EXECUTIVE SUMMARY

This document aims at providing employees and management members with the information that can be beneficial both personally and professionally. Every business enterprise has certain core values along with multiple objectives including of adequate profit for payment of a reasonable rate of return to the owners and for investment in business through satisfaction of customers, maintenance of a contended workforce and creation of a public image. This project entitled as ORGANISATIONAL STUDY OF NTPC AT RIHAND NAGAR was done to find out the level of actualization of core values. The core values of NTPC are B-COMIT, which reflects Business Ethics, Customer Focus, Organizational & Professional Pride, Mutual Respect & Trust, Innovation & Speed, and Total Quality for Excellence. This project was conducted in NTPC Rihand .The survey was conducted for the purpose of primary data collection through questionnaire having a scale of 1-5; it was to be filled by the employees irrespective of their department and grade. The sample size which we have taken is 304 including all executives and non- executives in which the minimum no. of workmen & executives are distributed as below:-

The secondary data was collected through internet and journals of NTPC The hypothesis which was taken for the project was that the core values of NTPC are conducive. After the data analysis we found out that the hypothesis is proved right. The total average score for the employees is 3.83 in a scale of 1-5, which means that the core values actualization is good at NTPC, Rihand. The average score for the Employees for each grade were above 3, which reflect that the core values are good at NTPC Rihand.

The core values reflects the work culture & ethics of an organization, as NTPC is one of the Maharatna Company & its values are well defined as per the result we have got.

PROFILE OF NTPC

OVERVIEW OF POWER SECTOR

Introduction
The power sector has registered significant progress since the process of planned development of the economy began in 1950. Hydro -power and coal based thermal power have been the main sources of generating electricity. Nuclear power development is at slower pace, which was introduced, in late sixties. The concept of operating power systems on a regional basis crossing the political boundaries of states was introduced in the early sixties. In spite of the overall development that has taken place, the power supply industry has been under constant pressure to bridge the gap between supply and demand.

Growth of Indian power sector

Power development is the key to the economic development. The power Sector has been receiving adequate priority ever since the process of planned development began

in 1950. The Power Sector has been getting 18-20% of the total Public Sector outlay in initial plan periods. Remarkable growth and progress have led to extensive use of electricity in all the sectors of economy in the successive five years plans. Over the years (since 1950) the installed capacity of Power Plants (Utilities) has increased to 89090 MW (31.3.98) from meagre 1713 MW in 1950, registering a 52d fold increase in 48 years. Similarly, the electricity generation increased from about 5.1 billion units to 420 Billion units 82 fold increases. The per capita consumption of electricity in the country also increased from 15 kWh in 1950 to about 338 kWh in 1997-98, which is about 23 times. In the field of Rural Electrification and pump set energisation, country has made a tremendous progress. About 85% of the villages have been electrified except far-flung areas in North Eastern states, where it is difficult to extend the grid supply.

Structure of power supply industry

In December 1950 about 63% of the installed capacity in the Utilities was in the private sector and about 37% was in the public sector. In the Constitution of India "Electricity" is a subject that falls within the concurrent jurisdiction of the Centre and the States. The Electricity (Supply) Act, 1948, provides an elaborate institutional frame work and financing norms of the performance of the electricity industry in the country. The Act also provided for creation of central generation companies for setting up and operating generating facilities in the Central Sector. The Central Electricity Authority constituted under the Act is responsible for power planning at the national level. In addition the Electricity (Supply) Act also allowed from the beginning the private licensees to distribute and/or generate electricity in the specified areas designated by the concerned State Government/SEB.

The policy of liberalization the Government of India announced in 1991 and consequent amendments in Electricity (Supply) Act have opened new vistas to involve private efforts and investments in electricity industry.

Current scenario in power sector

Generation India has the fifth largest generation capacity in the world with an installed capacity of 152 GW as on 30 September 2009, which is about 4 percent of global power generation. The top four countries, viz., US, Japan, China and Russia together consume about 49 percent of the total power generated globally. The average per capita consumption of electricity in India is estimated to be 704 kWh during 2008-09. In order to provide availability of over 1000 units of per capita electricity by year 2012, it has been estimated that need-based capacity addition of more than 100,000 MW would be required.

Transmission The current installed transmission capacity is only 13 percent of the total installed generation capacity3. With focus on increasing generation capacity over the next 8-10 years, the corresponding investments in the transmission sector is also expected to augment. The Ministry of Power plans to establish an integrated National Power Grid in the country by 2012 with close to 200,000 MW generation capacities and 37,700 MW of inter-regional power transfer capacity. Considering that the current inter-regional power transfer capacity of 20,750 MW4, this is indeed an ambitious objective for the country. Distribution While some progress has been made at reducing the Transmission and Distribution (T&D) losses, these still remain substantially higher than the global benchmarks, at approximately 33 percent. In order to address some of the issues in this segment, reforms have been undertaken through unbundling the State Electricity Boards into separate Generation, Transmission and Distribution units and privatization of power distribution has been initiated either through the outright privatization or the franchisee route; results of these initiatives have been somewhat mixed. While there has been a slow and gradual improvement in metering, billing and collection efficiency, the current loss levels still pose a significant challenge for distribution companies going forward. The problem which the power sector facing is that continues increase in demand and limited supply, this can be seen.

Power Sector Companies

Indias Electricity is set to see a huge boom as the 8-9% economic growth rates require massive amounts of energy. India is planning to nearly treble its electricity capacity to almost 450 GW by 2020 from around 160 GW now which means a yearly addition of nearly 23 GW in the next decade. Currently Indias Electricity comes mostly from Coal and Hydro Based Energy. Almost 50% of Energy Requirements and 53% of the Electricity is generated from Coal. Despite Coal being the Dirtiest Form of Energy, India has got little choice in the matter. Most of Indias upcoming Electricity Plants are based on Coal. Hydro Energy is generated mostly from Indias Northern Himalayan States. Renewable Energy forms only 7.7% of the Capacity with around 11 GW of the 16 GW from Wind Energy. Nuclear Energy is around 3% of the total capacity at around 4.5 GW. Here is the list of the major power utilities in the country which is currently dominated by the state run PSUs.

