Harshad Data

8/2/2019 Harshad Data

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CHAPTERI

INTRODUCTION


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INTRODUCTION

HUMAN RESOURCE MANAGEMENT

Human resource management is primarily concern with the peoples dimensions in

the management. It is the crucial sub system in the process of management. The

success or failure of an organization not only depends on material, machines and

equipment but also on the personal (called human resource) who are put in there best

efforts for an efficient performance at the job.

Human resource management is the management of employees skills,

Knowledge, talent, aptitudes, creative abilities etc

DEFINITION :

Human Resource Management is managing (Planning, Organizing, Directing

and Controlling) the functions of employing, developing and compensating human

resources resulting in creating and developing human relations and utilization of

human resources with a view to contribute proportionately to the organizational,

individual and social goals.

-P. SUBBA RAO

Management has been defined as The art ofgetting things done through people.

-MARY PARKER FOLLETT

Management is the planning, organizing, coordinating and control of the technical,

financial security and accounting activities.

LOUIS A ALLEN


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INTRODUCTION

HUMAN RESOURCE INFORMATION SYSTEM (HRIS)

Human resource information system (HRIS) is a systematic way of storing data and

information for each individual employee for planning, selection, about welfare &

safety, termination & promotion.

This system provides manager with data to support the routine, repetitive

human resource decisions that occur regularly in the organization to make it more

effective it should be integrated with the information system with the organization.

Information requirements may include :

Deliver and responsibility of every job in the organization. Skills possessed by every employee. Organizations future human resource needs. Current productivity of human resources. Identification of training needs.

The Human Resource Information System (HRIS) is a software or online

solution for the data entry, data tracking, and data information needs of the Human

Resources, payroll, management, and accounting functions within a business.

Normally package as a data base, hundreds of companies sell some form of

HRIS and every HRIS has different capabilities.

Acquisition, storage and retrieval of information present a significant

challenge of the management. However once the database is create, maintenance

becomes a much easier task provided data security and privacy of employee can be

safeguarded.


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An HRIS, the abbreviation for Nyman resources information is a system that lets you

keep tack of all your employees and information inter-related databases. HRIS system

includes the employee name and contact information and all or of the following:

Department

Job title

Grade

Salary

Salary history

Position history

Supervisor

Training completed

Special qualifications

Ethnicity

Date of birth

Disabilities

DEFINITION OF HRIS :

Human Resource Information System refers to the system of collecting,

recording, classifying, presenting, processing, storing and dissemination various

information required for efficient and effective management of human resources in anorganization.

In others words :Human Resource Information System is a systematic

method of storing data and information of each individual employee to aid planning,

decision making and submitting of returns and reports to the external agencies.


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CONCEPT OF HRIS :

Initially Human Resource department use to share hardware and files with

other departments, later companies began to develop information system devoted

inclusively to human resource applications. These systems came to be known as

Human Resource Information System.

A human resource information system should be designed around a database

consisting of employees and position records. The access to the database would be in

batch mode or through on-line transactions with adhoc enquiries being satisfied by

reports, salary review reports and employee profiles could be used to facilitate the

functions of HRIS.

HISTORY OF HRIS :

Developed in the 1960s Used by large companies with their payroll systems. Very expensive to buy and use. Required a full time staff to support them. Provided limited information and were often difficult to customize. Intoduction of Personal Computers in the 1980 made them affordable. Access to electronic information made them popular. Mid 1990s web based sustems became popular. Provided larger storage and better processing capabilities.


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USES OF HRIS :

Information is needed for internal control, feedback and corrective actions and

for statutory obligation. HRIS is utilized basically for the following purposes

Storing information and data of each individual employee for future reference. Providing a basis for planning, organizing, decision-making, controlling and a

host of other human resource functions.

Meeting daily transactional requirements such as marking present/absent andgranting leave.

Supplying data submitting returns to government and other statutory agencies.

PURPOSE OF HRIS :

To improve the efficiency with which data on employees and HR activities iscompiled.

To provide HR information more rapidly and more easily fir use bymanagement in making decisions.

BENEFITS OF HRIS :

The benefits that derived from HRIS are as follows :

Higher speed of retrieval and processing of data. Reduction in duplication of leading to reduced cost. Easy in classifying and reclassifying data. Better analysis leading to more effective decision-making Higher accuracy of information/reports generated. Fast response to answer queries, improved quality of reposts.

COMMON HRIS FUNCTIONS :

Mainly following functions are performed by the HRIS in different

organizations.

Job analysis information can be placed in the HRIS.


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The program can write job descriptions and job specifications. Constant monitoring of compliance with EEO legislation. Maintain records of rejected applicants.

Saves money and time in compiling reports.

NEEDS OF HRIS :

Before determining the objectives of HRIS in NTPC, it is necessary to know

about the need of HRIS in NTPC.

Any HRIS has three major functional components such as input, data

maintenance and output.

OBJECTIVES OF HRIS :

1. To offer an adequate, comprehensive & ongoing information about people & jobs.2. To supply up to date information at a reasonable cost3. To offer data security & personal privacy

For any study in the organization in order to prepare a project report

initially determining the objectives are very important.

The Main Objectives Of HRIS in Ntpc Organization are :

1. To study the components of Human Resource Information System and its rolein attaining Organizational goals in short period and in a moderate way.

2. To know how far is the need of HRIS and how can the computer facilitate thebetter information than methods

3. To find out the important dimensions of HRIS in relation to the organization.


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4. To evaluate the problems faced by HRIS and to encourage attending theforums associated to information system.

5. To develop and integrated approach towards Human Resource InformationSystem in NTPC Ltd - Ramagundam.

LIMITATIONS OF HRIS :

Along with benefits there are some limitations, which are derived from HRIS,

they are as follows:

1.

