TABLE OF CONTENT

CONTENTS Page No

Acknowledgement 3 CHAPTER 1 Introduction 5-16 Chapter 2 Preliminary 18 Hydro power 18 Hydro power in India 19 Chapter 3 Preface 21 Purpose of study 22 Methodology used 23 Limitations 24 Chapter 4 Welfare facilities by NHPC Teesta (stage v) project 26-28 Chapter 5 Concept of job satisfaction 30 Definition of job satisfaction 30 A Theoretical aspect of job satisfaction 31 Chapter 6 Types of variable related to job satisfaction 37 Benefits of studying job satisfaction 39 Effects of job satisfaction 40 Chapter 7 Findings & Analysis 44 Questionnaire 45

Data interpretation 47-67 Chapter 8 Suggestion & recommendation 69-70 Conclusion 72-73 Bibliography

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DECLARATIONI
I POOJA, a student in INDERPRASTHA ENGINEERING COLLEGE, Ghaziabad of MBA , hereby declare that the summer training project report titled EMPLOYEES SATISFACTION LEVEL in NHPC Teesta (Stage-v) project, Sikkim is my original work and the same has not been submitted for the award of any other diploma or degree. Place: SIKKIM

(POOJA) Dates:

ACKNOWLEDGEMENT
I hereby express my deep gratitude to Mr. R.K Verma Manager (HR), for giving me an opportunity to do my Summer Internship at NHPC Teesta stage-v,Sikkim I am greatly indebted to my Industry guide Ms Meena mardi ,Asst manager(HR)Performance appraisal, training & development encouraged and guided me throughout my summer training. I also thank all HR Asst managers Mr. jitendra Kumar ( industrial relation ),Mr. Saroj Kumar sethi(CSR), Mr. Manish Kumar, Mr. D. Balaji Naik ,and other Officers from different Departments of Company for their cooperation No professional curriculum is considered complete without work experience. Each individual who under takes management education has to pass this phase before he/ she considers him/ herself fully qualified managers. Entering the industry is like stepping in a new world at first, everything seems strange but with passage of time one starts understanding all that is happening around him. All the fundamental concepts are applicable in organization but leave the individual to work at its application. It is just a matter of applying the theory you know to give a practical situation and there is no better place to learn than the organization itself. The detailed study of the HR Processes have benefited me a lot in terms of the practicality & understanding the concept of existence of a Human Resource Department every organization. This project report is a humble effort put in the study of HR Process. I hope that the company would find the study ef6fective and utilize the results for benefitting during training. Thanking You who inspired,

, NHPC Limited, formerly known as National Hydroelectric Power Corporation Ltd, was established in 1975 NHPC is a MINI RATNA Category-I Enterprise of Government of India with an authorized share capital of Rs 15000 cr & an investment base of about Rs 40471 cr (as on 30st sep2010).NHPC is actively involved in construction of Hydroelectric Projects in various parts of the country and generation of power. Today, NHPC supplies the much needed peaking power especially to the Northern and Eastern parts of the country. NHPC has become a listed company on NSE & BSE w.e.f. 01.9.2009. NHPCis top ten co in case of investment it has the expertise to undertake multidimensional activities such as planning, survey& investigation design & Engineering, construction, operation & maintenance renovation, modernization & upgrading of hydroelectric project

Net Profit:

The Company achieved highest ever net Profit after Tax of Rs 2,166.67 crore which is 3.64% higher than the net profit after Tax of Rs 2,090.50 crore earned during 2009-10.

Sales & Revenue Realization:

Registered Sales Turnover of Rs 4,046.59 crore as against Rs 4,153.21 crore of last year. Last years sales included an arrear of Rs 844.14 crore. Achieved 100% sales realization against 97% achieved last year.

Operating Power Stations & Power Generation:

Currently, NHPC operates 14 hydropower stations with a total aggregate capacity of 5295 MW which includes 1000 MW Indira Sagar Project and 520 MW Omkareshwar Project through NHDC Limited - a subsidiary JV of NHPC with Government of Madhya Pradesh (GoMP). NHPC generated 18604 Million Units (MUs) from its own Power Stations against the target of 18000 Million Units for Excellent MoU rating for the year. The operating Power Stations of the company achieved Plant Availability Factor (PAF) of 85.2% against the MoU target of 79.9 % for Excellent rating. Loktak, Salal, Chamera-I, Uri, Dulhasti, Power Stations achieved higher generation than the targets for excellent rating.

Capital Expenditure:
The Capex plan of NHPC for the year 2011-12 is Rs 5090 crore. The overall Capex for XI plan period stands at Rs 18,813 crore which will be met through internal resources, subordinate debt from Government of India, market borrowings and proceeds from IPO.

Projects under Construction:

10 projects having aggregate installed capacity of 4502 MW are under active construction. With the commissioning of these projects, NHPC aspires to become a 9500 MW company in the next five years. (Details of the projects is enclosed at Annexure-A).
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Projects under Government Clearance:

NHPC is actively pursuing clearances from Government of India for several hydropower projects having aggregate capacity of 9651 MW. Out of these, seven projects with aggregate capacity of 5965 MW are planned to be implemented by NHPC on its own. Other projects are planned for implementation through Joint Venture route namely 66 MW Loktak Downstream with Govt. of Manipur, another three projects with aggregate capacity of 2120 MW in Jammu & Kashmir with Govt. of Jammu & Kashmir and 1500 MW Tipaimukh Project in Manipur with SJVN Limited and Govt. of Manipur as partners. (Details of the Projects enclosed at Annexure-

Joint Venture:
MoU has been signed amongst NHPC, SJVN Limited and Govt. of Manipur for formation of a Joint Venture Company for implementation of the 1500 MW Tipaimukh Hydroelectric (Multipurpose) Project in Manipur. NHPC, SJVN Limited and Govt. of Manipur shall have a share holding of 69%, 26% and 5% respectively. The Promoters agreement for incorporation of Joint Venture Company in J&K state for the execution of Pakal Dul & other Hydroelectric projects (2100 MW) in the Chenab basin has been signed with share holding pattern of 49% (NHPC), 49% (JKSPDC) & 2% (PTC). A MoU for the formation of Joint Venture with the Orissa Hydropower Corporation (OHPC) for development of Sindol-I, II & III hydroelectric projects (300 MW) in Orissa is at final stage. It has been decided by the Govt. of India to develop Chamkharchhu-I Hydroelectric Power Project (670 MW) in Bhutan through JV mode with NHPC partnering with Druk Green Power Corporation (DGPC) of Bhutan, under the Indo Bhutan Hydropower initiative to develop 10,000 MW in Bhutan by year 2020. The MoU for same is in advance stage of finalization.

Diversification:
NHPC is committed to maintain a leading position in hydro sector and also expand its business domain. The company is foraying into thermal power business through its subsidiary company NHDC which has been entrusted with setting up of a 1320 MW Reva thermal power project in Khandwa district by Government of Madhya Pradesh (GoMP). The coal linkage for the project is awaited from Ministry of Coal, Govt. of India

Rajiv Gandhi Gramin Vidyutikaran Yojana (RGGVY) & Pradhan Mantri Gram Sadak Yojana (PMGSY):
The Company has been entrusted with Rural Electrification works under Rajiv Gandhi Gramin Vidyutikaran Yojana (RGGVY) the flagship programme of Govt. of India. The works are spread over 27 districts in the States of Bihar, Chhattisgarh, Jammu & Kashmir, Orissa and West Bengal which covers electrification of 29709 villages (9504 Un-electrified / De-electrified and 20205 nos Partially Electrified villages) and providing service connections to 20.49 lakh BPL households at an estimated cost of about Rs 2,900 crore. During 2010-11, NHPC electrified 2667 villages and provided service connections to 7.48 lakh BPL households. Cumulatively, till March 31st, 2011 NHPC had electrified 23051 villages (8632 Un-electrified / De-electrified and 14419 nos Partially Electrified villages) and provided service connections to 16.28 lakh BPL households. NHPC is implementing 220 KV power evacuation system of Teesta Low Dam-III and IV Hydroelectric Projects on deposit work basis for WBSETCL. Out of the total line length of 174.24 km with 626 nos towers, 58.31km line stringing with 412 nos towers has been completed till 31st March 2011. NHPC has also been entrusted with construction of rural roads and their maintenance under
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Pradhan Mantri Gram Sadak Yojana (PMGSY) in six districts of Bihar namely East Champaran, West Champaran, Muzaffarpur, Sheohar, Sitamarhi and Vaishali. Under this scheme, 832 nos roads totaling 3517 km with a cost of Rs. 1921 crore have been cleared by Ministry of Rural Development, Govt. of India. 333 nos roads totaling 1627 km have been completed at a total cost of Rs. 818.93 crore

Quality Management:
NHPC has got ISO 9001:2008, ISO 14001:2004 and OHSAS 18001:2007 for its Quality Management System, Environment Management System and Occupational Health and Safety Management System respectively for its Corporate Office and 12 Power Stations (one power station certification is under process). NHPC has further gone ahead by integrating the above systems under Integrated Management System IMS and PAS 99. During 2010-11, NHPC has obtained one IMS and ISO 14001 Certifications for its Power Stations.

