Summer Training Report

SUMMER TRAINING REPORTON

ldquoANALYSIS OF PERFORMANCE MANAGEMENT SYSTEMrdquo

IN

NTPC LTD

(FARIDABAD)

SUBMITTED TO - SUBMITTED BY-

(MD UNIVERSITY ROHTAK) BHARTI DEVI

FOR FULL TIME DEGREE COURSE OF MBA

MASTER OF BUSINESS ADMINISTRATION

(MBA)

DAV INSTITUTE OF MANAGEMENT FARIDABAD

(1)

ACKNOWLEDGEMENT

It gives me pleasure and satisfaction categorically state that Project is not

solo effort So many people have contributed there bit to it It is very difficult to

individualize my gratefulness here to all whose contribution has blossomed into

this project Still my first and foremost gratitude and thanks exist for those who

have given me the insight to do the job The task of completing this project would

have been difficult if it was not for timely help support and encouragement given

to me by numerous people

The project would not have taken shape without the constant guidance

advice and insight of Ms S BAHMANI (DGM HR) Mr Rk Niranjan

(Manager EDC) whom I express my sincere thanks for their guidance

To all those who gave me valuable and relevant information regarding my

project

BHARTI DEVI MBA

(2)

DECLARATION

This is to certify that the Project work entitled lsquoANALYSIS OF

PERFORMANCE MANAGEMENT SYSTEMrsquo done by me BHARTI

DEVI for degree of MBA II SEM DAV INSTITUTE OF

MANAGEMENT NH-3 FARIDABAD is not copied and is result of

my own efforts

BHARTI DEVI

MBA

(3)

PREFACE

As per the curriculum of the University for the MBA degree course in Human

Resource Project training has to be undertake in 2nd semester for the practical

overview of the industry

To fulfill this requirement I took my 8 weeks training from 9th June to 31th July at

NTPC Ltd Faridabad During the training everything that I have learnt amp studied

has been briefed in this report

The report contains the necessary information in Human Resources in the main

parts of the plant The information has been prepared to best of my knowledge and

the data made available by NTPC officials

At the end I m confident that after this training I am well aware of the industrial

atmosphere amp have an overview about the power industry amp it would be helpful

for my future amp career

(4)

INDEX

Ch-1 INTRODUCTION OF NTPC

- History

- Group

- Installed capacity

- NTPC Strategies

- NTPC Awards

- Growth Plans of NTPC

- Introduction of Human Resource

- Objectives

- Role of HR

Ch-2 RESEARCH METHODOLOGY

Ch-3 FARIDABAD PLANT

Ch-4 PMS SYSTEM IN NTPC FARIDABAD

- Objectives

- Applicability

- PMS Process

- PMS Cycle

- Various kinds of Performance management system

- Role of PMS Officer

- Normalization process

- Audit of PMS

- Appendices

- Managing Performance

Ch-5 QUESTIONNAIRE AND DATA ANALYSIS

Ch-6 RECOMMENDATIONS

Ch-7 CONCLUSION

BIBLOGRAPHY

WEBOGRAPHY

ANNEXURE

(6)

VISION AND VALUES

Corporate Vision

ldquoA world class integrated power major powering Indiarsquos growth with increasing global presencerdquo

Core Values

B-Business Ethics

C-Customer Focus

O-Organizational amp Professional pride

M-Mutual Respect and Trust

I- Innovation amp Speed

T-Total quality for Excellence

(7)

ABOUT THE COMPANY

NTPC Limited is the largest thermal 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 holds 895 of the total equity shares of

the company and the balance 105 is held by FIIs Domestic Banks Public and others Within a span of 31 years NTPC has emerged as a truly national power company with power generating facilities in all the major regions of the country

(8)

NTPCrsquos core business is engineering construction and operation 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 date the installed capacity of NTPC is 27904 MW through its 15 coal based (22895 MW) 7 gas based (3955 MW) and 4 Joint Venture Projects (1054 MW) NTPC acquired 50 equity of the SAIL Power Supply Corporation Ltd (SPSCL) This JV company operates the captive power plants of Durgapur (120 MW) Rourkela (120 MW) and Bhilai (74 MW) NTPC also has 2833 stake in Ratnagiri Gas amp Power Private Limited (RGPPL) a joint venture company between NTPC GAIL Indian Financial Institutions and Maharashtra SEB Holding CoLtdNTPCrsquos share on 31 Mar 2007 in the total installed capacity of the country was 2018 and it contributed 2850 of the total power generation of the country during 2006-07

(9)

EVOLUTION OF NTPC

NTPC was set up in 1975 with 100 ownership by the Government of India In the last 30 years NTPC has grown into the largest power utility in India

In 1997 Government of India granted NTPC status of ldquoNavratnarsquo being one of the nine jewels of India enhancing the powers to the Board of Directors

NTPC became a listed company with majority Government ownership of 895

NTPC becomes third largest by Market Capitalization of listed companies

The company rechristened as NTPC Limited in line with its changing business portfolio and transform itself from a thermal power utility to an integrated power utility

AT PRESENT (2009) NTPC is the largest power utility in India accounting for about 20 of Indiarsquos installed capacity

(10)

NTPC GROUPNTPC Limited

1975

1997

2005

2004

Subsidiaries

Joint Ventures

(11)

INSTALLED CAPACITY (AN OVERVIEW )

NTPC Vidyut Vyapar

Nigam Limited 100

NTPC Electric Supply

Co Limited

100

Pipavav Power

Development Co Ltd

100

NTPC Hydro Limited

100

Utility Powertech

Limited

50

NTPC Alstom Power

Services Pvt Limited

50

Bhilai Electric Supply Co Pvt Limited

50

NTPC-SAIL Power

Company Pvt Limited

50

NTPC-SAIL Power

Company Pvt Limited

50 Ratnagiri Gas amp Power Private Ltd

2833

PTC India Limited

8

NTPC Tamilnadu

Energy Co Limited

50

Projects No of Projects Commissioned Capacity

(MW)

NTPC OWNED

COAL 15 22895

GASLIQ FUEL 07 3955

TOTAL 22 26850

OWNED BY JVCs

Coal 3 314

GasLIQ FUEL 1 740

GRAND TOTAL 26 27904

Captive Power Plant under JVs with SAIL Power Plant under JV with GAIL FIs amp MSEB

PROJECT PROFILE (Coal Based Power Stations)

Coal based State Commissioned Capacity(MW)

1 Singrauli Uttar Pradesh 2000

2 Korba Chattisgarh 2100

3 Ramagundam Andhra Pradesh 2600

4 Farakka West Bengal 1600

5 Vindhyachal Madhya Pradesh 3260

6 Rihand Uttar Pradesh 2000

7 Kahalgaon Bihar 1340

8 NTCPP Uttar Pradesh 840

9 Talcher Kaniha Orissa 3000

10 Unchahar Uttar Pradesh 1050

11 Talcher Thermal Orissa 460

12 Simhadri Andhra Pradesh 1000

13 Tanda Uttar Pradesh 440

14 Badarpur Delhi 705

15 Sipat Chattisgarh 500

Total (Coal) 22895

GasLiq Fuel Based Power Stations

Gas based State Commissioned Capacity

(MW)

16 Anta Rajasthan 413

17 Auraiya Uttar Pradesh 652

18 Kawas Gujarat 645

19 Dadri Uttar Pradesh 817

20 Jhanor-Gandhar Gujarat 648

21 Rajiv Gandhi CCPP Kerala 350

Kayamkulam

22 Faridabad Haryana 430

Total (Gas) 3955

Power Plants with Joint Ventures

Coal Based State Fuel Commissioned

Capacity(MW)

23 Durgapur West Bengal Coal 120

24 Rourkela Orissa Coal 120

25 Bhilai Chhattisgarh Coal 74

26 RGPPL Maharastra NapthaLNG 740

Total(JV) 1054

Grand Total (Coal + Gas + JV) 27904

Projects Under Implementation

Coal Hydro State Fuel

Additional Capacity Under Implementation (MW)

1 KahalgaonStage II (Phase I) (Phase II) Bihar Coal

500500

2 Sipat (Stage I) (Stage II) Chhattisgarh Coal 1980

500

3 Barh Bihar Coal 1980

4 Bhilai (Exp Power Project-JV with SAIL) Chhattisgarh Coal 500

5 Korba (Stage III) Chhattisgarh Coal 500

6 Farakka (Stage III) West Bengal Coal 500

7 NCTPP (Stage II) Uttar Pradesh Coal 980

8 Simhadri (Stage II) Andhra Pradesh Coal 1000

9 Koldam (HEPP)Himachal Pradesh Hydro 800

10 Loharinag Pala (HEPP) Uttarakhand Hydro 600

11 Tapovan Vishnugad (HEPP) Uttarakhand Hydro 520

Total (Coal + Hydro) 10860

(15)

NTPC STRATEGIES

(16)

AWARDS TAKEN BY NTPC

UNCHAHAR STATION OF NTPC RECEIVED THE COVETED ASIAN POWER PLANT OF THE YEAR AWARD 2006 FOR EFFICENCY ENVIRONMENT OPERATIONAL CHARACTERSTIC AND BUSINESS MANAGEMENT

NTPC BAGS SEVEN NATIONAL AWARDS FOR MERITORIOUS PERFORMANCE

RANKED TOP AWARDEE FOR MOU AWARD FOR EXCELLENCE IN PERFORMANCE BY GOVT OF INDIA

NTPC HAS BEEN RANKED FIRST AS PER TOTAL INCOME IN THE POWER GENERATION TRANSMISSION DISTRIBUTION SECTOR AMONG INDIArsquoS TOP 500 COMPANIES FOR THE YEAR 2006 BY DUN amp BRADSTREET

PMI NTPC HAS BAGGED THE PRESTIGIOUS GOLDEN PEACOCK NATIONAL TRANING AWARD 2006 FOR 4TH YEAR IN SUCESSION

WON THE SCOPE MERITIOUS AWARD FOR BEST PRACTICES IN HUMAN RESOURCE MANAGEMENT

(17)

GROWTH PLANS

Circa 2017 NTPCrsquos corporate profile By the year 2017 NTPC would have successfully diversified its generation mix diversified across the power value chain and entered overseas markets As a result NTPC would have altered its profile significantly Elements of the revised profile that NTPC would seek to achieve are

Amongst top five market capitalization in the Indian market An Indian MNC with presence in many countries

Diversified utility with multiple businesses

Setting benchmarks in project construction and plant availability amp efficiency

Preferred employer

Have a strong research and technology base

Loyal customer base in both bulk and retail supply

A leading corporate citizen with a keen focus on executing its social responsibility

(18)

