JOB ANALYSIS OF HUMAN RESOURCES DEPT.,WITH REFERENCE TO

N T P C Ltd.,RAMAGUNDAM

A PROJECT REPORTSubmitted in partial fulfillment of the

Requirements for the award of the Degree of

MASTER OF BUSINESS ADMINISTRATION

ByBUSHRA JABEEN

(H.T.NO:08H11E0009)

DEPARTMENT OF M.B.A

AL-HABEEB COLLEGE OF ENGG & TECHNOLOGYJNTU HYDERABAD (A.P)

2008-2009

1

CERTIFICATE

This is to certify that the project work entitled “JOB ANALYSIS of human

resources dept.,” is carried out at NTPC Ltd. Ramagundam is a work done and submitted

by

BUSHRA JABEEN, in partial fulfillment of the requirement for the award of the degree

MASTER OF BUSINESS ADMINISTRATION by the AL-HABEEB COLLEGE OF

ENGG & TECHNOLOGY JNTU AFFILIATED HYDERABAD.A.P. (2008-2009) during

the period from 18.05.2009 to 18.06.2009 vide office order HR/152 /09.

NTPC, RAMAGUNDAM

2

DECLARATION

I, BUSHRA JABEEN pursuing MBA in HUMAN RESOURCE

MANAGEMENT, JNTU HYD here by declare that the project work entitled

“JOB ANALYSIS of HUMAN RESOURCES DEPT.,” WITH

REFERENCE TO NTPC ltd; RAMAGUNDAM submitted to JNTU HYD is

in partial fulfillment of the requirements for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION. This report has not been

submitted to any degree or diploma of any other university.

DATE:

PLACE: (BUSHRA JABEEN)

3

ACKNOWLEDGEMENT

It is a great privilege for me to record here my deep sense of gratitude towards Shri

P.GOPALA RAO, Addl.General Manager (HR), NTPC Ltd Ramagundam for giving me

this opportunity to do my project work in the company.

I would like to express my profound gratitude to NTPC Ramagundam for their exceptional

guidance in doing my project work, and my college guide MRS, VASUDHA Professor in

AL-HABEEB COLLEGE OF ENGG & TECH. HYD.

I would like to extend my sincere thanks to Shri E.Nanda Kishore Senior Manager (HR-

EDC), Shri PMG V.SRINIVAS Manager (HR-EDC) Shri b Atmaram Asst officer

(EDC), Shri C.Keshavalu, (EDC), and all the staff of EDC & HR for their consistent

support for completing this project work.

Finally , My parents who gave me birth , taught every thing and groomed me like a

meaningful person, and gave a meaning to my life, who are the first HR TEACHERS OF

MY LIFE, I convey my profound gratitude with bended head before them.

I thank every employee of NTPC, Ramagundam for their help and guidance in completing of

my project. In addition, to all my friends and relatives who helped in completion of this

project work successfully.

CONTENTS

4

Chapter Chapter Name

I INTRODUCTION

Industry ProfileCompany ProfileRamagundam Profile

II LITERATURE REVIEW

III RESEARCH METHODOLOGY

Need and importance of the studyObjectivesScope of the studySample sizePeriod of the studyUnstructured QuestionnaireLimitations

IV FINDINGS, CONCLUSIONS & SUGGESTIONS Annexure

Bibliography

5

Chapter-I

Introduction

6

INTRODUCTION

JOURNEY TOWARDS EXCELLENCE established in 1975, NTPC Limited, a premier

Public Sector Enterprise, is India's largest power utility with an installed capacity of 29,394

MW through 26 power stations including stations operated under Joint Venture Companies.

NTPC has emerged as an Integrated Power Major with presence in Hydro Power, Coal

mining, Oil & Gas exploration, Power Distribution & Trading and also plans to enter into

nuclear power development. NTPC plans to become a 50,000 MW Company by 2012 and

75,000 MW plus Company by 2017. The Company contributed 28.51% of the total

electricity generated in the country during 2007-08 with 19.51% share of the total installed

capacity of the nation including capacity and generation of joint venture companies.)

STRATEGIC INITIATIVES: NTPC has acquired 44.6% equity stake in Transformers and

Electricals Kerala Ltd. (TELK) for manufacturing of Transformers. As part of globalization

initiatives, NTPC plans to construct and operate thermal power plants in overseas market.

NTPC has signed an MOU with Nigeria for supply of LNG. NTPC in turn shall set up &

operate 500 MW coal based and 700 MW gas based power plant in Nigeria. The company

has also signed an MOU for setting up of a 500 MW coal based power plant in Sri Lanka.

POWER PERFORMANCE (2007-08).highest ever generation of 200.86 billion units. • Highest ever capacity utilization (PLF) of 92.24% in coal-based power plants.

• Net profit after tax of Rs. 71,293 million.

• New national record of 559 days of uninterrupted running set by Unit # 3 of

Vindhyachal Super Thermal Power Station.

• Paid a dividend of 27%.

7

INTEGRATED POWER MAJOR

• NTPC Electric Supply Company Ltd., (NESCL) formed as a subsidiary company to take

up power distribution activities. NESCL has started the process of implementation of

Accelerated Rural Electrification Programme in West Bengal.

• NTPC Vidyut Vyapar Nigam Ltd. has been formed as a subsidiary company for power

trading. NVVN transacted business of 3325 MUs in 2007-08.

• Entered the coal mining business and has been allotted 6 coal mining blocks.

• NTPC has got the approval for Mining Plan of 15 MTPA for its first coal mining project

at Pakri Barwadih. It is the largest ever capacity planned, in the very first phase, in a

single mine in the country.

• NTPC has also signed a MoU with CIL and SCCL for formation of Joint Ventures to

undertake development, Operation 8 Maintenance of coal blocks and integrated coal -

based power plants.

• MoU signed with BEML for joint business development in the field of contract coal

mining.

• Consortium comprising NTPC, Canoro and Geopetrol has been allotted an oil exploration

block in Arunachal Pradesh.

• MoU signed with Ministry of Railways for setting up power plant of 1000 MW at

Nabinagar in Bihar. Project approved by CCEA.

• MoU signed with ADB for establishment of power generation of about 500 MW through

Renewable Energy sources.

• MoU signed with BHEL for taking up EPC jobs together.

FORAY INTO HYDRO SECTOR

• NTPC has been giving increased thrust to hydro development for a balanced portfolio for long term sustainability, 1920 MW under implementation at Koldam (800 MW), Loharinag Pala (600 MW) and Tapovan Vishnugad (520 MW)

• NTPC Hydro Ltd. incorporated as a subsidiary company to take up small hydro projects. Presently, the projects planned for implementation are Lata Tapovan (171 MW), Uttarakhand and Rammam III (120 MW), West Bengal

8

• MoU signed with Arunachal Pradesh for implementation of two Hydro Projects Etalin (4000 MW) and Attunli (500 MW)

INDUSTRY PROFILE

9

Navaratna Company

The common minimum programme of the Govt. states, inter-alia, that Govt. will

identify public sector companies that have comparative advantages and support them in their

drive to become global giants. In pursuance of these objectives, the Govt. has decided to

grant the enhance autonomy and delegation of powers

The grant of autonomy to the Board of Public Sector Enterprises is specific to the 9

enterprises identified by the Govt., BHEL, BPCL, HPCL, IOC, IPCL, NTPC, ONGC, SAIL,

and VSNL.

Core sector

In order to ensure energy supply and security, the company has launched much lateral

backward and forward integration making it an Integrated Power Major with interests in:

1) Hydro Power

2) Captive coal mining

3) Oil and Gas exploration

4) Power Distribution and Trading through its subsidiaries

NTPC Electricity Supply Company

Ltd. And NTPC Vidyut Vyapar Nigam Ltd.

.

10

Energy is an important parameter in the overall economic development activity of any

country. it has become synonymous with the progress in all fields of activities. Its standard of

living in the word of DAGLI is as follows, “it is said that the difference between a starving

Indian peasant and a prosperous American farmer is that behind his elbow the Indian farmer

has almost nothing while his American counterpart has thousands of horse power. Thus, it is

energy, which is the dividing line between any subsistence economy and a highly developed

economy. India is poor and America is rich because America consumes nearly 50 times as

much energy as is consumed by India. Energy is at the heart of the modern industrial society.