Consultancy Services
NHPC is providing consultancy services in the various fields of hydro power viz. river basin studies, survey works, design and engineering, geological studies, geotechnical studies, hydraulic transient studies, hydrological studies, contract management, construction management, equipment planning, underground construction, testing commissioning, operation & maintenance etc. to leading organizations of the country. NHPC is registered with World Bank, Asian Development Bank, African Development Bank, Kuwait Fund for Arab Economic Development and Central Water Commission as a Consultant in the area of Hydropower. Major consultancy assignments include assignments from Central and State Government agencies in India including State Electricity Boards and Public Sector Undertakings. As on 1st April11, eighty two consultancy assignments have been completed and eighteen assignments are ongoing. During 2010-11, payments amounting to Rs. 91.42 crore were received. The organizations to whom consultancy services are currently being given include A&N Administration, KRCL, and MEA (for hydro projects in Union of Myanmar Department of Hydropower, Govt. of Union of Myanmar, Implementation and renovation & Modernization of Varzob-I Power Station in Tajikistan, Deptt. of energy, Royal Govt. of Bhutan), PIDB, PGCIL, WBREDA, WBPDCL, Athena Demwe Power Pvt. Ltd. NHPC has earlier given consultancy services to BBMB, BSHPC, CEA, CSEB, CWC, DVC, Govt. of Arunachal Pradesh, Govt. of Bihar, Govt. of Goa, Govt. of Mizoram. Govt. of Nagaland, KPA, KSEB, LAHDC, Northern Railways, NTPC, REC, THPA, SJVNL, THDC, UJVNL, CES, ICICI, IFCI and Jaiprakash Hydro Power Ltd.

Overseas Assignments:
The Company plans to continue expanding its international operations and help in harnessing the hydropower potential available internationally by leveraging its existing relationships and goodwill earned through past consultancy assignments. The expertise available with NHPC is being utilized in the area of hydropower development in countries like Bhutan, Myanmar and Tajikistan. Under the Action Plan on India-Bhutan cooperation in hydropower development of 10,000 MW by the year 2020, NHPC has been entrusted with the work for preparation of DPRs of Chamkharchhu-I H.E. Project (670 MW) at a cost of Rs. 22 crore & Kuri Gongri H.E. Project (1800 MW) at a cost of Rs. 27 crore in Bhutan by the Ministry of Power. In this regard, a Bilateral Agreement was signed between DoE, RGoB and NHPC Limited on 22.12.2009. Preparation of these DPRs is to be completed by December, 2011. NHPC has mobilized its
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resources at the project sites and the works are progressing as per schedule. NHPC has been entrusted the work of Additional Investigations and Preparation of Updated Detailed Project Reports for 1200 MW Tamanthi and 642 MW Shwezaye Hydropower and Multipurpose Projects in Myanmar, as consultancy assignments by Ministry of External Affairs (MEA), Government of India. Government of India through MEA has funded the cost for the additional investigations and preparation of updated DPRs for both the projects, i.e. Rs. 20 crore for each project together totaling to Rs. 40 crore. The completion schedule for the subject work is 18 months. As decided in the meeting between High level Indian Delegation and Ministry of Electric Power No.1, Govt. of Union of Myanmar, Interim Report of Tamanthi project has been submitted to MEA, MoP, GoI and GoUM in October, 2010. The Interim Report of Shwezaye Project has been submitted in April, 2011. The work of Renovation & Modernization of Varzob HE Project in Tajikistan is in progress as per schedule. Major civil works have been completed in March11.

IT & Communication
NHPC has remained in the fore front in deploying Information Technology and Communications to enhance its efficiency, productivity and profitability. After implementation of all modules of ERP in the last 3 years, the key functions of the organization have now been largely IT enabled with major focus on Project Management of Construction Projects and Operations and Maintenance of Power Stations. IT and Communication infrastructure covering more than 50 locations of NHPC have been upgraded to support the increased dependence on IT. Multi-mode communication network based on satellite links and MPLS/VPN links has been established to connect all the projects, power stations and regional offices to Corporate Office. Also adequate IT security measures have been put in place to ensure security of all information assets of the organization. The organization is now reaping the benefits of investment made in these initiatives. An online Project Monitoring Centre has been created at Corporate Office to support Video Conferencing, Live Video Feeds from cameras installed at strategic locations of Construction Projects and to facilitate the analysis of physical and financial progress data. Online web casting facility is available for live broadcasting of important event/announcement/ briefing by senior management for all locations across the organization. NHPC has also created a policy framework for managing the IT systems and assets owned by it so that they are optimally used in secured manner.

Research & Development activities

Clean Development Mechanism: NHPC in its endeavors to avail benefits under CDM as well as other carbon trading initiatives is in the process of obtaining CDM benefits under Voluntary Emission Reductions (VERs) Scheme in respect of Teesta-V Power Station. On this account, NHPC will get additional revenue. Two medium sized hydroelectric projects namely Nimoo Bazgo (3x15 MW) and Chutak (4x11 MW) located in Leh & Kargil Districts of J&K state have already been registered by CDM Executive Board of UNFCCC. Nimoo Bazgo and Chutak Projects will reduce emissions of 187,893 metric tonne CO2 equivalent and 166,831 metric tonne CO2 equivalent annually respectively after their commissioning. On this account, NHPC will get additional revenue from both the projects annually over a period of seven years which shall be renewed for another two terms of seven years each. Work on Computational Fluid Dynamics: Computational Fluid Dynamics (CFD) Lab in NHPC, Corporate Office has been established to analyze the flow pattern in the water conductor system. In this regard CFD analysis of water flow through penstocks of three power stations
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namely Salal, Bairasiul & Loktak has been completed. CFD analysis is also being carried out for hydraulic studies of flow through surge shaft & Dam-Spillway. Energy Audit of Power Station: With a view to assess & optimize the power stations performance, Energy audit of Teesta-V Power Station has been completed and the recommendations to improve the energy saving are being implemented by the Power Station. National Perspective Plan (NPP) for R&D Project: Under MoU with SJVNL, CEA and NML, development of new alloy material having superior properties to resist silt erosion damage and increase longevity of machines is in the process for use in turbine underwater components. A research project proposal under NPP Tunneling in Water Charged Zones under High Hydrostatic Pressure has been entrusted to NHPC through Central Power Research Institute (CPRI) by Ministry of Power, Govt. of India with a financial outlay of Rs 109.03 lakh & duration of 2 years. NHPC is in the process to develop wind power of 8-10 MW near Salal Power Station in Bidda, J&K. An MOU between International Research and Training Centre on Erosion & Sedimentation (IRTCES), China and NHPC has been signed for co-operation in research areas in sedimentation & their management in hydro reservoir. Two reservoirs namely, Chamera-I & Dhauliganga-I from NHPC and two reservoirs namely, Bajiazui & Hongshan from IRTCES, China have been selected for the collaborative research. The research work is under progress.

Human Resource Development:

98.5 % of the employees relating to Operation & Maintenance of Power Stations were trained during FY 2010-11 against the MoU target of 85%. NHPC has been given the opportunity to organize training programme on Operation & Maintenance for Hydro Power Station for the participants from African Countries by Ministry of External Affairs. The programme was organized at Chamera-I Power Station and was highly appreciated by the participants. NHPC has also received an invitation from Ministry of Power, Govt. of Nigeria for exploring business opportunities in Nigeria. NHPC has taken several initiatives for developing its human resource, which includes establishing Learning Joint Ventures (LJVs) with premier academic institutes like IIT- Roorkee, IIT-Delhi, IIM-Bangalore, IIM-Calcutta, IIM-Kozhikode, IIM-Indore, IIM-Lucknow, MDIGurgaon, IMT Ghaziabad, ISB-Hyderabad, ASCI-Hyderabad, ESCI-Hyderabad, CPRIBangalore, NCB-Ballabgarh, ISM-Dhanbad, BHEL-Bhopal, NWA-Pune etc. Also training & development programmes are conducted through reputed manufacturers like ABB, Areva, Alstom, VA-Tech, Siemens etc. for keeping the employees updated with the state-of-the-art technologies.

Corporate Social Responsibility:

NHPC, a socially responsible Corporate Citizen, has adopted a new comprehensive CSR Policy in line with the DPE guidelines, significantly widening the horizon of CSR activities. The new Policy stipulates earmarking 0.5 % of profit for CSR activities and forming a non-lapsable pool for CSR Fund. The community development initiatives include creating Herbal Parks, Afforestation, Catchment Area Treatment, Fisheries Management, organizing Medical / Vaccination Camps, Educational Institutions, Peripheral Development, organizing Sports /
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Cultural Festivals, Melas etc. In order to promote education facilities in remote areas, NHPCs initiatives are as under: Constructing NHPC College of Science, Technology, Arts and Commerce at Tawang, Arunachal Pradesh. Setting up a Hydro Training Institute in Srinagar, Jammu and Kashmir. Setting up an Engineering College in Bilaspur, Himachal Pradesh in partnership with NTPC. Provide financial assistance of about Rs. 5 crore to develop infrastructure for a new ITI in Sikkim. Apart from this, NHPC is actively pursuing the National Skill Development Mission by adopting Industrial Training Institutes (ITIs) in three states viz. Arunachal Pradesh, J&K and Uttarakhand so that up-gradation and modernization of the institutes can be carried out. Eleven(11) ITIs have already been adopted (5 in J&K, 4 in Uttarakhand and 2 in Arunachal Pradesh) through Public Private Partnership (PPP)/ Vocational Training Improvement Programme / Centre of Excellence (CoE) Scheme. The several proactive measures include infrastructure development, training to Instructors and conceptualization and implementation of a Unique Scholarship Scheme for meritorious trainees of ITIs which is evaluated and awarded on quarterly basis

About NHPC (Mission) To achieve international standards of excellence in all aspects of hydro power and diversified business. To execute and operate projects in a cost effective, environment friendly and socioeconomically responsive manner. To foster competent trained and multi-disciplinary human capital. To continually develop state-of-the-art technologies thru innovative R&D and adopt best practices. To adopt the best practices of corporate governance and institutionalize value based management for a strong corporate identity. To maximize creation of wealth through generation of internal funds and effective management of resource About NHPC (Vision) A world class, diversified & transnational organization for sustainable development of hydro power and water resources with strong environment conscience. About NHPC (Objectives) Development of vast hydro potential at faster pace and optimum cost eliminating time and cost over-run. Completion of all on-going projects within stipulated time frame. Ensure maximum utilization of installed capacity and help in better system stability Generation of sufficient internal resources for expansion and setting up new projects. Corporate development along with simultaneous Human Resource Development.

