63634344 Executive Summary

EXECUTIVE SUMMARY

This document aims at providing employees and management members with the

information that can be beneficial both personally and professionally. Every business

enterprise has certain core values along with multiple objectives including of adequate

profit for payment of a reasonable rate of return to the owners and for investment in

business through satisfaction of customers, maintenance of a contended workforce and

creation of a public image. This project entitled as “ORGANISATIONAL STUDY OF

NTPC AT RIHAND NAGAR” was done to find out the level of actualization of core

values. The core values of NTPC are B-COMIT, which reflects Business Ethics,

Customer Focus, Organizational & Professional Pride, Mutual Respect & Trust,

Innovation & Speed, and Total Quality for Excellence.

This project was conducted in NTPC Rihand .The survey was conducted for the

purpose of primary data collection through questionnaire having a scale of 1-5; it was to

be filled by the employees irrespective of their department and grade. The sample size

which we have taken is 304 including all executives and non- executives in which the

minimum no. of workmen & executives are distributed as below:-

The secondary data was collected through internet and journals of NTPC

The hypothesis which was taken for the project was that the core values of

NTPC are conducive. After the data analysis we found out that the hypothesis is proved

right. The total average score for the employees is 3.83 in a scale of 1-5, which means

that the core values actualization is good at NTPC, Rihand. The average score for the

Employees for each grade were above 3, which reflect that the core values are good at

NTPC Rihand.

The core values reflects the work culture & ethics of an organization, as

NTPC is one of the Maharatna Company & its values are well defined as per the result

we have got.

PROFILE OF NTPC

OVERVIEW OF POWER SECTOR

Introduction

The power sector has registered significant progress since the process of planned

development of the economy began in 1950. Hydro -power and coal based thermal

power have been the main sources of generating electricity. Nuclear power

development is at slower pace, which was introduced, in late sixties. The concept of

operating power systems on a regional basis crossing the political boundaries of states

was introduced in the early sixties. In spite of the overall development that has taken

place, the power supply industry has been under constant pressure to bridge the gap

between supply and demand.

Growth of Indian power sector

Power development is the key to the economic development. The power Sector has

been receiving adequate priority ever since the process of planned development began

in 1950. The Power Sector has been getting 18-20% of the total Public Sector outlay in

initial plan periods. Remarkable growth and progress have led to extensive use of

electricity in all the sectors of economy in the successive five years plans. Over the

years (since 1950) the installed capacity of Power Plants (Utilities) has increased to

89090 MW (31.3.98) from meagre 1713 MW in 1950, registering a 52d fold increase in

48 years. Similarly, the electricity generation increased from about 5.1 billion units to

420 Billion units – 82 fold increases. The per capita consumption of electricity in the

country also increased from 15 kWh in 1950 to about 338 kWh in 1997-98, which is

about 23 times. In the field of Rural Electrification and pump set energisation, country

has made a tremendous progress. About 85% of the villages have been electrified

except far-flung areas in North Eastern states, where it is difficult to extend the grid

supply.

Structure of power supply industry

In December 1950 about 63% of the installed capacity in the Utilities was in the private

sector and about 37% was in the public sector.

In the Constitution of India "Electricity" is a subject that falls within the concurrent

jurisdiction of the Centre and the States. The Electricity (Supply) Act, 1948, provides

an elaborate institutional frame work and financing norms of the performance of the

electricity industry in the country. The Act also provided for creation of central

generation companies for setting up and operating generating facilities in the Central

Sector. The Central Electricity Authority constituted under the Act is responsible for

power planning at the national level. In addition the Electricity (Supply) Act also allowed

from the beginning the private licensees to distribute and/or generate electricity in the

specified areas designated by the concerned State Government/SEB.

The policy of liberalization the Government of India announced in 1991 and consequent

amendments in Electricity (Supply) Act have opened new vistas to involve private

efforts and investments in electricity industry.

Current scenario in power sector

Generation

India has the fifth largest generation capacity in the world with an installed capacity of

152 GW as on 30 September 2009, which is about 4 percent of global power

generation. The top four countries, viz., US, Japan, China and Russia together

consume about 49 percent of the total power generated globally. The average per

capita consumption of electricity in India is estimated to be 704 kWh during 2008-09. In

order to provide availability of over 1000 units of per capita electricity by year 2012, it

has been estimated that need-based capacity addition of more than 100,000 MW would

be required.

TransmissionThe current installed transmission capacity is only 13 percent of the total installed

generation capacity3. With focus on increasing generation capacity over the next 8-10

years, the corresponding investments in the transmission sector is also expected to

augment. The Ministry of Power plans to establish an integrated National Power Grid in

the country by 2012 with close to 200,000 MW generation capacities and 37,700 MW of

inter-regional power transfer capacity. Considering that the current inter-regional power

transfer capacity of 20,750 MW4, this is indeed an ambitious objective for the country.

DistributionWhile some progress has been made at reducing the Transmission and Distribution

(T&D) losses, these still remain substantially higher than the global benchmarks, at

approximately 33 percent. In order to address some of the issues in this segment,

reforms have been undertaken through unbundling the State Electricity Boards into

separate Generation, Transmission and Distribution units and privatization of power

distribution has been initiated either through the outright privatization or the franchisee

route; results of these initiatives have been somewhat mixed. While there has been a

slow and gradual improvement in metering, billing and collection efficiency, the current

loss levels still pose a significant challenge for distribution companies going forward.

The problem which the power sector facing is that continues increase in

demand and limited supply, this can be seen.

Power Sector Companies

India’s Electricity is set to see a huge boom as the 8-9% economic growth rates require

massive amounts of energy. India is planning to nearly treble its electricity capacity to

almost 450 GW by 2020 from around 160 GW now which means a yearly addition of

nearly 23 GW in the next decade. Currently India’s Electricity comes mostly from Coal

and Hydro Based Energy. Almost 50% of Energy Requirements and 53% of the

Electricity is generated from Coal. Despite Coal being the Dirtiest Form of Energy, India

has got little choice in the matter. Most of India’s upcoming Electricity Plants are based

on Coal. Hydro Energy is generated mostly from India’s Northern Himalayan States.

Renewable Energy forms only 7.7% of the Capacity with around 11 GW of the 16 GW

from Wind Energy. Nuclear Energy is around 3% of the total capacity at around 4.5

GW. Here is the list of the major power utilities in the country which is currently

dominated by the state run PSUs.