NTPC FARIDABAD HR Vision

To enable our people to be a family of committed world class professionals

HUMAN RESOURCEPowering Indias Growth Through people

NTPC believes in achieving organizational excellence through Human Resources and follows People First approach to leverage the potential of its 23500 employees to fulfill its business plans Human Resources Function has formulated an integrated HR strategy which rests on four building blocks of HR viz Competence building Commitment building Culture building and Systems building All HR initiatives are undertaken within this broad framework to actualize the HR Vision of enabling the employees to be a family of committed world class professionals making NTPC a learning organizationTo induct talent and groom them into a dedicated cadre of power professionals Executive Trainee Scheme was introduced in the year 1977 for recruitment in the disciplines of Mechanical Electrical Civil Control amp Instrumentation and now encompasses Computer Science Chemistry HR and Finance disciplines also Besides a comprehensive one year training comprising theoretical inputs as well as on-the-job training the new recruits are also attached with senior executives under a systematic and formal Mentoring System of the company to integrate them into the Culture of the company

As part of post employment training and development opportunities a systematic Training plan has been formulated for ensuring minimum seven man days training per employee per year and includes level-wise planned intervention designed to groom people for assuming positions of higher responsibility as well as specific need-based interventions based on scientific Training Needs Analysis NTPC has set up 15 project training centres 2 simulator training centres and an apex institute namely Power Management Institute (PMI) While the project training centres (Employee Development Centres) have specialized in imparting technical skills and knowledge PMI places emphasis on management development Besides opportunities for long term education are also provided through tie ups with reputed Institutions like IIT Delhi (MTech in Power Generation Technology)MDI Gurgaon (Executive MBA programme) BITS Pilani (BTech) etc In order to realize the HR Vision of making NTPC a learning Organization by providing opportunities to continually learn new capabilities a number of initiatives have been taken NTPC Open Competition for Executive Talent (NOCET) is organized every year in which teams of executives compete annually through oral and written presentation on a topical theme

(19)

Similarly Professional Circles have been formed department-wise where Executives of the department meet every fortnight to share their knowledge and experiences and discuss topical issues In order to tap the latent talent among non executives and make use of their potential for creativity and innovation Quality Circles have been set up in various unitsoffices in NTPC Besides a management journal called Horizon is published quarterly to enable employees to share their ideas and experiences across the organization

Demonstrating its high concern for people NTPC has developed strong employee welfare health amp well-being and social security systems leading to high level of commitment NTPC offers best quality-of-life through beautiful townships with all amenities such as educational medical and recreational opportunities for employees and their family members The motivation to perform and excel is further enhanced through a comprehensive NTPC Rewards and Recognition system In order to institutionalize a strong Culture based on Values a number of initiatives are taken to actualize the Vision and Core Values (BCOMIT) across the company A culture of celebrating achievements and a strong focus on performance are a way of life in NTPC

NTPC has institutionalized Development Centers in the company to systematically diagnose the current and potential competency requirements of the employees with the objective of enhancing their development in a planned manner These Centers give a good insight to the employees about their strengths and weaknesses the gaps in their competencies which they can bridge through suitable support from company Due to innovative people management practices there is a high level of pride and commitment amongst employees as reflected in the various external surveys including ldquoGreat Places to Work for in Indiardquo in which NTPC was rated third Great Place to work for in the country in 2005

(20)

OBJECTIVES OF HR

TO ENHANCE ORGANISATIONAL PERFORMANCE BY INSTITUTIONALISING AN OBJECTIVE AND OPEN PERFORMANCE MANAGEMENT SYSTEM

TO ALIGN INDIVIDUAL AND ORGANIZATIONAL NEEDS AND DEVELOP BUSINESS LEADERS BY IMPLEMENTING A CAREER DEVELOPMENT SYSTEM

TO ENHANCE COMMITMENT OF EMPLOYEES BY RECOGNIZING AND REWARDING HIGH PERFORMANCE

TO BUILD AND SUSTAIN ALEARNING ORGANIZATION OF COMPETENT WORLD CLASS PROFESSIONALS

TO INSTITUTIONALIZE CORE VALUES AND CREATE A CULTURE OF TEAM BUILDING EMPOWERMENT EQUITY INNOVATION AND OPENNESSWHICH WOULD MOTIVATE EMPLOYEE AND ENABLEACHEIVEMENT AND STRATEGIC OBJECTIVES

(21)

(22)

CHAPTER-2

RESEARCH METHODOLOGY

(23)

RESEARCH METHODOLOGYTHE RESEARCHResearch has to be undertaken in a systematic manner to ensure that problems are dealt with properly and that

nothing overlooked The systematic way in which research was undertaken and referred to as the research

process to which there are a number of stages Each stage is explained in brief in context with the project

undertaken as written as under

NATURE OF MARKET RESEARCH

Information plays an important role in helping firm to make decisions A firm undertakes marketing research to

uncover facts about both buyer and non-buyer of its products This involves ascertaining the nature of wants and

assessing the current and potential demand for products and services Information can help to reduce the element

of uncertainty and guess work in making marketing decision

Main divisions of marketing research are -

1 Customer Research Covering such matters as buyer behavior in relationship to social economic and

cultural factors

2 Product Research Concerned with the design development and testing of new products the

improvement of existing products and prediction if trends in consumer preferences related to styling

Product performance and quality of materials

3 Sales Research Examining the selling activities of a company usually by sales outlets territories

agencies and so on

4 Promotion Research Concerned with testing and evaluation of the effectiveness of the various methods

used in promoting companyrsquos product or services This include things such as exhibition public relation

campaigns merchandising consumer and trade advertising etc

Research Design - The Research was ldquoDescriptiverdquo in nature as is dealt with describing the market and the

buying behavior of consumers The research was designed to discover the potentiality of HERO HONDA in

the markets of Bharatpur

(24)

and also the survey of the customers to know about their perception the psychological factors associated

with the product the benefits they are looking forth from the product and how do they rank the company in

the competition of the its rivals

Sample Design - The first step in order to accomplish the task was to draw a sample To serve this purpose

the sample technique adapted was ldquoRandom Samplingrdquo Also by adopting this procedure it was ensured that

the sample drawn would have the same composition and characteristics of the population

Types of universe - The customers were basically were the normal individuals comprising of working

professionals businessmen students collegiate etc who are riding on to roads with Hero Honda confidently

Size of the sample - Since the population was homogeneous in nature to large extent hence a sample size

of 80 respondents was taken into account to achieve the objective of the study Other prominent factors kept

in view while determining the size of the sample were size of the population the number of questions in the

schedule the sampling procedure adopted and the time constraint Thus a sample consisting of 80

respondents were chosen which fulfilled the requirements of efficiency reliability and flexibility

Method of data collection - A questionnaire was designed containing a Performa of set of questions was

developed to conduct the survey The researcher put the respondents the questions from the performer and

recorded the replies The schedule was available alternatives for data collection The other option was that of

interview and questions The schedule has many features which added value to its use as a tool for

accumulation of the required information Sources are 1- primary method I use primary method through

questionnaire 2- Secondary method I use secondary method through books newspaper internet etc

(25)

Interview as a tool is quite economical but it is difficult to record and retain the information and

especially if the queries include open ended question Moreover schedule surveys the purpose of a structure

form the interview Though schedule has limitations like error on behalf of researchers while recording the

response or putting the query

It solved the purpose of data collection for the project

Contents of the schedule - The schedule mainly comprised closed end questions A structure schedule was

preferred for the study Also the language was kept as simple as possible and the questions were made an

unambiguous as possible The questions have been arranged in a form to provide all the needed information in

maximum possible standardized form The schedule consisted of questions which probed for the preference and

the reasons for certain buying pattern of the respondents In order to evaluate the efficiency of the schedule a

pilot survey was carried out On the basis of the finding of the pilot survey necessary alternations were made in

he schedule to make it more effective

(26)

CHAPTER-3 FARIDABAD PLANT

(27)

NTPC FARIDABAD

(28)

Detail of NTPC ndashFaridabad is as follows-

MANUFACTURING PROCESS WITH DETAILS OF RAW MATERIALS INTERMEDIATE AND FINISHED PRODUCTS

BRIEF DESCRIPTION OF PLANT PROCESS

Salient Features1 Project Faridabad Gas Power Project

2 Location Village Mujedi P O Neemka Faridabad

State Haryana

3 Plant Capacity 432 MW

4 Plant Configuration Gas Turbine 1 - 138 MW

Gas Turbine 2 - 138 MW

Steam Turbine - 156 MW

5 Mode of Operation Base Load

6 Fuel Natural Gas

7 Alternate Fuel Naphtha

8 Average Gas 2 million cubic meters per day

requirement

9 Fuel Source HBJ pipe line ( through GAIL )

10 Cooling water Rampur Distributory

source

11 Naphtha Storage 2 tanks of 8000 Kl Capacity each

12 Power Evacuation 2X220 KV Double circuit lines to220 KV BBMB

sub-station at Samaipur ( Ballabgarh )

2X220 KV Double Circuit lines to 220 KV HVPN

sub-station at Palla ( Faridabad )

(29)

NTPC-Faridabad is a power (electricity) generating company with installed plant capacity of 432 MW

The plant configuration is as under

Gas Turbine -1 138 MW

(30)

GENERAL LAYOUT OF FARIDABAD GAS POWER STATION

The whole plant is mainly subdivided into three separate divisions They are-

1 Main building 2 Main generating unit3 Off sites

1 MAIN BUILDING- The main building of the plant are

a) Administration building - this building of the plant has all the departments other than of plant maintenance and operation such as HUMAN RESOURSE FINANCE AND ACCOUNTS SALES SAFETY RESETTLEMENT AND REHABILATION LIBRARY TELEPHONE MATERIAL AND CONTROL CONTRACTS PURCHASE AND STORES

b) SERVICE BUILDING - This building mainly consists of maintenance and operations departments and all other which directly deals with functioning of the plant and all the

technical jobs It has departments such as - EM( ELECTRICAL MAINTENANCE) MM 1amp2(Mechanical maintenance) oampm(operations and maintenance) and stores

2- MAIN GENERATING UNIT - This unit comprises of main functioning plant with all its equipment with a CCR (common control room) controlling all the functions of the plant

3- OFF SITES - These comprise all the other units which otherwise are very much necessary in the proper working of the main generating units They are-

1 BFP building2 Chlorination plant3 CW plant4 PT plant5 ET plant 6 DM plant7 Fire water pump house8 CMB plant9 Black start generating unit

(31)10 Naphtha amp Diesel supplying unit11 Workshop12 Air compressor amp Air washer unit

Above are the necessary department of the plant which are responsible for the generation and supply of the fuels required in the plant while other than these plants one of the major unit responsible for the transmission of the electricity to all the required customer is being done by a separate unit known as Power Grid Corporation of India LTD

(32)

CHAPTER-4

PMS SYSTEM IN NTPC FARIDABAD

(33)

PMS IS ONLY FOR EXECUTIVES IN NTPC FARIDABAD THERE ARE 143 EMPLOYEES OUT OF WHICH 5 ARE SUPERVISORS 94 EXECUTIVES 44 WORKMEN AND 23 DEPARTMENTS SHOWN AS FOLLOWS-