It can be expensive in terms of finance and manpower requirements.2. It can be threatening and inconvenient to those who are not comfortable with

computers. For computerized information to be useful at all levels there is an

urgent need for large-scale computer literacy.

3. Often the personnel designing HRIS do not have q through understanding ofwhat constitutes quality information for the users. Thus, the user managers do

not get exactly the reports, which they want. Producing information that is of

quality to the users requires investments in time, effort and communication on

the part of HRIS managers.

4. Computers cannot substitute human being. Human intervention will always benecessary. Computers can at best aid the human effort. The quality of response

is dependent upon the accuracy of data input and quarries fired. The Garbage -

in Garbage-out (GIGO) is the key expression in any computerized system.

5. In many organizations the system is operated in batch mode with the recordsbeing updated once a week. On-line facility in multi user environment needs

to be developed so that the reports generated are not out of phase with the

realities. In many situations the state information is as good as no information.


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WAYS OF APPLYING HRIS IN THE ORGANIZATION :

Some of the applications which could be computerized and the nature and type

of information that can be recorded and stored are described below :

Personal administration :

It will encompass information about each employee such as name, address,

date of birth, date of joining the organization and information about next of kin and

family. The facility should allow the user to maintain a number of address records

such as permanent home address, local postal address and the address of next of kin.

Salary administration :

Salary review procedures are an important function of the human resources

departments. A good human resource information system must be able to perform

what if analysis and present the proposed increases in a report suitable for

distribution to various departments. The report should give the details of present

salary, last increases and the proposed increase. A global update feature, which will

require a. Minimum of operator intervention should be available to affect pay increase

for employees.

Leave/Absence recording :

An essential requirement of HRIS is to provide comprehensive and accurate

method of controlling leave or absence. A fundamental aspect of leave management is

to maintain a complete leave history of each employee with the ability to increase

entitlement according to leave rules. Every employee can be issued with an identify

card of the employee entering and leaving the gate will be swiped through and timing

logged-in and logged-out. This will avoid manual effort in recording data and

calculating wages for employees with any possibility of errors by oversight and

malpractice.

Skill inventory :

Employees to required position and keep track of their movements. A logical

progression path and the steps required for advancement can be identified by HRIS

after which the individual progress can be monitored.


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Recruitment :

An essential function of any personal department is recruitment. Recording

details of recruitment activity such as the cost and method of recruitment and HRIS is

used to record acquired skills and monitor a skill database at both employee and

organizational level. This will provide the opportunity to identify employees with the

necessary skills for certain position or job.

Medical history :

The HRIS may be used to record occupational health data required for

industrial safety purposes, accident monitoring, exposure to potentially hazardous

materials and so on. The records of periodical medical examinations may also

maintained.

Performance appraisal :

The HRIS should individual employee performance appraisal data such as the

data of the appraisal, scores for each performance criteria, potential for promotion and

other information to form a comprehensive overview obtained from the human

resource information system for training, transfer and promotion purposes.

Training and development :

The system should consider the training and development needed of employee

with the ability to record and enquire on courses completed those underway and any

projected courses.

This will enable any gaps in training to be identified and also allow training

costs to be monitored at the organizational level. The system could also be used for

recording the details of training imparted to various employees.

Manpower planning :

An organization hires people because it has a need to fill a position to ensure

that it continues to operate efficiently and with in the budget restraints. Therefore a

fundamental aspect of a HRIS should be to record details of the organizational

requirements in terms of positions. A HRIS can be used to connect e the method taken


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to fill the position can be used to provide a picture of the recruitment in terms of times

as well as rupee value.

Career planning :

HRIS could record projected positional moves. The system must be capable of

providing succession plan to identify which employee have been earmarked for which

positions.

Collective bargaining :

A computer terminal can be positioned in the conference room and linked to

the main database. This will expedite negotiations by readily providing up-to-data and

also facilitating what if analysis. This will provide means for discussions based in

facts and figures and not feelings and fictions.

STEPS IN IMPLEMENTING HRIS

In order to implement HRIS in any organization certain process is to be

followed. In this process certain steps are to be followed, they are:

Inception of idea :

The originator should create an idea making a preliminary report justifying the

needs of HRIS and clearly illustrate how HRIS can assist management in making

certain decisions.

Feasibility study :

The problem areas are to be highlighted. It should carry out a cost benefit

analysis of HRIS in terms of labor and material as also the intangible savings such as

increased accuracy and fewer errors.

Selecting a project team :

The project team should consist of human resource representative, who has

knowledge about the organization itself and also a representative from management

information system.

Defining the requirements: A statement of requirements specific what the

system needs to do with the detailed report that is produced the objectives here being


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to make sure that the mission of an HRIS truly matched with the management needs

of an HRIS.

Vender analysis :

This involves discussions with various analyses. This involves discussions

with various vendors to determine what software and hardware are available on how

their HRIS will meet the organization need.

This help in decision making off-the-shelf package or to develop the system

internally.

Contract negotiation :

The contract stipulating the price, delivery, vendors responsibilities with

regard to installation, service maintenance, training to organization employees etc,

may be negotiated.

Training :

Project team members may first be trained to use the system and then could

train all users from other departments.

Tailoring the system :It involves making changes it the system to best fit the organizational needs.

Collecting data :

Data is collected and fed into the system.

Testing the system :

Purpose of the testing is to verify output of HRIS and make sure that it is

doing what it is support to do. All reports need to be critically analyzed.

Starting up :

Even after testing, often some additional errors surface during the start-up.

These need to be sorted out.

Running in parallel :

Just for the security, the new system is run in parallel with the old till new

system stabilizes and people gain confidence in its operation.


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Maintenance :

It normally takes several months for the HR people to get acquainted with

HRIS.

