Enrollment No: Name: Area of Specialisation: Title of the Project: Statement of the problem:

1024100010 BIJAYINI NAYAK Human Resource Competency Mapping of Employees A Roadway to Make NTPC a World Class Organisation The ongoing structural ramifications because of diversification into various business fields (Coal mining, power plant equipment manufacturing, power distribution & power trading, etc.) associated with steep challenges from emerging private players has reckoned the existing management to rethink its strategies for increasing employees productivity in NTPC Ltd. We not only need to focus on our core competency but also need to induce sufficient agility in our working culture to sweep across the tides of seachanges in tariff regime of competitive bidding and the policy reforms. Thus, Competency Mapping has become indispensable to enhance employee productivity to transform ourself into a World Class Organisation.

TOPIC- Evaluation & Comments from Faculty CORRECT Objectives of the study: To assess the current performance of employees & stream line their potential along organisational goal. To assess the gap between productivity of an employee and the compensation and address the same through performance related pay. To increase the effectiveness of training and professional development programs by linking them to behavioral standards of excellence and requirement of workplace. To introduce a Continuous Improvement Review System in order to enhance employees efficiency. To establish a performance excellence model for a systematic approach to professional development, improved job satisfaction, and better employee retention. To provide common, organisation-wide standards for career levels that enable employees to move across boundaries.

OBJECTIVE- Evaluation & Comments from Faculty Write objectives in bulleted points, it should be focused. Your objectives should be quantifiable, begin your objectives with words like to evaluate or to estimate. to identify etc. Avoid words like to study, to read, to review, to understand, to know.

Methodology:

Primary Data METHODOLOGY- Evaluation & Comments from Faculty Please read some book or on internet to understand univariate, bivariate and multivariate statistics. You are supposed to use these statistics.

Explanation of the Method:

The sample space for primary survey comprises of executives of TSTPS. A random, non-probabilistic sampling methodology will be followed. The survey consists of close and open-ended questions. Minimum sample size is determined by using normal distribution chart by assuming a 90% degree of confidence & acceptable error of 0.1 (10%). The participants have a basic qualification of bachelor degree of various disciples, with adequate exposure to practices of power plant. The close end questions are based on Likert scale modeling. The clinical methodology consists of three phases: i) A pilot study of TSTPS/NTPC Ltd. through a primary survey ii) Study of secondary data sources iii) Interview of senior executives and study of the other projects Employees competencies will be mapped based on their functional expertise, efficiency, ability to influence, innovation, team-sprit, self development, analytical thinking, motivation, leadership & managerial ability, technical competence. NTPC Ltd. Established in 1975 by Govt. of India, as a central power generating company, NTPC has grown to become a house-hold name. Because of the stupendous growth in the past 38 years along with the robust performance, NTPC has acquired the status of Maharatna among the PSUs. Presently, it is the 6th largest power generating company in the world and the biggest in India. With a vision of becoming A World Class Integrated Power Major, NTPC has diversified into coal mining, hydro & solar power & power equipment manufacturing. It has received several accolades for its HR practices and has been consistently named among top 10 best places to work in India, since 2008.

Company Name: Company Profile:

Questionnaire (10 to 15 questions) 1. Ample number of workshop is conducted to instill organizational core competence among the new joinees. 2. The present mentor-mentee process helps in developing cultural ingredients of the organization. 3. Present form of Development Centre/Capsule course /advanced management course, etc., are sufficient in leadership development process for future. 4. NTPC management introduces satisfactory job rotation to instill versatility among its employees.

5. Your work/ assignments are has been allocated keeping in sprit your competencies. 6. NTPC management makes conscious efforts on employee retention (like the analysis of reasons for separation of employees) to maintain its core competency. 7. The profiling of NTPCs business risks (into high moderate and low) are done and communicated to all. 8. Critical positions (AGM and above) are done based on systematic identification of competencies. 9. Exceptional performers at various levels are adequately rewarded. 10. Performance does not make much difference to the career growth progresses of employees at various levels. 11. A well laid out process for developing people for leadership roles in NTPC is being implemented. 12. Our HR policy adequately addresses the issues of growth and development of individual employees. 13. Post Qualification courses (such as M.Tech., MBA) of an employee has enabled the organization to get enrich output. 14. Training imparted is need based based on competency required for a given job profile. 15. Knowledge sharing means are adequate at your workplace. Number of respondents: Area of study: Method you will use to classify data: 100 TSTPS (Kaniha)/NTPC Ltd. The following methods will be used in combination for competency mapping: Interviews, Group work, Questionnaire, Use of Job descriptions, Performance Appraisal Formats etc. Using this, employees competencies will be measured based on the Technical, Managerial, Human and Conceptual Competence. Statistical tools such as mean, variance and correlation coefficients will be used for analysis. The secondary research is based on finding on Performance management practices by US based Development Dimensions International (DDI) and The Society for Human Resource Management (SHRM) published in the article Performance management: Whats hot-Whats not (Bernthal, 1996). Besides, the Behavior Event Interviewing (BEI) method suggested by David McClelland and his associate Berlew of McBer Consulting Firm, will be followed.

Method you will use to present data:

QUESTIONNAIRE- Evaluation & Comments from Faculty Generate around 25 statements for your questionnaire. Reflect which of the questions asked are for which of the objectives. References: 1. Sanghi, S.(2004), The Handbook of Competency Mapping, Sage Publications. 2. Saiyadain, M.S.(2003), Human Resources Management, Tata McGraw Hill. 3. Armstrong, M (1996); The Job Evaluation Handbook, Institute of Personnel and

Development, London 4. Hartle, F (1995); How to Re-engineer Your Performance Appraisal Process, Little Brown Publisher 5. Huber & Fuller (1996); International Encyclopedia of Business and Management, IPM, London 6. Torrington, D and Hall, L (1998); Human Resources Management, Prentice Hall, London. 7. Underwood, Jim (2002); Whats Your Corporate IQ, Dearborn Trade Publishing, New York 8. http://www.mercerhr.com Chapterization Scheme: 1. Introduction 2. Literature Review 3. Research Methodology 4. Comparative Analysis of HR strategies: NTPC vs Global Power Utilities 5. Findings and Recommendations 6. Action Plan for a Continuous Improvement Review System 7. Conclusion and Limitations of Study 8. Bibliography CHAPTERIZATION- Evaluation & Comments from Faculty Refer to the http://sis.imtcdl.ac.in/sis/downloads/projectguidelines_hr.pdf link to understand the chapterisation scheme and weightage of every chapter. Profile of Project Guide Name: Age: Educational Qualification: Years of Experience: Current organisation: Current designation: Brief profile: Address: House No:. Street: City: State: Phone Number (Residence): Phone Number (Office): Mobile: Email: Saroj Kumar 37 PGDPM, XISS, Ranchi 14 NTPC Ltd. Senior Manager

Qr.No.-C-248 PERMANENT TOWNSHIP,NTPC TSTPS Deepsikha,PIN-759147 Orissa 06760244341 06760247203 9437044341 sarojrajni@gmail.com

PROJECT GUIDE- Evaluation & Comments

from Faculty CORRECT

FINAL COMMENTS FROM FACULTY Approved with Modification Bring all original questionnaires and the master sheet used to do data analysis in the hard bound for at the time of Viva.

FACULTy details Faculty Name: Nidhi Mathur Email: nidhimathur@imtcdl.ac.in