1 PampS2 TS-IT3 TS-FQA4 TS-EMG5 TS6 Safety7 RampM8 OampM-Opn9 OampM-OampE 10 OampM-MTP11 OampM-MM12 OampM-EM

13 OampM-EEMG14 OampM-Civil15 OampM-Chem16 OampM-CampI17 OampM-BE18 OampM19 MEDICAL20 HR21 GM Office22 FampA23 CampM

(34)

PERFORMANCE MANAGEMENT SYSTEM OVERVIEW

Appraising the performance of individual group and organization is a common practice of all societies Whole in some instances these appraisal processes are structure and formally sanctioned in other instances they are an informal and integral part of daily activities Thus teachers evaluate the performance of the students bankers evaluate the performance of the creditors and all of us consciously and unconsciously evaluate our own action from time to time In social interaction performance is conducted in a systematic and planned manner to achiever While spread popularity in a recent years

ldquoperformance appraisal is the systematic periodic and impartial rating of an employeersquos excellence in matters pertaining to his recent job and this potential for a better jobrdquo

ldquoperformance appraisal is ldquothe process of collecting analyzing and evaluating data relative to job behaviors and results of employeesrsquo Performance appraisal is ldquothe systematic evaluation of employees with respect to his potential for developmentrdquo

DEFINATION RELATING TO PERFORMANCE APPRAISAL

According to john Wiley

ldquoStripped of all jargons it is simply an attempt to think clearly about each personrsquos performance and future prospects against the background of this total work situationrdquo

According to Harold Mayfield

ldquoIt is the process of obtaining analyzing and recording information about the relative worth of an employee Performance appraisal and merit rating are used synonymously But strictly speaking performance appraisal is a wider term then merit rating

(35)

PHILOSOPHY OF PERFORMANCE MANAGEMENT SYSTEM

ldquoTo build a culture of performance by aligning individual and organizational objectives and encouraging open communication and continuous feedback

OBJECTIVES

To accomplish the overall organizational vision and mission by linking individual performance to company objectives

To cascade companyrsquos strategic goals to individual level To promote professional excellence To encourage two-way communication between the executive and the

reporting officer and bring about transparency in the performance assessment process

To evaluate the potential of the executive to assume higher responsibilities in the organization

To provide a source of talent for meeting the organizationrsquos growth requirements through a process of mapping the competencies and potential of executives

To translate future skill requirements of the organization into individual development plans

To identify high performers and recognize them through rewards and incentives Sand

To facilitate fulfillment of individual aspirations

APPLICABILITY

PMS is applicable to all executives of NTPC (E1- E9) Executives who join NTPC on deputation or those retaining lien while in

service of NTPC are also covered by this scheme Executives who join in the middle of the PMS cycle (see next section) but

have served for a minimum period of three months NTPC executives who are on secondment or are lent on service to

subsidiaries and joint ventures with NTPC management

(36)

PMS PROCESS

The PMS process is broadly divided into the following stages Performance Planning Mid Year Review Annual Assessment Normalization Feedback Coaching and Counseling

1 Performance Planning

Performance Planning is the process of Defining expectations ie the work to be done the resultstargets to be

achieved and skillscompetencies needed to achieve these objectives Setting ldquoMeasuresrdquo and ldquoTargetsrdquo determining priorities and weightages

of results to be achieved Identifying and allocating appropriate resources (such as manpower tools

training budget etc) to enable the executive to achieve the targets While defining work objectives and measures it is necessary to ensure that

Goals Targets Objectives are SMART (Specific Measurable Agreed Realistic and Time bound)

Results are substantially within the executiversquos control Measures relate to results Data is available for measurement Agreement on mutually agreeable and achievable performance targets is

arrived at after sufficient discussion between reporting officer and executive has take

2 Mid Year Review

Performance management is not an event but an ongoing process Mid year reviews help in the following ways

Reinforcing good performance in time Updating the status of targets ie progress review Identifying areas for ldquomid-courserdquo correction

(37) Revisiting KPAs and goals if necessary Assessing resource and skill requirements affecting the individualrsquos

performance Discussion and feedback on functional competencies managerial

competencies potential competencies and core values actualization Providing early warnings of non-performance ie avoiding year end

surprises

3 Annual Assessment

The objectives of Annual Assessment are to Discuss and arrive at an assessment of performance with respect to agreed

targets Assess the competencies potential and core values actualization by the

individual Agree upon improvement plans and development needs for the individual

4 Normalization

The objectives of the Normalization System in PMS are toEnsure parity and integrity by minimizing variation in rating by different reporting officers across various departments and locations Enhance objectivity and

transparency in the appraisal system To view individual performance from the perspective of organizational achievement

5 Feedback Coaching and Counselling

In order to make PMS an open system and to enhance development orientation across the organization feedback coaching and counselling are essential components Communicating the final performance results of the executive and providing developmental feedback are critical to this process

(38)

51 Feedback

Providing feedback on performance presents the following benefits Creates transparency making PMS more acceptable to individuals Reinforces good performance on time Enables development of coaching and mentoring relationship between

reporting officer and executive Ensures that organizational objectives are achieved to an acceptable standard

and in an acceptable form Providing performance feedback is a delicate matter and the reporting officer should create suitable conditions for providing performance feedback in the most effective manner (Refer to appendix for tips to reporting officers on conducting effective appraisal meetings) In general

Feedback should be focused on the specific performance actions and not on the personality of the executive

Feedback should be generated after reviewing all achievements and issuesthroughout the assessment period and not focused on isolated incidents

Feedback calls for maintaining a log of critical incidents occurring during the assessment period for recording both achievements and failures with details as an aid to memory during performance discussions with the executive

Feedback be given as regularly as possible so that enough opportunities are created for executive to bridge performance gaps through self-development

52 Coaching and Counselling

Coaching is an on-the-job approach to help individuals to develop and raise their skills and levels of competence Coaching typically consists of

Making executives aware of how well they are performing and their present level of knowledge and skill

Providing guidance to individuals to enable them to complete their worksatisfactorily

Motivating individuals to learn new skills and develop themselves(39)

Facilitating individuals to raise their level of contribution and achievementCounselling in the PMS context essentially is a process by which executives can receive assistance in sorting out issues and related to current and future responsibilities and aspirations Therefore reporting officers are required to encourage individuals to plan for their own self-development The process of counselling is through

Recognition and understanding of existing strengths Empowering ie enabling the individual to recognize their own problems

and expressing the same Facilitating action through guidance and expertise ie facilitating the

process whereby the individual evaluates alternatives and formulates action plans to achieve the most suitable course of action

Helping individuals to take ownership of the outcomes of their chosen action

Coaching and counselling together act as a feedback mechanism for the individual on hisher performance It is often used by reviewerreporting officer to communicate the areas for development and improvement to the executive

(40)

PMS Cycle

1 Performance Assessment year

Performance assessment years have been set up as follows

For E6 and above The performance assessment year commences from 1st April of each year and continues until 31st March of the following year

For E1 ndash E5 The performance assessment year commences from 1st January of each year and continues until 31st December of the same year

General Definitions

Demonstration E1-E5 E6-E7 E7A-E8 E9

All Values

ldquoLiverdquo and act out values in day-to-day interaction with all constituencies both internal and external

Ser s serve as role models through ethical behavior and personal involvement in planning communications coaching development of future leaders review of organizational performance and employee recognition

Ins inspire and motivate entire work force and encourage all employees to contribute to develop learn and grow

Set set directions and create an orientation develop and demonstrate clear and visible values and high performance expectations

(47)

VARIOUS KINDS OF PERFORMANCE APPRAISAL SYSTEMS

Personality based performance appraisal system

Here the appraiser is supposed to rate the personality traits of the person being appraised This is not in much in organisations as it very subjective and judgmental It

could also be biased and prejudiced

Competence based performance appraisal system

Here the job analysis is used and the employee is appraised for the skills he exhibits For eg if his job entails dealing with the clients then he is judged foe his effectiveness in dealing with them This enables both the organisation and the employee as to what deficiencies are to be overcome and can be useful in providing training to the employee to better his performance

Result based performance appraisal system

This system concentrates on the final results achieved by the employee irrespective of his personality or deficiencies This is totally related to the job and concentrates on the end results that are more important to the organization

Thus Performance Appraisal is the process to establish the competency and the learning gap in addition to reward system Performance increment would depend on the performance appraisal input for the department and the management for decision making Human Resources would craft the notice and letter to communicate to the employees This is also an important issue Human Resources is the corporate communicator and is responsible for employees communication

(56)

Roles and Responsibilities

1 Role of Executive

The executive shall fill out appropriate portions of the form attend the PMS meetings at all stages (performance planning mid-year review and annual assessment) and be prepared to have an open and frank discussion about hisher performance

The PMS aims at creating amity and convergence of individual and organizational goals and it should be taken in that spirit

The executive is required to show the necessary flexibility and adaptability to the organisational needs and display system discipline through adherence to all PMS requirements

2 Role of Reporting Officer

The reporting officer shall cascade the KPAs based on MoU targets to theexecutives reporting to him in a fair and achievable manner with necessary stretch for individual excellence

The reporting officer should set up performance planning mid-year review and annual assessment meetings with all the executives reporting to him within the specified periods as per the PMS calendar

The reporting officer shall maintain a brief log of all critical incidents occurring within his scope of work as an aid to memory while completing the mid year review annual assessment and giving feedback to the executive

The reporting officer shall carry out the PMS scoring of all executives reporting to him in an objective manner and such that the scores are distributed in a manner requiring minimum adjustment andor normalisation by either the reviewing officer or the Performance Management Committee

In the event of change of KPAs measures targets etc the reporting officer is required to obtain clearance from Reviewing Officer prior to making the change

(57)

3 Role of Reviewing Officer

The reviewing officer shall go through PMS forms for all executives under his purview and ensure that the reporting officer has been objective and unbiased in his scoring of various executives particularly with respect to the sections relating to Competencies Values and Potential

Where required the reviewing officer may recommend some changes to the scores after carrying out a detailed discussion with the respective reporting officer

The reviewing officer shall also carry out an integrity check to ensure that the scores awarded to all the executives under hisher purview are distributed in a manner requiring minimum normalisation by the Performance Management Committee

Where an executive has a grievance against the reporting officer regarding the PMS process the reviewing officer shall intervene and settle the grievance in a fair and objective manner

The reviewing officer shall also be responsible for ensuring ldquostretch targetsrdquo for executives under his charge

The Reviewing Officer shall cascade the KPAs in an open and transparent manner with each reporting officer by sharing his KPAs and targets

4 Role of PMS Officer

A PMS Officer would be designated for each location (plant project region corporate)

The PMS Officer would be responsible for implementing PMS as well as forperiodic administration follow-up tracking and analysis of PMS activities as per schedule in hisher respective location

To ensure collection collation and forwarding the Individual Development Needs forms to the concerned EDC Regional HRD PMI

