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Powering India's Growth: Through people

NTPC Limited believes in achieving organizational excellence through

Human Resources and follows "People First" approach to leverage the potential of

its 23,500 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

theHR Visionof"to enable the people to be a family of committed world class

professionals making NTPC Limited a learning organization.

To 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 &

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, asystematic Training plan has been formulated for ensuring minimum seven 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 Limited 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 providedthrough tie ups with reputed Institutions like IIT, Delhi, (M.Tech in Power

Generation Technology), MDI, Gurgaon (Executive MBA programme), BITS,

Pilani (B.Tech) etc.

In order to realize the HR Vision of making NTPC Limited a learning Organization

by providing opportunities to continually learn new capabilities a number of

initiatives have been taken. NTPC Limited Open Competition for Executive Talent

(NOCET) is organized every year in which teams of executives compete annually

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through oral and written presentation on a topical theme. 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

units/offices in NTPC Limited. 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 Limited has developed

strong employee welfare, health & well-being and social security systems leading

to high level of commitment. NTPC Limited 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 Limited Rewardsand 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 Limited.

NTPC Limited 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 ina 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 Great Places to Work for in

India in which NTPC Limited was rated third Great Place to work for in the

country in 2005.

5 S for the company:

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5 S is a Japanese term for organization, neatness, cleanliness, standardization, and

discipline. All these words start with the letter S which are:

Seiri Stands for Organization

Seiton Stands for Neatness

Seiso - Stands for Cleanliness

Seiketsu Stands for Standardization

Shitsuke stands for Discipline

These all words from Japanese languages stands for the steps to be taken for

ensuring proper organization, neatness, cleanliness, standardization, and discipline

in companys housekeeping and work place management practices.

Objectives of Human Resource Management:

To enhance organizational performance by institutionalizing an objective and

open performance management system.

To align individual & organizational needs and develop business leaders by

implementing a career development system.

To enhance a commitment of employees by recognizing & rewarding high

performance.

To build & sustain learning organization world class professionals.

To institutionalize core values & create a culture of team-building,

empowerment, equity, innovation, & openness which would motivate

employees & enable achievement of strategic objective.

To assist employees in achieving their personal goals.

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HR Department includes:

Employees services Section (ES)

Town Administration

Office Administration & pension

Employees Benefits Section (EB)

Corporate Social Responsibility (CSR)

Public Relation (PR)

Rajbhasha (Hindi)

Employee Welfare Section (EW)

Law

Human Resource Development (HRD)

Performance management System (PMS)

Employee Development Center (EDC)

Employee Relation/ Industrial Relation (ER/IR)

These are some sub section with whom H.R.D works well at NTPC Limited,Kahalgaon to achieve his goal with a Vision.

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HR HIERARCHY OF NTPC Limited KAHALGAON

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TOWN ADMINISTRATION

The main areas of this section are:

Educational Institution (like School)

There are three schools which are established by NTPC Limited in the township

area for the Children of there employees. Under this a lump sum amount is being

paid by the NTPC Limited for the maintenance of the schools.

Three schools are:

St. Josephs School

DAV Public School

Kendriya Vidalaya

Township Security

A home guard security system is being maintained by NTPC Limited at township

area for the safety of families of employees. These home guards are posted at the

entrance gate of the township (there are two main gate of township for the

entrance), as well as these home guards are also posted at the shopping complex &

shopping center and also at the major places where security & safety is needed.

These guards are working in sifts it means there should 24 hours security service is

there in township.

Social & National Celebration

Under this, section has to arrange all the things to celebrate the social & national

functions like Republic Day, Independence Day and more other festivals. It is the

responsibility of section to inform & celebrate the cultural programmes

occasionally.

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Accommodation(Quarter Allotment)Under this head the work area is to distribute quarter to the employees of NTPC

Limited for their residential purposes. In this regard they facilitate the employees by

accommodation facility on the basis of their grade/designation.Transit

camps(Ashok Bhawan)

Employees who come to join the organisation on their first appointment or on

transfer from one Unit to another will be allowed Guest House/Transit Camp

accommodation The Guest House/Transit Camp accommodation is primarily meant

for employees of NTPC Limited and those employees of Central Government/StateGovernment/Public Sector Undertakings, who visit the place in connection with

NTPC Limited work. Subject to availability, however, it can be allotted to the

employees of Central Govt./Stat Govt./Public Sector Undertakings and outside

agencies, even if they visit the place in connection with their own work.

VIP Visits(Mansarovar)

Under this if there is any VIP visit in the plant or at the township then all the

arrangements of their staying, lodging and transporting facilities is being done in a

proper manner.

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OFFICE ADMINISTRATION &PENSION

The main areas of this section are:

Office Administration

In office administration all the employees who are working in the office premises

they should gate facilitate by proper number of chair & tables, coolers, stationary

items and more other important things, which are needed at work area.

Office Entitlements

In office entitlements the employee should well informed that where they have to

sit or they should be given chambers. More other office related works, which

affects the day today works of the employees who are working in the office

premises.

Pension & provident Funds (PF)

NTPC Limited SELF CONTRIBUTORY SUPERANNUATION BENEFIT SCHEME

(Managed by NTPC Limited Self Contributory Superannuation Benefit Trust)

OBJECTIVES:-

In order to take care of post retirement needs and contingencies of death or

permanent disablement while in service of the corporation a, Self Contributory

Superannuation Benefit (Pension) Scheme has been introduced.

NAME OF THE SCHEME:-

The Scheme is called NTPC Limited Self Contributory Superannuation Benefit

(Pension) Scheme.

ADMINISTRATION OF THE SCHEME:-

The scheme will be administered by a Trust constituted for the purpose and named

as NTPC Limited Self Contributory Superannuation Benefit (Pension) Trust.

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EFFECTIVE DATE:-

Scheme shall be deemed to have been introduced w.e.f. 1.4.95.

COVERAGE AND ELIGIBILITY:-

All existing employees in the pay scales applicable to the workmen, supervisors and

executive categories who were on the roll of the corporation as on 1.4.95 shall be

deemed to be Members of the Scheme from that date.

Employees who were on the roll of the corporation as on 1.4.95 and during the

period from 1.4.95 to date of issue of this circular have superannuated, will have theoption to become the Member of the scheme for which a separate communication

will be issued by the Trust.

All the employees who are appointed in the workman or Supervisor or

Executives scale of pay in future will compulsorily become the Member of the

Scheme from the date of appointments. In the event of any dispute as to eligibility

of any employee to become Member, decision of the Employer shall be final.

PENSION BENEFITS:

Pension on Superannuation/Incapacitation/Death: While in Service of

Members: Subject to the provisions of these rules, a Member would be entitled to

pensinary benefits by way of purchase of pension annuities on the basis of

accumulated contribution amount with the Trust in respect of individual employee.

These Pension annuities will be purchased through LIC/any other Insurance

Company authorized by IRDA.

Commutation of pension: The Member may at his sole discretion commute a part

of the eligible accumulated Contribution amount as per the provisions under theapplicable laws.

Benefits on Separation in case of VRS, Resignation, Dismissal, etc: Member

may opt for refund of the accumulated amount of contributions and the same would

be refunded based on the period for which the contribution was paid by the Member

less escalation on additional contribution amount, which was paid on surrendered

items identified for Pension Scheme (The amount of surrendered items will be as

fixed from time to time or if, any Member wants to avail the pensionary benefits

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then he is allowed to do the same under the provisions of the Scheme instead of

refund of contribution as mentioned above.

