JOB ANALYSIS OF HUMAN RESOURCES DEPT.

,
WITH REFERENCE TO
N T P C Ltd.,
RAMAGUNDAM
A PROJECT REPORT
Submitted in partial fulfillment of the
Requirements for the award of the Degree of
MASTER OF BUSINESS ADMINISTRATION
B
B!S"RA JABEE#
$"%T%#O&'("))E'''*+
DEPARTMENT OF M.B.A
AL-HABEEB COLLEGE OF ENGG & TECHNOLOGY
JNTU HYDERABAD (A.P)
2!-2"
1
CERTIFICATE
This is to certify that the project work entitled #JOB ANALYSIS $% &'()*
+,-$'+.,- d,/t.,0 1- .)++1,d $'t )t NTPC Ltd. Ramagundam is a work done and submitted
by
BUSHRA JABEEN, in partial fulfillment of the requirement for the award of the degree
MASTER OF BUSINESS ADMINISTRATION by the AL-A!""! #$LL"%" $&
"'%% ( T"#'$L$%) *'T+ A&&,L,AT"- )-"RA!A-.A./. 01223-12245 during
the period from 13.26.1224 to 13.27.1224 8ide office order R9161 924.

NTPC, RAMAGUNDAM


1
DECLARATION
,, BUSHRA JABEEN pursuing :!A in +:A' R";$+R#"
:A'A%":"'T, *'T+ )- here by declare that the project work entitled
#JOB ANALYSIS $% HUMAN RESOURCES DEPT.,0 WITH
REFERENCE TO NTPC 2td3 RAMAGUNDAM submitted to *'T+ )- is
in partial fulfillment of the requirements for the award of the degree of
MASTER OF BUSINESS ADMINISTRATION. This report has not been
submitted to any degree or diploma of any other uni8ersity.
-AT"<
/LA#"< (BUSHRA JABEEN)

=
AC4NOWLEDGEMENT
,t is a great pri8ilege for me to record here my deep sense of gratitude towards ;hri
P.GOPALA RAO, Add2.G,*,+)2 M)*)5,+ (HR), NTPC Ltd Ramagundam for gi8ing me
this opportunity to do my project work in the company.
, would like to e>press my profound gratitude to NTPC Ramagundam for their e>ceptional
guidance in doing my project work, and my college guide :R;, ?A;+-A /rofessor in
AL-A!""! #$LL"%" $& "'%% ( T"#. )-.
, would like to e>tend my sincere thanks to S&+1 E.N)*d) 41-&$+, ;enior :anager (HR-
EDC), ;hri PMG 6.SRINI6AS :anager (HR-EDC) S&+1 7 At()+)( A--t $%%1.,+
(EDC), ;hri #.@esha8alu, (EDC), and all the staff of EDC & HR for their consistent
support for completing this project work.
&inally , :y parents who ga8e me birth , taught e8ery thing and groomed me like a
meaningful person, and ga8e a meaning to my life, who are the first R T"A#"R; $&
:) L,&", , con8ey my profound gratitude with bended head before them.
, thank e8ery employee of 'T/#, Ramagundam for their help and guidance in completing of
my project. ,n addition, to all my friends and relati8es who helped in completion of this
project work successfully.
CONTENTS
A
C&)/t,+ C&)/t,+ N)(,
I INTRODUCTION
,ndustry /rofile
#ompany /rofile
Ramagundam /rofile
II LITERATURE RE6IEW
III RESEARCH METHODOLOGY
'eed and importance of the study
$bjecti8es
;cope of the study
;ample siBe
/eriod of the study
+nstructured Cuestionnaire
Limitations
I6 FINDINGS, CONCLUSIONS & SUGGESTIONS

A**,8'+,
!ibliography
6
Chapter,-
-ntrodu.tion
7
INTRODUCTION
*$+R'") T$DAR-; "E#"LL"'#" established in 14F6, 'T/# Limited, a premier
/ublic ;ector "nterprise, is ,ndiaGs largest power utility with an installed capacity of 14,=4A
:D through 17 power stations including stations operated under *oint ?enture #ompanies.
'T/# has emerged as an ,ntegrated /ower :ajor with presence in ydro /ower, #oal
mining, $il ( %as e>ploration, /ower -istribution ( Trading and also plans to enter into
nuclear power de8elopment. 'T/# plans to become a 62,222 :D #ompany by 1211 and
F6,222 :D plus #ompany by 121F. The #ompany contributed 13.61H of the total
electricity generated in the country during 122F-23 with 14.61H share of the total installed
capacity of the nation including capacity and generation of joint 8enture companies.5
STRATEGIC INITIATI6ES9 'T/# has acquired AA.7H equity stake in Transformers and
"lectricals @erala Ltd. 0T"L@5 for manufacturing of Transformers. As part of globaliBation
initiati8es, 'T/# plans to construct and operate thermal power plants in o8erseas market.
'T/# has signed an :$+ with 'igeria for supply of L'%. 'T/# in turn shall set up (
operate 622 :D coal based and F22 :D gas based power plant in 'igeria. The company
has also signed an :$+ for setting up of a 622 :D coal based power plant in ;ri Lanka.
POWER PERFORMANCE (2:-!).&ighest e8er generation of 122.37 billion units.
I ighest e8er capacity utiliBation 0/L&5 of 41.1AH in coal-based power plants.
I 'et profit after ta> of Rs. F1,14= million.
I 'ew national record of 664 days of uninterrupted running set by +nit J = of
?indhyachal ;uper Thermal /ower ;tation.
I /aid a di8idend of 1FH.
F
INTEGRATED POWER MAJOR
I 'T/# "lectric ;upply #ompany Ltd., 0'";#L5 formed as a subsidiary company to take
up power distribution acti8ities. '";#L has started the process of implementation of
Accelerated Rural "lectrification /rogramme in Dest !engal.
I 'T/# ?idyut ?yapar 'igam Ltd. has been formed as a subsidiary company for power
trading. '??' transacted business of ==16 :+s in 122F-23.
I "ntered the coal mining business and has been allotted 7 coal mining blocks.
I 'T/# has got the appro8al for :ining /lan of 16 :T/A for its first coal mining project
at /akri !arwadih. ,t is the largest e8er capacity planned, in the 8ery first phase, in a
single mine in the country.
I 'T/# has also signed a :o+ with #,L and ;##L for formation of *oint ?entures to
undertake de8elopment, $peration 3 :aintenance of coal blocks and integrated coal -
based power plants.
I :o+ signed with !":L for joint business de8elopment in the field of contract coal
mining.
I #onsortium comprising 'T/#, #anoro and %eopetrol has been allotted an oil e>ploration
block in Arunachal /radesh.
I :o+ signed with :inistry of Railways for setting up power plant of 1222 :D at
'abinagar in !ihar. /roject appro8ed by ##"A.
I :o+ signed with A-! for establishment of power generation of about 622 :D through
Renewable "nergy sources.
I :o+ signed with !"L for taking up "/# jobs together.
FORAY INTO HYDRO SECTOR
I 'T/# has been gi8ing increased thrust to hydro de8elopment for a balanced portfolio for
long term sustainability, 1412 :D under implementation at @oldam 0322 :D5,
Loharinag /ala 0722 :D5 and Tapo8an ?ishnugad 0612 :D5
I 'T/# ydro Ltd. incorporated as a subsidiary company to take up small hydro projects.
/resently, the projects planned for implementation are Lata Tapo8an 01F1 :D5,
+ttarakhand and Rammam ,,, 0112 :D5, Dest !engal
I :o+ signed with Arunachal /radesh for implementation of two ydro /rojects "talin
0A222 :D5 and Attunli 0622 :D5
3
-#D!STR/ PRO0-1E
4
N);)+)t*) C$(/)*<
The common minimum programme of the %o8t. states, inter-alia, that %o8t. will
identify public sector companies that ha8e comparati8e ad8antages and support them in their
dri8e to become global giants. ,n pursuance of these objecti8es, the %o8t. has decided to
grant the enhance autonomy and delegation of powers
The grant of autonomy to the !oard of /ublic ;ector "nterprises is specific to the 4
enterprises identified by the %o8t., !"L, !/#L, /#L, ,$#, ,/#L, 'T/#, $'%#, ;A,L,
and ?;'L.
C$+, -,.t$+
,n order to ensure energy supply and security, the company has launched much lateral
backward and forward integration making it an ,ntegrated /ower :ajor with interests in<
15 ydro /ower
15 #apti8e coal mining
=5 $il and %as e>ploration
A5 /ower -istribution and Trading through its subsidiaries
'T/# "lectricity ;upply #ompany
Ltd. And 'T/# ?idyut ?yapar 'igam Ltd.
.
12
"nergy is an important parameter in the o8erall economic de8elopment acti8ity of any
country. it has become synonymous with the progress in all fields of acti8ities. ,ts standard of
li8ing in the word of -A%L, is as follows, Kit is said that the difference between a star8ing
,ndian peasant and a prosperous American farmer is that behind his elbow the ,ndian farmer
has almost nothing while his American counterpart has thousands of horse power. Thus, it is
energy, which is the di8iding line between any subsistence economy and a highly de8eloped
economy. ,ndia is poor and America is rich because America consumes nearly 62 times as
much energy as is consumed by ,ndia. "nergy is at the heart of the modern industrial society.
,t could also be an effecti8e weapon in the battle against objecti8e po8ertyL
There is a close correlation between energy consumption and le8el of economic
de8elopment. "nergy means Kcapacity of doing workL. There are 8arious sources of energy
but in ,ndia the important sources are coal, hydroelectricity, oil and natural gas, nuclear fuels,
fire wood and animal wastes. -espite the de8elopment of 8arious sources in the energy
sector, the fact remains that low cast energy sources like fir wood, cattle dung and 8egetable
wastes account for as much as A6 percent of energy consumption in the country.