(58)

Normalization Process

1 Key Elements of the Normalization Process

Executives would be normalised within a cluster with a population of at least 15executives

Depending upon the level location and the number of executives in the given levelfunction executives would be normalised either at the plant Regional Headquarters or Corporate Centre level

The composition of clusters at each grade would be notified by Corporate HR from time to time

In respect of executives on secondmentlent to subsidiariesJVCs normalisationwould be done in respective entities

Normalisation would be done by the Performance Management Committees comprising cross-functional members specifically set up for the purpose

The Performance Management Committees would be the highest level of decision-making body for PMS for the respective level and cluster as the final accepting authority

Constitution of the clusters and Performance Management Committees has been defined as part of the PMS policy

If some clusters need to be merged due to lack of minimum quorum within the cluster such merged clusters should be put up for approval by the concerned PMS Officer with the concurrence of the respective GM or ED to Corporate HR

The authority to change the cluster composition across the organisation at all levels rests solely with GM Corporate HR

Normalization Steps

1 The Performance Management Committee should normalise the performance of executives within a cluster in the context of the overall performance of the unitdepartment vis-agrave-vis the targets laid out in the MOU unit plans and functional plans for the year to ensure that individual performance assessments are in alignment with overall unitdepartment achievements against targets

2The Performance Management Committee plots the distribution of the scores for the cluster to determine whether there is any skewing towards higher or lower scores in any of the departments vis-agrave-vis the other departments within the cluster

3 Checks are made for data incompatibility resulting in skewing of scores The data integrity checks could be on the following areasbull KPA Targets

(59) 1048766 Whether targets have been set at equally challenging levels across departments 1048766 Whether ldquostretch targetsrdquo are truly stretch within a department

Competencies 1048766 Whether ratings have been very generous

1048766 Whether competencies (functionaltechnical or managerial) have been assessed reasonably ie at ldquoMeets Expectationsrdquo level 1048766 Whether too many executives in a department have been overrated (or underrated) on competencies (exceeds expectations) 1048766 Whether certain executives have been overrated (or underrated) consistently on all the functional and managerial competencies

Core values 1048766 Whether ratings have been very generous 1048766 Whether too many executives in a department have been overrated (or underrated) on core values1048766 Whether certain executives have been overrated (or underrated) consistently onall the core values Potential1048766 Whether ratings have been very generous1048766 Whether too many in a department have been overrated (or underrated) on potential competencies1048766 Whether certain executives have been overrated (or underrated) consistently on all the potential competencies

4 After checking the integrity of the above data the Performance Management Committee makes suitable adjustments in the scores in the relevant sections of the concerned individuals

5 If the reviewing officer is not part of the Performance Management Committee then if required the Committee may call the reviewing officer to discuss the scores or evaluation carried out for a particular executive

6 The final scores and the reasons for adjustments (if made) are documented in the PMS form in the section provided An indicative list of reasons for PMS score adjustment is provided in the Annexure

7 After the above steps executives within each cluster will be categorised into Top 20 of the cluster Middle 70 of the cluster and Bottom 10 of the cluster The normalisation process would be iterative until the above categorization is achieved

8 The consolidated list of executives categorized as above for each cluster together with the final score for each employee will be signed by all members of the respective Performance Management Committee

(60)9 The concerned HR would facilitate the entire process of normalisation in the role of a convenor

10 Individual PMS forms of executives would be signed by the Member Convenor of therespective PMC as per the table below

Level Location Member Convenor

E1-E5 For Plant Head ndash Plant HRFor Region Head ndash RHQ HR

For Corporate Centre Head ndash HRD (Promotions Group)

E6 For Plant and RegionalHeadquarters

Head ndash RHQ HR


E7 and above For Plant RegionalHeadquarters andCorporate Centre

ED ndash HR

For all ExecutiveLevels

For NTPC subsidiaryJV under NTPCManagement

Concerned Head of HR

(61)

Audit of PMS1 GuidelinesTo achieve the objectives of the PMS an audit procedure has been put in place to ensure that all users follow PMS guidelines consistently

2 Role of Audit Team

The audits are to be carried out on a sample basis across plants regions Corporate Centre using the format provide in the annexure21Audit of Target SettingThe key role of the audit team shall be to ensure that

The reporting officer is at a minimum level of E5 The KPAs have been appropriately cascaded down at each level with

appropriate balancing and sufficient stretch targets to achieve individual and organizational excellence

There is parity in the targets for executives of a particular level having similar roles and responsibilities

The KPAs have been set with data backup and support The optional competencies which are set are in line with the executiversquos role

and grade The KPA target setting has been discussed between the appraiser and

appraisee Interdepartmental targets have been set accurately with appropriate linkages

to smoothen the process of achieving individual targets22Audit of Mid-Year Review and Annual Assessment

The key role of the audit team will be to ensure that Changes made to the Targets and KPA during the Mid-year Review reflect

the departmentalplant needs The overall scores for the KPA targets are in line with the departmental

outcomesresults for the year with sufficient ldquostretchrdquo targets The calculation of marks in each section of the PMS has been done

accurately The data of a clusterlarge department follows a natural curve with

differentiation between top performers (20) middle (70) and bottom performers (10)

The reporting officers have followed the principles of evaluation and reasonably avoided rating biases while evaluating a group

(62)23Audit of Normalization ProcessThe role of the audit team shall be to

Ensure that the principles of normalization have been followed Review the final list of executives who form the top 20 and ensure that

their performance scores indeed accurately reflect the highest performance level within the cluster that they are taken from and the departments that they belong to

3 Composition of the Audit Committee and Submission of Report

The audit team and the submission of the audit report to the concerned authority shall be as under The report should only highlight the exceptions and non-compliance issues to enable suitable action to be taken

Area Audit Team Report Submitted toPlants Head of OampM

Head of Technical ServicesHead of HR

Head of HR for therespective Region

Regions Head of OSHead of PampSPampMHead of HR

Corporate HRD

Corporate Centre Nominated member from Corporate Planning (from MoU group)Nominated member from EngineeringNominated member from HRAll nominated members will not be below the level of DGM

Corporate HRD

Audit by Corporate HR Corporate HR reserves the right to conduct sample checks at any location for PMS policy and system adherence at their sole discretion

(63)

APPENDICES

1- Useful Guidelines for carrying out PMS

The following checklist must be used to ensure completion of all PMS activities

Performance Planning Mid- Year Review Annual Assessment KPAs and constituents to

be identified and written Performance progress to

be discussed (KPAs) Marks to be given for

target achieved against

in the PMS form Source KPA Directory Three levels of Targets to

be Set Competencies to be

identified and writtenSource CompetencyDirectory

Optional ManagerialCompetencies to beidentified and ticked in thePMS form

Sign off by the executiveand reporting officer

Competencies Potential and Core values

Self evaluation to bediscussed and documented

Document changes in KPAs if necessary

Comments of reportingofficer to be documented

Sign off by the executive

KPAs Summary of KPA marks

to be filled in dashboard Competencies to be rated Core values to be rated Potential to be rated Summary of scores Discuss and fill training

and development plan Sign off by the executive

and reporting officer

2 Tips for Reporting Officer to conduct Assessment Meeting

There are eight simple steps that a reporting officer must follow in order to conduct an effective assessment meeting

1 Control the atmosphere Be prepared create trust and understanding by putting the executive at ease Avoid interruptions while the executive is communicating

2 State the purpose of the discussion Discuss the advantages of the discussion includinga Assessment of progress towards goals

(64)b Identification of ways to improve performancec Identification of current or potential problemsd Improvement in communication

3 Ask for the executiversquos opinion Ask executive to discuss what heshe has written in self-appraisal Ask clarifying questions if needed Listen carefully and attentively Keep an open mind Control your emotions or defensive reactions

4 Present your assessment Speak in detail giving factual information Be opencandid and specific giving both good news and bad news

5 Build on executiversquos strengths This will lay the groundwork for a positive approach for future performance Specifically

a Ask the executive to name hisher strengthsb Share your opinion of the executiversquos strengthsc Recap the strengths you have discussed and relate them to specific future goalsd Focus on performance and not the persone Be aware of not focusing too much on recent events take the entire yearrsquos performance into consideration

6 Ask for executiversquos reaction to your assessment Be prepared for executiversquos disagreement on your assessment Heshe may also feel unhappy or emotionally upset Stay open and do not react in a defensive manner Resist the temptation to gloss over serious issues

7 Discuss specific goals Set specific future goals for performance as well as training and development needs Discuss career progression at this stage and the steps to be taken to achieve the same

8 Close the discussion Plan for a good ending Summarize the discussion and discuss the scheduled next steps

(65)3- Tips on providing feedback

1 Provide feedback on actual events2 Describe donrsquot judge3 Refer to specific behavior4 Select issues and restrict to those5 Focus on aspects of performance that the individual can improve upon6 Provide positive feedback

4- Tips for implementing PMS

The most objectively designed performance management system in the world can fail if it is not implemented with care and caution Some common issues of PMS implementation can be successfully avoided by following some of the simple tips mentioned below

What To Do Stepsbull Ensure frequent communication bull Ensure frequent two-way communication between

reporting officers and executivesbull Take active steps to remove obstacles limiting executive performancebull Create an atmosphere where executives are encouraged to ask questions and clarificationsbull Ensure that executiversquos perceptions of performance match the reporting officerrsquos

bull Mutually agreed-upon goals bull Share and communicate goals received from topmanagement for your unitdepartmentbull Involve executives in goal-settingbull Document them so that there is a common understanding of what is expected

bull Evaluate your own performance first bull Take time to evaluate your own performance firstbull Get feedback from others (peers and superiors) to see how well you are creating an achieving atmosphere for your executive

bull Document performance between appraisal meetings bull Document examples of superior performance or attitudebull Document failures to achieve and poor behaviourbull Avoid effect of the most recent event (halo effect or horn Effect

bull Prepare yourself and the executive for the discussion bull Set a date time and place after consulting with executivebull Ensure that executive is aware of the purpose of the meeting Show the same professional courtesy that is awarded to any business associatebull Give the executive the opportunity to ask clarifyingquestions prior to and during the meeting

bull Conduct the meeting successfully bull Control the environment and do not allow interruptionsbull Put the executive at easebull Plan your opening remarksbull State the purpose of the discussion and the information being used (eg statement of goals written documentation peer feedback etc)

bull Ask for executiversquos opinion bull Ensure that executive does most of the talkingbull Ask open ended questions that start with lsquoTell me howrsquo lsquoWhy do you thinkhelliprsquo and so on that provide an executive to open up and talk at greater length

bull Be open candid and specific bull Present your assessment openly clearly and rationallybull Be prepared to present the facts and rationale if challengedbull Give both good and bad newsbull Discuss executive accomplishmentsbull Focus on performance not personality

bull Close the discussion in a professional manner bull Summarize the discussionbull Ask for executiversquos impression on how the meeting wentbull Thank the executivebull Explain the follow-up steps