It could also be an effective weapon in the battle against objective poverty”

There is a close correlation between energy consumption and level of economic

development. Energy means “capacity of doing work”. There are various sources of energy

but in India the important sources are coal, hydroelectricity, oil and natural gas, nuclear fuels,

fire wood and animal wastes. Despite the development of various sources in the energy

sector, the fact remains that low cast energy sources like fir wood, cattle dung and vegetable

wastes account for as much as 45 percent of energy consumption in the country.

Power development in India began in 1897 when a 200 KW hydro station was first

commissioned at DARJEELING. In 1899, a first steam station was set-up in Calcutta with a

total capacity of 100KW. There after a series of hydro and steam power station were

commissioned. However, the power development was not in a systematic and a planned

manner in the country. Therefore, in order to achieve the objective of promoting the co-

ordination development and rationalization of generation, transmission, and distribution of

electricity on a regional basis throughout the country in the most efficient and economic way,

the State Electricity Board (SEBs) was constituted in the various states of the country under

the Provisions of the Electricity Act 1948. These SEBs were to enjoy the monopoly in

respect of generation, transmission, and distribution of electricity in the country. After

constitution of SEBs, there was phenomenal improvement in the development of

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Installed capacity and power generation. The efficiency pf working of power plant and their

maintenance have been unsatisfactory as a result of which the power generating capacity

created could not have been fully utilized.

Power is the single factor, which changed the w3ay of living. The NTPC Limited,

established on November 7th 1975, has become the most important infrastructure input for

improving the standard of living to meet the growing demand and to fulfill the needs of the

country. Just in 30 years, this company has grown to be the largest producer of power in the

country.

Keeping the significance of power supply in sight, NTPC had chosen for the purpose

of the study as it has many units under its control. Ramagundam Super Thermal Power

Station (RSTPS) has selected for the study.

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COMPANY PROFILE

13

ABOUT NTPC

NTPC Limited is the largest power generating company of India. A public sector

company, it was incorporated in the year 1975 to accelerate power development in the

country as a wholly owned company of the Government of India. At present, Government of

India wholes 89.5% of the total equity shares of the company and the balance 10.5% is held

by FIIS, Domestic banks, public and others. for shareholding pattern. Within a span of 32

years, NTPC as emerged as a truly national power company, with power generating facilities

in all the major regions of the country.

14

NTPC’s core business is engineering, constructions of power generating plants. It

also provides consultancy in the area of power plant constructions and power generation to

companies in India and abroad. As on day the installed capacity of NTPC is 29,394 MW

through its 15 coal based (23,395 MW), 7 Gas based (3,955 MW) and 4 Joint venture (1,794

MW). NTPC acquired 50% equity of the SAIL power supply corporation Ltd. (SPSCL). This

JV company operates the captive power plants of Durgapur (120MW), Rourkela (120 MW)

and Bhilai (74 MW). NTPC also has 28.33% stake in Ratnagiri Gas and power Pvt. Ltd.

(RGPPL) a joint venture company between NTPC, GAIL, INDIAN FINANCIAL

INSTITUTIONS and Maharastra SEB holding company Ltd. The present capacity of

RGRPL is 1480 MW.

NTPC’s share on 31 March 2008 in the total install capacity of the country was

19.1%.

Industry both in the area of Power plant construction and it is providing power at the

cheapest average tariff in the country. With its experience and expertise in the power sector,

NTPC is extending to various organizations in the power business.

NTPC is committed to the, generating power at minimal environmental cost and

preserving the ecology in the vicinity of the plants NTPC has undertaken massive

afforestation in the vicinity of its plants. Plantation has increase forest area and reduces

barren land. The massive afforestation by NTPC in and around its Ramagundam power

station (2006MW) have contributed reducing the temperature in the areas by about 3 degree

C. NTPC has also taken pro active steps for in 1991, it setup ash utilization division to

manage efficient use of the ash produce at its coal stations. This quality of ash produce is

ideal for use in cements, concrete, cellular concrete, building material.

15

A “Center for power efficiency and environment protections has been establish in

NTPC with assistance of United States agencies for International development. (USAID),

Cenpeep is an effiency oriented eco-friendly and eco-nurturing initiative- a symbol of

NTPC’s concern towards environmental protection and continued commitment to sustainable

power development in India.

As a responsible corporate citizen, NTPC is making constants efforts to improve the

socioeconomic status of the people affected by the its projects. Through its programmes, the

company endeavors to improve the overall socioeconomic status of Project Affected Person.

NTPC was among the first Public sector enterprises to enter into a memorandum of

Understanding (MOU) with the Government in 1987-88. NTPC has been Placed under the

‘Excellent category’ (the best category) every year since the MOU system became operative.

Recognizing its excellent performance and vast potential, Government of the India

has identified NTPC as one of the jewels of Public Sector, ‘Navaratnas’ – a potential global

gaint. Inspired by its glorious past and vibrant present, NTPC is well on its way to realize its

vision of being “A World Class Integrated Power Major, Powering India’s Growth, with

Increasing Global Presence”.

Highly skilled labor is available.

In the successful saga of NTPC, every milestone achieved is a dream comes true for

over 24,000 employees. A highly motivated and trained human resource, which has

contributed its best, in taking NTPC to its present heights, propel its stations across the

country achieving excellence in several areas. NTPC has been rated 3 rd Great Place to Work

for in India 2005 by Grow Talent and Business World and 5 th Best Company to Work for in

India for 2005 by Mercer Consulting and Business Today.

16

WELFARE ORIENTED COMPANY

The NTPC Township is like a ‘mini-India’, where people from various regions,

religions, and languages are living in harmony. A well laid out township has been

constructed on a 900-acre land between NTPC Ramagundam and Godavarikhani, which

houses over 2000 families.

It is equipped with quality amenities like schools, junior colleges, recreation centers,

hospital, shopping complex, post office, banks, and places of worship. Well-designed parks

add aesthetic value to the township. Jyothinagar is spreading its splendor of light to its

surroundings.

This shows that the organization, how much interested about their employees and

their amenities.

Corporate social responsibility

As a responsible corporate citizen, the company is committed to the protection of

environment, making conscious efforts to preserve the ecology near its plants. As part of its

afforestation drive on a large scale, NTPC has planted over lacs of trees in and around the

station. Under the CSR-CD foundation would established a Development Center for

physically challenged persons with a view to facilitate economic self-reliance, and also

distributed artificial limbs, calipers, tri-cycles and wheel chairs to physically challenged

persons. Comprehensive CSR policy has developed and NTPC Foundation set up to take up

projects for the benefit of physically handicapped, for preservation of national monuments,

for dealing with natural disasters and calamities etc.

Rehabilitation & resettlements.

For the construction of NTPC, the villages around the company had sacrificed their

lands and they became helpless. For those people, the company gave a job to a person in

every house and in many aspects; the company had helped the people financially to promote

self-employment.

17

Adopting villages

As a responsible corporate organization, the company adopted many villages, built

schools for the worker’s children, provided drinking water facility with added chlorine, to

make them aware of health, Organization conducted medical camps and constructed roads to

the villages providing transport facility to Employees to their villages.