1) NTPC

2) NHPC

3) Tata Power

4) Reliance Power

5) Adani Power

6) Damodar Valley Corporation

7) Lanco Infratech

8) SJVN

9) Nuclear Power Corporation of India (NPCIL)

10) CLP Power

11) Neyveli Lignite Corporation

12) Torrent Power

Other Private Groups that are setting up big power capacities are JSW Energy, Sterlite

Energy, GVK Energy, Moser Baer, Welspun Energy, Essar Energy, GVK Power. There

are also states owned and run Power Generation Companies Punjat State Power,

Haryana Power Generation, and Gujarat State Energy etc. Orient Green Power,

Greenko are green focused utilities with big expansion plans.

PROFILE OF NTPC

Overview

India’s largest power company, NTPC was set up in 1975 to accelerate power

development in India. NTPC is emerging as a diversified power major with presence in

the entire value chain of the power generation business. Apart from power generation,

which is the mainstay of the company, NTPC has already ventured into consultancy,

power trading, ash utilization and coal mining. NTPC ranked 341st in the ‘2010, Forbes

Global 2000’ ranking of the World’s biggest companies. NTPC became a Maharatna

company in May, 2010, one of the only four companies to be awarded this status.

The total installed capacity of the company is 34,194 MW

(including JVs) with 15 coal based and 7 gas based stations, located across the

country. In addition under JVs, 5 stations are coal based & another station uses

naptha/LNG as fuel. The company has set a target to have an installed power

generating capacity of 1, 28,000 MW by the year 2032. The capacity will have a

diversified fuel mix comprising 56% coal, 16% Gas, 11% Nuclear and 17% Renewable

Energy Sources(RES) including hydro. By 2032, non fossil fuel based generation

capacity shall make up nearly 28% of NTPC’s portfolio. NTPC has been operating its

plants at high efficiency levels. Although the company has 17.75% of the total national

capacity, it contributes 27.40% of total power generation.

In October 2004, NTPC launched its Initial Public Offering (IPO) consisting of 5.25% as

fresh issue and 5.25% as offer for sale by Government of India. NTPC thus became a

listed company in November 2004 with the Government holding 89.5% of the equity

share capital. In February 2010, the Shareholding of Government of India was reduced

from 89.5% to 84.5% through Further Public Offer. The rest is held by Institutional

Investors and the Public.

At NTPC, People before Plant Load Factor is the mantra that guides all HR related

policies. NTPC has been awarded No.1, Best Workplace in India among large

organizations and the best PSU for the year 2010, by the Great Places to Work

Institute, India Chapter in collaboration with The Economic Times.

The concept of Corporate Social Responsibility is deeply ingrained in NTPC's culture.

Through its expansive CSR initiatives, NTPC strives to develop mutual trust with the

communities that surround its power stations.

NTPC Rihand Nagar

ABOUT RIHAND SUPER THERMAL POWER PROJECT

Rihand super thermal power station

This region locally known as “DAKSHINANCHAL” is now one of the major Power

Centre in the country, due to the availability of large quantity of coal in the mines of the

Northern Coal Fields, water from Rihand Reservoir and barren land with a relatively low

density of population.

Main Plant

All plants and equipments for the first stage ( 2 x 500 MW ) of this project are supplied

under a single contract agreement with Northern Engineering Industries of U.K., signed

on 30 Sept’ 1982. The Indian operation of handling these equipments up to

Address: P.O. Rihandnagar-231 223,Dist. Sonebhadra, Uttar Pradesh

Telephone: (STD-05446) - 242020-21

Fax: 242115

Email:

Approved Capacity 2000 MW

Installed CapacityStage I : 1000 MWStage II : 1000 MW

Location Sonebhadra, Uttar Pradesh

Coal Source Amlori Mines & Dudhichua Mines & Amloric Expansion Mines

Water Source Rihand Reservoir (Govind Ballabh Pant DAM)

Beneficiary States

Uttar Pradesh, Uttaranchal ,Haryana, Punjab,Rajasthan, Jammu & Kashmir,Himachal Pradesh, Delhi andChandigarh

Approved Investment Rs. 2387.40Cr (Stage-I) Rs. 3451.97Cr (Stage-II)

Unit Sizes 4x 500 MW

Units Commissioned Unit -I 500 MW March 1988Unit -II 500 MW July 1989Unit -III 500 MW January 2005Unit -IV 500 MW September 2005

commissioning has been done by NPIL a subsidiary of NEI. Civil works are done by

NPIL Indian contractors, the major one being Indian Railway Construction Company

Ltd. For Merry-go-Round (MGR), National Project Construction Corporation Ltd. For

Plant civil works, Hindustan Construction Company Ltd. For CW System & Chimney,

AFCONS for major bridges etc.

Performance

The Unit-1 and Unit –II of the first stage were declared on commercial operation from

Jan 90 and Jan 91 respectively. This station has registered more than 100% generation

during the two consecutive months of Feb and March 93. The station has achieved

more than 100% generation in Jan, 92 and Nov 96 also. The capital overhauling of 500

MW Unit first completed in record duration of 37 days, which is the shortest duration

achieved for any 500 MW Unit.

Another remarkable feature of NTPC is the high Plant Load Factor (PLF) of the plant in

comparison to the National average PLF, NTPC PLF is much higher.

The Unit I & II of the station have a record of 101.53 % PLF in Nov 91 and 102.45 %

PLF in Feb 93 respectively. The station has achieved all time high generation at 101.02

% PLF in Nov. 96.

During 2002-03 Financial Year Rihand has been selected as Best Power Plant of NTPC

having 87.89 % for highest PLF.

RhSTTPP has strength of 481 Executives and 534 Workers. Technically the executive

team has a strong professional qualification base. Most of the core functions like O&M,

HR, Contracts and Materials, Finance, Projects are carried out by dedicated trained and

highly educated employees. Some of the non-core activities like housekeeping and

security have been out sourced through agencies that are expert in their own areas like

CISF having been retained for Plant and Colony Security and Fire services. The

employees selected into NTPC undergo medical fitness check before appointment.

They are provided with all medical facilities during their services to remain fit and

healthy.

Environmental Protection

An organization with an environmentalist in every employee, NTPC is currently

investing over US$ 120 million in retrofitting the old systems for abating pollution.

NPTC has planted more than 15 million trees in and around its power stations to keep

its commitment towards green power. NTPC in association with US department of

energy and USATD have established a Centre for Power Efficiency and Environmental

Protection. It acts as a resource for assimilating and disseminating and demonstrating

technical knowledge now on efficiency/utilization improvement, eco-friendly areas, like

utilization, energy conservation and environmental protection. In the Indian Power

sector as a whole will be the target beneficiary.

Mission “Develop and provide reliable power, related products and services at

competitive prices, integrating multiple energy sources with innovative and eco-friendly

technologies and contribute to society.”

