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Transcript of Executive Summary
EXECUTIVE SUMMARY
This document aims at providing employees and management members with the
information that can be beneficial both personally and professionally. Every business
enterprise has certain core values along with multiple objectives including of adequate
profit for payment of a reasonable rate of return to the owners and for investment in
business through satisfaction of customers, maintenance of a contended workforce and
creation of a public image. This project entitled as “ORGANISATIONAL STUDY OF
NTPC AT RIHAND NAGAR” was done to find out the level of actualization of core
values. The core values of NTPC are B-COMIT, which reflects Business Ethics,
Customer Focus, Organizational & Professional Pride, Mutual Respect & Trust,
Innovation & Speed, and Total Quality for Excellence.
This project was conducted in NTPC Rihand .The survey was conducted for the
purpose of primary data collection through questionnaire having a scale of 1-5; it was to
be filled by the employees irrespective of their department and grade. The sample size
which we have taken is 304 including all executives and non- executives in which the
minimum no. of workmen & executives are distributed as below:-
The secondary data was collected through internet and journals of NTPC
The hypothesis which was taken for the project was that the core values of
NTPC are conducive. After the data analysis we found out that the hypothesis is proved
right. The total average score for the employees is 3.83 in a scale of 1-5, which means
that the core values actualization is good at NTPC, Rihand. The average score for the
Employees for each grade were above 3, which reflect that the core values are good at
NTPC Rihand.
The core values reflects the work culture & ethics of an organization, as
NTPC is one of the Maharatna Company & its values are well defined as per the result
we have got.
PROFILE OF NTPC
OVERVIEW OF POWER SECTOR
Introduction
The power sector has registered significant progress since the process of planned
development of the economy began in 1950. Hydro -power and coal based thermal
power have been the main sources of generating electricity. Nuclear power
development is at slower pace, which was introduced, in late sixties. The concept of
operating power systems on a regional basis crossing the political boundaries of states
was introduced in the early sixties. In spite of the overall development that has taken
place, the power supply industry has been under constant pressure to bridge the gap
between supply and demand.
Growth of Indian power sector
Power development is the key to the economic development. The power Sector has
been receiving adequate priority ever since the process of planned development began
in 1950. The Power Sector has been getting 18-20% of the total Public Sector outlay in
initial plan periods. Remarkable growth and progress have led to extensive use of
electricity in all the sectors of economy in the successive five years plans. Over the
years (since 1950) the installed capacity of Power Plants (Utilities) has increased to
89090 MW (31.3.98) from meagre 1713 MW in 1950, registering a 52d fold increase in
48 years. Similarly, the electricity generation increased from about 5.1 billion units to
420 Billion units – 82 fold increases. The per capita consumption of electricity in the
country also increased from 15 kWh in 1950 to about 338 kWh in 1997-98, which is
about 23 times. In the field of Rural Electrification and pump set energisation, country
has made a tremendous progress. About 85% of the villages have been electrified
except far-flung areas in North Eastern states, where it is difficult to extend the grid
supply.
Structure of power supply industry
In December 1950 about 63% of the installed capacity in the Utilities was in the private
sector and about 37% was in the public sector.
In the Constitution of India "Electricity" is a subject that falls within the concurrent
jurisdiction of the Centre and the States. The Electricity (Supply) Act, 1948, provides
an elaborate institutional frame work and financing norms of the performance of the
electricity industry in the country. The Act also provided for creation of central
generation companies for setting up and operating generating facilities in the Central
Sector. The Central Electricity Authority constituted under the Act is responsible for
power planning at the national level. In addition the Electricity (Supply) Act also allowed
from the beginning the private licensees to distribute and/or generate electricity in the
specified areas designated by the concerned State Government/SEB.
The policy of liberalization the Government of India announced in 1991 and consequent
amendments in Electricity (Supply) Act have opened new vistas to involve private efforts
and investments in electricity industry.
Current scenario in power sector
Generation
India has the fifth largest generation capacity in the world with an installed capacity of
152 GW as on 30 September 2009, which is about 4 percent of global power
generation. The top four countries, viz., US, Japan, China and Russia together
consume about 49 percent of the total power generated globally. The average per
capita consumption of electricity in India is estimated to be 704 kWh during 2008-09. In
order to provide availability of over 1000 units of per capita electricity by year 2012, it
has been estimated that need-based capacity addition of more than 100,000 MW would
be required.
TransmissionThe current installed transmission capacity is only 13 percent of the total installed
generation capacity3. With focus on increasing generation capacity over the next 8-10
years, the corresponding investments in the transmission sector is also expected to
augment. The Ministry of Power plans to establish an integrated National Power Grid in
the country by 2012 with close to 200,000 MW generation capacities and 37,700 MW of
inter-regional power transfer capacity. Considering that the current inter-regional power
transfer capacity of 20,750 MW4, this is indeed an ambitious objective for the country.
DistributionWhile some progress has been made at reducing the Transmission and Distribution
(T&D) losses, these still remain substantially higher than the global benchmarks, at
approximately 33 percent. In order to address some of the issues in this segment,
reforms have been undertaken through unbundling the State Electricity Boards into
separate Generation, Transmission and Distribution units and privatization of power
distribution has been initiated either through the outright privatization or the franchisee
route; results of these initiatives have been somewhat mixed. While there has been a
slow and gradual improvement in metering, billing and collection efficiency, the current
loss levels still pose a significant challenge for distribution companies going forward.
The problem which the power sector facing is that continues increase in
demand and limited supply, this can be seen.
Power Sector Companies
India’s Electricity is set to see a huge boom as the 8-9% economic growth rates require
massive amounts of energy. India is planning to nearly treble its electricity capacity to
almost 450 GW by 2020 from around 160 GW now which means a yearly addition of
nearly 23 GW in the next decade. Currently India’s Electricity comes mostly from Coal
and Hydro Based Energy. Almost 50% of Energy Requirements and 53% of the
Electricity is generated from Coal. Despite Coal being the Dirtiest Form of Energy, India
has got little choice in the matter. Most of India’s upcoming Electricity Plants are based
on Coal. Hydro Energy is generated mostly from India’s Northern Himalayan States.
Renewable Energy forms only 7.7% of the Capacity with around 11 GW of the 16 GW
from Wind Energy. Nuclear Energy is around 3% of the total capacity at around 4.5 GW.
Here is the list of the major power utilities in the country which is currently dominated by
the state run PSUs.