NTPC VISION

“A WORLD CLASS INTEGRATED POWER MAJOR, POWERING INDIA’S

GROWTH WITH INCREASING GLOBAL PRESENCE”

CORE VALUES

o BUSINESS ETHICS

o CUSTOMER FOCUS

o ORGANIZATIONAL&PROFESSIONAL PRIDE

o MUTUAL RESPECT&TRUST

o INNOVATION&SPEED

o TOTAL QUALITY FOR EXCELLENCE

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”

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HR VISION

“TO ENABLE OUR PEOPLE TO BE A FAMILY OF COMMITTED WORLD

CLASS PROFESSILNALS, MAKING NTPC A LEARNING ORGANISATION”

INSTALLED CAPACITY

AN OVERVIEW

Projects No. of Projects Commissioned Capacity(MW)

NTPC OWNEDCOAL 15 23,395

GAS/LIQ. FUEL 07 3,955TOTAL 22 27,350

OWNED BY JVCsCoal 3 564*

Gas/Liq. Fuel 1 1,480*GRAND TOTAL 26 29,394*

*Captive Power under JVs with SAIL**Power point under JV GAIL FIs & MSEB

PROJECT PROFILE

Coal Based Power Stations

Coal Based State Commissioned Capacity

(MW)1. Singrauli Uttar Pradesh 2,0002. Korba Chattisgarh 2,1003. Ramagundam Andhra Pradesh 2,6004. Farakka West Bengal 1,600

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5. Vindhyachal Madhya Pradesh 3,2606. Rihand Uttar Pradesh 2,0007. Kahalgaon Bihar 1,8408. NTCPP Uttar Pradesh 8409. Taicher Kaniha Orissa 3,00010. Unchahar Uttar Pradesh 1,05011. Taicher Thermal Orissa 46012. Simhadri Andhra Pradesh 1,00013. Tanda Uttar Pradesh 44014. Badarpur Delhi 70515. Sipat Chattisgarh 500

TOTAL (Coal) 23,395

Gas/Liq. Fuel Based Power Stations

Gas Based State Commissioned Capacity (MW)

16. Anta Rajasthan 41317. Auraiya Uttar Pradesh 65218. Kawas Gujarat 64519. Dadri Uttar Pradesh 81720. Jhanor-Gandhar Gujarat 64821. Rajiv Gandhi CCPP

KayamkulamKerala 350

22. Faridabad Haryana 430Total (Gas) 3,955

POWER PLANTS WITH JOINT VENTURES

Coal Based State Fuel CommissionedCapacity

(MW)23. Durgpur West Bengal Coal 12024. Rourkela Orissa Coal 12025. Bhilai Chattisgarh Coal 32426. RGPPL Maharastra Naptha/LNG 1,480

Total (JV) 2044Grand Total (Coal + Gas + JV) 29,394

Projects under ImplementationCoal / Hydro State Fuel Additional

Capacity under

20

Implementation(MW)

1. KahalgaonStage II (Phase II)

Bihar Coal 500

2. Sipat (Stage I) (Stage II) Chattisgarh Coal 1980500

3. Barh Bihar Coal 19804. Bhilai (Exp. Power

Project – JV with SAIL)Chattisgarh Coal 500

5. Korba (Stage III) Chattisgarh Coal 5006. Farakka (Stage III) West Bengal Coal 5007. NCTPP (Stage II) Uttar Pradesh Coal 9808. Simhadri (Stage II) Andhra Pradesh Coal 10009. Indira Gandhi STPP – JV

With HPGCL & IPGCLHarayana Coal 1500

10. Vallur (Stage I)(Phase I) – JV with TNEB

Tamilnadu Coal 1000

11. Nabinagar TPP – JV With Railways

Bihar Coal 1000

12. Bongaigaon TPP Assam Coal 75013. Koldam (HEPP ) Himachal

PradeshHydro 800

14. Loharing Pala (HEPP) Uttarkhand Hydro 60015. Tapovan Vishnugad

(HEPP)Uttarkhand Hydro 520

Total (Coal + Hydro) 14,610

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RAMAGUNDAM PROFILE

22

PROFILE OF THE UNIT

RAMAGUNDAM SUPER THERMAL POWER STATIONS (RSTPS)

Ramagundam Super Thermal Power Station is the largest thermal power generating station in

Southern India.

The foundation stone for this Station was laid on 14th November 1978 by Late Shri Morarji

Desai, the then Prime Minister of India.

NTPC, Ramagundam is situated in the interior of Andhra Pradesh on the banks of the

Godavari river in Karimnagar district, just across the c65`1 /pit-heads of the Singareni

Collieries.

NTPC Ramagundam Plant is generating power at a consistently high Plant Load Factor. The

Station is amongst NTPC's best performing plants, but also figures among the top five plants

in the country. The Ramagundam Station achieved a record generation of 16,331.779 MUs

@ PLF of 88.54% during the year 2003-04, which is the fourth highest among all NTPC

stations. The Ramagundam plant has been awarded the coveted CEA Gold Medal

Productivity Award for the seventh consecutive year.

23

NTPC Ramagundam supplies power to Andhra Pradesh, Tamilnadu, Karnataka, Kerala, Goa

and Pondicherry.

RAMAGUNDAM STATION SNOP SHOTS

Total installed capacity : 2600 MV

24

Stage I : 3x200 MW

Units commissioned Unit-I : October 1983

Unit-II : May 1984

Unit-III : December 1984

Unit-IV: June 1988

Unit-V : March 1989

Unit-VI: October 1989

Unit-VII: September 2004

Source of Coal : Singareni Collieries &SECLWater Source : Sriram Sagar

Coal Transportation : Merry-go-round system, Indian Railways

Beneficiary States : Andhra Pradesh, Tamil Nadu,Karanataka, Kerala,Pondicherry& Goa

RSTPS ORGANISTION & FUNCTIONS:

The project organization, headed by a General Manager, entrusted with the total

responsibility for implementation of a61 aspects ®f the project in accordance with the master

network schedule and the operation maintenance ®f running units in a most cost effective

manner.

1.project organization :

The two executive's functions under this are "civil construction" and "equipment

erection". The `civil construction takes care of a41 the activities starting from survey and soil

investigation, site leveling,, infrastructure development, township construction etc. The

equipment erection wing carries out of the mechanical and-electrical and control and

instrument activities concerning, erection and commission of plant and equipment.

25

2. Operation and maintenance:

This department looks after the operation of commissioned units and the short, long-

term maintenance works. O&M includes main plant operation mechanical maintenance,

electrical maintenance, and control instrumentation maintenance; fuel . handling (0&M)

chemistry and coal transport (MGR) groups.

3. Materials Management, Personnel, and Administration:

This group under takes the control of bulk structure construction materials like steel,

cement, diesel, and fuel oil apart from the procurements, storages and control of

consumables, equipments and spare parts

RAMAGUNDAM STATION HIGHLIGHTS:

ANNUAL PERFORMANCE HIGHLIGHTS (2008-09)

MAJOR HIGHLIGHTS

THE HIGHEST EVER YEARLY GENERATION OF 21512.764 MU (PREVIOUS BEST 20587.668 MU FOR THE YEAR 2007-08)

THE HIGHEST EVER YEARLY PLF OF 94.45% FOR THE YEAR 2008-09. (PREVIOUS BEST 91.52% FOR THE YEAR 2002-03)

THE HIGHEST EVER YEARLY LOADING FACTOR OF 101.0% (PREVIOUS BEST 99.46% FOR THE YEAR 2004-05)

THE YEARLY LOWEST SP.OIL OF 0.162 ml/Kwh (PREVIOUS BEST 0.170 ml/Kwh FOR THE YEAR 2004-05)

STATION WAS AWARDED “COMMENDATION FOR SIGNIFICANT ACHIEVEMENT” UNDER THE CII-EXIM BANK AWARD FOR BUSINESS EXCELLENCE FOR THE YEAR 2008.

26

STATION HAS RECEIVED SILVER SHEILD FOR MERITORIOUS PERFORMANCE IN POWER SECTOR FOR 2007-08 FROM GOVERNMENT OF INDIA.

STATION HAS RECEIVED “SAFETY INNOVATION AWARD-2008” FOR IMPLEMENTING BEST AND INNOVATIVE SAFETY MANAGEMENT SYSTEMS FROM INSTITUTION OF ENGINEERS (INDIA), NEW DELHI.

COMMISSIONER OF FAMILY WELFARE, AP, HYDERABAD, HAS DECLARED NTPC LTD, RAMAGUNDAM AS THE “BEST VOLUNTARY ORGANIZATION“ FOR THE CONTRIBUTION MADE IN CONNECTION WITH ORGANIZATION OF MAJOR ANNUAL FAMILY WELFARE CAMPS FOR THE LAST SEVERAL YEARS

NTPC FOUNDATION WORKS STARTED. ONE AMBULANCE WAS PROVIDED WITH DRIVER AND LAB TECHNICIAN. DIRECT OBSERVATION TREATMENT STARTED.

NTPC RAMAGUNDAM TEAM BAGGED ASIAN SECOND POSITION IN BUSINESS MINDS 2008 HELD IN HONGKONG.