Revision in Benefits by the Trustees:

The Board of Trustees in consultation with the Corporation/Actuary shall reviewthe availability of money of the Pension Trust annually or at such intervals as may

be deemed fit by the Board of Trustees to decide any revision in the benefit payable

under the Pension Scheme, from time to time. The decision of the Board of

Trustees shall be final and binding

EMPLOYEES PROVIDENT FUND RULES

NAME OF THE FUND:

The Fund shall be called National Thermal Power Corporation LimitedEmployees Provident Fund New Delhi.

DEFINITIONS:

i) The Company means the National Thermal Power Corporation Limited;

ii) Fund means the National Thermal Power Corporation Limited Employees

Provident Fund;

iii) Board means the Board of Trustees;

iv ) Trustee means a member of the Board of Trustee;

v) Chairman means the Chairman of the Board of Trustee;

vi ) Secretary means the Secretary of the Board of Trustees;

vii Member means a Member of the Fund;

Continuous service means uninterrupted service under the company andincludes service which is interrupted by sickness, accidents, authorized

leaves, strikes which is not illegal, or cessation of work not due to employees

fault;

viii Basic Wages means all emoluments which are earned by an employee while

on duty or on leave with wages in accordance with terms of contract of

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employment and which are paid or payable in cash to him, but does not

include-

The cash value of any food concession;

Any dearness allowance (that is to say, all cash payments by whatever name

called paid to an employee on account of a rise in the cost of living), house

rent allowance, overtime allowance, bonus, commision or any other similar

allowance payable to the employee in respect of his employment or of work

done in such employment.

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RULES AND REGULATIONS OF EMPLOYEES GRATUITY FUND

DEFINITIONS:

In these rules and regulations unless there is anything repugnant to the context or

subject:

Board of Trustees means the Board consisting of all the Trustees of the

Fund

Beneficiary means an employee entitled to gratuity in accordance with the

provisions of these Rules.

Commissioner means Commissioner of Income Tax.

Employee means any person (other than an apprentice) employed on wages

in the company irrespective of the rate of his pay and status, but does not

include an employee of the state, Central government or other government or

industrial concerns working with the company on foreign service terms.

The Board of Directors means the Board of Directors for the time; being of

National Thermal Power Corporation Limited and shall include any Committeeof the Board of Directors to which the Board of Directors has delegated or may

delegate its powers in this respect.

The Company means National Thermal Power Corporation Limited.

The Fund means the National Thermal Power Corporation Employees

Gratuity Fund.

Rules means the Rules and Regulations of NTPC Limited Employees

Gratuity Fund as contained in this schedule.

Secretary means the secretary of the Board of Trustees.

Trustees means the Trustees here of the time being of the Fund and Trust

means the irrevocable Trust under which the Fund is established.

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Wages means all emoluments which are earned by an employee while on

duty or on leave in accordance with the terms and conditions of his

employment and which are paid or are payable to him in cash and includes

dearness allowance but does not include any bonus, commission, house rent

allowance, overtime wages and any other allowance.

EMPLOYEE BENEFITSThe employee benefit section forms the core of HR department. It acts as a

facilitator for employees to avail various facilities and helps in the processing of

various orders to ensure smooth functioning of the orgaanisation. Some of the

functions are as follows:

Joining formalities(new joining as well as transfer in)

In this head a new joining will have a get together with all employees who are

working there for past. It means to give introduction about the working style and

introductory information about the employees or the officers.

Separation of employees(Retirement, Transfer )

When the employees get retired or is transferred a farewell party is being

organized by the benefit section of the organization.

Promotion (DPC & RPC)

To facilitate the employees by giving them promotion comes under this head.

Local recruitment of points men, loco drives

Under this the need of lower office work peon is to be fulfilled by recruiting local

person not only for office but also for drivers of vehicles in loco a re also selected.

LTC(leave, children education, reimbursement)

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With a view to assist employees in partly meeting the expenditure incurred by

them towards education of their school going children studying in class I to

XII, it has been decided to allow reimbursement of expenditure on Children

Education to the employees.

The scheme of reimbursement of conveyance expenditure is introduced for all the

employees in the organization

Social measures(NTPC Limited Economic death relief scheme, PRMS,DRS)

In case of death of conveyed employee of NTPC Limited, caused by accident as at

5.1 the nominee(s) as declared by the employee for the purpose of compensation

payable under Group Insuarance Scheme, will be paid a compensation by theInsurers to the extent of 100% of the capital sum insured, which will be 50

months pay (Basic Pay and DA) received with reference to position as on 1 st April

of the financial year which the death takes place.

Terminal Insurance (HBA or group insurance)

The insurance policy will provide coverage by way of payment of compensation to

the extent specified in this scheme to the covered employees round the clock,

whether he is on companys duty or not, on any location in India or abroad;

against a bodily injury resulting solely and directly from accidents caused by

violent, external and visible means which shall solely, and independent of any

cause, result in death or disablement.

The objective of the Group Personal Accident Insurance Scheme is a welfare

measure formulated to insure employees against the consequences of personal

accidents and provide appropriate relief to the affected employee or the nominee

through an Insurance cover

The scheme shall cover all regular employees and will also include/coverdeputationists, Board appointees and trainees or the company under its own

training schemes.

Various other kinds of leave is also provided by NTPC Limited:

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Casual Leave, Special Casual Leave, Earned Leave, Half Pay Leave, Sick Leave,

Commuted Leave, Extra ordinary leave, Maternity Leave, Paternity Leave,

Quarantine Leave, Special Disability Leave, Child Care Leave, Holidays, etc.

DEFINI

TION:

CSR is the concept that an enterprise is accountable for its impact on all relevant

stakeholders. It is the continuing commitment by business to behave fairly andresponsibly and contribute to economic development while improving the quality of

life of the work force and their families as well as of the local community and

society at large.

CSR is a term describing companys obligation to be accountable to all of its

stakeholders in all its operations and activities. Socially responsible companies

consider the full scope of their impact on communities and the environment when

CSR VISION

Be a socially responsible corporate entity withthrust on environment protection, ash

utilization, community development & energy

conservation.

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making decisions, balancing the needs of stakeholders with their need to make a

profit.

CSR is concerned with training the stakeholders of the firm ethically or in a socially

responsible manner. Stakeholders exist both within firms and outside.

Consequently, behaving socially responsibly will increase the human development

of stakeholders both within and outside the corporations.

CSR is defined as operating a business in a manner that meets or exceeds the ethical,

legal, commercial and public expectation that society has of business. CSR is seen

by leadership companies as more than a collection of discrete practices or

occasional gestures, or initiatives motivated by marketing, public relations or other

business benefits. Rather, it is viewed as a comprehensive set of policies, practices

and programmes that are integrated throughout business operations and decision

making processes that are supported and rewarded by top management.

THE SOCIAL COMMITMENT:

NTPC Limited believes in growth with a human face, and pursuing people-centered development. NTPC Limited is a socially committed organization and a

socially responsible corporate citizen. It attaches great importance to discharging its

overall social responsibilities to the community and the society at large where its

project and stations are located. In this regard Resettlement & Rehabilitation(R&R)

program becomes an area of sharp focus, a program that addresses people affected

directly or indirectly in the wake of the project undertaken by NTPC Limited.

THE PIONEER:

Sensitive to the social issues since its inception, the organization framedguidelines for the facilities to be given to the land oustees in 1980 building on the

earlier guidelines, a comprehensive R&R policy was formulated and approved for

implementation in May 1993. Based on its experiences and good practices adopted

at various projects since the implementation of the 1993 policy, as also taking into

consideration the GOIs recently notified NPRR-2003, NTPC Limited R&R policy

has been revised in June 2005. The policy has been arrived at after intense

consultation with stakeholders.