1) NTPC
2) NHPC
3) Tata Power
4) Reliance Power
5) Adani Power
6) Damodar Valley Corporation
7) Lanco Infratech
8) SJVN
9) Nuclear Power Corporation of India (NPCIL)
10) CLP Power
11) Neyveli Lignite Corporation
12) Torrent Power
Other Private Groups that are setting up big power capacities are JSW Energy, Sterlite
Energy, GVK Energy, Moser Baer, Welspun Energy, Essar Energy, GVK Power. There
are also states owned and run Power Generation Companies Punjat State Power,
Haryana Power Generation, and Gujarat State Energy etc. Orient Green Power,
Greenko are green focused utilities with big expansion plans.
PROFILE OF NTPC
Overview
India’s largest power company, NTPC was set up in 1975 to accelerate power
development in India. NTPC is emerging as a diversified power major with presence in
the entire value chain of the power generation business. Apart from power generation,
which is the mainstay of the company, NTPC has already ventured into consultancy,
power trading, ash utilization and coal mining. NTPC ranked 341st in the ‘2010, Forbes
Global 2000’ ranking of the World’s biggest companies. NTPC became a Maharatna
company in May, 2010, one of the only four companies to be awarded this status.
The total installed capacity of the company is 34,194 MW
(including JVs) with 15 coal based and 7 gas based stations, located across the
country. In addition under JVs, 5 stations are coal based & another station uses
naptha/LNG as fuel. The company has set a target to have an installed power
generating capacity of 1, 28,000 MW by the year 2032. The capacity will have a
diversified fuel mix comprising 56% coal, 16% Gas, 11% Nuclear and 17% Renewable
Energy Sources(RES) including hydro. By 2032, non fossil fuel based generation
capacity shall make up nearly 28% of NTPC’s portfolio. NTPC has been operating its
plants at high efficiency levels. Although the company has 17.75% of the total national
capacity, it contributes 27.40% of total power generation.
In October 2004, NTPC launched its Initial Public Offering (IPO) consisting of 5.25% as
fresh issue and 5.25% as offer for sale by Government of India. NTPC thus became a
listed company in November 2004 with the Government holding 89.5% of the equity
share capital. In February 2010, the Shareholding of Government of India was reduced
from 89.5% to 84.5% through Further Public Offer. The rest is held by Institutional
Investors and the Public.
At NTPC, People before Plant Load Factor is the mantra that guides all HR related
policies. NTPC has been awarded No.1, Best Workplace in India among large
organizations and the best PSU for the year 2010, by the Great Places to Work
Institute, India Chapter in collaboration with The Economic Times.
The concept of Corporate Social Responsibility is deeply ingrained in NTPC's culture.
Through its expansive CSR initiatives, NTPC strives to develop mutual trust with the
communities that surround its power stations.
NTPC Rihand Nagar
ABOUT RIHAND SUPER THERMAL POWER PROJECTAddress: P.O. Rihandnagar-231 223,Dist. Sonebhadra, Uttar PradeshTelephone: (STD-05446) - 242020-21Fax: 242115
Email: Approved Capacity 2000 MW
Installed CapacityStage I : 1000 MWStage II : 1000 MW
Location Sonebhadra, Uttar Pradesh Coal Source Amlori Mines & Dudhichua Mines & Amloric Expansion Mines
Water Source Rihand Reservoir (Govind Ballabh Pant DAM)Beneficiary States Uttar Pradesh, Uttaranchal ,Haryana, Punjab,
Rajasthan, Jammu & Kashmir,Himachal Pradesh, Delhi andChandigarh
Approved Investment Rs. 2387.40Cr (Stage-I) Rs. 3451.97Cr (Stage-II)Unit Sizes 4x 500 MWUnits Commissioned Unit -I 500 MW March 1988
Unit -II 500 MW July 1989Unit -III 500 MW January 2005Unit -IV 500 MW September 2005
Rihand super thermal power station
This region locally known as “DAKSHINANCHAL” is now one of the major Power Centre
in the country, due to the availability of large quantity of coal in the mines of the
Northern Coal Fields, water from Rihand Reservoir and barren land with a relatively low
density of population.
Main Plant
All plants and equipments for the first stage ( 2 x 500 MW ) of this project are supplied
under a single contract agreement with Northern Engineering Industries of U.K., signed
on 30 Sept’ 1982. The Indian operation of handling these equipments up to
commissioning has been done by NPIL a subsidiary of NEI. Civil works are done by
NPIL Indian contractors, the major one being Indian Railway Construction Company
Ltd. For Merry-go-Round (MGR), National Project Construction Corporation Ltd. For
Plant civil works, Hindustan Construction Company Ltd. For CW System & Chimney,
AFCONS for major bridges etc.
Performance
The Unit-1 and Unit –II of the first stage were declared on commercial operation from
Jan 90 and Jan 91 respectively. This station has registered more than 100% generation
during the two consecutive months of Feb and March 93. The station has achieved
more than 100% generation in Jan, 92 and Nov 96 also. The capital overhauling of 500
MW Unit first completed in record duration of 37 days, which is the shortest duration
achieved for any 500 MW Unit.
Another remarkable feature of NTPC is the high Plant Load Factor (PLF) of the plant in
comparison to the National average PLF, NTPC PLF is much higher.
The Unit I & II of the station have a record of 101.53 % PLF in Nov 91 and 102.45 %
PLF in Feb 93 respectively. The station has achieved all time high generation at 101.02
% PLF in Nov. 96.
During 2002-03 Financial Year Rihand has been selected as Best Power Plant of NTPC
having 87.89 % for highest PLF.
RhSTTPP has strength of 481 Executives and 534 Workers. Technically the executive
team has a strong professional qualification base. Most of the core functions like O&M,
HR, Contracts and Materials, Finance, Projects are carried out by dedicated trained and
highly educated employees. Some of the non-core activities like housekeeping and
security have been out sourced through agencies that are expert in their own areas like
CISF having been retained for Plant and Colony Security and Fire services. The
employees selected into NTPC undergo medical fitness check before appointment.
They are provided with all medical facilities during their services to remain fit and
healthy.
Environmental Protection
An organization with an environmentalist in every employee, NTPC is currently investing
over US$ 120 million in retrofitting the old systems for abating pollution.
NPTC has planted more than 15 million trees in and around its power stations to keep
its commitment towards green power. NTPC in association with US department of
energy and USATD have established a Centre for Power Efficiency and Environmental
Protection. It acts as a resource for assimilating and disseminating and demonstrating
technical knowledge now on efficiency/utilization improvement, eco-friendly areas, like
utilization, energy conservation and environmental protection. In the Indian Power
sector as a whole will be the target beneficiary.
