Case Ndpl [Hrm] Group 10
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Transcript of Case Ndpl [Hrm] Group 10
NORTH DELHI POWER LIMITED:
DYNAMICS OF CHANGE
Group No. 10Kumar Gauraw (15)
Ajay gupta (37)
Rajumoni saikia (48)
Tarakeswar das (49)
Context• Privatization of Delhi Vidyut Board (DVB)- NDPL (100%) = TATA POWER (51%)+ Delhi Government (49%)• Result: Significant Milestone AT&C losses reduced from 53% to 41.3% in just 27
months.
• Inputs: Best Strategic ER Policies (TBEM) Effective Communication. Positive Leadership Constructive Workplace Relationships Meaningful Consultation & Others.
Issues & Challenge:
Issues: Disharmony among Employees in DVB Scheme & NDPL Scheme Difference in Pay Structure Pension & Retirement Benefits to only Employee under DVB
Scheme. Challenge:
To maintain harmony Among Different Employees & Management
Management(NDPL)
Employees (NDPL-Scheme)
Harmony Employees (DVM-Scheme)
ER Strategies: NDPL Recognition of INTUC Affiliated Union. Enhancing Channels of communication: -Joint interaction forum (JIF) (At lowest level on monthly & quarterly
basis). Focus on Union –Management Relation – Priority for
CEO Counseling rather than policing and suspicion. Top Management focus on problems of rank and file. Resolving Employee Concerns (3 important- long pending issues)
-Monetary assistance to widows of employees -Employees uniforms -Time bound promotions Competencies development : Systematic Assessment of
Need-based training,
ER Strategies: NDPLInnovative Welfare measuresProactive Grievance redressal mechanism - Employee HelplineTrust Building. Role clarity through key result areas
(KRAs) –Simplified PAStarted Human Resource Information
System (HRIS).Launch of “Navodaya” – Quarterly
Magazine
Still to achieve- HR Agenda
Encourage Effective Communication.A shift from collective bargaining to individual
contracts.Harmonisation of terms and conditions for all
employeesJob Security [Post Rightsizing] - Persistent Fear in
Employee’s mind to lose job.Building Trust & Loyalty among Employees.Employee’s Acceptance – New ER Practices
(TBEM) Administration Efficiency.Counseling 50% (Fence -Sitter & Unchanged) to
imbibe NDPL Ethos.
Factors Contributing to Turnaround of NDPLHuman Resource Information System
(HRIS)setup.Change Management – Transplantation of ER Practices.Organizational Restructuring and Re-Designation.Strategic Rightsizing.Entry of Change Agents.Enhanced Quality Focus (ISO Certified).Customer focused Orientation – Adoption of 5S ConceptInformation Dissemination- (MIS Setup –Information made available
for Decision Making)
Factors Contributing to Turnaround of NDPL [contd] Improvements in Working System (Operations &
Maintenance) Better Co-ordination (Computerization & Mobile
Facility). Recognition of DVB worker’s union (with INTUC) -
Building trust. Employee Welfare and Performance Incentives. Reduced Issues & Conflicts (Joint Interaction Forum (JIF) Setup & Employee Help Line) Performance linked Incentives. (Simplified PA system & development of KRAs).
Entrepreneurship and Knowledge Management Cell
Way Ahead Realization of Vision of NDPL (To be a “Most preferred & Admired Energy Company”)
De-Unionization using HRM Soft strategyIntroduction of MBWA (Management by Walking
Around) to monitor Informal Communication. Introduction of Employee Feedback Program - For Employee Empowerment in Policy Formulation & Ensure
360 Degrees Feedback.
Employee Attitude Survey - To measure Employees Likes & Dislikes related to various aspects
of their Jobs.
Re Launch of VRS Scheme(For 50% Fence-Sitters & Non-Changers)
Way Ahead Realization of Vision of NDPL (To be “Most preferred & Admired Energy Company”)
Provide Appeals Procedure Mechanism For Employee Empowerment (To voice reactions to management Practices & challenge management Decision).
Implementation of Performance Linked Pay to Workforce and Executives.
Facilitate effective Communication & Need based training to remove fear of job loss.
Trust building – Employee, Union & Management. Full-fledged Adoption of Tata Work Culture (TBEM). Breaking the Mental blockage of neglected and semi
trained , less skilled DBV Workforce by effective training.
To enhance Reliability of Power & introducing effective Anti Power Theft drive system.
Case: Lessons in ER
Case: Lessons in ER Issues related to ER must be resolved – When an
Organizational Transformation occurs. Recognition of the central role of collective
bargaining.- Turning disagreements into agreements.
ER leads to less Adversarial Industrial Relations. Mutual Trust & Respect-“Employee-Union-
Management” Employee Attitude Changes with regard to change in
Leadership. Effective Communication is key to Changing Mindset
& adoption of new work culture. Continuous exchange of information Application of Soft HR Pluralist Approach Cooperative IR
Thank You!