/ower de8elopment in ,ndia began in 134F when a 122 @D hydro station was first
commissioned at -AR*""L,'%. ,n 1344, a first steam station was set-up in #alcutta with a
total capacity of 122@D. There after a series of hydro and steam power station were
commissioned. owe8er, the power de8elopment was not in a systematic and a planned
manner in the country. Therefore, in order to achie8e the objecti8e of promoting the co-
ordination de8elopment and rationaliBation of generation, transmission, and distribution of
electricity on a regional basis throughout the country in the most efficient and economic way,
the ;tate "lectricity !oard 0;"!s5 was constituted in the 8arious states of the country under
the /ro8isions of the "lectricity Act 14A3. These ;"!s were to enjoy the monopoly in
respect of generation, transmission, and distribution of electricity in the country. After
constitution of ;"!s, there was phenomenal impro8ement in the de8elopment of
11
,nstalled capacity and power generation. The efficiency pf working of power plant and their
maintenance ha8e been unsatisfactory as a result of which the power generating capacity
created could not ha8e been fully utiliBed.
/ower is the single factor, which changed the w=ay of li8ing. The 'T/# Limited,
established on 'o8ember F
th
14F6, has become the most important infrastructure input for
impro8ing the standard of li8ing to meet the growing demand and to fulfill the needs of the
country. *ust in =2 years, this company has grown to be the largest producer of power in the
country.
@eeping the significance of power supply in sight, 'T/# had chosen for the purpose
of the study as it has many units under its control. Ramagundam ;uper Thermal /ower
;tation 0R;T/;5 has selected for the study.
11
CO2PA#/ PRO0-1E
1=
ABOUT NTPC
'T/# Limited is the largest power generating company of ,ndia. A public sector
company, it was incorporated in the year 14F6 to accelerate power de8elopment in the
country as a wholly owned company of the %o8ernment of ,ndia. At present, %o8ernment of
,ndia wholes 34.6H of the total equity shares of the company and the balance 12.6H is held
by &,,;, -omestic banks, public and others. for shareholding pattern. Dithin a span of =1
years, 'T/# as emerged as a truly national power company, with power generating facilities
in all the major regions of the country.
1A
'T/#Ms core business is engineering, constructions of power generating plants. ,t
also pro8ides consultancy in the area of power plant constructions and power generation to
companies in ,ndia and abroad. As on day the installed capacity of 'T/# is 14,=4A :D
through its 16 coal based 01=,=46 :D5, F %as based 0=,466 :D5 and A *oint 8enture 01,F4A
:D5. 'T/# acquired 62H equity of the ;A,L power supply corporation Ltd. 0;/;#L5. This
*? company operates the capti8e power plants of -urgapur 0112:D5, Rourkela 0112 :D5
and !hilai 0FA :D5. 'T/# also has 13.==H stake in Ratnagiri %as and power /8t. Ltd.
0R%//L5 a joint 8enture company between 'T/#, %A,L, ,'-,A' &,'A'#,AL
,';T,T+T,$'; and :aharastra ;"! holding company Ltd. The present capacity of
R%R/L is 1A32 :D.
'T/#Ms share on =1 :arch 1223 in the total install capacity of the country was
14.1H.
,ndustry both in the area of /ower plant construction and it is pro8iding power at the
cheapest a8erage tariff in the country. Dith its e>perience and e>pertise in the power sector,
'T/# is e>tending to 8arious organiBations in the power business.
'T/# is committed to the, generating power at minimal en8ironmental cost and
preser8ing the ecology in the 8icinity of the plants 'T/# has undertaken massi8e
afforestation in the 8icinity of its plants. /lantation has increase forest area and reduces
barren land. The massi8e afforestation by 'T/# in and around its Ramagundam power
station 01227:D5 ha8e contributed reducing the temperature in the areas by about = degree
#. 'T/# has also taken pro acti8e steps for in 1441, it setup ash utiliBation di8ision to
manage efficient use of the ash produce at its coal stations. This quality of ash produce is
ideal for use in cements, concrete, cellular concrete, building material.
16
A K#enter for power efficiency and en8ironment protections has been establish in
'T/# with assistance of +nited ;tates agencies for ,nternational de8elopment. 0+;A,-5,
#enpeep is an effiency oriented eco-friendly and eco-nurturing initiati8e- a symbol of
'T/#Ms concern towards en8ironmental protection and continued commitment to sustainable
power de8elopment in ,ndia.
As a responsible corporate citiBen, 'T/# is making constants efforts to impro8e the
socioeconomic status of the people affected by the its projects. Through its programmes, the
company endea8ors to impro8e the o8erall socioeconomic status of /roject Affected /erson.
'T/# was among the first /ublic sector enterprises to enter into a memorandum of
+nderstanding 0:$+5 with the %o8ernment in 143F-33. 'T/# has been /laced under the
N">cellent categoryM 0the best category5 e8ery year since the :$+ system became operati8e.
RecogniBing its e>cellent performance and 8ast potential, %o8ernment of the ,ndia
has identified 'T/# as one of the jewels of /ublic ;ector, N'a8aratnasM O a potential global
gaint. ,nspired by its glorious past and 8ibrant present, 'T/# is well on its way to realiBe its
8ision of being KA Dorld #lass ,ntegrated /ower :ajor, /owering ,ndiaMs %rowth, with
,ncreasing %lobal /resenceL.
H15&2< -=122,d 2)7$+ 1- );)12)72,.
,n the successful saga of 'T/#, e8ery milestone achie8ed is a dream comes true for
o8er 1A,222 employees. A highly moti8ated and trained human resource, which has
contributed its best, in taking 'T/# to its present heights, propel its stations across the
country achie8ing e>cellence in se8eral areas. 'T/# has been rated =
rd
%reat /lace to Dork
for in ,ndia 1226 by %row Talent and !usiness Dorld and 6
th
!est #ompany to Dork for in
,ndia for 1226 by :ercer #onsulting and !usiness Today.
17
WELFARE ORIENTED COMPANY
The 'T/# Township is like a Nmini-,ndiaM, where people from 8arious regions,
religions, and languages are li8ing in harmony. A well laid out township has been
constructed on a 422-acre land between 'T/# Ramagundam and %oda8arikhani, which
houses o8er 1222 families.
,t is equipped with quality amenities like schools, junior colleges, recreation centers,
hospital, shopping comple>, post office, banks, and places of worship. Dell-designed parks
add aesthetic 8alue to the township. *yothinagar is spreading its splendor of light to its
surroundings.
This shows that the organiBation, how much interested about their employees and
their amenities.
C$+/$+)t, -$.1)2 +,-/$*-17121t<
As a responsible corporate citiBen, the company is committed to the protection of
en8ironment, making conscious efforts to preser8e the ecology near its plants. As part of its
afforestation dri8e on a large scale, 'T/# has planted o8er lacs of trees in and around the
station. +nder the #;R-#- foundation would established a -e8elopment #enter for
physically challenged persons with a 8iew to facilitate economic self-reliance, and also
distributed artificial limbs, calipers, tri-cycles and wheel chairs to physically challenged
persons. #omprehensi8e #;R policy has de8eloped and 'T/# &oundation set up to take up
projects for the benefit of physically handicapped, for preser8ation of national monuments,
for dealing with natural disasters and calamities etc.
R,&)7121t)t1$* & +,-,tt2,(,*t-.
&or the construction of 'T/#, the 8illages around the company had sacrificed their
lands and they became helpless. &or those people, the company ga8e a job to a person in
e8ery house and in many aspectsP the company had helped the people financially to promote
self-employment.
1F
Ad$/t1*5 ;122)5,-
As a responsible corporate organiBation, the company adopted many 8illages, built
schools for the workerMs children, pro8ided drinking water facility with added chlorine, to
make them aware of health, $rganiBation conducted medical camps and constructed roads to
the 8illages pro8iding transport facility to "mployees to their 8illages.
NTPC 6ISION
#A WORLD CLASS INTEGRATED POWER MAJOR, POWERING INDIA>S
GROWTH WITH INCREASING GLOBAL PRESENCE0
CORE 6ALUES
o BUSINESS ETHICS
o CUSTOMER FOCUS
o ORGANI?ATIONAL&PROFESSIONAL PRIDE
o MUTUAL RESPECT&TRUST
o INNO6ATION&SPEED
o TOTAL @UALITY FOR EACELLENCE
MISSION
#DE6ELOP AND PRO6IDE RELIABLE POWER, RELATED PRODUCTS
AND SER6ICES AT COMPETITI6E PRICES, INTEGRATING MULTIPLE
ENERGY SOURCES WITH INNO6ATI6E AND ECO-FRIENDLY
TECHNOLOGIES AND CONTRIBUTE TO SOCIETY0
13
HR 6ISION
#TO ENABLE OUR PEOPLE TO BE A FAMILY OF COMMITTED WORLD
CLASS PROFESSILNALS, MA4ING NTPC A LEARNING ORGANISATION0
INSTALLED CAPACITY
AN O6ER6IEW
P+$B,.t- N$. $% P+$B,.t- C$((1--1$*,d C)/).1t<
(MW)
'T/# $D'"-
COAL CD 2E,E"D
GASFLI@. FUEL : E,"DD
TOTAL 22 2:,ED
OWNED BY J6C-
C$)2 E DGHI
G)-FL1J. F',2 C C,H!I
GRAND TOTAL 2G 2",E"HI
IC)/t1;, P$K,+ '*d,+ J6- K1t& SAIL
IIP$K,+ /$1*t '*d,+ J6 GAIL FI- & MSEB
PROJECT PROFILE
C$)2 B)-,d P$K,+ St)t1$*-
C$)2 B)-,d St)t, C$((1--1$*,d
C)/).1t<
(MW)
C. S1*5+)'21 Utt)+ P+)d,-& 2,
2. 4$+7) C&)tt1-5)+& 2,C
E. R)()5'*d)( A*d&+) P+)d,-& 2,G
H. F)+)==) W,-t B,*5)2 C,G
D. 61*d&<).&)2 M)d&<) P+)d,-& E,2G
G. R1&)*d Utt)+ P+)d,-& 2,
14
:. 4)&)25)$* B1&)+ C,!H
!. NTCPP Utt)+ P+)d,-& !H
". T)1.&,+ 4)*1&) O+1--) E,
C. U*.&)&)+ Utt)+ P+)d,-& C,D
CC. T)1.&,+ T&,+()2 O+1--) HG
C2. S1(&)d+1 A*d&+) P+)d,-& C,
CE. T)*d) Utt)+ P+)d,-& HH
CH. B)d)+/'+ D,2&1 :D
CD. S1/)t C&)tt1-5)+& D
TOTAL (C$)2) 2E,E"D
G)-FL1J. F',2 B)-,d P$K,+ St)t1$*-
G)- B)-,d St)t, C$((1--1$*,d
C)/).1t<
(MW)
CG. A*t) R)B)-t&)* HCE
C:. A'+)1<) Utt)+ P+)d,-& GD2
C!. 4)K)- G'B)+)t GHD
C". D)d+1 Utt)+ P+)d,-& !C:
2. J&)*$+-G)*d&)+ G'B)+)t GH!
2C. R)B1; G)*d&1 CCPP
4)<)(='2)(
4,+)2) ED
22. F)+1d)7)d H)+<)*) HE
T$t)2 (G)-) E,"DD
POWER PLANTS WITH JOINT 6ENTURES
C$)2 B)-,d St)t, F',2 C$((1--1$*,d
C)/).1t<
(MW)
2E. D'+5/'+ W,-t B,*5)2 C$)2 C2
2H. R$'+=,2) O+1--) C$)2 C2
2D. B&12)1 C&)tt1-5)+& C$)2 E2H
2G. RGPPL M)&)+)-t+) N)/t&)FLNG C,H!
T$t)2 (J6) 2HH
G+)*d T$t)2 (C$)2 L G)- L J6) 2",E"H
P+$B,.t- '*d,+ I(/2,(,*t)t1$*
C$)2 F H<d+$ St)t, F',2 Add1t1$*)2
C)/).1t< '*d,+
I(/2,(,*t)t1$*
(MW)
12
C. 4)&)25)$*
St)5, II (P&)-, II)
B1&)+ C$)2 D
2. S1/)t (St)5, I) (St)5, II) C&)tt1-5)+& C$)2 C"!
D
E. B)+& B1&)+ C$)2 C"!
H. B&12)1 (E8/. P$K,+
P+$B,.t M J6 K1t& SAIL)
C&)tt1-5)+& C$)2 D
D. 4$+7) (St)5, III) C&)tt1-5)+& C$)2 D
G. F)+)==) (St)5, III) W,-t B,*5)2 C$)2 D
:. NCTPP (St)5, II) Utt)+ P+)d,-& C$)2 "!
!. S1(&)d+1 (St)5, II) A*d&+) P+)d,-& C$)2 C
". I*d1+) G)*d&1 STPP M J6
W1t& HPGCL & IPGCL
H)+)<)*) C$)2 CD
C. 6)22'+ (St)5, I)
(P&)-, I) M J6 K1t& TNEB
T)(12*)d' C$)2 C
CC. N)71*)5)+ TPP M J6
W1t& R)12K)<-
B1&)+ C$)2 C
C2. B$*5)15)$* TPP A--)( C$)2 :D
CE. 4$2d)( (HEPP ) H1().&)2
P+)d,-&
H<d+$ !
CH. L$&)+1*5 P)2) (HEPP) Utt)+=&)*d H<d+$ G
CD. T)/$;)* 61-&*'5)d
(HEPP)
Utt)+=&)*d H<d+$ D2
T$t)2 (C$)2 L H<d+$) CH,GC
11
RA2A3!#DA2 PRO0-1E
11
PROFILE OF THE UNIT
RAMAGUNDAM SUPER THERMAL POWER STATIONS (RSTPS)
Ramagundam ;uper Thermal /ower ;tation is the largest thermal power generating station in
;outhern ,ndia.
The foundation stone for this ;tation was laid on 1Ath 'o8ember 14F3 by Late ;hri :orarji
-esai, the then /rime :inister of ,ndia.
'T/#, Ramagundam is situated in the interior of Andhra /radesh on the banks of the
%oda8ari ri8er in @arimnagar district, just across the c76Q1
9
pit-heads of the ;ingareni
#ollieries.
'T/# Ramagundam /lant is generating power at a consistently high /lant Load &actor. The
;tation is amongst 'T/#Gs best performing plants, but also figures among the top fi8e plants
in the country. The Ramagundam ;tation achie8ed a record generation of 17,==1.FF4 :+s
R /L& of 33.6AH during the year 122=-2A, which is the fourth highest among all 'T/#
stations. The Ramagundam plant has been awarded the co8eted #"A %old :edal
/roducti8ity Award for the se8enth consecuti8e year.
'T/# Ramagundam supplies power to Andhra /radesh, Tamilnadu, @arnataka, @erala, %oa
and /ondicherry.
1=
RAMAGUNDAM STATION SNOP SHOTS
Total installed capacity < 1722 :?
;tage , < =>122 :D
+nits commissioned +nit-, < $ctober 143=
1A
+nit-,, < :ay 143A
+nit-,,, < -ecember 143A
+nit-,?< *une 1433
+nit-? < :arch 1434
+nit-?,< $ctober 1434
+nit-?,,< ;eptember 122A
;ource of #oal < ;ingareni #ollieries (;"#L
Dater ;ource < ;riram ;agar
#oal Transportation < :erry-go-round system, ,ndian Railways
!eneficiary ;tates < Andhra /radesh, Tamil 'adu,
@aranataka, @erala,
/ondicherry( %oa
RSTPS ORGANISTION & FUNCTIONS9
The project organiBation, headed by a %eneral :anager, entrusted with the total
responsibility for implementation of a71 aspects Sf the project in accordance with the master
network schedule and the operation maintenance Sf running units in a most cost effecti8e
manner.
1.project organiBation <
The two e>ecuti8eGs functions under this are Tci8il constructionT and Tequipment
erectionT. The Qci8il construction takes care of aA1 the acti8ities starting from sur8ey and soil
in8estigation, site le8eling,, infrastructure de8elopment, township construction etc. The
equipment erection wing carries out of the mechanical and-electrical and control and
instrument acti8ities concerning, erection and commission of plant and equipment.
1. $peration and maintenance<
16
This department looks after the operation of commissioned units and the short, long-
term maintenance works. $(: includes main plant operation mechanical maintenance,
electrical maintenance, and control instrumentation maintenanceP fuel
.
handling 02(:5
chemistry and coal transport 0:%R5 groups.
=. :aterials :anagement, /ersonnel, and Administration<
This group under takes the control of bulk structure construction materials like steel,
cement, diesel, and fuel oil apart from the procurements, storages and control of
consumables, equipments and spare parts
RAMAGUNDAM STATION HIGHLIGHTS9
ANNUAL PERFORMANCE HIGHLIGHTS (2!-")
2AJOR "-3"1-3"TS
T" ,%";T "?"R )"ARL) %"'"RAT,$' $& 11611.F7A :+
0/R"?,$+; !";T 1263F.773 :+ &$R T" )"AR 122F-235
T" ,%";T "?"R )"ARL) /L& $& 4A.A6H &$R T" )"AR
1223-24. 0/R"?,$+; !";T 41.61H &$R T" )"AR 1221-2=5
T" ,%";T "?"R )"ARL) L$A-,'% &A#T$R $& 121.2H
0/R"?,$+; !";T 44.A7H &$R T" )"AR 122A-265
T" )"ARL) L$D";T ;/.$,L $& 2.171 ml9@wh 0/R"?,$+;
!";T 2.1F2 ml9@wh &$R T" )"AR 122A-265
;TAT,$' DA; ADAR-"- K#$::"'-AT,$' &$R
;,%',&,#A'T A#,"?":"'TL +'-"R T" #,,-"E,: !A'@
ADAR- &$R !+;,'";; "E#"LL"'#" &$R T" )"AR 1223.
17
;TAT,$' A; R"#",?"- ;,L?"R ;",L- &$R :"R,T$R,$+;
/"R&$R:A'#" ,' /$D"R ;"#T$R &$R 122F-23 &R$:
%$?"R':"'T $& ,'-,A.
;TAT,$' A; R"#",?"- K;A&"T) ,''$?AT,$' ADAR--
1223L &$R ,:/L":"'T,'% !";T A'- ,''$?AT,?" ;A&"T)
:A'A%":"'T ;);T":; &R$: ,';T,T+T,$' $& "'%,'""R;
0,'-,A5, '"D -"L,.
#$::,;;,$'"R $& &A:,L) D"L&AR", A/, )-"RA!A-, A;
-"#LAR"- 'T/# LT-, RA:A%+'-A: A; T" K!";T
?$L+'TAR) $R%A',UAT,$'K &$R T" #$'TR,!+T,$'
:A-" ,' #$''"#T,$' D,T $R%A',UAT,$' $& :A*$R
A''+AL &A:,L) D"L&AR" #A:/; &$R T" LA;T ;"?"RAL
)"AR;
'T/# &$+'-AT,$' D$R@; ;TART"-. $'" A:!+LA'#"
DA; /R$?,-"- D,T -R,?"R A'- LA! T"#',#,A'. -,R"#T
$!;"R?AT,$' TR"AT:"'T ;TART"-.