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.”
Vision
“To be the world’s largest and best power producer, powering India’s
growth.”
Services
At NTPC we are proud of the fact that we have successfully explored
more than one way to generate power. Other than thermal power, we operate in hydro
and gas regions too. As a natural progression of our in-depth understanding of the
power sector and our formidable track record, NTPC has now ventured into three
related fields. Consultancy for the power sector, setting up a training institute for the
same and R&D.
Growth & Development
As per new corporate plan, NTPC plans to become a 75 GW company by the year 2017
and envisages to have an installed capacity of 128 GW by the year 2032 with a well
diversified fuel mix comprising 56% coal, 16% gas, 11% nuclear energy, 9% renewable
energy and 8% hydro power based capacity.
As such, by the year 2032, 28% of NTPC’s installed generating capacity will be based
on carbon free energy sources. Further, the coal based capacity will increasingly be
based on high-efficient-low-emission technologies such as Super-critical and Ultra-
Super-critical. Along with this growth, NTPC will utilize a strategic mix of options to
ensure fuel security for its fleet of power stations.
Looking at the opportunities coming its way, due to changes in the business
environment, NTPC made changes in its strategy and diversified in the business
adjacencies along the energy value chain. In its pursuit of diversification NTPC has
developed strategic alliances and joint ventures with leading national and international
companies. NTPC has also made long strides in developing its Ash Utilization business.
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 projects 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.
Renewable Energy: In order to broad base its fuel mix NTPC has plan of
capacity addition of about 1,000 MW through renewable resources by 2017.
Nuclear Power: A Joint Venture Company "Anushakti Vidhyut Nigam Ltd." has
been formed (with 51% stake of NPCIL and 49% stake of NTPC) for been formed
(with 51% stake of NPCIL and 49% stake of NTPC) for development of nuclear
power projects in the country.
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.
Power Trading: 'NTPC Vidyut Vyapar 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 of
NTPC, NHPC, PFC and TCS has been formed for operating a Power Exchange.
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 by 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 Gramin Vidyutikaran Yojana’programme for
rural electrification.
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 Kerala Ltd.
(TELK) for manufacturing and repair of transformers.
Organization Chart
OBJECTIVES
OBJECTIVES
This report is on core values:-
The main objective of this project was to determine whether the core values of
NTPC are effective in view of employees.
To know the view of different grades of employees in relation to core values.
How Core values can be implemented in a better according to the employees.
To know working conditions in NTPC Rihand.
To know whether the core values help in employees work.
To know whether core values have impact on employee relationships with the
other employee.
To know whether the organization focuses on customer orientation.
IMPORTANCE
To know the mind set of employees towards the core values of NTPC.
To know, how the core values can be made more effective.
To know level of core values in NTPC.
It will give an idea of how much the work culture of NTPC is affected by the core
values.
It will provide the information whether the core values actualization is good or not
in NTPC Rihand.
This project will provide information about employee satisfaction level in terms of
their work.
The project will help us in understanding the employees emotions attached with
the organization.
SCOPE OF PROJECT
This project was conducted in Rihand Nagar, NTPC only, it is
kind of constraint for our project. The project gives information about the actualization of
core values in a scale of 1- 5.
The core values is important for a company it gives an idea of
the work culture of that particular company. Core values also provide information about
the company towards the working environment. It will give an idea of the mindset of the
employees working in NTPC, Rihand irrespective of the departments.
Through this project we can know the thinking of executives
as well as the workmen towards the core values separately i.e., whether the core values
are conducive or not according to them. Core values will provide the level of employee’s
loyalty towards the organization.
LITERATURE REVIEW
HRD AT NTPC
'People before PLF (Plant Load Factor)' is the guiding philosophy behind the entire
gamut of HR policies at NTPC. We are strongly committed to the development and
growth of all our employees as individuals and not just as employees. We currently
employ approximately 26,000 people at NTPC.
Competence building, Commitment building, Culture building and Systems building are
the four building blocks on which our HR systems are based.
Our HR Vision
"To enable our people to be a family of committed world class professionals."
Recruitment
We believe in the philosophy of 'Grow your own timber'. Our 'Executive Trainee' scheme
was introduced in 1977 with the objective of raising a cadre of home grown
professionals. First Division Graduate Engineers/ Post graduates are hired through
nation-wide open competitive examinations and campus recruitments. Hiring is followed
by 52 weeks of fully paid induction training.
Career Advancement & Opportunities
We have a well established talent management system in place, to ensure that we
deliver on our promise of meaningful growth and relevant challenges for our employees.
Our talent management system comprises Performance Management, Career Paths
and Leadership Development.
Rewards & Recognitions
We have, from inception, created a culture of rewards and recognitions through
celebration of various achievements and events and recognizing the contributions
behind such success.
Innovate, Create, Compete
We have introduced numerous initiatives which seek to enhance the creativity,
innovation, functional aptitude and teamwork of our employees. These initiatives include
National Open Competition for Executive Talent (NOCET), Professional Circles, Quality
Circles, Business Minds and Medha Pratiyogita (a quiz for our employees). A
management journal called “Horizon” is published quarterly to enable the employees to
share their ideas and experiences across the organization.
Quality of Work-Life
NTPC is proud of its systems for providing a good quality of work-life for its employees.
In addition to providing beautiful and safe work places, NTPC encourages a culture of
mutual respect and trust amongst peers, superiors and subordinates.
Away from hectic city life, NTPC townships provide an environment of serenity, natural
beauty and close community living. Numerous welfare and recreation facilities including
schools, hospitals and clubs are provided at the townships to enhance quality of life &
the well being of employees and their families. An entire range of benefits, from child
care leave to post retirement medical benefits are extended to employees to meet any
exigency that may arise in a person's life.
Knowledge Management in NTPC
To meet our ultimate objective of becoming a learning organization, an integrated
Knowledge Management System has been developed, which facilitates tacit knowledge
in the form of learning and experiences of employees to be captured and summarized
for future reference.
Training & Development
NTPC subscribes to the belief that efficiency, effectiveness and success of the
organization, depends largely on the skills, abilities and commitment of the employees
who constitute the most important asset of the organization.
Our Training Policy envisages a minimum of 7 man days of training per employee per
year. We have developed our own comprehensive training infrastructure.
