minimum wages for different employments covered in the Schedule, the norms recommended by Indian Labour Conference (ILC) 1957 and the judgement of Hon’ble Supreme Court delivered in the case of Reptakos & Co. Vs. its workers are kept in view. There is large scale variation of minimum wages both within the country and internationally owing to differences in prices of essential commodities, paying capacity, productivity, local conditions, items of the commodity basket, differences in exchange rates etc. In view of this it is not possible to compare the minimum wages in the country with International Standards.  Payment of Gratuity Act, 1972 The Act was enacted to provide for a scheme for the payment of gratuity to employees engaged in factories, mines, oilfields, plantations, ports, railway companies, shops or other establishments employing ten or more persons and for matters connected therewith or incidental thereto.  Payment of Wages Act ,1936 The Payment of Wages Act, 1936 is a central legislation which has been enacted to regulate the payment of wages to workers employed in certain specified industries and to ensure a speedy
  20. 20. 20 and effective remedy to them against illegal deductions and/or unjustified delay caused in paying wages to them. It applies to the persons employed in a factory, industrial or other establishment or in a railway, whether directly or indirectly, through a sub-contractor.  Sale of Goods Act, 1930 The Sale of Goods Act is complimentary to Contract Act. Basic provisions of Contract Act apply to contract of Sale of Goods also. Basic requirements of contract i.e. offer and acceptance, legally enforceable agreement, mutual consent, parties competent to contract, free consent, lawful object, consideration etc. apply to contract of Sale of Goods also.  Workmen Compensation Act ,1942 An Act to provide for the payment by certain classes of employers to their workmen of compensation for injury by accident whereas it is expedient to provide for the payment by certain classes of employers to their workmen of compensation for injury by accident. Industrial Relation (IR) Trade unions, discipline, social, economic, and political environment, group dynamistic; some of these elements are traditional and other original. The traditional element ought to be particularly watched in every planning process, there is a temptation of adopting the easier relation between action and response. Any poor job of planning will be reflected immediately but will surely have an effect on long term basis. When these defects are discovered it would have been too late to make correction, even if corrections are made, at alter stage they will be sluggish, invoke considerable resistance and reaction and will at best be only sub-optimal. Where several new technique of manpower planning have been developed in recent years. The process of manpower assessment and managing largely continues to be empirical, training, etc.; all these make manpower planning all the more critical necessary and important. Rajbhasha Group
  21. 21. 21 As it is compulsory for all Government organization to keep a Hindi so is in NTPC also for the same reason NTPC has Rajbhasha Group. This Group does the Hindi translation; conduct debates and other Hindi promotional activities Employee Service & Welfare Various services are provided under this, to promote and motivate employees to work effectively and efficiently. Some of these services are discussed bellow: Workers education system To equip all sections of workers for their intelligence participation in social and economic development of the nation. Develop leadership from among the rank and file of workers themselves. Corporate Social Responsibility (CSR) As part of the corporate growth strategy, NTPC is diversifying into hydel and non-conventional energy development. A joint venture company has been formed with ABB-ALSTOM to undertake Renovation and Modernisation of aging power plants both in India and abroad. NTPC is presently in the process of tying up LNG supplies for the expansion of its gas-based stations. NTPC has been a socially committed organization since inception. NTPC's mission statement includes "To be a responsible corporate citizen with thrust on environment protection, rehabilitation and ash utilisation." In pursuance of the vision and mission, NTPC had a specific corporate objective towards sustainable power development as follows:-  To contribute to sustainable power development by functioning as a responsible corporate citizen and discharge social responsibilities in the areas of environment protection and rehabilitation.
  22. 22. 22  The corporation will strive to utilize the ash produced at its stations to the maximum extent possible. For achieving its mission and objective, NTPC formulated specific policies, as delineated in subsequent paras of this note. The policies were formulated to address the issue of corporate social responsibility in a comprehensive and systematic manner. Principles of Global Compact and their Status in NTPC NTPC has formally expressed it's support for the Global Compact and committed to take action in this regard. In fact, NTPC has always been committed to the nine principles of the Global Compact, which are as below: Human Rights  To support and respect International Human Rights with the company's sphere of influence.  To make sure that their own corporations are not complicit with Human rights violation. NTPC has been maintaining transparency and sharing the information concerning different stakeholders through various consultative and participatory forums. Labour  To end discrimination in the workplace  Abolition of child labour  The right to collective bargaining and recognition of freedom of association  To eliminate the use of forced and compulsory labour NTPC has formulated specific policies and created consultative and participatory forums to address these principles. Environment  To support a precautionary approach to environmental challenges.  To undertake initiatives to promote greater environmental responsibility.  To encourage the diffusion of environmentally friendly technology.
