summer report on ntpc

SUMMER TRAINING PROJECT REPORT ON

IMPACT OF TRAINING & DEVELOPMENT IN NATIONAL THERMAL POWER CO. LTD.

SUBMITTED TO: SUBMITTED BY: Dr. RAKESH SRIVASTAVA AJAY KUMAR DUBEY

PROJECT GUIDE ROLL NO. 1001170010

UNITED INSTITUTE OF MANAGEMENTINSTITUTE CERTIFICATE

UNITED INSTITUE OF MANAGEMENT NAINI

(ALLAHBAD) Date ------------------

`TO WHOM IT MAY CONCERN

This is to certify that Mr. AJAY KUAMR DUBEY student of MBA course ( 2010 2012) at United Institute of Management Naini with dual specialization in Human Resource & Marketing Management has satisfactorily completed the summer research project on TRAINING & DEVELOPMENT ORGANIZATION IN NATIONAL THERMAL POWER CORPORATION LIMITED RIHANDNAGAR , SONEBHADRA ( U.P ) 231223 . This study is done under the guidance of the undersigned by partial fulfillment for the award of MBA .

I wish him all the best for bright future ahead.

ACKNOWLEDGEMENT It has been an honor for me to have my SUMMER TRAINING in NTPC RIHAND For the same. I would like to express my sincere thanks to Mrs. Reena Chahal ( Officer - HR.) & Mr. Vijay Kishore ( Sr. Officer HR ).I sincerely thank Mr. Milan Kumar ( DGM - HR - EDC ) & Mr. R N Singh ( Sr. Officer HR - EDC ) for providing me the opportunity to do my summer training in NTPC LTD.

I would like to specially thank to Mr. Dheeraj Kumar Gupta ( Sr. Officer HR ) & Dr. Maheshwari Sharan ( Dy. Manager PR Cell ) who as my project guide, helped me through their vision and valuable guidance. Without their valuable efforts, it could not have been possible for me to complete my project. I sincerely acknowledge the co-operation from all the Executives, of NTPC Rihand who had shown their interest and tendered their valuable opinion and suggestions. I also thanks to the entire staff members and teachers of my Institute UNITED INSTITUE OF MANAGEMENT NAINI (ALLAHBAD) specially Dr. Rakesh Srivastava HOD, UIM for his constant guidance, help and encouragement during the preparation of this project.

AJAY KUAMR DUBEY Roll No.11100058 MBA 3rd Sem

DECLARATION

I AJAY DUBEY a student of MBA 3RD SEMESTER UNITED INSTITUTE OF MANAGEMENT, ALLAHABAD, ROLL NO- 1001170010 respectively hereby declare that the Project Report on TRAINING & DEVELOPMENT ORGANIZATION IN NATIONAL THERMAL POWER CORPORATION LIMITED is the outcome of my own work and the same has not been submitted to any other University/Institute for the award of any degree or any Professional diploma.

AJAY KUMAR DUBEY ROLL NO. 1001170010

PREFACE

Its a matter of honor for me to place before you my best possible efforts in the form of Training report on TRAINNING & DEVELOPMENT ORGANIZATION in NTPC - RIHAND.This project has been very inspiring and educative for me in gaining insight of HR Deptt. in an organization , which is known for achieving excellence in every field around the world.

In November 1975 National Thermal Power Corporation ( NTPC ) was established under the Electricity ( Supply ) Act , 1948.RIHAND SUPER THERMAL POWER PROJECT , is one of the running projects of Power giant NTPC Ltd., one of the MAHARATNAS in Public Sector, the largest Power Utility in country contributing of the total power generation.NTPC Ltd. has over a period of 31 years created various records on Operational Excellence and added to an excellent organization development.

This project has been undertaken as a part of my SUMMER TRAINING for the partial fulfillment of MBA ( HR ). I wish this would highlight the level of satisfaction among executives regarding to their related job and performance feedback.

EXECUTIVE SUMMERYThis summer training project report was carried out in NTPC - Rihand Nagar, Sonebhadra. Indias largest power company, NTPC was set up in 1975 to accelerate power development in India. NTPC is emerging as a diversified power major with presence in the entire value chain of the power generation business. Apart from power generation, which is the mainstay of the company, NTPC has already ventured into consultancy, power trading, ash utilizations and coal mining. NTPC ranked 317th. in the 2009, Forbes Global 2000 ranking of the Worlds biggest companies. With a current generating capacity of 32194 MW, NTPC has embarked on plans to become a 50,000 MW by 2012 & 75, 000 MW company by 2017. The project title is A study of TRAINING AND DEVELOPMENT ORGANIZATION in NTPC

The objectives of this report is to study the training and development practices adapted by Rihand to educate their employees meet the functional requirement cope with the environmental changes .This report was made to receive the ideas and thoughts of employees regarding training and development is being imparted to them.

Descriptive research design is used to conduct the research .The universe is the total number of employees that is 1100 in the project. Among them 360 are captured which is my sample size. My sample area was Rihand Nagar. Convenient sampling a non probability sampling technique has been used as per my resources and time constraints.Both primary and secondary data are taken into consideration . primary data are collected through questionnaire and interview method and secondary data are collected through internet, intranet and companies manual. About 18 questions have been made and distributed to 400 employees and only 360 responses were received. For analysis and interpretation of the data five points scales are used in which points from five to one are allotted to strongly agree to strongly disagree respectively. Each questions are analyzed with the help of bar graph and interpreted accordingly. The findings of the report are that superiors provides adequate feedback to employees on their progress, the training programme is partly defined for various levels of employees, that employees satisfied with the teaching style of trainer, that employees satisfied with the teaching style of trainer ,it is observed that the training programme is fully interactive most of the respondents agree with the content of training programme, most of the employees satisfied with the service provided during the training programme, from the above findings it is observed that up to some extent the schedule of Training programme hurdles regular work of employees .Suggestions is being hereby given that some departments like medical which is deprived from training facility, they must be focused. Training regarding HR policies and practices should be imparted . Suggestion may be initiated through departmental meetings and circulars to improve the perceptions of employees regarding training provission .

While conducting the training various problems have been faced like lack of conveyance facility to visit every department, there was reluctant behaviour of employees, the time period was very short, lack of financial resources etc .The conclusion of the whole training report is that training and development programmes carried out in Rihand nagar was satisfactory and it enables employees to accept the new challenges . Employees are fully satisfied by the performance of the Employee Development Center. It is because of EDC is having calendar of training schedule to cover all the employees for various types of training. Responses against most of the parameters comes under the grading Good. It denotes that the perception of the employees in connection with the training provided by Employee Development Center is near to the expectation of the employees . INTRODUCTION

INTRODUCTION ABOUT THE TOPICThe present study was aimed at understanding the various types and procedures of training & development, for the employees in all the sections of NATIONAL THERMAL POWER CORPORATION LTD RIHANDNAGAR, SONEBHADRA ( U.P ) .The purpose of the study was divided in to two main types of objectives: PRIMARY OBJECTIVES :

Know about HRD in NATIONAL THERMAL POWER CORPORATION LIMITED and Overview. SECONDARY OBJECTIVE :

Know the Human resource & its working system in the corporation.

Know the types of method applied in training & development in all departments of NTPC. Know the procedure of training & development to increase the efficiency of employees.

Identification of the training needs.

Pre-training preparation for the employees.

Need of motivation

TRAINING & DEVELOPMENT ORGANIZATION IN NTPC TRAINING AND DEVELOPMENT In simple terms, training and development refer to the imparting of specific skills abilities and knowledge to an employee.

The basic philosophy of the guidelines is to make training an effective instrument in transforming NTPC into a learning organization . Training and development need = Standard performance Actual performance

Training and development programmes are necessary in any organization for improving the quality of work of the employees at all levels ,particularly in a world of fast changing technology, changing values , and environment.

The purpose of both is similar .The main difference between the two is in respect to the levels of employees for whom these are meant , and the contents and techniques employed.

