WELCOMETO

Research Design Seminar on

HR PRACTICES IN NTPC – A CASE STUDY OF RAMAGUNDAM UNIT

Presented By:G. K. Kumar Ph.D Scholar

Under the Supervision of Prof. T. Joga Chary

To

The Department of Commerce & Business Management Kakatiya University, Warangal

Background of the Study 1. Ater attaining independence, our country has adopted a socialistic pattern of

society aimed at ensuring equal opportunities to the people through avoidance of concentration of economic power.

2. To achieve the above goal successive Government have been giving emphasis on the establishment of public sector industries.

3. One of the objectives of the public sector in india is to set an example to the private sector in different fields viz., Business, Production, Marketing, Finance and Human Resources.

4. Human Relations, Behavioral aspects, Human Values and Productivity have stated receiving the attention of the policy makers through Corporate governance initiated by the policy makers and thus financial well being has become secondary to these issues.

5. Indian economy has achieved manifold progress with the substantial contribution made by the P.S measured in terms of employment, utilization of installed capacity of plant & machinery, output and contribution to GDP etc.

Need for the Study

1. Maharathna Company 2. Total No. of employees 24955 as at 31st March, 2010.3. Heavy Competition between public and private enterprises with regard to Executives. 4. Being P.E. it is facing competition from private enterprises. 5. It is a Multi-plant firm 6. Capital intensive on one hand and skill based on other hand. Retention of employees is a

problem.

Meaning of HR Practices

• Practice means the application of theoretical science to employment or profession.

• Human beings are different from each other. Hence a uniform strategy is not possible to be employed in all the organizations.

• HR Manager may believe that his HR techniques may give the expected results but in actual practice it may not be so. Hence, an investigation is necessary.

• The internal and external environment may change.

HR Policy of NTPC

• NTPC human resource policy has been closely aligned to its corporate vision of becoming one of the world’s best power utilities.

• Its HR vision was formulated with the aim of ‘enabling the employees to become a family of committed world class professionals thus making the company a learning organization.

• It aimed to “create a culture of team work, empowerment and responsibility to convert knowledge into productive action with speed and creativity and flexibility” and thereby gain a knowledge based competitive edge

Objectives of HRD in NTPC 1. NTPC Limited has summarized its HRD objectives in its Annual

Report 2009-10, page no. 1 as follows:

2. To enhance organizational performance by utilizing an objective and open ‘Performance Management system’ (PMS).

3. To align individual and organizational needs and develop business leaders by implementing a career development system.

4. To enhance commitment of employees recognizing and rewarding high performance.

5. To built and sustain a learning organization of competent and world class professionals

6. To institutionalize core values and create a culture of team building, empowerment, equity, innovation and openness which would motivate employees and enable achievement of strategic objectives

HR PRACTICES IN NTPC

Selected HR Practices from NTPC-RG (For In-depth study)

Organization Oriented (OO) HR Practices Employee Oriented (EO) HR Practices

Major Group Item of HR

Practice

Selected HR Practice(Selected Items)

Major Group Item of HR Practice

Selected HR Practice(Selected Items)

(I) Employee Development and Promotion

1) Training2) Performance Appraisal System

(IV) Social Security

1) Provident fund2) Employee Gratuity Fund3) Employee Family Economic Rehabilitation Scheme4) Self Contributory Superannuation Benefit Scheme (Pension)

(II) Pay scales& Allowances

1) Grievance Procedure (V) Employee Relations & Welfare

1) Participative Management

(III) Incentives& Awards

1) Power Generation Incentives Scheme2) Incentive scheme for Acquiring Higher/Additional Qualification 3) Employee suggestion scheme

(VI) Employee Services

1) House Allotment

Objectives of the Study The main objective of the study is to examine the HRD relating to

employees (Executives and workers) the following are the sub objectives:

1. To trace the growth, profile and role of NTPC and Ramagundam Unit in power sector.

2. To assess the HR Policies, Programmes of NTPC-Ramagundam unit in general, with reference to its executives in particular.

3. To evaluate the HR practices in Ramagundam Unit of NTPC from the view point of its executives.

4. To assess the HR practices in Ramagundam Unit of NTPC from the point of view of its workers.

5. To find out improvements needed in HR practices if any of NTPC Ramagundam Unit to enable it to fulfill its specific responsibilities assigned to it.

6. Based on the findings of the study suitable suggestions will be offered.

Referable Literature 1. Cascio W.F., (2006), Managing Human Resources: Productivity, Quality of Work Life;

Profits, Tata McGraw Hill, New Delhi.2. Dessler.G. (2003), Human Resource Management, Pearson Education Asia, New Delhi. 3. Mathis. R.L., and Jackson J.H. (2004), Human Resource Management, Thomson Asia

Pte., Ltd., Singapore.4. Bulla D.N., and Scott P.N., (1994); Manpower Requirements Forecasting: A Case

Example. In Ward D., Bechet, P. and Tripp R. (eds.), Human Resource Forecasting and Modeling, Human Resource Planning Society, New York.