Vision “To be the world’s largest and best power producer, powering India’s

growth.”

Services At NTPC we are proud of the fact that we have successfully explored

more than one way to generate power. Other than thermal power, we operate in hydro

and gas regions too. As a natural progression of our in-depth understanding of the

power sector and our formidable track record, NTPC has now ventured into three

related fields. Consultancy for the power sector, setting up a training institute for the

same and R&D.

Growth & Development

As per new corporate plan, NTPC plans to become a 75 GW company by the year 2017

and envisages to have an installed capacity of 128 GW by the year 2032 with a well

diversified fuel mix comprising 56% coal, 16% gas, 11% nuclear energy, 9% renewable

energy and 8% hydro power based capacity.

As such, by the year 2032, 28% of NTPC’s installed generating capacity will be based

on carbon free energy sources. Further, the coal based capacity will increasingly be

based on high-efficient-low-emission technologies such as Super-critical and Ultra-

Super-critical. Along with this growth, NTPC will utilize a strategic mix of options to

ensure fuel security for its fleet of power stations.

Looking at the opportunities coming its way, due to changes in the business

environment, NTPC made changes in its strategy and diversified in the business

adjacencies along the energy value chain. In its pursuit of diversification NTPC has

developed strategic alliances and joint ventures with leading national and international

companies. NTPC has also made long strides in developing its Ash Utilization business.

• Hydro Power: In order to give impetus to hydro power growth in the country and

to have a balanced portfolio of power generation, NTPC entered hydro power

business with the 800 MW Koldam hydro projects in Himachal Pradesh. Two

more projects have also been taken up in Uttarakhand. A wholly owned

subsidiary, NTPC Hydro Ltd., is setting up hydro projects of capacities up to 250

MW.

• Renewable Energy: In order to broad base its fuel mix NTPC has plan of

capacity addition of about 1,000 MW through renewable resources by 2017.

• Nuclear Power: A Joint Venture Company "Anushakti Vidhyut Nigam Ltd." has

been formed (with 51% stake of NPCIL and 49% stake of NTPC) for been

formed (with 51% stake of NPCIL and 49% stake of NTPC) for development of

nuclear power projects in the country.

• Coal Mining: In a major backward integration move to create fuel security,

NTPC has ventured into coal mining business with an aim to meet about 20% of

its coal requirement from its captive mines by 2017. The Government of India

has so far allotted 7 coal blocks to NTPC, including 2 blocks to be developed

through joint venture route.

• Power Trading: 'NTPC Vidyut Vyapar Nigam Ltd.' (NVVN), a wholly owned

subsidiary was created for trading power leading to optimal utilization of NTPC’s

assets. It is the second largest power trading company in the country. In order to

facilitate power trading in the country, ‘National Power Exchange Ltd.’, a JV of

NTPC, NHPC, PFC and TCS has been formed for operating a Power Exchange.

• Ash Business: NTPC has focused on the utilization of ash generated by its

power stations to convert the challenge of ash disposal into an opportunity. Ash

is being used as a raw material input by cement companies and brick

manufacturers. NVVN is engaged in the business of Fly Ash export and sale to

domestic customers. Joint ventures with cement companies are being planned to

set up cement grinding units in the vicinity of NTPC stations.

• Power Distribution: ‘NTPC Electric Supply Company Ltd.’ (NESCL), a wholly

owned subsidiary of NTPC, was set up for distribution of power. NESCL is

actively engaged in ‘Rajiv Gandhi Gramin Vidyutikaran Yojana’programme for

rural electrification.

• Equipment Manufacturing: Enormous growth in power sector necessitates

augmentation of power equipment manufacturing capacity. NTPC has formed

JVs with BHEL and Bharat Forge Ltd. for power plant equipment manufacturing.

NTPC has also acquired stake in Transformers and Electricals Kerala Ltd.

(TELK) for manufacturing and repair of transformers.

Organization Chart

OBJECTIVES

OBJECTIVES

This report is on core values:-

• The main objective of this project was to determine whether the core values of

NTPC are effective in view of employees.

• To know the view of different grades of employees in relation to core values.

• How Core values can be implemented in a better according to the employees.

• To know working conditions in NTPC Rihand.

• To know whether the core values help in employees work.

• To know whether core values have impact on employee relationships with the

other employee.

• To know whether the organization focuses on customer orientation.

IMPORTANCE

• To know the mind set of employees towards the core values of NTPC.

• To know, how the core values can be made more effective.

• To know level of core values in NTPC.

• It will give an idea of how much the work culture of NTPC is affected by the core

values.

• It will provide the information whether the core values actualization is good or not

in NTPC Rihand.

• This project will provide information about employee satisfaction level in terms of

their work.

• The project will help us in understanding the employees emotions attached with

the organization.

SCOPE OF PROJECT

This project was conducted in Rihand Nagar, NTPC

only, it is kind of constraint for our project. The project gives information about the

actualization of core values in a scale of 1- 5.

The core values is important for a company it gives an idea of

the work culture of that particular company. Core values also provide information about

the company towards the working environment. It will give an idea of the mindset of the

employees working in NTPC, Rihand irrespective of the departments.

Through this project we can know the thinking of executives

as well as the workmen towards the core values separately i.e., whether the core

values are conducive or not according to them. Core values will provide the level of

employee’s loyalty towards the organization.

LITERATURE REVIEW

HRD AT NTPC

'People before PLF (Plant Load Factor)' is the guiding philosophy behind the entire

gamut of HR policies at NTPC. We are strongly committed to the development and

growth of all our employees as individuals and not just as employees. We currently

employ approximately 26,000 people at NTPC.

Competence building, Commitment building, Culture building and Systems building are

the four building blocks on which our HR systems are based.

Our HR Vision

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

Recruitment

We believe in the philosophy of 'Grow your own timber'. Our 'Executive Trainee'

scheme was introduced in 1977 with the objective of raising a cadre of home grown

professionals. First Division Graduate Engineers/ Post graduates are hired through

nation-wide open competitive examinations and campus recruitments. Hiring is followed

by 52 weeks of fully paid induction training.

Career Advancement & Opportunities

We have a well established talent management system in place, to ensure that we

deliver on our promise of meaningful growth and relevant challenges for our employees.

Our talent management system comprises Performance Management, Career Paths

and Leadership Development.

Rewards & Recognitions

We have, from inception, created a culture of rewards and recognitions through

celebration of various achievements and events and recognizing the contributions

behind such success.