1) NTPC 2) NHPC 3) Tata Power 4) Reliance Power 5) Adani Power 6) Damodar Valley Corporation 7) Lanco Infratech 8) SJVN 9) Nuclear Power Corporation of India (NPCIL) 10) CLP Power 11) Neyveli Lignite Corporation 12) Torrent Power Other Private Groups that are setting up big power capacities are JSW Energy, Sterlite Energy, GVK Energy, Moser Baer, Welspun Energy, Essar Energy, GVK Power. There are also states owned and run Power Generation Companies Punjat State Power, Haryana Power Generation, and Gujarat State Energy etc. Orient Green Power, Greenko are green focused utilities with big expansion plans.

PROFILE OF NTPC
Overview
Indias largest power company, NTPC was set up in 1975 to accelerate power development in India. NTPC is emerging as a diversified power major with presence in the entire value chain of the power generation business. Apart from power generation, which is the mainstay of the company, NTPC has already ventured into consultancy, power trading, ash utilization and coal mining. NTPC ranked 341st in the 2010, Forbes

Global 2000 ranking of the Worlds biggest companies. NTPC became a Maharatna company in May, 2010, one of the only four companies to be awarded this status. The total installed capacity of the company is 34,194 MW (including JVs) with 15 coal based and 7 gas based stations, located across the country. In addition under JVs, 5 stations are coal based & another station uses naptha/LNG as fuel. The company has set a target to have an installed power generating capacity of 1, 28,000 MW by the year 2032. The capacity will have a diversified fuel mix comprising 56% coal, 16% Gas, 11% Nuclear and 17% Renewable Energy Sources(RES) including hydro. By 2032, non fossil fuel based generation capacity shall make up nearly 28% of NTPCs portfolio. NTPC has been operating its plants at high efficiency levels. Although the company has 17.75% of the total national capacity, it contributes 27.40% of total power generation.

In October 2004, NTPC launched its Initial Public Offering (IPO) consisting of 5.25% as fresh issue and 5.25% as offer for sale by Government of India. NTPC thus became a

listed company in November 2004 with the Government holding 89.5% of the equity share capital. In February 2010, the Shareholding of Government of India was reduced from 89.5% to 84.5% through Further Public Offer. The rest is held by Institutional Investors and the Public.

At NTPC, People before Plant Load Factor is the mantra that guides all HR related policies. NTPC has been awarded No.1, Best Workplace in India among large organizations and the best PSU for the year 2010, by the Great Places to Work Institute, India Chapter in collaboration with The Economic Times. The concept of Corporate Social Responsibility is deeply ingrained in NTPC's culture. Through its expansive CSR initiatives, NTPC strives to develop mutual trust with the communities that surround its power stations.

NTPC Rihand Nagar

ABOUT RIHAND SUPER THERMAL POWER PROJECT

Address: Telephone: Fax: Email: Approved Capacity Installed Capacity Location Coal Source Water Source

P.O. Rihandnagar-231 223,Dist. Sonebhadra, Uttar Pradesh (STD-05446) - 242020-21 242115

2000 MW Stage I : 1000 MW Stage II : 1000 MW Sonebhadra, Uttar Pradesh Amlori Mines & Dudhichua Mines & Amloric Expansion Mines Rihand Reservoir (Govind

Ballabh Pant DAM)

Beneficiary States

Uttar Pradesh, Uttaranchal ,Haryana, Punjab, Rajasthan, Jammu & Kashmir, Himachal Pradesh, Delhi and Chandigarh Rs. 2387.40Cr (Stage-I) Rs. 3451.97Cr (Stage-II) 4x 500 MW Unit -I 500 MW March 1988 Unit -II 500 MW July 1989 Unit -III 500 MW January 2005 Unit -IV 500 MW September 2005

Approved Investment Unit Sizes Units Commissioned

Rihand super thermal power station This region locally known as DAKSHINANCHAL is now one of the major Power Centre in the country, due to the availability of large quantity of coal in the mines of the Northern Coal Fields, water from Rihand Reservoir and barren land with a relatively low density of population. Main Plant All plants and equipments for the first stage ( 2 x 500 MW ) of this project are supplied under a single contract agreement with Northern Engineering Industries of U.K., signed on 30 Sept 1982. The Indian operation of handling these equipments up to

commissioning has been done by NPIL a subsidiary of NEI. Civil works are done by NPIL Indian contractors, the major one being Indian Railway Construction Company Ltd. For Merry-go-Round (MGR), National Project Construction Corporation Ltd. For Plant civil works, Hindustan Construction Company Ltd. For CW System & Chimney, AFCONS for major bridges etc. Performance The Unit-1 and Unit II of the first stage were declared on commercial operation from Jan 90 and Jan 91 respectively. This station has registered more than 100% generation during the two consecutive months of Feb and March 93. The station has achieved more than 100% generation in Jan, 92 and Nov 96 also. The capital overhauling of 500 MW Unit first completed in record duration of 37 days, which is the shortest duration achieved for any 500 MW Unit. Another remarkable feature of NTPC is the high Plant Load Factor (PLF) of the plant in comparison to the National average PLF, NTPC PLF is much higher.

The Unit I & II of the station have a record of 101.53 % PLF in Nov 91 and 102.45 % PLF in Feb 93 respectively. The station has achieved all time high generation at 101.02 % PLF in Nov. 96. During 2002-03 Financial Year Rihand has been selected as Best Power Plant of NTPC having 87.89 % for highest PLF. RhSTTPP has strength of 481 Executives and 534 Workers. Technically the executive team has a strong professional qualification base. Most of the core functions like O&M, HR, Contracts and Materials, Finance, Projects are carried out by dedicated trained and highly educated employees. Some of the non-core activities like housekeeping and security have been out sourced through agencies that are expert in their own areas like CISF having been retained for Plant and Colony Security and Fire services. The employees selected into NTPC undergo medical fitness check before appointment.