FIVE QUALITY CIRCLES (CREATIVE OF C&me, GREEN POWER OF AHP, INNOVATIVE OF C&me, NIRVIRAM CHAKRA OF MGR AND PROGRESSIVE OF C&me) FROM RAMAGUNDAM PARTICIPATED IN NATIONAL CONVENTION OF QUALITY CIRCLES AT VADODARA. OUT OF THESE FIVE, THREE CIRCLES (GREEN POWER, PROGRESSIVE AND CREATIVE) GOT “PAR-EXCELLENCE” AND INNOVATIVE GOT “EXCELLENCE” AND NIRVIRAM CHAKRA GOT “DISTINGUISHED” AWARDS.

PLANT PERFORMANCE

SL.NO PARAMETER UNIT 08-09MOU

08-09ACHIEVED

27

1. GENERATION MUs 20369 21512.7642. PLF % 89.43 94.453. AVF % 91.70 93.5224. SP.OIL ML/KWHR 0.25 0.1625. APC % 6.31 5.716. HEAT RATE KCAL/

KWHR2375 2372

7. PO % 6.31 4.8748. FO % 2.0 1.604

STATION HAS ACHIEVED

THE BEST EVER YEARLY HEAT RATE OF 2372 KCAL/KWH (PREVIOUS BEST 2375 KCAL/KWH FOR THE YEAR 2007-08)

THE LOWEST EVER YEARLY APC OF 5.71 % (PREVIOUS BEST 6.18 % FOR THE YEAR 2007-08)

THE HIGHEST EVER YEARLY AVAILABILITY FACTOR OF 93.522% (PREVIOUS BEST 92.71% FOR THE YEAR 2002-03)

THE LOWEST EVER YEARLY MAKE-UP CONSUMPTION OF 0.66 % (PREVIOUS BEST 0.67 % FOR THE YEAR 2006-07)

STATION HAS ACHIEVED THE LOWEST EVER MONTHLY APC OF 5.20 % IN MAR’2009

UNIT-1 HAS COMPLETED 25 YEARS OF OPERATION FROM THE DATE OF FIRST SYNCHRONISATION i.e. 27.10.1983

THE HIGHEST EVER DAILY MAXIMUM GENERATION OF 64.395 MU AT A PLF OF 103.20 % ON 29/03/09 (PREVIOUS BEST 63.989 MU ON 20.03.06 )

28

THE HIGHEST EVER MONTHLY GENERATION OF 1981.727 MU AT A PLF OF 102.40 % IN MAR’09. (PREVIOUS BEST 1955.145 MUS IN MAR.06 AND 101.72% IN FEB.08)

THE entire STAGE-2 UNITS & UNIT-7 HAVE ACHIEVED MORE THAN 100% YEARLY LOADING FACTOR.

ALL THE UNITS HAVE ACHIEVED THE LOWEST EVER APC DURING CURRENT FINANCIAL YEAR.

UNITS 1, 2,4,5,6 & 7 HAVE ACHIEVED THE HIGHEST EVER YEARLY LOADING FACTORs SINCE INCEPTION.

UNIT-4 HAS ACHIEVED THE HIGHEST EVER YEARLY PLF OF 99.69% (PREVIOUS BEST 91.67% IN 1996-97)

UNIT-6 HAS ACHIEVED THE HIGHEST EVER YEARLY PLF OF 100.7% (PREVIOUS BEST 94.20% IN 1998-99)

UNIT-1

HAS RUN MORE THAN 100 DAYS CONTINUOUSLY TWICE DURING THE FINANCIAL YEAR

HAS RUN CONTINUOUSLY FOR 109 DAYS (FROM 03/05/08 21:52 TO 18/08/2008 01:02) AND IS RUNNING CONTINUOUSLY SINCE 25/11/08 (126 DAYS )

HAS ACHIEVED HIGHEST EVER YEARLY LOADING FACTOR OF 98.75 % ( PREVIOUS BEST 98.15% IN THE YEAR 0607)

HAS ACHIEVED LOWEST EVER YEARLY APC OF 8.71 % (PREVIOUS BEST 9.02% IN THE YEAR 200708)

HAS RECORDED LOWEST EVER MONTHLY APC OF 7.90 % IN JAN2009 (PREV.BEST 8.18% IN MAR’2001)

UNIT-2

29

HAS ACHIEVED THE HIGHEST EVER YEARLY LOADING FACTOR OF 99.94 % (PREVIOUS BEST 99.45% IN THE YEAR 0405)

HAS ACHIEVED THE LOWEST EVER YEARLY APC OF 8.49 % (PREVIOUS BEST 8.81% IN THE YEAR 200708)

HAS RECORDED THE LOWEST EVER MONTHLY APC OF 7.82 % IN OCT2008 (PREV. BEST 8.18% IN MAR’2007)

UNIT-3

HAS ACHIEVED THE LOWEST EVER YEARLY APC OF 8.86 % (PREVIOUS BEST 9.02% IN THE YEAR 2007-08)

HAS RECORDED THE LOWEST EVER MONTHLY APC OF 8.11 % IN OCT 2008 (PREV.BEST 8.48% IN MAR’2007)

UNIT-4

HAS RUN MORE THAN 100 DAYS CONTINUOUSLY TWICE DURING THE FINANCIAL YEAR.

HAS RUN 155 DAYS CONTINUOUSLY (FROM 01/05/08 20:12 TO 03/10/08 07:19) AND 119 DAYS CONTINUOUSLY (FROM 09/10/08 14:11 TO 05/02/09 08:50)

HAS ACHIEVED THE HIGHEST EVER YEARLY LOADING FACTOR OF 101.15 % ( PREVIOUS BEST 99.20% IN THE YEAR 2004-05)

RECORDED LOWEST EVER YEARLY SP.OIL CONSUMPTION OF 0.084 mL/kWH (PREVIOUS BEST 0.093 FOR THE YEAR 2003-04)

HAS ACHIEVED THE LOWEST EVER YEARLY APC OF 5.05 % (PREVIOUS BEST 5.24 % IN THE YEAR 200708)

RECORDED THE LOWEST EVER YEARLY HEATRATE OF 2373 KCAL/KWH (PREVIOUS BEST 2381 IN THE YEAR 200708)

RECORDED THE LOWEST EVER MONTHLY APC OF 4.50% IN MAR’09 (PREVIOUS BEST 4.84% IN JAN’06)

UNIT-5

30

HAS RUN MORE THAN 100 DAYS CONTINUOUSLY ONCE DURING THE FINANCIAL YEAR

RECORDED A CONTINUOUS RUN OF 144 DAYS FROM (19/05//08 13:22 TO 10/10/2008 03:53) BEFORE IT WAS STOPPED FOR OVERHAUL.

HAS ACHIEVED THE HIGHEST EVER YEARLY LOADING FACTOR OF 101.61 % ( PREVIOUS BEST 99.79% IN THE YEAR 0405)

HAS ACHIEVED THE LOWEST EVER YEARLY APC OF 5.02 % (PREVIOUS BEST 5.38 % IN THE YEAR 200708)

RECORDED THE LOWEST EVER MONTHLY APC OF 4.40% IN OCT’08 (PREVIOUS BEST 4.72% IN FEB’06)

RECORDED MAXIMUM DAILY GENERATION OF 12.610 MU ON 23.06.08 (PREVIOUS BEST 12.500 MU ON 12.03.95)

UNIT-6

HAS RUN CONTINOUSLY MORE THAN 100 DAYS TWICE DURING THE FINANCIAL YEAR

HAS RUN CONTINUOUSLY FOR 175 DAYS (FROM 29/03/08 19:16 TO 20/09/08 15:13) AND IS RUNNING CONTINOUSLY SINCE 28/11/08 17:58 (123 DAYS)

RECORDED THE LOWEST EVER YEARLY SP.OIL CONSUMPTION OF 0.042 mL/kWH (PREVIOUS BEST 0.107 FOR THE YEAR 2004-05)

HAS ACHIEVED HIGHEST EVER YEARLY LOADING FACTOR OF 101.77 % ( PREVIOUS BEST 100.12% IN THE YEAR 0405)

HAS ACHIEVED THE LOWEST EVER YEARLY APC OF 4.87 % (PREVIOUS BEST 5.2% IN THE YEAR 200708)

RECORDED THE LOWEST EVER YEARLY HEATRATE OF 2374 KCAL/KWH (PREVIOUS BEST 2378 IN THE YEAR 200708)

RECORDED THE LOWEST EVER MONTHLY APC OF 4.43% IN DEC’08 (PREVIOUS BEST 4.63% IN JAN’07)

UNIT-7

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HAS RUN MORE THAN 100 DAYS CONTINUOUSLY ONCE DURING THE FINANCIAL YEAR.