Innovate, Create, Compete

We have introduced numerous initiatives which seek to enhance the creativity,

innovation, functional aptitude and teamwork of our employees. These initiatives

include National Open Competition for Executive Talent (NOCET), Professional Circles,

Quality Circles, Business Minds and Medha Pratiyogita (a quiz for our employees). A

management journal called “Horizon” is published quarterly to enable the employees to

share their ideas and experiences across the organization.

Quality of Work-Life

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

In addition to providing beautiful and safe work places, NTPC encourages a culture of

mutual respect and trust amongst peers, superiors and subordinates.

Away from hectic city life, NTPC townships provide an environment of serenity, natural

beauty and close community living. Numerous welfare and recreation facilities including

schools, hospitals and clubs are provided at the townships to enhance quality of life &

the well being of employees and their families. An entire range of benefits, from child

care leave to post retirement medical benefits are extended to employees to meet any

exigency that may arise in a person's life.

Knowledge Management in NTPC

To meet our ultimate objective of becoming a learning organization, an integrated

Knowledge Management System has been developed, which facilitates tacit knowledge

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

for future reference.

Training & Development

NTPC subscribes to the belief that efficiency, effectiveness and success of the

organization, depends largely on the skills, abilities and commitment of the employees

who constitute the most important asset of the organization.

Our Training Policy envisages a minimum of 7 man days of training per employee per

year. We have developed our own comprehensive training infrastructure.

Education Up-gradation Schemes

To meet the academic aspirations of employees and match them with the needs of the

organization, NTPC has tie-ups with institutes of repute like MDI, Gurgaon; IIT Delhi;

BITS Pilani, etc. NTPC sponsors fixed size batches of employees who are inducted into

these courses based on their performance rating in the company and their performance

in the entrance exam conducted by the respective institute. Unlike other study leave

and sabbaticals, employees undergoing these courses do not forego their salary or

growth during the duration of the course.

Seeking Feedback

We actively seek and encourage employee feedback to ensure that our HR

interventions and practices remain relevant and meaningful. We regularly conduct

Employee Satisfaction and Organizational Climate Surveys.

Awards

We derive immense satisfaction from the awards we receive and the resulting

recognition they bestow. The awards are key indicators and milestones on our HR

journey, and reinforce our HR philosophy and practices. NTPC has been awarded No.1,

Best Workplace in India among large organizations for the year 2008, by the Great

Places to Work Institute, India Chapter in collaboration with The Economic Times.

Human Resources Department in NTPC Rihand Nagar

The three R’s have been properly taken care of in NTPC viz., Recruiting, Retaining and

Retiring. The HR Function in NTPC Rihand comprises of the different functions which

has been grouped under the following sections:

1) EMPLOYEE BENEFIT

,

The EB Section looks after the various employee advances, employee benefits, facilities,

incentives and other benefits. Its functions are manifold. Its functions are as under:

i) Recruitment of employees in the Non – Executive Cadre

ii) Joining of an employee – Fresh and on Transfer

iii) Clearing of probation

iv) Promotion of employees

v) Adherence to the Annual Appraisal of the employees

vi) Employee Benefits / Facilities

• Medical Attendance and Treatment of the Employees

• Special Disability Leave

• Facilities for Higher Studies

• Reimbursement of Membership Fees for Professional Bodies / Institutes

• Reimbursement of expenditure on Children’s Education

• Forwarding of Application for outside employment

• Forwarding of applications for company’s sponsored education programmes viz

M.Tech. Of IIT, Delhi; BS in Power Engineering of BITS, Pilani and PGDBM of

MDI, Gurgaon

• Sanction of Merit Scholarship to the children of NTPC employees

vii) Employee Advance

• Sanction of House Building Advance

• Sanction of Conveyance Advance

• Sanction of Personal Computer Advance

• Sanction of Furnishing / household item Advance

• Sanction of Multipurpose Advance

• Sanction of Medical Advance

viii) Incentive Scheme

• Sanction of Incentive for promoting Small Family Norms

• Project incentives

• Generation incentives

• Incentive-additional Qualification

• Small family norms

• National awards

• Suggestion scheme

• Quality circle

• Non monetary incentives

• Hindi incentives

• Long service award

ix) Terminal / Insurance Benefits

• Processing and forwarding of Claims under Group Personal Accident Insurance

Scheme

• Processing and forwarding of Claims under Group Insurance Scheme

• Ensuring insurance of HBA amount sanctioned to employees

• Processing of Applications for Temporary and Permanent withdrawal from

Provident Fund

• Forwarding of applications for the payment of gratuity

• Processing of applications under NTPC Employee’s Family Economic

rehabilitation Scheme

• Processing of applications for availing Medical Facilities by the retiring employee

or the spouse of the deceased employee under NTPC Contributory scheme for

Post Retirement Medical Facilities

• Processing of applications for the payment under NTPC Self Contributory

Superannuation Benefits (PENSION) Scheme

• Processing and forwarding of applications for resignation

• Termination of employees under Service Rules, Conduct Discipline and Appeal

Rules and Standing Orders.

• Ensuring the payment and final settlement to the employees on retirement

ix) Other Functions

• Advice to other departments and sections regarding clarification of HR policy and

procedures.

2) PUBLIC RELATIONS

This Department looks after all the internal and external communications areas

including press relations, house magazines, advertising, films etc. The total

advertisement activity of NTPC, including releasing of tenders notices and job

advertising are being coordinated by the PR Department.

Responsibilities of PR Executives:

• Publishing and coordinating of

• House journal

• Video Magazine

• Press Conference

• Press Visits

• Radio Coverage

• Video Coverage

• News Reporting

• Draft Speech for Chief Guest

• Publications of NITS /Advts.

• Press Releases

• Folder / Brocher

• Finalization of Regular Contracts

• Photography / Videography etc.

• PR Support for R&R activities

• Comparing the programme

3) EMPLOYEE SERVICES

Important Functions:

• Medical Assistance & Treatments

• Facilities for Higher Studies

• Workers Education Scheme

• Adults Education Scheme

• Employees Education Programmes

• Scheme for grant of Merit Scholarships to Children of NTPC’s Employees

• Transportation Facilities for Employees & their Family Members

• House for Employees

• Township Security etc.

ADMINISTRATION

Township Administration General Administration

Quarter Allotment Issue of Entitled Items as per norms

Shop Allotment Budgeting

Public Buildings (Bank, Post Office etc.) Indenting

Rent Recoveries Purchase through Procedure

Township Administration General Administration

Rent Fixation & Revisions Inspection & Scrap Disposals

Demolition & Eviction of

Unauthorized occupancies

Contracts (Proposals, executions & closing)

Township Securities

4) EMPLOYEE WELFARE

Welfare is convenient term to cover all those aspects of Industrial Life that contributes

to the general well beings of the workers. Welfare helps to keep the atmosphere to

Township vibrant and full of life and to improve satisfaction level of the employees and

their family members.