BOARD OF DIRECTORS OF NHPC

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Name
A B L Srivastava J K Sharma Rakesh Jain Komal Anand Raman Sidhu

Designation
Chairman and Managing director Director (Projects) Part Time Official Director Independent Director Independent Director

A Independent Director Gopalakrishnan D P Bhargava R S Mina Sudhir Kumar Arun Kumar Mago K Dharmarajan Director (Technical) Director (Personnel) Part Time Official Director Independent Director Independent Director

CLASSIFICATION OF POSTS
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CADRE

POSTS E MANAGEMENT General manager Chief engineer CADRE Senior manager Manager Deputy manager Assistance manager EXECUTIVE Engineer/Officer/TE/TO CADRE Asst engineer/Asst Officer Sr Supervisor spl SUPERVISORY Sr Supervisor Gr-2 Sr Supervisor Gr-1 CADRE Supervisor Highly Skilled Gr-2/1 Skilled Gr-3/2/1 Spl WORKMEN Semi-Skilled Gr-3/2/1 CADRE Un Skilled Gr- 3/2/1

GRADE E9 E8 E7 E6 E5 E4 E3 E2/E2A E1 S4 S3 S2 S1 W8/W9 W4/W5/W6/W7 W2/W4/W5/W6 W0/W1/W2/W3/W4

LEVELS OF RECRUITMENT
a) Non Supervisory Group i. Unskilled W1 ii.Semi-skilled W2 iii.Skilled / Ministerial W3 a) Supervisory Cadre S1/WCS1/JE/EDP/Research (supervisor) b) Executive / management cadre E2 & E2A

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PAY SCALE
1. Executives

2. Supervisors

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3. Workmen

PERFORMANCE APPRAISAL
Assessment period Executives 1st April to 31st march Supervisor & workmen 1st April to 31st march

Initiating/Reviewing/Accepting officers:Levels of Appraise W1-W9 S1-S3 E1 E2 E3 E4 E5 E6 E7 E8 E9 Initiating officers E1 E1 E2/E2A E3 E4 E5 E6 E7 E8 E9 DIRECTOR Reviewing officers E2/E2A E2/E2A E3 E4 E5 E6 E7 E8 E9 DIRECTOR CMD Accepting officers E3 E3 E4 E5 E6 E7 E8 E9 DIRECTOR CMD CMD

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NOTE: 1.The trainee engineers/trainee officers will not initiate PARs 2 .initiating officer cannot review the PAR accepting officer can review and accept the PAR in case there is no reviewing officer at the level indicated above in the table 3 in respect of heads of P&A/F&A divisions of the projects / stations/ units /regional offices. The reports will be initiated by hop/ station/units/RO & will be accepted by the respective functional director (personal) or director (finance) 4 .in respect of the personal staff attached to GM, HOD/Director/Chairman &MD initiating, reviewing & accepting officer will be the same

COMPETITORS

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Preliminary
In 21st century, the entire world is depending on the energy; rather one could say that the energy is the life of the Universe. If for one day energy is ceased, the whole universe goes in dark and remains standstill. Therefore, in these years the production of energy is gaining momentum. Every scientific brain is struggling hard to invent new scientific know how to multiply the energy production. Energy is must for both have and has not countries. In the latest scientific technology and improved sophisticated machinery energy production has considerably developed. Our country is also falling in line with those of developed countries with regard to energy production. Hydro energy i.e. Hydro Power is main sources of power production. Hydro Power technology is pollution free and environment friendly technology and produced from natural resources.

Hydro Power- Green Power:Power from earth- Power to earth

Several mankind is totally dependent on natural resources but the incessant demands of development are threatening the delegate ecological balance of planet earth, so far the only place to home human being. Development has become the need of mankind while energy is key to the development, but fossil fuels are exhaustible and scarce in our country. In such an environment, hydro power is environment friendly green source of energy harnessed utilizing abundant and renewal water resource.

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Hydro Power in India

Hydro power is recognized as a renewal source of energy, which is economic, non-polluting and environmentally begin. The history of hydro power generation in India is more than 100 years old. The first hydro power station in India was a small hydro power station of 130 KW commissioned in 1897 as sidrapong near Darjeeling in West Bengal. Subsequently, many hydro power station were set up. With the advancement in technologies and increasing requirement of electricity, emphasize was shifted to large sized hydro power station. In 1963, the hydro power had attained a share of 50.62% in the total installed capacity of power generation in INDIA. While there has been a continuous increase in the installed capacity of hydropower stations, ministry of Power in the Government of India is responsible for the development of large hydropower projects in India. In order to maintain the balance between hydropower and thermal power, Ministry of Power has announced a policy for accelerated development of Hydro Power in the country. Development of small hydro at an accelerated pace is one of the tasks in the Policy.

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PREFACE

Presently the word is tremendously changed. New technologies are brought and systematic application of management is put to use which lead to change in business world. In this era of revolution, especially under changing policies and strict practices, the employees should be more satisfied in order to improve overall performance of the organization. Hence job satisfaction occupies a significant place in the scope of Human resource management Summer training is a integral part of Master course in Management. Summer training is imparted with a view to ensure that the students get practical knowledge on the subject, enrich their self improvement and development. I got an opportunity to undergo four weeks training at NHPC Ltd Teesta (Stage-v) Sikkim. The stress of my job was on Job satisfaction level These four week training has given me the exact feeling of the office environment, the way to perform assigned jobs and how to set targets and achieve them. This sort of practical knowledge gives opportunity to see the application of basic management principles of the real organizational situations. Apart from information, this training has broadened my outlook and vision about the worthiness of the management performances and shaped competence enough to perceive the difficulties that one can face while applying the theory into practice. I have divided the project into different chapters so as to have a good grasp on the study and tried my best to arrange and write the project reporting a systematic way so that it may beneficial for organization and other upcoming researchers.

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Purpose of study
The present study is the modest effort to study the level of job satisfaction of the employees of Project. A deep focus has been made on such important factors which will make the employees more satisfied in order to improve overall efficiency of the organization.

Significance of study
In this era of globalization, it has become a prime task of every organization to have a good productive workforce with high morale. This is only possible if the employees are satisfied. If they are satisfied they would be decrease in labour turnover and absenteeism, less wastage of raw materials, sound industrial relations, while on the other hand, if employees are not satisfied, then there must be outburst in the form of strikes, lockout, low productivity, disciplinary problems and many more. So job satisfaction is a scale to measure the general progress of the organization that has been developing a sound behavioral climate.

RESEARCH METHODOLOGY
Research in common parlance means search for knowledge. Research is defined as a scientific and systematic search for pertinent information on specific topic. It is an act of scientific investigation. The advanced learners dictionary of current English lays down the meaning of research as a careful investigation or enquire specifically through search, for new facts in any branch of knowledge. Every research must have a particular methodology, through which it is easy to define what the problem actually is and how it can be resolved. The research methodology is a way to systematically solve the research problem. Research methodology involves the following steps: Defining the research problem. Review of related literature. Research design. Collection of data. Analysis of data. Interpretation and report RESEARCH DESIGN A research designs the overall plan or program of research. It is the blueprint for the collection, measurement and analysis of the data. It acts as a standard and a guide post. A design is used to structure the research to show how all of the major part of the research project The samples or groups Measures. 23

Treatments or programs. Methods of assignment

Work together to try to address the central research problem. It is the framework, which determines the course of action towards the collection, allocation and analysis of required data, accurately in an economic manner. It is a set of instructions outlined rightly at the beginning of the research. The research design of my study is exploratory as it involves the opinion survey of the employees of NHPC (Teesta, stage-v) Sikkim

UNIVERSE AND SURVEY POPULATION All items in any field of enquiry constitute a Universe or Population The required information in any scientific enquiry may be collected by following either the census method or sampling method. A complete enumeration of all the items in the population is known as a census enquiry. It can be presumed in such an enquiry that when all the items are covered highest degree of accuracy is obtained, but this is not true in practice. Even the slightest element of bias in such an enquiry will get larger and larger as the number of observations increases. Besides, this type of enquiry involves a great deal of time, money and energy. This method is beyond the research of ordinary researchers. Further many a time it is not possible to examine every item in the population. Under sampling method information is collected about only a part of the population and on the basis of this information conclusions are drawn for the whole population. The basis of all sampling is the principle of statistical regulatory, which tells us that if a sample is selected at random, it is likely to process all the characteristics of the universe. The universe can be finite or infinite. If the number of items is certain it is finite and in case of infinite universe the numbers of items are infinite. In my research work the universe is finite, i.e., The Employees of NHPC, Teesta (stage-v) Sikkim SAMPLE SIZE AND TECHNIQUE Researchers usually cannot make direct observations of every individual in the population they are studying. Hence quite often they select only a few items, which represent the characteristics of the entire cross section of the population. The items so selected constitute what is called a sample SAMPLE SIZE:The use of appropriate sampling methods and an adequate response rate are necessary for a representative sample but not sufficient, in addition, the sample size must be evaluated. Sample size depends upon:1. Methodology selected. 2. Degree of accuracy required for the study. 3. Extent to which there is variation in the population with regard to key characteristics of the study. 4. Likely response rate. 5. Time and money available. Moreover in this sample the employees from grade A to grade Famong officers are included. Thus after looking at all factors on which the sample size depends, for this project, I have chosen the following departments at NHPC (TEESTA, Stage-v) Sikkim 1. Finance Department. 2. Electrical Department. 24