TRAINING :

Training is a short-term process utilizing a systematic and organized procedure by which non-managerial personnel acquire technical knowledge and skills for a definite purpose. It refers to instructions in technical and mechanical operations , like operation of some machine. It is designed primarily for non- managers, it is for a job- related purpose.

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.

According to Planty, Cord and Efferson, Training is the continuous, systematic development among all levels of employees of that knowledge and their skills ands attitude which contribute to their welfare and that of the company.

According to Flippo:-Training is the process or the act of increasing the knowledge and skills of an employee for performing a particular job.

According to S.Beach :- Training is the organized procedure in which people learn knowledge and or skill for definite purpose. DEVELOPMENT :

Development is a long-term educational process utilizing a systematic and organized procedure by which managerial personnel get conceptual and theoretical knowledge.

In other words it refers not to technical knowledge and skills in operation but to philosophical and theoretical educational concepts. It involves broader education and its purpose is long term development. According to Koontz and Donnell, Manager Development concerns the means by which a persons cultivates those skills which application will improve the efficiency and effectiveness with which the anticipated results of a particular organizational segment are achieved. According to Peter F. Drucker:- An institution which can not produce its own managers will die from an overall point of view the ability of an institution to produce managers is more important than its ability to produce goods efficiently and cheaply.DIFFERENCE BETWEEN TRAINING & DEVELOPMENT

Learning DimensionsTrainingDevelopment

Who ?Non-managerial personnelManagerial personnel

What ?Technical and mechanical operationsTheoretical, conceptual ideas

Why ?Specific job-related purposeGeneral knowledge

When ?Short- termLong- term

Importance of Employee Training :

1. Reduction in cost of production,

2. Maximum utilization of materials and machines, 3 .Minimum possibility of accident, 4. Stability in organization,

5. High morale,

6. Improvement in the quality and quantity of production,

7. Difference between efficient and inefficient employees,

8. Minimum need of supervision,

9. Helpful to managers,

10. Increase in understanding. 11. Easy employment

12. Increased efficiency and productivity 13. More adoptability 14. Compensating incomplete education

Training for Different Employees :

The employees who are to be trained can be of different types and each type would require a different type of training.Unskilled workers are giving training in improved methods of handling machines and materials. The objective here is to secure reduction in cost of production and waste. Training is given on the job itself, by immediate superior officers. Semi-skilled workers require training to cope with requirements rising out of mechanization, rationalization and technical processes. Skilled workers are given training through apprenticeship in training centers or in the industry itself. Salesmen are trained in the art of salesmanship, in handling customers, planning their work, and facing challenges of market place.

Supervisory staff constitutes a very important link in the chain of administration. A Training programme for them should aim at helping the supervisors to improve their performance, and to prepare them for assuming greater responsibilities at higher levels of management.

Methods of Training: A) On- the-job Methods: This is the method of training where trainees learn by doing. Trainees are placed on the job.They work under the guidance and supervision of supervisors or certain experienced employees.

(1.) Job Rotation: Job rotation involves the movement of trainees from one job to another the purpose of job rotation is to provide trainees with a larger organizational perspective and greater understanding of different functional area as well as a better sense of their own career objectives and interest s.

(2.) Mentoring: Mentoring is a relationship in which a senior manager in an organization assumes the responsibility for grooming a junior person. Technical, interpersonal and political skills are generally conveyed in such a relationship from the more experienced person. A mentor is a teacher, Spouse, counselor, developer of skills and intellect, host, guide, exemplar, and most importantly, supporter and facilitator in the realization of vision the young person (protg) has about the kind of life he wants as an adult. The main objective of mentoring is to help an employee attain psychological maturity and

effectiveness and get integrated with the organization.(3) Coaching: Coaching is a kind of daily training and feedback given to Employee by immediate supervisors. It involves a continuous process of learning by doing. It is an informal, unplanned training and development activity provided by superiors and peers. (4) Demonstration and Examples: Here the trainer describes and. demonstrates how to do a certain work. He performs the activity himself, going through a step by step explanation why, how and what, of what he is doing. ( 5 ) Apprenticeship: A major part of training time is spent on the on- the-job productive work. Each apprentice is given a programme of assignments according to a predetermined schedule which provides for efficient training in trade skills. This method is appropriate for training in crafts, trades and technical areas. (6) Job Instruction Training (JIT): The JIT methods (developed during World war II) is a four steps instructional process involving preparation, presentation,

performance try out and follow up. (7) Vestibule Training: Workers are trained in the special separate part of the organization on the specific job .The training is imparted by specialized and experienced expert. The learner gets both theoretical and practical knowledge. (8) Committee Assignments: In this method, trainees are asked to solve an actual organizational problem. The trainees have to work together and offer solution to the problem. Assignment talented employees to important committees can give these employees a broadening experience and can help them to understand the personalities, issues and processes governing the organization.

B) Off-the-job Methods : Location of this training may be a company classroom, an outside place owned by the organization, an education institution or association, which is not part of company. In this method ,trainees are separated from the job situation and his attention is focused upon learning.

(1) Lectures:These are formally organized talks by an instructor on specific topics. This

method is useful when philosophy, concepts, attitudes, theories and problem solving have

to be discussed.

(2) The Conference Method: Under this method, a conference is held in accordance with the organized plan. Mutual problems are discussed and participants pool their ideas and

experience in attempting to arrive at better methods of dealing with these problems.(3) Seminar or Team Discussion: The group learns through discussion of a paper on a

selected subject. The paper is written by one or more trainees. The material to be analyzed

is distributed in advance in the form of required reading. (4) Case Discussion: Under this method, a real or hypothetical business problem or situation demanding solution, is presented to the group members are trained to identify the

problems present, they must suggest various alternatives for tackling them, analyze each of

these, find out their comparatives suitability and decide for themselves the best solution. (5) Role-Playing:- This method is also called role-reversal socio-drama or psycho- drama. Here trainees act out a given role as they would in a stage play. Two or more trainees are assigned roles in a given situation, which is explained to the group. (6) Programmed Instruction: -This involves two essential elements: (a) a step-by-step series

of knowledge, each building upon what has gone before, and (b) a mechanism for presenting

the series checking on the trainees knowledge. (7) Brain storming:-This method seeks to solve business problem by the process of collective analysis of the problem. A group people from various field is invited to put

forward their ideas , knowledge and experience after careful analysis and observation best

course of action relating to business problem is selected. DIFFERENCE BETWEEN ON THE JOB AND OFF THE JOB TRAININGPoint of differenceOn the job training

Off the job training

1.AimOn the job training aims at learning & earning simultaneously.

It concentrates at learning only.

2.Type of knowledgeThe trainee gets practical training more hut lacks in theoretical trainingTheoretical knowledge is practical skill

3.Sliced of workPresence of trainees in the work slows the speed There is no hindrance in the work due to the presence of trainees so the speed of work is faster

Need for Management Development

Society is facing a rapid rate of technological and social change. Management personnel need to be developed as they have to tackle problems arising out of introduction of automation, intense market competition, growth of new markets, enlarged major participation in management.

Business and industrial leaders are increasingly recognizing their social and public responsibilities which call for a much broader outlook on the part of management.

Management has to be developed for handling problems arising out of increasing size and complexity of the organizations.

Management labour relations are becoming increasing complex.To understand and adjust to changes in socio-economic forces, including changing in public policy and concepts of social justice, industrial democracy, problems of ecology. Objective of Management Development

To assure the organization of availability of required numbers of managers with the required skills to meet the present and anticipated future needs of the business.

To encourage managers to grow as persons and their capacity to handle greater responsibility.

To improve the performance of managers at all levels in the jobs that they hold now.