Welfare is a broad term encompassing measures aimed at providing Housing, Medical,

Schooling, Sports & games, Social, Cultural & Recreational etc. facilities.

Welfare Activities can be grouped into two activities:

• Statutory welfare activities

• Non statutory welfare activities

STATUTORY WELFARE ACTIVITIES

These activities include those activities which are to be applied as per the Factory Act,

1948. Some are listed below:

• Cleanliness

• Sanitation

• Safety Measures

• Canteen

• Lunch & Rest Rooms

• Proper lighting

• Facilities for washing & drying cloths

• Appointment of Welfare Officer

NON STATUTORY WELFARE ACTIVITIES

These activities include those activities which are being laid down by Management of

NTPC in Rihand for their employees. Some are listed below:

• Employee Welfare Association (Kalyan Kendra)

• NTPC Officer’s Club (Indradhanush)

• NTPC Sports Council

• NTPC Ladies Club (Vartika Mahila Mandal)

• Co-operative Society (NTPC ECCS Ltd.)

• CHETNA

• Malviya Mission

• Eye Relief Camp & Family Welfare Camp

• Rural Sports

• Regional & Inter Regional Sports

• Other Miscellaneous Activities

• Pulse Polio mass Immunization

5) EMPLOYEE DEVELOPMENT GROUP

This department looks after the overall development of the employees. They focus on

the development aspects by looking after their Training & Development needs, Career

Growth needs, Motivation and Moral Support needs etc. The department is the

custodian of:

I) BODH II) DISHA

I) BODH

i) Status shared in Sight management Committee (SMC), MTP meetings, HR

Ambassadors & with Union /Associations. All members present in the meeting are

requested to further sharing of findings.

ii) Feedback and suggestion for improvement, especially on “LOW” rating

Factors have been sought.

iii) Action Plan given by Corporate Centre shared amongst the employees

including SMC

.

II) DISHA

i) Status share in SMC, MTP meetings and other forums including executives

meetings held for this purpose.

ii) Feedback and recommendations has already been sending to corporate

planning.

iii) New PMS system has been widely shared amongst all executives.

FOUR PILLARS OF HR INITIATIVES

• Competency Building

• Commitment Building

• Culture Building

• System Building

5 ‘S’

• SEIRI (Organization) – arrange the article in order only

• SEITION (Neatness)

• SEISO (Cleaning)

• SEIKETSU (Standardization)

• SHITSUKE (Discipline)

The main activities performed by the section are:

• Organizational Climate Survey

• HR Audits

• Job Rotation

• Quality Circle

• Manpower Trend Analysis

• Re-training and re-deployment

• Suggestion Scheme

• Long Service Award

6) EMPLOYEE Relation

This department coordinates with various employees associations in the matter of

Employees Benefits and policies to coordinate with Government agencies like Labor

Officer Etc.

Following are the roles of Employee Relations Department:

i) To manage organization’s overall relations with Employees Associations –

executives and Worker’s unions.

ii) To manage Industrial Relations – handle Unions and Associations meetings

and resolves employee’s issues.

iii) To manage Employees Relation System & various participative forums like

Safety Committee, Township Advisory Council, Joint Plant Level Council,

Shop Level Council etc.

iv) To interact on a formal as well as informal basis with key Employees

Association’s members.

v) To identify and address employee’s needs and concerns.

vi) To ensure compliance relating to Contracts Labor as per Law in the unit.

vii) To manage Local Administration and liaison.

viii) To coordinate with Regional & Corporate HR on Employee Relations issues.

ix) To coordinate with other HR groups and station for seamless delivery of HR

Services to employees.

x) To provide inputs to the HR policy development during the policy formulation

stage.

TRADE UNIONS AT RIHAND

1. NTPC MAZDOOR SANGH

This union which formed as the first union this project was initially affiliated to BMS. Due

to intra-union rivalry two groups claimed ownership of the union which was finally

decided by the Registrar of Trade Union and the group which got the ownership from

Registrar changed this affiliation from BMS to AITUC because the Central leader of

BMS was supporting its faction which lost its claim before the Registrar of Trade Union.

2. NTPC KARMACHARI SANGATHAN

This union was formed initially as NTPC Shramik Sangathan with affiliation to INTUC.

Again due to rivalry within the union, the union was dissolved and one group formed

another union namely NTPC Karmachari Sangathan and got it affiliation from INTUC.

3. RIHAND KARMCHARI AWAM VISTHAPIT MORCHA

This is a union of employees who are land oustees basically and the employees

residing in the district of Sonebhadra and Mirzapur. The basic aim is to look after the

interest of land ousters of this project employed or otherwise. This creates sometimes

difficulty for management as the union takes up issues of non-employee / land oustees

also like dispute over compensation, settlement benefits etc. It is not affiliated to any

central Trade Union.

4. NTPC BAHUJAN SHRAMIK SANGH

This union was formed in 1998 and the leadership is basically in the hands of those

employees who were part of other union earlier but got neglected due to intra-union

rivalry. It is not affiliated to any Central Trade Union.

5. NTPC VIDYUT SHRAMIK SANGH (AFFILIATED TO BMS)

The faction which lost before the registrar of Trade Union a claim over NTPC Mazdoor

Sangh gradually gathered some support and formed this union which has submitted its

registration documents to the management for being a party to employer-employees

dealings.

The above unions are registered trade unions under Trade Union Act. However, none

of the unions are recognized unions and management at local level deals with them on

day-do-day on equal footings. Non-availability of any policy on recognitions of Trade

Union in NTPC the numbers of such unions are in increase due to the fallacy of

provisions of Trade Union by which any seven or more persons can form a Trade

Union.

The dealing at the company level is with central trade union mostly or the all trade

unions recognized under statues for different states where such provisions exist. The

body consisting of such trade unions and management at company level is called

National Bipartite Committee (NBC). It deals with wage and service conditions of all

workmen of NTPC. From plant/project unions representation to various trade unions

affiliated to these Central Trade Unions (BMS, AITUC, INTUC, and CITU) are given for

participating in NBC as additional central members. However the constitution of NBC

and participation of trade unions as representative bodies from project/units is still a

matter to be properly resolved.

7) CORPORATE SOCIAL RESPONSIBILITY

The land oustees have been provided adequate compensation as per rate fixed by

Govt. of UP & MP and rehabilitated in the areas exclusively developed for them by

NTPC NEAR THE PROJECT. The rehabilitation areas have been provided with

facilities like hand pumps, wells, roads, drains, primary schools , dispensary, dams,

Panchayat Bhawans, Ponds, Training Centre & Chetna ( Centre established by project

for the self development and provide employment to land oustees).