IS RUNNING CONTINUOUSLY SINCE 01/11/08 (149 DAYS)

HAS RUN CONTINUOUSLY FOR 393 DAYS WITHOUT BOILER TUBE LEAKAGE (SINCE 03/03/08 10:40 )

HAS ACHIEVED THE HIGHEST EVER YEARLY LOADING FACTOR OF 102.02 % ( PREVIOUS BEST 101.55% IN THE YEAR 0405)

HAS ACHIEVED LOWEST EVER YEARLY APC OF 4.64 % (PREVIOUS BEST 5.37% IN THE YEAR 200708)

UNIT-7 HAS ACHIEVED THE HIGHEST EVER MONTHLY PLF OF 103.56% IN FEB’09 (PREVIOUS BEST 102.75% IN APR’08)

RECORDED THE HIGHEST MONTHLY GENERATION OF 384.352 MU IN JAN’09 (PREV. BEST 382.388 INDEC’07)

RECORDED THE LOWEST EVER MONTHLY APC OF 4.19% IN MAR’09 (PREVIOUS BEST 4.57% IN FEB’06)

FUEL MANAGEMENT

RECORDED THE HIGHEST EVER YEARLY COAL RECEIPT OF 139.38 LAC MT TILL 25.03.09 SINCE INCEPTION (PREVIOUS BEST 126.2 LAC MT FOR YEAR 2007-08)

RECORDED HIGHEST EVER MONTHLY COAL RECEIPT OF 13.22 LAC MT IN OCT’2008 (PREVIOUS BEST 12.8 LAC MT IN JAN’98)

ASH UTILIZATION

STATION HAS ACHIEVED 67.14% OF ASH UTILIZATION.

DRY ASH ISSUED

DRY ASH ISSUED TO INDUSTRIES IS 13.93 LAC MT.

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The power generated by NTPC Ramagundam is being distributed to the

following beneficiary’s states:

1. Poncichery 3%

2. Andhra Pradesh 29%

3. Karnataka 12%

4. Tamilnadu 24%

5. Kerla 17%

6. Un allocated 15%

Installed capacity of NTPC Projects:

Projects No. of Projects Commissioned Capacity

(MW)

NTPC OWNED

COAL 13 19,980

GAS/LIQ.FUEL 07 3,955

TOTAL 20 23,935

OWNED BY JVCs

COAL 3 314*

GRAND TOTAL 23 24,249

*Capacity Power Plant under JV with SAIL

Coal Based Projects:

S.I. No. Coal Based State Commissioned

Capacity

1. Singrauli Uttar Pradesh 2,000

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2. Korba Chattisgarh 2,100

3. Ramagundam Andhra Pradesh 2,600

4. Farakka West Bengal 1,600

5. Vindhyachal Madhya Pradesh 1,600

6. Rihand Uttar Pradesh 2,200

7. Kahalgoan Bihar 2,000

8. Dadri Uttar Pradesh 840

9. Tacher Kaniha Orissa 840

10. Unchahar Uttar Pradesh 3,000

11. Tacher Thermal Orissa 840

12. Simhadri Andhra Pradesh 3,000

13. Tanda Uttar Pradesh 440

Total (Coal) 19,980

@Capacity presently under implementation.

Vindhyachal 1000 MW

Unchahar 210MW

Kahalgaon StateII Phase I- 1500MW

Phase II 1000MW

34

ORGANISATIONAL STRUCTURE OF HUMAN RESOURCE

35

ORGANISATIONAL STRUCTURE OF HUMAN RESOURCE

Head of HR /E6/E7

36

Rajbhasha

Level Typical Grade

Head, HR

POLICYo Develop, manage and improve HRM processes at the unit

Manage the overall HR functions to realize the company and HR vision at the level

Implement corporate HR policies and initiatives at the unit Plan and pay advisory role in the performance appraisal and promotions processes

Coordinate the functioning of the various HR departments (ED, ES, ER, EB etc ) to ensure seamless, efficient and timely HR services delivery to the employees

Oversee the employee welfare facilities Manage training and development of employees at the station Strengthen relationships between employees at the station Ensure a healthy work environment at the station Plan manpower resource requirement (including redeployment, reskilling and

multiskilling ) for optimal use of human resources with regional and corporate HR for policy implementation and MIS reporting

Provide inputs to the HR Policy department during the policy formulation stage

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Employee Development

Employee Services

Training andDevelopment

EmployeeRelationsIndustrialRelations

PublicRelation Legal

Employee Benefits

Liaison with local administration. Government agencies and manage external environment

o Functional competence requirement A wariness of NTPC rules and policies in all aspects of HR Competence to assess potential in employees to discharge the advisory role in

promotion process A wariness of contemporary management thoughts regarding the HR

concepts and practices Conversant with labor laws and working of local administration Counseling coaching and communication skills

o Cross functional competence requirement Broad understanding if line functions and affiliate operations of power plant Understanding of Finance. IT. Township, Administration and Contracts

Head, Employee Benefits

POLICY Manage the overall corporate policy implementation on aspects

of HR (Employee Benefits) at the Unit Manage the promotion and transfer process for employees Play an advisory role in the promotion committee (for non executives) Manage the time office (leave, attendance processes) Manage the payment of various advances to employees Manage the joining/ recruitment and separation process for new employees

and employees joining/recruitment and separating from other locations Compliance of policies relating to reservation policies Coordinate with regional and corporate HR (EB) groups Coordinate with other HR groups at station for seamless delivery of HR

services to employees Provide inputs to the HR Policy department during the policy formulation

stageo Functional competence requirement

Awareness of NTPC rules and policies regarding HR (EB) Competence to assess potential in employees to discharge the advisory role in

promotion process for non-executives

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Awareness of contemporary management thoughts regarding the HR concepts and practices

Counseling, coaching and communication skills Conversant with labor laws

o Cross functional competence requirement Knowledge of other HR functions like Public Relations,

Employee Relations/Industrial Relations, Employee Services and Employee Development

Broad understanding of line functions • Understanding of Finance and IT

Head, Employee Services/Employee Welfare

o POLICY Manage the overall corporate policy implementation on aspects of 1-1R

(Employee Services) at the Unit Manage implementation of welfare policies for employees Manage processing of employee reimbursements Manage administrative activities like VIP visits, housekeeping, travel and

security Manage relation with external entities like local/state/central

government agencies, electricity boards etc. Coordinate with regional and corporate HR (ES) groups Coordinate with other HR groups at station for seamless

delivery of HR services to employees Provide inputs to the HR Policy department during the

policy formulation stage Coordinate with local welfare bodies for community development

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o Functional competence requirement Awareness of NTPC rules and

policies regarding HR (Employee Sen-ices)

Knowledge of labor laws and contract labor statutes

Awareness of contemporary management thoughts regarding the HR concepts and practices

Counseling, coaching and communication skills

o Cross functional competence requirement Knowledge of other HR functions like Public Relations, Employee

Relations/Industrial Relations, Employee Benefits and Employee Development

Broad understanding of line functions Understanding of Finance and IT

Head, Training and Development POLICY Conduct training needs assessment and identify training needs in coordination

with PMI Manage training and development of employees at the `Employee

Development Centers' Prepare annual training calendars

Organise faculty (internal and external) for the training programmes Organise nominations for training at UnitConduct training programmes Maintain employee database for training

Coordinate with line managers and other HR groups at station for seamless delivery of training to employees

Coordinate with PMI for assistance in conducting training programs, nominating employees for training at PMI and providing feedback on PMI training

Network with EDCs at other locations Pre employment training (for example ET induction) in coordination with