Education Up-gradation Schemes
To meet the academic aspirations of employees and match them with the needs of the
organization, NTPC has tie-ups with institutes of repute like MDI, Gurgaon; IIT Delhi;
BITS Pilani, etc. NTPC sponsors fixed size batches of employees who are inducted into
these courses based on their performance rating in the company and their performance
in the entrance exam conducted by the respective institute. Unlike other study leave and
sabbaticals, employees undergoing these courses do not forego their salary or growth
during the duration of the course.
Seeking Feedback
We actively seek and encourage employee feedback to ensure that our HR
interventions and practices remain relevant and meaningful. We regularly conduct
Employee Satisfaction and Organizational Climate Surveys.
Awards
We derive immense satisfaction from the awards we receive and the resulting
recognition they bestow. The awards are key indicators and milestones on our HR
journey, and reinforce our HR philosophy and practices. NTPC has been awarded No.1,
Best Workplace in India among large organizations for the year 2008, by the Great
Places to Work Institute, India Chapter in collaboration with The Economic Times.
Human Resources Department in NTPC Rihand Nagar
The three R’s have been properly taken care of in NTPC viz., Recruiting, Retaining and
Retiring. The HR Function in NTPC Rihand comprises of the different functions which
has been grouped under the following sections:
1) EMPLOYEE BENEFIT
,
The EB Section looks after the various employee advances, employee benefits, facilities,
incentives and other benefits. Its functions are manifold. Its functions are as under:
i) Recruitment of employees in the Non – Executive Cadre
ii) Joining of an employee – Fresh and on Transfer
iii) Clearing of probation
iv) Promotion of employees
v) Adherence to the Annual Appraisal of the employees
vi) Employee Benefits / Facilities
Medical Attendance and Treatment of the Employees
Special Disability Leave
Facilities for Higher Studies
Reimbursement of Membership Fees for Professional Bodies / Institutes
Reimbursement of expenditure on Children’s Education
Forwarding of Application for outside employment
Forwarding of applications for company’s sponsored education programmes viz
M.Tech. Of IIT, Delhi; BS in Power Engineering of BITS, Pilani and PGDBM of
MDI, Gurgaon
Sanction of Merit Scholarship to the children of NTPC employees
vii) Employee Advance
Sanction of House Building Advance
Sanction of Conveyance Advance
Sanction of Personal Computer Advance
Sanction of Furnishing / household item Advance
Sanction of Multipurpose Advance
Sanction of Medical Advance
viii) Incentive Scheme
Sanction of Incentive for promoting Small Family Norms
Project incentives
Generation incentives
Incentive-additional Qualification
Small family norms
National awards
Suggestion scheme
Quality circle
Non monetary incentives
Hindi incentives
Long service award
ix) Terminal / Insurance Benefits
Processing and forwarding of Claims under Group Personal Accident Insurance
Scheme
Processing and forwarding of Claims under Group Insurance Scheme
Ensuring insurance of HBA amount sanctioned to employees
Processing of Applications for Temporary and Permanent withdrawal from
Provident Fund
Forwarding of applications for the payment of gratuity
Processing of applications under NTPC Employee’s Family Economic
rehabilitation Scheme
Processing of applications for availing Medical Facilities by the retiring employee
or the spouse of the deceased employee under NTPC Contributory scheme for
Post Retirement Medical Facilities
Processing of applications for the payment under NTPC Self Contributory
Superannuation Benefits (PENSION) Scheme
Processing and forwarding of applications for resignation
Termination of employees under Service Rules, Conduct Discipline and Appeal
Rules and Standing Orders.
Ensuring the payment and final settlement to the employees on retirement
ix) Other Functions
Advice to other departments and sections regarding clarification of HR policy and
procedures.
2) PUBLIC RELATIONS
This Department looks after all the internal and external communications areas
including press relations, house magazines, advertising, films etc. The total
advertisement activity of NTPC, including releasing of tenders notices and job
advertising are being coordinated by the PR Department.
Responsibilities of PR Executives:
Publishing and coordinating of
House journal
Video Magazine
Press Conference
Press Visits
Radio Coverage
Video Coverage
News Reporting
Draft Speech for Chief Guest
Publications of NITS /Advts.
Press Releases
Folder / Brocher
Finalization of Regular Contracts
Photography / Videography etc.
PR Support for R&R activities
Comparing the programme
3) EMPLOYEE SERVICES
Important Functions:
Medical Assistance & Treatments
Facilities for Higher Studies
Workers Education Scheme
Adults Education Scheme
Employees Education Programmes
Scheme for grant of Merit Scholarships to Children of NTPC’s Employees
Transportation Facilities for Employees & their Family Members
House for Employees
Township Security etc.
ADMINISTRATION
Township Administration General Administration
Quarter Allotment Issue of Entitled Items as per norms
Shop Allotment Budgeting
Public Buildings (Bank, Post Office etc.) Indenting
Rent Recoveries Purchase through Procedure
Township Administration General Administration
Rent Fixation & Revisions Inspection & Scrap Disposals
Demolition & Eviction of
Unauthorized occupancies
Contracts (Proposals, executions & closing)
Township Securities
4) EMPLOYEE WELFARE
Welfare is convenient term to cover all those aspects of Industrial Life that contributes
to the general well beings of the workers. Welfare helps to keep the atmosphere to
Township vibrant and full of life and to improve satisfaction level of the employees and
their family members.
Welfare is a broad term encompassing measures aimed at providing Housing, Medical,
Schooling, Sports & games, Social, Cultural & Recreational etc. facilities.
Welfare Activities can be grouped into two activities:
Statutory welfare activities
Non statutory welfare activities
STATUTORY WELFARE ACTIVITIES
These activities include those activities which are to be applied as per the Factory Act,
1948. Some are listed below:
Cleanliness
Sanitation
Safety Measures
Canteen
Lunch & Rest Rooms
Proper lighting
Facilities for washing & drying cloths
Appointment of Welfare Officer
NON STATUTORY WELFARE ACTIVITIES
These activities include those activities which are being laid down by Management of
NTPC in Rihand for their employees. Some are listed below:
Employee Welfare Association (Kalyan Kendra)
NTPC Officer’s Club (Indradhanush)
NTPC Sports Council
NTPC Ladies Club (Vartika Mahila Mandal)
Co-operative Society (NTPC ECCS Ltd.)