'T/# RA:A%+'-A: T"A: !A%%"- A;,A' ;"#$'-
/$;,T,$' ,' !+;,'";; :,'-; 1223 "L- ,' $'%@$'%.
&,?" C+AL,T) #,R#L"; 0#R"AT,?" $& #(me, %R""' /$D"R
$& A/, ,''$?AT,?" $& #(me, ',R?,RA: #A@RA $& :%R
A'- /R$%R";;,?" $& #(me5 &R$: RA:A%+'-A:
/ART,#,/AT"- ,' 'AT,$'AL #$'?"'T,$' $& C+AL,T)
#,R#L"; AT ?A-$-ARA. $+T $& T";" &,?", TR""
#,R#L"; 0%R""' /$D"R, /R$%R";;,?" A'- #R"AT,?"5 %$T
K/AR-"E#"LL"'#"L A'- ,''$?AT,?" %$T K"E#"LL"'#"L
A'- ',R?,RA: #A@RA %$T K-,;T,'%+,;"-L ADAR-;.
/LA'T /"R&$R:A'#"

;L.'$ /ARA:"T"R +',T 23-24
:$+
23-24
A#,"?"-
1F
1. %"'"RAT,$' :+s 12=74 11611.F7A
1. /L& H 34.A= 4A.A6
=. A?& H 41.F2 4=.611
A. ;/.$,L :L9@DR 2.16 2.171
6. A/# H 7.=1 6.F1
7. "AT RAT" @#AL9@D
R
1=F6 1=F1
F. /$ H 7.=1 A.3FA
3. &$ H 1.2 1.72A
;TAT,$' A; A#,"?"-

T" !";T "?"R )"ARL) "AT RAT" $& 1=F1 @#AL9@D
0/R"?,$+; !";T 1=F6 @#AL9@D &$R T" )"AR 122F-235
T" L$D";T "?"R )"ARL) A/# $& 6.F1 H 0/R"?,$+;
!";T 7.13 H &$R T" )"AR 122F-235
T" ,%";T "?"R )"ARL) A?A,LA!,L,T) &A#T$R $&
4=.611H 0/R"?,$+; !";T 41.F1H &$R T" )"AR 1221-2=5
T" L$D";T "?"R )"ARL) :A@"-+/ #$';+:/T,$' $&
2.77 H 0/R"?,$+; !";T 2.7F H &$R T" )"AR 1227-2F5
;TAT,$' A; A#,"?"- T" L$D";T "?"R :$'TL)
A/# $&
6.12 H ,' :ARM1224
+',T-1 A; #$:/L"T"- 16 )"AR; $& $/"RAT,$' &R$:
T" -AT" $& &,R;T ;)'#R$',;AT,$' i.e. 1F.12.143=
T" ,%";T "?"R -A,L) :AE,:+: %"'"RAT,$' $&
7A.=46 :+ AT A /L& $& 12=.12 H $' 1492=924 0/R"?,$+;
!";T 7=.434 :+ $' 12.2=.27 5
13
T" ,%";T "?"R :$'TL) %"'"RAT,$' $& 1431.F1F
:+ AT A /L& $& 121.A2 H ,' :ARM24. 0/R"?,$+; !";T
1466.1A6 :+; ,' :AR.27 A'- 121.F1H ,' &"!.235
T" entire ;TA%"-1 +',T; ( +',T-F A?" A#,"?"- :$R"
TA' 122H )"ARL) L$A-,'% &A#T$R.
ALL T" +',T; A?" A#,"?"- T" L$D";T "?"R A/#
-+R,'% #+RR"'T &,'A'#,AL )"AR.
+',T; 1, 1,A,6,7 ( F A?" A#,"?"- T" ,%";T "?"R
)"ARL) L$A-,'% &A#T$Rs ;,'#" ,'#"/T,$'.
+',T-A A; A#,"?"- T" ,%";T "?"R )"ARL) /L& $&
44.74H 0/R"?,$+; !";T 41.7FH ,' 1447-4F5
+',T-7 A; A#,"?"- T" ,%";T "?"R )"ARL) /L& $&
122.FH 0/R"?,$+; !";T 4A.12H ,' 1443-445
+',T-1
A; R+' :$R" TA' 122 -A); #$'T,'+$+;L)
TD,#" -+R,'% T" &,'A'#,AL )"AR
A; R+' #$'T,'+$+;L) &$R 124 -A); 0&R$:
2=926923 11<61 T$ 1392391223 21<215 A'- ,; R+'','%
#$'T,'+$+;L) ;,'#" 16911923 0117 -A); 5
A; A#,"?"- ,%";T "?"R )"ARL)
L$A-,'% &A#T$R $& 43.F6 H 0 /R"?,$+; !";T 43.16H ,'
T" )"AR 272F5
A; A#,"?"- L$D";T "?"R )"ARL) A/# $&
3.F1 H 0/R"?,$+; !";T 4.21H ,' T" )"AR 122F235
A; R"#$R-"- L$D";T "?"R :$'TL) A/# $&
F.42 H ,' *A'1224 0/R"?.!";T 3.13H ,' :ARM12215
+',T-1
14
A; A#,"?"- T" ,%";T "?"R )"ARL)
L$A-,'% &A#T$R $& 44.4A H 0/R"?,$+; !";T 44.A6H ,'
T" )"AR 2A265
A; A#,"?"- T" L$D";T "?"R )"ARL) A/#
$& 3.A4 H 0/R"?,$+; !";T 3.31H ,' T" )"AR 122F235
A; R"#$R-"- T" L$D";T "?"R :$'TL)
A/# $& F.31 H ,' $#T1223 0/R"?. !";T 3.13H ,' :ARM122F5
+',T-=
A; A#,"?"- T" L$D";T "?"R )"ARL) A/# $& 3.37 H
0/R"?,$+; !";T 4.21H ,' T" )"AR 122F-235
A; R"#$R-"- T" L$D";T "?"R :$'TL) A/# $& 3.11
H ,' $#T 1223 0/R"?.!";T 3.A3H ,' :ARM122F5
+',T-A
A; R+' :$R" TA' 122 -A); #$'T,'+$+;L)
TD,#" -+R,'% T" &,'A'#,AL )"AR.
A; R+' 166 -A); #$'T,'+$+;L) 0&R$:
21926923 12<11 T$ 2=912923 2F<145 A'- 114 -A);
#$'T,'+$+;L) 0&R$: 24912923 1A<11 T$ 26921924 23<625
A; A#,"?"- T" ,%";T "?"R )"ARL)
L$A-,'% &A#T$R $& 121.16 H 0 /R"?,$+; !";T 44.12H ,'
T" )"AR 122A-265
R"#$R-"- L$D";T "?"R )"ARL) ;/.$,L
#$';+:/T,$' $& 2.23A mL9kD 0/R"?,$+; !";T 2.24=
&$R T" )"AR 122=-2A5
A; A#,"?"- T" L$D";T "?"R )"ARL) A/#
$& 6.26 H 0/R"?,$+; !";T 6.1A H ,' T" )"AR 122F235
R"#$R-"- T" L$D";T "?"R )"ARL)
"ATRAT" $& 1=F= @#AL9@D 0/R"?,$+; !";T 1=31 ,'
T" )"AR 122F235
R"#$R-"- T" L$D";T "?"R :$'TL) A/# $&
A.62H ,' :ARM24 0/R"?,$+; !";T A.3AH ,' *A'M275
=2
+',T-6
A; R+' :$R" TA' 122 -A); #$'T,'+$+;L)
$'#" -+R,'% T" &,'A'#,AL )"AR
R"#$R-"- A #$'T,'+$+; R+' $& 1AA -A);
&R$: 0149269923 1=<11 T$ 1291291223 2=<6=5 !"&$R" ,T DA;
;T$//"- &$R $?"RA+L.
A; A#,"?"- T" ,%";T "?"R )"ARL)
L$A-,'% &A#T$R $& 121.71 H 0 /R"?,$+; !";T 44.F4H ,'
T" )"AR 2A265
A; A#,"?"- T" L$D";T "?"R )"ARL) A/#
$& 6.21 H 0/R"?,$+; !";T 6.=3 H ,' T" )"AR 122F235
R"#$R-"- T" L$D";T "?"R :$'TL) A/# $&
A.A2H ,' $#TM23 0/R"?,$+; !";T A.F1H ,' &"!M275
R"#$R-"- :AE,:+: -A,L) %"'"RAT,$' $& 11.712 :+
$' 1=.27.23 0/R"?,$+; !";T 11.622 :+ $' 11.2=.465
+',T-7
A; R+' #$'T,'$+;L) :$R" TA' 122 -A);
TD,#" -+R,'% T" &,'A'#,AL )"AR
A; R+' #$'T,'+$+;L) &$R 1F6 -A); 0&R$:
1492=923 14<17 T$ 12924923 16<1=5 A'- ,; R+'','%
#$'T,'$+;L) ;,'#" 13911923 1F<63 011= -A);5
R"#$R-"- T" L$D";T "?"R )"ARL) ;/.$,L
#$';+:/T,$' $& 2.2A1 mL9kD 0/R"?,$+; !";T 2.12F
&$R T" )"AR 122A-265
A; A#,"?"- ,%";T "?"R )"ARL)
L$A-,'% &A#T$R $& 121.FF H 0 /R"?,$+; !";T 122.11H ,'
T" )"AR 2A265
A; A#,"?"- T" L$D";T "?"R )"ARL) A/#
$& A.3F H 0/R"?,$+; !";T 6.1H ,' T" )"AR 122F235
R"#$R-"- T" L$D";T "?"R )"ARL)
"ATRAT" $& 1=FA @#AL9@D 0/R"?,$+; !";T 1=F3 ,'
T" )"AR 122F235
=1
R"#$R-"- T" L$D";T "?"R :$'TL) A/# $&
A.A=H ,' -"#M23 0/R"?,$+; !";T A.7=H ,' *A'M2F5
+',T-F
A; R+' :$R" TA' 122 -A); #$'T,'+$+;L)
$'#" -+R,'% T" &,'A'#,AL )"AR.