Audit :

After a year or so, the project team should audit the performance of HRIS and

if required, corrective actions should be taken.

Model of HRIS

HR Research

System

HRIntelligence

S stem

Internal

RecordsSystem

Data

Base

HR Decision

Support System

Recruiting Work Force

Management

& Evaluation

Compensation Benefits etc.


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OVERVIEW OF

HUMAN RESOURCE INFORMATION SYSTEM

People

jobs

Positions

Job Facilities

Administration

Succession

planning

Performance

planning and

review

Job descriptions,

person profiles

Work design

Organisation

structure

Employm

ent terms

and

conditions

Payroll

adminis

tration

Remun

eration

manag

ement

Career

development

Holidays and

leave

administration

Termination

Selection and

placement

Recruitment

Occupational

safety and

healthTraining and

developmen


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RESEARCH METHODOLOGY

Research means it is an academic activity and as such the term should be used

in technique sense

Meaning of research :

D.slesinger and M.stephenson in the encyclopedia of social science define research as

the manipulation of things. Concept or symbols for the purpose of generalizing to

extent, correct or verify knowledge, whether that knowledge aids in construction of

theory or in the practice of an art.

Objectives of research :

1. To gain familiarity with a phenomenon or to achieve new insights into it.2. To portray accurately the characteristics of a particular individual situation or

a group.

3. To determine the frequency with which something occurs or with which it isassociated with something else.

Types of research :

The normal types of research are as follows :

Descriptive and analytical research. Applied and fundamental research. Quantitative and Qualitative research.

Research process :

The following order connecting various steps provide useful procedural guidelines

regarding the research process

1. Formulating the research problem.2. Extensive literature surveys.3. Developing the hypothesis.4. Preparing the research design.5. Determining the sample design.6. Collecting the data.7. Execution of the project.8. Analysis if data.


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9. Hypothesis testing.

Sample design :

Sample design as follows :

1. Deliberate Sample2. Sample random sample.3. Systemic sample.

DATA COLLECTION

The data for the research has been collected from two sources.

Primary source of Data :

The primary data has been collected from employees by administering

structured questionnaire, carrying both open ended and close ended questions. It was

distributed among employees and one formatted questionnaire was given to the HR in

change.

Secondary source of data :

Secondary data has been collected from the books of human resources

management, internet, manuals and websites of the organization.

Sample size :

The sample size is 100 employees and criterion time was allotted for them to

assure the given questionnaire.

Sample technique :

The sample technique is random sample technique used for the research

study. This sample are surplus which are constructed that every element or items of

the total population in the organization.


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NEED OF THE STUDY :

This study is done mainly to know at what extent NTPC is maintaining the

complete Human Resource Information System in its organization.

There is a need importance for the study as it will help the company to know

about the information and can modify the changes in the organization for human

resource development and future utility.

OBJECTIVES OF STUDY :

1. To study the components of Human Resource Information System and its rolein attaining Organizational goals in short period and in a moderate way.

2. To know how far is the need of HRIS and how can the computer facilitate thebetter information than manual methods.

3. To find out the important dimensions of HRIS in relation to the organization.4. To evaluate the problems faced by HRIS and to encourage attending the

forums associated to information system.

5. To develop an integrated approach towards Human Resource InformationSystem in NTPC ltd- Ramagundam.


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SCOPE OF THE STUDY :

The scope of the present study is confined to HRIS implementing in NTPC in

reality to selected criteria. A dedicated discussion on each criterion has beginning the

extent disclosed by the undertaking the present study covers the entire corporation in

overall manner

LIMITATIONS OF THE STUDY :

1. The sample size chosen covered only a small portion of the whole populationof NTPC, Ramagundam.

2. The study is confined to limited period of time i.e. 6 weeks.3. Accuracy of the study is purely based on information as given by the

respondents.

4. Data collected cannot assert to the free from errors as the sample sizerestricted to employees.

5. The present study is limited to employees perception of NTPC Ramagundamonly. Therefore, the present study may not be applicable for other units of

NTPC. Thus, generalizations of result become difficult.

6. Human Resource Information System is a very wide topic and therefore all therelevant variables such as employee morale productivity, personality etc,

could not be included in the present study.

.


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CHAPTERIII

ORGANISATION PROFILE


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WHY I SELECTED NTPC

MAHARATHNA Company

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

will identify public sector companies that have comparative advantages and support

them in their drive to become global giants. In personal of these objectives, the Govt.

has decided to grant the enhance autonomy and delegation of powers.

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

the 9 Enterprises identified by the Govt. BHEL, BPCL, HPCL, IOC, IPCL, NTPC,

ONGC, SAIL and VSNL.

Core Sector

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

backward and forward integration making it an integrated Power Major with interests

in:

1. Hydro Power2. Captive coal Mining3. Oil and Gas exploration4. Power Distribution and Trading through its subsidiaries NTPC Electricity

Supply Company Ltd. And NTPC Vidyut Vyapar Nigam Ltd..,

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

true for over 24,694 employees. A highly motivated and trained human

resource, which has contributed its best, in taking NTPC to its present heights,

propel its station across the country achieving excellence in several areas.

NTPC has been rated 3rd

Great Place to Work for in India 2009 by Grow

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

2009 by Mercer Consulting and Business Today.


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WELFARE ORIENTED COMPANY

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

regions, religions, and languages are living in harmony. A well laid out township hasbeen constructed on a 900-acre land between NTPC Ramagundam and

Godavarikhani, which houses over 2000 families.

It is equipped with quality amenities like schools, Junior college, recreation

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

designed park add aesthetic value to the township. Jyothi nagar is spreading its

splendor of light to its surroundings.

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

and their amenities.