PMI Conduct training effectiveness assessment Coordinate IGNOU and Power engineering courses

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Identify external agencies for training identified in TNA and functional requirements

o Functional competence requirement Knowledge of functional and managerial competencies required

in the organization to facilitate employee development Awareness of NTPC rules and policies regarding training and development Training management - Ability to evolve, design and

source programs according to requirements Counseling, coaching and communication skillso Cross functional competence requirement Knowledge of other HR functions like Public Relations, Employee

Relations /Industrial Relations, Employee Benefits. Employee Services and Employee Development

Broad understanding of line functions and technical aspects of power generation

Understanding of Finance and IT

Head, Employee Relations

POLICY

Manage organization’s overall relations with employee associations - executive and worker unions

Manage industrial relations - handle union and association meetings and resolve employees' issues

Manage employee relations systems and various participation forums (like safety committee, township advisory committee; joint plant level council, shop level council, canteen management committee and sports council)

Interact on a formal as well as informal basis with key employee association members

Identify and address employee needs and concerns Ensuring compliance relating to contract labor as per labour law in the unit Manage local administration and liaison Coordinate with regional and corporate HR on employee relations issues Coordinate with other HR groups at station for seamless delivery of HR

services to employees

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Provide inputs to the HR Policy department during the policy formulation stage

o Functional competence requirement Awareness of NTPC's rules and policies regarding employee

relations and industrial relations Knowledge of labor laws and contract labor statutes Knowledge of working of local administration and government bodies Counseling, coaching and communication skills Understanding of Industrial Relationso Cross functional competence requirement

Knowledge of other HR functions like Public Relations, Employee Benefits, Employee Services and Employee Development

Broad understanding of line functions Understanding of Finance and IT

L2 - Head, Legal

POLICY Manage compliance with all statutes at the station level Liaison with local administration and managing relationship Ensure compliance with labor laws Coordinate with regional and corporate HR Legal group Coordinate with other HR groups at station for seamless delivery of HR

services to employees Provide inputs to the HR Policy department during the policy formulation

stage Support in the process of land acquisition and record keeping thereof Disciplinary matters, grievances, arbitration, consumer cases, land matters

and handling of court cases at various levels

o Functional competence requirement Awareness of NTPC's rules and policies regarding employee relations and

industrial relations Knowledge of labor laws and contract labor statutes, land acquisition

acts, other relevant acts and arbitration procedures Counseling, coaching and communication skills Competence to handle company secretarial work - drafting of notices etc.

o Cross functional competence requirement

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Knowledge of other HR functions like Employee Relations, Employee Benefits, Employee Services and Employee Development

Broad understanding of line functions Understanding of Finance and IT

The above are the policies which are laid down by the organization in the department.

The below are the area’s which were analysis by the candidate individually.

The following are the functional departments which are there in the human resource

branch of N.T.P.C. ramagundam.

o Estate

o Employee development center(EDC)

o Employee services (ES)

o Public relations (PR)

o Rajbhasha

o Corporate social responsibility (CSR)

o Employee relations (ER)

o Employee benefit group (EBG)

o Enterprise resource planning (ERP)

o Law and land matters

o Industrial engineering (IR)

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The in detail analysis which was done in the N.T.P.C ramagundam is described as

under.

ESTATE

National thermal power corporation is a company which produces electricity.

There are four basic needs which are required by any business organization.

1. Land

2. labour

3. capital

4. machine

out of these four labour plays a vital role

Human resource is the biggest asset of any corporation. Employees can work efficiently only

when they are free of various tensions. Apart from this when we provide facilities (such as

houses, medical, education…) to them they give their best. After working continuously, not

only physical rest but mental relaxation is equally needed. In order to reduce the work

pressure NTPC has recreation club, sports council, and related programmes are also

conducted.

In ntpc ramagundam estate department takes care of the township, schools, hospital and all

the other public buildings.

It also deals with the security issues. A tight security is being given to the township and all

other buildings.

In regard with the security, many people are recruited from the ex-service men, retired

solders. There are nearly 54 people in the security. Apart from the above mentioned facility

they even serve the employees through bank, post office etc.

EMPLOYEE DEVELOPMENT CENTER (EDC)

In ntpc ramagundam EDC department deals with the training and development of employees.

The basic idea of training and development is to upgrade the skills of employees and keep

them abreast latest development in science and technology. Giving them training to take

higher responsibility. It also helps in tying up with institutions of repute to enable employee

to hire higher qualifications to take higher responsibilities.

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Here in ntpc ramagundam training function looks after the conduct of long duration training

programmes under the executive/diploma/ITI trainee schemes apart from short term skilled

worker/ supervisory development programme. The development and maintenance of

workshops, hostels, and other training facilities form a part of this function.

Apart from this employees do have freedom to ask for any organizational related training if

required.

For example: computer training, personnel skills development training, personality’s

development training…etc.

Each and every officer has to under go at least 7 days training programme. All the above

programmes are being inculcated by the NTPC to enhance the hidden skills, talents of

employees and improve them to the fullest so that it helps the effective growth of

organization.

EMPLOYEE SERVICES

In NTPC employee services function mainly deals with the administration, house keeping,

maintenance, furniture, stationary (books, papers, etc), and communication system.

ADMINISTRATION:

The activities under this includes development and maintenance of office facilities and

administrative of township like allotment, sc/st horticulture etc. communication receipts and

dispatch and all such other activities required at the project level are taken care of by this

function.

This function also acts, and makes internal arrangements for the official functions like (May

Day celebrations, celebrity’s visits etc…)

PUBLIC RELATIONS

45

For any organization PR function is very much needed. In NTPC ramagundam PR function

looks after the building up and sustaining the image of the organization in the eye’s of the

public at large through arrangement of press coverage of important event in the organization.

TV/radio coverage and publicity material. The publication of house journal (jyothivani) and

associated a part of this function.

Highlights of PR in HR:

Arrangements of press coverage in important events in the organization.

TV/radio coverage.

Publicity material is provided.

The house journals (jyothivani) which are distributed to all employees. It covers all

the activities done in and around the NTPC. In schools (various activities, programs,

toppers columns, scholarships) in the entertainment side (recreation club activities,

deepti mahila samiti, sports council, spandana, jyothika, ladies council).all the

activities are explored in this journals, magazines.

There is a separate yard in PR called as good will . A nominal amount of money is given to

people concerned in the areas like in newspaper, environment, colleges, and poor people

This is done yearly once. This in turn builds up the reputation and so called the good will for

the organization.

RAJBHASHA

India became free from the clutches of Britishers on 15 Aug 1947. Constitution plays

a major role in shaping the country what it is… it is also very much needed for any country

to run smoothly. For which the very important thing which is needed for any country is the

national language.

In 1948 a survey has been conducted and soon in 1949 i.e., on14.09.1949. Hindi was

declared as the national language. It is the day which we also celebrate as the “Hindi Divas”

…it was from then called as official language ,national language, link language.

Later on in 1963 the acts were made and in 1976 the acts were implemented.

According to the act 5 and act 11 all the official activities must also be done in Hindi.

(Activities such as letters, reports, addresses, stamps, banners, notification, declaration.)

Then according to sec 3(3) the official activities must be bilingual.

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With respect to the above NTPC also follows all the rules which were laid down by

the constitution. Hindi directorate & home ministry are the two important authorities which

take care of implementation by introducing Hindi teaching scheme & central translation for

which central translation bureau takes the responsibility.

In this scheme 3 main exams are being conducted they are prabodh, Praveen, pragya

with short hand typing which is equal to 10th . It is spread all over India. Mainly in four

places. Delhi, Bangalore, Mumbai. In NTPC certain tasks and targets have been given which

has to be achieved. The tasks are listed below.

Following the sec 3(3).

Rajbhasha committee meeting is conducted (march, June, sep, and dec)

Banners, stamps, etc should also be done in Hindi.

Code, manual, proformas, bank drafts, should also be there in Hindi.

Hindi typing

Basic Hindi training.

Bank cheques issued in Hindi.

Total number of books purchased in English the same number of books should

also be purchased in Hindi.

Hindi day/ should be celebrated.

Noting/ glossary must also be bilingual.

Periodic inspection inspection of different department where the work is done

in Hindi or not is checked.

