NTPC - MBA HR Project Report - Analysis of Performance Appraisal System PDF Download PDF

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Human Resource Management
NTPC - MBA HR Project Report...

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A RESEARCH REPORT ON "TO ANALYZE THE PRESENT PERFORMANCE APPRAISAL SYSTEM OF NTPC LTD."

REPORT SUBMITTED FOR THE REQUIREMENT OF THE DEGREE OF MBA (IV SEM)

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Downloaded from Studynama.com » TABLE OF CONTENTS CHAPTER 1-

EXECUTIVE SUMMARY

CHAPTER 2-

PROFILE OF THE COMPANY (A) INTRODUCTION (B) HUMAN RESOURCE POLICY (C) FUNCTIONS OF VARIOUS SECTIONS OF HR DEPARTMENT (D) HISTORY (E) PRODUCT PROFILE (F) SALES FIGURES/ MARKET SHARES (G) ORGANISATION CHART

CHAPTER 3-

PERFORMANCE APPRAISAL

CHAPTER 4-

RESEARCH METHODOLOGY (A) OBJECTIVE OF STUDY (B) SCOPE OF STUDY (C) RESEARCH PROCEDURE (D) TYPE OF DATA (E) DATA COLLECTION (F) STATISTICAL TOOLS USED (G) LIMITATIONS OF STUDY

CHAPTER 5-

FINDINGS AND ANALYSIS

CHAPTER 6-

CONCLUSION AND SUGGESTIONS

ANNEXURE 1. BIBLIOGRAPHY 2. QUESTIONNAIRE

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Downloaded from Studynama.com » EXECUTIVE SUMMARY In my project, entitled-“To analyze the present performance appraisal system of National Thermal Power Corporation Ltd.”, I have studied the present appraisal system of NTPC by analyzing the details of the appraisal system, articulate the organizational, functional, departmental & individual objectives , factors in business dynamics to grade employees on objectives & transparent productivity parameters, self appraisal followed by reporting officer & higher authority’s assessment , link between rewards and performance to increase motivation level of employees , assessment of training & developmental needs of the individuals and make them aware about the parameters used to evaluate their performance. In my own style, I have tried to find out whether the present appraisal system is effective enough to serve the purpose of performance appraisal i.e. to understand the needs of employees and provide them formal & regular feedback related to their performance. For this purpose, I used questionnaires to get the opinions of employees at different levels. I also went through different books, websites and magazines to gather material related to the topic. After collecting the information, I analyzed the data and provide the necessary suggestions to improve the system.

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PROFILE OF THE COMPANY INTRODUCTION

National Thermal Power Corporation Limited (NTPC) is the largest thermal power generating company of India. A public sector company wholly owned by Government of India, it was incorporated in the year 1975 to accelerate power development in the country. Within a span of 30 years, NTPC has emerged as a truly national power company; with power generating facilities in all the major regions of the country. Based on 1998 data, carried out by Data monitor UK, NTPC is the 6th largest in terms of thermal power generation and the second most efficient in terms of capacity utilization amongst the thermal utilities in the world.

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NTPC's core business is engineering, construction and operation of power generating plants and also provides consultancy to power utilities in India and abroad. As on date the installed capacity of NTPC is 21,749 MW through its 13 coal based (17,480 MW), 7 gas based (3,955 MW) and 3 Joint Venture Projects (314 MW). NTPC acquired 50% equity of the SAIL Power Supply Corporation Ltd. (SPSCL). This JV company operates the captive power plants of Durgapur (120 MW), Rourkela (120 MW) and Bhilai (74 MW). NTPC is also managing Badarpur thermal power station (705 MW) of Government of India. NTPC's share on 31 Mar 2004 in the total installed capacity of the country was 19.4% and it contributed 27.1% of the total power generation of the country during 2003-04.

NTPC has set new benchmarks for the power industry both in the area of power plant construction and operations. It is providing power at the cheapest average tariff in the country. With its experience and expertise in the power sector, NTPC is extending

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Downloaded from Studynama.com » consultancy services to various organizations in the power business. NTPC has entered into a joint venture with Alstom, Germany for renovation and modernization of power plants in India.

