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]

1

GOVERNMENT OF NCT OF DELHI

BHAI PARMANAND INSTITUTE OF BUSINESS STUDIESSHAKARPUR, 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

2

GOVERNMENT OF NCT OF DELHI

BHAI PARMANAND INSTITUTE OF BUSINESS STUDIESSHAKARPUR, 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)

3

GOVERNMENT OF NCT OF DELHI

BHAI PARMANAND INSTITUTE OF BUSINESS STUDIESSHAKARPUR, 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

4

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

5

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.

6

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,

7

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

8

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

9

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

10

HR department structure in NTPC

11

HRM

EB

ED

IEERRajbhashaPR

Law

CSR

ES

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

12

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

13

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

14

process for classification, codification, and sharing of knowledge through which employee can

contribute, learn, share and generate solutions.

Employee Development (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.

15

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.

Employee Benefit Group (EB)

16

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.

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.

LAW

List of the Significant Laws Applicable:

Air Prevention & Control of pollution Act , 1981

17

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.

18

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

and effective remedy to them against illegal deductions and/or unjustified delay caused in paying

19

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

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

20

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.

The corporation will strive to utilize the ash produced at its stations to the maximum extent possible.

21

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.

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

22

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.

23

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.

24

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

25

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

26

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.

27

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

28

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.

29

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)

30

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.

Environment Awards:

31

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

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.

32

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.

33

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

34

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.

35

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

36

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

Core Values – BE COMMITTED

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) – 26949523Fax 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 1973Unit II- 95 MW August 1974Unit III- 95 MW March 1975Unit IV - 210 MW December 1978Unit V - 210 MW - December 1981

Transfer of BTPS to NTPC

Ownership of BTPS was transferred to NTPCwith effect from 01.06.2006 through GOI’sGazette Notification

37

ANALYSIS & INTERPRETATIONS

1. Accommodation, furniture, computer and other advace benefits .

74%

8%

16% 2%

SatisfiedDissatisfiedNeutralCan't Say

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

61%13%

22%4%

SatisfiedDissatisfiedNeutralCan't Say

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.

38

3. Organisational culture and employee relations.

50%

35%

13% 2%

SatisfiedDissatisfiedNeutralCan't Say

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.

42%

18%

29%

11%

SatisfiedDissatisfiedNeutralCan't Say

39

5. Canteen facility, lunch breaks and tea breaks .

50%

15%

25%

10%

SatisfiedDissatisfiedNeutralCan't Say

Half of the employees are satisfied with the canteen facility and other breaks.

6. Communication medium and other technology used in the office

67%

12%

13% 8%

SatisfiedDissatisfiedNeutralCan't Say

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.

40

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 breaksSatisfactory (50%)

6. Communication medium and other technology used in the office

Good (67%).

41

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

42

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.

43

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

44

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

45

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

46

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

47