To sustain good performance of managers throughout their careers. Techniques of Management Development

Planned Progression

Job Rotation

Rotation in non-supervisory work situations

Rotation in observation assignments

Rotation among managerial training position

Middle-level rotation among managerial position

Temporary Promotions

Committees and Junior Boards of Management

Syndicate

Case Discussion

Incident process

Role playing

Sensitivity training

Management or Business Games

In basket Exercise

Transactional Analysis

Creation of Assistant-to Position

Under-Study

Coaching-Counseling

Agencies of training :

The agencies that deal with the training function in the company shall include.

I) Power Management Institute: Power Management Institute shall be the apex training institute

and the nodal agency for training for the company. It shall cater to the advanced training needs of

all executives of the company. In case of employees of corporate centre, it shall cater to the

training needs of both executives and non-executives. It shall specialize in management

development and advanced technical areas including information technology and shall serve as

knowledge dissemination centre for the company as whole. It will also engage in research and

consultancy.

II ) Unit Training Centers: Unit Training Centers shall cater to the training and development

needs of the employees of the respective units. III ) Simulator Training Centers: The Simulator Training Centers at Korba and Kawas, designed

to produce real time behavior of the Thermal and gas modules respectively, shall cater to the

corporation. In addition, depending on the availability of resources, the Simulator Training Centers would also provide training to external agencies/organizations, on commercial terms. IV ) Regional HR group: The Regional HR group shall cater to the training and development

needs of the employees of the respective region, wherever it is not feasible for the Unit Training

Centers to organize a specific programme. Regional HR group would organize such a programme for the employee in the entire region. It would also take an active and productive part in finalization of the training calendars of each unit within the region. v ) Corporate HR group: HR group shall coordinate external training programmes for all the

employees of Corporate Center. It would also coordinate specified intervations for targeted

groups.

VI ) Departmental Training Co-ordinator : The Head of each department shall nominate an

executive who shall besides his normal functional assignment, co-ordinate the training and

related matters for the employees of the department. It shall be the responsibility of the Departmental Training Co-ordinator for conducting traininig need analysis and so ensuring nomination of the employees of the department concerned to training programmes that the

training target of 7 Mondays of training for every employee in a training year is achieved.

OBJECTIVES OF THE STUDY

1. To know the effectiveness of training and development programme provided by the company so that employees could meet present and future requirement of the organization.

a) To analyse that all the employees are satisfied with the present trend of training and development programmes provided by the company.b) To know about different programmes conducted by the company for executive and non executive employees to increase their work efficiency.

c) To know employees opinion towards Training and development programmes with a view to amend the same, if found beneficial for the organization.

d) To examine what are the specific training and development inputs that could contribute towards the achievement of companys objectives. 2. To evaluate whether the training programme of EDC has enriched employees knowledge and skills in the particular field in which training was imparted.

3. To check whether training and development programmes raised the motivational and confidence level of the employees and being appreciated by their seniors for their better coordination.

COMPANY PROFILENATIONAL THERMAL POWER CORPORATION LTD.( www.ntpc.co.in )

"This blog is an integrated approach towards tracking the Indian power sector which is evolving, having a great potential with prosperous future." ( A MAHARATNA COMPANY )

PROFILE OF THE NTPCEstablished in 1975, NTPC Ltd., the largest power company of the country has been consistently powering the growth of India. With an installed capacity of 32194 Mega Watt . NTPC Ltd. today contributes 28.60% of the nations power generation with only 18.10% of Indias total installed capacity. An ISO - 9001:2000 , ISO - 14001, OHSAS - 18001, SA 8000 certified company, it is worlds 6th largest thermal power generator and second most efficient in capacity utilization. The corporation recorded a generation of 218.84 Billion Units (BUs) in 2009 - 2010, through 15 coal based, 07 gas based power plants, and 04 Joint Venture Projects spread all over the country.

Driven by its vision to lead, it has charted out an ambitious growth plan of becoming a 50,000 MW by 2012 & 75,000 MW plus company by 2017.

* NTPC Ltd. has been rated as one of the top most Best Employer of the country for the year 2003, 2004 and 2005 in a row. It has also been rated as one of the Best Companies to Work for in India by Mercer HR Consulting- Business Today survey 2004, it has developed into a multi-location and multi-fuel company over the past three decades. NTPC has already ventured into consultancy , power trading , ash utilization and coal mining . NTPC ranked 317th. In 2009, Forbes Global 2000 , ranking of the world s biggest companies.

These achievements have been made possible by the 24,400 strong and motivated work forces that with their dedication are ever willing to take NTPC Ltd. to greater heights.

765 KV switchyard transmission system energized at sipat, the largest in the country 500 MW Unit V of Sipat brought under commercial generation .

Vindhyachal super Thermal power project become the largest power station in the country with

an installed capacity of 3260 MW . AN OVERVIEW OF NTPC Enrollment in local colleges, 2005

CollegeNew studentsGraduating studentsChange

Undergraduate

Cedar University110103+7

Elm College223214+9

Maple Academy 197120+77

Pine College134121+13

Oak Institute202210-8

Graduate

Cedar University2420+4

Elm College4353-10

Maple Academy 311-8

Pine College94+5

Oak Institute5352+1

Total99890890

Source: Fictitious data, for illustration purposes only

NATIONAL THERMAL POWER CORPORATION LTDLOCATION IN INDIA We are proud to be a part of NTPC Limited - A Maharatna company with installed capacity of 31,704 MW and has generated 218.84 billion units of electricity during 2009-10 for the nation.

MAHARATNA STATUS TO NTPC-----------------------------( 20.05.2010 )--------------------------------Government of India, Deptt. of Public Enterprises, Ministry of Heavy Industries & Public Enterprises vide Office Memorandum dated 19th May, 2010 has conveyed grant of Maharatna status to NTPC apart from three other Central Public Sector Enterprises (CPSEs). Since, presently NTPC has requisite number of non-official Directors on its Board, therefore, only NTPC is eligible to exercise delegated Maharatna powers. against earlier limit of Rs.1000 crore.

The exercise of Maharatna powers would be subject to the same conditions and guidelines as laid down by the Government in respect of Navratna CPSEs from time to time.

Consequent upon grant of Maharatna status, the Board of Directors of NTPC shall be, inter-alia, empowered to make equity investment to establish financial joint ventures and wholly-owned subsidiaries and undertake mergers & acquisitions, in India or abroad, subject to a ceiling of 15% of the net worth, limited to Rs.5000 crore in one project as

NTPC , the largest power generating company of the country, presently has an installed capacity of over 32194 MW. NTPC presently operates over 26 power stations. Currently over 17,000 MW capacity is under construction at 19 projects in 12 states and NTPC plans to become a 75 000 MW by 2017.

NATIONAL THERMAL POWER STATION

Coal is the main source of production bulk thermal power, the other source being Atomic Energy, Gas, Naphtha and Diesel. In addition to the above-mentioned fuels, Water is essentially required in all cases. Thus any Thermal Power Plant must have availability of Coal, Water and Sufficient Area for disposal of Ash.

The coal obtained from collieries is prepared into powder-form of uniform size by crusher and pulverize. This powdered coal is continuously injected into the furnace of the boiler, which is essential equipment to generate steam. The water available from natural resources is also required to be treated in multiple stages and finally de-mineralized water runs through metallic tube in all round the furnace absorbing heat by radiation, convention and conduction. The water boils and is converted into steam. The saturated steam having certain amount of water vapour is further heated to achieve super heated condition at a temperature of 540 Deg. And 185/kg/cm sq. pressure before leaving the steam generators. This super heated steam is then injected into steam turbine, which fuses the turbine shaft to rotate at a high speed. The used steam is allowed to condense into water by cooling. Again; it recycled into boiler through very large capacity pumps.