  23. 23. 23 NTPC has been conducting an Environmental Impact Assessment study before taking up any project and incorporates the required mitigatory measures in the design specifications to ensure protection and development of the environment. Regular monitoring of various environmental parameters is carried out and suitable measures are taken to ensure compliance with regulatory standards. NTPC has taken the position of a leader in the power sector through continuous adoption of state-of-the-art technologies, formulating specific environmental policies and establishing sound institutional mechanisms. Policies in NTPC on Social Responsibilities NTPC adopted a visionary approach to address the issue of corporate social responsibility since inception. NTPC management takes every care to promote and fulfil the recreational and health requirements of the youth; and the innate urges of different social groups to meaningfully project their cultural traditions and social values. A sense of pride and respect for the cultural ethos and social moorings of the employees is developed by the management as a conscious effort towards National Integration. Besides, the management views the indulgence of its employees in the sports and cultural activities as a source of satisfying the latent needs of the employees for creativity, accomplishment, development and recognition. Therefore, the management has endeavored to provide facilities in all its projects/stations for the welfare of employees and for the pursuit and practice of various games and sports, and fine arts namely, dance, drama, music, painting, sculpture etc. The Corporate Human Resources Department also formulated the policies on "Facilities to be given to land oustees" whose land is expropriated for setting up the power project; policy on educational facilities for the children of employees as early as 1980. Further, institutional mechanism like participative forums for employees and environment group were established as early as 1980 itself. Specific guidelines were formulated on Engagement of Contractors workers and staff.
  24. 24. 24 Chapter 2 About Company Company History The Company was incorporated on November 7, 1975 under the Companies Act as a private limited company under the name National Thermal Power Corporation Private Limited, and the word 'Private' was deleted on September 30, 1976 consequent upon the notification issued by the GoI exempting government companies from the use of word 'private' in their name. On September 30,1985, the Company was converted from a private limited company into a public limited company. Subsequently, the name of the Company was changed to its present name NTPC Limited and a fresh certificate of incorporation was issued on October 28, 2005. The name of the Company was changed to reflect the diversification of our business operations beyond thermal power generation to include, among others, generation of power from hydro, nuclear and renewable energy sources and undertaking coal mining and oil exploration activities. The information of business including description of the activities, services, market of each segment, our growth, technology, market, managerial competence and capacity built-up, our standing with reference to our prominent competitors, is described below. The Company is not operating under any injunction or restraining order. In July 1976, the registered office of the Company was changed from Shram Shakti Bhawan, New Delhi to Kailash Building, Kasturba Gandhi Marg, New Delhi. Subsequently, in May 1979 the registered office of the Company was shifted to NTPC Square, 62-63, Nehru Place, New Delhi and thereafter in October 1988 to its present location for administrative and operational efficiency.
