1. Nothing is unimaginable for us…

2. Nothing is unimaginable for us…
Komal Gaurav Gaurav Avanish Kaushal Bipin
Singla srivastav kumar Srivastava singh Kumar

3. Live Project on Human
Resource system of

4. Introduction of NTPC
 TYPE: State-owned enterprise
 Industry: energy
 Headquarters: Delhi india
 Chairman & MD: Arup Roy Choudhury
 India’s largest thermal company, world’s
sixth largest
 Highly ranked among all company surveys
 Won several awards for company HR
practices
 Established in 1975 as a thermal power
generating company
 Conferred status of Navratna in July 1997
 Revenue: Rs. 50,188.52 crore(2009-10)
 Employees: 25,944(2010)

5.  To Meet the electricity
needs of the Northwest
Territories, today and
tomorrow, by generating
and distributing reliable
power across Canada’s most
challenging operating
environment.

6.  To be regarded as an exceptional utility, up to the
challenge of delivering safe, reliable and fair-priced power
through a territory-wide system that is efficient and
sustainable.

7. What isHuman Resources Management?

8. Human resource System of NTPC
h

9. * NTPC strongly believes in achieving organizational
excellence through Human Resources and follows "People
First" approach to leverage the potential of it’s employees.
* It has formulated an integrated HR strategy which rests on
four building blocks of HR viz.
1.Competence building,
2.Commitment building,
3.Culture building and
4.Systems building

10. HR function in NTPC:
RECRUITMENT
TRAINING AND DEVELOPMENT
PERFORMANCE APPRAISAL
EMPLOYEES WELFARE, HEALTH & SOCIAL
SECURITY
EMPLOYEES PARTICIPATION (EPM)

11. Recruitment

12. Recruitment
NTPC takes adequate steps to recruit people
on the basis of various factors to identify
the right candidate. Some main factors are:
Learn ability:
Competency:
Other qualities:

13. Recruitment Programs
 Most of the jobs at the company required thorough technical
skills. Therefore, NTPC gave preference to recruitment of
engineers. Around 80% of NTPC’s executives were engineers.
 It recruited mainly at the entry level for the posts of around 400
Executive Trainees every year.
 Lateral recruitments especially at the senior levels were very
few.
 The company do not usually hire from premier institutes like
Indian Institute of Technology (IIT) and Indian Institute of
Management (IIM) but preferred to take candidates from
National Institute of Technology (NITs) during campus
recruitments because this allowed the company the freedom to
mold these engineers to fit its own culture.

14. Recruitment Programs(cont…)
 It could also check any possible mismatch between the job
and an individual’s expectations.
 Lateral recruitments especially at the senior levels were very
few.
 Some of the highlights of NTPC’s Recruitment Plan:
i. Preference to marginalized classes of society
ii. SC/ST,OBC
iii. ex-servicemen
iv. Project Affected Persons (PAPs)
v. Physically challenged

15. Recruitment Procedure
The selection process
involved three stages:
 Written test
 Group discussion
 Interview

16. TRAINING AND DEVELOPMENT
 A systematic Training plan has been formulated
for ensuring minimum seven man days (56 hours)
training per employee per year.
 Opportunities for long term education are also
provided to employees through tie ups with
reputed Institutions.
 Company established a training institute called
the Power Management Institute (PMI) which
became an independent campus at Noida, New
Delhi as a full fledged Training and Development
Centre in 1994.

17. TRAINING AND DEVELOPMENT(cont…)
The company identified the following areas as its focus for
training:
ochange management,
oquality management and
ocontinuous performance improvement
Besides several management development programs, the
company also conducted leadership development programs for
its executive directors and general managers.
Company also run technical training centers at all its 20
plants. They were called Employee Development Centers
(EDCs).

18. TRAINING AND DEVELOPMENT(cont…)
NTPC has institutionalized "Development Centers"
in the company. 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.

19. TRAINING AND DEVELOPMENT(cont…)
The company has two Simulation Training Institutes at
Korba in Chattisgarh, and at Kawas in Gujarat.
These institutes enable employees to learn the operations
of a real power plant without any loss or damage to the
company.

NTPC has a training budget which is more than Rs.5000 lakh.

NTPC has >90% utilization of its fund allotted to T&D.

20. PERFORMANCE APPRAISAL
Till the early 1990s, NTPC had operated
through a system of Confidential Reports
(CRs) for performance appraisal.
NTPC linked its promotions to
performance rather than years of service
right from the very beginning.
NTPC created a performance-driven
work culture, full of challenge for its
employees, through the use of
benchmarking.

21. PERFORMANCE APPRAISAL(Cont…)
The company modified its appraisal system to adopt a 360
degree feedback system based on Key Result Areas
(KRAs).
The culture was such that if an employee missed three to
four promotions he felt cut out from the company’s
mainstream. Below par performers were sent for remedial
training and if performance still didn’t improve, they were
moved to less important roles.
At last If there was no hope of improvement, the company
asked the employee to opt for its Voluntary Retirement
Scheme (VRS).

22. EMPLOYEES WELFARE, HEALTH &
SOCIAL SECURITY
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.
In Remote locations company take care of education of
employees’ children.