The electrical energy is finally obtained from the output of generator, also known as ALTERNATOR, which is directly, couples to the turbine shaft and rotates at a speed of 3000rpm. The electrical energy is ultimately made available to the distant user by the means of HIGH VOLTAGE TRANSMISSION at various locations. The operation of Thermal Power Plant can be summarized in the following steps:-

1. Conversion of chemical energy of coal to heat steam.

2. Conversion of heat energy of steam to mechanical energy of rotating turbine. 3. Conversion of mechanical energy into electrical energy. Indias 3rd Best Power House of Human resource:

In a remarkable achievement, the recently conducted Business Today Hewitt Associates Best Employers Survey 2003 ranked NTPC the 3rd best among 220 major companies in India.

NTPC takes immense pride in its highly motivated and trained Human Resource. The Corporations continuous efforts to augment its installed capacity and improve manpower utilisation has seen its Man-MW ratio improve consistently. Great importance is attached to Training & Development using both pre and post employment training scheme.

CORPORATE OBJECTIVES OF NTPC

To realize Vision and Mission, eight key corporate objectives have been identified. These objectives would provide link between the defined mission and the functional strategies.

1. BUSINESS PORTFOLIO GROWTH :

1. To further consolidate NTPCs position as the leading thermal; generation company in India and establish a presence in hydro power segment.

2. To develop a portfolio of generation assets in international markets.

3. To establish a strong services brand in the domestic and international markets

2. CUSTOMER FOCUS :

1. To foster a collaborative style of working with customers, growing top be a preferred brand for supply of quality power.

2. To expand the future customer portfolio through profitable diversification into downstream businesses, inter alias retail distribution and direct supply.

3. AGILE CORPORATION : 1. To ensure effectiveness in business decision and responsiveness to changes in the environment by;

Adopting a portfolio approach to new business development.

To effectively leverage information technology to ensure speedy decision

making across the organization.

2. To develop a learning organization having knowledge based competitive edge in current and future business.

4. PERFORMANCE LEADERSHIP :

1. To continuous improve my project execution time and cost in order to sustain long run competitions in generation.

2. To aim for performance excellence in the diversification businesses. 5. HUMAN RESOURCE DEVELOPMENT : 1. To enhance organizational performance by institutionalizing an objective and open performance management system. 2. To align individual and organizational needs and develop business leaders by implementing a career development system.

6. FINANCIAL SOUNDNESS :1. To maintain and improve the financial soundness of NTPC by prudent

management of the financial resources.

2. To continuously strive for reduction in cost of power generation by

improving operating practices. 7. SUSTAINABLE POWER DEVELOPMENT : 1. To contribute the sustainable power development by discharging corporate social

responsibilities.

2. To lead the sector in the areas of resettlement and rehabilitation and environment protection including effective ash utilization, peripheral development and energy conservation practices.

8. RESEARCH AND DEVELOPMENT : 1. To disseminate the technologies to other players in the sector and in the long run generating revenue through propriety technologies.

2. To pioneer the adaptation of reliable, efficient and cost effective technology

by carrying out fundamental and applied research in alternate fuels and technology. MAJOR ACHIEVEMENTS OF NTPC Largest Thermal Power generating company in India .

Sixth largest Thermal Power generator in the world . Second most efficient utility in terms of capacity utilization .

One of the Four PSUs. to be awarded the status of MAHARATNA .

Provide power at the cheapest average tariff in the country . SWOT ANALYSIS

STRENGTH : A MAHARATNA Company

High Credit rating Consistently high level of performance Strong and dedicated work force Strong CORE value WEAKNESS : Tall hierarchy

Centralise command and control High level of inventory Lack of inter unit coordination Financial constraints OPPORTUNITIES : Huge growth opportunities No major competitor within the country Strong government support R & M

Consultency THREAT : Stringent Environmental norms and standerds Competitive Environment from MNCs and TNCs

Cultural barriers

Lack of experts in key areas Poor customer focus in spite of being the first core value Lack of suitable technical manpower for its ambitious growth plan to became 75,000 MW by 2017 Increasing attrition rate due to the induction of many private players like ; Reliance, TATA Power, LANCO Power, ADANI Power , etc.

PERFORMANCE OF POWER STATION IN THE COUNTRY PLF RANKING OF COAL STATIONS IN THE COUNTRY Apr.- June 2010

SL. NOS.STATIONSCAPACITYRANKSPLF %

01SOUTHERN REPL135 ( 67.5 X 2 )1103.36

02DAHANU500 ( 250 X 2 )2102.99

03SIMHADRI1000 ( 500 X 2 )3100.30

04O P JINDAL TPS1000(250X4 )4100.18

05SINGRAULI2000(200X5+500X2)5100.01

06TORANGALLU(JSW)860(300X2+130X2)699.37

07TORR POWER SAB 400(60X1+110X2+120X1)798.75

08RAMAGUNDAM2600(500X4+200X3)897.61

09UNCHHAR1050(210X5)997.46

10TALCHAR Th.460(110X2+60X4)1096.82

11VINDHYACHAL3260(500x4+210X61196.76

12SIPAT1000(500X2)1296.56

13TITAGARH240(60X4)1396.12

14KORBA WEST840(210X4)1495.65

15DADRI COAL930(490X1+210X4)1594.08

16BUDJE - BUDJE750(250X3)1693.92

17BHILAI500(250X2)1693.92

18TALCHAR Kn.3000(500X6)1793.80

19 RAYALSEEMA840(210X4)1892.71

20I B VALLEY420(210X2)1992.41

21NEW PARLI500(250X2)2092.06

22KORBA EAST500(250X2)2191.19

23JOJOBERA - ( TATA PCL)360(120X3)2291.16

24KOTA1240(210X3+195X2+110X2)2390.85

25ROPAR1230(210X6)2490.12

26METTUR840(210X4)2590.10

ALL INDIA COAL76.64

PRIVATE SEC .COAL87.41

CENTRAL SEC. COAL86.65

SEBS68.04

NTPC COAL89.51

PROJECTS OF NATIONAL THERMAL POWER CORPORATIONA - COAL BASED PROJECTS

Sl. No.

ProjectsLocation

( Distt. )Capacity ( MW )Beneficiary States

1.SingrauliSonebhadra, U.P.2000U.P.,Rajasthan, J&K, Punjab, HP, Delhi, Uttaranchal, Haryana, Chandigarh

2.RihandSonebhadra, U.P.2000U.P.,Rajasthan, J&K, Punjab, H.P., Delhi, Uttaranchal, Haryana, Chandigarh

3.UnchaharRaibareli, U.P.1050-do-

4.TandaAmbedkarnagar U.P.440Uttar Pradesh

5.Dadri

NCTPPGhaziabad U.P.840National Capital Region

6.KorbaBilaspur Chattisgarh2100M.P., Chattisgarh, Gujrat, Maharastra, Goa, Daman & Diu, Dadar & Nagar Haveli

7.VindhyachalSingrauli , M.P.3260-do-

8.RamagundamKarimnagar A.P.2600A.P., Tamilnadu, Karnataka, Kerala, Goa, Pondichery

9.Talchar T.P.SAngul, Orrissa460Orrissa

10.SimhadriVisakhapatanam A.P.1000Andhra Pradesh

11.FarrakkaMursidabad W.B.1600W.B., Bihar, Sikkim, Orrissa, Jharkhand, Damodar Valley Corporation

12.KahalgaonBhagalpur, Bihar2340-do-

13.Talchar STPPAngul , Orrissa3000-do

14 Badarpur T.P.SNew Delhi705 Delhi

15SipatChattisgarh Bilash Pur2320 M.P. , Chattisgarh , Maharastra

16Dadri C- I IGhaziabad U.P.980National Capital Region

B - GAS BASED PROJECTS

Sl. No.Projects LocationCapacity

(mw)Beneficiary States

1.AuriaEttawah ( U.P. )663. 36U.P., Rajasthan, Punjab H.P., Haryana,Delhi,J&K, Uttaranchal

2.AntaBaran ( Rajasthan )419. 3 -do-

3. DadriGhaziyabad

( U.P. )829.78National Capital region ( NCR )

4. FaridabadFaridabad ( Hariyana )431. 57Hariyana

5. KawasSurat ( Gujarat )656. 20M.P.,Chattisgarh, Gujarat, Maharastra, GAO, Daman&Diu, Dadar&Nagar Haveli

6. Jhanor GhandarBharuch ( Gujrat )657. 39 -do-

7. KayamkulamAllapuzha ( Kerala ) 359. 57Kerala

C - JOINT VENTURE PROJECTS : Sl. NOS.ProjectsLocationsCapacity ( MW )

1.RourkelaOrrisa120

2.Durga PurW. B.120

3.BhilaiChattisgarh500

4.RatnagiriMaharashtra1940

5.KantiJharkhand110

New Technology IN NTPC

Super critical technology at NTPC Sipat project ( 3X660 MW ) to increase the efficiency of the cycle and to decrease the green house gas emission.