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The organization was the first PSU, and in that way the pioneer, in having such

policy in 1993. International funding agencies, as also the Government of India,

recognize and acknowledge the experiences gained by NTPC Limited in this

significant task.

THE COMPREHENSIVE POLICY FRAMEWORK:

The R&R policy aims at improving the overall economic status of Project Affected

Persons (PAPs). This is achieved by providing opportunities in the fields of

sustainable income, health, education, sanitation, communication and other such

areas. Community development activities are carried out in a transparent and

participative manner. Each program is based on the specific local requirements and

guided by the extensive Socio Economic surveys (SES). This helps meet the

objective of ensuring that the PAPs improve or at least regain their previous

standard of living. Efforts are made to adopt a holistic approach to communitydevelopment.

The Resettlement & Rehabilitation program is meticulously worked out for each

PAP. The R&R policy options and entitlement include:

Resettlement :

Developed alternate free house plot and resettlement colony with necessaryinfrastructure facilities or provisions for self resettlement.

Free transport arrangements for belongings and reusable material or suitable

transport grant.

Infrastructure to be provided includes primary schools, dispensary, panchayat

ghar, drinking water well/hand pump, WBM roads, drainage, sulabh

sauchalaya etc.

Suitable resettlement grant etc.

Rehabilitation:

Land for Land on a willing buyer willing seller basis.

Other rehabilitation options based on need and requirement

Capacity addition programs

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Suitable rehabilitation grants, Subsistence Allowance, etc

Other innovative measures like incentivizing purchase of land by the landless

etc.

Additional opportunities as per need and requirement

CSR Vision

Be a socially responsible corporate entity with thrust on environment protection,

ash utilization, community development & energy conservation.

NTPC Limited- The Trendsetter in CSR:

CSR budget 0.5% of profit approximately

Crores /year- one of the highest in Indian Corporate Sector

Comprehensive Corporate CSR Policy appreciated by World Bank

Corporate initiatives include NTPC Limited Foundation

Maximize Ash Utilization Million MT (over 35%)

Tree plantation 1.7 crores (next only to forest dept)

The various activities being done by NTPC Limited as CSR:

Community development (like roads, community hall, tubewells etc.)

Promotion of education (vidya bhawan)

Sewing training and adult education centre

Voluntary social activities

Medical facilities (medical camp)

Sports activities

Shrishti samaj

Other activities like during natural calamities, fire accidents, etc

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MISCELLANEOUS:

During emergency situations and whenever the nation or society faces any

disaster/natural calamities like flood, earthquake, NTPC Limited Kahalgaon comes

forward and takes active role and extends all possible help to serve the purpose.

Flood relief in the neighboring villages including repair of bridges during floods,distribution of meal among flood victims, medical facility to flood affected area,

sanitation support in flood affected areas etc.

PUBLIC RELATION PR SET- UP AT NTPC Limited, KAHALGAON

In 1987 when stage I activities was going on in NTPC Limited, Kahalgaon

(Kahalgaon Super Thermal power Project), PR Department came into existence.

Public Relation Executive Mr.S.Ravindran was the first person who took over the

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charge of PR Department in NTPC Limited, Kahalgaon.After. After the transfer of

Mr.S.Ravindran, Mr.Rakesh Prasad, Mr. T.K.Sinharay and Mr.Subhyash Ram

headed the PR Section before assuming the charge by PR Executive Mr.

Maheshwari Sharan, who was transferred from Vindhyachal in year 1998. After the

transfer of Mr.Sharan, Mr. Asim kumar Das (Supervisor, PR) given .the

responsibility to look after the day to day activities of PR Department. In the year

2000 Mr. Das was promoted as PR Executive and since then he is heading the

Section. Presently Mr. Das looking after PR activities with direct reporting to Dy.

General Manager (HR) Mr. Thomas Varkey.

PR OBJECTIVES:

To establish mutual understanding between the organization and the General

Public.

To establish brand image of the organization amongst the stakeholders.

Role of PR Section at Kahalgaon:

To share the information and achievement of the organization with people

through media.

To get public support to make an understanding between public and

organization.

To provide feedback information to the management.

To formulate the advertising strategies to suit the emerging need of the

organization.

To design and provide all-important publications highlighting various project

related activities.

To organize exhibition, displays etc. to highlight the organization.

To establish proper link between different departments of the organization.

TYPES OF COMMUNICATION:

There are two types of communication carried out by the PR Department.

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Internal Communication

External Communication

INTERNAL COMMUNICATION:

Public Relation Section is giving information to employee and family members

regarding progress and other activities about all area.

EXTERNAL COMMUNICATION:

Public Relation gives information to general public besides employees and their

family members regarding progress of the organization.

MEDIUM OF COMMUNICATION:

There are two medium used by NTPC Limited for communication:

Print Media

Electronic Media

PRINT MEDIA:

DEEPTI DARPAN: Deepti Darpan is a quarterly journal published by

the NTPC Limited, Kahalgaon. Deepti Darpan is published to make

employees and their families aware about the different activities and fuctionbeing performed in the NTPC Limited it is used for the purpose of internal

communication. Deepti Darpan contains the following:

CMD & GM message paragraph.

Latest visits in NTPC Limited, Kahalgaon.

Plant related activities.

Celebrations in the last three months.

Achievements by the employees family members.

Workshops being held for employees training.

Social activities.

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Awards received by the NTPC Limited.

FOLDER: Publicity folders and brochures are published yearly. Main

purpose of the brochures is to make visitor and trainees familiar about the

organization. It is published bilingual. It contains the following:

Corporate Stories

Generation Highlights.

Financial Performance.

About destination Kahalgaon.

About project.

About township.

About environmental protection.

About awards & accolades.

Special Supplement: The PR Department also brings out the two special

supplements one in local and another in the national dailies by covering allthe achievements of the year .To make the image of NTPC Limited in the

public.

Goodwill Advertisement: To make NTSCs relationship with the stake

holders and the PR Department is frequently releasing goodwill

advertisements.

Press visits: The NTPC Limited, Kahalgaon on regular interval is inviting

the press people to visit the site to get the proper response about the

organization .which will help to make the image of the company.

Press conferences: Twice in a year the Public Relation

Department is arranging press conferences .Which is addressed by the

project head to local media. In these conferences the project shares all the

achievement and progress with the media to get their positive response in

the interest of the organization.

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ELECTRONIC MEDIA: The PR section of the NTPC Limited, Kahalgaon ismaintaining very good rapport with the electronic media also. Electronic media is

means of both internal as well as external communication. Every year 3-4 coverage

appears in the news channels like ETV Bihar, Sahara channel and Aaj Tak for

external people.

JHAROKHA: Jharokha is a video magazine, which is being regularly produced bythe public relation section of NTPC Limited, Kahalgaon. It is being produced by the

PR Department since January 2003.So far 53 editions have been produced by the

public relation deptt. It covers all the activities of the project as well as the

township. The production of this video magazine is adjudge by the eminent judges

at the corporate and has been awarded as the best video magazine in NTPC Limited

.This medium of communication is now very effective in the township and is being

screened through the cable channels in NTPC Limited.

CONTENTS OF JHAROKHA:

Corporate stories

Generation highlights

Local activities

Song of the month.