A sizable number of land oustees have been employed directly by the project as regular

employees in suitable categories. Now-days these land oustees are named as PAP

(Project Affected Persons).

8) LAW SECTION

The main functions of Law section are as under:

i) To provide legal support to various departments of the project wherever

required.

ii) To make preventive measure for avoiding in fructuous litigation by legal

vetting of various types of contracts, agreements and security documents

prior to their final execution.

iii) To minimize the cost of litigation wherever possible.

iv) To standardized various types of contracts, Bank Guarantees, Indemnity

Bonds and other Security documents for achieving uniformity in approach.

v) To render legal opinion on the complex issues.

vi) To prosecute / defend the court cases and court cases arising out of

arbitration cases in Supreme Court /High Court / Tribunals, arbitrators.

vii) To liaison with advocates and to provide support in preparing of pleading /

written submission / arguments.

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

9) HR – RAJBHASHA

Hindi as a National Language has been recognized and a separate section with the

name of “RAJBHASHA ANUBHAG” came in to existence. The section looks after the

recommendation / guidance of Dep’t. Of Official languages, Govt. of India. Since,

Rihand is situated in UP which is among one of the Hindi speaking states, the Hindi

Section is organizing various workshop & sends reports to the Dep’t. Of Official

Languages, govt. of India. The Rajbhasha Anubhag has done a lot for the promotion of

Hindi as an official language. It also coordinates for conducting the PRAVIN, PRAGYA

& PRABODH examinations organized by Dep’t. Of Official Languages, Govt. of India.

For the promotion of Hindi various incentives are given to the employees who drafts

180 Nos. of letters in Three months or 10,000 words in three months. Special incentives

are also given to the employees for translating the technical books in to Hindi.

CORE VALUE

Introduction

The four to six words or statements that make up the core values reflect the basic

principles that guide our interactions with every stakeholder of the organization. They

also establish the boundaries of behavior for all associates of the culture or subculture.

Highly effective organizations share a common quality that sustains their success and

sets them apart as great places to work: a strong set of deeply imbedded and broadly

held core values. They may be few in number but they are powerful in defining the

manner in which associates are expected to interact with and treat other stakeholders

both inside and outside the organization.

Core values establish the foundation of the culture. Until we decide what those values

are, and how we will interact with each other, it’s very difficult to do anything else—

whether setting goals, establishing measurements, solving problems or even making

decisions—effectively. As such, core values cannot be left to chance and allowed to

emerge through unconscious neglect. Core values determine whether people work in

an open and trusting environment where opinions are valued, or in an environment that

is tainted by suspicion and tension. Our societal values respect open communication

why should we expect anything less from our work environments? Few would say they

thrive in an environment where they are criticized for sharing how they feel or are

worried whether their personal values are in conflict with those of the people with whom

they work. In environments like that, associates walk around as if on eggshells, afraid to

say anything.

Positive core values allow us to identify with an organization. They tell us where we

stand in relation to the goals of the organization and empower us to ensure the

credibility of our organization in the eyes of customers. Values espoused or not, exist in

every organization. Often they are historical in nature, based

until we decide what those values are, and how we will interact with each other, it’s very

difficult to do anything else effectively.

Values can vary from one organization to another, even among those in the same

enterprise. Individual departments and divisions may even have their own core values.

Even so, they have to consistently reflect the core values of the overarching or

enterprise culture. Effective core values also provide clear expectations of personal

interaction and set boundaries beyond which behavior becomes objectionable.

For example, if a core value is integrity in everything we do, every member of the

culture is expected to honorably fulfill all of his or her obligations and commitments to

stakeholders of the organization. If another core value is treating every stakeholder with

dignity and respect, one might vehemently disagree with an associate’s opinions or

actions but is expected to deal with the issue at hand without personally attacking the

associate personal.

Without these institutionalized values an organization lacks the ability to reach its full

potential in developing its human capital, necessary for optimizing long-term success.

Indeed, without consistent application of the organization’s core values, stakeholders do

not know what to expect from one day to the next, and so are often emotionally,

spiritually and mentally unavailable to assist the organization in reacting and adapting to

changing conditions.

Why core values/Necessity of core values

Core values are the very significant components of the identity of any business. They

are specialized standards set by a company regarding the method of its functioning,

decision making, problem solving, and customer service. The main aim of any company

is to attract profit, which can easily be done if clients and customers are impressed by

the satisfaction provided to them from the services. And for letting the clients know

about the quality of the business, core values of a company essentially have to be set.

There are many advantages that core values bring. The primary benefit of core values

is that they let clients and potential consumers know what the company is all about, and

clarifies the identity of the company. Core values are points to be considered for

maintaining proper corporate relations with the media, customers, public, and other

business entities. Core values also aid companies in the decision making processes.

If a company has to take an important decision, it adheres to and considers its core

values, after which it goes ahead with the appropriate decision. Core values play an

important role in other entities about the goals and motives of the company. In business

terms, core values are the rules, regulations, and guidelines that are to be considered

for the smooth running of the business.

Core Values of Some Companies

Core values of TATA

Tata has always been values-driven. These values continue to direct the growth and

business of Tata companies. The five core Tata values underpinning the way we do

business are:

• Integrity: We must conduct our business fairly, with honesty and transparency.

Everything we do must stand the test of public scrutiny.

• Understanding: We must be caring, show respect, compassion and humanity

for our colleagues and customers around the world, and always work for the

benefit of the communities we serve.

http://www.buzzle.com/articles/decision-making/

http://www.buzzle.com/articles/customer-service/

• Excellence: We must constantly strive to achieve the highest possible standards

in our day-to-day work and in the quality of the goods and services we provide.

• Unity: We must work cohesively with our colleagues across the group and with

our customers and partners around the world, building strong relationships

based on tolerance, understanding and mutual cooperation.

• Responsibility: We must continue to be responsible, sensitive to the countries,

communities and environments in which we work, always ensuring that what

comes from the people goes back to the people many times over

Core values of Accenture

Stewardship

Fulfilling our obligation of building a better, stronger and more durable company for

future generations, protecting the Accenture brand, meeting our commitments to

stakeholders, acting with an owner mentality, developing our people and helping

improve communities and the global environment.

Best People

Attracting, developing and retaining the best talent for our business, challenging our

people, demonstrating a “can-do” attitude and fostering a collaborative and mutually

supportive environment.