  25. 25. 25 COMPANY PROFILE NTPC Ltd is the largest power generating company in India both in terms of installed capacity and generated output. The company is engaged in the business of generation and sale of bulk power. The company has two segments: generation and other business. Their other business includes providing consultancy, project management and supervision, oil and gas exploration, and coal mining. The company contributed 28.6% of the total power generation of India. They were ranked 317th in the '2009, Forbes Global 2000' ranking of the World's biggest companies. The company operates their stations at a level of efficiency that exceeds the average in India, based upon availability factor and average plant load factor (PLF). They have developed a long term technology roadmap for the induction of high efficiency equipment, including supercritical and ultra-supercritical machines at their new plants. The subsidiaries include NTPC Electric Supply Company Ltd, NTPC Hydro Ltd, NTPC VidyutVyapar Nigam Ltd, Pipavav Power Development Company Ltd, KantiBijleeUtpadan Nigam Ltd and Bhartiya Rail Bijlee Company Ltd. NTPC Ltd was incorporated on November 7, 1975 as a private limited company with the name National Thermal Power Corporation Pvt Ltd. In September 30, 1976, the word 'Private' was deleted in the company's name consequent upon the notification issued by the GoI exempting government companies from the use of word 'private' in their name. In September 1977, the company acquired the first patch at Singrauli. In the year 1978, the company took over the management of Badarpur project. Also, they commissioned the first 200MW unit at Singrauli. In December 25, 1981, the fifth and last unit at 210 MW at Badapur Thermal Power Station was synchronized by NTPC, making the completion of the 720 MW project. In the year 1982, the transmission line based on High Voltage Direct Current (HVDC) technology was commissioned for power transmission from Rihand to Delhi. In March 1, 1983, the first 200 MW unit of Kobra Super Thermal Power project was commissioned. In November 1983, they commissioned the first 200 MW unit at Ramagudam. In September 30, 1985, the company was converted from a private limited company into a public limited company. In the year 1986, they became one of the first PSUs to issue bonds in the debt market. In the year 1992, the company acquired Feroze Gandhi Unchahar Thermal Power Station (2x210MW) from Uttar Pradesh RajyaVidyutUtpadan Nigam of Uttar Pradesh. Also, the transmission systems owned by the company were transferred to Power Grid Corporation of India Ltd pursuant to legislation by the Parliament of India. In the year 1994, the Jhanor-Gandhar thermal station in Gujarat
  26. 26. 26 commissioned an integrated Liquid Waste Treatment Plant. In the year 1995, the company was conferred with 'Navratna' status granted by the GoI. In June 1995, the company took over the 460 MW Talcher Thermal Power Station from Orissa State Electricity Board. In the year 1998, they commissioned the first Naphtha based plant at Kayamkulam with a capacity of 350 MW. In the year 2000, they commenced construction of their first hydro-electric power project of 800 MW capacity in Himachal Pradesh. In the year 2002, the company incorporated three wholly owned subsidiaries, namely NTPC Electric Supply Company Ltd, NTPC Hydro Ltd and NTPC VidyutVyapar Nigam Ltd. They set up ESP (Electrostatic precipitators) at Talcher power plant. In October 2004, the company launched their initial public offering (IPO) consisting of 5.25% as fresh issue and 5.25% as offer for sale by Government of India. Thus, the company became a listed company in November 2004 with the Government holding 89.5% of the equity share capital. In October 28, 2005, the name of the company was changed from National Thermal Power Corporation Ltd to NTPC Ltd to reflect the diversification of their business operations beyond thermal power generation to include, among others, generation of power from hydro, nuclear and renewable energy sources and undertaking coal mining and oil exploration activities. In the year 2006, Badarpur Thermal Power Station having an installed capacity of 705 MW was transferred to the company. In the year 2008, the company signed anMoU with Asian Development Bank, GE Energy Financial Services, USA, Kyushu Electric Power Co Inc, Japan and Brookfield Renewable Power Inc Canada for setting up a joint venture company for undertaking renewable power generation under public-private-partnership. In December 2008, they incorporated a joint venture company, namley National Power Exchange Ltd with NHPC Ltd, PFC Ltd and TCS Ltd to operate power exchange at national level. In the year 2009, the company entered into anMoU with Nuclear Power Corporation of India Ltd (NPCIL) for development of nuclear power in India. The company acquired 44.6% paid-up capital in Kerala and Transformers and Electricals Kerala Ltd from Government of Kerala at a total consideration of Rs. 313.4 million. The company signed a long term fuel supply agreement with Coal India Ltd for supply of coal to NTPC Power Stations for a period of 20 years. During the year, the company formed a joint venture company, namely Energy Efficient Services Ltd formed amongst NTPC Ltd, Power Finance Corporation Ltd, Powergrid Corporation of India Ltd and Rural Electrification Ltd to carry on and promote the business of Energy Efficiency and climate change including manufacture and supply of energy efficiency services and products. Also, they signed a joint