Viewers Corner

Moral stories

Star of the month

FEW MORE ACTIVITIES PERFORMED BY PR SECTION:

EXHIBITION:In PR Department based on the common minimum program laid by

the corporate PR through two exhibitions is displayed every year. One duringAnand Mela (2days) in township and second during Shravani Mela

(5days).Through these media of publicity the visitors are being educated by the

experts of NTPC Limited official about the progress, achievements and future plans

of the corporation.

PUBLICATION OF TENDERS: The PR Department is responsible forpublication of tenders through newspapers and websites.

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COMMUNICATION CHANNELS OF NTPC Limited, Kahalgaon:Following are the important communication channels being used at Kahalgaon:

Daily meetings

Frequent meeting with union and association with Head of project.

Cable network- Communication of circular and events can be done through

character generator.

E- Khabar

It is a monthly e-magazine of NTPC Limited, Kahalgaon for internal

circulation.

RAJBHASHA

This section basically looks after the use of Hindi Language by the employees in

their day to day activities like writing letter, inter office memo, signing a form,

drafting a note sheet, forwarding a application, etc. General Manager of every

project is the chairman of the HINDI committee. This section facilitates the use of

Hindi by more and more employees by providing them necessary assistance and

also rewarding them for their efforts.

ELIGIBILITY:

All full time employees of the company except the employees of the Hindi

section of the office.

Those employees who write notes/letters per day in office work or 180 notes per

quarter in Hindi or 30 % or more of official work by senior executives in Hindi

will be eligible for the incentives under this scheme.

INCENTIVES:

A person who writes 10,000 words in Hindi in a year will be eligible to compete

for a prize.

NTPC Limited schemes for facilitating Hindi Language:

Incentive for acquiring working knowledge of Hindi

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Incentive on learning Hindi language

Incentive on learning Hindi stenography

Incentives for writing notes in Hindi

Incentives for doing typing and stenography in Hindi

Incentive for doing routine official work in Hindi.

Incentive for giving dictation in Hindi

Incentive for writing in Hindi in the house journals and NTPC

Limited news magazine.

Annual award for writing books in Hindi & technical subject.

Rajbhasha Sheild

NTPC Limited Rajbhasha Sheild

The employees welfare section of human resource department (Kahalgaon)

caters to the social, cultural and recreational needs of NTPC Limited Ltd employees

and their members in township.

The employee welfare schemes can be classified into two categories viz.

statutory and non-statutory welfare schemes. The statutory schemes are those

schemes that are compulsory to provide by an organization as compliance to the

laws governing employee health and safety. These include provisions provided in

industrial acts like Factories Act 1948, Dock Workers Act (safety, health andwelfare) 1986, Mines Act 1962. The non statutory schemes differ from organization

to organization and from industry to industry.

Types of Welfare Facilities:

Statutory Welfare Schemes

The statutory welfare schemes include the following provisions:

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1. Drinking Water: At all the working places safe hygienic drinking water

should be provided.

2. Facilities for sitting: In every organization, especially factories, suitable seatingarrangements are to be provided.

3. First aid appliances: First aid appliances are to be provided and should be readilyassessable so that in case of any minor accident initial medication can be provided to theneeded employee.

4. Urinals:A sufficient numberof urinals are to be provided in the office and factorypremises and are also to be maintained in a neat and clean condition.

5. Canteen facilities:Cafeteria or canteens are to be provided by the employer

so as to provide hygienic and nutritious food to the employees.

6. Spittoons: In every work place, such as ware houses, store places, in the dock area andoffice premises spittoons are to be provided in convenient places and same are to be

maintained in a hygienic condition.

7. Lighting: Proper and sufficient lights are to be provided for employees so

that they can work safely during the night shifts.8. Washing places: Adequate washing places such as bathrooms, wash basins with tap

and tap on the stand pipe are provided in the port area in the vicinity of the work places.

9. Changing rooms:Adequate changing rooms are to be provided for workers

to change their cloth in the factory area and office premises. Adequate

lockers are also provided to the workers to keep their clothes and belongings.

10.Rest rooms: Adequate numbers of restrooms are provided to the workers

with provisions of water supply, wash basins, toilets, bathrooms, etc.

Non Statutory Welfare Schemes

Many non statutory welfare schemes may include the following schemes:

1. Personal Health Care (Regular medical check-ups): Some of the

companies provide the facility for extensive health check-up

2. Flexi-time: The main objective of the flextime policy is to provide

opportunity to employees to work with flexible working schedules. Flexible

work schedules are initiated by employees and approved by management to

meet business commitments while supporting employee personal life needs

3. Employee Assistance Programs: Various assistant programs are arranged

like external counseling service so that employees or members of their

immediate family can get counseling on various matters.

4. Harassment Policy:To protect an employee from harassments of any kind,

guidelines are provided for proper action and also for protecting the

aggrieved employee.

5. Maternity & Adoption Leave Employees can avail maternity or adoption

leaves. Paternity leave policies have also been introduced by various

companies.

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6. Medi-claim Insurance Scheme: This insurance scheme provides adequate

insurance coverage of employees for expenses related to hospitalization due

to illness, disease or injury or pregnancy.

7. Employee Referral Scheme: In several companies employee referral

scheme is implemented to encourage employees to refer friends and relatives

for employment in the organization.

Benefits of Welfare Measures:

They provide better physical and mental health to workers and thus promote a

healthy working environment.

Factors like housing schemes, medical benefits and recreation facilities for

employees family help in raising their standard of living. This makes workers to

pay more attention towards work and thus increase their productivity.

Employees get stable labor force by providing welfare facilities. Workers take

active interest in their job and work with a feeling of involvement and

participation.

Employee welfare measure increases the productivity of the organization and

promote healthy industrial relation thereby maintaining industrial peace

The social evils prevalent among the labor such as substance abuse etc. are reduced

to a greater extent by welfare policies.

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Major work areas of the Employee Welfare Section at NTPCLimited, Kahalgaon are:

NTPC Limited Ltd., Kahalgaon has provided to its employees several facilities.

These welfare facilities are also well maintained. In every industry, the welfare

facilities are provided for the workers so that they are facilitated and do not face

problems either in the industry or at home.

The welfare facilities includes:

NTPC Limited Employees Welfare Association

NTPC Limited Sports Club

Ladies club

Cable TV service

Vikramshila Club

Co-operative society

Plant Canteen

Republic day celebration

Independence day celebration

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Raising day celebration

Schools- St. josephs school, kendriya vidyalaya, D.A.V

Bal bhawan, Sujatha auditorium.

Bus service.

All the above mentioned welfare facilities are looked after by committees

which constitute of elected and selected members. Fixed assets like

furniture, equipments for the club building, utensils for canteens are

provided by NTPC Limited.

Salient Features Of Welfare Activities Of NTPC Limited,Kahalgaon:

Canteen

All the factories/plantation under factories act or plantation act should have a

canteen if the no. of employees exceeds 250.In NTPC Limited, Kahalgaon there are

1200 employees. There is a plant canteen which is run by contractors. The canteen

has about 60 staffs. Breakfast, lunch, snacks, etc. are provided in the canteen. The

management prescribes all the items to be provided in the canteen. The rate of these

items is also prescribed by the management. The aim of the canteen is to run on a

No Profit No Loss basis. All the fixed assets are in the canteen are provided by

NTPC Limited and the running costs are borne by the Canteen Management

Community.

NTPC Limited Ltd. Ltd Employees welfare association

Employee Welfare Association (EWA) is a welfare body which works for the

welfare of the employees, working in the organization. EWA basically is an elected

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body whose members are elected through a general election. The objective of this

association is to cater to all forms of social, cultural and recreational needs of the

residents of the NTPC Limited project/plant/township and the employees stationed

at the corporate office.