(67)

(68)

CHAPTER-5 QUESTIONNAIRE AND DATA ANALYSIS

(69)QUESTIONAIRRE ON PERFORMANCE MANAGEMENT

SYSTEM

Q1-I know how my job contributes to the mission and goals of department and organization

1 STRONGLY AGREE __________2 AGREE __________3 DISAGREE __________4 NEUTRAL __________

Q2- I know what is expected of me on the job


Q3-I am held accountable for achieving results

1 STRONGLY AGREE _________2 AGREE __________3 DISAGREE __________4 NEUTRAL __________

Q4-I receive sufficient supervision to get job done


Q5-My supervisorteam leader communicates what is expected of me on the job

1 STRONGLY AGREE __________2 AGREE __________3 DISAGREE ___________4 NEUTRAL ___________

(70)

Q6-I feel enchanced to come up with new and better ways of doing thing

1 STRONGLY AGREE ___________

2 AGREE ___________3 DISAGREE ___________4 NEUTRAL ___________

Q7-My performance appraisal is fair reflection of my performance

1 STRONGLY AGREE ___________2 AGREE ___________3 DISAGREE ___________4 NEUTRAL ___________

Q8-My supervisor team leader provides constructive suggestion to improve my performance


Q9-People in my work area cooperate to get the work done


Q10-I receive the training I need to perform my job


(71)

Q11-The key performance Area (KPA) helps me to do my job well

1 STRONGLY AGREE ________2 AGREE ________3 DISAGREE ________4 NEUTRAL _________

Q12- Reward amp Recognition depends on how well employees perform their jobs

1 STRONGLY AGREE ________2 AGREE ________3 DISAGREE ________4 NEUTRAL ________

Q13-Through PMS steps are taken to deal with a poor performer who canrsquot or will not improve

1 STRONGLY AGREE _________2 AGREE _________3 DISAGREE _________4 NEUTRAL _________

Q14-In my work area we set goals and objectives to meet our long range plan assisted by our reporting officers


Q15- In NTPC PMS system is effective


(72)

DATA ANALYSIS AND SUMMARY

To conduct this study I have surveyed 15 Employees of NTPC LTD Faridabad

Sample Size = 15

Q1- I know how my job contributes to the mission and goals of department and organization

OPINIONS NO OF RESPONDENTS STRONGLY AGREE 6 40AGREE 8 533DISAGREE 1 666NEUTRAL 0 0TOTAL 15 100

(73)Q2- I know what is expected of me on the job

OPINIONS NO OF RESPONDENTS STRONGLY AGREE 7 466AGREE 8 533DISAGREE 0 0

NEUTRAL 0 9TOTAL 15 100

(74)Q3-I am held accountable for achieving results


(75)Q4-I receive sufficient supervision to get job done


(76)



(77)



(78)Q7-My performance appraisal is fair reflection of my performance


(79)



(80)Q9-People in my work area cooperate to get the work done


(81)



(82)



(83)Q12- Reward amp Recognition depends on how well employees perform their jobs


(84)



(85)Q14-In my work area we set goals and objectives to meet our long range plan assisted by our reporting officers


(86)Q15- In NTPC PMS system is effective


(87)

ANALYSIS

QNO Strongly agree ()

Agree ()

Disagree ()

Neutral ()

Total

1 contribution to the mission and goals of department and organization

40 533 666 0 100

2 expectation from the job

466 533 0 0 100

3 accountability 266 666 666 0 100

for achieving results4 receive supervision to get job done

466 533 0 0 100

5supervisorteam leader communicates what is expected of me on the job

333 533 133 0 100

6 I feel enhanced to come up with new and better ways of doing thing

333 40 133 133 100

7 My performance appraisal is fair reflection of my performance

40 466 666 666 100

8)supervisorteam leader provides constructive suggestion to improve my performance

466 40 666 666 100

9 People in my work area cooperate to get the work done

466 466 0 666 100

10 I receive the training I need to perform my job

333 333 266 666 100

11 The key performance Area (KPA) helps me to do my job well

20 60 666 133 100

12 Reward amp 666 533 333 666 100

Recognition depends on how well employees perform their jobs13 Through PMS steps are taken to deal with a poor performer who canrsquot or will not improve

0 40 333 266 100

14 In my work area we set goals and objectives to meet our long range plan assisted by our reporting officers

333 60 0 666 100

15 In NTPC PMS system is effective

666 333 333 266 100

(89)

Overall Analysis of Project All Employees in NTPC Faridabad are aware of the meaning of PMS

Maximum employees agree that PMS is contributed to the mission and goals of department and organization (9333)

Maximum employees agree that they are held accountable for achieving results (932)

Maximum employees feel that the key performance Area (KPA) helps them to do their job well (80)

100 employees agree that they know what is expected from them on the job

Majority feels that at FGPS PMS is outstanding and also it is good (8189)

100 feels that they receive sufficient supervision to get job done

Majority feels that supervisorteam leader communicates what is expected from them on the job (866)

703 are strongly agree that they feel enhanced to come up with new and better ways of doing thing

866 are agree that their performance appraisal is fair reflection of their performance

(90)

599 agree while 333 are disagree that Reward amp Recognition depends on how well employees perform their jobs

40 are agree while 333 are disagree also 266 donrsquot know whether Through PMS steps are taken to deal with a poor performer who canrsquot or will not improve

933 are agree that In their work area they set goals and objectives to meet their long range plan assisted by their reporting officers

40 are agree while 333 are disagree that In NTPC PMS system is effective Also 266 donrsquot know whether PMS is effective or not

CONCLUSION

From the above analysis it is clear that NTPC FARIDABAD has a good and effective PMS system This is evident from the fact that all the employees are aware of the meaning of PMS and they also know what is expected from them on the job Also 100 feels that they receive sufficient supervision to get job done It has also been seen that PMS is contributing to the mission and goals of department and organization

It also appears that in the PMS system both the management and workers are equal partners

(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS

1) 599 agree while 333 are disagree that Reward amp Recognition depends on how well employees perform their jobs so NTPC Should have taken measures to tackle with this problem

2) 40 are agree while 333 Employees are disagree and 266 donrsquot know whether Through PMS steps are taken to deal with a poor performer who canrsquot or will not improve so It is the another issue which NTPC should have to be considered

3) 266 Employees donrsquot know whether PMS is effective or not so PMS officer should try to know about them why they are disagree

(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations

bull The sample size is a limitation in this report as we only considered 30 respondents which is not representative of the whole industry

bull Being students we have our own limitations so this report is not a complete reflection of the industry

bull And moreover the time was major constraint in our project as being student we had our own time constraints

bull More over our research depends on the behavior of the respondents So it can also vary from person to person

(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com

wwwntpccoin wwwntpcindia com

wwwhrworldcom

Human Resource Management by Ashwathapa

Performance Management System by Stevens and Roddick

WEBOGRAPHY

wwwntpccoin

Websites of Faridabad gas power station (1912541726)

wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES

1 Format of Invitation to Executive to Participate in PMS Process

NATIONAL THERMAL POWER CORPORATION LTD

Interoffice Memo

Date

From Name of Reporting Officer

To Name of Executive

Subject Performance Management System

You are requested to attend a meeting regarding the following aspect of the PerformanceManagement System for the current year (tick one)

Performance Planning Mid Year Review Annual Assessment

The meeting will be held on date at time at venue Please come prepared for the discussion

Signature of Reporting Officer

(99)2 Final Score Feedback Form


Performance Management System ndash Final Score Assessment Year ndash April 200X to March 200Y

Name LevelUnitProjectDepartment LocationFinal ScoresPart IPart IIPart IIIPart IV

Relative Ranking (radic)

Top 20Middle 70Bottom 10

Total Score

Comments (if any)Reporting Officer NameReporting Officer Signature

(100)3 PMS Audit Format NATIONAL THERMAL POWER CORPORATION LTD PMS Audit Format

Level L1 L2 L3Corporate Region PlantAuditParameters

Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size

Remarks onnonConformance

Cascading OfKPAsParity in TargetSettingTargets based onDataOptionalCompetencies inLine with the Jobholdersresponsibility

and rolesConsistency inInterdepartmentalTarget SettingMid Year KPAchanges shouldbe as per PMSAlignment of theindividual scoresreflect thedepartmentalperformanceAccuracy incalculation ofscoresEvaluation hasbeen fair withlimited ratersbiasDeviations fromthe Principles ofNormalizationReview of thefinal topperformers list

(101)

CONFIDENTIAL PERFORMANCE APPRAISAL FORM

In NTPC Ltd (FGPS) the HR manager judge the performance of the subordinate by filling the performance appraisal form and they also judge the confidence of the subordinate by this form

EMPLOYEES DETAILS

Employee Namehelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip

Designationhelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip

Departmenthelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip

Gender Malehelliphellip Femalehelliphelliphelliphelliphelliphellip

Age 20-30yearshellip 31-40yearshelliphelliphelliphelliphellip

41-50helliphelliphellip 51 and abovehelliphelliphelliphellip

Education detail

10th helliphelliphellip 12th helliphelliphellip ITIhelliphelliphelliphelliphelliphellip

Diplomahelliphellip Graduationhelliphellip Post graduationhelliphellip

Years of service

0-10 yearshelliphellip 11-20yearshelliphelliphelliphelliphellip

21-30yearshelliphellip 31 years and abovehelliphelliphellip

(102)

Salient Features

Powering Indias Growth Through people


ACKNOWLEDGEMENT

It gives me pleasure and satisfaction categorically state that Project is not

solo effort So many people have contributed there bit to it It is very difficult to

individualize my gratefulness here to all whose contribution has blossomed into

this project Still my first and foremost gratitude and thanks exist for those who

have given me the insight to do the job The task of completing this project would

have been difficult if it was not for timely help support and encouragement given

to me by numerous people

The project would not have taken shape without the constant guidance

advice and insight of Ms S BAHMANI (DGM HR) Mr Rk Niranjan

(Manager EDC) whom I express my sincere thanks for their guidance

To all those who gave me valuable and relevant information regarding my

project

BHARTI DEVI MBA

(2)

DECLARATION





my own efforts

BHARTI DEVI

MBA

(3)

PREFACE













(4)

INDEX


- History

- Group


- NTPC Strategies

- NTPC Awards



- Objectives

- Role of HR




- Objectives

- Applicability

- PMS Process

- PMS Cycle




- Audit of PMS

- Appendices




Ch-7 CONCLUSION

BIBLOGRAPHY

WEBOGRAPHY

ANNEXURE

(6)

VISION AND VALUES

Corporate Vision


Core Values

B-Business Ethics

C-Customer Focus





(7)

ABOUT THE COMPANY



(8)


(9)

EVOLUTION OF NTPC







(10)


1975

1997

2005

2004

Subsidiaries

Joint Ventures

(11)