They are provided with all medical facilities during their services to remain fit and healthy. Environmental Protection An organization with an environmentalist in every employee, NTPC is currently investing over US$ 120 million in retrofitting the old systems for abating pollution. NPTC has planted more than 15 million trees in and around its power stations to keep its commitment towards green power. NTPC in association with US department of energy and USATD have established a Centre for Power Efficiency and Environmental Protection. It acts as a resource for assimilating and disseminating and demonstrating technical knowledge now on efficiency/utilization improvement, eco-friendly areas, like utilization, energy conservation and environmental protection. In the Indian Power sector as a whole will be the target beneficiary.

Mission
Develop and provide reliable power, related products and services at competitive prices, integrating multiple energy sources with innovative and eco-friendly technologies and contribute to society.

Vision
To be the worlds largest and best power producer, powering Indias growth.

Services
At NTPC we are proud of the fact that we have successfully explored more than one way to generate power. Other than thermal power, we operate in hydro and gas regions too. As a natural progression of our in-depth understanding of the power sector and our formidable track record, NTPC has now ventured into three related fields. Consultancy for the power sector, setting up a training institute for the same and R&D.

Growth & Development

As per new corporate plan, NTPC plans to become a 75 GW company by the year 2017 and envisages to have an installed capacity of 128 GW by the year 2032 with a well diversified fuel mix comprising 56% coal, 16% gas, 11% nuclear energy, 9% renewable energy and 8% hydro power based capacity. As such, by the year 2032, 28% of NTPCs installed generating capacity will be based on carbon free energy sources. Further, the coal based capacity will increasingly be based on high-efficient-low-emission technologies such as Super-critical and UltraSuper-critical. Along with this growth, NTPC will utilize a strategic mix of options to ensure fuel security for its fleet of power stations. Looking at the opportunities coming its way, due to changes in the business environment, NTPC made changes in its strategy and diversified in the business adjacencies along the energy value chain. In its pursuit of diversification NTPC has developed strategic alliances and joint ventures with leading national and international companies. NTPC has also made long strides in developing its Ash Utilization business.

Hydro Power: In order to give impetus to hydro power growth in the country and to have a balanced portfolio of power generation, NTPC entered hydro power business with the 800 MW Koldam hydro projects in Himachal Pradesh. Two more projects have also been taken up in Uttarakhand. A wholly owned subsidiary, NTPC Hydro Ltd., is setting up hydro projects of capacities up to 250 MW.

Renewable Energy: In order to broad base its fuel mix NTPC has plan of capacity addition of about 1,000 MW through renewable resources by 2017.

Nuclear Power: A Joint Venture Company "Anushakti Vidhyut Nigam Ltd." has been formed (with 51% stake of NPCIL and 49% stake of NTPC) for been formed (with 51% stake of NPCIL and 49% stake of NTPC) for development of nuclear power projects in the country.

Coal Mining: In a major backward integration move to create fuel security, NTPC has ventured into coal mining business with an aim to meet about 20% of its coal requirement from its captive mines by 2017. The Government of India

has so far allotted 7 coal blocks to NTPC, including 2 blocks to be developed through joint venture route.

Power Trading: 'NTPC Vidyut Vyapar Nigam Ltd.' (NVVN), a wholly owned subsidiary was created for trading power leading to optimal utilization of NTPCs assets. It is the second largest power trading company in the country. In order to facilitate power trading in the country, National Power Exchange Ltd., a JV of NTPC, NHPC, PFC and TCS has been formed for operating a Power Exchange.

Ash Business: NTPC has focused on the utilization of ash generated by its power stations to convert the challenge of ash disposal into an opportunity. Ash is being used as a raw material input by cement companies and brick manufacturers. NVVN is engaged in the business of Fly Ash export and sale to domestic customers. Joint ventures with cement companies are being planned to set up cement grinding units in the vicinity of NTPC stations.

Power Distribution: NTPC Electric Supply Company Ltd. (NESCL), a wholly owned subsidiary of NTPC, was set up for distribution of power. NESCL is actively engaged in Rajiv Gandhi Gramin Vidyutikaran Yojanaprogramme for rural electrification.

Equipment Manufacturing: Enormous growth in power sector necessitates augmentation of power equipment manufacturing capacity. NTPC has formed JVs with BHEL and Bharat Forge Ltd. for power plant equipment manufacturing. NTPC has also acquired stake in Transformers and Electricals Kerala Ltd. (TELK) for manufacturing and repair of transformers.

Organization Chart

OBJECTIVES

OBJECTIVES
This report is on core values:

The main objective of this project was to determine whether the core values of NTPC are effective in view of employees. To know the view of different grades of employees in relation to core values. How Core values can be implemented in a better according to the employees. To know working conditions in NTPC Rihand. To know whether the core values help in employees work. To know whether core values have impact on employee relationships with the other employee. To know whether the organization focuses on customer orientation.

IMPORTANCE

To know the mind set of employees towards the core values of NTPC. To know, how the core values can be made more effective. To know level of core values in NTPC. It will give an idea of how much the work culture of NTPC is affected by the core values. It will provide the information whether the core values actualization is good or not in NTPC Rihand. This project will provide information about employee satisfaction level in terms of their work. The project will help us in understanding the employees emotions attached with the organization.

SCOPE OF PROJECT
This project was conducted in Rihand Nagar, NTPC only, it is kind of constraint for our project. The project gives information about the actualization of core values in a scale of 1- 5. The core values is important for a company it gives an idea of the work culture of that particular company. Core values also provide information about the company towards the working environment. It will give an idea of the mindset of the employees working in NTPC, Rihand irrespective of the departments. Through this project we can know the thinking of executives as well as the workmen towards the core values separately i.e., whether the core values are conducive or not according to them. Core values will provide the level of employees loyalty towards the organization.