All employees are its member

Contribution Rs 40/- per month

Matching grant

Constitution of EWA management Committee

Some of the activities of EWA are:NTPC Limited Sports council

All employees are its members


Matching grant

Constituting of Sports Council Management

Facilities

T.T.S ground/ GYM

Ground near hospital

All sports equipment

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Major Activities

Organizing tournaments for employees

Cricket, football, volleyball, basketball (for school children and employees)

Ladies club Shirshti samaj:

All employees wife are eligible


Matching Grant

Major activities

Management of schools- Little flower & vidya bhawan

Taking up social responsibility

Bal- Bhawan co-curricular activities for children

Vikramshila club

All executives are its members


Matching grant

Contribution of vikramshila club management committee

Major activities

Organizing cultural program

New Year party

Club raising day

Night Cricket Tournament

Musical Night/Fun Games

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Dance, song competition

Quiz painting Deepawali contest

Maintaining and updating library

NTPC Limited sports promotion board:

Resumed from 2005 onwards

Cricket for young employees(under 30 years)

NTPC Limited Athletic meet for school children

NTOC Ltd cricket tournament in eastern region (for school children)

Alakhnanda club

The NTPC Limited ,Kahalgaon has another club for non- executives employees.

It has all facilities available in the Vikramshila club except the pantry.

Other schemes to strengthen welfare initiatives:

Medha Pratiyogita/ Employees Quiz

Dance, drama competition

Theatre workshop

Coaching classes for engineering/ medical

Counseling session for school

Magic show, children films, etc.

Educational Facilities:

Educational facilities are provided to the children of the employees at NTPC Limited.,

Kahalgaon. This is one of the most important welfare facilities for the employees. There are 3high schools namely St. Josephs school, Kendriya vidyalaya, & DAV school. The school impart

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education to the children of the township and the surrounding localities. The Urvashi Club of

Deeptinagar also runs Little Flower school & Vidya Bhawan for junior students NTPC Limitedprovides subsidized education for employees children, provides transport facilities to the children,

grant scholarship and extend educational assistance through reimbursement to fee.

Transport Facilities:

Inadequate transport facilities put the employees and their families under a lot of

strain, loss of time, fatigue etc. thereby loss of productivity. So, the need of

transport facility is obvious.

NTPC Limited Ltd. has provided adequate transport facility to move from township

to railway station and market place. The school children are provided with school

bus facilities.

Cooperative Society:

Establishment that employed more than 300 workers are covered under the scheme

of opening fair price shop or cooperative stores as recommended by the 20 th session

of the Indian labor conference held in August 1962.

NTPC Limited Ltd. runs a departmental store, at the shopping complex, in which

members are the share holders. In NTPC Limited Ltd., Kahalgaon, the cooperative

society has about 200 members. The minimum no. of members required is 15. A

committee has been made to see the workings of the cooperative society which has

11 members. The committee has a secretary, joint secretary, treasurers, and the rest

as members. Out of these members, the president and 2 members are nominated.

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LAW SECTION

Definition:

Law is a system of rules, usually enforced through a set of institutions. It shapes

politics, economics and society in numerous ways and serves as a primary social

mediator in relations between people. Contract law regulates everything from

buying a bus ticket to trading on derivatives markets. Property law defines rights

and obligations related to the transfer and title ofpersonal and real property. Trust

law applies to assets held for investment and financial security, while tort law

allows claims for compensation if a person's rights or property are harmed. If the

harm is criminalized in penal code, criminal law offers means by which the statecan prosecute the perpetrator. Constitutional law provides a framework for the

creation of law, the protection of human rights and the election of political

representatives. Administrative law is used to review the decisions of government

agencies, while international law governs affairs between sovereign nation states in

activities ranging from trade to environmental regulation or military action. Writing

in 350 BC, the GreekphilosopherAristotle declared, "The rule of law is better than

the rule of any individual."

69
http://en.wikipedia.org/wiki/Systemhttp://en.wikipedia.org/wiki/Ruleshttp://en.wikipedia.org/wiki/Institutionhttp://en.wikipedia.org/wiki/Politicshttp://en.wikipedia.org/wiki/Economicshttp://en.wikipedia.org/wiki/Societyhttp://en.wikipedia.org/wiki/Contract_lawhttp://en.wikipedia.org/wiki/Derivative_(finance)http://en.wikipedia.org/wiki/Property_lawhttp://en.wikipedia.org/wiki/Personal_propertyhttp://en.wikipedia.org/wiki/Real_propertyhttp://en.wikipedia.org/wiki/Trust_lawhttp://en.wikipedia.org/wiki/Trust_lawhttp://en.wikipedia.org/wiki/Torthttp://en.wikipedia.org/wiki/Criminal_lawhttp://en.wikipedia.org/wiki/Constitutional_lawhttp://en.wikipedia.org/wiki/Human_rightshttp://en.wikipedia.org/wiki/Administrative_lawhttp://en.wikipedia.org/wiki/International_lawhttp://en.wikipedia.org/wiki/Nation_statehttp://en.wikipedia.org/wiki/Tradehttp://en.wikipedia.org/wiki/Ancient_Greecehttp://en.wikipedia.org/wiki/Aristotlehttp://en.wikipedia.org/wiki/Rule_of_lawhttp://en.wikipedia.org/wiki/Systemhttp://en.wikipedia.org/wiki/Ruleshttp://en.wikipedia.org/wiki/Institutionhttp://en.wikipedia.org/wiki/Politicshttp://en.wikipedia.org/wiki/Economicshttp://en.wikipedia.org/wiki/Societyhttp://en.wikipedia.org/wiki/Contract_lawhttp://en.wikipedia.org/wiki/Derivative_(finance)http://en.wikipedia.org/wiki/Property_lawhttp://en.wikipedia.org/wiki/Personal_propertyhttp://en.wikipedia.org/wiki/Real_propertyhttp://en.wikipedia.org/wiki/Trust_lawhttp://en.wikipedia.org/wiki/Trust_lawhttp://en.wikipedia.org/wiki/Torthttp://en.wikipedia.org/wiki/Criminal_lawhttp://en.wikipedia.org/wiki/Constitutional_lawhttp://en.wikipedia.org/wiki/Human_rightshttp://en.wikipedia.org/wiki/Administrative_lawhttp://en.wikipedia.org/wiki/International_lawhttp://en.wikipedia.org/wiki/Nation_statehttp://en.wikipedia.org/wiki/Tradehttp://en.wikipedia.org/wiki/Ancient_Greecehttp://en.wikipedia.org/wiki/Aristotlehttp://en.wikipedia.org/wiki/Rule_of_law


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Consolidated report on law at NTPC Limited Kahalgaon

A. Introduction and brief history of law cell:-Level is the major resource of the any originations to establish in this regard in

law section is playing the vital role to acquire land with respect of all the feasibility

of organization need for economical survivor of organization. Law cell is a part and

parcel of HR dept.

It plays the creative and dynamic roll in the economy of the project. At present law

cell has done all type of cooperative work, coordination and legal suggestion which

is required to the concerned department.

NTPC Limited established in 1975 in power plant sector, in which Kahalgaon

project has inaugurated in 1984. Law cell has also started its function along to other

concerned cell after establishment of HR dept. There are 64 villages ad affected

from this project at Bhagalpur and Godda district in Bihar and Jharkhand state

respectively.