Closed cycle sea water cooling at Simhadri project for first time in India.

Introduction of IGCC ( Integrated gasified combined cycle ) for clean and efficient utilization of coal.

Environment management

Liquid water treatment plants at Farakka and Kahalgaon.

Ash water recycling system at Kahalgaon , Korba & Rihand to reduce water requirement for ash disposal at these station

Ash Utilization Achieved ash utilization of 59.73% i.e. 27.61 million tons of fly ash .

In November 2004, NTPC came out with its Initial Public Offering ( IPO ) consisting of 5.25% as fresh issue and 5.25% as offer for sale by Government of India. NTPC thus became a listed company with Government holding 89.5% of the equity share capital and rest held by Institutional Investors and Public. The issue was a resounding success. NTPC is among the largest five companies in India in terms of market capitalization.

OPERATIONAL PERFORMANCE In terms of operations, NTPC has always been considerably above the national average. The availability factor for coal based power stations has increased from 89.32% in 1998- 99 to 91.76% in 2009-10, which compares favourably with international standards. The PLF has increased from 76.6% in 1998-99 to 90.81% during the year 2009-10.

NATIONAL THERMAL POWER CORPORATION LIMITED

NTPC VISION

A WORLD CLASS INTEGRATED POWER MAJOR, POWERING INDIAS GROWTH, WITH INCREASING GLOBAL PRESENCE NTPC MISSION

Develop and provide reliable power, related products at competitive prices, integrating multiple

energy sources with innovative and eco-friendly technologies and contribute to society NTPC CORE VALUES ( B C O M I T ) Business Ethics Costomer Focus Organisational & Profesional Pride

Mutual Respect & Trust Innovation & speed Total Quality for ExcellentHUMAN RESOURCE ANALYSIS OF THE COMPANY

NTPC - HR VISION To enable our people to be a family of committed world class professionals, making NTPC a

learning organization. We are proud to be a part of NTPC Limited - A Maharatna company with installed capacity of

31,704 MW and has generated 218.84 billion units of electricity during 2009-10 for the nation.

HUMAN RESOURCE ANALYSISMEANING AND DEFINITATION:

Human Resource Management (HRM) is a management function that helps managers recruit, select, train and develop members for an organization. Obviously , HRM is concerned with the peoples dimension in organizations.

Human Resource Management is the planning, organizing, directing and controlling of the procurement,development, compensation, integration, maintenance and separation of human resources to the end that individual, organizational, and social objectives are accomplished.

Thus , HRM refers to a set of programmes, functions and activities designed and carried out in order to maximize both employees as well as organizational effectiveness.

SCOPE OF HRM:

The scope of HRM is indeed vast. All major activities in the working life of a worker- from the time of his or her entry into an organization until he or she leaves- come under the purview of HRM. Specifically , the activities included are- HR planning

Job analysis and design

Recruitment and selection

Orientation and placement

Training and development

Performance appraisal

Job evaluation Motivation and communication

Employee and executive remuneration

Industrial relation

OBJECTIVES OF H.R.M.

The primary objective of HRM is to ensure the availability of a competent and willing workforce to an organization. These objectives are given below-

Societal objectives To be ethically and socially responsible to the needs and challenges of the society while minimizing the negative impact of such demands upon the organization.

Organizational objectives To recongnise the role of HRM in bringing about organizational effectiveness.

Functional objectives To maintain the departments contribution at a level appropriate to the organisations needs.

Personal objectives To assist employees in achieving their personal goals, at least in so far as these goals enhance the individuals contribution to the organization.

HUMAN RESOURCE MANAGEMENT ACTIVITIES HUMAN RESOURCE PLANNING HRP is understood as the process of forecastings an organizations future demand for, and supply of , the right type of people in the right number. It is only after this that the HRM department can initiate the recruitment and selection process. HRP is the process by which an organization ensures that it has the right number and kind of people, at the right place, at right time, capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives JOB ANALYSIS:

Job analysis may be understood as a process of collecting information about a job. The process of job analysis results in two sets of data; job description and job specification. Job analysis is a systematic exploration of the activities within a job. It is a basic technical procedure, one that is used to define the duties, responsibilities and accountabilities of a job.

JOB ANALYSIS

( A process of obtaining all pertinent job facts )

Job Description Job Specification

A statement containing items such as A statement of human

qualifications necessary to do job.usually contains Job site such items as * Location Job summary

* Education Duties

* Experience

Machines,tool,and equipments * Training

Supervision given or received * Judgement

Working conditions * Initiative

Hazards

* Physical effort

* Physical skills

* Responsibilities * Communication skills

RECRUITMENT:Recruitment is understood as the process of searching for and obtaining applicants for jobs, from among whom the right people can be selected. It can be define as It is the process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The results is a pool of applicants from which new employees are selected.

SELECTION:

Selection is the process of picking individuals ( out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organization. It can be define as It is the process of differentiating between applicants in order to identify those with with a greater likelihood of success in a jobs.

TRAINING AND DEVELOPMENT:

Training and development refer to the imparting of specific skills, abilities and knowledge to an employee. It can be define as It is any 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. The need for training and development is determined by the employees performance deficiency, computed as follows: Training and development need = Standard performance Actual performance.

JOB EVALUATION:

Job evaluation is the process of analyzing and assessing the various jobs systematically to ascertain their relative worth in an organization. Jobs are evaluated on the basis of their content and are placed in the order of their importance. In this way, a job hierarchy is established in the organization, the purpose being fixation of satisfactory wage differentials among various jobs.

PERFORMANCE APPRAISAL:

Performance appraisal may be understood as the assessment of an individuals performance in a systematic way, the performance being measured against such factors as job knowledge, quality and quantity of output, initiative, leadership abilities, supervision, dependability, co- operation, judgement, versatility, health and the like. It can be define as It is the systematic evaluation of the individual with respect to his or her performance on the job and his or her potential for development. BRIEF DESCRIPTION OF H.R. FUNCTIONS PUBLIC RELATION

Headed by- Dr. Mahashwari Sharan

This section looks after all the internal and external communication areas including press relations, house magazines, advertising, films etc. The total advertisement activities of NTPC Ltd., including releasing of tender notices and job advertising are being co-coordinated by the PR section. P.R. CELL ACTIVITIES : House Journal

Video Magazine Press Conference Press Visit Radio Coverage Video Coverage News Reporting Draft Speech for Chief Guest

Publication of NITs / Advts.

Press Releases

Supplement.

Folder / Brocher. Finalization of regular contacts.

Photography / Videography. ETC.

In short it can be said that PUBLIC RELATION SECTION serves as connecting link among the Corporation and Public. EMPLOYEE SERVICES Headed by - Shri K. S. Moorthy

The main functions of Employee Services are as under: House allotment rules may be called NTPC Allotment of Residential AccomodationRules.

Fittings & white / colour washing of company quarters at Project sites / Townships.

Employee services provide Accommodation to outside agencies for housing post office Or bank, police post and office of the revenue department.

This section recovers house rent from the employees allotted family accommodation in the companys townships.And the charges for electricity will be recovered at flat monthly rates for various types of quarters together with additional charges for airconditioner and geyser, wherever installed, from the date of allotment of quarters.