Corporate social responsibility:

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

of environment, making conscious efforts to preserve the ecology near its plants, as

part of its a forestation drive on a large scale; NTPC has planted over lacs of trees in

and around the station. Under the CSR-CD foundation would establish a Development

Center for physically challenges persons with a view to facilities economic self-

Reliance, and also distributed artificial limbs, calipers, tri-cycles and wheel chairs to

physically challenged persons. Comprehensive CSR policy has developed and NTPC

Foundation set up to make up projects for the benefit of physically handicapped, for

preservation of national monument, for dealing with natural disasters and calamities

ect

INTRODUCTION ABOUT NTPC

ORIGIN OF NTPC

NTPC was incorporated in November 1975 with the main objective of

planning prompting and organizing on integral development of thermal power in the

country. The company started functioning in March 1976.


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ABOUT NTPC

Energy is an important parameter in the overall economic development

activity of any country. It has become synonymous with the progress in all fields of

activities. Power is the single factor, which changed the way of living. The NationalThermal

Power Corporation Limited, established in November 1975, has become the most

important infrastructure input for improving the standard of living to meet the

growing demand and to fulfill the needs of the country. Just in 32 year, this company

has grown to be the largest producer of power in the country. NTPC LTD, the

NAVARATNA power giant today generates one-fourth of the total power in the

country and it is ranged 9th

largest thermal power generating utility in the world

VISION

TO BE THE WORLDS LARGEST AND BEST POWER PRODUCER,

POWERING INDIAS GROWTH.

MISSION Make available, reliable, quality power in increasingly large quantities at

appropriate tariffs and ensure timely realization of revenues.

Speedy plan and implement power projects, with contemporary technologies. Implement strategic diversifications in the areas of R & M, Hydro, LNG and

Non-conventional and Eco-friendly fuels and explore new areas like

transmission information technology etc..,

Promote consultancy and make prudent acquisitions. Continuously develop competent human resources to match world standards. Be a possible corporate citizen with thrust on environment protection,

rehabilitation and ash utilization.

CORE VALUES

BE COMMITTED

BBusiness Ethics.

EEnvironmentally & Economically Sustainable.

CCustomer Focus.


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OOrganizational & professional pride.

MMutual respect & Trust.

MMotivating self & Others.

I Innovation & Speed.

TTotal Quality for Excellence.

TTransparent & Respected Organization.

EEnterprising.

DDevoted.

NTPC ORGANIZATION AND FUNCTIONS

The original design is one of the main factors, which ultimately determine the

effectiveness of an enterprise. The broad of directors is the supreme policy making

body, which give the direction to the activities of the organization. The head of this

board is the chairman & managing director who is also the full time chief executive of

the company. The members of this board are both full-time directors as well as senior

level officers.

The basis divisions, which are accountable to CMD, are

1. Technical and engineering division2. Corporate commercial division3. Operation services division4. Corporate human resource division5. Corporate project division6. Corporate finance division7. Vigilance division

COMPANY PROFILE

RAMAGUNDAM SUPER THERMAL POWER STATIONS

(RSTPS)

NTPC was setup in 7th

Jan. 1975 to establish large generating to strong the regional

girds. Ramagundam Super Thermal Power Project had an approved investment of Rs.

2059.22 Crores RSTPS in the interior of Andra Pradesh.


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November 14th

1978, suddenly the sleepy village RAMAGUNDAM becomes

the sense of hectic activates. Barricades & welcomes arches were created all the

among the road leading to what in now the site of 2600 MW power station.

It is on his auspicious day of November 1978 the prime minister of India late

Shri. Morarji Desai laid the foundation stone for the MAMMOTH POWER

STATION IN SOUTH INDIA.

Its emergency has put the southern states one step a head kin their effort to

met their power requirement.

Third in the series super Thermal power station set up by NTPC Ramagundam is

situated in the interiors of ANDHRA PRADESH on the banks of GODAVARI

RIVER in karimnagar Dist of TELAGANA REGION, just across the cold pitheads of

the SINGARENI COLLIERIES.

Ramagundam has been rising at this time & earned the proud destination of

being the only station in the country to commissions all the six units ahead of

schedule, constructed at a cost of Rs. 1702 corers, the station has been one of the

largest recipients of the World Bank Ramagundam can be considered as the school for

construction of Power Projects. The major External financing sources are IBRD,

IDA & OPEC.

Ramagundam generation proportion has achieved the govt. of India

meritorious productivity awards as manyh as four times. The beneficiaries of RSTPP

are Andra Pradesh, Tamilnadu, Kerala, Karnataka, Goa and Pondicherry.

The plant load factor for the year 2003-2004 was 88.5% and it stand in the

fourth place among the NTPC stations. And 92.24% in 2007-08 NTPC as a whole and

90.14% in Ramagundam.

The cater to the growing demand for power the seventh unit of 500MW is being

added. The station has the required infrastructure facilities and the commitment of the

employees.

LOCATION

The 2600MW Ramagundam super thermal project is located in karimnagar

district of

Andhra Pradesh south of river Godavari. The project linked to the south Godavari

coalfield or the Singareni collieries. In addition to the capacity of 500MW in


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Ramagundam stageIII have commissioned increasing the total capacity to 2600MW

as on December15 - 2006.

Following are units sizes:

Stage 1 : 3*200MW

Stage 2 : 3*500MW

Stage 3 : 1*500MW

RSPTS ORGANIZATION & FUNCTIONS

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

responsibility for implementation of all aspects of the project in accordance with the

master net work schedule and the operation maintenance of running units in a most

cost effective manner.

I. Project Organization:The two executives functions under this are civil construction and

equipment erection. The civil construction takes care of all the activities

starting from survey and soil investigation, site leveling, infrastructure

development, township construction etc. The equipment erection wing carries

out of the mechanical and electrical and control and instrument activities

concerning erection and commission of plant and equipment.