B. Organizational set up of law cell:-

Through law cell has separate identify at HR detp. In Kahalgaon Project but HR

head is also a head of this cell. Law cell has Plays the vital role or vital link in

NTPC Limited to cooperate or coordination among all department, labour relation,officer and other local and other leaders etc. Law cell has also given all type of

suggestion which is required by the concerned dept. time to time within the

provision of law.

C. Working function of law cell in the eye of law:-

Law cell has function all type of legal vetting, legal opinion required suggestion,

land acquisition process work, house building advance loan vetting PF loan vetting

of the employees of NTPC Limited Kahalgaon. Law cell also looked after the all

type of the legal cases i.e. land acquisition cases, arbitration cases etc. through

empancelled council of NTPC Limited on behalf of the company.

D. Future prospects of law cell in Kahalgaon project:-

Law cell wants to solve the all type of cases through lok adalat or compromise

basis. Law cell has also started the acquisition process work at godda and stage

(500x3) mw of NTPC Limited Kahalgaon project for carrying coals from the mines.

E Conclusion and suggestion for law cell:-

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In future law cell should played the stronger role in Kahalgaon project and should

started the cooperative works by and large scale in all aspects so that the economy

of the company should be strong and controlled on discrepancies of the function of

the NTPC Limited project.

F. Land Acquisition:-

LAND ACQUISITION OF 100.71 ACRES IN GODDA.

The task was initiated in 2006. Formal applications have already been submitted in

the year 2006 itself. However the maps were repeatedly rejected by the State

Authorities due to certain deviations in the maps. The reason was observed that the

maps submitted by the Private Survey Agency appointed by NTPC Limited were

deviation from the Govt. Survey Maps. The discrepancies / intervention of D.C.

Godda and the matter is expecting completion.

G. Mutation of Acquired Land:-The mutation activities of acquired land of 3360 acres have been pending for long

time of about 20 years. The matter was taken on emergent basis from the year 2004

and by the year 2007 we have been able to mutate all land except a marginal area of

116 acres out of the 3360 acres. The left out areas are held up due to various

discrepancies. The discrepancies are being sorted out, but the process is slow due to

the peculiar nature of task and the same being performed by State Government

Authorities. The required formalities have been complied with.

CRITICAL AREAS

1500 numbers of land acquisition cases.

There are 1535 nos of litigations pertaining to land acquisition. Out of the same 51

are before high court and rest 1848 are before judge, Bhagalpur. The case before la

judge includes two type of cases. Primarily the reference cases for enhancement of

compensation filed by the land oustees u/s 18 of the land acquisition act. These

cases are pending for last 20 years or more. These cases include large amount of

financial liability. Moreover in land an acquisition case every chance is there for

enhancement and in interest rate (12%) is running. Second category of cases

pending before the la judges are the execution cases filed by the petitioners in thosecases, in which the awards were modified but challenged by NTPC Limited before

high court. In these cases the court directs NTPC Limited to deposit some

percentage i.e. 30 to 50 of the enhanced amount till pendency of the appeal. Getting

stay from high court is always difficult and in trial court the petitioners press for

payment. The land acquisition cases before high court involves the appeal filed by

NTPC Limited against the judgment by la judge.

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Important achievements by law section

1) Demand by 340 crores by state govt. towards commercial tax for using

agricultural land for NTPC Limited plant, got quashed by obtaining quashing

orders from high court Patna. The details of the proceedings initiated by stategovt. and the corresponding orders writ petitions filed by NTPC Limited before

high court and the orders obtained are narrated in separate statement attached.

2) Mutation of the acquired area of land

i. Mutation entry in the register of state govt as owner of land of the

acquired land NTPC Limited in favour of NTPC Limited has been pending for a

long time of more than 20 years in case of NTPC Limited Kahalgaon. In task

was monitored by law cell and as a result out of the balance 300 acres about 185

acres have been completed in the year 2007 and currently there is only 116 acres

pending. The balance area also expected within a month or so.

Area pending of mutation at the beginning of the year: 300 (approx)

Area mutated during the year 185 (approx)

Area for which mutation awaited shortly 116

Area for which mutation awaited shortly 85

3) Arbitration cases disposed off. The arbitration matter of alstom was decided

partly against NTPC Limited by the tribunal. NTPC Limited challenged the

award before high court Delhi, which was rejected. Therefore NTPC Limited hadfiled appeal before division bench, of high court, Delhi and the division bench

admitted the appeal and granted stay of the operation of the award. Thus the

award which had a financial implication of 52 lakhs stands stayed.

4) Writ petitions filed against NTPC Limited by land oustees got dismissed. During

the year there various writ petitions filed against NTPC Limited by land oustees

seeking employment got dismissed. The high court had observed that is not the

primary duty of NTPC Limited to provide employment rather than it is a state

responsibility. The rulings are reported in law journals also.

5) Other matters in which favourable orders received.

Apart for the above various other litigations incl. Criminal cases, civil cases,

money suits etc. got ordered in favour of NTPC Limited (detailed list attached)

6) Land acquisition Godda. Though the applications were submitted in the year

2006, the same was held up with state govt due to certain discrepancies. The

matter in the year 2007 was continuously followed up with district administration

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and now the discrepancies are almost settled and processes for acquisition are

initiated.

7) Physical verification of acquired land

In compliance of corporate requirements, the acquired land was measured

successfully and appropriate reports were sent within time.

PERFORMANCE MANAGEMEN SYSTEM

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(PMS)

INTRODUCTION

The System of Performance Appraisal for Board level positions and of executivestwo levels below the Board level positions for Navaratna and Mini Ratna

Companies has been revised by Public Sector Enterprises Selection Board for

having uniformity in the Appraisal System.

NTPC Limited has accordingly reviewed the existing Appraisal System of senior

executive levels. The revised Performance Management System having components

of Performance Planning, Monitoring, Review, and Development through

involvement of the Appraisee is being introduced.

Philosophy of Performance Management System (PMS):

To 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 company objectives.

To cascade companys 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 organizations growth requirementsthrough 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

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To facilitate fulfillment of individual aspirations.

APLICABILITY

PMS is applicable to all executives of NTPC Limited(E1_E9)

Executives who join NTPC Limited on deputation or those retaining lien while in

service of NTPC Limited are also covered by this scheme.

Executives who join in the middle of the PMS cycle, but have served for a

minimum period of three months.

NTPC Limited executives who are on secondment or are lent on service to

subsidiaries and joint ventures with NTPC Limited management.

PMS CYCLE:

Performance Assessment Year:

Performance assessment years have been set up as follows:

For E6 and above: The performance assement year commences from 1 st April of

each year and continues until 31st

March of the following year ForE1-E5: The performance assessment year commences form 1 st January of each

year and continues until 31st December of the same year

PMS PROCESS:

The PMS process is broadly divided into the following stages:

Defining expectations i.e., the work to be done, the results/targets to be

achieved and skills/competencies needed to achieve these objectives.

Setting Measures and Targets, 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.

Works Objectives and Measures:

While defining work objectives and measures, it is necessary to ensure that:

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Goals/Targets/Objectives are SMART (Specific, Measurable, Agreed, Realistic

and Time Bound)

Results are substantially within the executives control

Measures relate to results

Data is available for measurementAgreement on mutually agreeable and achievable performance targets is arrived at

after sufficient discussion between reporting officer and executive has taken place.

Mid Year Review

Performance management is not an event but an ongoing process. Mid year reviews

helping the following ways:

Reinforcing good performance in time.