The company shall take any responsibility of giving bail or contesting the case wheneverthere is an accident by a driver, who is on duty. Otherwise these will have to bearranged by the driver himself . Bus facility for NTPC Employees.

Security for NTPC Township.

EMPLOYEE WELFARE

Headed by Sri K.G. Krishna

Prof. F.S.Walpole

It is not a matter of man being accorded the privilege thought an employee of stating a complaint or offering a suggestion but a having a recognized responsibility for doing so because he is investing not money but life.

Welfare is a convenient term to cover all those aspects of industrial life that contribute to the general well being of the workers. Welfare helps to keep the atmosphere of township vibrant and full of life and to improve satisfaction level of the employees and their family members.

Welfare is a broad term encompassing measures aimed at providing Housing, Medical, and Schooling, Sports & Games, Social, Cultural & Recreational etc. facilities.Welfare activities may be grouped under two broad categories:

1. STATUTORY WELFARE ACTIVIES.

2. NON-STATUTORY WELFARE ACTIVITES.

STATUTORY WELFARE ACTIVITIES: These activities include those activities, which are application as per the Factory

Act, 1948. For example Canteen etc.

NON-STATUTORY WELFARE ACTIVITIES : These activities include those activities which are being laid down by Management of NTPC Ltd. in

Rihand for their employees. For example Sports council, officers club, schools, Bal bhawan, ladies

club etc. Organizing various events such as Republic day, Independence day, NTPC raising day and event management during various VIP visits. EMPLOYEE RELATION

Headed by- Mr. R. P. Singh

This section Co-ordinates with various employees associations in the matter of employee benefits and policies to co-ordinate with Govt. agencies like labour officer, etc.

Following are the role of Employee Relations section :- Manage organizations overall relations with employee association Executive and workers unions.

Manage industrial relations handle union and association meetings and resolves employee issues.

Manage employee relations systems and various participative forums (like Safety committee, Township Advisory Council, Joint Plant Level Council, Shop Level Council, etc. ) .

Interact on a formal as well as informal basis with key employee association members.

Identify and address employee needs and concerns.

Insuring compliance relating to contract labour as per labour law in the unit.

Manage local administration and liaison.

Coordinate with regional and corporate HR on employee relations issues.

Coordinate with other HR groups at station for seamless delivery of HR services to employees Provide inputs to the HR policy development during the policy formulation stage. LAW SECTION

Headed by Mr. A.B. Saxena The main functions of law section are as under:

To provide legal support to various departments of the project wherever required.

To make preventive measure for avoiding in fructuous litigation by legal vetting of various types of contracts, agreements and security documents prior to their final execution

To minimize the cost of litigation wherever possible.

To standardize various types of contracts, bank guarantees, indemnity bonds and other security documents for achieving uniformity in approach.

To render legal opinion on the complex issues.to prosecute/defend the court cases and court cases arising out of arbitration cases in supreme court/high court / tribunals, arbitrators.

To liaison with advocates and to provide support inpreparing of pleading / written submission / arguments.

To procure legal opinion from outside legal expert such as AGI, SGI, ASGI.

RAJBHASHA - HINDI SECTION

Headed by- Mr. Raj kumar prajapati

Hindi as a National language has been recognized and a separate section with the name of RAJBHASHA ANUBHAG came into existence. The section looks after the recommendation/guidance of deptt. of official languages, govt. of India. Since, Rihand is situated in UP which is among one of the hindi speaking states, the hindi section is organizing various workshop and sends reports to the deptt. of official languages, govt. of India. The Rajbhasha anubhag has done a lot for the promotion of Hindi as an official language. It also coordinates for conducting the PRAVIN, PRAGYA & PRABODH examinations organized by deptt. of official languages.for the promotion of Hindi various incentives are given to the employees who drafts 180 Nos. of letters in three months or 10000 words in three months. Special incentives are also given to the employees for translating the technical books into Hindi.

EMPLOYEE BENEFITS

Headed by - Mr. M. K. Verma

This section is divided into two sub sections. One is headed by Mr. Munish Dev & another is headed by Mr. Jamuna Prasad.

The EB section headed by Mr. Manoj Kumar Verma looks after the various employee advances, employee benefits, facilities, incentives and other benefits. Its functions are manifold. Its function is as under:

Recruitment of employees in the Non Executive Cadre

Joining of an employee- Fresh and on Transfer

Employees benefits / facilities Leave travel concession to its employees

Medical Attendance and Treament of the employees

Special disability leave Facilities for higher studies Reimbursement of membership fees for Professional Bodies/Institutes Reimbursement of expenditure on Childrens Education

Forwarding of application for outside employment Forwarding of application for companys sponsored education programmes Viz M.Tech. of IIT, Delhi; BS in power Engineering of BITS , Pillani and PGDBM of MDI, Gurgaon

Sanction of Merit scholarship to the children of NTPC employees

Employee Advances

Sanction of House Building Advance

Sanction of Conveyance Advance

Sanction of Personal Computer Advance

Sanction of Furnishing/household item Advance

Sanction of Multipurpose Advance

Sanction of Medical Advance

Incentive Scheme

Sanction of incentive for promoting Small Family Norm

Terminal/Insurance Benefits

Ensuring insurance of HBA amount sanctioned to employees

The section headed by Mr . M.K. Verma look after: Verification of Character & Antecedent forms and Caste Certificates

Clearing of probation Promotion of employees ( Workmen, Supervisor & Executives ). Adherence to the annual appraisal of the employees ( Workmen, Supervisor & Executives). Terminal / Insurance Benefits : Processing and forwarding of claims under Group Insurance Scheme

Processing of Application for Temporary and Permanent withdrawal from Provident Fund

Forwarding of application for the payment of gratuity

Processing of applications under NTPC Employees Family Economic rehabiliation Scheme

Processing of applications for availing Medical Facilities by the retiring employee or the spous of the deceased employee under NTPC Contributory scheme for post Retirement Medical Facilities

Processing of applications for the payment under NTPC Self Contributory Superannuation Benefits (PENSION) Scheme Processing and forwarding of applications for registration

Termination of employees under Service Rules, Conduct Discipline and Appeal Rules and Standing Orders

Ensuring the payment and final settlement to the employees on retirement.EMPLOYEES DEVELOPMENT GROUP

Headed by- Mr. Vijay Kishore & Mrs. Reena Chahal

This section looks after the over all development of the employees. They focus on the development aspects by looking after their training & development needs, career growth needs, motivation and moral needs etc. The main functions of EDG are as follows:

Development Schemes for acquiring qualifications Workers Education Schemes (Diploma / ITI etc) Adult Education Scheme Scheme for acquiring higher/additional qualifications Scheme for Sponsorship to ITI Course Conducting various competitions such as NTPC Open Competition For Executive

Talent ( NOCET ), National Management Games, NCYM etc.

Conducting various surveys such Bodh, E-darpan and customer service satisfaction

surveys etc.

Employees Suggestion Scheme

Quality Circles Motivational Scheme

Scheme For Job Rotation and Career Growth Path

NTPC Reward and Recognition System The various rewards and recognition included within the scope of the NTPC reward system are as under: Thank you slips

Applause

Appreciation Letter

STAR of the month

Employee of the year

Vidhyut Awards

Power EXCEL Awards

PEARL Awards

ACE Awards

Mentors Samman

Manveeyata Puraskar

Welcome

Farewell Mentoring

Mentoring is a process whereby a senior person in the organization takes under his wings his junior colleagues and offers them wisdom, expertise, values etc. for moulding the juniors in an effective way.

This involves socialization, acclimatization to the organization culture in the formative years of the person joining the company. Objectives:

To create an environment of socialization in the organization for new entrants i.e. Executive Trainees.

To look after and care for the new entrant during the initial years of career in NTPC and provide useful guidance.