LITERATURE REVIEW

HRD AT NTPC
'People before PLF (Plant Load Factor)' is the guiding philosophy behind the entire gamut of HR policies at NTPC. We are strongly committed to the development and

growth of all our employees as individuals and not just as employees. We currently employ approximately 26,000 people at NTPC. Competence building, Commitment building, Culture building and Systems building are the four building blocks on which our HR systems are based.

Our HR Vision "To enable our people to be a family of committed world class professionals." Recruitment We believe in the philosophy of 'Grow your own timber'. Our 'Executive Trainee' scheme was introduced in 1977 with the objective of raising a cadre of home grown professionals. First Division Graduate Engineers/ Post graduates are hired through nation-wide open competitive examinations and campus recruitments. Hiring is followed by 52 weeks of fully paid induction training.

Career Advancement & Opportunities We have a well established talent management system in place, to ensure that we deliver on our promise of meaningful growth and relevant challenges for our employees. Our talent management system comprises Performance Management, Career Paths and Leadership Development. Rewards & Recognitions

We have, from inception, created a culture of rewards and recognitions through celebration of various achievements and events and recognizing the contributions behind such success. Innovate, Create, Compete We have introduced numerous initiatives which seek to enhance the creativity, innovation, functional aptitude and teamwork of our employees. These initiatives include National Open Competition for Executive Talent (NOCET), Professional Circles, Quality Circles, Business Minds and Medha Pratiyogita (a quiz for our employees). A management journal called Horizon is published quarterly to enable the employees to share their ideas and experiences across the organization. Quality of Work-Life NTPC is proud of its systems for providing a good quality of work-life for its employees. In addition to providing beautiful and safe work places, NTPC encourages a culture of mutual respect and trust amongst peers, superiors and subordinates. Away from hectic city life, NTPC townships provide an environment of serenity, natural beauty and close community living. Numerous welfare and recreation facilities including schools, hospitals and clubs are provided at the townships to enhance quality of life & the well being of employees and their families. An entire range of benefits, from child care leave to post retirement medical benefits are extended to employees to meet any exigency that may arise in a person's life. Knowledge Management in NTPC To meet our ultimate objective of becoming a learning organization, an integrated Knowledge Management System has been developed, which facilitates tacit knowledge in the form of learning and experiences of employees to be captured and summarized for future reference. Training & Development NTPC subscribes to the belief that efficiency, effectiveness and success of the organization, depends largely on the skills, abilities and commitment of the employees who constitute the most important asset of the organization.

Our Training Policy envisages a minimum of 7 man days of training per employee per year. We have developed our own comprehensive training infrastructure. Education Up-gradation Schemes To meet the academic aspirations of employees and match them with the needs of the organization, NTPC has tie-ups with institutes of repute like MDI, Gurgaon; IIT Delhi; BITS Pilani, etc. NTPC sponsors fixed size batches of employees who are inducted into these courses based on their performance rating in the company and their performance in the entrance exam conducted by the respective institute. Unlike other study leave and sabbaticals, employees undergoing these courses do not forego their salary or growth during the duration of the course. Seeking Feedback We actively seek and encourage employee feedback to ensure that our HR interventions and practices remain relevant and meaningful. We regularly conduct Employee Satisfaction and Organizational Climate Surveys. Awards We derive immense satisfaction from the awards we receive and the resulting recognition they bestow. The awards are key indicators and milestones on our HR journey, and reinforce our HR philosophy and practices. NTPC has been awarded No.1, Best Workplace in India among large organizations for the year 2008, by the Great Places to Work Institute, India Chapter in collaboration with The Economic Times.

Human Resources Department in NTPC Rihand Nagar

The three Rs have been properly taken care of in NTPC viz., Recruiting, Retaining and Retiring. The HR Function in NTPC Rihand comprises of the different functions which has been grouped under the following sections:

1)

EMPLOYEE BENEFIT

,
The EB Section looks after the various employee advances, employee benefits, facilities, incentives and other benefits. Its functions are manifold. Its functions are as under: i) Recruitment of employees in the Non Executive Cadre ii) Joining of an employee Fresh and on Transfer iii) Clearing of probation iv) Promotion of employees v) Adherence to the Annual Appraisal of the employees vi) Employee Benefits / Facilities

Medical Attendance and Treatment of the Employees Special Disability Leave Facilities for Higher Studies Reimbursement of Membership Fees for Professional Bodies / Institutes Reimbursement of expenditure on Childrens Education Forwarding of Application for outside employment Forwarding of applications for companys sponsored education programmes viz M.Tech. Of IIT, Delhi; BS in Power Engineering of BITS, Pilani and PGDBM of MDI, Gurgaon

Sanction of Merit Scholarship to the children of NTPC employees

vii) Employee Advance

Sanction of House Building Advance Sanction of Conveyance Advance Sanction of Personal Computer Advance Sanction of Furnishing / household item Advance Sanction of Multipurpose Advance Sanction of Medical Advance

viii) Incentive Scheme Sanction of Incentive for promoting Small Family Norms Project incentives Generation incentives Incentive-additional Qualification Small family norms National awards Suggestion scheme Quality circle Non monetary incentives Hindi incentives Long service award

ix) Terminal / Insurance Benefits Processing and forwarding of Claims under Group Personal Accident Insurance Scheme Processing and forwarding of Claims under Group Insurance Scheme Ensuring insurance of HBA amount sanctioned to employees Processing of Applications for Temporary and Permanent withdrawal from Provident Fund Forwarding of applications for the payment of gratuity Processing of applications under NTPC Employees Family Economic rehabilitation Scheme

Processing of applications for availing Medical Facilities by the retiring employee or the spouse of the deceased employee under NTPC Contributory scheme for Post Retirement Medical Facilities

Processing of applications for the payment under NTPC Self Contributory Superannuation Benefits (PENSION) Scheme Processing and forwarding of applications for resignation Termination of employees under Service Rules, Conduct Discipline and Appeal Rules and Standing Orders. Ensuring the payment and final settlement to the employees on retirement

ix) Other Functions Advice to other departments and sections regarding clarification of HR policy and procedures.