  27. 27. 27 venture agreement with Coal India Ltd for incorporation of a company with equal equity participation for development of Brahmini & Chichro Patsimal coal mine blocks. During the year, the company in association with NHPC Ltd, Power Grid Corporation of India Ltd and Damodar Valley Corporation incorporated a joint venture company, namely National High Power Test Laboratory Pvt Ltd for setting up an On-line High Power Test Laboratory for short-circuit test facility in the country. Also, the company in association with Steel Authority of India, Coal India Ltd, Rashtriya Ispat Nigam Ltd and NMDC Ltd incorporated a joint venture company, namely International Coal Ventures Pvt Ltd. In the year 2010, the company entered into a joint venture agreement with Nuclear Power Corporation of India Ltd for formation of a public limited company to set up nuclear power project with two nuclear reactor units which may be extended for setting-up additional nuclear power projects subject to techno- economic viability. They setup a monitoring centre to give fillip to their large capacity additional programme. Also, They commissioned the coal base unit 5 National Capital Thermal Power Project, Dadri located in Uttar Pradesh With the commissioning of this unit, the total installed capacity of the company crossed 31000 MW and became 31134 MW. The President of India acting through Ministry of Power, Government of India divested the stake by 5% in the company through further public offer of 412,273,220 equity shares and the shareholding of Government of India reduced from 89.5% to 84.5% with effect from February 18, 2010. In May 19, 2010, the company was granted the coveted status of 'MahaRatna' by the Govt. of India. Also, the company was the official power partner of Delhi 2010 Commonwealth Games. In April 2010, the company entered into joint venture agreement with Coal India Ltd and formed a company, namely CIL NTPC Urja Pvt Ltd to carry on the business of acquisition of green field or operational Coal/ Lignite mine blocks in India and abroad and development of all kinds of Coal/ lignite mining for supply of fuels. In August 2010, they signed anMoU with Bangladesh Power Development Board (BPDB) on mutual co-operation between the parties for development of Power Sector in Bangladesh. During the year 2010-11, the company added capacity of 2,490 MW (including 500 MW through JV) which is the highest ever in a year since its inception. After commissioning of one unit of 660 MW at Sipat in June 2011, the company became a 34,854 MW company (including 3,364 MW thorugh JV). During the year, the company signed power purchase agreements (PPAs) for 49,000 MW capacity. Unit 6 of Dadri, Unit 1 of Muzaffarpur, Unit 1 of Jhajjar and Unit 7 of Korba were declared commercial during the year adding 1600 MW to commercial capacity of the company.
  28. 28. 28 In October 2010, the company executed a memorandum of understanding with Government of Punjab and Punjab State Power Corporation Ltd for setting up 2640 MW (4x660MW) coal based Thermal Power Project at Gidarbaha in the State of Punjab. They executed an MoU with Govt of Madhya Pradesh and MP Power Trading Company (MP Tradeco) for setting up 3,960 MW (6x660 MW) Coal Based Thermal Power Project near Chhatarpur in Madhya Pradesh for the benefit of Bundelkhand region. In October 2010, the company executed anMoU with Ministry of Railways for setting up a 1,320 MW (2x660 MW) Coal Based Thermal Power Project at Adra in West Bengal through a joint venture company. In January 2011, the company incorporated a joint venture company, namely AnushaktiVidhyut Nigam Ltd with Nuclear Power Corporation of India Ltd for the purpose of development of nuclear power projects in the country. As of March 31, 2011, the company had installed capacity in India was 173626.4 mega-watts. As of March 31, 2011, the company had 67892 mega-watts of installed capacity has been accessed from small, mini and micro hydel schemes. As of March 31, 2011, the company had five subsidiaries: NTPC Electric Supply Company Ltd, NTPC VidyutVyapar Nigam Ltd, NTPC Hydro Ltd, KantiBijleeUtpadan Nigam Ltd and Bhartiya Rail Bijlee Company Ltd. In July 18, 2011, the company signed an MOU with Government of Kerala with the objective to plan and develop around 200 MW Wind Energy based Power Projects in the State of Kerala in association with Government of Kerala, on Build, Own & Operate (BOO) basis using technology subject to establishment of techno-commercial viability. Out of total 200 MW, first 80MW wind energy projects will be developed on fast track basis at Ramakkalmadu by NTPC. In September 6, 2011, the company nd Ceylon Electricity Board (CEB), Sri Lanka signed the joint venture Agreement on in Colombo for setting up a 500 MW (2 X 250 MW) coal based power station at Sampur, Trincomalee in the Eastern Province of Sri Lanka. A joint venture company would be incorporated in Sri Lanka, with equal equity (50:50) contributions by NTPC