CHETNA
Malviya Mission
Eye Relief Camp & Family Welfare Camp
Rural Sports
Regional & Inter Regional Sports
Other Miscellaneous Activities
Pulse Polio mass Immunization
5) EMPLOYEE DEVELOPMENT GROUP
This department looks after the overall development of the employees. They focus on
the development aspects by looking after their Training & Development needs, Career
Growth needs, Motivation and Moral Support needs etc. The department is the
custodian of:
I) BODH II) DISHA
I) BODH
i) Status shared in Sight management Committee (SMC), MTP meetings, HR
Ambassadors & with Union /Associations. All members present in the meeting are
requested to further sharing of findings.
ii) Feedback and suggestion for improvement, especially on “LOW” rating
Factors have been sought.
iii) Action Plan given by Corporate Centre shared amongst the employees
including SMC
.
II) DISHA
i) Status share in SMC, MTP meetings and other forums including executives
meetings held for this purpose.
ii) Feedback and recommendations has already been sending to corporate
planning.
iii) New PMS system has been widely shared amongst all executives.
FOUR PILLARS OF HR INITIATIVES
Competency Building
Commitment Building
Culture Building
System Building
5 ‘S’
SEIRI (Organization) – arrange the article in order only
SEITION (Neatness)
SEISO (Cleaning)
SEIKETSU (Standardization)
SHITSUKE (Discipline)
The main activities performed by the section are:
Organizational Climate Survey
HR Audits
Job Rotation
Quality Circle
Manpower Trend Analysis
Re-training and re-deployment
Suggestion Scheme
Long Service Award
6) EMPLOYEE Relation
This department coordinates with various employees associations in the matter of
Employees Benefits and policies to coordinate with Government agencies like Labor
Officer Etc.
Following are the roles of Employee Relations Department:
i) To manage organization’s overall relations with Employees Associations –
executives and Worker’s unions.
ii) To manage Industrial Relations – handle Unions and Associations meetings
and resolves employee’s issues.
iii) To manage Employees Relation System & various participative forums like
Safety Committee, Township Advisory Council, Joint Plant Level Council,
Shop Level Council etc.
iv) To interact on a formal as well as informal basis with key Employees
Association’s members.
v) To identify and address employee’s needs and concerns.
vi) To ensure compliance relating to Contracts Labor as per Law in the unit.
vii) To manage Local Administration and liaison.
viii) To coordinate with Regional & Corporate HR on Employee Relations issues.
ix) To coordinate with other HR groups and station for seamless delivery of HR
Services to employees.
x) To provide inputs to the HR policy development during the policy formulation
stage.
TRADE UNIONS AT RIHAND
1. NTPC MAZDOOR SANGH
This union which formed as the first union this project was initially affiliated to BMS. Due
to intra-union rivalry two groups claimed ownership of the union which was finally
decided by the Registrar of Trade Union and the group which got the ownership from
Registrar changed this affiliation from BMS to AITUC because the Central leader of
BMS was supporting its faction which lost its claim before the Registrar of Trade Union.
2. NTPC KARMACHARI SANGATHAN
This union was formed initially as NTPC Shramik Sangathan with affiliation to INTUC.
Again due to rivalry within the union, the union was dissolved and one group formed
another union namely NTPC Karmachari Sangathan and got it affiliation from INTUC.
3. RIHAND KARMCHARI AWAM VISTHAPIT MORCHA
This is a union of employees who are land oustees basically and the employees
residing in the district of Sonebhadra and Mirzapur. The basic aim is to look after the
interest of land ousters of this project employed or otherwise. This creates sometimes
difficulty for management as the union takes up issues of non-employee / land oustees
also like dispute over compensation, settlement benefits etc. It is not affiliated to any
central Trade Union.
4. NTPC BAHUJAN SHRAMIK SANGH
This union was formed in 1998 and the leadership is basically in the hands of those
employees who were part of other union earlier but got neglected due to intra-union
rivalry. It is not affiliated to any Central Trade Union.
5. NTPC VIDYUT SHRAMIK SANGH (AFFILIATED TO BMS)
The faction which lost before the registrar of Trade Union a claim over NTPC Mazdoor
Sangh gradually gathered some support and formed this union which has submitted its
registration documents to the management for being a party to employer-employees
dealings.
The above unions are registered trade unions under Trade Union Act. However, none of
the unions are recognized unions and management at local level deals with them on
day-do-day on equal footings. Non-availability of any policy on recognitions of Trade
Union in NTPC the numbers of such unions are in increase due to the fallacy of
provisions of Trade Union by which any seven or more persons can form a Trade
Union.
The dealing at the company level is with central trade union mostly or the all trade
unions recognized under statues for different states where such provisions exist. The
body consisting of such trade unions and management at company level is called
National Bipartite Committee (NBC). It deals with wage and service conditions of all
workmen of NTPC. From plant/project unions representation to various trade unions
affiliated to these Central Trade Unions (BMS, AITUC, INTUC, and CITU) are given for
participating in NBC as additional central members. However the constitution of NBC
and participation of trade unions as representative bodies from project/units is still a
matter to be properly resolved.
7) CORPORATE SOCIAL RESPONSIBILITY
The land oustees have been provided adequate compensation as per rate fixed by
Govt. of UP & MP and rehabilitated in the areas exclusively developed for them by
NTPC NEAR THE PROJECT. The rehabilitation areas have been provided with facilities
like hand pumps, wells, roads, drains, primary schools , dispensary, dams, Panchayat
Bhawans, Ponds, Training Centre & Chetna ( Centre established by project for the self
development and provide employment to land oustees).
A sizable number of land oustees have been employed directly by the project as regular
employees in suitable categories. Now-days these land oustees are named as PAP
(Project Affected Persons).
8) LAW SECTION
The main functions of Law section are as under:
i) To provide legal support to various departments of the project wherever
required.
ii) To make preventive measure for avoiding in fructuous litigation by legal
vetting of various types of contracts, agreements and security documents
prior to their final execution.
iii) To minimize the cost of litigation wherever possible.
iv) To standardized various types of contracts, Bank Guarantees, Indemnity
Bonds and other Security documents for achieving uniformity in approach.
v) To render legal opinion on the complex issues.
vi) To prosecute / defend the court cases and court cases arising out of
arbitration cases in Supreme Court /High Court / Tribunals, arbitrators.
vii) To liaison with advocates and to provide support in preparing of pleading /
written submission / arguments.
viii) To procure legal opinion from outside legal expert such as AGI, SGI, ASGI.
9) HR – RAJBHASHA
Hindi as a National Language has been recognized and a separate section with the
name of “RAJBHASHA ANUBHAG” came in to existence. The section looks after the
recommendation / guidance of Dep’t. Of Official languages, Govt. of India. Since,
Rihand is situated in UP which is among one of the Hindi speaking states, the Hindi
Section is organizing various workshop & sends reports to the Dep’t. Of Official
Languages, govt. of India. The Rajbhasha Anubhag has done a lot for the promotion of
Hindi as an official language. It also coordinates for conducting the PRAVIN, PRAGYA
& PRABODH examinations organized by Dep’t. Of Official Languages, Govt. of India.