2) PUBLIC RELATIONS

This Department looks after all the internal and external communications areas including press relations, house magazines, advertising, films etc. The total advertisement activity of NTPC, including releasing of tenders notices and job advertising are being coordinated by the PR Department. Responsibilities of PR Executives:

Publishing and coordinating of House journal Video Magazine Press Conference Press Visits Radio Coverage Video Coverage News Reporting Draft Speech for Chief Guest Publications of NITS /Advts. Press Releases Folder / Brocher Finalization of Regular Contracts Photography / Videography etc. PR Support for R&R activities Comparing the programme

3) EMPLOYEE SERVICES

Important Functions:

Medical Assistance & Treatments Facilities for Higher Studies Workers Education Scheme Adults Education Scheme Employees Education Programmes Scheme for grant of Merit Scholarships to Children of NTPCs Employees Transportation Facilities for Employees & their Family Members House for Employees Township Security etc. ADMINISTRATION

Township Administration Quarter Allotment Shop Allotment Public Buildings (Bank, Post Office etc.) Rent Recoveries Township Administration Rent Fixation & Revisions Demolition & Eviction of Unauthorized occupancies Township Securities

General Administration Issue of Entitled Items as per norms Budgeting Indenting Purchase through Procedure General Administration Inspection & Scrap Disposals Contracts (Proposals, executions & closing)

4) EMPLOYEE WELFARE

Welfare is convenient term to cover all those aspects of Industrial Life that contributes to the general well beings of the workers. Welfare helps to keep the atmosphere to Township vibrant and full of life and to improve satisfaction level of the employees and their family members. Welfare is a broad term encompassing measures aimed at providing Housing, Medical, Schooling, Sports & games, Social, Cultural & Recreational etc. facilities.

Welfare Activities can be grouped into two activities:

Statutory welfare activities Non statutory welfare activities

STATUTORY WELFARE ACTIVITIES

These activities include those activities which are to be applied as per the Factory Act, 1948. Some are listed below: Cleanliness Sanitation Safety Measures Canteen Lunch & Rest Rooms Proper lighting Facilities for washing & drying cloths

Appointment of Welfare Officer

NON STATUTORY WELFARE ACTIVITIES These activities include those activities which are being laid down by Management of NTPC in Rihand for their employees. Some are listed below:

Employee Welfare Association (Kalyan Kendra) NTPC Officers Club (Indradhanush) NTPC Sports Council NTPC Ladies Club (Vartika Mahila Mandal) Co-operative Society (NTPC ECCS Ltd.) CHETNA Malviya Mission Eye Relief Camp & Family Welfare Camp Rural Sports Regional & Inter Regional Sports Other Miscellaneous Activities Pulse Polio mass Immunization

5) EMPLOYEE DEVELOPMENT GROUP

This department looks after the overall development of the employees. They focus on the development aspects by looking after their Training & Development needs, Career Growth needs, Motivation and Moral Support needs etc. The department is the custodian of:

I) BODH I) BODH

II) DISHA

i) Status shared in Sight management Committee (SMC), MTP meetings, HR Ambassadors & with Union /Associations. All members present in the meeting are requested to further sharing of findings. ii) Feedback and suggestion for improvement, especially on LOW rating Factors have been sought. iii) Action Plan given by Corporate Centre shared amongst the employees including SMC . II) DISHA

i) ii) iii)

Status share in SMC, MTP meetings and other forums including executives meetings held for this purpose. Feedback and recommendations has already been sending to corporate planning. New PMS system has been widely shared amongst all executives.

FOUR PILLARS OF HR INITIATIVES

Competency Building Commitment Building Culture Building System Building

5 S SEIRI (Organization) arrange the article in order only

SEITION (Neatness) SEISO (Cleaning) SEIKETSU (Standardization) SHITSUKE (Discipline)

The main activities performed by the section are: Organizational Climate Survey HR Audits Job Rotation Quality Circle Manpower Trend Analysis Re-training and re-deployment Suggestion Scheme Long Service Award

6) EMPLOYEE Relation

This department coordinates with various employees associations in the matter of Employees Benefits and policies to coordinate with Government agencies like Labor Officer Etc. Following are the roles of Employee Relations Department: i) To manage organizations overall relations with Employees Associations executives and Workers unions. ii) To manage Industrial Relations handle Unions and Associations meetings

and resolves employees issues. iii) To manage Employees Relation System & various participative forums like Safety Committee, Township Advisory Council, Joint Plant Level Council, Shop Level Council etc. iv) To interact on a formal as well as informal basis with key Employees Associations members. v)
vi)

To identify and address employees needs and concerns. To ensure compliance relating to Contracts Labor as per Law in the unit. To manage Local Administration and liaison. To coordinate with Regional & Corporate HR on Employee Relations issues. To coordinate with other HR groups and station for seamless delivery of HR Services to employees.

vii)
viii)

ix)

x)

To provide inputs to the HR policy development during the policy formulation stage.

TRADE UNIONS AT RIHAND

1. NTPC MAZDOOR SANGH This union which formed as the first union this project was initially affiliated to BMS. Due to intra-union rivalry two groups claimed ownership of the union which was finally decided by the Registrar of Trade Union and the group which got the ownership from Registrar changed this affiliation from BMS to AITUC because the Central leader of BMS was supporting its faction which lost its claim before the Registrar of Trade Union. 2. NTPC KARMACHARI SANGATHAN This union was formed initially as NTPC Shramik Sangathan with affiliation to INTUC. Again due to rivalry within the union, the union was dissolved and one group formed another union namely NTPC Karmachari Sangathan and got it affiliation from INTUC.