and CEB, for implementation of the power project. In October 14, 2011, the company incorporated a joint venture company amongst NTPC Ltd. (NTPC), Asian Development Bank (ADB) and Kyuden International Corporation, a wholly owned subsidiary of Kyushu Electric Power Company Inc (Kyushu) under the name Pan-Asian Renewables Private Ltd. NTPC, ADB and Kyushu shall initially contribute in the ratio of 50:25:25 In the equity share capital of the Company. The Company has been incorporated to develop renewable energy projects and initially establish over a period of three years a portfolio of about 500 MW of Renewable Power Generation resources in India. In January 29, 2012, the company signed a joint venture agreement with Bangladesh Power Development Board (BPDP) with the objective of setting up and implementing 1320 MW coal based
  29. 29. 29 power plant(s) in Bangladesh to cater to the growing power requirements of Bangladesh. This project will be developed through a 50:50 joint venture company between NTPC Ltd and BPDP on Build, Own and Operate basis. The company is also setting up small and medium sized hydro projects through its wholly owned subsidiary NTPC Hydro Ltd. Business area of the company:  Power Generation  Consultancy services  Power trading  Ash utilisation  Coal mining Business divisions Hydro Power:In order to give impetus to hydro power growth in the country and to have a balanced portfolio of power generation, NTPC entered hydro power business with the 800 MW Koldam hydro project in Himachal Pradesh. Two more projects have also been taken up in Uttarakhand. A wholly owned subsidiary, NTPC Hydro Ltd., is setting up hydro projects of capacities up to 250 MW. Coal Mining:In a major backward integration move to create fuel security, NTPC has ventured into coal mining business with an aim to meet about 20% of its coal requirement from its captive mines by 2017. The Government of India has so far allotted 7 coal blocks to NTPC, including 2 blocks to be developed through joint venture route. Coal Production is likely to start in 2009-10. Power Trading:'NTPC VidyutVyapar Nigam Ltd.' (NVVN), a wholly owned subsidiary was created for trading power leading to optimal utilization of NTPC’s assets. It is the second largest power trading company in the country. In order to facilitate power trading in the country, ‘National Power Exchange Ltd.’, a JV between NTPC, NHPC, PFC and TCS has been formed for operating a Power Exchange.
  30. 30. 30 Ash Business:NTPC has focused on the utilization of ash generated by its power stations to convert the challenge of ash disposal into an opportunity. Ash is being used as a raw material input for cement companies and brick manufacturers. NVVN is engaged in the business of Fly Ash export and sale to domestic customers. Joint ventures with cement companies are being planned to set up cement grinding units in the vicinity of NTPC stations. Power Distribution:‘NTPC Electric Supply Company Ltd.’ (NESCL), a wholly owned subsidiary of NTPC, was set up for distribution of power. NESCL is actively engaged in ‘Rajiv Gandhi GraminVidyutikaranYojana’programme for rural electrification and also working as 'Advisor cum Consultant' for Ministry of Power for implementation of Accelerated Power Development and Reforms Programme(APDRP) launched by Government of India. Equipment Manufacturing:Enormous growth in power sector necessitates augmentation of power equipment manufacturing capacity. NTPC has formed JVs with BHEL and Bharat Forge Ltd. for power plant equipment manufacturing. NTPC has also acquired stake in Transformers and Electricals Kerela Ltd. (TELK) for manufacturing and repair of transformers. Subsidiaries of the company: 1. NTPC Hydro Ltd 2. 'NTPC VidyutVyapar Nigam Ltd 3. NTPC Electric Supply Company Ltd 4. Pipavav Power Development Co. Ltd. (PPDCL) 5. KantiBijleeUtpadan Nigam Limited 6. Bharatiya Rail Bijlee Company Limited Apart from this the company is having 13 different Joint ventures as well. 1. PTC India Limited 2. Utility Powertech Limited (UPL)
  31. 31. 31 3. NTPC-SAIL Power Company Pvt. Ltd. 4. NTPC-Alstom Power Services Private Limited 5. NTPC Tamil Nadu Energy Company Ltd. 6. Ratnagiri Gas and power Pvt. Limited 7. Aravali Power Company Private Ltd. 8. NTPC-SCCL Global Venture Pvt. Ltd. 9. MejaUrja Nigam Private Limited 10. NTPC BHEL Power Projects Pvt Ltd. 11. BF-NTPC Energy Systems Limited 12. Nabinagar Power Generating Company Private Limited 13. National Power Exchange Limited Achievements/ recognition: Company Rankings:  Forbes' Global 2000 list of top listed firmsPlatts Top 250 Global Energy Company Rankings - 2010NTPC - the Most Respected Company in Power SectorIndia’s Biggest News Makers Survey Business Standard's 'BS1000' companies.  NTPC Ltd earned a ranking of 52 on overall global performance. NTPC Limited ranked No. 1 in Independent Power Producer & Energy Traders in Asia. 10th in overall performance in Asia. 2nd Independent Power Producers and Energy Traders globally. The company rankings are derived using a special Platts formula adding each company's numerical ranking for asset worth, revenues, profits, and ROIC and assigned a rank of 1 to the company with the lowest total, 2 to the company with the second-lowest total, and so on.