,; R+'','% #$'T,'+$+;L) ;,'#" 21911923 01A4
-A);5
A; R+' #$'T,'+$+;L) &$R =4= -A);
D,T$+T !$,L"R T+!" L"A@A%" 0;,'#" 2=92=923 12<A2 5
A; A#,"?"- T" ,%";T "?"R )"ARL)
L$A-,'% &A#T$R $& 121.21 H 0 /R"?,$+; !";T 121.66H ,'
T" )"AR 2A265
A; A#,"?"- L$D";T "?"R )"ARL) A/# $&
A.7A H 0/R"?,$+; !";T 6.=FH ,' T" )"AR 122F235
+',T-F A; A#,"?"- T" ,%";T "?"R :$'TL) /L&
$& 12=.67H ,' &"!M24 0/R"?,$+; !";T 121.F6H ,' A/RM235
R"#$R-"- T" ,%";T :$'TL)
%"'"RAT,$' $& =3A.=61 :+ ,' *A'M24 0/R"?. !";T =31.=33
,'-"#M2F5
R"#$R-"- T" L$D";T "?"R :$'TL) A/# $&
A.14H ,' :ARM24 0/R"?,$+; !";T A.6FH ,' &"!M275
&+"L :A'A%":"'T
R"#$R-"- T" ,%";T "?"R )"ARL) #$AL R"#",/T $&
1=4.=3 LA# :T T,LL 16.2=.24 ;,'#" ,'#"/T,$' 0/R"?,$+;
!";T 117.1 LA# :T &$R )"AR 122F-235
R"#$R-"- ,%";T "?"R :$'TL) #$AL R"#",/T $&
1=.11 LA# :T ,' $#TM1223 0/R"?,$+; !";T 11.3 LA# :T ,'
*A'M435
A; +T,L,UAT,$'
;TAT,$' A; A#,"?"- 7F.1AH $& A; +T,L,UAT,$'.
-R) A; ,;;+"-
=1
-R) A; ,;;+"- T$ ,'-+;TR,"; ,; 1=.4= LA# :T.
The power generated by 'T/# Ramagundam is being distributed to the
following beneficiaryMs states<
1. /oncichery =H
1. Andhra /radesh 14H
=. @arnataka 11H
A. Tamilnadu 1AH
6. @erla 1FH
7. +n allocated 16H
,nstalled capacity of 'T/# /rojects<
/rojects 'o. of /rojects #ommissioned #apacity
0:D5
'T/# $D'"-
#$AL 1= 14,432
%A;9L,C.&+"L 2F =,466
T$TAL 12 1=,4=6
$D'"- !) *?#s
#$AL = =1AV
%RA'- T$TAL 1= 1A,1A4
V#apacity /ower /lant under *? with ;A,L

#oal !ased /rojects<
;.,. 'o. #oal !ased ;tate #ommissioned
==
#apacity
1. ;ingrauli +ttar /radesh 1,222
1. @orba #hattisgarh 1,122
=. Ramagundam Andhra /radesh 1,722
A. &arakka Dest !engal 1,722
6. ?indhyachal :adhya /radesh 1,722
7. Rihand +ttar /radesh 1,122
F. @ahalgoan !ihar 1,222
3. -adri +ttar /radesh 3A2
4. Tacher @aniha $rissa 3A2
12. +nchahar +ttar /radesh =,222
11. Tacher Thermal $rissa 3A2
11. ;imhadri Andhra /radesh =,222
1=. Tanda +ttar /radesh AA2
Total 0#oal5 14,432

R#apacity presently under implementation.
?indhyachal 1222 :D
+nchahar 112:D
@ahalgaon ;tate,, /hase ,- 1622:D
/hase ,, 1222:D
=A
ORGANISATIONAL STRUCTURE OF
HUMAN RESOURCE
=6
ORGANISATIONAL STRUCTURE OF HUMAN
RESOURCE
H,)d $% HR FEGFE:
=7
Rajbhasha
L,;,2 T</1.)2 G+)d,
H,)d, HR
/$L,#)
o -e8elop, manage and impro8e R: processes at the unit
:anage the o8erall R functions to realiBe the company and R 8ision at the
le8el
,mplement corporate R policies and initiati8es at the unit /lan and pay
ad8isory role in the performance appraisal and promotions processes
#oordinate the functioning of the 8arious R departments 0"-, ";, "R, "!
etc 5 to ensure seamless, efficient and timely R ser8ices deli8ery to the
employees
$8ersee the employee welfare facilities
:anage training and de8elopment of employees at the station
;trengthen relationships between employees at the station
"nsure a healthy work en8ironment at the station
=F
"mployee
-e8elopment
"mployee
;er8ices
Training and
-e8elopment
"mployee
Relations
,ndustrial
Relations
/ublic
Relation
Legal
"mployee
!enefits
/lan manpower resource requirement 0including redeployment, reskilling and
multiskilling 5 for optimal use of human resources with regional and
corporate R for policy implementation and :,; reporting
/ro8ide inputs to the R /olicy department during the policy formulation
stage
Liaison with local administration. %o8ernment agencies and manage e>ternal
en8ironment
o &unctional competence requirement
A wariness of 'T/# rules and policies in all aspects of R
#ompetence to assess potential in employees to discharge the ad8isory role in
promotion process
A wariness of contemporary management thoughts regarding the R
concepts and practices
#on8ersant with labor laws and working of local administration
#ounseling coaching and communication skills
o #ross functional competence requirement
!road understanding if line functions and affiliate operations of power plant
+nderstanding of &inance. ,T. Township, Administration and #ontracts
H,)d, E(/2$<,, B,*,%1t-
POLICY
:anage the o8erall corporate policy implementation on aspects
of R 0"mployee !enefits5 at the +nit
:anage the promotion and transfer process for employees
/lay an ad8isory role in the promotion committee 0for non e>ecuti8es5
:anage the time office 0lea8e, attendance processes5
:anage the payment of 8arious ad8ances to employees
:anage the joining9 recruitment and separation process for new employees
and employees joining9recruitment and separating from other locations
#ompliance of policies relating to reser8ation policies
#oordinate with regional and corporate R 0"!5 groups
=3
#oordinate with other R groups at station for seamless deli8ery of R
ser8ices to employees
/ro8ide inputs to the R /olicy department during the policy formulation
stage
o &unctional competence requirement
Awareness of 'T/# rules and policies regarding R 0"!5
#ompetence to assess potential in employees to discharge the ad8isory role in
promotion process for non-e>ecuti8es
Awareness of contemporary management thoughts regarding the R concepts
and practices
#ounseling, coaching and communication skills
#on8ersant with labor laws
o #ross functional competence requirement
@nowledge of other R functions like /ublic Relations,
"mployee Relations9,ndustrial Relations, "mployee ;er8ices and "mployee
-e8elopment
!road understanding of line functions I +nderstanding of
&inance and ,T
H,)d, E(/2$<,, S,+;1.,-FE(/2$<,, W,2%)+,
o POLICY
:anage the o8erall corporate policy implementation on aspects of 1-1R
0"mployee ;er8ices5 at the +nit
:anage implementation of welfare policies for employees
:anage processing of employee reimbursements
:anage administrati8e acti8ities like ?,/ 8isits, housekeeping, tra8el and
security
=4
:anage relation with e>ternal entities like local9state9central
go8ernment agencies, electricity boards etc.