Client Value Creation

Enabling clients to become high-performance businesses and creating long-term

relationships by being responsive and relevant and by consistently delivering value.

One Global Network

Leveraging the power of global insight, relationships, collaboration and learning to

deliver exceptional service to clients wherever they do business.

Respect for the Individual

Valuing diversity and unique contributions, fostering a trusting, open and inclusive

environment and treating each person in a manner that reflects Accenture’s values.

Integrity

Being ethically unyielding and honest and inspiring trust by saying what we mean,

matching our behaviors to our words and taking responsibility for our actions.

Core Value of NTPC

The NTPC Core Values are:

• Business Ethics

• Customer Focus

• Organizational & Professional Pride

• Mutual Respect & Trust

• Innovation & Speed

• Total Quality for Excellence

The key challenges in the context of our values are actualization and relevance. To

actualize our core values and ensure that they remain relevant, we have taken various

steps, namely, creating a weight age for values in our Performance Management

Systems; Conduct training programmes on values and including sessions on values in

our key programmes; Rewarding value based behavior and creation of Value

Actualization Task force. A Vision & Values Revisit Workshop by our top management

is a major component of our core value actualization.

A culture of celebrating achievements and a strong focus on performance are a way of

life in NTPC. Performance and achievements are an outcome of constant learning and

its application; Performance management; Rewards and recognitions; Provision of

opportunities to create and compete; seeking feedback from employees and genuine

interest and concern for employees.

NTPC holds pride in its systems for providing a good quality of work-life to its

employees. In addition to providing beautiful and safe work places, NTPC encourages a

culture of mutual respect and trust amongst peers, superiors and subordinates.

Away from hectic city life, NTPC townships provide an environment of serenity, natural

beauty and close community living. Numerous welfare and recreation facilities including

schools, hospitals and club are provided at township to enhance quality of life and well

being of employees and their families. An entire range of employee benefits ranging

from child care leave to post retirement medical benefits are extended to employees to

meet any exigency that may arise in a person's life.

NTPC has, from its inception created a culture of rewards and recognitions through

celebration of various achievements and events and recognizing the contributions of

employees/teams behind such success. There are reward schemes for individual and

teams excelling in their work right from the stage of project construction to the running

of the power station, as well as, awards for special events/ competitions where

employees can demonstrate their competence and skills. NTPC also recognizes the

contribution of employees’ families through involving them in various events and

competitions.

RESEARCH METHODOLOGY

RESEARCH METHODOLOGY

Research is a systematic method of finding solutions to problems. It is essentially an

investigation, a recording and an analysis of evidence for the purpose of gaining

knowledge. According to Clifford woody, “research comprises of defining and redefining

problem, formulating hypothesis or suggested solutions, collecting, organizing and

evaluating data, reaching conclusions, testing conclusions to determine whether they fit

the formulated hypothesis”

Hypothesis We have taken an assumption that the core values of NTPC is

conducive i.e. the employees believe in core values of the company and works

according to that.

Research Design

Research design is the plan for the conduct of actual research investigation. Such

design provides guideline for the researcher to keep a track on his actions and to know

that he is moving in the right direction on data collection.

Research Objective

• To know, whether the employees of NTPC Rihand believe in core values of

NTPC and to provide any suggestions if required.

• To know the thinking of different grades of employees of NTPC Rihand in terms

of core values.

Data Sources

a. Primary Data:-

Primary data are the data gathered for the specific research project and are

directly taken from the very source of information.

• Responses of Employees through Questionnaire.

• Personal Interview with the Employees of NTPC

a. Secondary Data:-

Secondary data are the data, which already exists and were collected for some

other purpose or for similar previous studies. Secondary data were proved to be

instrumental in structuring the questions to be asked for collecting primary data.

• Various books on Human resources.

• Website of NTPC, www.ntpc.co.in

• NTPC document and magazines.

• Journals

Research Approach

Primary data can be collected in several different ways these methods of collecting

primary data are called research approaches. Research approaches are of following

types:-

• Observational research

• Focus group research

• Survey research

• Experimental research.

• Behavioral data research

For this project the survey research method was adopted, and a survey was conducted

in which employees were interviewed to know how far employees are satisfied of

NTPC.

Sample Design

A sample design is a finite plan for obtaining a sample from a

given population. Simple random sampling is used for this study.

a) Sample population

It is segment to Executive class and Non-executive class employees of NTPC.

b) Sampling frame

Since the manpower of NTPC Rihand Nagar is 1500(approx) of different grades,

so the sample frame is obtained accordingly.

c) Sampling unit

The sample unit consists of all Executives and Non Executives of NTPC Rihand

Nagar.

d) Sample size

Large sample gives more reliable results than small samples. However it is not

necessary to sample the entire population or even a substantial portion to

achieve reliable result. After considering time constraint and cost effectiveness

for the project total 304 peoples are surveyed.

. There are three types of employees:

• Workmen

• Supervisors

• Executives

We have selected executives & non-executives for our survey of core values.

Place of Information: - NTPC Rihand Nagar.

Research Instrument

The two main research instruments in collecting primary data are:

A. personnel Interview

B. Questionnaire

A) Personnel Interview:

It is one of the important sources to collect primary data. Through personnel interview

interviewer can ask question according to research requirement. Data which is collect

by personnel interview is more reliable than other sources.

B) Questionnaire:

Questionnaires consist of a set of questions presented to the respondent for their

answer. Because of its flexibility the questionnaire is by far the most common

instrument used to gather primary data. Questionnaire needs to be carefully developed

and tested before they are actually used on a large scale.

QUESTIONNAIRES ARE OF TWO TYPES:

a) Open ended questionnaire

It consists of open ended questions that allow the respondent to answer in their

own words. Such questionnaires revel more because they do not constraint

respondent's answers.

b) Closed ended questionnaire

This questionnaire consists of questions that pre-specified all the possible

answers, tabulation and interpretation of such Questionnaires are easier as compare to

open ended questionnaire.

Scale: 5- point scale.

Sampling: Simple random sampling the one which ensures elimination of bias &

estimation of sampling errors. Here we have used summated (or likert- type scale)

which consists of a number of statements that expresses either a favorable or an

unfavorable attitude towards the given object to which the respondent is asked to react.

The respondent indicates his agreement or disagreement with each statement in the

instrument. Each response is given a numerical score, indicating its favorableness or

unfavourableness, and the score is totaled to measure the respondent’s attitude. In

other words, the overall score represents the respondent’s position on the continuum of

favorable-unfavourableness towards an issue.

PRECAUTIONS

Precautions which have been taken at the time of drafting the questionnaire are:

I. There is appropriate number of questions for the convenience of executives.

II.Personal questions have been avoided.

