This report summarizes a study on job enrichment practices at National Thermal Power Corporation (NTPC), a public sector undertaking in India. The report finds that NTPC has implemented several job enrichment strategies, including encouraging employees to try new methods, delegating more authority and responsibility, and providing training. The study's analysis found that NTPC's performance and employee job satisfaction improved following the introduction of job enrichment. However, it also notes that job enrichment may not be suitable for all employees and could increase workload for some. The report recommends expanding job enrichment practices further at public sector companies in India.

1. RESEARCH PROJECT
REPORT
A STUDY ON JOB ENRICHMENT PRACTICES WITH
REFERENCE TO PUBLIC SECTOR UNDERTAKING
FOR THE PARTIAL FULFILMENT OF THE
REQUIREMENT
FOR THE AWARD OF
MASTER OF BUSINESS
ADMINISTRATION
4th SEMESTER & 2016-2018
UNDER THE GUIDANCE
OF:
DR. ANU PANDEY
SUBMITTED BY:
PRIYANKA KAPOOR
1601170099

2. CONTENT
 OBJECTIVE OF RESEARCH
 OVERVIEW OF COMPANY
 RESEARCH DESIGN
 DATA INTERPRETATION & ANALYSIS
 FINDINGS
 RECOMMENDATIONS
 CONCLUSION
 BIBLOGRAPHY

3. OBJECTIVE OF STUDY
 To explain the concept of human resource
development emphasizing upon Job
Enrichment.
 To study the Job Enrichment practices
followed at public sector undertaking
specifically NTPC.

4. OVERVIEW OF COMPANY
• Company Name - National Thermal Power Corporation Ltd. (NTPC)
• Year founded - 7 November , 1975
• Company type - Public Company
• Company size - 22,124 employees
• Headquater – New Delhi , India
• Services - Electricity generation and distribution , natural
gas exploration production , transportation and distribution
• Specialties - Coal Based Power Stations, Gas Based Power Stations, Hydro
Based Power Projects, Renewable Energy & Distributed Generation,
Environment Management, and Corporate Social Responsibility
• Website - http://www.ntpc.co.in

5. RESEARCH METHODOLOGY
Research Design :- which is used here is Descriptive Research .
• Descriptive research is a study designed to depict the participants in an accurate
way. More simply put, descriptive research is all about describing people who take
part in the study.
• There are three ways a researcher can go about doing a descriptive research project,
and they are:
• Observational, defined as a method of viewing and recording the participants
• Case study, defined as an in-depth study of an individual or group of individuals
• Survey, defined as a brief interview or discussion with an individual about a specific
topic.

6. DATA COLLECTION
Secondary data refers to data that was collected by someone
other than the user. Common sources of secondary data for
social science include censuses, information collected by
government departments, organizational records and data
that was originally collected for other research purposes.
Primary data, by contrast, are collected by the investigator
conducting the research.

7. DATA USED:-
Secondary Data:-
• Internet
• Magazines
• Journals
• Reseacrh Papers

8. DATA ANALYSIS AND INTERPRETATION
Performance of NTPC after job enrichment
practices used

9. Interpretation:-
• As per the source NTPC , above graph
shows that after job enrichment practices
are used in NTPC its performance is
incresed from 87% in year 2006 to 89 %
in year 2008

10. Disclosure of Human Resource Variables in National Thermal Power
Corporation
•
10.00 20.00 30.00 40.00 50.00 60.00 70.00 80.00 90.00
Awards and Rewards given for good
performance
Brand Valuation
Capital Employed
Discount rate used
Economic value Added (EVA)
Employee Cost
Employee Remuneration benefit
Gender wise distribution
Group wise distribution
Human capital in balance sheet
Human Resources Development Fund
Man power in numbers
Qualification of the employees
Recruitment cost
Retirement Benefits
Separate HRA statement
Ten years at a glance
Trainng and development expense
Turnover per employee
Valuation Model used
Value Added
Value Added per employee
Value of Human Resources

11. Interpretation:-
• Above chart is shows that disclosure of
human resource variables in NTPC is three
variables turnover per employee,
valuation model used and value of human
resources were also never disclosed in any
of the five year of study period form 2009
to 2013. Thus the rate of disclosure for
these three variables is 0%.

12. Effects of job enrichment practices in NTPC
Source :- SMS JOURNAL

13. Interpretation
• Above graph shows the effects of job
enrichment practices in NTPC , 50% of
employees are encourged to try new
methods whereas, 5% of employees are
not encourged . 75% employees are
happy with delegation of authority and
responsibilities whereas, 10% of
employees are not happy.

14. FINDINGS
• Employees are encouraged to try new
methods and ideas.
• In job enrichment seniors help juniors in
learning jobs.
• For better performance delegation of
authority and responsibily is given to
juniors.
• Performance of NTPC is improved after
introduction of Job enrichment practices.

15. RECCOMENDATIONS
• Though job enrichment is not a new
concept but it has received limited attention
particularly in India public sector companies.
Therfore, more and more job enrichment
practices should be encouraged at public
sector enterprises for better results.
• Giving more responsibilty to employees is
not suitable for all.
• Job enrichment with quality of work
sometimes also increases quantity of work.

16. CONCLUSION
• Job enrichment is an excellent means of enhancing employee job satisfaction and
prevention of staff turnover or intention to leave an organization. Job enrichment
has become an essential aspect in motivating employees for better and greater
performance through a mutual sense for skill variety, task identity, task significance
and autonomy. Increased recognition of task significance will stimulate the
employees to further raise their commitment towards the attainment and realization
of the goal and objectives of the institutions/organizations. The principle of job
enrichment in the practice of human resource management has tremendously been
seen as a dynamic process of increasing the work structures and processes with an
environment that gives room for autonomy, flexibility, personal growth and
satisfaction to the workplace. Strike a balance between increasing job
responsibilities and job enrichment opportunities. This is the key to keep employees
satisfied, motivated and focused on success - both for themselves and their
company.

17. BIBLOGRAPHY
• http://www.ijbmi.org/papers/Vol(3)3/Versio
n-3/C0333019026.pdf
• https://www.brighthub.com/office/human-
resources/articles/101801.aspx
• http://www.allresearchjournal.com/archives
/2016/vol2issue5/PartO/2-5-83-404.pdf
• https://www.cleverism.com/job-enrichment-
definition-benefits-tips/
• http://shodhganga.inflibnet.ac.in/bitstream/
10603/173251/13/13_chapter%204.pdf
• NTPC website:- http://www.ntpc.co.in