For the promotion of Hindi various incentives are given to the employees who drafts 180
Nos. of letters in Three months or 10,000 words in three months. Special incentives are
also given to the employees for translating the technical books in to Hindi.
CORE VALUE
Introduction
The four to six words or statements that make up the core values reflect the basic
principles that guide our interactions with every stakeholder of the organization. They
also establish the boundaries of behavior for all associates of the culture or subculture.
Highly effective organizations share a common quality that sustains their success and
sets them apart as great places to work: a strong set of deeply imbedded and broadly
held core values. They may be few in number but they are powerful in defining the
manner in which associates are expected to interact with and treat other stakeholders
both inside and outside the organization.
Core values establish the foundation of the culture. Until we decide what those values
are, and how we will interact with each other, it’s very difficult to do anything else—
whether setting goals, establishing measurements, solving problems or even making
decisions—effectively. As such, core values cannot be left to chance and allowed to
emerge through unconscious neglect. Core values determine whether people work in an
open and trusting environment where opinions are valued, or in an environment that is
tainted by suspicion and tension. Our societal values respect open communication why
should we expect anything less from our work environments? Few would say they thrive
in an environment where they are criticized for sharing how they feel or are worried
whether their personal values are in conflict with those of the people with whom they
work. In environments like that, associates walk around as if on eggshells, afraid to say
anything.
Positive core values allow us to identify with an organization. They tell us where we
stand in relation to the goals of the organization and empower us to ensure the
credibility of our organization in the eyes of customers. Values espoused or not, exist in
every organization. Often they are historical in nature, based
until we decide what those values are, and how we will interact with each other, it’s very
difficult to do anything else effectively.
Values can vary from one organization to another, even among those in the same
enterprise. Individual departments and divisions may even have their own core values.
Even so, they have to consistently reflect the core values of the overarching or
enterprise culture. Effective core values also provide clear expectations of personal
interaction and set boundaries beyond which behavior becomes objectionable.
For example, if a core value is integrity in everything we do, every member of the
culture is expected to honorably fulfill all of his or her obligations and commitments to
stakeholders of the organization. If another core value is treating every stakeholder with
dignity and respect, one might vehemently disagree with an associate’s opinions or
actions but is expected to deal with the issue at hand without personally attacking the
associate personal.
Without these institutionalized values an organization lacks the ability to reach its full
potential in developing its human capital, necessary for optimizing long-term success.
Indeed, without consistent application of the organization’s core values, stakeholders do
not know what to expect from one day to the next, and so are often emotionally,
spiritually and mentally unavailable to assist the organization in reacting and adapting to
changing conditions.
Why core values/Necessity of core values
Core values are the very significant components of the identity of any business. They
are specialized standards set by a company regarding the method of its functioning,
decision making, problem solving, and customer service. The main aim of any company
is to attract profit, which can easily be done if clients and customers are impressed by
the satisfaction provided to them from the services. And for letting the clients know
about the quality of the business, core values of a company essentially have to be set.
There are many advantages that core values bring. The primary benefit of core values
is that they let clients and potential consumers know what the company is all about, and
clarifies the identity of the company. Core values are points to be considered for
maintaining proper corporate relations with the media, customers, public, and other
business entities. Core values also aid companies in the decision making processes.
If a company has to take an important decision, it adheres to and considers its core
values, after which it goes ahead with the appropriate decision. Core values play an
important role in other entities about the goals and motives of the company. In business
terms, core values are the rules, regulations, and guidelines that are to be considered
for the smooth running of the business.
Core Values of Some Companies
Core values of TATA
Tata has always been values-driven. These values continue to direct the growth and
business of Tata companies. The five core Tata values underpinning the way we do
business are:
Integrity: We must conduct our business fairly, with honesty and transparency.
Everything we do must stand the test of public scrutiny.
Understanding: We must be caring, show respect, compassion and humanity
for our colleagues and customers around the world, and always work for the
benefit of the communities we serve.
Excellence: We must constantly strive to achieve the highest possible standards
in our day-to-day work and in the quality of the goods and services we provide.
Unity: We must work cohesively with our colleagues across the group and with
our customers and partners around the world, building strong relationships based
on tolerance, understanding and mutual cooperation.
Responsibility: We must continue to be responsible, sensitive to the countries,
communities and environments in which we work, always ensuring that what
comes from the people goes back to the people many times over
Core values of Accenture
Stewardship
Fulfilling our obligation of building a better, stronger and more durable company for
future generations, protecting the Accenture brand, meeting our commitments to
stakeholders, acting with an owner mentality, developing our people and helping
improve communities and the global environment.
Best People
Attracting, developing and retaining the best talent for our business, challenging our
people, demonstrating a “can-do” attitude and fostering a collaborative and mutually
supportive environment.
Client Value Creation
Enabling clients to become high-performance businesses and creating long-term
relationships by being responsive and relevant and by consistently delivering value.
One Global Network
Leveraging the power of global insight, relationships, collaboration and learning to
deliver exceptional service to clients wherever they do business.
Respect for the Individual
Valuing diversity and unique contributions, fostering a trusting, open and inclusive
environment and treating each person in a manner that reflects Accenture’s values.
Integrity
Being ethically unyielding and honest and inspiring trust by saying what we mean,
matching our behaviors to our words and taking responsibility for our actions.
Core Value of NTPC
The NTPC Core Values are:
Business Ethics
Customer Focus
Organizational & Professional Pride
Mutual Respect & Trust
Innovation & Speed
Total Quality for Excellence
The key challenges in the context of our values are actualization and relevance. To
actualize our core values and ensure that they remain relevant, we have taken various
steps, namely, creating a weight age for values in our Performance Management
Systems; Conduct training programmes on values and including sessions on values in
our key programmes; Rewarding value based behavior and creation of Value
Actualization Task force. A Vision & Values Revisit Workshop by our top management
is a major component of our core value actualization.
A culture of celebrating achievements and a strong focus on performance are a way of
life in NTPC. Performance and achievements are an outcome of constant learning and
its application; Performance management; Rewards and recognitions; Provision of
opportunities to create and compete; seeking feedback from employees and genuine
interest and concern for employees.