3. General Manager office Department. 4. Medical wing Department. 5. Central store Department 6. Electrical samdong 7. Personal & administration Department. 8. Geology Department. 9. Mechanical department 10. Power house department 11. Office of HRT 12. Infrastructure department 13. Hydro-mechanical 14. IT & Communication 15. PMC Department 16. Vigilance department 17. Dam complex 18. Procurement department 19. Research & quality control 20. PFR, New projects department 21. Environment management. SAMPLING TECHNIQUE:In my survey sample size was 100. Quota sampling has been used for the purpose of selecting the sample. Firstly quotas are set up according to the grade and respondents are then selected within the quota on the basis of availability and willingness to participate. DATA COLLECTION The data collected for the research is undertaken through the primary as well as secondary data method. This can be illustrated in the following way:1. PRIMARY DATAThe primary data has been collected from various mediums like: Questionnaire. Personal interview. Observation. 2. SECONDARY DATAThe secondary data has been collected from various mediums like: Information acquiring through Intranet HR manual-P& A manual. Books, report & periodicals Annual reports of NHPC Ltd www.nhpc.com ANALYSIS PATTERN Analyzing the data is the most important decision. It is very important to use the appropriate methods of data analysis so that the maximum amount of information can be extracted from the data. The purpose of all the work that has gone into designing, collecting and finally using is to obtain data, that, when properly analyzed should determine to a great degree the objectives of the project. Thus, in my project data has been analyzed with the help of tables and charts. The scale has been grouped as follows:-

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1. Strongly agree 2.Agree 3.Disagree 4. Strongly disagree LIMITATIONS Sample chosen may not be representing the characteristics of the entire population Secondary data was considered while undertaking studies, so all the shortcomings of secondary data are inherent.

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BENEFITS OF EMPLOYEES Benefits to Executives

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Benefits to supervisors & workmen

Welfare facilities:A new trend of thought received universal acceptance and started guiding the actions of various government since then. The concept of welfare state as a system of social responsibility for certain minimum standard of individual and communal welfare came in to being. The organization provide following facilities to its employees Housing facilities Safe drinking water Canteen facilities Transport facilities:-free transport facilities provided to the employees to bring from their residence to office. Apart from this, subsidized transport facilities provided to the employees at every second Saturday from colony to siliguri. On every Friday and Sunday bus is provided to the employees and there family members to singtam market Hospital with free medical facilities for the employees Education facilities:- KVS is managed by NHPC Ltd Club for executives. Co-operative store. A marketing complex in colony Canteen subsidy Cable connection Festival advances 29

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Job satisfaction ones job. Weiss describes how content an individual is with his or her job. The
happier people are within their job, the more satisfied they are said to be. Job satisfaction is not the same as motivation or aptitude although it is clearly linked. Job design aims to enhance job satisfaction and performance; methods include job rotation, job enlargement, job enrichment and job re-engineering. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work position. Job satisfaction is a very important attribute which is frequently measured by organizations. The most common way of measurement is the use of rating scales where employees report their reactions to their jobs. Questions relate to rate of pay, work responsibilities, variety of tasks, promotional opportunities, the work itself and co-workers. Some questioners ask yes or no questions while others ask to rate satisfaction on 1-5 scale (where 1 represents "not at all satisfied" and 5 represents "extremely satisfied").

Definition
Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of ones job; an affective reaction to ones job; and an attitude towards (2002) has argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and behaviors. This definition suggests that we form attitudes towards our jobs by taking into account our feelings, our beliefs, and our behaviors. SIGNIFICANCE OF THE STUDY Job satisfaction surveys give management an indication of general levels of satisfaction in an organization. Surveys also indicate specific areas of satisfaction and dissatisfaction (as with employees services) and particular groups of employees (as among those above the age of fifty). In other words survey tells us how employees feel about their jobs, which departments are particularly affected, and whose feelings are involved.The survey is a powerful diagnostic tool for assessing employee problem. FOCUS OF THE STUDY/SURVEY The main focus of the survey was to study the HR issues and practices in NHPC (Teesta, stage-v) Sikkim Which is one of the biggest PSU of INDIA? This project report is focused on finding the level of job-satisfaction of employees of NHPC (Teesta, stagev) Sikkim which would in turn help the senior management and the HR Department of NHPC (Teesta, stage-v) Sikkim to carryout corrective measures accordingly. OBJECTIVE OF THE STUDY To study the HR policies of NHPC (STAGE-V) SIKKIM To determine the level of job satisfaction among the employees LITERATURE REVIEW There is ample material available on the HR issues and practices being followed at NHPC(stagev),Sikkim in the in-house magazines and journals, the NHPCs intranet site and the HR manual. By reviewing the literature and discussions with the employees and Senior HR Managers, I Came to know about the HR issues and practices being followed at NHPC (Teesta, stage-v) 31

History
One of the biggest preludes to the study of job satisfaction was the Hawthorne studies. These studies (1924 1933), primarily credited to Elton Mayo of the Harvard Business School, sought to find the effects of various conditions (most notably illumination) on workers productivity. These studies ultimately showed that novel changes in work conditions temporarily increase productivity (called the Hawthorne Effect). It was later found that this increase resulted, not from the new conditions, but from the knowledge of being observed. This finding provided strong evidence that people work for purposes other than pay, which paved the way for researchers to investigate other factors in job satisfaction. Scientific management (aka Taylorism) also had a significant impact on the study of job satisfaction. Frederick Winslow Taylors 1911 book, Principles of Scientific Management, argued that there was a single best way to perform any given work task. This book contributed to a change in industrial production philosophies, causing a shift from skilled labor and piecework towards the more modern of assembly lines and hourly wages. The initial use of scientific management by industries greatly increased productivity because workers were forced to work at a faster pace. However, workers became exhausted and dissatisfied, thus leaving researchers with new questions to answer regarding job satisfaction. It should also be noted that the work of W.L. Bryan, Walter Dill Scott, and Hugo Munsterberg set the tone for Taylors work. Some argue that Maslows hierarchy of needs theory, a motivation theory, laid the foundation for job satisfaction theory. This theory explains that people seek to satisfy five specific needs in life physiological needs, safety needs, social needs, self-esteem needs, and self-actualization. This model served as a good basis from which early researchers could develop job satisfaction theories. Job satisfaction can also be seen within the broader context of the range of issues which affect an individual's experience of work, or their quality of working life. Job satisfaction can be understood in terms of its relationships with other key factors, such as general well-being, stress at work, control at work, homework interface, and working condition

A Brief Theoretical aspect of job satisfaction

Affect Theory
Edwin A. Lockes Range of Affect Theory (1976) is arguably the most famous job satisfaction model. The main premise of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job. Further, the theory states that how much one values a given facet of work (e.g. the degree of autonomy in a position) moderates how satisfied/dissatisfied one becomes when expectations are/arent met. When a person values a particular facet of a job, his satisfaction is more greatly impacted both positively (when expectations are met) and negatively (when expectations are not met), compared to one who doesnt value that facet. To illustrate, if Employee A values autonomy in the workplace and Employee B is indifferent about autonomy, then Employee A would be more satisfied in a position that offers a high degree of autonomy and less satisfied in a position with little or

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no autonomy compared to Employee B. This theory also states that too much of a particular facet will produce stronger feelings of dissatisfaction the more a worker values that facet.

Dispositional Theory
Another well-known job satisfaction theory is the Dispositional Theory Template: JacksonApril 2007. It is a very general theory that suggests that people have innate dispositions that cause them to have tendencies toward a certain level of satisfaction, regardless of ones job. This approach became a notable explanation of job satisfaction in light of evidence that job satisfaction tends to be stable over time and across careers and jobs. Research also indicates that identical twins have similar levels of job satisfaction. A significant model that narrowed the scope of the Dispositional Theory was the Core Self-evaluations Model, proposed by Timothy A. Judge in 1998. Judge argued that there are four Core Self-evaluations that determine ones disposition towards job satisfaction: self-esteem general self-efficacy, locus of control and neuroticism. This model states that higher levels of self-esteem (the value one places on his/her self) and general self-efficacy (the belief in ones own competence) lead to higher work satisfaction. Having an internal locus of control (believing one has control over her\his own life, as opposed to outside forces having control) leads to higher job satisfaction. Finally, lower levels of neuroticism lead to higher job satisfaction.

Two-Factor Theory (Motivator-Hygiene Theory)

Frederick Herzbergs two factor theory (also known as Motivator Hygiene Theory) attempts to explain satisfaction and motivation in the workplace this theory states that satisfaction and dissatisfaction are driven by different factors motivation and hygiene factors, respectively. An employees motivation to work is continually related to job satisfaction of a subordinate. Motivation can be seen as an inner force that drives individuals to attain personal and organizational goals (Hoskinson, Porter, & Wrench, p. 133). Motivating factors are those aspects of the job that make people want to perform, and provide people with satisfaction, for example achievement in work, recognition, promotion opportunities. These motivating factors are considered to be intrinsic to the job, or the work carried out. Hygiene factors include aspects of the working environment such as pay, company policies, supervisory practices, and other working conditions. While Hertzberg's model has stimulated much research, researchers have been unable to reliably empirically prove the model, with Hackman & Oldham suggesting that Hertzberg's original formulation of the model may have been a methodological artifact. Furthermore, the theory does not consider individual differences, conversely predicting all employees will react in an identical manner to changes in motivating/hygiene factors. Finally, the model has been criticized in that it does not specify how motivating/hygiene factors are to be measured.