III.All questions are and has clear meaning

IV.All are arranged logically and sequencly.

V.Every question is specific and relevant to the topic.

Strongly Agree (5)

Agree (5)

Agree (4)Neither agree nor disagree (3)

Disagree (2)Strongly disagree (1) (1)

DATA ANALYSIS

DATA ANALYSIS

In this survey the questionnaire has been designed in such a way

that the questions reflect certain parameters .The questionnaire consist of 30 questions,

the following parameters are reflected by the questions

S.NO

Parameters Questions

1 Business Ethics 1,8,22,24,252 Customer Focus 2,9,16,21,233 Organizational & Professional pride 5,15,18,19,264 Mutual Respect &Trust 3,4,12,27,285 Innovation & Speed 10,11,20,29,306 Total Quality For Excellence 6,7,13,14,17

The graph below shows the views of the 304 employees

surveyed irrespective of their department and grades. The graph is drawn on the basis

of the views of the employees; in terms of the number they have marked in

questionnaire i.e., 1, 2,3,4,5. The score ranges from 1 to 5, 1 being the lowest score

and 5 being the highest score.

The score is calculated on that basis only I, e. view of 304 employees divided by the

no. of views.

The tabulation is used for preparing graph is shown below.

Core Values (All Employees)

The views of all employees that are surveyed i.e., 304 irrespective of their grades is given in graph -1. The total average score is calculated on the basis that graph is drawn.

S.NO PARAMETER QUESTIONS AVERAGE SCORE

1 Business Ethics 1,8,22,24,25, 3.64

2 Customer Focus 2,9,16,21,23 3.85

3 Organizational & Professional pride 5,15,18,19,26 4.084 Mutual Respect &Trust 3,4,12,27,28 3.91

5 Innovation & Speed 10,11,20,29,30 3.67

6 Total Quality For Excellence 6,7,13,14,17 3.81

Findings

• The total average score is 3.83, which shows that core values are conducive in

NTPC.

• The maximum score is 4.08 for Organizational & Professional Pride, which is

very good.

• The minimum score is 3.64 for Business Ethics.

Core values (W1-W10)

This graph shows the views of the workmen in NTPC Rihand Nagar, irrespective of their department. The tabulation below shows the score of each questions on the basis of which average score is calculated and finally graph is drawn.

The workmen is from W1 to W10


1 Business Ethics 1,8,22,24,25, 3.12

2 Customer Focus 2,9,16,21,23 3.27




Findings

• The average score for workmen (W1-W10) is 3.27, which shows that the core values are conducive in NTPC.

• The maximum score is 3.47 for Organizational & Professional Pride.


Core Values (E1-E4)

This graph shows the views given by the executives from grade E1 to E4,

which include

The table below shows the average score of the executives (E1-E4).


1 Business Ethics 1,8,22,24,25, 2.91

2 Customer Focus 2,9,16,21,23 3.14




Findings

• The average score for executives (E1-E4) is 3.09, which shows that the core values are conducive in NTPC.


• The minimum score is 2.88 for Innovation & Speed & 2.91 for Business Ethics,

which means it needs attention.

Core Values (E5 & E6)

This graph gives the views of the employees in the grades of E5 & E6,

The table below shows the average score for executives (E5 & E6)


1 Business Ethics 1,8,22,24,25, 3.08

2 Customer Focus 2,9,16,21,23 3.26




Findings

• The average score for executives (E5 & E6) is 3.21, which shows that the core values are conducive in NTPC.



Core Values (E7 & Above)

The graph below shows the views of the executives (E7 & above)

The table below shows average score of executives(E7 & above)


1 Business Ethics 1,8,22,24,25, 2.94

2 Customer Focus 2,9,16,21,23 2.93




Findings

• The average score for executives (E7 & Above) is 3.00, which shows that the core values are conducive in NTPC.


• The score which is below 3 is 2.88 for Business Ethics, 2.93 for Customer Focus

& 2.94 for Business Ethics, which needs attention.

CONCLUSION

The core values of NTPC is B-COMIT, that refers to business ethics,

customer focus, organizational & professional pride, mutual respect & trust, innovation

and speed and total quality for excellence. The hypothesis which we have taken for this

project is that the core values in the company are conducive.

The hypothesis which we have taken is proved to be correct. As the

average score of the core values are 3.83 in a scale of 1-5. The minimum score in each

graph is for Business Ethics and maximum score is for Organizational and Professional

Pride.

The sample size which we have taken was 304 which include all the

employees irrespective of the grades and the departments. The average score in case

of each grade was above 3, which means the level of core value is good in the

organization. The core values are important for the organization as it displays the work

culture and ethics. It also provides information about the employee’s loyalty towards the

organization. The core values also reflect about the employee relations. The core

values encourage employees to take certain decisions of their own in relation to work,

which in turn provides new innovative ideas which helps the organization.

LIMITATION OF STUDY

I have sincerely tried my best to prepare this project report in precise manner with

accuracy.

During the completion of the project the limitation faced by me are as under.

• As the project required the surveys, interviews, and necessary advice of the

executives, the busy schedule of the employees was a constraint for completion

of the project in the given time frame.

• The survey of the employees was to be conducted in different departments and

which was geographically separated.

• As the study is only for one particular organization, inter organization comparison

is not possible.

• The study was limited to NTPC/RhSTTPP, so the result cannot be generalized to

macro level.

• It was quite tough in filling the forms from the workers who were under W5.

SUGESSTIONS• In training session some emphasis should be given to the core values, so it

would become easy for the employees to adapt the core values of the company

• As the lowest score is for Business Ethics, therefore some attention should be

given in a way that employees may understand its importance.

• Innovation & Speed also requires attention, which means the innovative ideas of

the employees should be encouraged.

• The executives of grade (E7 & Above) the average score is 3, which is

satisfactory and it can be improved in future by conducting some special training

programmes for them.

• In the present scenario as the power sector is getting privatized and the

competition is increasing the employees of the NTPC should be more customer

focused and efforts should be done in this direction.

BIBILOGRAPHY

Websites:

• www.ntpc.co.in

• www.ntpc.nic.in

• Local intranet of NTPC, Rihand

www.google.com

Records:

• Records from HR Department of NTPC, Rihand.

• NTPC Rules/Policy on recruitment, promotion, disciplinary practices, working

hours etc.

• House Journals of NTPC (NTPC News etc.)

• HR Manual of NTPC available in intranet.

• NTPC News Samachar

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63634344 Executive Summary

Documents

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wholly owned

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ntpc karmachari

speed total