NTPC holds pride in its systems for providing a good quality of work-life to its
employees. In addition to providing beautiful and safe work places, NTPC encourages a
culture of mutual respect and trust amongst peers, superiors and subordinates.
Away from hectic city life, NTPC townships provide an environment of serenity, natural
beauty and close community living. Numerous welfare and recreation facilities including
schools, hospitals and club are provided at township to enhance quality of life and well
being of employees and their families. An entire range of employee benefits ranging
from child care leave to post retirement medical benefits are extended to employees to
meet any exigency that may arise in a person's life.
NTPC has, from its inception created a culture of rewards and recognitions through
celebration of various achievements and events and recognizing the contributions of
employees/teams behind such success. There are reward schemes for individual and
teams excelling in their work right from the stage of project construction to the running
of the power station, as well as, awards for special events/ competitions where
employees can demonstrate their competence and skills. NTPC also recognizes the
contribution of employees’ families through involving them in various events and
competitions.
RESEARCH METHODOLOGY
RESEARCH METHODOLOGY
Research is a systematic method of finding solutions to problems. It is essentially an
investigation, a recording and an analysis of evidence for the purpose of gaining
knowledge. According to Clifford woody, “research comprises of defining and redefining
problem, formulating hypothesis or suggested solutions, collecting, organizing and
evaluating data, reaching conclusions, testing conclusions to determine whether they fit
the formulated hypothesis”
Hypothesis
We have taken an assumption that the core values of NTPC is
conducive i.e. the employees believe in core values of the company and works
according to that.
Research Design
Research design is the plan for the conduct of actual research investigation. Such
design provides guideline for the researcher to keep a track on his actions and to know
that he is moving in the right direction on data collection.
Research Objective
To know, whether the employees of NTPC Rihand believe in core values of
NTPC and to provide any suggestions if required.
To know the thinking of different grades of employees of NTPC Rihand in terms
of core values.
Data Sources
a. Primary Data:-
Primary data are the data gathered for the specific research project and are
directly taken from the very source of information.
Responses of Employees through Questionnaire.
Personal Interview with the Employees of NTPC
b. Secondary Data:-
Secondary data are the data, which already exists and were collected for some
other purpose or for similar previous studies. Secondary data were proved to be
instrumental in structuring the questions to be asked for collecting primary data.
Various books on Human resources.
Website of NTPC, www.ntpc.co.in
NTPC document and magazines.
Journals
Research Approach
Primary data can be collected in several different ways these methods of collecting
primary data are called research approaches. Research approaches are of following
types:-
Observational research
Focus group research
Survey research
Experimental research.
Behavioral data research
For this project the survey research method was adopted, and a survey was conducted
in which employees were interviewed to know how far employees are satisfied of NTPC.
Sample Design
A sample design is a finite plan for obtaining a sample from a
given population. Simple random sampling is used for this study.
a) Sample population
It is segment to Executive class and Non-executive class employees of NTPC.
b) Sampling frame
Since the manpower of NTPC Rihand Nagar is 1500(approx) of different grades,
so the sample frame is obtained accordingly.
c) Sampling unit
The sample unit consists of all Executives and Non Executives of NTPC Rihand
Nagar.
d) Sample size
Large sample gives more reliable results than small samples. However it is not
necessary to sample the entire population or even a substantial portion to
achieve reliable result. After considering time constraint and cost effectiveness
for the project total 304 peoples are surveyed.
. There are three types of employees:
Workmen
Supervisors
Executives
We have selected executives & non-executives for our survey of core values.
Place of Information: - NTPC Rihand Nagar.
Research Instrument
The two main research instruments in collecting primary data are:
A. personnel Interview
B. Questionnaire
A) Personnel Interview:
It is one of the important sources to collect primary data. Through personnel interview
interviewer can ask question according to research requirement. Data which is collect
by personnel interview is more reliable than other sources.
B) Questionnaire:
Questionnaires consist of a set of questions presented to the respondent for their
answer. Because of its flexibility the questionnaire is by far the most common
instrument used to gather primary data. Questionnaire needs to be carefully developed
and tested before they are actually used on a large scale.
QUESTIONNAIRES ARE OF TWO TYPES:
a) Open ended questionnaire
It consists of open ended questions that allow the respondent to answer in their
own words. Such questionnaires revel more because they do not constraint
respondent's answers.
b) Closed ended questionnaire
This questionnaire consists of questions that pre-specified all the possible
answers, tabulation and interpretation of such Questionnaires are easier as compare to
open ended questionnaire.
Scale: 5- point scale.
Strongly Agree (5)Agree (5)
Agree (4) Neither agree nor disagree (3)
Disagree (2) Strongly disagree (1) (1)
Sampling: Simple random sampling the one which ensures elimination of bias &
estimation of sampling errors. Here we have used summated (or likert- type scale)
which consists of a number of statements that expresses either a favorable or an
unfavorable attitude towards the given object to which the respondent is asked to react.
The respondent indicates his agreement or disagreement with each statement in the
instrument. Each response is given a numerical score, indicating its favorableness or
unfavourableness, and the score is totaled to measure the respondent’s attitude. In
other words, the overall score represents the respondent’s position on the continuum of
favorable-unfavourableness towards an issue.
PRECAUTIONS
Precautions which have been taken at the time of drafting the questionnaire are:
I. There is appropriate number of questions for the convenience of executives.
II. Personal questions have been avoided.
III. All questions are and has clear meaning
IV. All are arranged logically and sequencly.
V. Every question is specific and relevant to the topic.
DATA ANALYSIS
DATA ANALYSIS
In this survey the questionnaire has been designed in such a way
that the questions reflect certain parameters .The questionnaire consist of 30 questions,
the following parameters are reflected by the questions
S.NO Parameters Questions1 Business Ethics 1,8,22,24,252 Customer Focus 2,9,16,21,233 Organizational & Professional pride 5,15,18,19,264 Mutual Respect &Trust 3,4,12,27,285 Innovation & Speed 10,11,20,29,306 Total Quality For Excellence 6,7,13,14,17
The graph below shows the views of the 304 employees
surveyed irrespective of their department and grades. The graph is drawn on the basis
of the views of the employees; in terms of the number they have marked in
questionnaire i.e., 1, 2,3,4,5. The score ranges from 1 to 5, 1 being the lowest score
and 5 being the highest score.
The score is calculated on that basis only I, e. view of 304 employees divided by the
no. of views.
The tabulation is used for preparing graph is shown below.
Core Values (All Employees)
The views of all employees that are surveyed i.e., 304 irrespective of their grades is given in graph -1. The total average score is calculated on the basis that graph is drawn.