Updating the status of targets, i.e., progress review

Identifying areas for Mid-Course correction

Revisiting KPAs and goals, if necessary

Assessing resource and skill requirements affecting the individuals performance

Discussion and feedback on functional competencies, potential competencies

and core values actualization

Providing early warnings of non-performance, i.e., avoiding year and surprises.

Annual Assessment:

The objectives of Annual Assessment are to:

Discuss and arrive at an assessment of performance with respect to agreedtargets

Assess the competencies, potential and core values actualization by the

individual

Agree upon improvement plans and development needs for the individual.

Agree upon improvement plans and development needs for the individual.

I. Normalization:

The objectives of the Normalization System in PMS are to: Ensure purity and integrity by minimizing variation in ration 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.

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II. Feedback, Coaching and Counseling:

In order to make PMS an open system and to enhance development orientation

across the organization; feedback, coaching and counseling are essential

components. Communicating the final performance results or the executives and

providing development feedback are critical to this process.

Feedback: Providing feedback on presents the following benefits:

Creates transparency making PMS more acceptable to individual.

Reinforces good performance on time

Enables development of coaching and mentoring relationship between reporting

officer and executives

Ensures that organizational objectives are achieved to an acceptable standard and

in an acceptable form.

Coaching and Counseling: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 & their present level

of knowledge and skill.

Providing guidance to individuals to enable them to complete their work

satisfactorily.

Motivation individuals to learn new skills and develop themselves. Facilitating individuals to raise their level of contribution and achievement.

Counseling in 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 counseling is through:

Recognition and understanding of existing strengths.

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Empowering, i.e. enabling the individuals to recognize their own problems and

expressing the same.

Facilitation action through guidance and expertise, i.e facilitating the process

whereby the individuals 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.

PMS Linkages with others HR System:

Performance Management has much wider implications than purely improving

individual performance in the given year. PMS provides the basis for achieving a

number of fundamental aims of the strategy for the organization as mentioned

below.

Linkage with Training and Development System:

PMS lays strong emphasis on continuous learning and development. The two-way

communication between reporting officer and executive creates an environment of

trust and self-learning.

PMS is the basis for the organization to maintain data on an individuals skill gaps

take training needs, use it for foreign training (assignments and company

sponsorship of long-term educational programs, etc.

PMS would also provide the means to determine the collective level of

competitions strengths available within the organization as well as gaps forplanning for organizational development initiatives

Learning and development initiatives fundamentally rest with the organization

facilitating the same through creating a learning environment and providing

suitable opportunities etc. The executive would be responsible for making use of

the same to the maximum extent possible

Linkage with Rewards System: PMS results of the executives would be used as one of the inputs in the Career

Development System. It would provide inputs for assessing and individualsreadiness for higher responsibility and career advancement

PMS input would also help in decisions relating to job rotation and placement in

special assignments commencement with demonstrated potential. The detailed

processes and systems relating to this are outlined in the Career Development

Policy.

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EMPLOYEE RELATION /

INDUSTRIAL

RELATION (ER/IR)

The employees relation section at NTPC Limited Ltd Kahalgaon isworking quite efficiently as there are no major issues raised by the unions of

Kahalgaon Super Thermal Power Project in the near past. The employees Relation

section deals with various issues regarding the welfare of employees. The major

activities involve holding of meeting with various unions and associations to

resolve different and reach a consensus to ensure satisfaction among various section

of employees and in facilitating a health work environment.

MAJOR FUNCTIONS:

To take care of the employees relationship with that of the management.

To keep an eye on all the activities going on in the plant and plant premises.

Liaisoning with the local Administration.

Liaisoning with the District authorities.

Liaisoning with labour department of the state.

To look after the security of the plant from the outside activities.

To take decision on an act of any kind of unwelcoming or unfortunate incident

like accident or death of any person inside the plant or township.

To take decision in case of any strike, lockout or any other labour unrest etc.

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To coordinate with CISF people in order to collect information regarding any

union activity going on in the plant.

To issue gate passes to contract labour etc.

To look after the all anti social elements presents in and around the township

as well as plant area.

To arrange meetings with the workers union as well as with the supervisory

and executives unions.

To make minutes of all the meetings held with the union and association.

Sending monthly IR report to the corporate center regarding status of enquiries

pending with the CC like issue rose during the month by various unions andassociation etc.

Maintaining cordial relation with unions and associations and external

stakeholders on behalf of management.

Coordination of meeting (SLC, PLC, TAC, SMC, NEAK, UNION, and with

state District Administration).

TRADE UNION IN NTPC Limited

I. Kahalgaon Tap Vidyut Mazdoor Sangh- INTUC (Regn no.2995)

II. Kahalgaon Brihat Tap Vidyut Pariyojana Mazdoor sangh-AITUC

(Regn no.3203)

III. Rastriya Tap Vidyut Sarmik Sangh-BMS (Regn no.3579)

IV. NTPC Limited Kamgar Sangh-Independent (Regn no.3949)

ASSOCIATIONS IN NTPC Limited

I. NTPC Limited Supervision Association- Independent (Regn no.3195)

II. NTPC Limited Executive Association-A constituent of NEFI (Regn

No.-s/61744)

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DEVELOPMENTAL NEEDS:

The Performance Management System is a tool to be utilized for identifying

the developmental needs of the employee. The Reporting Officer while evaluating

Performance, Competencies, Values and Potential would specifically address the

developmental needs in order to overcome the competency gaps in the appraise.

Employees Development Center (EDC)

Training shall include a training programme, seminar, convention, workshop,

symposium or any other structured learning or developmental programme, based

on organizational needs and/or Training Need Analysis.

NTPC Limited since inception has been laying emphasis on Training and

Development employees with a view to productively contributes to the growth

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and performance of the organization. For this purpose guideline and system have

been issued from time to time.

A need has been felt to consolidate and codify different practices that guide the

training and development activities with a view to streamline and rationalize

these under training function.

A comprehensive training system, covering all aspects of training and

development activities has been evolved for uniform implementation across the

organization. The revised training system aims to optimally utilize various

Agencies of training and Training instruments in an effort to transforming the

company into a learning organization.

The basic philosophy to the EDC is to make training an effective instrument in

transforming NTPC Limited into a learning organization.

OBJECTIVES:

Make learning one of the fundamental values of the company.

Ensure value addition through training of the over all business process.

Institutionalize learning opportunities that supplement work experience.

Integrate organizational and individual development needs.

Enable employees to keep abreast with the latest knowledge and skill and

enable them to under take current and future responsibilities in a more effective

manner.

Provide linkage between the different functionaries of training activity.

Provide linkage of training activity with overall Human Resource Function.

Training & Development at NTPC Limited, Kahalgaon

Determining Training & Development needs

Establishing Training & Development policy.

Setting goal and objectives of training and development.

Preparing Training and Development budget.

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Deciding about the training and development venue.

Deciding about the methods and techniques to be deployed in training and

development.

Determining methods of evaluating training and development.

Activities:

In-house training (training at EDC)

External training (Training outside NTPC Limited)

In-company training (Training at PMI and deployed in Training &

Development)

Conducting courses like B.S. Power Engineering through BITs Pilani.

HUMAN RESOURCEDEVELOPMENT

Meaning:

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Human Resource Development may be understood as an attempt to improve

current or future employee performance by increasing an employees ability to

perform through learning usually by changing the employees attitude or increasing

his or her skills and knowledge.