  32. 32. 32 Environment Awards:  Golden Peacock Environmental Management Award: NTPC's National Capital Thermal Power Project, Dadri was awarded the Golden Peacock Environment Management Award for the year 2010.  CII Sustainability Award: NTPC's Talcher Thermal Power Station bagged the prestigious 'Commendation Certificate' for strong commitment under Sustainability Awards Scheme instituted by CII for sustainable performance of the station in the areas of Environment, Society and Economics.  3rd Green Globe Foundation Awards: Green Globe Foundation is partnered by knowledge partners TERI and Wizcraft International Entertainment. Award ceremony took place on 2nd February, 2011 at the Taj Palace in New Delhi.  The Sunday Indian Special Mega Excellence – “India’s Best Environment Driven Company Award – 2009: NTPC awarded The Sunday Indian Special Mega Excellence - 'India's Best Environment Driven Company Award-2009'. This award is a special award to recognize and applaud the commitment of NTPC Limited towards environment and ecology. HR Awards:  Exemplary Leadership Award to Shri Arup Roy Choudhury for People Excellence: Bhaskar Chatterjee, Secretary, Department of Public Enterprises presented the Exemplary Leadership Award for People Excellence to Shri Arup Roy Choudhury, Chairman and Managing Director, NTPC at the Global HR Excellence Awards under the aegis of world HRD Congress held at Mumbai on 11th February 2011.  NTPC wins Star TV Talent Leadership and HR Award: NTPC received the HR Excellence Award for PSU Sector for Innovative HR Practices at the World HRD Congress at the Star TV Talent Leadership and HR Awards.  Two Awards for NTPC at Asia Best Employer Brand Awards: NTPC bagged two awards at the Asia Best Employer Brand Ceremony held at Singapore recently for Best HR Strategy in line with Business and Award for Talent Management Overall 7th in ‘India’s Best Companies to Work for 2010’, 1st amongst the PSUs and 1st in Manufacturing & Production Industry
  33. 33. 33 Segment: NTPC has been ranked 7th overall in ‘India’s Best Companies to Work for 2010’, a study by The Great Places to Work Institute India and The Economic Times.  Great Places to Work Award 2010: NTPC, New Delhi has been ranked 7th in the Top 10 Great Places to Work (GPTW) and has the distinction of being only PSU in the Top 10 Best Companies to Work For.  NCPEDP-Shell Helen Keller Award 2009: NTPC was awarded for NCPEDP – Shell Helen Keller Awards 2009 in the Category 'C': Companies/organizations /institutions who share NCPEDP's vision and through their policies and practices demonstrate their belief in equal rights and gainful employment for persons with disabilities.VishwakarmaRashtriyaPuraskar (VRP) – 2007: 22 NTPC employees were awarded VishwakarmaRashtriyaPuraskar for the year 2007.  Best Companies to Work For – 2009: NTPC has been ranked Second in the Core Sector with Index Score of 98 out of 100 and ranked 21st in the 25 toppers list based on a survey of 8,742 respondents in 1000 organizations across 800 cities.  SCOPE Meritorious Award for Best Practices in Human Resource Management- NTPC has been awarded the Gold Trophy for SCOPE Meritorious Award for Best Practices in Human Resource Management for the year 2008-09. Corporate Governance Awards:  Golden Peacock Global Award for Excellence in Corporate Governance – 2009 .  ICSI National Award for Excellence in Corporate Governance 2009.
