talent acquisition and retention in NTPC, India.

1. National Thermal Power
Corporation Limited
Abrity Bhattacharya
Roll No. – 01
Talent management at NTPC
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2. Vission and mission
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3. Business Portfolio
1. Generation of Electric Power.
2. Coal Mining and Coal Washier.
3. Oil/ Gas Exploration.
4. Power Project Construction.
5. Renovation & Modernization of Power Stations.
6. Distribution and Trading of Electricity through its
wholly-owned subsidiary companies.
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4. HR vision
• "To enable our people to be a family of committed world class
professionals.“
• Recruitment: Grow your own timber.
• Career management system: PERFORMANCE MANAGEMENT, CAREER
PATHS and LEADERSHIP DEVELOPMENT.
• Rewards recognition: celebration of achievement.
• Innovate, create, compete.
• Quality of work life
• Knowledge management: ultimate objective of becoming a learning
organization
• Training and development: own comprehensive training infrastructure.
• Education up-gradation scheme
• Seeking employee feedback
• HR awards won.
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5. Human Resource policies
'People before PLF (Plant Load Factor)' is the guiding
philosophy behind the entire gamut of HR policies at
NTPC.
The MBA program initiative came from one of the System Review
Groups within NTPC.
• 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.
Currently employ approximately 26,000 people at NTPC.
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7. Some unique features:
 Marriage portals for employees.
 Free counseling and support program Snehal.
• PUPs
• First Day First Show Movies
• Hi-Tech wireless communication to stay connected
with family
4 building blocks of HR:
• Competence building,
• Commitment building,
• Culture building and
• Systems building
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8. Values and culture
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
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9. 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.
A culture of celebrating achievements and a strong focus on
performance are a way of life in NTPC.
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10. NTPC holds pride in its systems for providing a good quality of
work-life to its employees.
Providing beautiful and safe work places.
Encourages a culture of mutual respect and trust amongst peers,
superiors and subordinates.
Away from hectic city life, NTPC townships provide an
environment of serenity, natural beauty and close community
living.
NTPC also recognizes the contribution of employees’ families
through involving them in various events and competitions.
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11. Career growth
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 standardized and
formalized performance management system. A KPA based
system is designed to assess functional, managerial and
potential competence in an objective and transparent
manner.
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12. Career Paths - All career paths have an underlying management
structure.
• Succession criteria for leadership positions in each career path have
been identified, which provide basis for job rotation.
• Anyone joining the organization can choose to pursue a business,
function or staff career path.
• They 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.
• 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.
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13. Recruitment
• ‘Grow your own timber’ philosophy.
• 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.
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14. Induction training
Theater Workshop - 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.
• Scheduled every morning during the orientation training
period.
Corporate Social Responsibility - - In order to make new hires a
part of NTPC’s social responsibility drive, exposure to on-field
community development and responsibilities is given. 14

15. Mentoring "Ankur"- For effective socialization and transformation
executive trainees are attached to mentors once they are put on
job.
• Mentors are senior executives with 10-15 years of experience in NTPC
.
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.
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16. Innovate create compete
Introduced numerous initiatives which seek to enhance the
creativity, innovation, functional aptitude and teamwork of
employees.
• 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 organization.
• Professional Circles - As a learning organization, 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. 16

17. • Quality Circles- Introduced as an initiative to involve every
grass root level employee.
o 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.
• Business Minds- This is a management game that develops
strategic thinking & decision making in executives by
exposing participants to simulated real life business
situations.
o 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.
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18. Knowledge Management in NTPC- In initiative to meet
ultimate objective of becoming a Learning Organization,
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.
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19. Training and development
Training in NTPC is carried out with short term and long term
objectives to impart skills required.
Planned Interventions
For management development, NTPC has a set of planned
interventions designed for each stage in a person’s career.
Each of these is a custom made and medium term training
program.
NTPC’s training policy envisages minimum 7 Mondays of training
per employee per year.
Philosophy is to develop their own training systems and deliver
training internally as far as possible. Hence, NTPC has developed
its own training infrastructure 19

20. 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. 20

21. Education up-gradation scheme
 NTPC has tie-ups with institutes like MDI, Gurgaon; IIT, Delhi;
BITS, Pilani etc.
NTPC sponsors fixed size batches of employees who are
inducted into these courses based on their performance
rating in the company and their performance in the entrance
exam conducted by the institutes.
Unlike other study leave and sabbaticals, employees
undergoing these courses do not forego their salary or career
growth during the duration of the course.
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22. Township
The tough task before the public sector companies is to control
attrition that is while adhering to government pay-structure.
Chairman and managing director Dr. Arup Roy Choudhary said
young and middle aged employees are increasingly moving to
low profile jobs in cities for a comfortable life though they are
capable of managing projects in far-flung areas.
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•https://www.youtube.com/w
atch?v=lHLzJ1qP9I4

23. Compensation
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.
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.
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24.  EMPLOYEE BENEFITS –
• Health care
• Dental care plans
• Retirement plans
• Flexible benefit plans
• Disability benefit plans
• Group life & AD insurance plans(Accidental Death)
• Benefits for part-time employees
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25. EMPLOYEE POLICY & PROGRAMS –
• Paid – time off (PTO)
• Alternative work schedule
• Recruitment and hiring
• Performance bonuses
• Referral bonuses
• Retention bonuses
• Severance practices
• Workplace environment
• Career planning & professional development
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26. Basic Pay:
Pay scale for executives:
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27. Pay scale for supervisors:
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28. Pay scale for work-men:
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29. DEARNESS ALLOWANCE
(For Executives, Supervisors & Workmen)
• Dearness Allowance would be revised on 1st April, 1st July, 1st
October and 1st January i.e. quarterly.
• CITY COMPENSATORY ALLOWANCE
Employees borne on the regular establishment of the Company other
than those appointed on casual/daily rated/daily but monthly paid basis;
will be paid City Compensatory Allowance.
• HOUSE RENT ALLOWANCE RULES
House Rent Allowance is payable to the eligible employees who are not
pro- vided with the residential accommodation by the Company at the
places where the Company has its Projects/Units/Offices etc.
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30. • CHILDREN EDUCATION ALLOWANCE
Over and above Rs. 75 per month per child reimbursement. (Rs.
225 per month per child where CCA is not payable.)
• MEDICAL BENEFITS
Free treatment in NTPC Hospital/ Dispensaries/ company
hospital/ full reimbursement in notified or empanelled hospitals/
in non-empanelled hospitals reimbursement limited to ceilings
notified as per the rules.
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31. Power management institute
• http://www.ntpc.co.in/index.php?option=com_content&view
=article&id=14&Itemid=82&lang=en
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32. Awards won
• http://www.ntpc.co.in/index.php?option=com_content&view
=article&id=85&Itemid=121&lang=en
• PSU of the year award 2014.
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33. • NTPC among the “Best Place to Work For” India, 2012.
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34. • THANK YOU
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35. • https://www.youtube.com/watch?v=EZCSlalKmaQ
• (1st to show)about NTPC till 2013 Feb..
• https://www.youtube.com/watch?v=xpum3s_uyNE
• INSPIRATIONAL SONG.
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