II. Operation and Maintenance:This department looks after the operation of commissioned units and

the short, long-team maintenance works. O&M includes main plant operation

mechanical maintenance, electrical maintenance, and control instrumentation

maintenance, fuel handling (O&M) chemistry and coal transport (MGR)

groups.


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III. Materials Management, Personnel and Administration:This group under takes the control of bulk structure construction

materials like steel, cement, diesel, and fuel oil apart from the procurements,

storages and control of consumables, equipments and spare partsNTPC ACTIVITES

a. Planning & investigation of new site preparation of feasibility prospect report& the designing as well as engineering of power stations.

b. NTPC is also managing Badarpur Thermal Power Station (705MW) of Govt.of India in Delhi.

c. Operation & maintenance of power stations.

OBJECTIVES OF NTPC

1. To add generation capacity with in prescribed time and cost to operate &maintain power stations at high availability ensuring minimum cost of

generation. It has planned massive growth to mate itself-40,000MW

Company.

2. To maintain the financial soundness of the company by managing the financialoperation in accordance with good commercial utility practices.

3. To function as a responsible corporate citizen & discharges socialresponsibility in object of environmental protection & rehabilitation. The

corporation will strive to utilize the ash produced as its stations to the

maximum extent possible through production of ash bricks, building material

etc.

4. To adopt appropriate human resource development policy leading to creationof team of motivated & competent power professionals. The introduce

assimilate & Practices and to disseminate knowledge essentially as

contribution to other constituents of the power sector in the country.

5. To develop search and development (R & D) for achieving improved plantreliability.

6. To expand the consultancy operations and par ticipate in ventures abroad.7. To add generating capacity with in prescribed time and cost.8. To expand the constancy operations and to participate ventures abroad.


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CORPORATE MISSION

1. Make available reliable and quality power in increasingly large qualities ofappropriate tariffs and ensure timely realization of revenues.

2. Adopts a broad-based capacity portfolio including Hydropower, LNG NuclearPower trading distribution, transmission, coal beneficiation etc.

3. Be and integrated utility by implementing strategic diversification in areassuch as power trading distribution, transmission, coal beneficiation etc.

4. Develop a strong portfolio business assets ect.5. Continuously attract and develop competent and committed human resources

to match world standards.

6. Lead developmental efforts in the India power sector including assisting stateutility reform, policy advocacy etc.

7. Be a socially responsible corporate entity with thrust on environmentprotection, ash utilization, community development, and energy conservation.

HUMAN RESOURCE MANAGEMENT IN NTPC

The company has continuously added to its installed capacity, yet the Man

MW ratio has been consistently improving. The total strength of employees of the

company including that on secondment of different associated organization stands at

24,950 as on March 31, 2010 as against 24, 713 as on March 31, 2009. All efforts

were made to improve the work force utilization. The overall man MW ratio for the

year 2009-10 was 0.98 as against 1.02 for year 2008-09.

In tune with companys HR initiatives, training & development given a

renewed thrust to build competence and commitment among the employees. The

target of seven days training per employee achieved by most of the plants.

In order to bring more objectivity and transparency in performance evaluation

and building high performance culture, key performance area based performance,

monitoring system is being implemented from 2004-05.


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CHAPTERIV

DATA ANALYSIS

ANDINTERPRETATIONS


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TABLE-1

1. Do you use Human Resource Information System (HRIS) in yourOrganization?

S.NO. OPITIONS

NO. OF

RESPONDENT

% OF

RESPONDENT

1 Yes 80 80%

2 No 20 20%

3 Can't say 0 0%

Total 100 100%

CHART-1

Interpretation:

From above analysis it is clear that 80% of employees in the

organization are familiar about Human Resource Information System (HRIS).

0

10

20

30

40

50

60

70

80

90

Yes No Can't say

NO. OF RESPONDENT

NO. OF RESPONDENT


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TABLE-2

2. Do the HRIS in the organization have advanced computerized features?

S.NO. OPITIONS

NO. OF

RESPONDENT

% OF

RESPONDENT

1 Yes 90 90%

2 No 10 10%

Total 100 100%

CHART-2

Interpretation:

From above analysis it is clear that 90% of employees in the

Organization are agreed that the organizations HRIS IS highly computerized.

0

10

20

3040

50

60

70

80

90

100

Yes No

NO. OF RESPONDENT

NO. OF RESPONDENT


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TABLE-3

3. What type of tool you use as HRIS?

CHART-3

Interpretation:

From above analysis it is clear that 76% of employees in the organization are

agreed that ERP (SAP) is a tool of HRIS in the organization as well as MS Office

and both of them are also using in the organization.

0

10

20

30

40

50

60

70

80

MS-Office ERP(SAP) Both

NO. OF RESPONDENT

NO. OF RESPONDENT

S.NO. OPITIONS

NO. OF

RESPONDENT

% OF

RESPONDENT

1 MS-Office 14 14%

2 ERP(SAP) 76 76%

3 Both 10 10%

Total 100 100%


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TABLE-4

4. Does Enterprise Resource Planning (ERP) system help to achieve goals of HRIS?

CHART-4

Interpretation:

From above analysis it is clear that 94% of employees in the organization are

agreed that ERP (SAP) is a tool of HRIS in the organization goals of HRIS.