Job Characteristics Model

Hackman & Oldham proposed the Job Characteristics Model, which is widely used as a framework to study how particular job characteristics impact on job outcomes, including job satisfaction. The model states that there are five core job characteristics (skill variety, task identity, task significance, autonomy, and feedback) which impact three critical psychological states (experienced meaningfulness, experienced responsibility for outcomes, and knowledge of the actual results), in turn influencing work outcomes (job satisfaction, absenteeism, work motivation, etc.) The five core job characteristics can be combined to form a motivating 33

potential score (MPS) for a job, which can be used as an index of how likely a job is to affect an employee's attitudes and behaviors----. A meta-analysis of studies that assess the framework of the model provides some support for the validity of the JCM.

Communication Overload and Communication Under load

One of the most important aspects of an individuals work in a modern organization concerns the management of communication demands that he or she encounters on the job (Krayer, K. J., & Westbrook, L., p. 85). Demands can be characterized as a communication load, which refers to the rate and complexity of communication inputs an individual must process in a particular time frame (Faraca, Monge, & Russel, 1977). Individuals in an organization can experience communication over-load and communication underload which can affect their level of job satisfaction. Communication overload can occur when an individual receives too many messages in a short period of time which can result in unprocessed information or when an individual faces more complex messages that are more difficult to process (Farace, Monge, & Russel, 1997). Due to this process, given an individuals style of work and motivation to complete a task, when more inputs exist than outputs, the individual perceives a condition of overload (Krayer, K. J., & Westbrook, L., p. 86) which can be positively or negatively related to job satisfaction. In comparison, communication under load can occur when messages or inputs are sent below the individuals ability to process them (Farace, Monge, & Russel, 1997). According to the ideas of communication over-load and under-load, if an individual does not receive enough input on the job or is unsuccessful in processing these inputs, the individual is more likely to become dissatisfied, aggravated, and unhappy with their work which leads to a low level of job satisfaction

Measuring job satisfaction

There are many methods for measuring job satisfaction. By far, the most common method for collecting data regarding job satisfaction is the Likert scale (named after Rensis Likert). Other less common methods of for gauging job satisfaction include: Yes/No questions, True/False questions, point systems, checklists, and forced choice answers. This data are sometimes collected using an Enterprise Feedback Management (EFM) system. The Job Descriptive Index (JDI), created by Smith, Kendall, & Hulin (1969), is a specific questionnaire of job satisfaction that has been widely used. It measures ones satisfaction in five facets: pay, promotions and promotion opportunities, coworkers, supervision, and the work itself. The scale is simple, participants answer either yes, no, or cant decide (indicated by ?) in response to whether given statements accurately describe ones job. The Job in General Index is an overall measurement of job satisfaction. It is an improvement to the Job Descriptive Index because the JDI focuses too much on individual facets and not enough on work satisfaction in general. Other job satisfaction questionnaires include: the Minnesota Satisfaction Questionnaire (MSQ), the Job Satisfaction Survey (JSS), and the Faces Scale .The MSQ measures job satisfaction in 20 facets and has a 34

long form with 100 questions (five items from each facet) and a short form with 20 questions (one item from each facet). The JSS is a 36 item questionnaire that measures nine facets of job satisfaction. Finally, the Faces Scale of job satisfaction, one of the first scales used widely, measured overall job satisfaction with just one item which participants respond to by choosing a face...]Superior-Subordinate Communication Superior-subordinate communication is an important influence on job satisfaction in the workplace. The way in which subordinates perceive a supervisors behavior can positively or negatively influence job satisfaction. Communication behavior such as facial expression, eye contact, vocal expression, and body movement is crucial to the superior-subordinate relationship (Teven, p. 156). Nonverbal messages play a central role in interpersonal interactions with respect to impression formation, deception, attraction, social influence, and emotional expression (Burgoon, Buller, & Woodall, 1996). Nonverbal immediacy from the supervisor helps to increase interpersonal involvement with their subordinates impacting job satisfaction. The manner in which supervisors communicate their subordinates may be more important than the verbal content (Teven, p. 156). Individuals who dislike and think negatively about their supervisor are less willing to communicate or have motivation to work where as individuals who like and think positively of their supervisor are more likely to communicate and are satisfied with their job and work environment. The relationship of a subordinate with their supervisor is a very important aspect in the workplace. Therefore, a supervisor who uses nonverbal immediacy, friendliness, and open communication lines is more willing to receive positive feedback and high job satisfaction from a subordinate where as a supervisor who is antisocial, unfriendly, and unwilling to communicate will naturally receive negative feedback and very low job satisfaction from their subordinates in the workplace.

Mood and emotions form the affective element of job satisfaction. (Weiss and Cropanzano, 1996).Moods tend to be longer lasting but often weaker states of uncertain origin, while emotions are often more intense, short-lived and have a clear object or cause. There is some evidence in the literature that moods are related to overall job satisfaction. Positive and negative emotions were also found to be significantly related to overall job satisfaction Frequency of experiencing net positive emotion will be a better predictor of overall job satisfaction than will intensity of positive emotion when it is experienced. Emotion work (or emotion management) refers to various efforts to manage emotional states and displays. Emotion management includes all of the conscious and unconscious efforts to increase, maintain, or decrease one or more components of an emotion. Although early studies of the consequences of emotional work emphasized its harmful effects on workers, studies of workers in a variety of occupations suggest that the consequences of emotional work are not uniformly negative. It was found that suppression of unpleasant emotions decreases job satisfaction and the amplification of pleasant emotions increases job satisfaction. The understanding of how emotion regulation relates to job satisfaction concerns two models: 1. Emotional dissonance Emotional dissonance is a state of discrepancy between public displays of emotions and internal experiences of emotions that often follows the process of emotion regulation. 35

Emotional dissonance is associated with high emotional exhaustion, low organizational commitment, and low job satisfaction. 2. Social interaction model. Taking the social interaction perspective, workers emotion regulation might beget responses from others during interpersonal encounters that subsequently impact their own job satisfaction. For example: The accumulation of favorable responses to displays of pleasant emotions might positively affect job satisfaction. performance of emotional labor that produces desired outcomes could increase job satisfaction. == Relationships and practical implications == Job Satisfaction can be an important indicator of how employees feel about their jobs and a predictor of work behaviors such as organizational citizenship, absenteeism and turnover Further, job satisfaction can partially mediate the relationship of personality variables and deviant work behaviors. One common research finding is that job satisfaction is correlated with life satisfaction. This correlation is reciprocal, meaning people who are satisfied with life tend to be satisfied with their job and people who are satisfied with their job tend to be satisfied with life. However, some research has found that job satisfaction is not significantly related to life satisfaction when other variables such as nonwork satisfaction and core self-evaluations are taken into account. An important finding for organizations to note is that job satisfaction has a rather tenuous correlation to productivity on the job. This is a vital piece of information to researchers and businesses, as the idea that satisfaction and job performance are directly related to one another is often cited in the media and in some non-academic management literature. A recent meta-analysis found an average uncorrected correlation between job satisfaction and productivity to be r = 0.18; the average true correlation, corrected for research artifacts and unreliability, was r = 0.30. Further, the meta-analysis found that the relationship between satisfaction and performance can be moderated by job complexity, such that for high-complexity jobs the correlation between satisfaction and performance is higher ( = 0.52) than for jobs of low to moderate complexity ( = 0.29). Job Satisfaction also has high relationship with intention to quit. It is found in much research that Job Satisfaction can lead to Intention to Stay / Quit in an organization (Kim et al., 1996). Recent research has also shown that Intention to Quit can have effect like poor performance orientation, organizational deviance, and poor organizational citizenship behaviors. In short, the relationship of satisfaction to productivity is not necessarily straightforward and can be influenced by a number of other work-related constructs, and the notion that "a happy worker is a productive worker" should not be the foundation of organizational decision-making. With regard to job performance, employee personality may be more important than job satisfaction. The link between job satisfaction and performance is thought to be a spurious relationship instead, both satisfaction and performance are the result of personality.

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TYPES OF VARIABLES RELATED TO JOB SATISFACTION

The industrial revolution has been a revolution not only in technological but also in human relation. As technology grew more and more complex people have become more and more dependent on one another and the problem of working together become more troublesome. Further, the industrial revolution has brought major changes in what it means to be an employee. In this connection we can easily predict that an internal personality ultimately determines job satisfaction. The extroverts are less satisfied in comparison to that of the introvert workers . here we also see the influence of aspiration and its relationship with personality. Personality has many distribution and each has its one relationship with job satisfaction level. (A) PERSONAL VARIABLES:The factors responsible for job satisfaction level may be as follows, these factors differ person to person since, no two person are alike in nature as well as personality :1. EDUCATION:- According to some studies conducted in india context, it has shows that there is a tendency for more educated are less satisfied to that of less educated . the trend possibly reflects the generally prevailing situation in Indian organization where no company advancement or reward policies in relation to educational exists. 2. LENGTH OF SERVICE:- Job satisfaction has direct relationship with the length of service. The person either lower service experience are comparatively less satisfied in relation to those who have more experience. Virtually moral of the employees is determined by their experience level. It has been observed that more experience invited more belongingness and determined job satisfaction. 3. INTELLIGENCE :- it has appeared from various studies conducted in U.K and USA the relation of intelligence to job satisfaction depends on the range of intelligence and the Challenge of the job. The studies show that the intelligent employees have some what poorer work attitude.