3. RIHAND KARMCHARI AWAM VISTHAPIT MORCHA This is a union of employees who are land oustees basically and the employees residing in the district of Sonebhadra and Mirzapur. The basic aim is to look after the interest of land ousters of this project employed or otherwise. This creates sometimes difficulty for management as the union takes up issues of non-employee / land oustees also like dispute over compensation, settlement benefits etc. It is not affiliated to any central Trade Union. 4. NTPC BAHUJAN SHRAMIK SANGH This union was formed in 1998 and the leadership is basically in the hands of those employees who were part of other union earlier but got neglected due to intra-union rivalry. It is not affiliated to any Central Trade Union. 5. NTPC VIDYUT SHRAMIK SANGH (AFFILIATED TO BMS) The faction which lost before the registrar of Trade Union a claim over NTPC Mazdoor Sangh gradually gathered some support and formed this union which has submitted its registration documents to the management for being a party to employer-employees dealings. The above unions are registered trade unions under Trade Union Act. However, none of the unions are recognized unions and management at local level deals with them on day-do-day on equal footings. Non-availability of any policy on recognitions of Trade Union in NTPC the numbers of such unions are in increase due to the fallacy of provisions of Trade Union by which any seven or more persons can form a Trade Union. The dealing at the company level is with central trade union mostly or the all trade unions recognized under statues for different states where such provisions exist. The body consisting of such trade unions and management at company level is called National Bipartite Committee (NBC). It deals with wage and service conditions of all workmen of NTPC. From plant/project unions representation to various trade unions affiliated to these Central Trade Unions (BMS, AITUC, INTUC, and CITU) are given for participating in NBC as additional central members. However the constitution of NBC

and participation of trade unions as representative bodies from project/units is still a matter to be properly resolved. 7) CORPORATE SOCIAL RESPONSIBILITY

The land oustees have been provided adequate compensation as per rate fixed by Govt. of UP & MP and rehabilitated in the areas exclusively developed for them by NTPC NEAR THE PROJECT. The rehabilitation areas have been provided with facilities like hand pumps, wells, roads, drains, primary schools , dispensary, dams, Panchayat Bhawans, Ponds, Training Centre & Chetna ( Centre established by project for the self development and provide employment to land oustees). A sizable number of land oustees have been employed directly by the project as regular employees in suitable categories. Now-days these land oustees are named as PAP (Project Affected Persons). 8) LAW SECTION

The main functions of Law section are as under: i) To provide legal support to various departments of the project wherever required.

ii)

To make preventive measure for avoiding in fructuous litigation by legal vetting of various types of contracts, agreements and security documents prior to their final execution.

iii) iv) v) vi) vii) viii)

To minimize the cost of litigation wherever possible. To standardized various types of contracts, Bank Guarantees, Indemnity Bonds and other Security documents for achieving uniformity in approach. To render legal opinion on the complex issues. To prosecute / defend the court cases and court cases arising out of arbitration cases in Supreme Court /High Court / Tribunals, arbitrators. To liaison with advocates and to provide support in preparing of pleading / written submission / arguments. To procure legal opinion from outside legal expert such as AGI, SGI, ASGI.

9) HR RAJBHASHA

Hindi as a National Language has been recognized and a separate section with the name of RAJBHASHA ANUBHAG came in to existence. The section looks after the recommendation / guidance of Dept. Of Official languages, Govt. of India. Since, Rihand is situated in UP which is among one of the Hindi speaking states, the Hindi Section is organizing various workshop & sends reports to the Dept. Of Official Languages, govt. of India. The Rajbhasha Anubhag has done a lot for the promotion of Hindi as an official language. It also coordinates for conducting the PRAVIN, PRAGYA & PRABODH examinations organized by Dept. Of Official Languages, Govt. of India. For the promotion of Hindi various incentives are given to the employees who drafts 180 Nos. of letters in Three months or 10,000 words in three months. Special incentives are also given to the employees for translating the technical books in to Hindi.

CORE VALUE
Introduction
The four to six words or statements that make up the core values reflect the basic principles that guide our interactions with every stakeholder of the organization. They also establish the boundaries of behavior for all associates of the culture or subculture. Highly effective organizations share a common quality that sustains their success and sets them apart as great places to work: a strong set of deeply imbedded and broadly held core values. They may be few in number but they are powerful in defining the manner in which associates are expected to interact with and treat other stakeholders both inside and outside the organization. Core values establish the foundation of the culture. Until we decide what those values are, and how we will interact with each other, its very difficult to do anything else whether setting goals, establishing measurements, solving problems or even making decisionseffectively. As such, core values cannot be left to chance and allowed to emerge through unconscious neglect. Core values determine whether people work in an open and trusting environment where opinions are valued, or in an environment that is tainted by suspicion and tension. Our societal values respect open communication why should we expect anything less from our work environments? Few would say they thrive in an environment where they are criticized for sharing how they feel or are worried whether their personal values are in conflict with those of the people with whom

they work. In environments like that, associates walk around as if on eggshells, afraid to say anything. Positive core values allow us to identify with an organization. They tell us where we stand in relation to the goals of the organization and empower us to ensure the credibility of our organization in the eyes of customers. Values espoused or not, exist in every organization. Often they are historical in nature, based until we decide what those values are, and how we will interact with each other, its very difficult to do anything else effectively. Values can vary from one organization to another, even among those in the same enterprise. Individual departments and divisions may even have their own core values. Even so, they have to consistently reflect the core values of the overarching or enterprise culture. Effective core values also provide clear expectations of personal interaction and set boundaries beyond which behavior becomes objectionable. For example, if a core value is integrity in everything we do, every member of the culture is expected to honorably fulfill all of his or her obligations and commitments to stakeholders of the organization. If another core value is treating every stakeholder with dignity and respect, one might vehemently disagree with an associates opinions or actions but is expected to deal with the issue at hand without personally attacking the associate personal. Without these institutionalized values an organization lacks the ability to reach its full potential in developing its human capital, necessary for optimizing long-term success. Indeed, without consistent application of the organizations core values, stakeholders do not know what to expect from one day to the next, and so are often emotionally, spiritually and mentally unavailable to assist the organization in reacting and adapting to changing conditions.

