Human resource practices at NTPC.

1. National Thermal Power Corporation Limited: “BE COMMITTED”
Company Overview
NTPC, India's largest power company, was set up in 1975 to accelerate power development in India. It is
emerging as an ‘Integrated Power Major’, with a significant presence in the entire value chain of
power generation business. NTPC ranked 424th in the ‘2014, Forbes Global 2000’ ranking of the
World’s biggest companies. With a current generating capacity of 43,128 MW (exhibit 1), NTPC plans to
become a 128,000 MW company by 2032.
The total installed capacity of the company is 43,128 MW (including JVs) with 17 coal based and 7 gas
based stations, 7 joint ventures stations are coal based and 7 renewable energy projects. The company
has set a target to have an installed power generating capacity of 1,28,000 MW by the year 2032. The
capacity will have a diversified fuel mix comprising 56% coal, 16% Gas, 11% Nuclear and 17% Renewable
Energy Sources(RES) including hydro. By 2032, non fossil fuel based generation capacity shall make up
nearly 28% of NTPC’s portfolio. NTPC has been operating its plants at high efficiency levels. Although the
company has 17.73% of the total national capacity, it contributes 25.91% of total power generation due
to its focus on high efficiency.
In October 2004, NTPC launched its Initial Public Offering (IPO) consisting of 5.25% as fresh issue and
5.25% as offer for sale by Government of India. NTPC thus became a listed company in November 2004
with the Government holding 89.5% of the equity share capital. In February 2010, the Shareholding of
Government of India was reduced from 89.5% to 84.5% through Further Public Offer. Government of
India has further divested 9.5% shares through OFS route in February 2013. With this, GOI's holding in
NTPC has reduced from 84.5% to 75%. The rest is held by Institutional Investors and Public.
Business portfolio:
1. Generation of Electric Power.
2. Coal Mining and Coal Washier.
3. Oil/ Gas Exploration.

2. 4. Power Project Construction.
5. Renovation & Modernization of Power Stations.
6. Distribution and Trading of Electricity through its wholly-owned subsidiary companies.
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.
The leader behind success:
Dr. Arup Roy Choudhury, Chairman & Managing Director, NTPC Limited and Chairman, DVC has been
conferred Doctorate in 'Performance Assessment of Infrastructure Development Projects' – a select
study from IIT Delhi on 18.04.2013.
Serving NTPC Limited since September 01, 2010 , has an illustrious career spanning over 34
years of outstanding contribution in the fields of engineering, general management, strategic
management and business leadership. He is a Graduate in Civil Engineering from Birla Institute
of Technology, Mesra and a Post-Graduate in Management and Systems from IIT-Delhi. A keen
learner of the latest professional developments, he has been conferred Doctorate in
"Performance Assessment of Infrastructure Development Projects" from IIT-Delhi in April, 2013.
Dr. Choudhury brings to NTPC the dynamism of a leader with proven abilities to achieve
transformational changes. He has the distinction of becoming the youngest Chief Executive
Officer of a Central Public Sector Enterprise (CPSE) at the age of 44 years when he joined as

3. Chairman & Managing Director, National Buildings Construction Corporation Limited (NBCC) on
April 03, 2001. Prior to that he had worked in prominent public and private sector companies
since 1979, when he started his career. Dr. Choudhury's rich and varied contribution of over 32
years has been recognized by prestigious professional, academic and Government institutions,
both national and international.
His vision, leadership and industriousness transformed NBCC, which was a sick company with
negative net-worth and salary back-log in 2001, into a blue-chip enterprise having Schedule 'A'
and 'Miniratna' status bestowed upon it by the Government of India. The stunning turnaround
of the Company brought about by him has enabled NBCC's turnover grow about 10 times and
net-worth over 500 times during his tenure of nine-and-a-half years at the helm. He pulled
NBCC out of the abyss and catapulted it into the distinguished league of 'Top Ten CPSEs'. Under
him, NBCC broadened its business horizons. Its entry into power project development dovetails
very productively with his new role as CMD, NTPC.
As Chairman, Standing Conference of Public Enterprises (SCOPE), the apex body of central
public sector enterprises (CPSEs), Dr. Choudhury effectively led policy advocacy for greater
empowerment of these enterprises. He is also promoting the cause of greater professionalism,
competitiveness, societal commitment, transparency and global-benchmarking among the
CPSEs.
Dr. Choudhury believes in growth and excellence through proactive approach and his dictum is
"Sankalp Shuddha Hi Siddha" i.e. if your intentions are pure, you are bound to succeed. He has
a strong commitment for the well-being of the society at large. His sharp focus on corporate
governance and environmentally sustainable growth has been demonstrated in concrete
actions and substantial benefits.
Human resource management at NTPC
'People before PLF (Plant Load Factor)' is the guiding philosophy behind the entire gamut of HR policies
at NTPC. The brand NTPC Limited holds in it the promise of high performance, growth and challenge. For