#oordinate with regional and corporate R 0";5 groups
#oordinate with other R groups at station for seamless
deli8ery of R ser8ices to employees
/ro8ide inputs to the R /olicy department during the
policy formulation stage
#oordinate with local welfare bodies for community de8elopment
o &unctional competence requirement
Awareness of 'T/# rules and
policies regarding R 0"mployee
;en-ices5
@nowledge of labor laws and
contract labor statutes
Awareness of contemporary management thoughts
regarding the R concepts and practices
#ounseling, coaching and communication skills
o #ross functional competence requirement
@nowledge of other R functions like /ublic Relations, "mployee
Relations9,ndustrial Relations, "mployee !enefits and "mployee
-e8elopment
!road understanding of line functions
+nderstanding of &inance and ,T
H,)d, T+)1*1*5 )*d D,;,2$/(,*t
/$L,#)
#onduct training needs assessment and identify training needs in coordination
with /:,
:anage training and de8elopment of employees at the Q"mployee
-e8elopment #entersG
/repare annual training calendars
$rganise faculty 0internal and e>ternal5 for the training programmes
$rganise nominations for training at +nit
#onduct training programmes
A2
:aintain employee database for training
#oordinate with line managers and other R groups at station for seamless
deli8ery of training to employees
#oordinate with /:, for assistance in conducting training programs,
nominating employees for training at /:, and pro8iding feedback on /:,
training
'etwork with "-#s at other locations
/re employment training 0for e>ample "T induction5 in coordination with
/:,
#onduct training effecti8eness assessment
#oordinate ,%'$+ and /ower engineering courses
,dentify e>ternal agencies for training identified in T'A and functional
requirements
o &unctional competence requirement
@nowledge of functional and managerial competencies required
in the organiBation to facilitate employee de8elopment
Awareness of 'T/# rules and policies regarding training and de8elopment
Training management - Ability to e8ol8e, design and
source programs according to requirements
#ounseling, coaching and communication skills
o #ross functional competence requirement
@nowledge of other R functions like /ublic Relations, "mployee
Relations 9,ndustrial Relations, "mployee !enefits. "mployee ;er8ices and
"mployee -e8elopment
!road understanding of line functions and technical aspects of power
generation
+nderstanding of &inance and ,T
H,)d, E(/2$<,, R,2)t1$*-
/$L,#)
:anage organiBationMs o8erall relations with employee associations -
e>ecuti8e and worker unions
A1
:anage industrial relations - handle union and association meetings and
resol8e employeesG issues
:anage employee relations systems and 8arious participation forums 0like
safety committee, township ad8isory committeeP joint plant le8el council,
shop le8el council, canteen management committee and sports council5
,nteract on a formal as well as informal basis with key employee association
members
,dentify and address employee needs and concerns
"nsuring compliance relating to contract labor as per labour law in the unit
:anage local administration and
liaison
#oordinate with regional and corporate R on employee relations issues
#oordinate with other R groups at station for seamless deli8ery of R
ser8ices to employees
/ro8ide inputs to the R /olicy department during the policy formulation
stage
o &unctional competence requirement
Awareness of 'T/#Gs rules and policies regarding employee
relations and industrial relations
@nowledge of labor laws and contract labor statutes
@nowledge of working of local administration and go8ernment bodies
#ounseling, coaching and communication skills
+nderstanding of ,ndustrial Relations
o #ross functional competence requirement
@nowledge of other R functions like /ublic Relations, "mployee !enefits,
"mployee ;er8ices and "mployee -e8elopment
!road understanding of line functions
+nderstanding of &inance and ,T
L2 - H,)d, L,5)2
POLICY
:anage compliance with all statutes at the station le8el
Liaison with local administration and managing relationship
"nsure compliance with labor laws
#oordinate with regional and corporate R Legal group
A1
#oordinate with other R groups at station for seamless deli8ery of R
ser8ices to employees
/ro8ide inputs to the R /olicy department during the policy formulation
stage
;upport in the process of land acquisition and record keeping thereof
-isciplinary matters, grie8ances, arbitration, consumer cases, land matters
and handling of court cases at 8arious le8els
o &unctional competence requirement
Awareness of 'T/#Gs rules and policies regarding employee relations and
industrial relations
@nowledge of labor laws and contract labor statutes, land acquisition
acts, other rele8ant acts and arbitration procedures
#ounseling, coaching and communication skills
#ompetence to handle company secretarial work - drafting of notices etc.
o #ross functional competence requirement
@nowledge of other R functions like "mployee Relations, "mployee
!enefits, "mployee ;er8ices and "mployee -e8elopment
!road understanding of line functions
+nderstanding of &inance and ,T
The abo8e are the policies which are laid down by the organiBation in the department.
The below are the areaMs which were analysis by the candidate indi8idually.
A=
The following are the functional departments which are there in the human resource
branch of '.T./.#. ramagundam.
o "state
o "mployee de8elopment center0"-#5
o "mployee ser8ices 0";5
o /ublic relations 0/R5
o Rajbhasha
o #orporate social responsibility 0#;R5
o "mployee relations 0"R5
o "mployee benefit group 0"!%5
o "nterprise resource planning 0"R/5
o Law and land matters
o ,ndustrial engineering 0,R5
The in detail analysis which was done in the '.T./.# ramagundam is described as
under.
ESTATE
'ational thermal power corporation is a company which produces electricity.
There are four basic needs which are required by any business organiBation.
1. Land
1. labour
=. capital
A. machine
out of these four labour plays a 8ital role
uman resource is the biggest asset of any corporation. "mployees can work efficiently only
when they are free of 8arious tensions. Apart from this when we pro8ide facilities 0such as
houses, medical, educationW5 to them they gi8e their best. After working continuously, not
only physical rest but mental rela>ation is equally needed. ,n order to reduce the work
pressure 'T/# has re.reation .lub4 sports .oun.il4 and related programmes are also
.ondu.ted%
AA
,n ntpc ramagundam estate department takes care of the township4 s.hools4 hospital and all
the other publi. buildings%
,t also deals with the se.urit issues. A tight security is being gi8en to the township and all
other buildings.
,n regard with the security, many people are re.ruited from the e5,ser6i.e men4 retired
solders% There are nearl 78 people in the security. Apart from the abo8e mentioned facility
they e8en ser8e the employees through ban94 post offi.e et..
EMPLOYEE DE6ELOPMENT CENTER (EDC)
,n ntpc ramagundam "-# department deals with the training and de8elopment of employees.
The basi. idea of training and de6elopment is to upgrade the s9ills of emploees and keep
them abreast latest de8elopment in science and technology. %i8ing them training to take
higher responsibilit. ,t also helps in ting up with institutions of repute to enable employee
to hire higher qualifi.ations to take higher responsibilities.
ere in ntpc ramagundam training function looks after the conduct of long duration training
programmes under the e5e.uti6e:diploma:-T- trainee s.hemes apart from short term s9illed
wor9er: super6isor de8elopment programme. The de6elopment and maintenan.e of
wor9shops4 hostels4 and other training fa.ilities form a part of this function.
Apart from this employees do ha8e freedom to ask for any organiBational related training if
required.
&or e>ample< .omputer training4 personnel s9ills de6elopment training4 personalit;s
de6elopment training<et.%
"ach and e8ery officer has to under go at least F days training programme. All the abo8e
programmes are being inculcated by the 'T/# to enhance the hidden skills, talents of
employees and impro8e them to the fullest so that it helps the effecti8e growth of
organiBation.

EMPLOYEE SER6ICES
A6
,n 'T/# employee ser8ices function mainly deals with the administration4 house 9eeping4
maintenan.e4 furniture4 stationar $boo9s4 papers4 et.+4 and .ommuni.ation sstem%
AD2-#-STRAT-O#&
The acti8ities under this includes de6elopment and maintenan.e of offi.e fa.ilities and
administrati8e of township like allotment4 s.:st horticulture etc. communication receipts and
dispatch and all such other acti8ities required at the project le8el are taken care of by this
function.
This function also acts, and makes internal arrangements for the official functions like 0:ay
-ay celebrations, celebrityMs 8isits etcW5
PUBLIC RELATIONS
&or any organiBation /R function is 8ery much needed. ,n 'T/# ramagundam /R function
looks after the building up and sustaining the image of the organi=ation in the eyeMs of the
public at large through arrangement of press .o6erage of important e8ent in the organiBation.
T>:radio .o6erage and publi.it material. The publication of house ?ournal $?othi6ani+ and
associated a part of this function.
H15&215&t- $% PR 1* HR9
Arrangements of press co8erage in important e8ents in the organiBation.
T?9radio co8erage.
/ublicity material is pro8ided.
The house journals 0jyothi8ani5 which are distributed to all employees. ,t co8ers all
the acti8ities done in and around the 'T/#. ,n schools 08arious acti8ities, programs,
toppers columns, scholarships5 in the entertainment side 0recreation club acti8ities,
deepti mahila samiti, sports council, spandana, jyothika, ladies council5.all the
acti8ities are e>plored in this journals, magaBines.
There is a separate yard in /R called as good will . A nominal amount of money is gi8en to
people concerned in the areas like in newspaper, en8ironment, colleges, and poor people
This is done yearly once. This in turn builds up the reputation and so called the good will for
the organiBation.
A7
RAJBHASHA
,ndia became free from the clutches of !ritishers on 16 Aug 14AF. #onstitution plays
a major role in shaping the country what it isW it is also 8ery much needed for any country
to run smoothly. &or which the 8ery important thing which is needed for any country is the
national language.
,n 14A3 a sur8ey has been conducted and soon in 14A4 i.e., on1A.24.14A4. indi was
declared as the national language. ,t is the day which we also celebrate as the Kindi -i8asL
Wit was from then called as official language ,national language, link language.
Later on in 147= the acts were made and in 14F7 the acts were implemented.
According to the act 6 and act 11 all the official acti8ities must also be done in indi.
0Acti8ities such as letters, reports, addresses, stamps, banners, notification, declaration.5
Then according to sec =0=5 the official acti8ities must be bilingual.
Dith respect to the abo8e 'T/# also follows all the rules which were laid down by
the constitution. indi directorate ( home ministry are the two important authorities which
take care of implementation by introducing indi teaching scheme ( central translation for
which central translation bureau takes the responsibility.
,n this scheme = main e>ams are being conducted they are prabodh, /ra8een, pragya
with short hand typing which is equal to 12
th
. ,t is spread all o8er ,ndia. :ainly in four
places. -elhi, !angalore, :umbai. ,n 'T/# certain tasks and targets ha8e been gi8en which
has to be achie8ed. The tasks are listed below.
&ollowing the sec =0=5.
Ra?bhasha .ommittee meeting is conducted 0march, *une, sep, and dec5
!anners, stamps, etc should also be done in indi.
#ode, manual, proformas, bank drafts, should also be there in indi.
indi typing
!asic indi training.
!ank cheques issued in indi.
Total number of books purchased in "nglish the same number of books should
also be purchased in indi.
AF
indi day9 should be celebrated.
'oting9 glossary must also be bilingual.
/eriodic inspection inspection of different department where the work is done
in indi or not is checked.
CORPORATE SOCIAL RESPONSIBILITY
,n 'T/# ramagundam as a part of corporate social responsibility for the welfare of
economically weaker section, ser8es a helping hands towards the poorer section people.
'T/# contributes some amount of money towards #;R acti8ities. ,nitially in 'T/# R(R
was the only acti8ities which were carried out with regard to the abo8e, but from 122A-1226
'T/# has replaced the old concept of resettlement ( rehabilitation with the ad8ance concept
of #;R. The main purpose of #;R is Kgood willL, ser6ing poor4 doing good to nature,
e>tending helping hand are some of the qualities of responsible human towards its nature,
en8ironment and fellow beings. The abo8e acti8ities certainly gain good will which is
nothing but intangible asset of any organiBation.