S.NO PARAMETER QUESTIONS AVERAGE SCORE
1 Business Ethics 1,8,22,24,25, 3.642 Customer Focus 2,9,16,21,23 3.853 Organizational & Professional pride 5,15,18,19,26 4.084 Mutual Respect &Trust 3,4,12,27,28 3.915 Innovation & Speed 10,11,20,29,30 3.676 Total Quality For Excellence 6,7,13,14,17 3.81
Findings
The total average score is 3.83, which shows that core values are conducive in
NTPC.
The maximum score is 4.08 for Organizational & Professional Pride, which is
very good.
The minimum score is 3.64 for Business Ethics.
Core values (W1-W10)
This graph shows the views of the workmen in NTPC Rihand Nagar, irrespective of their department. The tabulation below shows the score of each questions on the basis of which average score is calculated and finally graph is drawn.
The workmen is from W1 to W10
S.NO PARAMETER QUESTIONS AVERAGE SCORE
1 Business Ethics 1,8,22,24,25, 3.122 Customer Focus 2,9,16,21,23 3.273 Organizational & Professional pride 5,15,18,19,26 3.474 Mutual Respect &Trust 3,4,12,27,28 3.335 Innovation & Speed 10,11,20,29,30 3.196 Total Quality For Excellence 6,7,13,14,17 3.24
Findings
The average score for workmen (W1-W10) is 3.27, which shows that the core values are conducive in NTPC.
The maximum score is 3.47 for Organizational & Professional Pride.
The minimum score is 3.12 for Business Ethics.
Core Values (E1-E4)
This graph shows the views given by the executives from grade E1 to E4,
which include
The table below shows the average score of the executives (E1-E4).
S.NO PARAMETER QUESTIONS AVERAGE SCORE
1 Business Ethics 1,8,22,24,25, 2.912 Customer Focus 2,9,16,21,23 3.143 Organizational & Professional pride 5,15,18,19,26 3.334 Mutual Respect &Trust 3,4,12,27,28 3.195 Innovation & Speed 10,11,20,29,30 2.886 Total Quality For Excellence 6,7,13,14,17 3.08
Findings
The average score for executives (E1-E4) is 3.09, which shows that the core values are conducive in NTPC.
The maximum score is 3.33 for Organizational & Professional Pride.
The minimum score is 2.88 for Innovation & Speed & 2.91 for Business Ethics,
which means it needs attention.
Core Values (E5 & E6)
This graph gives the views of the employees in the grades of E5 & E6,
The table below shows the average score for executives (E5 & E6)
S.NO PARAMETER QUESTIONS AVERAGE SCORE
1 Business Ethics 1,8,22,24,25, 3.082 Customer Focus 2,9,16,21,23 3.263 Organizational & Professional pride 5,15,18,19,26 3.404 Mutual Respect &Trust 3,4,12,27,28 3.175 Innovation & Speed 10,11,20,29,30 2.176 Total Quality For Excellence 6,7,13,14,17 3.17
Findings
The average score for executives (E5 & E6) is 3.21, which shows that the core values are conducive in NTPC.
The maximum score is 3.40 for Organizational & Professional Pride.
The minimum score is 3.08 for Business Ethics.
Core Values (E7 & Above)
The graph below shows the views of the executives (E7 & above)
The table below shows average score of executives(E7 & above)
S.NO PARAMETER QUESTIONS AVERAGE SCORE
1 Business Ethics 1,8,22,24,25, 2.942 Customer Focus 2,9,16,21,23 2.933 Organizational & Professional pride 5,15,18,19,26 3.154 Mutual Respect &Trust 3,4,12,27,28 3.075 Innovation & Speed 10,11,20,29,30 2.886 Total Quality For Excellence 6,7,13,14,17 3.04
Findings
The average score for executives (E7 & Above) is 3.00, which shows that the core values are conducive in NTPC.
The maximum score is 3.15 for Organizational & Professional Pride.
The score which is below 3 is 2.88 for Business Ethics, 2.93 for Customer Focus
& 2.94 for Business Ethics, which needs attention.
CONCLUSION
The core values of NTPC is B-COMIT, that refers to business ethics, customer
focus, organizational & professional pride, mutual respect & trust, innovation and speed
and total quality for excellence. The hypothesis which we have taken for this project is
that the core values in the company are conducive.
The hypothesis which we have taken is proved to be correct. As the
average score of the core values are 3.83 in a scale of 1-5. The minimum score in each
graph is for Business Ethics and maximum score is for Organizational and Professional
Pride.
The sample size which we have taken was 304 which include all the
employees irrespective of the grades and the departments. The average score in case
of each grade was above 3, which means the level of core value is good in the
organization. The core values are important for the organization as it displays the work
culture and ethics. It also provides information about the employee’s loyalty towards the
organization. The core values also reflect about the employee relations. The core
values encourage employees to take certain decisions of their own in relation to work,
which in turn provides new innovative ideas which helps the organization.
LIMITATION OF STUDY
I have sincerely tried my best to prepare this project report in precise manner with
accuracy.
During the completion of the project the limitation faced by me are as under.
As the project required the surveys, interviews, and necessary advice of the
executives, the busy schedule of the employees was a constraint for completion
of the project in the given time frame.
The survey of the employees was to be conducted in different departments and
which was geographically separated.
As the study is only for one particular organization, inter organization comparison
is not possible.
The study was limited to NTPC/RhSTTPP, so the result cannot be generalized to
macro level.
It was quite tough in filling the forms from the workers who were under W5.
SUGESSTIONS In training session some emphasis should be given to the core values, so it
would become easy for the employees to adapt the core values of the company
As the lowest score is for Business Ethics, therefore some attention should be
given in a way that employees may understand its importance.
Innovation & Speed also requires attention, which means the innovative ideas of
the employees should be encouraged.
The executives of grade (E7 & Above) the average score is 3, which is
satisfactory and it can be improved in future by conducting some special training
programmes for them.
In the present scenario as the power sector is getting privatized and the
competition is increasing the employees of the NTPC should be more customer
focused and efforts should be done in this direction.
BIBILOGRAPHY
Websites:
www.ntpc.co.in
www.ntpc.nic.in
Local intranet of NTPC, Rihand
www.google.com
Records:
Records from HR Department of NTPC, Rihand.
NTPC Rules/Policy on recruitment, promotion, disciplinary practices, working
hours etc.
House Journals of NTPC (NTPC News etc.)
HR Manual of NTPC available in intranet.
NTPC News Samachar
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