  34. 34. 34  Performance Awards:  Top Liner Maharatna Award to NTPC.  SCOPE Excellence Award to Shri Arup Roy Choudhury, CMD, NTPC.  PSU Excellence Award for NTPC.  Enertia Awards for NTPC Projects & Shri D K Jain, Director (Technical), NTPC Ltd receives award for Excellence in Nuclear, Thermal (Conventional Energy).  Vishwakarma Award for 12 NTPC Employees.  Prime Minister’s Shram Award to NTPC’s MisriLalChoudhary.  India Pride Awards – Energy and Power Category.  SAFA Best Presented Accounts Awards 2008.  Enertia Award 2010.  SAFA Best Presented Accounts Awards 2008.  CII-EXIM Excellence Award, 2010.  National Awards for Meritorious Performance. CSR Awards:  NTPC wins GOLDEN PEACOCK AWARD for Corporate Social Responsibility  NTPC awarded for Corporate Social Responsibility & Responsiveness for 2010-11  2nd India Power Awards 2009  CII ITC Sustainability Award
  35. 35. 35 Listing Details – NTPC Key Dates Year Ending Month Mar AGM Date (Month) Sep Book Closure Date (Month) Sep Listing Information Face Value Of Equity Shares 10 Market Lot Of Equity Shares 1 BSE Code 532555 NSE Code NTPC BSE Group A Whether The Company Forms A Part Of The Following Indices – Sensex Yes Nifty Yes BSE-100 Yes BSE-200 Yes S&P CNX 500 Yes CNX Midcap No CNX FMCG No Listing On Listed On The Stock Exchange, Mumbai, National Stock Exchange of India Ltd.
  36. 36. 36 Chapter 3 Vision and Mission Vision “To be the world’s largest and best power producer, powering India’s growth.” Mission Develop and provide reliable power, related products and services at competitive prices, integrating multiple energy sources with innovative and eco-friendly technologies and contribute to society Core Values – BE COMMITTED B Business Ethics E Environmentally & Economically Sustainable C Customer Focus O Organisational & Professional Pride M Mutual Respect & Trust M Motivating Self & others I Innovation & Speed T Total Quality for Excellence T Transparent & Respected Organisation E Enterprising D Devoted
  37. 37. 37 Badarpur Thermal Power Station (BTPS) Badarpur thermal power station started working in 1973 with a single95MW unit. There were 2 more units (95 MW each) installed in next 2consecutive years. Now it has total five units with total capacity of 720MW. Ownership of BTPS was transferred to NTPC with effect from 01.06.2006 through GOI’s Gazette Notification. Given below are the details of unit with the year they are installed. Address : Badarpur, New Delhi – 110 044 Telephone (STD-011) – 26949523 Fax 26949532 Installed Capacity 720 MW Derated Capacity 705 MW Location New Delhi Coal Source Jharia Coal Fields Water Source Agra Canal Beneficiary States Delhi Unit Sizes  3X95 MW  2X210 MW Units Commissioned Unit I- 95 MW - July 1973 Unit II- 95 MW August 1974 Unit III- 95 MW March 1975 Unit IV - 210 MW December 1978 Unit V - 210 MW - December 1981 Transfer of BTPS to NTPC Ownership of BTPS was transferred to NTPC with effect from 01.06.2006 through GOI’s Gazette Notification
  38. 38. 38 ANALYSIS & INTERPRETATIONS 1. Accommodation, furniture, computer and other advace benefits. As we can see a major chunk (74%) of the employees are satisfied with the accommodation facility. 2. Benefits like leave, travel, children education concession These benefits are the perks given to the employees. Only 61% are satisfied with the facility. 22% are neutral means, for many people this facility is average. 74% 8% 16% 2% Satisfied Dissatisfied Neutral Can't Say 61%13% 22% 4% Satisfied Dissatisfied Neutral Can't Say
  39. 39. 39 3. Organisational culture and employee relations. Only 50% employees are satisfied with organisational culture and working environment within the office premises. It is state of worry where 35% of the employees are dissatisfied with theworking environment of the company. 4. Employees’ grievances, trade union committee and settlement at the time of retirement. 50% 35% 13% 2% Satisfied Dissatisfied Neutral Can't Say 42% 18% 29% 11% Satisfied Dissatisfied Neutral Can't Say
  40. 40. 40 5. Canteen facility, lunch breaks and tea breaks. Half of the employees are satisfied with the canteen facility and other breaks. 6. Communication medium and other technology used in the office Most of the employees are satisfied with the technologies used in the office. Only 12% are dissatisfied which means the communication process is smooth in the organisation. 50% 15% 25% 10% Satisfied Dissatisfied Neutral Can't Say 67% 12% 13% 8% Satisfied Dissatisfied Neutral Can't Say
  41. 41. 41 CONCLUSION The data collected with the questionnaire was analysed in detail and summary is presented below: The state of the facility is analysed on the basis of percentage of satisfied employees. Parameters  EXCELLENT – 100%-75%  GOOD -75%-60%  SATISFACTORY -60%-40%  NEEDS IMPROVEMENT – LESS THAN< 40% 1. Accommodation, furniture, computer and other advance benefits. Good (74%) 2. Benefits like leave, travel, children education concession. Good (61%) 3. Organisational culture and employee relations. Satisfactory (50%) 4. Employees’ grievances, trade union committee and settlement at the time of retirement. Satisfactory (42%) 5. Canteen facility, lunch breaks and tea breaks Satisfactory (50%) 6. Communication medium and other technology used in the office Good (67%).