To remove apprehensions and difficulties faced by the new entrant in an uncharted atmosphere, from his point of view.

To enable the new entrant to assimilate and adapt to the organizational culture and environment.

To provide a companion who could be a friend, philosopher and guide to the new entrant till he feels the necessity.

Mentor: Mentor is a fairly senior person, who has served substantial number of years of service in NTPC and who is well versed with the working environment of the organization.

Mentee:

Mentee is a person who is a new entrant in the organization basically an ET joined afresh. CORPORATE SOCIAL RESPONSIBILITY

Headed by- Shri Kanhaiya Lal PANIKA & Shri T.L. Jaiswal

Social Responsibility is the obligation of managers to choose & act in ways that benefit both the interests of the organization & those of society as a whole.

Corporate Social Responsibility is the continuing commitment by business to behave ethically and contribute to economic development while improving the quality of life of the workforce and families as well as local community and society at large. CSR in NTPC Ltd is not limited to only community development but encompasses a whole range of issues in line with globle international CSR principles & practies.

A measure of NTPCs commitment to CSR is that 0.5% of its profit is set aside for community development under the umbrella of CSR.

The main functions of CSR are as follows:

Achieve community development targets

Improve Ash utilization

Reduce CO2 Emissions

Achieve ISO 9001 : 2000,ISO 14001, OHSAS 18001, SA - 8000 certificat. Involve Professionals ( Socio-Economic surveys by XISS or TISS )

Resettlement & Rehabilitation challenge

Providing facility for Education by establishment of Schools & Colleges Conducting various Sport Competitions for Physical development Improve Health & Hygine all around

Afforestation of barren Areas in & around project sites RESEARCH METHODOLOGY Research Methodology has been derived from combination of two words that are Research and Methodology where Research in a common parlance refers to a search for knowledge. Once can also define research as a scientific and systematic search for the pertinent information on aspecific topic. Infact research is an art of scientific investigation,Redman and Mory definesResearch as a Systematize efforts to gain new knowledge and the methodology may bedescribed as the way of doing the things. Hence we can say that :- Research Methodology is the way to systematically solve the research problem. It may be understood as a science of studying how research is done scientifically. In it we study the various steps that are generally adopted by a research problem along with the logic behind them. It is necessary for the researcher to know not only the research methods/techniques but also the methodology. Researchers not only need to know how to develop certain indices or tests, how to calculate the mean, median, the mode, or the standard deviation or chi-square, how to apply particular research.

Techniques, but they also need to know which of these methods or techniques, are relevant and which are not, and what would they mean and indicate and why. Researchers also need to understand the assumption underline various techniques and they need to know the criteria by which they can decide that certain techniques and procedures will be applicable to certain problems and others will not. All this means that it is necessary for the researcher to design his methodology for his problem as the same may differ from problem to problem. For example, an architect, who designs a building, has to consciously evaluate the basis of his decision, that is, he has to evaluate why and on what basis he selects particular size, number and location of the doors, windows and ventilators, uses particular materials and not others and the like. Similarly, in research the scientist has to expose the research decision to evaluation before they are implemented. He has to specify very clearly and precisely what decision he selects and why he selects them so that they can be evaluated by the others also.

Thus, when we talk of research methodology we not only talk of the research methods but also consider the logic behind the methods we use in the context of our research study and explain why we are using a particular method and technique and why we are not using others so that the research results are capable of being evaluated either by the researcher him self or by others. Why a research study has been undertaken, how the research problem has been defined, in what way and why the hypothesis has been formulated, what data have been collected and what particular method has been adopted, why a particular technique of analyzing data has been used and a host of similar other question are usually answered when we talk of research methodology concerning a research problem or study. RESEARCH DESIGN: The formidable problem that follows the task of defining the research problem is the preparation of the design is the research project , popularly known as the research design . Decisions regarding what, when, how much, by what means concerning an inquiry or a research study constitute a research design . A research design is the arrangement of conditions for collection and the analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure.

In fact , the research design is the conceptual structure within which research is conducted ; it constitutes the blue print for the collection , measurement and analysis of data. As such the design includes an outline of what the researcher will do from writing the hypothesis and its operational implications to the final analysis of data.

More explicitly, the design decision happened to be in respect of:

What is the study about ?

Why is the study being made ? Where will the study be carried out ? What type of data is required? Where can the required data be found ? What periods of the time will the study include ? What will be the sample design ? What techniques of data collection will be used ? In what style will the report be prepared ?In brief, research design must ,at least contain:

A clear statement of the research problem

Procedures and techniques to be used for gathering information

The population to be studied

Methods to be used in processing and analyzing data.

In this research of evaluation of training and development programmes in Rihand Nagar , I have used DESCRIPTIVE Research design.Descriptive research design: descriptive research studies are those studies which are concerned with describing the characteristics of a particular individual, or of a group, studies concerned with specific predictions, with narrations of the fact and characteristics concerning individual, group or situations are examples of descriptive research studies.

HYPOTHESIS :

A hypothesis may be defined as a proposition or a set proposition set forth as an explanation for

the occurrence of some specified group of phenomena either asserted merely as a provisional

conjecture to guide some investigation or accepted as highly probable in the light of established facts.

DATA ANALISIS & INTERPRETATION 1. Employees Grade ( E1 - E4 ) : Mostly new ET batch ( with in year b / w 1 - 8 ) , some of the promoted batch of old employees :S.NOQuestions grouped ParametersScore

17, 8 , 10 Subordinate development3.43

26 ,13 , 14Training nominations process3.49

31 , 2 , 3 ,4 , 5Training infrastructure3.87

415 , 16Knowledge sharing culture3.72

511 ,12 , 17 , 18Commitment to training3.71

69Application of learning3.46

2. Employees Grade ( E5 - E6 ) : Assign work to workmens : S.NOQuestions grouped Parameters Score



31 , 2 , 3 , 4 , 5Training infrastructure3.86


511 , 12 , 17 , 18Commitment to training3.63


3. Employees Grade ( E - 7 & above ) : Managerial grade :S.NOQuestions grouped Parameters Score





511 ,12 , 17 , 18Commitment to training4.10


4. Workers ( W 0 W 11 ) & Supervisors Grade ( S 1 S 4 ) : S.NOQuestions grouped ParametersScore

17, 8 ,10Subordinate development3.62

26 ,13 ,14Training nominations process3.69

31 ,2 , 3 , 4 , 5Training infrastructure3.78

415 ,16Knowledge sharing culture3.70

511 , 12 , 17, 18Commitment to training3.84


5. Surveys done with in the plant :S.NOQuestions groupedParameters Score





511 ,12 ,17, 18Commitment to training3.82


6. C & M ( Contracts & materials ) :

.NOQuestions groupedParameters Score


26 , 13 , 14Training nominations process3.44





7. HRD ( Human Resource Department ) :S.NOQuestions groupedParametersScore

17, 8 , 10Subordinate development3.38


31 , 2 , 3 , 4 ,5Training infrastructure3.82




8. IT ( Information Technology ) : S.NOQuestions groupedParameters Score





511 ,12 , 17, 18Commitment to training3.71


9. F&A ( Finance & Accounts) : S.NOQuestions groupedParameters Score



31 , 2 , 3 ,4 ,5Training infrastructure3.88




10. MEDICAL ( HOSPITAL ) :

S.NOQuestions groupedParameters Score

17 , 8 , 10Subordinate development5.00




511 ,12 , 17,18Commitment to training2.67


11. OTHERS DEPARTMENT ( TAC , Safety , FES , HOP ):

S.NOQuestions groupedParameters Score

17 , 8 , 10Subordinate development3.68




511 , 12 , 17,18Commitment to training3.80


FINDINGS1. It was observed that most of the employees are satisfied with the services provided during the training programme. 2. Company designs various types of training and development programme for various levels of employees i.e. for executives and non executives.

3. It was observed that employees are satisfied with the teaching style of trainer.

4. it is observed that the training programme is fully interactive .