4. a new recruit joining the company, the company promises a challenging career with an opportunity to
be a partner in nation's growth. They are strongly committed to the development and growth of all
employees as individuals and not just as employees. They currently employ approximately 26,000
people at NTPC. Organization structure of any particular NTPC plant is very diversified but shows well
planned distribution of work and power (Exhibit 2) and (Exhibit3).
Competence building, Commitment building, Culture building and Systems building are the four
building blocks on which their HR systems are based.
HR Vision: To enable our people to be a family of committed world class professionals.
The MBA program initiative came from one of the System Review Groups within NTPC. This
group helps NTPC to monitor and improve their HR strategies and also to make HR policies.
Their main functions are as following:
• These groups have been created to review the HR systems and processes and suggest
changes for improvement.
• They make presentations before HR group heads and once the idea is approved, it
becomes a policy.
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

5. • T-Transparent & Respected Organisation
• E-Enterprising
• D-Devoted
To actualize the core values and ensure that they remain relevant, NTPC have taken various
steps:
• Creating a weightage for values in Performance Management Systems;
• Conduct training programs on values and including sessions on values in key programs;
• Rewarding value based behavior and creation of “Value Actualization Task force”.
• A Vision & Values Revisit Workshop by top management is a major component of core
value actualization.
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

6. 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.
Talent management at NTPC
Recruitment
NTPC believes in the philosophy ‘Grow your own timber’. They 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
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-

7. 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.
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

8. 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.
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 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

9. 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 process for
classification, codification, and sharing of knowledge through which employee can contribute,
learn, share and generate solutions.
Training infrastructure
 Power Management Institute– It is the apex training institute of NTPC located in NOIDA, close
to the company headquarters and houses a world class training infrastructure.
• The Institute has full time dedicated faculty.
• Employee Development Centres- Employee Development Centres (EDCs) are located at
all NTPC projects and stations and take care of training needs of employees at the unit.
 Simulator Centers - NTPC is the proud owner of two simulator training centers, for both coal
based and gas based plants.
• These simulator centers are meant to give hands on experience of operating a power
plant to engineers in total safety.

10. Compensation system
NTPC Known as the highest payer in Power sector. The compensation structure is designed in
such a way so as to recognize and reward critical skills and competencies in employees. The
remunerations of employees are fixed through negotiations with Employee’s Union subject to
the overall guidelines of Department of Public Enterprises, Government of India. Compensation
structure includes base pay, fixed bonuses, allowances or other payments relevant to the local
market.
In addition, accommodation in Company quarter on nominal rent, other perks & allowances
upto 47% of Basic Pay (Exhibit4). Medical Treatment/ reimbursement, Subsidized Canteen
facilities, Self Contributory Superannuation Benefit Fund, Provident Fund, Productivity Incentive
admissible as per Company's Rules. NTPC offers employees various discounts for goods and
services – NTPC Personal computer purchase, housing assistance purchase plan, car purchase
plan, child care services and mobile phone plans, fitness centers and educational courses.
Rewards and benefits
NTPC believes that everyone who works should feel valued and appreciated. That is why the company
offers a total compensation package that includes both cash compensation and benefits.
 Employee benefits –
o Health care (PPO, POS, HMO, HAS)
o Dental care plans
o Retirement plans
o Flexible benefit plans
o Disability benefit plans
o Group life & AD insurance plans
o Benefits for part-time employees
 Employee policy & programs –
o Paid – time off (PTO)
o Alternative work schedule

11. o Recruitment and hiring
o Hiring bonuses
o Referral bonuses
o Retention bonuses
o Severance practices
o Workplace environment
o Career planning & professional development
 Cash compensation
To ensure that NTPC attracts, retains and motivate high-performing individuals. The compensation
structure is designed in such a way so as to recognize and reward critical skills and competencies in
employees. Compensation structure includes base pay, fixed bonuses, allowances or other
payments relevant to the local market. Performance bonus and sales incentive may also be
included in the cash compensation, and are used to ensure that the employees are paid
competitively in the market.
 Performance bonus
High performing employees are paid performance bonus through schemes like ‘generation
performance scheme’ to reward the employees for good performance. This helps in boosting the
moral of employees and recognizes their effort.
 Employee stock purchase plan
Since 1988, NTPC has offered stock purchase plans because the company believes in the value of
employee ownership. All regular employees, including workers who are regular part-timers, are
eligible to participate in the plan if they choose.
 Healthcare, well-being and personal benefits
NTPC offers a range of personal benefits such as medical schemes, dental schemes, health
screening, wellness programs, retirement and insurance programs. The dependents of the
employeeare also under the purview of this benefit.
 Flexibility and work-life balance

