This document discusses a study on employee productivity conducted at Neyveli Lignite Corporation Ltd, focusing on measuring and improving productivity through various techniques and methodologies. It highlights key factors affecting productivity, such as communication, work conditions, and employee satisfaction, while emphasizing the need for effective management practices. The findings suggest that enhancing employee engagement and optimizing working conditions can significantly boost productivity levels without increasing working hours.

1. 2016
A STUDY ON EMPLOYEES PRODUCTIVITY IN
NLC
By
G.ANUJA
II-MBA-
”E”(HR)
UNDER THE
GUIDANCE OF
DR.K.CHEZHIY
AN

2. EMPLOYEES PRODUCTIVITY
 Employees productivity is the outcome of an
employees work as efficiently with respect to
working time in hours.
 It is the ratio of the amount produced, to the
amount of employee input working hours
invest in it, and measured as a product per
person-hour or person-year.
 Employee productivity can be measured, for
an individual, a firm, a process or a

3. formula..
 Mathematically:

4. EXAMPLE..
 For Example,
If a Company having 500 employees and they are
targeting 50 cars production per day.
By using the managing practices, we treat our
employees to make a target for 75 cars.
In finally we may reach at least 65 cars per day. It
was increasing 15 cars per day. Calculate it for
month & year production. That’s efficient outcome
of employee will revealed. Surprise is that we used
this time without adding overtime.

5. COMPANY PROFILE
 NEYVELI LIGNITE CORPORATION LTD
(NLC) is engaged in the business of lignite
mining and power generation.
 NLC has a mining capacity of 30 MLPA &
Power generating with installed capacity of
2740MW of power.
 On 2011,it joined the group of Navratna
Companies.
 The Union Govt holds 90% shares of NLC and
is administered through Ministry of Coal.

6. REVIEW OF LITERATURE
 “Productivity is the quantitative relationship
between what we produce and the resources we
use” – CURRIE.
 “People who feel good about themselves
produce good results” – KEN BLANCHARD.
 “The volume of output which is achieved in a
given period is the relationship to the sum of the
direct and indirect effort expended in its
production” - SMITH & BEECHING.
 “Productivity improvement in quality results
directly in an increase in productivity” – JUAN.

7. OBJECTIVES
 To know the present level of employee
productivity for individual towards their job
and working Conditions.
 To understand the Time and Motion study to
analyze the Effectiveness of Employee
productivity.
 To identify the key factors to improve the
efficiency of employee productivity.
 To suggest suitable techniques to increase
the level of Employee productivity.

8. METHODOLOGY
 Research Design : Quantitative vs. Qualitative
Research.
 Sample Size : 100 Respondents.
 Nature of Data :
Primary Data : Questionnaire & Interviews.
Secondary Data : Websites & University Library.
 Tools Used for Analysis :
Percentage Analysis
Analysis Of Variance (ANOVA)
Chi-square Test

9. ANALYSIS
 From those data records, percentage analysis
is the easiest way to get the statistical data's
to describe the employees who are all
productive and unproductive.
 ANOVA tool is help us to know the employees
beneficiaries in advance. Its one of the major
key factor to identify the impact of employee
productivity.
 Chi-Square is used to know the relationship
b/w Management team & employees.

10. MAJOR FINDINGS
 From the survey it is found that the majority of the
respondents are of age group as 51-60 at 55%.
 It is found that most of the respondents are non-
executive as 64% and others as 6%, executive
30%.
 The Majority of the respondents of 68% are
satisfied in their working hours.
 The Majority of the respondents of 53% are
satisfied of suggestions towards management
team.
 43% of the respondent is agreeing that their

11. Contd..
 The Majority 52% are not get satisfied in their
allowances offered in the industry.
 It is found that designation wise there is a
significant influence exists on clear
organizational goals.
 It is found that experience wise there is no significant
association exists on communication flows from top
to bottom help to achieve organizational goal.
 It is found that monthly income wise there is no
significant influence exists on satisfaction towards
expenses and salary.

12. FACTORS WHICH AFFECT the EMPLOYEE
PRODUCTIVTY
 Employees always get bored by their daily
monotonous routine job.
 Lack of communication b/w Management
team and Employees, they have to carryout
the other activities and it may divert to
unproductively.
 Skill Developments doesn’t easily lead
productivity.
 Overtime working Hours , Abnormal Sleeping
& Food habits it may lead the employees to

13. Hrm practices….
 Measuring Employee Productivity is mandatory for
each employee in Individual capability of working
time in hours.
 Monitoring and Supervising of these Report is
always to be the part of HRD Management team.
 By collecting Data's, make a report to mark their
Efficiency of Individual Employee Productivity in
monthly basics.
 Classify those employees in two categories who is
willing work up to 8 hours & not at 8 hours.
 Make Ensure that unproductive employees are

14. Cont.….
 Make a team to merge those productive &
unproductive employees in suitable ratio to target
it as individual goal.
 Now Generate their report of Efficiency of
individual Employees Productivity in monthly
basics.
 Match this report with previous month report,
Efficiency of employees productivity must
revealed.
 Overtime of workers have to be used only in

15. My Lecture
 We knew that employees usually works 5 hours
only out of 8 hours. It means 50% of that they
are working. But we are expecting more than
95%. Is it possible ?
 That’s why I took this project to make it as
possible by EMPLOYEE PRODUCTIVTY.
 By using our managing practices, we have to
make it as 95%. That’s the efficient outcome of
an employee using employee productivity with
respect to working hours.

16. What’s US Economy & ILO Says..
 US economy suggests that the use of
overtime hours actually lowers average
productivity, measured as output per worker
hour,, shorter hours are actually associated
with higher rates of output per hour.
 ILO Says, While additional working hours
may reflect a worker’s health and its leads
to bad on job performance.

17. KEY FACTORS TO IMPROVE EMPLOYEE
PRODUCTIVITY
 FAMILY : Spending quality family time together is
very important.
 TIME & SCHEDULING : Each of their tasks and
work to keep the schedules in Timings. It avoids
pending works and over time.
 SAFETY & SYSTEMATIC EQUIPMENTS : Both
always make them feel for comfortable to work and
Make it as short time for handling issues.
 NO MULTITASKING : Many people fool themselves
into thinking they are good at multitasking.
 HABITS : Be normal in Sleeping Hours, Intake of food,
Overtime Hours & Must Use Weekly off days and
Holiday Vocations.

18. suggestions
 Respect employees as individuals, in addition
to the job they do.
 Conduct the operation and management by
HRM.
 Provide meaningful feedback in a constructive
manner on a regular basis.
 Adopt automated and robotic systems &
Improve technology and facilities.
 Increase employee participation in Meetings.
 Increase research and development spending
& reward system.

19. CONCLUSION
 Lack of productivity is a major problem in all
public and private sectors. To ensure it, they
are taking the steps of employees reduction,
salaries, low quality of productions. These
steps always leads to another causes. As a
HR student, am confident that HRM
(management practices) practices of
Employee Productivity will control everything
in it without taking these steps and It will
leads to High productivity & Employees Lives.
 Improving productivity is not an end in itself,
Continued improvement of productivity help

20. THANK YOU ALL FOR YOUR KIND ATTENTION
HAPPY EMPLOYEES
ARE ALWAYS
PRODUCTIVE EMPLOYERS