NTPC is committed to the environment, generating power at minimal environmental cost and preserving the ecology in the vicinity of the plants. NTPC has undertaken massive afforestation in the vicinity of its plants. Plantations have increased forest area and reduced barren land. The massive afforestation by NTPC in and around its Ramagundam Power station (2100 MW) has contributed reducing the temperature in the areas by about 3°c. NTPC has also taken proactive steps for ash utilization. In 1991, it set up Ash Utilization Division to manage efficient use of the ash produced at its coal stations. This quality of ash produced is ideal for use in cement, concrete, cellular concrete, building material. A "Centre for Power Efficiency and Environment Protection (CENPEEP) has been established in NTPC with the assistance of United States Agency for International Development. (USAID). CENPEEP is efficiency oriented, eco-friendly and eco-nurturing initiative - a symbol of NTPC's concern towards environmental protection and continued commitment to sustainable power development in India. As a responsible corporate citizen, NTPC is making constant efforts to improve the socio-economic status of the people affected by its projects. Through its Rehabilitation and Resettlement programmes, the company endeavors to improve overall socioeconomic status of Project Affected Persons.

NTPC was among the first Public Sector Enterprises to enter into a Memorandum of Understanding (MOU) with the Government in 1987-88. NTPC has been Placed under

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Downloaded from Studynama.com » the 'Excellent category' (the best category) every year since the MOU system became operative. Recognizing its excellent performance and vast potential, Government of the India has identified NTPC as one of the jewels of Public Sector 'Navratnas'- a potential global giant. Inspired by its glorious past and vibrant present, NTPC is well on its way to realize its vision of being "one of the world's largest and best power utilities, powering India's growth".

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Downloaded from Studynama.com » HUMAN RESOURCE POLICY POWERING INDIA’S GROWTH: THROUGH PEOPLE

NTPC strongly believes in achieving organizational excellence through Human Resources and follows "People First" approach to leverage the potential of its 23,500 employees to fulfill its business plans. Human Resources Function has formulated an integrated HR strategy which rests on four building blocks of HR viz. Competence building, Commitment building, Culture building and Systems building. All HR initiatives are undertaken within this broad framework to actualize the H R Vision of "enabling the employees to be a family of committed world class professionals making NTPC a learning organization". To induct talent and groom them into a dedicated cadre of power professionals "Executive Trainee" Scheme was introduced in the year 1977 for recruitment in the disciplines of Mechanical, Electrical, Civil, Control & Instrumentation and now encompasses Computer Science, Chemistry, HR and Finance disciplines also. Besides a comprehensive one year training comprising theoretical inputs as well as on-the-job training, the new recruits are attached with senior executives under a systematic and formal 'Mentoring System' of the company to integrate them into the Culture of the company. As part of post employment training and

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Downloaded from Studynama.com » development opportunities, a systematic Training plan has been formulated for ensuring minimum seven man days training per employee per year and includes level-wise planned intervention designed to groom people for assuming positions of higher responsibility, as well as specific need-based interventions based on scientific Training Needs Analysis. NTPC has created 15 project training centres, 2 simulator training centres and an apex institute namely 'Power Management Institute' (PMI). While the project training centres (Employee Development Centres) have specialized in imparting technical skills and knowledge, PMI places emphasis on management development. Besides opportunities for long term education are also provided through tie ups with reputed Institutions like IIT, Delhi, (M.Tech in Power Generation Technology), MDI, Gurgaon (Executive MBA programme), BITS, Pilani (B.Tech) etc. In order to realize the HR Vision of making NTPC a learning Organization by providing opportunities to continually learn new capabilities a number of initiatives have been taken. NTPC Open Competition for Executive Talent (NOCET) is organized every year in which teams of executives compete annually through oral and written presentation on a topical theme. Similarly "Professional Circles" have been formed department-wise where Executives of the department meet every fortnight to share their knowledge and experiences and discuss topical issues. In order to tap the latent talent among non executives