5. Most of the respondents agree with the content of training programme as it is designed as per the requirement and level of the employees. 6. From the report it is observed that up to some extent the schedule of Training programme hurdles regular work of employees .

7. From the above findings it is observed that the most of the employees attended training programme last year 8. It was found that superiors provides adequate feedback to employees on their progress resulting in better coordination.

9. It was observed that the length , sequence and pace of the training programme is appropriate.

10. It was observed that the training schedule hurdles the routine work of the employees.

11. Training and development programmes has raised the motivational and confidence level of the employees.CONCLUSIONS

By going through the analysis of data & following conclusions are found:-

1. Responses against most of the parameters comes under the grading Good. It denotes that the perception of the employees in connection with the training provided by EDC is near to the expectation of the employees. 2. Employees are fully satisfied by the performance of the Employee Development Center It is because of EDC is having calendar of training schedule to cover all the employees for various types of training.

3. This study reveal that training standard of NTPC- Rihand Nagar is up to the standard & it required improvement to improve more job satisfaction of it employees up to the extreme satisfaction level.

4. Employees belong to middle & lower positions requires to be given intensive carrier oriented training facilities. 5. It is also observe from the study that paramedical shall including nursing & technical staff with high training standard has not shown job satisfaction. 6. By going through department wise study it can be seen that the employees of most of the departments are satisfied with the services of EDC.

7. Employees feel motivated, responsible and empowered. SUGGESTIONS

RECOMONDATION : Recommendation given by employees : The remarks / needs indicate in PMS by employees should also be taken into consideration for training & development programme.

PACE is implemented only for executives. Non-executives have enough potential, they should also be trained as per their need / area of weakness, so that their potential may be utilized.

All employees should get nominated for training programme uniformly.

Prior to any training and development program employees below Executive(E-Grade) must be well informed and made aware of the training undergone. SUGGESTIONS :

1. There should be training for all employees to explain the policies & practices followed by the HR department, so that they can understand the functions & limitations of the HR department.

2. To improve feedback system a suggestion box may be opened, so that the employees can suggest their views. 3. To improve the perception of the employees regarding training provided by EDC suggestions may be initiated through departmental meetings & circulars.

4. Training given by EDC should be relevant to the area of job & also revise the training programme after 1 or 2 years.

5. More focus should be given to inefficient employees who are able to perform their job efficiently.

6. More experts should be called from different institutions like IIM , XLRI and other reputed personalities to impart better training .SIGNIFICANCE OF THE STUDYSociety is facing a rapid rate of technological and social change. Management personnel need to be developed as they have to tackle problems arising out of introduction of automation, intense market competition, growth of new markets, enlarged major participation in management.

Business and industrial leaders are increasingly recognizing their social and public responsibilities which call for a much broader outlook on the part of management.

Management has tobe developed for handling problems arising out of increasing size and complexity of the organizations.

Management labour relations are becoming increasing complex.To understand and adjust to changes in socio-economic forces, including changing in public policy and concepts of social justice, industrial democracy, problems of ecology. To assure the organization of availability of required numbers of managers with the required skills to meet the present and anticipated future needs of the business.

To encourage managers to grow as persons and their capacity to handle greater responsibility.

To improve the performance of managers at all levels in the jobs that they hold now.

To sustain good performance of managers throughout their careers. LIMITATION OF THE STUDY

While doing this survey all possible efforts have been done to find accurate and correct answers to my questions but still there are some limitations which could not be avoided; these are as follows: 1 . The findings of T&D programmes are based on the response of employees of NTPC Rihand. With respect to the total respondents only 32.80 % employees are covered .So the result may not reflect the true picture about the training programme.

2. This survey only indicates the level of responses through the specific questionnaire. If questionnaire is changed, the result might be somewhat different.

3. Employees were busy in their routine work so it was not easy to collect response. 4. The time available for interviewing the respondents was limited. As a result of this it was not possible to gather full information about the respondents.

5. Non-cooperative approach and the rude behaviors of the respondents.

6. The time duration of six weeks was not enough for the complete survey of the organization. 7. Due to lack of financial resources and conveyance facility large number of respondents could not be covered.

QUESTIONNAIRES A Survey of Training and Development programmes in

NTPC Rihandnagar, Sonebhadra ( U.P )Dear Sir/Madam, We are thankful to you for patronizing NTPC. We hope that you are satisfied with the product and quality of the services offered by the NTPC. As there is always scope for improvement, we would like to get your opinion in these areas.

I would, therefore, request you to kindly assist us in our efforts by sparing a little time to give us your valuable feedback and suggestions in the feedback form below. Please do not hesitate to inform us of any observation that you think may be relevant. We assure you that we would try to come up to your expectations.

This questions give your personal details :Please answer them by ticking ().

1- Which of these best describes your job?

a. Managerial

b. Professional

c. Clerical

d. Manual Worker

e. Student

f. Retired

g. Agriculture

2-Under which category you belong to regarding your Monthly Income?

a. Below 5000.

b. Between 5000-10000.

c. Between 10000-15000.

d. Between 15000-25000.

e. Above 25000. 3- What is your gender ?

Male Female

4-Which deptt. do you belong ? ----------------------------------------

5-How familiar are you with NTPC Services?

a. Very familiar (use on regular basis).

b. Some what familiar (use it only some times).

c. Familiar but never used it.

d. Never heard of service before.

6- Please tick your Grade .

Executive Non -Executive

7-Compared with others would you say that NTPC is?

a. Much better.

b. Some what better?

c. About the same.

d. Some what worse.

e. Dont know (or) Never used.

8-WHAT ARE THE DIFFICULTIES FACED IN NTPC.

_________________________________________________________________________________________________________________________________________________________________________________

9-WHAT IS THE LEVEL OF STOCK MAINTAINED BY THEM?

_________________________________________________________________________________________________________________________________________________________________________________

10- THEIR FEEDBACK IN COMPARISON WITH THE COMPETITORS.

______________________________Objective of the Survey : This questionnaire is designed to measure your opinion about Training and Development in Rihand .This survey gives confidential information to your organization which help them know how you feel working here.

Please answer each question by ticking () the column that well describes what you feel.

Sl. No.

Questionnaire strongly Disagree/ Disagree Neither agree nor Disagree Agreestrongly agree

01.The training centre at my unit is well equipped ?

1 2 3 4 5

02 Training centre at my unit is well maintained ?

1 2 3 4 5

03. Most training needs of Employees are addressed by the loacal EDC ?

1 2 3 4 5

04.Amix of internal and External faculties take training session at the EDC?

1 2 3 4 5

05. Faculty knowledge and trainingmethodology at EDC is to my satisfaction ?

1 2 3 4 5

06. Training nomination takes place as per the training needs of the Employee ?

1 2 3 4 5

07.Reporting officers take active interest in training nomination of their subordinates ?

1 2 3 4 5

08.Employees are released as per their development plan by their reporting officers for job rotaion etc. ?

1 2 3 4 5

09.Employees actively apply their learning from training at work place ?

1 2 3 4 5

10.Employees are released on time for attending training programmes ? 1 2 3 4 5

11.In my opinion, training & development system of NTPC adds value to the organization ?

1 2 3 4 5

12.

I look forward to taking up special assignments as a part of cross-functional teams ?

1 2 3 4 5

13.All employees in my department get nominated for training programmes uniformly ?

1 2 3 4 5

14.Employees in my department almost get same number of training mandays ?

1 2 3 4 5

15.Seniors readily share their knowledge and experience with their juniors ?

1 2 3 4 5

16.

People openly share their knowledge and ideas with each other ?

1 2 3 4 5

17.I am imparted adequate training needed to carry out my responsibilities effectively ?

1 2 3 4 5

Date post:	07-Jan-2016
Category:	Documents
Upload:	shashank-shekhar-madheshiya
View:	43 times
Download:	4 times

summer report on ntpc

Documents