CORPORATE SOCIAL RESPONSIBILITY

In NTPC ramagundam as a part of corporate social responsibility for the welfare of

economically weaker section, serves a helping hands towards the poorer section people.

NTPC contributes some amount of money towards CSR activities. Initially in NTPC R&R

was the only activities which were carried out with regard to the above, but from 2004-2005

NTPC has replaced the old concept of resettlement & rehabilitation with the advance concept

of CSR. The main purpose of CSR is “good will”, serving poor, doing good to nature,

47

extending helping hand are some of the qualities of responsible human towards its nature,

environment and fellow beings. The above activities certainly gain good will which is

nothing but intangible asset of any organization.

Highlights of 2004-2005 CSR:

R & R (resettlement & rehabilitation). It is mainly concern with the land, houses, and

economical loses which are suffered by the employees, is compensated. NTPC has

introduced its own policy which is better than what government offers. About 0.5% is spent

on CSR activities.

CD (community development) NTPC foundation was set up for which around

50, 00,000 to 1 crores per annum is spent. In this the main area of interest is education

(school buildings, furniture…), health (hospital, health checkups, programmes…),

infrastructure (road, building, water related issues…) there are so many programs conducted

by CSR like providing infrastructure, promoting education, intellectual development, social

emancipation, DOTS center (direct observed therapy center) for TB eradication…

“Motto of CSR is giving back to the society and in turn taking support”

EMPLOYEE RELATIONS

In NTPC ramagundam employee relations function is broadly divided into 3

categories…

1. Contract labour issues (CL): according to contract labour act the wages,

incentives, provident fund payment, are decided. And are regularly checked.

2. Employee relations (ER): here the different unions which are made in 3

levels of HR i.e., workmen, executives, supervisors come with there issues,

complaints, to the higher authority of concern. There the issues are keenly

observed and are solved.

3. Plant welfare: this deals with the implementation of development and

maintenance of plant, industrial relation. It also looks after implementation of

various industrial relations and welfare policies with day to day problem

solving and shop from ER.

The facilities are like providing canteen, water facilities, toilets, safety department, and

accident welfare.

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The events which are carried out in ER are.

1. Holding plant council meeting coordination.

2. Preparation and distribution of minutes of plant council meeting.

3. Holding shop council meetings.

4. Mayday celebration.

5. Holiday list.

6. Preparation and distribution of minutes of shop councils.

EMPLOYEE BENEFIT GROUP

The activities of this group span the various facts of man power planning, budgeting,

organization structure, incentives, reward scheme, preparation of personnel data, bank and

computerization, job evaluation and development of job specification/ description etc.

1. Here all the details of employees are recorded.

2. Employee from the date of joining to his dealth all detailes is preserved in this

department.

3. This various activities like joining, promotion, advances, increments,

maintenance of personal file, loans, super annulations of employee.

4. Requirements, family profile, car loan…each and every thing recording is

done here.

Industrial engineering

It is also a branch associated with EBG. It mainly deals with maintenance of

employees. For a particular work i.e. ., how many employee or work force is needed & is

decided by this branch. Hence, statistical data of employee is prepared by IE department.

ENTERPRISE RESOURCE PLANNING

Software solution that addresses the enterprise needs taking the process view of an

organization to meet the organizational tightly integrating all functions of an enterprise. This

is what ERP does. Here in NTPC ramagundam ERP system has been installed. Now hard

work is replaced by so called smart work by the help of ERP systems. The work is done very

easily through ERP system of technology. Once upon a time the work was carried out

49

through recording the information in papers, maintenance of books and so on … by the help

of ERP certain modules have been created. These modules & software’s make the work

easier. The employee has their own codes and passwords which were officially given.

Through this several activities are done just in minutes.

Activities like

Leaves sanction, income tax, LTC, application, medical, car loan, scooter loan,

complains and so on… the advantages are fast assessable, easy, and consistent.

LAW AND LAND MATTERS

It deals with all the legal matters related to the company. It serves the company, takes

decisions related to court cases. It also hires the police protection.

Issues related to land, building and labour. It suggests, according to the law, and

solves disputes.etc.

Chapter-II

50

Literature Review

JOB ANALYSIS

What is job analysis?Job analysis is the method of collecting and analyzing the

facts related to a particular job in order to identify the job contents, job

requirements, job related duties and responsibilities and the characteristics of

the person intending to do that job. Job analysis is one of the glorious aspects of

HRM as it acts as foundation for the functions and areas of HRM and in

maintenance of harmonious industrial relations. Job analysis is done upon the

ongoing jobs only and involves identifying the nature of a job and the qualities

of the job holder.

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Definitions

Different definitions are provided for job analysis.I. “Job analysis is the process of determining, by observing and study and reporting

pertinent information relating to the nature of specific job. It is the determination of the tasks which comprise the job and of the skills, knowledge, abilities and responsibilities required of the worker for a successful performance and which differentiates one from all others”.

-US labour departmentII. “Job analysis is the process of studying and collecting information relating to the

operations and responsibilities of a specific job. The immediate products of this analysis are job descriptions and job specifications”.

Objectives of job analysis

The important objectives of job analysis are discussed under,Determining training needs Job analysis can be used in training or assessment needs to fulfill the organizational needs,1. Training is main element in job analysis.2. Test conduct to measure effectiveness of training.3. For providing training. The training equipments are to be used.4. Different methods of training should be used. Job analysis can also be used in compensation to determine as below:

(a) job factors which are compensable(b) skill levels(c) work environment(d) responsibilities and(e) Required educational level.

Job analysis can also be used in to determine Selection proceduresAs below:

Process of selection involves job analysis to identify or develop advertisements.

52

(a) for vacant positions, job duties must be included in the advertisements(b) Determine appropriate salary level for the particular candidate/position.(c) Require minimum qualification for applicants.(d) Interview questions(e) Selection test(f) Orientation materials for applicants.

Job analysis is used in performance review to identify,(a) goals and objectives(b) performance standards(c) evaluation criteria and(d) Duties to be evaluated.

The job are usually analyzed by the process consisting of below mentioned sequential steps,

1. collection of organizational information2. organizational job analysis programme3. selection of representatives job for analysis4. collection of information for job analysis5. preparing a job description6. developing a job specification7. Developing employee specification.

I. Collection of organizational information

The process of job analysis begins with obtaining relevant information about ‘the job’. The facilities in comparison of the job with other jobs and its contribution in the organizational performance. For this purpose the background information about the organization is collected in the forms of “organization charts”, “class specification”, “work flow charts”, etc. organization charts show the relation of the job with other jobs in the organization. Class specification specifies the general requirements of the job family. Work flow charts indicate the flow of activities involve in a job.

II. Organizing job analysis programme

It is quite necessary to plan and organize job analysis programme. The organization must appoint an in charge for the programme and assign him/her the responsibilities. The budget required and the time schedule should be prepared.III. Selection of representative jobs for analysis

It is time consuming and costly to analyze all the jobs. It is therefore demanded to select a representative sample of job for the purpose of job analysis. Even the priorities of the various jobs which need to be analyzed are also determined.

53

IV. Collection of information for job analysis

In this step, the job related data such as job characteristics, qualifications and behavior required to perform the job effectively is collected. The data can be collected from the job holder himself or from the supervisors or from an outsider called trade job analyst. Job related information can be obtained by using several techniques. However, care should be taken to use appropriate techniques that best fits the situation.

V. preparing a job description

The data collected from the previous step is used to prepare a job description statement consisting of the job contents in terms of functions, duties, responsibilities, operations etc. the employee is required to perform the duties and responsibilities and functions listed in the job description.

VI. Developing a job specification

This step involves conversion of job description statement into job specification statement. Job specification specifies the personal attributes of the employee like knowledge, skills, qualities, abilities etc., requires performing the job.

VII. Developing employee specification

The final step involves conversion of human qualities under job specification into an employee specification. Employee specification specifies that the candidate with these qualities possess the minimum human qualities listed in the job specification.

Process of job analysis

54

Collection of organizational information

Organizing job analysis progamme

Selection of representative jobs for analysis

Collection of information for job analysis

Preparation a job description

Components of job analysis

Flippo in his definition of job analysis specified that job analysis gives rise to job description

and job specification.