Why core values/Necessity of core values

Core values are the very significant components of the identity of any business. They are specialized standards set by a company regarding the method of its functioning, decision making, problem solving, and customer service. The main aim of any company is to attract profit, which can easily be done if clients and customers are impressed by the satisfaction provided to them from the services. And for letting the clients know about the quality of the business, core values of a company essentially have to be set. There are many advantages that core values bring. The primary benefit of core values is that they let clients and potential consumers know what the company is all about, and clarifies the identity of the company. Core values are points to be considered for maintaining proper corporate relations with the media, customers, public, and other business entities. Core values also aid companies in the decision making processes. If a company has to take an important decision, it adheres to and considers its core values, after which it goes ahead with the appropriate decision. Core values play an important role in other entities about the goals and motives of the company. In business terms, core values are the rules, regulations, and guidelines that are to be considered for the smooth running of the business.

Core Values of Some Companies

Core values of TATA Tata has always been values-driven. These values continue to direct the growth and business of Tata companies. The five core Tata values underpinning the way we do business are:

Integrity: We must conduct our business fairly, with honesty and transparency. Everything we do must stand the test of public scrutiny.

Understanding: We must be caring, show respect, compassion and humanity for our colleagues and customers around the world, and always work for the benefit of the communities we serve.

Excellence: We must constantly strive to achieve the highest possible standards in our day-to-day work and in the quality of the goods and services we provide.

Unity: We must work cohesively with our colleagues across the group and with our customers and partners around the world, building strong relationships based on tolerance, understanding and mutual cooperation.

Responsibility: We must continue to be responsible, sensitive to the countries, communities and environments in which we work, always ensuring that what comes from the people goes back to the people many times over

Core values of Accenture Stewardship Fulfilling our obligation of building a better, stronger and more durable company for future generations, protecting the Accenture brand, meeting our commitments to stakeholders, acting with an owner mentality, developing our people and helping improve communities and the global environment. Best People Attracting, developing and retaining the best talent for our business, challenging our people, demonstrating a can-do attitude and fostering a collaborative and mutually supportive environment. Client Value Creation Enabling clients to become high-performance businesses and creating long-term relationships by being responsive and relevant and by consistently delivering value.

One Global Network Leveraging the power of global insight, relationships, collaboration and learning to deliver exceptional service to clients wherever they do business. Respect for the Individual

Valuing diversity and unique contributions, fostering a trusting, open and inclusive environment and treating each person in a manner that reflects Accentures values. Integrity Being ethically unyielding and honest and inspiring trust by saying what we mean, matching our behaviors to our words and taking responsibility for our actions.

Core Value of NTPC

The NTPC Core Values are:

Business Ethics Customer Focus Organizational & Professional Pride Mutual Respect & Trust Innovation & Speed Total Quality for Excellence

The key challenges in the context of our values are actualization and relevance. To actualize our core values and ensure that they remain relevant, we have taken various steps, namely, creating a weight age for values in our Performance Management Systems; Conduct training programmes on values and including sessions on values in our key programmes; Rewarding value based behavior and creation of Value Actualization Task force. A Vision & Values Revisit Workshop by our top management is a major component of our core value actualization.

A culture of celebrating achievements and a strong focus on performance are a way of life in NTPC. Performance and achievements are an outcome of constant learning and its application; Performance management; Rewards and recognitions; Provision of opportunities to create and compete; seeking feedback from employees and genuine interest and concern for employees. NTPC holds pride in its systems for providing a good quality of work-life to its employees. In addition to providing beautiful and safe work places, NTPC encourages a culture of mutual respect and trust amongst peers, superiors and subordinates. Away from hectic city life, NTPC townships provide an environment of serenity, natural beauty and close community living. Numerous welfare and recreation facilities including schools, hospitals and club are provided at township to enhance quality of life and well being of employees and their families. An entire range of employee benefits ranging from child care leave to post retirement medical benefits are extended to employees to meet any exigency that may arise in a person's life. NTPC has, from its inception created a culture of rewards and recognitions through celebration of various achievements and events and recognizing the contributions of employees/teams behind such success. There are reward schemes for individual and teams excelling in their work right from the stage of project construction to the running of the power station, as well as, awards for special events/ competitions where employees can demonstrate their competence and skills. NTPC also recognizes the contribution of employees families through involving them in various events and competitions.

RESEARCH METHODOLOGY

RESEARCH METHODOLOGY
Research is a systematic method of finding solutions to problems. It is essentially an investigation, a recording and an analysis of evidence for the purpose of gaining knowledge. According to Clifford woody, research comprises of defining and redefining problem, formulating hypothesis or suggested solutions, collecting, organizing and evaluating data, reaching conclusions, testing conclusions to determine whether they fit the formulated hypothesis

Hypothesis
We have taken an assumption that the core values of NTPC is conducive i.e. the employees believe in core values of the company and works according to that.

Research Design

Research design is the plan for the conduct of actual research investigation. Such design provides guideline for the researcher to keep a track on his actions and to know that he is moving in the right direction on data collection. Research Objective

To know, whether the employees of NTPC Rihand believe in core values of NTPC and to provide any suggestions if required. To know the thinking of different grades of employees of NTPC Rihand in terms of core values.

Data Sources

a. Primary Data:Primary data are the data gathered for the specific research project and are directly taken from the very source of information. Responses of Employees through Questionnaire. Personal Interview with the Employees of NTPC

a. Secondary Data:Secondary data are the data, which already exists and were collected for some other purpose or for similar previous studies. Secondary data were proved to be instrumental in structuring the questions to be asked for collecting primary data. Various books on Human resources. Website of NTPC, www.ntpc.co.in NTPC document and magazines. Journals

Research Approach Primary data can be collected in several different ways these methods of collecting primary data are called research approaches. Research approaches are of following types: Observational research Focus group research Survey research Experimental research. Behavioral data research

For this project the survey research method was adopted, and a survey was conducted in which employees were interviewed to know how far employees are satisfied of NTPC. Sample Design A sample design is a finite plan for obtaining a sample from a given population. Simple random sampling is used for this study. a) Sample population It is segment to Executive class and Non-executive class employees of NTPC. b) Sampling frame Since the manpower of NTPC Rihand Nagar is 1500(approx) of different grades, so the sample frame is obtained accordingly. c) Sampling unit The sample unit consists of all Executives and Non Executives of NTPC Rihand Nagar. d) Sample size Large sample gives more reliable results than small samples. However it is not necessary to sample the entire population or even a substantial portion to achieve reliable result. After considering time constraint and cost effectiveness for the project total 304 peoples are surveyed. . There are three types of employees: Workmen Supervisors Executives

We have selected executives & non-executives for our survey of core values. Place of Information: - NTPC Rihand Nagar.