NTPC Vidyut Vyapar

Nigam Limited 100


Co Limited

100

Pipavav Power

Development Co Ltd

100

NTPC Hydro Limited

100

Utility Powertech

Limited

50

NTPC Alstom Power


50


50

NTPC-SAIL Power

Company Pvt Limited

50

NTPC-SAIL Power

Company Pvt Limited


2833

PTC India Limited

8

NTPC Tamilnadu

Energy Co Limited

50


(MW)

NTPC OWNED

COAL 15 22895

GASLIQ FUEL 07 3955

TOTAL 22 26850

OWNED BY JVCs

Coal 3 314

GasLIQ FUEL 1 740




















Total (Coal) 22895



(MW)







Kayamkulam


Total (Gas) 3955



Capacity(MW)





Total(JV) 1054






500500


500











(15)

NTPC STRATEGIES

(16)








(17)

GROWTH PLANS





Preferred employer




(18)






(19)




(20)

OBJECTIVES OF HR






(21)

(22)

CHAPTER-2


(23)












cultural factors





agencies and so on







(24)




















(25)













(26)


(27)

NTPC FARIDABAD

(28)






State Haryana






6 Fuel Natural Gas



requirement



source






(29)




(30)













(32)

CHAPTER-4


(33)




(34)










(35)



OBJECTIVES









APPLICABILITY





(36)

PMS PROCESS










2 Mid Year Review






surprises

3 Annual Assessment




4 Normalization





(38)

51 Feedback



















(40)

PMS Cycle





General Definitions


All Values





(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features



DECLARATION





my own efforts

BHARTI DEVI

MBA

(3)

PREFACE













(4)

INDEX


- History

- Group


- NTPC Strategies

- NTPC Awards



- Objectives

- Role of HR




- Objectives

- Applicability

- PMS Process

- PMS Cycle




- Audit of PMS

- Appendices




Ch-7 CONCLUSION

BIBLOGRAPHY

WEBOGRAPHY

ANNEXURE

(6)

VISION AND VALUES

Corporate Vision


Core Values

B-Business Ethics

C-Customer Focus





(7)

ABOUT THE COMPANY



(8)


(9)

EVOLUTION OF NTPC







(10)


1975

1997

2005

2004

Subsidiaries

Joint Ventures

(11)


NTPC Vidyut Vyapar

Nigam Limited 100


Co Limited

100

Pipavav Power

Development Co Ltd

100

NTPC Hydro Limited

100

Utility Powertech

Limited

50

NTPC Alstom Power


50


50

NTPC-SAIL Power

Company Pvt Limited

50

NTPC-SAIL Power

Company Pvt Limited


2833

PTC India Limited

8

NTPC Tamilnadu

Energy Co Limited

50


(MW)

NTPC OWNED

COAL 15 22895

GASLIQ FUEL 07 3955

TOTAL 22 26850

OWNED BY JVCs

Coal 3 314

GasLIQ FUEL 1 740




















Total (Coal) 22895



(MW)







Kayamkulam


Total (Gas) 3955



Capacity(MW)





Total(JV) 1054






500500


500











(15)

NTPC STRATEGIES

(16)








(17)

GROWTH PLANS





Preferred employer




(18)






(19)




(20)

OBJECTIVES OF HR






(21)

(22)

CHAPTER-2


(23)












cultural factors





agencies and so on







(24)




















(25)













(26)


(27)

NTPC FARIDABAD

(28)






State Haryana






6 Fuel Natural Gas



requirement



source






(29)




(30)













(32)

CHAPTER-4


(33)




(34)










(35)



OBJECTIVES









APPLICABILITY





(36)

PMS PROCESS










2 Mid Year Review






surprises

3 Annual Assessment




4 Normalization





(38)

51 Feedback



















(40)

PMS Cycle





General Definitions


All Values





(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features



PREFACE













(4)

INDEX


- History

- Group


- NTPC Strategies

- NTPC Awards



- Objectives

- Role of HR




- Objectives

- Applicability

- PMS Process

- PMS Cycle




- Audit of PMS

- Appendices




Ch-7 CONCLUSION

BIBLOGRAPHY

WEBOGRAPHY

ANNEXURE

(6)

VISION AND VALUES

Corporate Vision


Core Values

B-Business Ethics

C-Customer Focus





(7)

ABOUT THE COMPANY



(8)


(9)

EVOLUTION OF NTPC







(10)


1975

1997

2005

2004

Subsidiaries

Joint Ventures

(11)


NTPC Vidyut Vyapar

Nigam Limited 100


Co Limited

100

Pipavav Power

Development Co Ltd

100

NTPC Hydro Limited

100

Utility Powertech

Limited

50

NTPC Alstom Power


50


50

NTPC-SAIL Power

Company Pvt Limited

50

NTPC-SAIL Power

Company Pvt Limited


2833

PTC India Limited

8

NTPC Tamilnadu

Energy Co Limited

50


(MW)

NTPC OWNED

COAL 15 22895

GASLIQ FUEL 07 3955

TOTAL 22 26850

OWNED BY JVCs

Coal 3 314

GasLIQ FUEL 1 740




















Total (Coal) 22895



(MW)







Kayamkulam


Total (Gas) 3955



Capacity(MW)





Total(JV) 1054






500500


500











(15)

NTPC STRATEGIES

(16)








(17)

GROWTH PLANS





Preferred employer




(18)






(19)




(20)

OBJECTIVES OF HR






(21)

(22)

CHAPTER-2


(23)












cultural factors





agencies and so on







(24)




















(25)













(26)


(27)

NTPC FARIDABAD

(28)






State Haryana






6 Fuel Natural Gas



requirement



source






(29)




(30)













(32)

CHAPTER-4


(33)




(34)










(35)



OBJECTIVES









APPLICABILITY





(36)

PMS PROCESS










2 Mid Year Review






surprises

3 Annual Assessment




4 Normalization





(38)

51 Feedback



















(40)

PMS Cycle





General Definitions


All Values





(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features



INDEX


- History

- Group


- NTPC Strategies

- NTPC Awards



- Objectives

- Role of HR




- Objectives

- Applicability

- PMS Process

- PMS Cycle




- Audit of PMS

- Appendices




Ch-7 CONCLUSION

BIBLOGRAPHY

WEBOGRAPHY

ANNEXURE

(6)

VISION AND VALUES

Corporate Vision


Core Values

B-Business Ethics

C-Customer Focus





(7)

ABOUT THE COMPANY



(8)


(9)

EVOLUTION OF NTPC







(10)


1975

1997

2005

2004

Subsidiaries

Joint Ventures

(11)


NTPC Vidyut Vyapar

Nigam Limited 100


Co Limited

100

Pipavav Power

Development Co Ltd

100

NTPC Hydro Limited

100

Utility Powertech

Limited

50

NTPC Alstom Power


50


50

NTPC-SAIL Power

Company Pvt Limited

50

NTPC-SAIL Power

Company Pvt Limited


2833

PTC India Limited

8

NTPC Tamilnadu

Energy Co Limited

50


(MW)

NTPC OWNED

COAL 15 22895

GASLIQ FUEL 07 3955

TOTAL 22 26850

OWNED BY JVCs

Coal 3 314

GasLIQ FUEL 1 740




















Total (Coal) 22895



(MW)







Kayamkulam


Total (Gas) 3955



Capacity(MW)





Total(JV) 1054






500500


500











(15)

NTPC STRATEGIES

(16)








(17)

GROWTH PLANS





Preferred employer




(18)






(19)




(20)

OBJECTIVES OF HR






(21)

(22)

CHAPTER-2


(23)












cultural factors





agencies and so on







(24)




















(25)













(26)


(27)

NTPC FARIDABAD

(28)






State Haryana






6 Fuel Natural Gas



requirement



source






(29)




(30)













(32)

CHAPTER-4


(33)




(34)










(35)



OBJECTIVES









APPLICABILITY





(36)

PMS PROCESS










2 Mid Year Review






surprises

3 Annual Assessment




4 Normalization





(38)

51 Feedback



















(40)

PMS Cycle





General Definitions


All Values





(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features




- Audit of PMS

- Appendices




Ch-7 CONCLUSION

BIBLOGRAPHY

WEBOGRAPHY

ANNEXURE

(6)

VISION AND VALUES

Corporate Vision


Core Values

B-Business Ethics

C-Customer Focus





(7)

ABOUT THE COMPANY



(8)


(9)

EVOLUTION OF NTPC







(10)


1975

1997

2005

2004

Subsidiaries

Joint Ventures

(11)


NTPC Vidyut Vyapar

Nigam Limited 100


Co Limited

100

Pipavav Power

Development Co Ltd

100

NTPC Hydro Limited

100

Utility Powertech

Limited

50

NTPC Alstom Power


50


50

NTPC-SAIL Power

Company Pvt Limited

50

NTPC-SAIL Power

Company Pvt Limited


2833

PTC India Limited

8

NTPC Tamilnadu

Energy Co Limited

50


(MW)

NTPC OWNED

COAL 15 22895

GASLIQ FUEL 07 3955

TOTAL 22 26850

OWNED BY JVCs

Coal 3 314

GasLIQ FUEL 1 740




















Total (Coal) 22895



(MW)







Kayamkulam


Total (Gas) 3955



Capacity(MW)





Total(JV) 1054






500500


500











(15)

NTPC STRATEGIES

(16)








(17)

GROWTH PLANS





Preferred employer




(18)






(19)




(20)

OBJECTIVES OF HR






(21)

(22)

CHAPTER-2


(23)












cultural factors





agencies and so on







(24)




















(25)













(26)


(27)

NTPC FARIDABAD

(28)






State Haryana






6 Fuel Natural Gas



requirement



source






(29)




(30)













(32)

CHAPTER-4


(33)




(34)










(35)



OBJECTIVES









APPLICABILITY





(36)

PMS PROCESS










2 Mid Year Review






surprises

3 Annual Assessment




4 Normalization





(38)

51 Feedback



















(40)

PMS Cycle





General Definitions


All Values





(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features




Core Values

B-Business Ethics

C-Customer Focus





(7)

ABOUT THE COMPANY



(8)


(9)

EVOLUTION OF NTPC







(10)


1975

1997

2005

2004

Subsidiaries

Joint Ventures

(11)


NTPC Vidyut Vyapar

Nigam Limited 100


Co Limited

100

Pipavav Power

Development Co Ltd

100

NTPC Hydro Limited

100

Utility Powertech

Limited

50

NTPC Alstom Power


50


50

NTPC-SAIL Power

Company Pvt Limited

50

NTPC-SAIL Power

Company Pvt Limited


2833

PTC India Limited

8

NTPC Tamilnadu

Energy Co Limited

50


(MW)

NTPC OWNED

COAL 15 22895

GASLIQ FUEL 07 3955

TOTAL 22 26850

OWNED BY JVCs

Coal 3 314

GasLIQ FUEL 1 740




















Total (Coal) 22895



(MW)