5. Cascio, W.F. (2004), op cit. 6. Kulik, C.T., (2004), Human Resource for non-HR Manager, Lawrence Erlbaum Associates

Publishers, New Jersey 7. Pfeffer, J. and Veiga, J.F., (1999); Putting People First For Organizational Success;

Academy of Management Executives, 13 (2), 8. Jyothi. P., and Venkatesh, D.N., (2006); Human Resource Management, Oxford University

Press, New Delhi.9. Gomez-Mejia, L.R., Balkin, D.B., and Cardy, R.L., (2003), Managing Human Resources,

Pearson Education (Singapore) Pte. Ltd., Delhi.10. Garvey, C. (2001), The Whirlwind of a Job, HR Magazine, June p.111-118. 11. Kundu, S.C., (2000). Creating Constituent Capitalized Workforce for Delivering Service

Quality: A Challenge for the 21st Century. In Raghavachari, M. and Ramani, K.V., (eds), Delivering Service Quality: Managerial Challenges for the 21st Century , pp.232-239, Macmillan India Ltd., Delhi.

Hypotheses It is proposed to test to following hypotheses.

• There is no difference in the perception of executives in technical and non-technical functions with regard to the important HR Practices in NTPC Ramagundam Unit.

• There is no difference in the perception of executives and non-executives (Workers) with regard to the important HR Practices in NTPC Ramagundam Unit.

Methodology Sample Design:

It is proposed to select 100 executives out of 551, 200 non-executives from 990, covering about 18% from executives and 20% from non-executives from all cadres from across all technical and non-technical functions of Ramagundam Unit, to make the sample representative of the entire staff 1541 in the Unit.

Since supervisors are verified, they are included in the non-executives (i.e. workers).

Random sampling methods are fallowed in selecting the respondents and to make the sample representative of the universe.

Sources of Data, Data Collection Methods:

• Primary data will be collected from the executives, Workers (Non-Executives) Ramagundam Unit through questionnaires, schedules, observations and discussions.

• The secondary sources are the existing literature on HRD, power sector, NTPC etc., which include books, journals, study reports, case studies, news letters, official documents, pamphlets, and websites of power ministry, power enterprises and NTPC.

Techniques for Analysis of Data

Different statistical techniques like percentage, average, standard deviation, ranking, scaling techniques, tests for deference between averages, Chi-square test etc. will be applied to analyse the data.

ChapterisationIntroduction

It covers concepts relating to HRD, HR Practices, Review of Literature, Need for the Study, Objectives, Scope, Methodology, Sample Design, Sources of Data and Collection Methods, Techniques for analysis of data, Chapterisation and Limitations.

Profile of NTPC and its Ramagundam Unit

It reviews the evaluations, growth of NTPC Ltd., its objectives, organization structures, manpower, achievements, problems and challenges in general and HR front in particular. It also covers Ramagundam Unit profile, specific objectives, organization structure, staffing pattern, achievements, problems and challenges in general and in HR area in particular.

HR Policies, Programmes of NTPC, its Ramagundam Unit

It assesses HRD Development, Organization Structure of HRD Department, HRD Objectives, Policies, Programmes of NTPC at corporate level and at Ramagundam Unit level.

HR Practices in NTPC Ramagundam Unit – Evaluation by Excutives

This Chapter covers analysis of primary data from executives on the HR Practices adopted in organization under broad categories viz. organization-oriented four practices and employee-oriented five practices covering 72 specific areas identified by NTPC. It also analyses whether there exist significant difference in the perception of executives in technical and non-technical functions on important HR practices.

HR Practices in NTPC Ramagundam Unit – Evaluation by Workers( Non-Executives)

It covers analysis of primary data collected from workers (non executives) on the HR Practices adopted in organization under broad categories viz. organization-oriented four practices and employee-oriented five practices covering 72 specific areas identified by NTPC. It also analyses whether there exist significant difference in the perception of workers (non-executives) in technical and non-technical functions on important HR practices.

Conclusions & Suggestions

it emphases the important findings based on the study and offers suggestions

Scope of the Study• A review of HR objectives, policies, programs and systems in NTPC

will be made, which equally apply to its Ramagundam Unit.

• But an in-depth study of HR practices in Ramagundam Unit of NTPC will be made in this study by collecting the views of the selected executives and workers.

• It is likely to highlight the quality of HR practices in NTPC in general and it Ramagundam Unit in particular.

• As it is a case study of Ramagundam Unit on its HR practices, views of both executives and non-executives working in all functions at all levels in the unit are proposed to be covered so as to get an overall picture on its all HR policies and practices.

Limitations Main limitations of the study are:

• Ramagundam Unit is 1 among about 40 plants and projects of NTPC ltd. The findings of which may not apply to other plants but may largely reflect the kind of HR practices in the organization, as it is one of the oldest and biggest power plants under its control.

• Adequate care will be exercised to make the sample of respondents representative of universe but still there existence sampling errors.

Thank You