"ighlights of @''8,@''7 CSR&
R & R 0resettlement ( rehabilitation5. ,t is mainly concern with the land, houses, and
economical loses which are suffered by the employees, is compensated. 'T/# has
introduced its own policy which is better than what go8ernment offers. About .DN is spent
on #;R acti8ities.
CD 0community de8elopment5 'T/# foundation was set up for which around
D, , to 1 crores per annum is spent. ,n this the main area of interest is education
0school buildings, furnitureW5, health 0hospital, health checkups, programmesW5,
infrastructure 0road, building, water related issuesW5 there are so many programs conducted
by #;R like pro8iding infrastructure, promoting education, intellectual de8elopment, social
emancipation, -$T; center 0direct obser8ed therapy center5 for T! eradicationW
K:otto of #;R is gi8ing back to the society and in turn taking supportL
A3
EMPLOYEE RELATIONS
,n 'T/# ramagundam employee relations function is broadly di8ided into =
categoriesW
1. C$*t+).t 2)7$'+ 1--',- (CL)9 according to contract labour act the wages,
incenti8es, pro8ident fund payment, are decided. And are regularly checked.
1. E(/2$<,, +,2)t1$*- (ER)9 here the different unions which are made in =
le8els of R i.e., workmen, e>ecuti8es, super8isors come with there issues,
complaints, to the higher authority of concern. There the issues are keenly
obser8ed and are sol8ed.
=. P2)*t K,2%)+,< this deals with the implementation of de8elopment and
maintenance of plant, industrial relation. ,t also looks after implementation of
8arious industrial relations and welfare policies with day to day problem
sol8ing and shop from "R.
The facilities are like pro8iding canteen, water facilities, toilets, safety department, and
accident welfare.
The e8ents which are carried out in ER are.
1. olding plant council meeting coordination.
1. /reparation and distribution of minutes of plant council meeting.
=. olding shop council meetings.
A. :ayday celebration.
6. oliday list.
7. /reparation and distribution of minutes of shop councils.
EMPLOYEE BENEFIT GROUP
The acti8ities of this group span the 8arious facts of man power planning4 budgeting4
organization structure, incentives, reward scheme, preparation of personnel data, bank and
computerization, job evaluation and development of job specification/ description etc.
1. ere all the details of employees are recorded.
1. "mployee from the date of joining to his dealth all detailes is preser8ed in this
department.
A4
=. This 8arious acti8ities like joining, promotion, ad8ances, increments,
maintenance of personal file, loans, super annulations of employee.
A. Requirements, family profile, car loanWeach and e8ery thing recording is
done here.
I*d'-t+1)2 ,*51*,,+1*5
,t is also a branch associated with "!%. ,t mainly deals with maintenance of
employees. &or a particular work i.e. ., how many employee or work force is needed ( is
decided by this branch. ence, -t)t1-t1.)2 d)t) of employee is prepared by ," department.
ENTERPRISE RESOURCE PLANNING
Software solution that addresses the enterprise needs taking the process view of an
organization to meet the organizational tightly integrating all functions of an enterprise.
This is what E! does. ere in 'T/# ramagundam "R/ system has been installed. 'ow
hard work is replaced by so called smart work by the help of "R/ systems. The work is done
8ery easily through "R/ system of technology. $nce upon a time the work was carried out
through recording the information in papers, maintenance of books and so on W by the help
of "R/ certain modules ha8e been created. These modules ( softwareMs make the work
easier. The employee has their own codes and passwords which were officially gi8en.
Through this se8eral acti8ities are done just in minutes.
Acti8ities like
Lea8es sanction, income ta>, LT#, application, medical, car loan, scooter loan,
complains and so onW the ad8antages are fast assessable, easy, and consistent.
LAW AND LAND MATTERS
,t deals with all the legal matters related to the company. ,t ser8es the company, takes
decisions related to court cases. ,t also hires the police protection.
,ssues related to land, building and labour. ,t suggests, according to the law, and
sol8es disputes.etc.
62
Chapter,--
1iterature Re6iew
61
JOB ANALYSIS
W&)t 1- B$7 )*)2<-1-O*ob analysis is the method of collecting and analyBing the
facts related to a particular job in order to identify the job contents, job
requirements, job related duties and responsibilities and the characteristics of
the person intending to do that job. *ob analysis is one of the glorious aspects of
R: as it acts as foundation for the functions and areas of R: and in
maintenance of harmonious industrial relations. *ob analysis is done upon the
ongoing jobs only and in8ol8es identifying the nature of a job and the qualities
of the job holder.
D,%1*1t1$*-
-ifferent definitions are pro8ided for job analysis.
,. K*ob analysis is the process of determining, by obser8ing and study and reporting
pertinent information relating to the nature of specific job. ,t is the determination
of the tasks which comprise the job and of the skills, knowledge, abilities and
responsibilities required of the worker for a successful performance and which
differentiates one from all othersL.
-+; labour department
,,. K*ob analysis is the process of studying and collecting information relating to the
operations and responsibilities of a specific job. The immediate products of this
analysis are job descriptions and job specificationsL.
61
"bjectives of job analysis
The important objecti8es of job analysis are discussed under,
D,t,+(1*1*5 t+)1*1*5 *,,d-
J$7 )*)2<-1- can be used in training or assessment needs to fulfill the
organiBational needs,
C. T+)1*1*5 1- ()1* ,2,(,*t 1* B$7 )*)2<-1-.
2. T,-t .$*d'.t t$ (,)-'+, ,%%,.t1;,*,-- $% t+)1*1*5.
E. F$+ /+$;1d1*5 t+)1*1*5. T&, t+)1*1*5 ,J'1/(,*t- )+, t$ 7, '-,d.
H. D1%%,+,*t (,t&$d- $% t+)1*1*5 -&$'2d 7, '-,d.

*ob analysis can also be used in .$(/,*-)t1$* to determine as below<
0a5 job factors which are compensable
0b5 skill le8els
0c5 work en8ironment
0d5 responsibilities and
0e5 Required educational le8el.
*ob analysis can also be used in to determine ;election /+$.,d'+,-
As below<
/rocess of selection in8ol8es job analysis to identify or de8elop ad8ertisements.
0a5 for 8acant positions, job duties must be included in the ad8ertisements
0b5 -etermine appropriate salary le8el for the particular candidate9position.
0c5 Require minimum qualification for applicants.
0d5 ,nter8iew questions
0e5 ;election test
0f5 $rientation materials for applicants.
*ob analysis is used in /,+%$+()*., re8iew to identify,
0a5 goals and objecti8es
0b5 performance standards
0c5 e8aluation criteria and
0d5 -uties to be e8aluated.
The job are usually analyBed by the /+$.,-- .$*-1-t1*5 of below mentioned sequential
steps,
1. collection of organiBational information
1. organiBational job analysis programme
=. selection of representati8es job for analysis
6=
A. collection of information for job analysis
6. preparing a job description
7. de8eloping a job specification
F. -e8eloping employee specification.
I. C$22,.t1$* $% $+5)*1P)t1$*)2 1*%$+()t1$*
The process of job analysis begins with obtaining rele8ant information about Nthe jobM.
The facilities in comparison of the job with other jobs and its contribution in the
organiBational performance. &or this purpose the background information about the
organiBation is collected in the forms of KorganiBation chartsL, Kclass specificationL,
Kwork flow chartsL, etc. organiBation charts show the relation of the job with other jobs in
the organiBation. #lass specification specifies the general requirements of the job family.
Dork flow charts indicate the flow of acti8ities in8ol8e in a job.
II. O+5)*1P1*5 B$7 )*)2<-1- /+$5+)((,
,t is quite necessary to plan and organiBe job analysis programme. The organiBation must
appoint an in charge for the programme and assign him9her the responsibilities. The budget
required and the time schedule should be prepared.
III. S,2,.t1$* $% +,/+,-,*t)t1;, B$7- %$+ )*)2<-1-
,t is time consuming and costly to analyBe all the jobs. ,t is therefore demanded to select a
representati8e sample of job for the purpose of job analysis. "8en the priorities of the 8arious
jobs which need to be analyBed are also determined.
I6. C$22,.t1$* $% 1*%$+()t1$* %$+ B$7 )*)2<-1-
,n this step, the job related data such as job characteristics, qualifications and beha8ior
required to perform the job effecti8ely is collected. The data can be collected from the job
holder himself or from the super8isors or from an outsider called trade job analyst. *ob
related information can be obtained by using se8eral techniques. owe8er, care should be
taken to use appropriate techniques that best fits the situation.
6. /+,/)+1*5 ) B$7 d,-.+1/t1$*
The data collected from the pre8ious step is used to prepare a job description statement
consisting of the job contents in terms of functions, duties, responsibilities, operations etc.
the employee is required to perform the duties and responsibilities and functions listed in the
job description.
6I. D,;,2$/1*5 ) B$7 -/,.1%1.)t1$*
This step in8ol8es con8ersion of job description statement into job specification statement.
*ob specification specifies the personal attributes of the employee like knowledge, skills,
qualities, abilities etc., requires performing the job.
6A
6II. D,;,2$/1*5 ,(/2$<,, -/,.1%1.)t1$*
The final step in8ol8es con8ersion of human qualities under job specification into an
employee specification. "mployee specification specifies that the candidate with these
qualities possess the minimum human qualities listed in the job specification.
P+$.,-- $% B$7 )*)2<-1-
66
#ollection of
organiBational
information
$rganiBing job
analysis progamme
;election of
representati8e jobs
for analysis
#ollection of
information
for job
analysis
/reparation a
job description
-e8eloping a job
specification
-e8eloping
employee
specification
Components of ?ob analsis
&lippo in his definition of job analysis specified that job analysis gi8es rise to job description
and job specification.