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(A) JOB RELATED FACTORS:-

Under the ambit of this category, there are many things related to work and employment condition have been considered as determinant of Job satisfaction from impersonal angels. The factors come under this heading are as follows:TYPE OF WORK:- Industrial psychologist have considered it as the most important factor inherent in job. Various studies have shown that variety in the job causes greater Job satisfaction and routine work studies have shown a majority of factory workers to be dissatisfied. SKILL REQUIRED:-The study of sinha and nair among the industrial workers has shown that skilled workers, since, skilled workers require less supervision hence it develops a sence of confidence in him and obviously gives him the desired satisfaction of capability. OCCUPATIONAL STATUS:-It is usually found to arrange themselves in hierarchy as present there relation, status, prestige or value in particular society. Occupational status and job satisfaction are related to each other. From the studies it reveals that universally the socially recognized job provides more satisfaction to the workers then the unrecognized job. SIZE OF THE PLANT :-Satisfaction among the employees largely depends upon the shape and size of the plant. The plants having big size, employing thousands of employees with maximum updated employments attract more recognized from the society as well as from the job seekers and these aspects deeply reflects the satisfaction level of employees employed in such plants.

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VARIABLES CONTROLLED BY MANAGEMENT :Under the category the following variables can be pointed out as the determinents of job satisfaction and they easily can be controlled by the managers if they really want a well satisfied workforce for there organization SALARY:- The importance of salary as a factor in job satisfaction has been greatly overemphasized by the management. Many companies felt that pay rise was a cure of all which would make every one happy in the plant. The the relative importance of pay would probably change with the labour force with economic conditions and with the employees benefit above the job satisfaction. The worker having expected salary will be more satisfied with his job than the worker having salary less his expectation as well as the capability because at first glance people work for money and desirous for better economic conditions. SECURITY:- security of is less importance to better educated person perhaps because the highly educated are justifiable more confidant of being able to find other job, if necessary the important of security varies with the marital status and number of dependents. It seems logical that a man who have others depending on him for support would feel the need for security more strongly than would a single man. FRINGE BENEFIT:- benefits have been emphasized by both management and union as somethings employees want, like pay.benifits have generally been misunderstood, perhaps one reason is that some benefits are substitute for security, sick pay and insurance are some examples. Another possible reason is that is would be difficult for employee to strike for more opportunity for advancement for good working condition. These factors should properly take care by the management for better results in the form of harmonious industrial relations and high productivity. Apart from the above variables, some other factors also have to be consider which can be practiced for full utilization of human resources. These factors are. Work itself Achievement Recognition Responsibility Advancement Company and administrative policies Supervision Interpersonal relationship

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BENIEFITS OF STUDYING JOB SATISFACTION:Job satisfaction survey can produce positive, neutral or negative result. If properly planned and administered, they will usually produce a number of important benefits, such as the following:-

1.GENERAL JOB SATISFACTION:-One benefit of survey is that it gives management an indication of general level of satisfaction in the company. It also indicate a specific area of satisfaction or dissatisfaction in particular groups of employees. In other words, a survey tells what the employees feel about their jobs, which department is particularly affected, benefits provided by the management etc. the survey is the powerful diagnostic instrument for assessing employees problem. 2.COMMUNICATION:-As oter benefit is the valuable communication which is brought by the job satisfaction survey. Communication flows in all direction to people plan the survey, take it and discuss its results. 3.IMPROVED ATTITUDE:- One benefit, often unexpected , is improved attitude, for some, survey is a safety value, an emotional release, a change to get things off their charts. For some, a survey is a tangible expression of managements interest in employees welfare, which gives employees a reason to feel better towards the management. 4.TRAINING NEEDS:-Job satisfaction survey is an useful way to determine certain training needs. Usually employees are given a an opportunity to report how well they feel supervisors performance for certain job, such as delegating work and giving adequate job satisfactions. If management find any sort of lackness in the training aspect of employees it can further move to compensate it by providing them the proper required training.

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5.UNION BENEFITS:-Surveys may also bring benefits to unions. The job satisfaction survey is one way to find out what actually employee want from the union side and in what direction the present union is working. Does union actually providing fulfilling the needs of the employees.

6.PLANNING AND MONETARING CHANGES:- Alert managers are aware of the need to assess employee reaction to major changes in the policies and programmes of the company. Advance surveys are useful for identifying problems that may arise comparing the several alternatives and encouraging managers to modify their original plan. Follow up surveys allow management to evaluate the actual response to a change and study its success and failure.

EFFECTS OF JOB SATISFACTION:Today industrialization is playing an important role in development of any nation and any industry can not be developed unless or until their employees are satisfied because employees key resource of there working condition it may lead to further problems for the management in the form of strikes or inharmonious industrial relations and this very circumstances any industry as well the country can improve/develop.

(a) EFFECTS OF JOB SATISFACTION ON PRODUCTIVITY Satisfaction of employees affect deeply the productivity of the industry. Here one question arises that how the satisfaction level is associated with the productivity? Although the employees are conscious high production but unfortunately the lack of any sort of instrument required for the production or managerial deficiency makes the helpless which further leads to dissatisfaction as a result of which the production rate decreases. (b) EFFECTS OF JOB SATISFACTION ON EFFICIENCY Effect denotes the capacity of an employee to do more and better work and in a given time. It is quite natural that one who is satisfied, will work more efficiently. An efficient employee does not require much supervision which create a sense of confidence in him and makes him satisfied and he does not makes waste of materials and machinery and he does his work more intelligently as well as efficiently.

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 EFFECTS OF JOB SATISFACTION ON MORALE:Job satisfaction is the result of various attitude possessed by an employee, whereas industrial morale is composite expression of the attitude of the various individuals employed by the company. Naturally the morale of the employees will be high who are satisfied with there job whose morale will be high naturally the production will go onward. (d) EFFECTS OF JOB SATISFACTION ON RELATIONS:The main function of industrial relation is to maintain a harmonious relation between the worker and the management. If workers of any industry are satisfied with their jobs naturally there will be prevail better industrial relation. (e) EFFECTS OF JOB SATISFACTION ON ABSENTEEISM:Human psychology says that if any person fears of dissatisfied of anything, he began to avoid that event, likewise if any person is dissatisfied with his job the absenteeism could be regular feature of his job or work-life and it will further decrease productivity. So it is necessary for management to make their employees satisfied with their work so that rate of absenteeism could be reduced up to desired level. (f) EFFECTS OF JOB SATISFACTION ON ACCIDENTS:It is well known fact that accident or any mishap occurs if the job is done with required concentration. If employees are dissatisfied with their job certainly they will not take interest in their work it may lead to the accident on the work place and such type of occurrence compels the organization to suffer financially. THEREBEBORE IT IS CLEARLY EVIDENT THAT JOB SATISFACTION OF THE EMPLOYEES OF ANY ORGANISATION IS THE INHERENT PART OF THE MANAGEMENT, SO AS TO IMPROVE THE ORGANIZATIONAL EFFECTIVENESS

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Findings and Analysis

The present study is conducted to know the satisfaction level of the employees of NHPC Ltd,Teesta(Stage v) Sikkim regarding there job. The study is completely based on attitudes/option of the employees of NHPC Ltd,Teesta(Stage v) Sikkim for the purpose of collecting data against the view of human resource . The has prepared a set of Questionnaire having 20 questions & a single subjective in the form of suggestions given by the samples The finding is divided into two parts 1) Personal information 2) Questions With the first part of the questionnaire the efforts has been made for gathering personal information about the samples, which includes category, pay scales,age,group,place of posting & total length of service while the second part , the data sample opinion has collected with each set of questions of questionnaire the alternative (4) has given & samples were ask to response against any option with his/her own choice For the purpose of gathering information 120 copies of questionnaire were prepared for 700 employees . on the basis of which the researcher has tried to analyze the satisfaction level of all the employees of NHPC Ltd,Teesta(Stage v) Sikkim. During the study it has been tried to distribute the questionnaire among the entire department including power house. Due to the cooperative attitude of the employees the questionnaire were collected easily. After collection of data all the values/response according to there statement were arranged in tabular & percentile form .on the basis of which the researcher has tried to depict all the data in the form of pie- chart, keeping in view the comfortably aspect of analysis and then the data are interpreted in the paragraph too. Through the attitude survey method the researcher has come to know about some factors responsible for job satisfaction & dissatisfaction, and on that basis of which he has tried to 45

give some suggestions to the management of NHPC which are if implemented properly, the researcher is quite sure that the satisfaction level of employees will improve much more.

EMPLOYEE SATISFACTION SURVEY QUESTIONNAIRE

I POOJA student in Inderprastha Engineering College, Ghaziabad of MBA and in NHPC I am on my internship I need your help for my project report for which I am doing a survey on the topic Employees satisfaction level Please take a few minutes to complete this survey. You are the person who can give us fair guidance without any bias. Based on your personal experience in this organization, please fill this form to help building the organization much better & professional. Share your views by putting a mark in the boxes against each question. To maintain confidentiality, please dont mention your name / Employee Code anywhere in this form. A Strongly Agree Sl. No. 1. 2. 3. 4. 5. 6. B Agree C Disagree Particulars The management believes that human resources are an extremely important resource and that they have to be treated humanely. Management communicates its goals & strategies effectively to its employees. The psychological climate in this organization is very conducive to any employee interested in developing himself by acquiring new knowledge & skills. Personnel Policies in this organization facilitates employee development Good salary package of the employees in the organization Employees feel free to voice their opinions freely. 46 D Strongly Disagree A B C D

7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20.