Job analysis has two major aspects,

1. Job description 2. Job specification

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Developing a job specification

Developing employee specification

1. Job description

Job description is an organized statement containing the facts about the duties and responsibilities of a specific job. It is prepared on the basis of data collected through job analysis. It is the functional illustration of job contents, activites, duties and responsibilities of the job. In other words, it is a written statement of what a job holder does? How he does? And why he does?

Contents of job description

The job description statement consists of the facts like, i) Job identification: it includes title of the job, job location, its code, department, unit name etc... ii) Job summary: it includes contents of the job, duties, responsibilities, authorities, etc...iii) Materials used.iv) Machines, tools, and equipments.v) Working conditionsvi) Supervision received / givenvii) Hazards

Benefits of job description

Job description serves the following benefits

1. Job grading and classification 2. Employee orientation and placement.3. Promotions and transfers.4. Career planning and career development.5. Improving working conditions 6. Performance appraisal and counseling7. Authority

Job specification

Job specification is a statement consisting of the minimum level of qualification, skills, talents, physical abilities, experience, etc., required for performing a job properly. In other words specifies the physical, psycoloygical, social and behavioral characteristics of the job holders.Contrast to job description, job specification focuses on the individual characteristics.

Contents of job specification

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Job specification consists of the following human qualifications required for performing the job. 1. Education 2. Experience3. Training4. Judgement5. Initiative6. Creativity7. Physical abilities 8. Responsibilites9. Communication skills10. Emotional characteristics

Benefits of job specification Job specification serves the following benefits1. Perosonnel planning2. Performance appraisal3. Hiring4. Training and development5. Job evaluation and compensation 6. Health and safety7. Employee discipline8. Work scheduling

Chapter-III

RESEARCH METHODOLOGY

57

NEED AND IMPORTANCE OF THE STUDY

Public enterprises occupy a key place in Indian economy in terms of employment and

investment. Public enterprises are expected to fulfill social as well as economic obligation to

ensure all-round development of the economy. But unfortunately, due to many reasons most

of the public enterprises are not able to fulfill the promises for which they have been

established. In many cases of decline in their performance in terms of productivity and social

overheads, wastages are lack of motivation, low morale, dissatisfaction, indiscipline and lack

of commitment.

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Understanding the employee is essential for an organization in

assisting management with the "people" component of the

organization and assist in gaining and maintaining competitive advantages.

. Study on “job analysis” gives a brief opinion of employee’s towards job satisfaction

in various aspects in NTPC help the company to know how employee feels and contributes

maximum benefits to the organization.

There is a need and importance for the study, as it will help the company to known

about the employee’s opinion and can modify the changes in the organization for human

resource development and future utility

OBJECTIVES,

The study aims at finding the information regarding job analysis of employees in

general and specific in NTPC. The objectives are;

1. To ensure the availability of' a competent and willing workforce to an organization.

2. To meet the needs, aspirations, values and dignity of individual employees.

3. The fullest contribution of HR for the achievement of the organizational goal of long and

short term plans.

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4. To duty the relationship between job analysis and various socioeconomic variables of

employees.5. Level of satisfaction of employees.

SCOPE OF THE STUDY

The present study is a micro level study confined to job analysis. The information is

being gathered through observation, interviews, questionnaire, or survey, checklists, diaries,

etc; therefore employee management in an organization does mean management of not only

technical skills but also other factors of the human resources.

It also makes a modest attempt to examine their issues in terms of selected dimension.

Further, the in depth analysis is confined to employees in NTPC.

SAMPLE SIZE

60 Employees (including Executives and non executives) from various sections of Human

Resources Dept of NTPC Ramagundam like EDC, employee services, public relations, CSR,

raj bhasha, ER, EBG, ERP, Law and matters. Etc was chosen randomly from this study.

PERIOD OF THE STUDY

The data gathered for analysis belongs to the period of 1 month.

Tools for the Data collection:

Tools used for data collection were as follows:

Unstructured questionnaire

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Observations

Interviews

records

UNSTRUCTURED QUESTIONNAIRE

Under this method of data collection the candidate personally come in contact with

the respondent from whom the information is to be gathered certain crucial elements are also

be discussed. The person who wants the information raises the concerned topic and should

allow the other persons to freely express his views and opinions of the respondents are more

clear & true.

OBSERVATION

Under this method, the data is collected through directly observing the employee

while at work the task performed, speed of performing activities, working conditions, the

dangers involved, etc. the information thus obtained is documented in a standard format. This

is the most suitable method for getting firsthand information related to the job. This method

best fits for jobs consisting of primarily observable physical ability, short job cycle. The

criticisms on the part of this method are that this method is time consuming and is not

suitable for a job that involves unobserved mental activities.

INTERVIEWS

In This Method the Job Analyst Collects the Job Related Information through

Personal Interviews. Job related information can be obtained by conducting two types of

interviews (I) with job holders doing the same job (II) with supervisors having through

knowledge about the job. The data is collected and compared using a standard format

wherein the interviewer asks job related questions. This method is suitable for the jobs where

data can’t be collected through direct observation. However, interview is used as a

supplement to observation method. The drawbacks of this method are-it is time consuming

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and costly and there are less chances of getting accurate information if the rapport between

the analyst and employee is good.

RECORDS

In this method each individual employee s given a diary and asked to maintain the

activities done by him each day. If judicial information is provided by employee, accurate

and comprehensives information about job is obtained. This method is time consuming, as

recording of activities may spread over several days.

LIMITATIONS

The following limitations are considered:

1. The study bring the general opinion of" the employees but it will not reflect the exact

opinion of all.

2. as the study will be conducted in NTPC, in HR division to indicates the

3. Perception of the employees in that. Division only.

-

4. The study restricts up to 120 samples. It will not consider all the employees in the

organization.

5. The study focuses on the attitudes and perceptions of employees only, it will not -

cover the financial of the employees.

RESEARCH METHODOLOGY

SOURCES OF DATA:

Required data for analysis will be collected through

Primary data

Secondary data

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Primary data

Information that is collected directly from employees or any person is known as primary

data, it is otherwise called as first information. It is collected through

questionnaires and interviews.

Secondary data

Information that is gathered from books, company's previous records, magazines are

known as secondary data.

This study is based mainly of primary data. The main sources of primary data are

employees of NTPC.

The secondary data is gathered from the status reports, records and personnel manual

of NTPC, RAMAGUNDUM.

Chapter-IV

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Findings, conclusions

CONCLUSIONS

Finally, it is concluded that job according to the employee meant more authority, recognition

and status.

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1) The working environment was very much liked by the employees and it is one of the key

factors of job satisfaction.

2) The Seaboard working hours enforced in the Organization is Statutory and hence the

employees are satisfied with it.

3) There was a high satisfaction among the employees in case of salary provided to

them.

4) The key human resources functions like Recruitment, Selection, Induction, training

Policies are quite satisfactory

5) The encouragement given by the superiors was good and motivating.

6) As the employees satisfaction is very important to the Organizational Success. The

superiors should play an important role in identifying the performance of employees

which ultimately.’helps in designing pay scales according to their work performance.

7) The employees are good in maintaining harmonious interpersonal relations.

8) The employees feel that their work is being recognized by strictly following promotion

policies.

9) The facilities provided by the Organization are satisfactory.

10) The employees are quite contended with their job which will help them in future growth.

11) Motivation of employee performance at work place is at a high level.

l2) The employee participation in the management activities is quite positive.

. .

SUGGESTIONS

1. Some employees expressed that they are feelings bore to perform routine jobs skills.

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2. Rotating of employees from one area to another area will give a11uch encouragement and

morale boosting to the employees.

3. The performance appraisal of the employees should be made more scientific than the

existing.

4. For higher productivity individual / team incentive schemes may he encouraged in place of

the existing group/corporate incentive schemes.

5 Profit sharing, bonus should be given priority at corporate level

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ANNEXURE

BIBLIOGRAPHY

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1. Organizational Behavior L.M.PRASAD

2. Essentials of Human Resource management and

3. Industrial Relations P.SUBBARAO

4. Personnel Management C.B. MAMORIA

5. Personnel Manual of NTPC

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