12. NTPC is committed to create a workplace culture and environment in which the employee can
balance the career aspirations and personal priorities. The company offers a number of programs,
ranging from staggering work hours to work from home to part time regular work which gives them
the opportunity to achieve a better work/life balance.
 Additional programs
NTPC offers employees various discounts for goods and services – NTPC Personal computer
purchase, housing assistance purchase plan, car purchase plan, child care services and mobile
phone plans, fitness centers and educational courses.
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
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

13. HR Policies
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.
o 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.
o 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.
o 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.
Employee Benefit Group (EB)
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.
Leave Travel 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.

14. 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.
Family accommodation at a location other than the place of posting
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.
Corporate Social Responsibility: “Valuing The Partnerships”
"We value the partnerships we build with the communities around our units. For us Corporate Social
Responsibility is Corporate Social Relationship"
-Arup Roy Choudhury, CMD, NTPC Ltd. (Exhibit 5,6,7)
Initiatives
 Education:
o Setting up polytechnic at Kaladungi, Dist. Nainital, Uttarakhand.
o Subsidized education to children of about 20 schools run by NTPC predominantly
for community children, benefitting about 20,000 students of neighbourhood
areas.
o Identified Value Education Initiative for students of schools, affiliated with
Central Board of Secondary Education, teachers & parents.
o Supporting various activities under the banner “Awakening India”. Merit
scholarships to more than 2600 students every year.
 Health and sanitation:
o Support to Impact India Foundation for “Lifeline Express Project" (camp) at
Dalmau Railway station in Distt. Raebareli, U.P for providing curative
interventions for disabled poor by general treatment & various surgical
operations.

15. o Support to District Hospital, Aurangabad, Bihar for procurement of medical
equipments for modular ICU.
o Support to N. Swain Memorial Trust - Aakar Asha, Hyderabad, for purchase of
equipments for Operation Theatre.
o Support committed for development of New Block at King George Hospital,
Visakhapatnam.
o Support for three specialized Eye Centres at Bhubneswar Eye Hospital, Odisha.
 Capacity Building & Women Empowerment:
o Adoption of ITIs and setting-up new ITIs.
o 36 Weeks Training Program for 41 Jammu & Kashmir Youth in Thermal Power
Plant Engineering under Special Industry initiative – Udaan.
o Skill up gradation training in backward districts identified under BRGF of Planning
commission for improving employability benefitting 1388 village youth/ women.
o Assistance committed to part- finance Chanderi Development Society for
Handloom Weavers for construction of Weavers Blocks of Common Facility
Centre (CFC) in Handloom Park at Chanderi, District, Ashok Nagar, and MP.
o Construction of double storey building in women’s Polytechnic, Kayamkulam, Kerala.
 Development of Social Infrastructure
o Installation of more than 500 Solar Lights in UP (Raebareli,Sidharthnagar, Santravidas
Nagar and Barabanki districts), Jharkhand (Godda district) and West Bengal
(Behrampore district) to promote use of conventional energy.
o Installation of about 50 High Mast Lights (HMLs) in Bihar ( Kahalgaon), Jharkhand
(Goodda), Kerala (Alappuzha, near Kayamkulam), West Bengal (Berhampore, near
Farakka) and Tripura (Udaipur).
o 5 Km road from NH–200 to State Highway-63 in Angul & Talcher subdivision.
o Area lighting around Shri Jagannath Temple, Puri.
o Comprehensive village development including Drinking Water, Sanitation, Education and
Health Infrastructure in six villages, 3 villages each in Bhagalpur and Godda District.
o Laying of cement concrete road in various villages in district Chhindwara, MP.

16. o Construction of culvert over Pikia Nala at Pakaaria Ghat, Sant Kabir Nagar, UP.
o Support for construction of Community Parivarthana Bhavans in the select mandals for
catering to the needs of SC/ST persons of Prakasam & Guntur Districts of AP.
o Conservation of selected National Monuments in association with Archaeological Survey
of India.
And many more……
To know more about NTPC, visit their website: www.ntpc.co.in

17. Exhibit 1. Growth of NTPC

19. Exhibit 2. Organization Structure.

20. Exhibit 3.
HR department structure NTPC.
HRMEB
ED
IE
ER
Rajbhasha
PR
Law
CSR
ES

21. Exhibit 4. The Base Pay plan at NTPC
Base Pay plan for executives:
Base Pay plan for supervisors:

22. Base Pay for workmen:

23. Exhibit 5. CSR practice at NTPC

24. Exhibit 6. CSR structure of NTPC.
Exhibit 7. CSR expenditure.