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Downloaded from Studynama.com » and make use of their potential for creativity and innovation, Quality Circles have been set up in various units/offices in NTPC. Besides a management journal called "Horizon" is published quarterly to enable the employees to share their ideas and experiences across the organization. Demonstrating its high concern for people, NTPC has developed strong employee welfare, health & well-being and social security systems leading to high level of commitment. NTPC offers best quality of life through beautiful townships with all amenities such as educational, medical and recreational opportunities for employees and their family members. The motivation to perform and excel is further enhanced through comprehensive NTPC Rewards and Recognition system. In order to institutionalize a strong Culture based on Values a number of initiatives are taken to actualize the Vision and Core Values (COMIT) across the company. A culture of celebrating achievements and a strong focus on performance are a way of life in NTPC. NTPC has institutionalized "Development Centers" in the company to systematically diagnose the current and potential competency requirements of the employees with the objective of enhancing their development in a planned manner. These Centers give a good insight to the employees about their strengths and weaknesses, the gaps in their competencies which they can bridge through suitable support from company. Due to innovative people management practices there is a high level of pride and

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Downloaded from Studynama.com » commitment amongst employees as reflected in the "Best Employers in India2003" survey by Hewitt Associates in which NTPC bagged coveted third rank. Further continuous efforts are being made by HR function to leverage the potential of its employees and become a strategic business partner.

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FUNCTIONS OF VARIOUS SECTIONS OF H.R. DEPARTMENT

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Downloaded from Studynama.com » FUNCTIONS OF HR-EB (EMPLOYEE BENEFIT) SECTION

1. ESTABLISHMENT (A) Verification of characters & antecedent as per govt. directions (procedure being followed in C & D categories). (B) Checking of Submission of relevant and complete document before joining. (C) Check whether the personal file is complete in all respect, especially nomination papers, joining formalities etc. (D) Extent of annual assessment being done in case of employees (i.e. no. of complete reports received & total no. of employees). (E) Review discussion with executive before annual assessment. (F) Appoint appraising authorities for different levels. (G) Communication of adverse remarks. (H) Test for promotion of steno typist & stenographer. (I) Promotion of W 2 to W 3 & W 6 to S 1 employees. (J) How is period of unauthorized absence being treated in promotion cases. (K) Promotion of employees against whom disciplinary action has been taken. (L) Promotion in different categories in time with promotion policy/ channel of promotion. (M) Period for which leave is credited in advance for both executive & nonexecutives. (N) Calculation of amount of salary deducted during HPL.

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Downloaded from Studynama.com » (O) Grant of study leave as per rules. Number of employees who have been granted study leave. (P) Diseases for which quantitative leave is sanctioned.

2. ADVANCES (A) House building advance / conveyance advance sanctioned strictly as per rules. (a) Eligibility (b) Amount of house building advance. (c) 2nd advance in case of conveyance. (B) Penal interest being charged in case of default under conveyance advance scheme. (C) System of check in case surety resigns in HBA. (D) Hypothecation of vehicle being ensured or not. (E) Commencement of recovery of HBA.

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Downloaded from Studynama.com » FUNCTIONS OF HR-ES (EMPLOYEE SERVICE) SECTION

1. EMPLOYEE SERVICES & OFFICE MANAGEMENT SYSTEM (A) To fulfill the requirements of furniture in different departments of the company. (B) Issuance & entitlement of different items to various employees with in the company. (C) To ensure proper allotment of office space for officer’s cabins. (D) To manage all activities related to VVIP’S visits.

2. TOWNSHIP ADMINISTRATION (A) Allotment of quarters to employees according to the availability of quarters & priority of the employee.

TYPES OF QUARTERS A type - For all employees B type - For W8 & above C type - For E3 & above D type - For E5 & above (B) Regarding education policy NTPC provides only infrastructural help like building, furniture etc. for education institute. (C) Responsibility of security of plant & township both. For plant security CISF personnel are deployed while for township security private guards are used.

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Downloaded from Studynama.com » (D) Welfare activities include ladies clubs, canteen, resident’s welfare associations etc. (a) Company provides Rs. 1100 for marriage & a car for 3 days to the employee. (b) Picnics upto 180 kms. are organised by the company for employees. (c) Company also pays 90 % of the tour to the employee once in a year.