0

10

20

30

40

50

60

70

80

90

100

Yes No

NO. OF RESPONDENT

NO. OF RESPONDENT

S.NO. OPITIONS

NO. OF

RESPONDENT

% OF

RESPONDENT

1 Yes 94 94%

2 No 6 6%

Total 100 100%


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TABLE-5

5. At what level do you use HRIS?

S.NO. OPITIONS

NO. OF

RESPONDENT

% OF

RESPONDENT

1

High Management

Level 6 6%

2

Middle Management

Level 26 26%

3 Working Level 50 50%

4 ALL 18 18%

TOTAL 100 100%

CHART-5

Interpretation:

From above analysis it is clear that HRIS is using in all levels of the

organization especially it is more using in working level.

0

10

20

30

40

50

60

NO. OF RESPONDENT

NO. OF RESPONDENT


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TABLE-6

6. Who configured the software OF HRIS / SAP for your organization?

S.NO. OPITIONS

NO. OF

RESPONDENT

% OF

RESPONDENT

1

Software

vendor 66 66%

2

IT

Department 34 34%

3 Others 0 0%

TOTAL 100 100%

CHART-6

Interpretation:

From above analysis it is clear that Software vendors configured the software

of HRIS of organization.

0

10

20

30

40

50

60

70

Software vendor IT Department Others

NO. OF RESPONDENT

NO. OF RESPONDENT


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TABLE-7

7. What made you to go for software implementation in your HRIS pleasemention below?

S.NO. OPITIONS

NO. OF

RESPONDENT

% OF

RESPONDENT

1 Data accuracy 34 34%

2 Ease of updating records 16 16%

3 Speed of report generating 18 18%

4

Ease of access to data and

reports 6 6%

5 Data security 6 6%

6 All 20 20%

Total 100 100%

CHART-7

Interpretation:

From above analysis it is clear that Data accuracy, Ease of updating records,

Speed of report generation, ease of access to data and reports are major reasons for

Software implementation in HRIS.

05

10152025303540

NO. OF RESPONDENT

NO. OF RESPONDENT


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TABLE-8

8. When did you start using the software of HRIS / SAP in youOrganization?

S.NO. OPITIONS

NO. OF

RESPONDENT

% OF

RESPONDENT

1 < 1 yr 0 0%

2 1 yr 0 0%

3

< 3 and > 2

yrs 30 30%

4

More than 3

yrs 70 70%

Total 100 100%

CHART-8

Interpretation:

From above analysis it is clear that Software implementation in HRIS was

done before more than 3 years.

0

10

20

30

40

50

60

70

80

< 1 yr 1 yr < 3 and > 2yrs

More than 3yrs

NO. OF RESPONDENT

NO. OF RESPONDENT


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TABLE-9

9. Are you able to use the software entirely? If no, then which modules andsubmodules are highly operative by you?

S.NO. OPITIONS

NO. OF

RESPONDENT

% OF

RESPONDENT

1 Recruitment 6 6%

2 Personnel management 6 6%

3 Peformance management 18 18%

4 Master data 2 2%

5 Time management 6 6%

6 Reports 8 8%

7 Separation 0 0%

8 Payroll 14 14%9 All 40 40%

Total 100 100%

CHART-9

Interpretation:

From above analysis it is clear that Software implementation in HRIS is

using all Departments of organization.

05

1015202530354045

NO. OF RESPONDENT

NO. OF RESPONDENT


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TABLE-10

10.How important are / could be HRIS / SAP in helping you to perform yourjob more professionally?

S.NO. OPITIONS

NO. OF

RESPONDENT

% OF

RESPONDENT

1 Project based work environment 12 12%

2 Employee empowerment 14 14%

3

Large amount of data and information is

proceed 50 50%

4

Increase knowledge of workers and associated

information 18 18%

5 All 6 6%Total 100 100%

CHART-10

Interpretation:

From above analysis it is clear that Software implemented in HRIS is

important for processing large amount of data and information of organization.

0

10

20

30

40

50

60

NO. OF RESPONDENT

NO. OF RESPONDENT


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TABLE- 11

11.Do you get a technical support from IT Department for use of this HRIS /SAP application?

CHART-11

Interpretation:

From above analysis it is clear that employees of organization are

getting technical support from IT Department of their organization for using

HRIS.

0

10

20

30

40

50

60

70

80

90

Yes No

NO. OF RESPONDENT

NO. OF RESPONDENT

S.NO. OPITIONS

NO. OF

RESPONDENT

% OF

RESPONDENT

1 Yes 78 78%

2 No 22 22%

Total 100 100%


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TABLE-12

12.Is there a system or process for sending comments for improving thisHRIS / SAP application?

S.NO. OPITIONS

NO. OF

RESPONDENT

% OF

RESPONDENT

1 Yes 80 80%

2 No 20 20%

Total 100 100%

CHART-12

Interpretation:

From above analysis it is clear that there is a system or process for

sending comments for improving HRIS / SAP application in organization.

0

10

20

30

40

50

60

70

80

90

Yes No

NO. OF RESPONDENT

NO. OF RESPONDENT


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TABLE-13

13.Are updates (or) changes made regularly to this HRIS / SAP Applicationbased on the feedback received?

S.NO. OPITIONS

NO. OF

RESPONDENT

% OF

RESPONDENT

1 Yes 90 90%

2 No 10 10%

Total 100 100%

CHART-13

Interpretation:

From above analysis it is clear that there is a system or process for

update or change to HRIS / SAP Application based on the feedback received

in organization.

0

10

20

30

40

50

60

70

80

90

100

Yes No

NO. OF RESPONDENT

NO. OF RESPONDENT


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TABLE-14

14.What features are available for data security? Check all options that apply.

S.NO. OPITIONS

NO. OF

RESPONDENT

% OF

RESPONDENT

1 Secure user login 74 74%

2 Unknown 2 2%

3 Frequent data backups 24 24%

4 Any other 0 0%

Total 100 100%

CHART-14

Interpretation:

From above analysis it is clear that there is a system or process for data

security in organization i.e. Secure user login.