Kayamkulam


Total (Gas) 3955



Capacity(MW)





Total(JV) 1054






500500


500











(15)

NTPC STRATEGIES

(16)








(17)

GROWTH PLANS





Preferred employer




(18)






(19)




(20)

OBJECTIVES OF HR






(21)

(22)

CHAPTER-2


(23)












cultural factors





agencies and so on







(24)




















(25)













(26)


(27)

NTPC FARIDABAD

(28)






State Haryana






6 Fuel Natural Gas



requirement



source






(29)




(30)













(32)

CHAPTER-4


(33)




(34)










(35)



OBJECTIVES









APPLICABILITY





(36)

PMS PROCESS










2 Mid Year Review






surprises

3 Annual Assessment




4 Normalization





(38)

51 Feedback



















(40)

PMS Cycle





General Definitions


All Values





(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features




(8)


(9)

EVOLUTION OF NTPC







(10)


1975

1997

2005

2004

Subsidiaries

Joint Ventures

(11)


NTPC Vidyut Vyapar

Nigam Limited 100


Co Limited

100

Pipavav Power

Development Co Ltd

100

NTPC Hydro Limited

100

Utility Powertech

Limited

50

NTPC Alstom Power


50


50

NTPC-SAIL Power

Company Pvt Limited

50

NTPC-SAIL Power

Company Pvt Limited


2833

PTC India Limited

8

NTPC Tamilnadu

Energy Co Limited

50


(MW)

NTPC OWNED

COAL 15 22895

GASLIQ FUEL 07 3955

TOTAL 22 26850

OWNED BY JVCs

Coal 3 314

GasLIQ FUEL 1 740




















Total (Coal) 22895



(MW)







Kayamkulam


Total (Gas) 3955



Capacity(MW)





Total(JV) 1054






500500


500











(15)

NTPC STRATEGIES

(16)








(17)

GROWTH PLANS





Preferred employer




(18)






(19)




(20)

OBJECTIVES OF HR






(21)

(22)

CHAPTER-2


(23)












cultural factors





agencies and so on







(24)




















(25)













(26)


(27)

NTPC FARIDABAD

(28)






State Haryana






6 Fuel Natural Gas



requirement



source






(29)




(30)













(32)

CHAPTER-4


(33)




(34)










(35)



OBJECTIVES









APPLICABILITY





(36)

PMS PROCESS










2 Mid Year Review






surprises

3 Annual Assessment




4 Normalization





(38)

51 Feedback



















(40)

PMS Cycle





General Definitions


All Values





(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features




(9)

EVOLUTION OF NTPC







(10)


1975

1997

2005

2004

Subsidiaries

Joint Ventures

(11)


NTPC Vidyut Vyapar

Nigam Limited 100


Co Limited

100

Pipavav Power

Development Co Ltd

100

NTPC Hydro Limited

100

Utility Powertech

Limited

50

NTPC Alstom Power


50


50

NTPC-SAIL Power

Company Pvt Limited

50

NTPC-SAIL Power

Company Pvt Limited


2833

PTC India Limited

8

NTPC Tamilnadu

Energy Co Limited

50


(MW)

NTPC OWNED

COAL 15 22895

GASLIQ FUEL 07 3955

TOTAL 22 26850

OWNED BY JVCs

Coal 3 314

GasLIQ FUEL 1 740




















Total (Coal) 22895



(MW)







Kayamkulam


Total (Gas) 3955



Capacity(MW)





Total(JV) 1054






500500


500











(15)

NTPC STRATEGIES

(16)








(17)

GROWTH PLANS





Preferred employer




(18)






(19)




(20)

OBJECTIVES OF HR






(21)

(22)

CHAPTER-2


(23)












cultural factors





agencies and so on







(24)




















(25)













(26)


(27)

NTPC FARIDABAD

(28)






State Haryana






6 Fuel Natural Gas



requirement



source






(29)




(30)













(32)

CHAPTER-4


(33)




(34)










(35)



OBJECTIVES









APPLICABILITY





(36)

PMS PROCESS










2 Mid Year Review






surprises

3 Annual Assessment




4 Normalization





(38)

51 Feedback



















(40)

PMS Cycle





General Definitions


All Values





(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features









(10)


1975

1997

2005

2004

Subsidiaries

Joint Ventures

(11)


NTPC Vidyut Vyapar

Nigam Limited 100


Co Limited

100

Pipavav Power

Development Co Ltd

100

NTPC Hydro Limited

100

Utility Powertech

Limited

50

NTPC Alstom Power


50


50

NTPC-SAIL Power

Company Pvt Limited

50

NTPC-SAIL Power

Company Pvt Limited


2833

PTC India Limited

8

NTPC Tamilnadu

Energy Co Limited

50


(MW)

NTPC OWNED

COAL 15 22895

GASLIQ FUEL 07 3955

TOTAL 22 26850

OWNED BY JVCs

Coal 3 314

GasLIQ FUEL 1 740




















Total (Coal) 22895



(MW)







Kayamkulam


Total (Gas) 3955



Capacity(MW)





Total(JV) 1054






500500


500











(15)

NTPC STRATEGIES

(16)








(17)

GROWTH PLANS





Preferred employer




(18)






(19)




(20)

OBJECTIVES OF HR






(21)

(22)

CHAPTER-2


(23)












cultural factors





agencies and so on







(24)




















(25)













(26)


(27)

NTPC FARIDABAD

(28)






State Haryana






6 Fuel Natural Gas



requirement



source






(29)




(30)













(32)

CHAPTER-4


(33)




(34)










(35)



OBJECTIVES









APPLICABILITY





(36)

PMS PROCESS










2 Mid Year Review






surprises

3 Annual Assessment




4 Normalization





(38)

51 Feedback



















(40)

PMS Cycle





General Definitions


All Values





(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features



Subsidiaries

Joint Ventures

(11)


NTPC Vidyut Vyapar

Nigam Limited 100


Co Limited

100

Pipavav Power

Development Co Ltd

100

NTPC Hydro Limited

100

Utility Powertech

Limited

50

NTPC Alstom Power


50


50

NTPC-SAIL Power

Company Pvt Limited

50

NTPC-SAIL Power

Company Pvt Limited


2833

PTC India Limited

8

NTPC Tamilnadu

Energy Co Limited

50


(MW)

NTPC OWNED

COAL 15 22895

GASLIQ FUEL 07 3955

TOTAL 22 26850

OWNED BY JVCs

Coal 3 314

GasLIQ FUEL 1 740




















Total (Coal) 22895



(MW)







Kayamkulam


Total (Gas) 3955



Capacity(MW)





Total(JV) 1054






500500


500











(15)

NTPC STRATEGIES

(16)








(17)

GROWTH PLANS





Preferred employer




(18)






(19)




(20)

OBJECTIVES OF HR






(21)

(22)

CHAPTER-2


(23)












cultural factors





agencies and so on







(24)




















(25)













(26)


(27)

NTPC FARIDABAD

(28)






State Haryana






6 Fuel Natural Gas



requirement



source






(29)




(30)













(32)

CHAPTER-4


(33)




(34)










(35)



OBJECTIVES









APPLICABILITY





(36)

PMS PROCESS










2 Mid Year Review






surprises

3 Annual Assessment




4 Normalization





(38)

51 Feedback



















(40)

PMS Cycle





General Definitions


All Values





(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features




(MW)

NTPC OWNED

COAL 15 22895

GASLIQ FUEL 07 3955

TOTAL 22 26850

OWNED BY JVCs

Coal 3 314

GasLIQ FUEL 1 740




















Total (Coal) 22895



(MW)







Kayamkulam


Total (Gas) 3955



Capacity(MW)





Total(JV) 1054






500500


500











(15)

NTPC STRATEGIES

(16)








(17)

GROWTH PLANS





Preferred employer




(18)






(19)




(20)

OBJECTIVES OF HR






(21)

(22)

CHAPTER-2


(23)












cultural factors





agencies and so on







(24)




















(25)













(26)


(27)

NTPC FARIDABAD

(28)






State Haryana






6 Fuel Natural Gas



requirement



source






(29)




(30)













(32)

CHAPTER-4


(33)




(34)










(35)



OBJECTIVES









APPLICABILITY





(36)

PMS PROCESS










2 Mid Year Review






surprises

3 Annual Assessment




4 Normalization





(38)

51 Feedback



















(40)

PMS Cycle





General Definitions


All Values





(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features












Total (Coal) 22895



(MW)







Kayamkulam


Total (Gas) 3955



Capacity(MW)





Total(JV) 1054






500500


500











(15)

NTPC STRATEGIES

(16)








(17)

GROWTH PLANS





Preferred employer




(18)






(19)




(20)

OBJECTIVES OF HR






(21)

(22)

CHAPTER-2


(23)












cultural factors





agencies and so on







(24)




















(25)













(26)


(27)

NTPC FARIDABAD

(28)






State Haryana






6 Fuel Natural Gas



requirement



source






(29)




(30)













(32)

CHAPTER-4


(33)




(34)










(35)



OBJECTIVES









APPLICABILITY





(36)

PMS PROCESS










2 Mid Year Review






surprises

3 Annual Assessment




4 Normalization





(38)

51 Feedback



















(40)

PMS Cycle





General Definitions


All Values





(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features



Kayamkulam


Total (Gas) 3955



Capacity(MW)





Total(JV) 1054






500500


500











(15)

NTPC STRATEGIES

(16)








(17)

GROWTH PLANS





Preferred employer




(18)






(19)




(20)

OBJECTIVES OF HR






(21)

(22)

CHAPTER-2


(23)












cultural factors





agencies and so on







(24)




















(25)













(26)


(27)

NTPC FARIDABAD

(28)






State Haryana






6 Fuel Natural Gas



requirement



source






(29)




(30)













(32)

CHAPTER-4


(33)




(34)










(35)



OBJECTIVES









APPLICABILITY





(36)

PMS PROCESS










2 Mid Year Review






surprises

3 Annual Assessment




4 Normalization





(38)

51 Feedback



















(40)

PMS Cycle





General Definitions


All Values





(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features



500











(15)

NTPC STRATEGIES

(16)








(17)

GROWTH PLANS





Preferred employer




(18)






(19)




(20)

OBJECTIVES OF HR






(21)

(22)

CHAPTER-2


(23)












cultural factors





agencies and so on







(24)




















(25)













(26)


(27)

NTPC FARIDABAD

(28)






State Haryana






6 Fuel Natural Gas



requirement



source






(29)




(30)













(32)

CHAPTER-4


(33)




(34)










(35)



OBJECTIVES









APPLICABILITY





(36)

PMS PROCESS










2 Mid Year Review






surprises

3 Annual Assessment




4 Normalization





(38)

51 Feedback



















(40)

PMS Cycle





General Definitions


All Values





(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features



(16)








(17)

GROWTH PLANS





Preferred employer




(18)






(19)




(20)