  42. 42. 42 RESEARCH METHODOLOGY This data has been taken from primary and secondary source of information. The data which is directly collected from the potential respondents through direct interaction with them is called primary data. Advantages of primary data:  Primary data has high degree of accuracy.  There are less chances of biasness in data as we collect data according to our need and requirements. Secondary Data is data or information that is already available. This data is collected by a person or organization other than the use of the data. Advantages of secondary data :  it is cost saving and inexpensive.  It is easily accessible.  It is already available. It saves time and efforts..  It avoids data collection problems and it provides a basis for comparison. This data is collected from various sources:  Magazines,  websites,  Already published reports.  Journals. Measurement and scaling technique used: Likert scale of measurement
  43. 43. 43 LIMITATIONS As a trainee in the HR Department of BTPS the following limitations were faced during the training period.  The study is limited to B.T.P.S & cannot be generalized to entire NTPC family.  The Questionnaire were distributed to 250 people of various levels including executives, workers and supervisors and workers were not ready to respond to the questionnaire hence the result are skewed in favour of responses of executives.  Although the study of HR responsibility and actions were done to the extent possible but the time constraint from doing deep study  Resources limitations also prevented study from being time picture as some HR confidential documents and policies could not be accessed.  Various assumptions have been made during course of study which prevents it from giving true picture.  The data obtained in some cases may be biased.  Difficulty in communication within the city while conducting the survey.  The information obtained from the consumers based on questionnaires was assumed to be factual.  Since the survey is based on sampling method, it does not disclose the character of the entire customers.
  44. 44. 44 BIBLIOGRAPHY  NTPC Employee Hand Book  NTPC Publications  www.ntpc.co.in  BTPS Employee Development Centre- Hr Manuals  BTPS Employee Benefit Manuals  Organizational Behaviour: C.B.Gupta
  45. 45. 45 Appendix QUESTIONNAIRE Q.1 : House, furniture, computer and multipurpose advances given to employees are satisfactory?  Agree  Disagree  Partly  Can’t Say Q.2 : You are satisfied with the benefits like leave, travel, children education concession etc given to employees?  Agree  Disagree  Partly  Can’t Say Q.3 : Are all the facilities, as stated in the guidelines of the organisation are provided to the employees?  Agree  Disagree  Partly  Can’t Say Q.4 : Employee relations inside the organisation are formal?  Agree  Disagree  Partly  Can’t Say Q.5 : Employees grievances are sorted out timely?  Agree
  46. 46. 46  Disagree  Partly  Can’t Say Q.6 : Reimbursement for lease accommodation is done employees entitlement?  Agree  Disagree  Partly  Can’t Say Q.7 : Union meetings are held at regular intervals for the cordial relations amonmg the employees aim to achieve higher productivity?  Agree  Disagree  Partly  Can’t Say Q.8 : Canteen is hygienic and healthy food is provided to the employees?  Agree  Disagree  Partly  Can’t Say Q.9 : All the employees are suitably insured by the organisation?  Agree  Disagree  Partly  Can’t Say Q.10 : You are satisfied with the recruitment process of the organisation?  Agree  Disagree  Partly  Can’t Say
  47. 47. 47 Q.11 : You are equipped with latest technique to work at the workplace?  Agree  Disagree  Partly  Can’t Say Q.12 : All the employees geeting their full and final settlement at the time of retirement?  Agree  Disagree  Partly  Can’t Say Q.13 : Organisation suggestions scheme is working effectively for the benefit of both the employer and its stakeholders?  Agree  Disagree  Partly  Can’t Say Q.14 : Medical and other recreational are important facilities provided to the employees in plant and township are satisfactory?  Agree  Disagree  Partly  Can’t Say Q.15 : Women employees are treated at par with their colleagues and the facilities are provided as per govt laws?  Agree  Disagree  Partly  Can’t Say 

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