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Downloaded from Studynama.com » FUNCTIONS OF HR-IE (INDUSTRIAL ENGINEERING) SECTION

1. RECRUITMENT (A) IE section is responsible for recruitment of trainees/apprentices (ITI, diploma and certificate holders). (B) They also engage visiting doctors for the dispensary of the company on temporary basis. (C) There is a provision of recruitment of fixed number of physically handicapped employees in the company.

2. MANPOWER PLANNING (A) Redeployment of employees like draftsman, operator etc. to other departments, where they are required. (B) IE section also look after the complete Human Resource Management System of the company. (C) They address the grievances of the employees and provide information to the management. (D) They are engaged in the transfers of the employees with in the project i.e. BTPS. (E) They give incentives to the employees for their good performance.

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Downloaded from Studynama.com » TYPES OF INCENTIVES (a) ‘Meritorious productivity award’ given on 26th January & 15th August in the form of cash. (b) ‘Star of the month award’ given on monthly basis in non monetary form. (c) ‘Badarpur Bhushan award’ given yearly to those employees whose last 3 years performance is outstanding.

3. EMPLOYEE DEVELOPMENT (A) There is a suggestion scheme for employees in which they can give their suggestions to the management of the company. (B) Company also has job rotation policy for the employees. (C) IE section also carry out a quarterly magazine called ‘Sankalp’ in which different informations are included.

4. PROMOTION (A) Promotions of non executive employees are carried out by IE section. (B) They provide information to the corporate office regarding promotion of executive employees.

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Downloaded from Studynama.com » FUNCTIONS OF HR-ER&W (EMPLOYEE RELATION & WELFARE) SECTION Badarpur Thermal Power Station has two tier system of working(A) General staff (from 8.30 a.m. to 5.00 p.m ) (B) Operation staff (work in 3 shifts) The powerhouse runs on 24 hrs. basis and different operational activities are carried out continuously. For general staff Sundays are weekly off while for the operational staff every 4th day is off. Regarding welfare activities of the employees, both statutory & non statutory facilities are provided.

STATUTORY FACILITIES (A) Canteen facility for breakfast, lunch & dinner is provided to the employees. (B) Rest rooms for the purpose of relaxation are also available for employees. (C) There are separate toilets for ladies & gents in the company.

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Downloaded from Studynama.com » NON STATUTORY FACILITIES (A) Accommodation facility is provided to the employees of the company. (B) There is a provision of education facility to the wards of the employees. (C) Balbhavan for small childrens for the purpose of their development. (D) Ladies club & NTPC club for recreation purpose of the employees (E) Company also provides personal accident insurance to the employee. (F) House building and conveyance advances are given to the employees. .

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COMPANY PROFILE November, 1975 Foundation laid for NTPC. December, 1976, The first super thermal power project at Singrauli was cleared by Government of India. A modest beginning with strong determination and high spirits, moving ahead, gathering pace and heading on to what is today projected as a benchmark in the power generation sector. NTPC - An organization symbolizing reliability, strength and a responsible growth was born. The expansion and advancement of the company was continuous and speedy. Year 1978 The year saw the initiation of a lot of developmental activities. Implementation of Ramagundam and Korba Projects was cleared by Government of India. Construction of the Singrauli-Kanpur line of 400 kV initiated. Another opportunity came across in the form of the handover of Badarpur to NTPC by Central Government for better management and improved performance. The Farakka project was also approved by the Government Year 1982 Steering ahead with times, by this year, the first unit of 200 MW of Singrauli, was successfully commissioned on February 13. The Rihand project was also

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Downloaded from Studynama.com » cleared by Government of India with British assistance. The first unit of the Korba project was commissioned and the Ramagundam project began commercial operation by 1983. Year 1984 A technological revolution - a breakthrough in power transmission. for the first time, the HVDC (High Voltage Director Current) technology employed for power transmission from Rihand to Delhi. The World Bank agrees to provide $ 485 million for three combined cycle projects at Kawas, Auraiya and Anta. Year 1986 NTPC entered into the 500 MW era by synchronizing its first 500 MW unit at Singrauli in 1986. Farakka also entered operational phase. Year 1987 Th...