OBJECTIVES OF HR






(21)

(22)

CHAPTER-2


(23)












cultural factors





agencies and so on







(24)




















(25)













(26)


(27)

NTPC FARIDABAD

(28)






State Haryana






6 Fuel Natural Gas



requirement



source






(29)




(30)













(32)

CHAPTER-4


(33)




(34)










(35)



OBJECTIVES









APPLICABILITY





(36)

PMS PROCESS










2 Mid Year Review






surprises

3 Annual Assessment




4 Normalization





(38)

51 Feedback



















(40)

PMS Cycle





General Definitions


All Values





(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features









(17)

GROWTH PLANS





Preferred employer




(18)






(19)




(20)

OBJECTIVES OF HR






(21)

(22)

CHAPTER-2


(23)












cultural factors





agencies and so on







(24)




















(25)













(26)


(27)

NTPC FARIDABAD

(28)






State Haryana






6 Fuel Natural Gas



requirement



source






(29)




(30)













(32)

CHAPTER-4


(33)




(34)










(35)



OBJECTIVES









APPLICABILITY





(36)

PMS PROCESS










2 Mid Year Review






surprises

3 Annual Assessment




4 Normalization





(38)

51 Feedback



















(40)

PMS Cycle





General Definitions


All Values





(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features







Preferred employer




(18)






(19)




(20)

OBJECTIVES OF HR






(21)

(22)

CHAPTER-2


(23)












cultural factors





agencies and so on







(24)




















(25)













(26)


(27)

NTPC FARIDABAD

(28)






State Haryana






6 Fuel Natural Gas



requirement



source






(29)




(30)













(32)

CHAPTER-4


(33)




(34)










(35)



OBJECTIVES









APPLICABILITY





(36)

PMS PROCESS










2 Mid Year Review






surprises

3 Annual Assessment




4 Normalization





(38)

51 Feedback



















(40)

PMS Cycle





General Definitions


All Values





(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features







(19)




(20)

OBJECTIVES OF HR






(21)

(22)

CHAPTER-2


(23)












cultural factors





agencies and so on







(24)




















(25)













(26)


(27)

NTPC FARIDABAD

(28)






State Haryana






6 Fuel Natural Gas



requirement



source






(29)




(30)













(32)

CHAPTER-4


(33)




(34)










(35)



OBJECTIVES









APPLICABILITY





(36)

PMS PROCESS










2 Mid Year Review






surprises

3 Annual Assessment




4 Normalization





(38)

51 Feedback



















(40)

PMS Cycle





General Definitions


All Values





(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features





(20)

OBJECTIVES OF HR






(21)

(22)

CHAPTER-2


(23)












cultural factors





agencies and so on







(24)




















(25)













(26)


(27)

NTPC FARIDABAD

(28)






State Haryana






6 Fuel Natural Gas



requirement



source






(29)




(30)













(32)

CHAPTER-4


(33)




(34)










(35)



OBJECTIVES









APPLICABILITY





(36)

PMS PROCESS










2 Mid Year Review






surprises

3 Annual Assessment




4 Normalization





(38)

51 Feedback



















(40)

PMS Cycle





General Definitions


All Values





(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features







(21)

(22)

CHAPTER-2


(23)












cultural factors





agencies and so on







(24)




















(25)













(26)


(27)

NTPC FARIDABAD

(28)






State Haryana






6 Fuel Natural Gas



requirement



source






(29)




(30)













(32)

CHAPTER-4


(33)




(34)










(35)



OBJECTIVES









APPLICABILITY





(36)

PMS PROCESS










2 Mid Year Review






surprises

3 Annual Assessment




4 Normalization





(38)

51 Feedback



















(40)

PMS Cycle





General Definitions


All Values





(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features



(22)

CHAPTER-2


(23)












cultural factors





agencies and so on







(24)




















(25)













(26)


(27)

NTPC FARIDABAD

(28)






State Haryana






6 Fuel Natural Gas



requirement



source






(29)




(30)













(32)

CHAPTER-4


(33)




(34)










(35)



OBJECTIVES









APPLICABILITY





(36)

PMS PROCESS










2 Mid Year Review






surprises

3 Annual Assessment




4 Normalization





(38)

51 Feedback



















(40)

PMS Cycle





General Definitions


All Values





(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features



CHAPTER-2


(23)












cultural factors





agencies and so on







(24)




















(25)













(26)


(27)

NTPC FARIDABAD

(28)






State Haryana






6 Fuel Natural Gas



requirement



source






(29)




(30)













(32)

CHAPTER-4


(33)




(34)










(35)



OBJECTIVES









APPLICABILITY





(36)

PMS PROCESS










2 Mid Year Review






surprises

3 Annual Assessment




4 Normalization





(38)

51 Feedback



















(40)

PMS Cycle





General Definitions


All Values





(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features












cultural factors





agencies and so on







(24)




















(25)













(26)


(27)

NTPC FARIDABAD

(28)






State Haryana






6 Fuel Natural Gas



requirement



source






(29)




(30)













(32)

CHAPTER-4


(33)




(34)










(35)



OBJECTIVES









APPLICABILITY





(36)

PMS PROCESS










2 Mid Year Review






surprises

3 Annual Assessment




4 Normalization





(38)

51 Feedback



















(40)

PMS Cycle





General Definitions


All Values





(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features


















(25)













(26)


(27)

NTPC FARIDABAD

(28)






State Haryana






6 Fuel Natural Gas



requirement



source






(29)




(30)













(32)

CHAPTER-4


(33)




(34)










(35)



OBJECTIVES









APPLICABILITY





(36)

PMS PROCESS










2 Mid Year Review






surprises

3 Annual Assessment




4 Normalization





(38)

51 Feedback



















(40)

PMS Cycle





General Definitions


All Values





(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features







(26)


(27)

NTPC FARIDABAD

(28)






State Haryana






6 Fuel Natural Gas



requirement



source






(29)




(30)













(32)

CHAPTER-4


(33)




(34)










(35)



OBJECTIVES









APPLICABILITY





(36)

PMS PROCESS










2 Mid Year Review






surprises

3 Annual Assessment




4 Normalization





(38)

51 Feedback



















(40)

PMS Cycle





General Definitions


All Values





(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features




(27)

NTPC FARIDABAD

(28)






State Haryana






6 Fuel Natural Gas



requirement



source






(29)




(30)













(32)

CHAPTER-4


(33)




(34)










(35)



OBJECTIVES









APPLICABILITY





(36)

PMS PROCESS










2 Mid Year Review






surprises

3 Annual Assessment




4 Normalization





(38)

51 Feedback



















(40)

PMS Cycle





General Definitions


All Values





(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features



(28)






State Haryana






6 Fuel Natural Gas



requirement



source






(29)




(30)













(32)

CHAPTER-4


(33)




(34)










(35)



OBJECTIVES









APPLICABILITY





(36)

PMS PROCESS










2 Mid Year Review






surprises

3 Annual Assessment




4 Normalization





(38)

51 Feedback



















(40)

PMS Cycle





General Definitions


All Values





(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features



(30)













(32)

CHAPTER-4


(33)




(34)










(35)



OBJECTIVES









APPLICABILITY





(36)

PMS PROCESS










2 Mid Year Review






surprises

3 Annual Assessment




4 Normalization





(38)

51 Feedback



















(40)

PMS Cycle





General Definitions


All Values





(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features









(32)

CHAPTER-4


(33)




(34)










(35)



OBJECTIVES









APPLICABILITY





(36)

PMS PROCESS










2 Mid Year Review






surprises

3 Annual Assessment




4 Normalization





(38)

51 Feedback



















(40)

PMS Cycle





General Definitions


All Values





(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features



(33)




(34)










(35)



OBJECTIVES









APPLICABILITY





(36)

PMS PROCESS










2 Mid Year Review






surprises

3 Annual Assessment




4 Normalization





(38)

51 Feedback



















(40)

PMS Cycle





General Definitions


All Values





(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features




(34)










(35)



OBJECTIVES









APPLICABILITY





(36)

PMS PROCESS










2 Mid Year Review






surprises

3 Annual Assessment




4 Normalization





(38)

51 Feedback



















(40)

PMS Cycle





General Definitions


All Values





(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features








(35)



OBJECTIVES









APPLICABILITY





(36)

PMS PROCESS










2 Mid Year Review






surprises

3 Annual Assessment




4 Normalization





(38)

51 Feedback



















(40)

PMS Cycle





General Definitions


All Values





(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features





APPLICABILITY





(36)

PMS PROCESS










2 Mid Year Review






surprises

3 Annual Assessment




4 Normalization





(38)

51 Feedback



















(40)

PMS Cycle





General Definitions


All Values





(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features





2 Mid Year Review






surprises

3 Annual Assessment




4 Normalization





(38)

51 Feedback



















(40)

PMS Cycle





General Definitions


All Values





(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features






(38)

51 Feedback



















(40)

PMS Cycle





General Definitions


All Values





(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features













(40)

PMS Cycle





General Definitions


All Values





(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features



(47)










(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features



(56)


1 Role of Executive










(57)












(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features














(58)












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features












Normalization Steps



















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features
















Head ndash RHQ HR



ED ndash HR




(61)


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features


























Corporate HRD


Corporate HRD


(63)

APPENDICES















































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features











































(67)

(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features



(68)



SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features





SYSTEM











(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features













(70)












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features












(71)











(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features












(72)



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features



Sample Size = 15










(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features








(76)



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features



(77)





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features





(79)





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features





(81)



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features



(82)





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features





(84)







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features







(87)

ANALYSIS


Agree ()

Disagree ()

Neutral ()

Total


40 533 666 0 100


466 533 0 0 100



466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features




466 533 0 0 100


333 533 133 0 100


333 40 133 133 100


40 466 666 666 100


466 40 666 666 100


466 466 0 666 100


333 333 266 666 100


20 60 666 133 100

12 Reward amp 666 533 333 666 100


0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features




0 40 333 266 100


333 60 0 666 100


666 333 333 266 100

(89)











(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features









(90)





CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features



CONCLUSION



(91)

CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features



CHAPTER-6

RECOMMENDATIONS

(92)

RECOMMENDATIONS




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features




(93)

CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features



CHAPTER-7

LIMITATIONS

(94)

Limitations





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features





(95)

BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features



BIBLOGRAPHYAND

WEBOGRAPHY

(96)

BIBLOGRAPHY

www Hryillage com


wwwhrworldcom



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features



WEBOGRAPHY

wwwntpccoin


wwwgooglecom

(97)

ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features



ANNEXURES

(98)

ANNEXURES



Interoffice Memo

Date














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features














Total Score




Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features






Dept1Sample Size

Dept2Sample Size

Dept3Sample Size

Dept4Sample Size




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features




(101)



EMPLOYEES DETAILS







Education detail



Years of service



(102)

Salient Features




Education detail



Years of service



(102)

Salient Features



Summer Training Report

Documents

Transcript of Summer Training Report