0

10

20

30

40

50

60

70

80

Secure user

login

Unknown Frequent

data

backups

Any other

NO. OF RESPONDENT

NO. OF RESPONDENT


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TABLE-15

15.Did you receive training on your HRIS / SAP and / or policies?

S.NO. OPITIONS

NO. OF

RESPONDENT

% OF

RESPONDENT

1 Yes 84 84%

2 No 16 16%

Total 100 100%

CHART-15

Interpretation:

From above analysis it is clear that employees of organization are trained to

use HRIS.

0

10

20

30

40

50

60

70

80

90

Yes No

NO. OF RESPONDENT

NO. OF RESPONDENT


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44

TABLE-16

16.If yes, then which type of assistance / training was provided?

S.NO. OPITIONS

NO. OF

RESPONDENT

% OF

RESPONDENT

1 Classroom training 50 50%

2 On the job training 14 34%

3 Online training 16 16%

4 Any Other 0 0%

Total 100 100%

CHART-16

Interpretation:

From above analysis it is clear that employees of organization are

trained to use HRIS and they receive classroom training.

0

10

20

30

40

50

60

Classroom

training

On the job

training

Online

training

Any Other

NO. OF RESPONDENT

NO. OF RESPONDENT


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TABLE-17

17.Is there a manual or handbook on your HRIS / SAP and / or policies?

S.NO. OPITIONS

NO. OF

RESPONDENT

% OF

RESPONDENT

1 Yes 90 90%

2 No 10 10%

Total 100 100%

CHART-17

Interpretation:

From above analysis it is clear that organization provides manual or

handbooks on HRIS systems to their employees.

0

10

20

30

40

50

60

70

80

90

100

Yes No

NO. OF RESPONDENT

NO. OF RESPONDENT


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46

TABLE-18

18.Is there a routine review of HRIS / SAP and / or policies for all employeesin your department?

S.NO. OPITIONS

NO. OF

RESPONDENT

% OF

RESPONDENT

1 Yes 70 70%

2 No 30 30%

Total 100 100%

CHART-18

Interpretation:

From above analysis it is clear that organization provides a routine

review of HRIS / SAP and / or policies for all employees in all departments.

0

10

20

30

40

50

60

70

80

Yes No

NO. OF RESPONDENT

NO. OF RESPONDENT


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47

TABLE-19

19. Does your organizations HRIS / SAP is integrated with otherDepartment?

S.NO. OPITIONS

NO. OF

RESPONDENT

% OF

RESPONDENT

1 Yes 90 90%

2 No 10 10%

Total 100 100%

CHART-19

Interpretation:

From above analysis it is clear that organizations HRIS / SAP is integrated

with other Departments in organization.

0

10

20

30

40

50

60

70

80

90

100

Yes No

NO. OF RESPONDENT

NO. OF RESPONDENT


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48

TABLE-20

20.In your opinion, what are the primary advantages or strengths of yourorganizations HRIS / SAP? Give all options that apply.

S.NO. OPITIONS

NO. OF

RESPONDENT

% OF

RESPONDENT

1 Data accuracy 20 20%

2 Ease of updating records 10 10%

3 Speed of report generating 30 30%

4

Ease of access to data and

reports 16 16%

5 Data security 4 4%

6 All 20 20%Total 100 100%

CHART-20

Interpretation:

From above analysis it is clear that the primary advantages or strengths of

organizations HRIS / SAP are Data accuracy, Speed of report generation,

Ease of updating records, Ease of access to data and reports, and data security.

0

5

10

15

2025

30

35

NO. OF RESPONDENT

NO. OF RESPONDENT


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TABLE-21

21.Is HRIS / SAP is useful to link Strategic Organizational Vision and HumanResource implementation?

S.NO. OPITIONS

NO. OF

RESPONDENT

% OF

RESPONDENT

1 Yes 80 80%

2 No 12 12%

3 Can't say 8 8%

Total 100 100%

CHART-21

Interpretation:

By observing it is clear that organizations HRIS / SAP are useful to

link Strategic Organizational Vision and Human Resource implementation.

0

10

20

30

40

50

6070

80

90

Yes No Can't say

NO. OF RESPONDENT

NO. OF RESPONDENT


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CONCLUSIONS

The study of HRIS Ltd., at RAMAGUNDAM describes the following

conclusions:

By collecting the views from the employees, it is proved that HumanResource Information System (HRIS) is familiar in NTPC.

By collected the views from the employees, it is proved that HRIS ishighly computerized in NTPC.

The computerized of HRIS is better than Manual HRIS in NTPC interms of collecting, storing, accessing, presenting, recording,

classifying, processing & disseminating various information required

for efficient & effective management of human resources in an

organization.

The organization using Enterprise Resource Planning (ERP) system &SAP as tool in HRIS as Project Lakshya in NTPC. By collecting the

views from the employees, it is proved that it is very helpful to achieve

the goals of HRIS in NTPC. By observed it is clear that Software vendors configured the software

of HRIS of organization.

By observed it is clear that Software implementation in HRIS wasdone before more than 3 years in NTPC.

By observed it is clear that HRIS is using in all levels of theorganization especially it is more using in working level.

By observed it is clear that Data accuracy, Ease of updating records,Speed of report generation, Ease of access to data & reports are major

reasons for Software implementation in HRIS & also it is important for

processing large amount of data & information of organization.

By observed it is clear that employees of organization are trained touse HRIS software & they receive classroom training also organization

provides manual (or) handbooks on HRIS systems to their employees.

Bu observed it is clear that employees of organization are gettiingtechnical support from IT Department of their organization for using


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HRIS / SAP application in organization based on the feedback received

from employees in NTPC.

By observed it is clear that there is a system (or) process for datasecurity in organization i.e., Secure user login.