Senior Management shows genuine interest in the well-being of employees. Environment of my workplace is safe, clean, healthy& hygienic My current job has proper use of my skills & abilities. Performance appraisal reports in our organization are based on objective assessment and adequate information. Management ensures employee welfare to such an extent that the employees can save a lot of their mental energy for work purposes. I feel that the amount of work I am expected to do is reasonable. Proper work aids / facilities are provided to me. Management has provided a clear path for advancement / career growth. There are mechanisms to reward / appreciate any good work done or any contribution made by the employees. Company has clean criteria for giving reward. I think I am paid fairly compared to people in the industry who hold similar jobs. Over all benefit program is competitive within the industry. Promotion decisions are based on the suitability of the promotee rather than on favoritism. We have good Training & Development infrastructure and facilities.

Overall Satisfaction Level: Considering all above questions, my overall satisfaction level with is? Highly Satisfied Satisfied Dissatisfied

Your department _________________________________________________

Years of experience in this Company (Mark as appropriate)

0-5 Years 5-10 Years 10-15 Years Above 15 Years

Any suggestion you would like to share:-

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Thank you for your valuable inputs.

Data Interpretation
1 The management believes that human resources are an extremely important resource and that they have to be treated humanely.

Alternatives No response Percentage of response

(a) 40 33.33%

(b) 67 55.84%

13 10.83%

(d) Nil 0

Total 120 100%

(a) Strongly agree (b) agree (c) disagree (d) strongly disagree

According to the past experience all the respondents responded on particular question which shows there satisfaction level towards the company that is:- 33.33% people are strongly agree, 55.84% people are agree , 10.83% people are disagree & no one is strongly disagree with the question asked to them and mostly people are agree means they are satisfied

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2.Management communicates its goals & strategies effectively to its employees.

Alternatives No response Percentage of response

(a) 34 28.33%

(b) 72 60%

12 10%

(d) 2 1.67%

Total 120 100%

(a) Strongly agree (b) agree (c) disagree (d) strongly disagree

Regarding the communication system existing in the company the opinion of the employees are well satisfactory as 60% response have made in favor of agree, 1.67% response are against this response shows that people are satisfied with the communication system of NHPC Ltd Teesta (Stage-v) Sikkim.

3.The psychological climate in this organization is very conducive to any employee interested in developing himself by acquiring new knowledge & skills.

Alternatives

(a)

(b)

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(d)

Total

No response Percentage of response

30 25%

70 58.33%

16 13.33%

4 3.34%

120 100%

Strongly agree (b) agree (c) disagree (d) strongly disagree

As far as the scope provided by the company to its employees for their individual growth and development is concerned , the satisfaction level of employees are quite high as agree & strongly agree (58.33% & 25%) are much higher then disagree and strongly disagree (13.33% & 3.34%)

4.Personnel Policies in this organization facilitates employee development

Alternatives No response Percentage of response

(a) 30 25%

(b) 80 66.67%

9 7.5%

(d) 1 .83%

Total 120 100%

Strongly agree (b) agree (c) disagree (d) strongly disagree

The opinion regarding Personnel Policies in this organization facilitates employee development of respondents is 25% people are strongly agree, 66.67% people are
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agree 7.5% people are disagree and 0.83% people are strongly disagree with policies of NHPC Ltd Teesta (Stage-v) Sikkim.

5.Good salary package of the employees in the organization

Alternatives No response Percentage of response (a) 80 66.67% (b) 30 25% 10 8.33% (d) 0 0% Total 120 100%

Strongly agree (b) agree (c) disagree (d) strongly disagree

Since salary is the prime motivator and after going through the data obtained for the salary package aspect of the organization we can easily say that the employees of NHPC Ltd Teesta (Stage-v) Sikkim. Are satisfied with it, since strongly agree and agree responses has come only 8.33% people are disagree and no one is strongly disagree with the salary package of organization.

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6.Employees feel free to voice their opinions freely.

Alternatives No response Percentage of response

(a) 34 28.33%

(b) 72 60%

12 10%

(d) 2 1.67%

Total 120 100%

Strongly agree (b) agree (c) disagree (d) strongly disagree

The opinion regarding Employees feel free to voice their opinions freely. of respondents is 28.33% people are strongly agree, 60% people are agree 10% people are disagree and 1.67% people are strongly disagree with NHPC Ltd Teesta (Stagev) Sikkim.

7.Senior Management shows genuine interest in the well-being of employees.

Alternatives No response

(a) 18

(b) 90

8 52

(d) 4

Total 120

Percentage of response

15%

75%

6.67%

3.33%

100%

Strongly agree (b) agree (c) disagree (d) strongly disagree

According to the past experience all the respondents responded on particular question which shows there satisfaction level towards the company that is:- 15% people are strongly agree, 75% people are agree , 6.67% people are disagree & 3.33% people are strongly disagree with the question asked to them and mostly people are agree means they are satisfied with NHPC Ltd Teesta (Stage-v) Sikkim.

8. Environment of my workplace is safe, clean, healthy& hygienic

Alternatives No response Percentage of response

(a) 50 41.67%

(b) 60 50%

10 8.33%

(d) 0 0%

Total 120 100%

Strongly agree (b) agree (c) disagree (d) strongly disagree

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The opinion regarding Environment of my workplace is safe, clean, healthy& hygienic of respondents is 25% people are strongly agree, 66.67% people are agree 7.5% people are disagree and 0.83% people are strongly disagree with environment of NHPC Ltd Teesta (Stage-v) Sikkim.

9. My current job has proper use of my skills & abilities.

Alternatives No response Percentage of response

(a) 56 46.67%

(b) 56 46.66%

8 6.67%

(d) 0 0%

Total 120 100%

Strongly agree (b) agree (c) disagree (d) strongly disagree

For any organization skills and abilities of the employees and there proper utilization is prime importance for the employees to improve the organizational effectiveness. In this organization the employees are very satisfied with the organization as 46.67% people are strongly agree with this and only 6.67% people are disagree, 46.67% people said they are agree with the reward system of the organization and 46.66% people are agree with this.

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10. Performance appraisal reports in our organization are based on objective assessment and adequate information.

Alternatives No response Percentage of response

(a) 72 60%

(b) 40 33.33%

8 6.67%

(d) 0 0%

Total 120 100%

Strongly agree (b) agree (c) disagree (d) strongly disagree

Performance appraisal system is the techniques used for assessing the overall performance of an employee when he/she at work and this sort of assessment techniques are generally used for promoting or demoting an employee. In this connection or we can say regarding this system prevailing in NHPC Ltd, the strongly agree and agree opinion as 60% and 33.33%

11.Management ensures employee welfare to such an extent that the employees can save a lot of their mental energy for work purposes.

Alternatives No response

(a) 16

(b) 72

24

(d) 8

Total 120

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Percentage of response

13.33%

60%

20%

6.67%

100%

Strongly agree (b) agree (c) disagree (d) strongly disagree

The opinion regarding Management ensures employee welfare to such an extent that the
employees can save a lot of their mental energy for work purposes.. of respondents is

13..33% people are strongly agree, 60% people are agree 20% people are disagree and 6.67% people are strongly disagree with NHPC Ltd Teesta (Stage-v) Sikkim.

12. I feel that the amount of work I am expected to do is reasonable.

Alternatives No response Percentage of response

(a) 48 40%

(b) 64 53.33%

8 13.33%

(d) 0 0%

Total 120 100%

Strongly agree (b) agree (c) disagree (d) strongly disagree

After going through the available data we can easily evaluate that the employees of NHPC Ltd are satisfied with the job responsibility / assignment given to them. The data is showing 40% people are strongly agree 53.33% people are agree, 13.33% people are disagree and no
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one is strongly disagree With the question I feel that the amount of work I am expected to do is reasonable.

13. Proper work aids / facilities are provided to me.

Alternatives No response Percentage of response

(a) 24 20%

(b) 80 66.67%

12 10%

(d) 4 3.33%

Total 120 100%

Strongly agree (b) agree (c) disagree (d) strongly disagree

According to the response of the respondents it can be easily said that people have got proper work aids Facilities at the office time the data shows that 205% people are strongly agree 66.67% people are strongly agree, 10% people are disagree and 3.33% people are strongly disagree.

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14. Management has provided a clear path for advancement / career growth.

Alternatives No response Percentage of response

(a) 34 28.33%

(b) 50 41.67%

28 23.33%

(d) 8 6.67%

Total 120 100%

Strongly agree (b) agree (c) disagree (d) strongly disagree

As far as the career growth in the organization is concerned the employees feel satisfied with it as satisfied opinion 28.33 are highly satisfied, 41.67% are satisfied and only 6.67% people are highly dissatisfied with the organization which means according to them they feel there is a good career growth opportunities available to them .

15. There are mechanisms to reward / appreciate any good work done or any contribution made by the employees.

Alternatives

(a)

(b)

(d)

Total

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No response Percentage of response

16 13.33%

56 46.67%

48 40%

0 0%

120 100%

Strongly agree (b) agree (c) disagree (d) strongly disagree

For any organization reward is prime motivator for the employees to improve the organizational effectiveness. In this organization the employees are very dissatisfied with the reward system of the organization as 49% people are disagree with this and only 13.33% people are strongly agree but still 46.67% people said they are agree with the reward system of the organization.