HRD focuses on employees personal growth. Competent employees will notremain competent forever. Some are minimally qualified upon entering the

organisation but require additional training or education. Others enter the

organisation capable of performing at an optimal level, but their skills become

obsolete over time, and management must ensure that there is an appropriate match

of individual abilities with organizational needs for the future. Each of these issues

is considered in the development function.

OBJECTIVES OF HUMAN RESOURCE DEVELOPMENT

To enhance organizational performance by institutionalizing 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 recognising and rewarding high

performance.

To build and sustain a learning organisation of competent world class

professionals

To institutionalize core values and create a culture of team building,

empowerment, equity, innovation and openness which would motivate

employees and enable achievement of strategic objectives

NTPC Limited's integrated Human Resources Development has many

interacting and responsive sub-systems, which have been devised as instruments for

both evaluative and developmental objectives of the employees. This helps in

selecting and retaining the best technical and managerial talents.

NTPC Limited has a comprehensive in-house training infrastructure that

covers the needs of all cadres and functions. The Power Management Institute

(PMI) of NTPC Limited provide management and technical training,

complemented by Full Scope Simulators Training facilities for Coal and Gas based

power station.

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Services covered under Human Resources Development & Training include

the following:

Design of comprehensive organization structure

DGM(P&S)

DGM(HR)

DGM(TS)

Manager (TQM))

DGM(F&A)

DGM(F&A)

Sr. Manager(safety)

DGM(FES)

DGM(M&CS)

DGM(F&A)

CMO

Sr. Specialist

Manager (Vig.)

GM (Kh)

85

AGM(proj) AGM(O&M)

DGM

(C&IEREC

DGM (ME)

DGM(EED)

DGM(ME)

DGM(Civil)

DGM(ME)

DGM

(civil)

DGM

(TA&civil)

AGM(Opn) AGM(MTC)

DGM

(commg)DMG

(EMG)

DGM

(oprn)

DGM (FT)

DGM

C&I

DGM

(MM)

DGM

(EMD)

DGM

(civil)

DGM

(FM)


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Induction

The selected candidates are introduced to the organizations mission, vision and

objectives. Briefing by the department head is done. They are introduced to

individual departments, organization structure and then to the reporting systems.

CATEGORY GRADE

NON-EXECUTIVES IN WORKMEN CATEGORY

a) Unskilled Group

b) Skilled Group

NON EXECUTIVES IN SUPERVISORY CATEGORY

EXECUTIVES

W0

W3

S1

E1/E2

Management Development Training

SL-

NO.

SCOPE PARTICIPANTS

CONDUCTED

BY METHOD PERIOD

1

Safety

(fire

fighting)

Selected

Employees

C.I.S.F fire

Fighting Cell

Classes with

demonstra-

tion

Once in 4 months

2

Safety

(first aid)

Selected

Employees

External

agency

Classes with

demonstra-

tion

Once in 3 year/as

per requirement

3

On the job

training

Identified

employees

In house

training

Demonstra-

tion

Continuous

4

Induction

training

New recruits In house

training

Classes From date of

joining

5

Other

manage-

ment

training

Selected

employees

External

agency

Classes As per require-

ment

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Successful candidates placed on the job needs training to perform their

duties efficiently. Workers must be trained to operate machines, reduce scrap and

avoid accidents. It is not only the workers who need training. Supervisors,

managers and executives also need to be developed in order to enable them to grow

and acquire maturity.

Essential: Developmental needs which, if not met, may affect job performance

Desirable: Developmental needs which are necessary for personal development and

growth.

Short-term: Developmental needs which need to be fulfilled for immediate job

performance.

Long-term: Developmental needs which need to be fulfilled for future job

performance, in next two years or so.

Skill up gradation, On-the-job training

Employee will be put on job training guided by supervisors for a period of six

months and confirmation of employment after successful training or on a

probationary period for six months. During the probationary period employees on

the basis of job performance is monitored and evaluated and necessary steps are

taken to improve his performance. Separate files are maintained for each employees

having documentary evidence such as proofs regarding age, address, academicqualification, experience, performance evaluation form and performance is

reviewed from time to time by the seniors.

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.

Simulator Training

The Simulator training centres at Korba & Kawas, designed to produce real timebehaviour of the Thermal and gas modules respectively, shall cater to the needs of

the corporation. In addition, depending on the availability of resources, the

Simulator training centres would also provide training to external agencies /

organisations, on commercial terms.

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Reward & Incentives

A culture of rewards and recognitions is created through celebration of various

achievements and events and recognising the contributions behind such success.

Career Development System

A well established talent management system, to ensure that NTPC Limited

delivers on their promise of meaningful growth and relevant challenges for

employees. The talent management system comprises of:

PERFORMANCE MANAGEMENT

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CAREER PATHS and

LEADERSHIP DEVELOPMENT

Knowledge Management System for a learning organization

To meet the ultimate objective of becoming a learning organisation, an integrated

Knowledge Management System has been developed, which facilitates tacit

knowledge in the form of learning and experiences of employees to be captured and

summarized for future reference.

Form a organizational culture

NTPC Limited is proud of its systems for providing a good quality of work-life for

its employees. In addition to providing beautiful and safe work places, NTPCLimited encourages a culture of mutual respect and trust amongst peers, superiors

and subordinates.

Implementation of strategies of HR

The company has short and long- term strategies to not only deal with the issues

and challenges but to convert the challenges into opportunities of enhancing

corporate growth and strength and become a world- class integrated energy utility.

In addition to the growth and diversification initiatives, the company has developed

specific strategies in different areas with a view to maximizing its efficiency andreturns. Sharper focus has been imparted on customer interaction and relationship

management and will explore new avenues and methods of selling power.

Competency Module

For NTPC Limited, its nearly 24,400 employees are its most valuable assets.

The company attaches great importance to training and developments.

ISO 9001 certified Power Management Institute (PMI) is enriching the

intellectual capital of NTPC Limited.

Academic enrichment initiatives have been taken for the employees, like Post

Graduate and Graduate Engineering degree programmes, through reputed

institutes like IIT- Delhi and BITS- Pilani.

Greater exposure and learning is provided through Development Centres, Open

Competition for Executive Talent and Professional and Circle Movement.

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Total Quality Management (TQM) has been introduced across the company.

Internal communication

At Kahalgaon, people believe that effective communication is the most

essential tool for successful management .Communication is the backbone for any

system or process without which growth and survival of any organisation is not

possible.

Directors (HR)S Communication matrix

NEED COMMUNICATION MEDIA

Sharing information with

employees & their families

regarding NTPC Limited, its

achievements, policies

strategies, updates, awards

won, corporate plans, new

initiatives etc.

e- mails by all HR executives

HR Homepage at Intranet

Uploading circulars directly on intranet

Passing important circulars in site management

committee

Sharing all corporate circulars

Publishing House journal every month

Conducting Business communication meetings

Regular IT Ambassador meet

Regular HR Ambassador meet

Open house discussions of GM with managers & Sr.

Managers

Initiating nodal officers concept

Producing video magazine every month

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Conduct HR audit in all section

Competency building in new areas mining & hydro

Framing of individual development plans (IDPS) for AGMs, GMs who had

undergone leadership assessment and development system (CEADS) center

Implementation of empowerment of regions engineering and contraction of

identified of packages to be carried out by regions.

OTHER SCHEMES FOR HUMAN RESOURCE DEVELOPMENT

NOCET: NTPC Limited 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.

Professional Circles: 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

Quality Circles: In order to tap the latent talent among non executives and make

use of their potential for creativity and innovation,Quality Circles have been set up

in various units/offices in NTPC Limited.

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