23. EMPLOYEES WELFARE, HEALTH &
SOCIAL SECURITY(cont…)
 Social Security on Superannuation
 Employees Provident Fund
 Gratuity
 Employees Voluntary Benevolent Fund
 Self Contributory Pension Scheme
 Post Retirement Health scheme

24. EMPLOYEES WELFARE, HEALTH &
SOCIAL SECURITY(cont…)
Education
 >45 schools in various projects imparting quality education
to 45000 odd children. Need based funding of schools
 Workers’ Education Scheme
 Regular up skilling
 Children’s Education Scheme
 Reimbursement/ scholarship/ award/ coaching policy
 Initiative for total development

25. EMPLOYEES WELFARE, HEALTH &
SOCIAL SECURITY(cont…)
Physically Challenged People
 Employment opportunities as per 1995 Act
 237 nos provided employment, recruitment drive for 169
persons currently in process.
 Facilities for physically challenged people
 Provision of medical equipments
 Holding of medical camps
 Launching inclusive education in schools

26. EMPLOYEES WELFARE, HEALTH &
SOCIAL SECURITY(cont…)
Health
 Comprehensive health care to employees and their
families
 Adequate health care to community around project sites
 Project Hospitals -17
 Beds-700
 Empanelled Hospitals-58

27. EMPLOYEES PARTICIPATION (EPM)
 NTPC believed that “participation and participatory
culture make employees own their work and result in
tremendous synergy.”
 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.
 Besides a management journal called "Horizon" is
published quarterly to enable employees to share their
ideas and experiences across the organization.

28. EMPLOYEES PARTICIPATION (EPM)(cont…)
 Suggestion Schemes called for suggestions from employees
on the company’s equipment and systems, and rewarded
good suggestions.
 Safety Circles suggested improvements in safety measures
that could be subsequently implemented by the company.

29. ANALYSIS OF HR PRACTICES AT NTPC:
Strengths:
 More than 25 thousand highly trained employees are
engaged in NTPC owned projects.
 Senior executives possess extensive experience of the
industry.
 Executive Turnover Rate 0.44%.
 Planned interventions at various stages of career.
 Systematic training ensures 7 man days training per
employee per year.

30. ANALYSIS OF HR PRACTICES AT NTPC(cont…)
 0.19% of revenue allocation for training &
development with 92% utilization record.
 NTPC has a training budget which is more than
Rs.5000 lakh.
 Knowledge sharing & development through various
HR initiatives.
 Cordial & harmonious employee Relations.
 Employee security i.e. full medical benefits even
after retirement, education of employees’ children
even in remote location etc

31. ANALYSIS OF HR PRACTICES AT NTPC(cont…)
 Township with all basic amenities is one of the USP for
NTPC. As one of the employees Navneeta Bhattacharya says
"In the private sector, you don't have time for yourself. But
here you have a life and that too with benefits like well-
protected townships."
 What binds employees to NTPC is security. Remote
locations mean the company has to take care of things such
as the education of employees’ children. Apart from full
medical benefits, even after retirement, NTPC also has
help desks that assist families of employees who are out of
station

32. ANALYSIS OF HR PRACTICES AT NTPC(cont…)
 Weakness
 NTPC yet has to implement the performance linked
incentive system. This is one area of concern. NTPC needs
to plan for incentive schemes.
 Don’t prefer to recruit employee from reputed organization
like IIT, IIM etc.
 It mainly recruit at the entry level.

33. Future Challenges:
 NTPC had enjoyed a near-monopoly till the 1990s but with
increasing competition from private sector players like
Reliance Energy Ltd. and Tata Power Company Ltd., it could
become tough for the company to keep up its record in
future. It has become all the more important for the
company to attract the best talent to be able to realize its
ambitions of becoming a complete energy company
spanning thermal, hydro, nuclear and bio-power, generating
40,000 MW of power by 2012 and entering the Fortune 500
listing by 2017.

34. Future Goal:
 The company has also set a serious goal of having 50000 MW
of installed capacity by 2012 and 75000 MW by 2017.
 The company has taken many steps like step-up its
recruitment for project implementations etc.
 NTPC will invest about Rs 20,000 crore to set up a 3,900-
megawatt (Mw) coal-based power project in Madhya
Pradesh.
 Company will also start coal production from its captive
mine in Jharkhand in 2011–12, for which the company will
be investing about Rs 1,800 crore.

35.  References:
 http://www.aspiresys.com/web_pages/business_today/
business_today.htm
 http://www.ntpc.co.in
 http://www.ficci.com/media-room/speeches-
presentations/2004/july/ntpc.ppt
 http://www.citehr.com
 http://www.powerhrforum.org/members/ntpc.asp

36.  References(cont…)
 http://www.ntpc.co.in/companyperformance/chairmanstat.shtm
l
 http://archives.digitaltoday.in/businesstoday/20041121/cover9.h
tml
 http://www.ficci.com/media-room/speeches-
presentations/2006/feb/D_K_Sinha.ppt
 www.icmrindia.org/casestudies/catalogue/Human%20Resource%2
0and%20Organization%20Behavior/HROB073.htm
 http://www.shilpabichitra.com/Shilpa2004/anni_1_047.html,
2004