16. Company has clean criteria for giving reward.

Alternatives No response Percentage of response

(a) 16 13.33%

(b) 64 53.33%

33 27.5%

(d) 7 5.84%

Total 120 100%

Strongly agree (b) agree (c) disagree (d) strongly disagree

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Regarding the Reward system existing in the company the opinion of the employees are well satisfactory as 53.33% response have made in favor of agree, 5.84% response are against this response shows that people are satisfied with the Reward system of NHPC Ltd
Teesta (Stage-v) Sikkim.

17. I think I am paid fairly compared to people in the industry who hold similar jobs.

Alternatives No response Percentage of response

(a) 42 35%

(b) 61 50.83%

14 11.67%

(d) 3 2.5%

Total 120 100%

Strongly agree (b) agree (c) disagree (d) strongly disagree

The opinion regarding I think I am paid fairly compared to people in the industry who hold
similar jobs. of respondents is 42% people are strongly agree, 50.83% people are agree

11.67% people are disagree and 2.5% people are strongly disagree with environment of NHPC Ltd Teesta (Stage-v) Sikkim.
.

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18. Over all benefit program is competitive within the industry.

Alternatives No response Percentage of response

(a) 40 33.33%

(b) 48 40%

16 13.33%

(d) 8 6.67%

Total 120 100%

Strongly agree (b) agree (c) disagree (d) strongly disagree

Benefit packages in the form of accident relief/ death benefit and etc, the samples have rated 33.335 people are highly satisfied, 40% people are satisfied, 13.33% people are disagree and 6.67% people are strongly disagree so it can be said that satisfaction level of the employees of NHPC Ltd regarding this aspect is average.

19. Promotion decisions are based on the suitability of the promotee rather than on favoritism.

Alternatives

(a)

(b)

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(d)

Total

No response Percentage of response

32 26.67%

64 53.33%

16 13.33%

8 6.67%

120 100%

Strongly agree (b) agree (c) disagree (d) strongly disagree

Since promotion is also the prime motivator and after going through the data obtained for the salary package aspect of the organization we can easily say that the employees of NHPC Ltd Teesta (Stage-v) Sikkim. Are satisfied with it, since strongly agree and agree responses has come only 13.33% people are disagree and 6.67% people are strongly disagree with the promotion policy of the organization.

20. We have good Training & Development infrastructure and facilities.

Alternatives No response Percentage of response

(a) 40 33.33%

(b) 68 56.67%

8 6.67%

(d) 4 3.33%

Total 120 100%

Strongly agree (b) agree (c) disagree (d) strongly disagree

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As far as training provided to the employees of NHPC Ltd Teesta (Stage-v) Sikkim. Is concerned, the data obtained is showing the satisfaction level of employees is low as responses for strongly agree are 33.33%,agree 56.67%, disagree are 6.67% and 3.33% are strongly disagree.

Overall satisfaction level of the employees of NHPC Ltd,Teesta (Stage V) H.E Project, Sikkim Sl.No.
1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. Strongly Agree Disagree agree The management believes that human resources are 33.33% 55.84% 10.83% an extremely important resource and that they have to be treated humanely. Management communicates its goals & strategies 28.33% 60% 10% effectively to its employees. The psychological climate in this organization is very 25% 58.33% 13.33% conducive to any employee interested in developing himself by acquiring new knowledge & skills. Personnel Policies in this organization facilitates 25% 66.67% 7.5% employee development Good salary package of the employees in the 66.67% 25% 8.33% organization

Particulars

Strongly disagree 0 1.67% 3.34% .83% 0% 1.67% 3.33% 0% 0% 0% 6.67% 0%

Employees feel free to voice their opinions freely.

28.33%

60% 75% 50% 46.66% 33.33% 60% 53.33%

10% 6.67% 8.33% 6.67% 6.67% 20% 13.33%

Senior Management shows genuine interest in the 15% well-being of employees. Environment of my workplace is safe, clean, 41.67% healthy& hygienic My current job has proper use of my skills & abilities. 46.67% Performance appraisal reports in our organization are 60% based on objective assessment and adequate information. Management ensures employee welfare to such an 13.33% extent that the employees can save a lot of their mental energy for work purposes. I feel that the amount of work I am expected to do is 40% reasonable. 63

13. 14. 15. 16. 17. 18. 19. 20.

Proper work aids / facilities are provided to me. Management has provided a clear path for advancement / career growth. There are mechanisms to reward / appreciate any good work done or any contribution made by the employees. Company has clean criteria for giving reward. I think I am paid fairly compared to people in the industry who hold similar jobs. Over all benefit program is competitive within the industry. Promotion decisions are based on the suitability of the promotee rather than on favoritism. We have good Training & Development infrastructure and facilities.

20% 28.33% 13.33% 13.33% 35% 33.33% 26.67% 33.33%

66.67% 41.67% 46.67% 53.33% 50.83% 40% 53.33% 56.67%

10% 23.33% 40% 27.5% 11.67% 13.33% 13.33% 6.67%

3.33% 6.67% 0% 5.84% 2.5% 6.67% 6.67% 3.33%

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Suggestion
Various suggestions have been collected on the basis of data collected through the questionnaire From secondary data & by the researcher himself by informal communication with the employees and by self observation that the following suggestions/recommendation must be taken into consideration by the management of NHPC Ltd for the improvement in the employees satisfaction level of NHPC(Teesta stage-v)Sikkim employees. this will directly give benefit to the organization in increasing the productivity & to hold the good human resource with the organization

1) Promotion policy should be based on performance 2) There is a need of improvement in training system, a proper program for training should be implemented. 3) Workplace of the employees should meet the current requirements of the employees. 4) Redressal of grievance system should me improved.

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5) Weakness of every employee should be personally communicated by there seniors time to time. 6) Management should define clear objectives for the assigned duties i.e. MBO (Management by objectives) should be implemented. 7) In the main door of every department there should be a board hanged showing which department it is. 8) There should be name plate on every executives desk.

9) The supervisors should hold more number of meetings/ get-together towards inculcating the team spirit and sense of belonging amongst employees. 10) Every employee should be placed on its right position according to his skill and ability 11) There is a need of more welfare facilities 12) The new performance appraisal system should be adopted to get more reliable result regarding employees (for eg- 360 degree appraisal) 13) There should be a medical store in the colony. 14) Management should recognize the good work done by an individual& that should be accompanied by suitable incentives 15) There should be clear criteria for giving reward to employees. 16) Job security should be created among the employees. This will encourage employee retention, thus preventing labour turnover.

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As evidenced by this study, several factors influence employees job satisfaction, and these factors are dynamic.
Job dissatisfaction can contribute to multiple organizational problems and has been associated with increased levels of turnover and absenteeism, which ultimately cost the organization in terms of low performance and decreased productivity. It is important for HR, as a strategic business partner, to be aware of not only the needs and composition of the workforce but also environmental factors and trends. One point of interest is how the external environment drives satisfaction. The items that most directly affect employees in the here and now, such as job security or benefits, are paramount over such Longer-term initiatives such as a green workplace or even commitment to corporate social responsibility, HR has to be mindful of what is going on in the external environmentwhether in the economy, political landscape or domestic or international orientation.

Employees named opportunities to use their skills and abilities as one of the top five factors influencing Job satisfaction. If organizations are not aware of the skill sets of their employees or fail to utilize them, they may risk losing some of the most talented and valuable employees when the economy improves

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The topic EMPLOYEES SATISFACTION LEVEL of the employees of NHPC Ltd, Teesta (Stage V) ,Sikkim project is quite vast time taking and completely and intangible kind of survey based on the attitude /opinions of the samples, it is found that four week period of training to study about its levels and effects / impact in the NHPC Ltd, is not sufficient, still I have tried my best to collect data and other required information mainly from(p&a) department for preparing my report. I also contacted various departments and library as well as dam sites and power house sites for knowing more and more about the existing state of affairs of NHPC Ltd, Teesta (Stage V), and Sikkim project. During my attitude survey, I contacted several employees including executives, supervisors and workmen and collected their responses against my curiosity.

From the collected data I must say that the SATISFACTION LEVEL of the employees of NHPC Ltd, Teesta (Stage V), Sikkim project is quite SATISFACTORY. But with informal discussions and interviews with the employees, the researcher finds some loop holes also.

So for covering that loop holes, I have recommended some suggestions to the organization and it is also sure that if the management will follows the suggestion given by the researcher, SATISFACTION LEVEL of the employees of NHPC Ltd, Teesta (Stage V), Sikkim project will definitely improve and it can boost the morale of the employees, so as to increase the overall effectiveness of the organization.

I must say that the employees of NHPC Ltd, Teesta (Stage V), and Sikkim project have remained very co-operative and helping nature during my whole study period without which it was impossible for me to complete the project report within the stipulated period.

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WEBSITES
http://www.nhpc.com www.hr-guide.com www.humanlinks.com http://www.hrguru.com

BOOKS
Human Resource Management by Aswathappa Human Resource Management: Theory and Practice By John Bratton, Jeffrey Gold The HR Answer Book: An Indispensable Guide for Managers and Human Resources Professionals By Shawn A. Smith and Rebecca A. Mazin The Brave New World of e HR: Human Resources in the Digital Age by Hal Gueutal, Dianna L. Stone and Eduardo Salas.

MAGAZINES:
BUSINESS TODAY- pick and choose

OTHER
Annual report of NHPC Personal manual of NHPC Employees handbook 71

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