By observed it is clear that organizations HRIS / SAP is integratedwith other Departments in organization.

By observed it is clear that the primary advantages (or) strengths oforganizations HRIS / SAP are Data accuracy, Speed of report

generation, Ease of updating records, Ease of access to data & reports,

& data security.

By observed it is clear that organizations HRIS / SAP is useful to linkStrategic Organization Vision & Human Resource implementation.

By observed it is clear that most of employees Strongly agree thatorganizations HRIS / SAP is Efficient & Reliable.

By observed it is clear that most of employees Agree thatorganizations HRIS / SAP is Compatable & maintainable.

By observed it is clear that most of employees Cant say about thatorganizations HRIS / SAP Security & Clarity.

By observed it is clear that most of employees Disagree thatorganizations HRIS / SAP is not User friendly & Flexible.

In short, HRIS is useful in collecting, storing, accessing, presentin, recording,

classifying, processing, & disseminating various information required for efficient &

effective management of human resources in various departments of an organizations.

And also it is useful in Data accuracy, Speed of report generation, Ease of updating

records, Ease of access to data & reports, & data security. It helps in identifying

responsibility of Human Resource in work & performance.


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SUGGESTIONS

Every employee in the organization has to know the benefits of HumanResource Information System (HRIS) & its uses.

Motivation has to be given to staff & also dedicated staff must be employed toupdate the HR information to arrive any decision making in taking important

policy decision by the management

It is the duty of the organization to make them educate in the techniques theyuse in HRIS.

The organization should Increase Knowledge of workers & associatedinformation & Employee empowerments in order to achieve stated goals.

Most of employees cant say about that organizations HRIS / SAP Security& Clarity, so provide security & clarity of HRIS data.

The organization should provide User friendly & Flexibility of data they usedin HRIS in NTPC.

Some more improvements should be made in the organization in regard ofHRIS.


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QUESTIONNAIRE

Respected Sir/Madam,

This is Harshad Parmar pursuing MBA ( HRM) in VAAGDEVI INSTITUTEOF MANAGEMENT SCIENCES, (Affiliated to KU) doing my project work on

HUMANA RESOURCE INFORMATION SYSTEM In NTPC LTD,

Ramagundam Karimnagar Dist. I would be greatful if you would kindly spare

some time to answer the questionnaire. This information will be used purely for

academic purpose and would be kept confidential.

NAME : DEPARTMENT :

DESIGNATION : EXPERIENCE :

1. Do you use Human Resource Information System (HRIS) in yourOrganization?

A) Yes B) No C) Cant Say

2. Do the HRIS in the organization have advanced computerized features?A) Yes B) No

3. What type of tool you use as HRIS?A) MS-Office B) ERP (SAP) C) Both

4. Does Enterprise Resource Planning (ERP) system help to achieve goals ofHRIS?

A) Yes B) No

5. At what level do you use HRIS?A) High Management Level B) Middle Management Level

C) Working Level D) All Leval

6. Who configured the software OF HRIS / SAP for your organization?A) Software vendor B) IT Department C) Others

7. What made you to go for software implementation in your HRIS pleasemention below?

A) Data accuracy B) Ease of updating records C) Data security

D) Ease of access to data and reports


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8. When did you start using the software of HRIS / SAP in yourOrganization?

A) < 1 yr B) 1 yr

C) < 3 and > 2 yrs D) More than 3 yrs9. Are you able to use the software entirely? If no, then which modules and

submodules are highly operative by you?

A) Yes B) No

10.How important are / could be HRIS / SAP in helping you to perform yourjob more professionally?

A) Project based work environment B) Employee

empowerment

C) Large amount of data and information is proceed

D) Increase knowledge of workers and associated information

11.Do you get a technical support from IT Department for use of this HRIS /SAP application?

A) Yes B) No

12.Is there a system or process for sending comments for improving thisHRIS / SAP application?

A) Yes B) No

13.Are updates (or) changes made regularly to this HRIS / SAP Applicationbased on the feedback received?

A) Yes B) No

14.What features are available for data security? Check all options that apply.A) Secure user login B) Unknown

C) Frequent data backups D) any other

15.Did you receive training on your HRIS / SAP and / or policies?A) Yes B) No

16.If yes, then which type of assistance / training was provided?A) Classroom training B) On the job training

C) Online training D) Any Other


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17.Is there a manual or handbook on your HRIS / SAP and / or policies?A) Yes B) No

18.Is there a routine review of HRIS / SAP and / or policies for all employeesin your department?

A) Yes B) No

19.Does your organizations HRIS / SAP is integrated with otherDepartment?

A) Yes B) No

20.In your opinion, what are the primary advantages or strengths of yourorganizations HRIS / SAP? Give all options that apply.

A) Data accuracy B) Ease of updating records

C) Speed of report generating D) Ease of access to data and reports

E) Data security F) All

21.Is HRIS / SAP is useful to link Strategic Organizational Vision and HumanResource implementation?

A) Yes B) No C) Cant Say


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BIBLIOGRAPHY

- Essential of Human Resource Management & Industrial Relations(3

rdEdition) Himalaya Publication. P. SUBBA RAO

- Human Resource Management L.M.PRASAD(2

ndEdition) Himalaya Publication

- Management Information System MAHADEOJAISWAL

Oxford University Press MONIKA

MITAL

- NTPC Journals- Websites:-

www.humanresource.about.com

www.citehr.com

http://www.ntpc.co.in
http://www.humanresource.about.com/http://www.humanresource.about.com/http://www.citehr.com/http://www.citehr.com/http://www.ntpc.co.in/http://www.ntpc.co.in/http://www.ntpc.co.in/http://www.citehr.com/http://www.humanresource.about.com/

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