*ob analysis has two major aspects,
)% Job des.ription
@% Job spe.ifi.ation
C. J$7 d,-.+1/t1$*
*ob description is an organiBed statement containing the facts about the duties and
responsibilities of a specific job. ,t is prepared on the basis of data collected through job
analysis. ,t is the functional illustration of job contents, acti8ites, duties and responsibilities of
the job. ,n other words, it is a written statement of what a job holder doesX ow he doesX And
why he doesX
C$*t,*t- $% B$7 d,-.+1/t1$*
The job description statement consists of the facts like,
i5 *ob identification< it includes title of the job, job location, its code, department, unit name
etc...
ii5 *ob summary< it includes contents of the job, duties, responsibilities, authorities, etc...
iii5 :aterials used.
i85 :achines, tools, and equipments.
85 Dorking conditions
8i5 ;uper8ision recei8ed 9 gi8en
8ii5 aBards
67
B,*,%1t- $% B$7 d,-.+1/t1$*
*ob description ser8es the following benefits
1. *ob grading and classification
1. "mployee orientation and placement.
=. /romotions and transfers.
A. #areer planning and career de8elopment.
6. ,mpro8ing working conditions
7. /erformance appraisal and counseling
F. Authority
J$7 -/,.1%1.)t1$*
*ob specification is a statement consisting of the minimum le8el of qualification, skills, talents,
physical abilities, e>perience, etc., required for performing a job properly.
,n other words specifies the physical, psycoloygical, social and beha8ioral characteristics of the
job holders.
#ontrast to job description, job specification focuses on the indi8idual characteristics.
C$*t,*t- $% B$7 -/,.1%1.)t1$*
*ob specification consists of the following human qualifications required for performing the
job.
1. "ducation
1. ">perience
=. Training
A. *udgement
6. ,nitiati8e
7. #reati8ity
F. /hysical abilities
3. Responsibilites
4. #ommunication skills
12. "motional characteristics
B,*,%1t- $% B$7 -/,.1%1.)t1$*
*ob specification ser8es the following benefits
1. /erosonnel planning
1. /erformance appraisal
=. iring
A. Training and de8elopment
6. *ob e8aluation and compensation
7. ealth and safety
F. "mployee discipline
3. Dork scheduling
6F
Chapter,---
RESEARC" 2ET"ODO1O3/
63
NEED AND IMPORTANCE OF THE STUDY
/ublic enterprises occupy a key place in ,ndian economy in terms of employment and
in8estment. /ublic enterprises are e>pected to fulfill social as well as economic obligation to
ensure all-round de8elopment of the economy. !ut unfortunately, due to many reasons most
of the public enterprises are not able to fulfill the promises for which they ha8e been
established. ,n many cases of decline in their performance in terms of producti8ity and social
o8erheads, wastages are lack of moti8ation, low morale, dissatisfaction, indiscipline and lack
of commitment.
+nderstanding the employee is essential for an organiBation in
assisting management with the TpeopleT component of the
organiBation and assist in gaining and maintaining competiti8e ad8antages.
. ;tudy on Kjob analysisL gi8es a brief opinion of employeeMs towards job satisfaction
in 8arious aspects in 'T/# help the company to know how employee feels and contributes
ma>imum benefits to the organiBation.
There is a need and importance for the study, as it will help the company to known
about the employeeMs opinion and can modify the changes in the organiBation for human
resource de8elopment and future utility
64
OBJECTI6ES,
The study aims at finding the information regarding job analysis of employees in
general and specific in 'T/#. The objecti8es areP
1. To ensure the a8ailability ofG a competent and willing workforce to an organiBation.
1. To meet the needs, aspirations, 8alues and dignity of indi8idual employees.
=. The fullest contribution of R for the achie8ement of the organiBational goal of long and
short term plans.
A. To duty the relationship between job analysis and 8arious socioeconomic 8ariables of
employees.
6. Le8el of satisfaction of employees.
SCOPE OF THE STUDY
The present study is a micro le8el study confined to job analysis. The information is
being gathered through obser8ation, inter8iews, questionnaire, or sur8ey, checklists, diaries,
etcP therefore employee management in an organiBation does mean management of not only
technical skills but also other factors of the human resources.
,t also makes a modest attempt to e>amine their issues in terms of selected dimension.
&urther, the in depth analysis is confined to employees in 'T/#.
SAMPLE SI?E
72 "mployees 0including ">ecuti8es and non e>ecuti8es5 from 8arious sections of uman
Resources -ept of 'T/# Ramagundam like "-#, employee ser8ices, public relations, #;R,
raj bhasha, "R, "!%, "R/, Law and matters. "tc was chosen randomly from this study.
72
PERIOD OF THE STUDY
The data gathered for analysis belongs to the period of 1 month.

Tools for the -ata collection<
Tools used for data collection were as follows<
+nstructured questionnaire
$bser8ations
,nter8iews
records
UNSTRUCTURED @UESTIONNAIRE
+nder this method of data collection the candidate personally come in contact with
the respondent from whom the information is to be gathered certain crucial elements are also
be discussed. The person who wants the information raises the concerned topic and should
allow the other persons to freely e>press his 8iews and opinions of the respondents are more
clear ( true.
OBSER6ATION
+nder this method, the data is collected through directly obser8ing the employee
while at work the task performed, speed of performing acti8ities, working conditions, the
dangers in8ol8ed, etc. the information thus obtained is documented in a standard format. This
is the most suitable method for getting firsthand information related to the job. This method
best fits for jobs consisting of primarily obser8able physical ability, short job cycle. The
criticisms on the part of this method are that this method is time consuming and is not
suitable for a job that in8ol8es unobser8ed mental acti8ities.
71
INTER6IEWS
,n This :ethod the *ob Analyst #ollects the *ob Related ,nformation through
/ersonal ,nter8iews. *ob related information can be obtained by conducting two types of
inter8iews 0,5 with job holders doing the same job 0,,5 with super8isors ha8ing through
knowledge about the job. The data is collected and compared using a standard format
wherein the inter8iewer asks job related questions. This method is suitable for the jobs where
data canMt be collected through direct obser8ation. owe8er, inter8iew is used as a
supplement to obser8ation method. The drawbacks of this method are-it is time consuming
and costly and there are less chances of getting accurate information if the rapport between
the analyst and employee is good.
RECORDS
,n this method each indi8idual employee s gi8en a diary and asked to maintain the
acti8ities done by him each day. ,f judicial information is pro8ided by employee, accurate
and comprehensi8es information about job is obtained. This method is time consuming, as
recording of acti8ities may spread o8er se8eral days.
LIMITATIONS
The following limitations are considered<
1. The study bring the general opinion ofT the employees but it will not reflect the e>act
opinion of all.
1. as the study will be conducted in 'T/#, in R di8ision to indicates the
=. /erception of the employees in that. -i8ision only.
-
A. The study restricts up to 112 samples. ,t will not consider all the employees in the
organiBation.
6. The study focuses on the attitudes and perceptions of employees only, it will not -
co8er the financial of the employees.
71
RESEARCH METHODOLOGY
SOURCES OF DATA9
Required data for analysis will be collected through
/rimary data
;econdary data

P+1()+< d)t)
,nformation that is collected directly from employees or any person is known as primary
data, it is otherwise called as first information. ,t is collected through
questionnaires and inter8iews.
S,.$*d)+< d)t)
,nformation that is gathered from books, companyGs pre8ious records, magaBines are
known as secondary data.
This study is based mainly of primary data. The main sources of primary data are
employees of 'T/#.
The secondary data is gathered from the status reports, records and personnel manual
of 'T/#, RA:A%+'-+:.

7=
Chapter,->
0indings4 .on.lusions
7A
CONCLUSIONS
&inally, it is concluded that job according to the employee meant more authority, recognition
and status.
15 The working en8ironment was 8ery much liked by the employees and it is one of the key
factors of job satisfaction.
15 The ;eaboard working hours enforced in the $rganiBation is ;tatutory and hence the
employees are satisfied with it.
=5 There was a high satisfaction among the employees in case of salary pro8ided to
them.
A5 The key human resources functions like Recruitment, ;election, ,nduction, training
/olicies are quite satisfactory
65 The encouragement gi8en by the superiors was good and moti8ating.
75 As the employees satisfaction is 8ery important to the $rganiBational ;uccess. The
superiors should play an important role in identifying the performance of employees
which ultimately.Mhelps in designing pay scales according to their work performance.
F5 The employees are good in maintaining harmonious interpersonal relations.
35 The employees feel that their work is being recogniBed by strictly following promotion
policies.
45 The facilities pro8ided by the $rganiBation are satisfactory.
125 The employees are quite contended with their job which will help them in future growth.
115 :oti8ation of employee performance at work place is at a high le8el.
l15 The employee participation in the management acti8ities is quite positi8e.
. .
76
SUGGESTIONS
1. ;ome employees e>pressed that they are feelings bore to perform routine jobs skills.
1. Rotating of employees from one area to another area will gi8e a11uch encouragement and
morale boosting to the employees.
=. The performance appraisal of the employees should be made more scientific than the
e>isting.
A. &or higher producti8ity indi8idual 9 team incenti8e schemes may he encouraged in place of
the e>isting group9corporate incenti8e schemes.
6 /rofit sharing, bonus should be gi8en priority at corporate le8el
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ANNEAURE
7F
BIBLIOGRAPHY
1. $rganiBational !eha8ior L.:./RA;A-
1. "ssentials of uman Resource management and
=. ,ndustrial Relations /.;+!!ARA$
A. /ersonnel :anagement #.!. :A:$R,A
6. /ersonnel :anual of 'T/#
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