Research Instrument The two main research instruments in collecting primary data are: A. personnel Interview B. Questionnaire

A) Personnel Interview: It is one of the important sources to collect primary data. Through personnel interview interviewer can ask question according to research requirement. Data which is collect by personnel interview is more reliable than other sources. B) Questionnaire: Questionnaires consist of a set of questions presented to the respondent for their answer. Because of its flexibility the questionnaire is by far the most common instrument used to gather primary data. Questionnaire needs to be carefully developed and tested before they are actually used on a large scale. QUESTIONNAIRES ARE OF TWO TYPES: a) Open ended questionnaire It consists of open ended questions that allow the respondent to answer in their own words. Such questionnaires revel more because they do not constraint respondent's answers. b) Closed ended questionnaire This questionnaire consists of questions that pre-specified all the possible answers, tabulation and interpretation of such Questionnaires are easier as compare to

open ended questionnaire.

Scale: 5- point scale.

Sampling: Simple random sampling the one which ensures elimination of bias & estimation of sampling errors. Here we have used summated (or likert- type scale) which consists of a number of statements that expresses either a favorable or an unfavorable attitude towards the given object to which the respondent is asked to react. The respondent indicates his agreement or disagreement with each statement in the instrument. Each response is given a numerical score, indicating its favorableness or unfavourableness, and the score is totaled to measure the respondents attitude. In other words, the overall score represents the respondents position on the continuum of favorable-unfavourableness towards an issue.

Strongly Disagre Neither Agree Strong disagree e agree (4) ly (2) (1) nor (1) Agree disagre (5) e (3) Agree (5)

PRECAUTIONS Precautions which have been taken at the time of drafting the questionnaire are: I. There is appropriate number of questions for the convenience of executives. II.Personal questions have been avoided. III.All questions are and has clear meaning
IV.All are arranged logically and sequencly.

V.Every question is specific and relevant to the topic.

DATA ANALYSIS

DATA ANALYSIS
In this survey the questionnaire has been designed in such a way that the questions reflect certain parameters .The questionnaire consist of 30 questions, the following parameters are reflected by the questions

S.N O 1 2 3 4 5 6

Parameters
Business Ethics Customer Focus Organizational & Professional pride Mutual Respect &Trust Innovation & Speed Total Quality For Excellence

Questions 1,8,22,24,25 2,9,16,21,23 5,15,18,19,26 3,4,12,27,28 10,11,20,29,30 6,7,13,14,17

The graph below shows the views of the 304 employees surveyed irrespective of their department and grades. The graph is drawn on the basis of the views of the employees; in terms of the number they have marked in questionnaire i.e., 1, 2,3,4,5. The score ranges from 1 to 5, 1 being the lowest score and 5 being the highest score. The score is calculated on that basis only I, e. view of 304 employees divided by the no. of views. The tabulation is used for preparing graph is shown below.

Core Values (All Employees)

The views of all employees that are surveyed i.e., 304 irrespective of their grades is given in graph -1. The total average score is calculated on the basis that graph is drawn.

S.NO 1 2 3 4 5 6

PARAMETER Business Ethics Customer Focus Organizational & Professional pride Mutual Respect &Trust Innovation & Speed Total Quality For Excellence

QUESTIONS
1,8,22,24,25, 2,9,16,21,23 5,15,18,19,26 3,4,12,27,28 10,11,20,29,30 6,7,13,14,17

AVERAGE SCORE 3.64 3.85 4.08 3.91 3.67 3.81

Findings

The total average score is 3.83, which shows that core values are conducive in NTPC.

The maximum score is 4.08 for Organizational & Professional Pride, which is very good. The minimum score is 3.64 for Business Ethics.

Core values (W1-W10)

This graph shows the views of the workmen in NTPC Rihand Nagar, irrespective of their department. The tabulation below shows the score of each questions on the basis of which average score is calculated and finally graph is drawn. The workmen is from W1 to W10

S.NO 1 2 3 4 5 6

PARAMETER Business Ethics Customer Focus Organizational & Professional pride Mutual Respect &Trust Innovation & Speed Total Quality For Excellence

QUESTIONS
1,8,22,24,25, 2,9,16,21,23 5,15,18,19,26 3,4,12,27,28 10,11,20,29,30 6,7,13,14,17

AVERAGE SCORE 3.12 3.27 3.47 3.33 3.19 3.24

Findings

The average score for workmen (W1-W10) is 3.27, which shows that the core values are conducive in NTPC. The maximum score is 3.47 for Organizational & Professional Pride. The minimum score is 3.12 for Business Ethics.

Core Values (E1-E4)

This graph shows the views given by the executives from grade E1 to E4, which include

The table below shows the average score of the executives (E1-E4).

S.NO 1 2 3 4 5 6

PARAMETER Business Ethics Customer Focus Organizational & Professional pride Mutual Respect &Trust Innovation & Speed Total Quality For Excellence

QUESTIONS
1,8,22,24,25, 2,9,16,21,23 5,15,18,19,26 3,4,12,27,28 10,11,20,29,30 6,7,13,14,17

AVERAGE SCORE 2.91 3.14 3.33 3.19 2.88 3.08

Findings

The average score for executives (E1-E4) is 3.09, which shows that the core values are conducive in NTPC. The maximum score is 3.33 for Organizational & Professional Pride. The minimum score is 2.88 for Innovation & Speed & 2.91 for Business Ethics, which means it needs attention.

Core Values (E5 & E6)

This graph gives the views of the employees in the grades of E5 & E6, The table below shows the average score for executives (E5 & E6)

S.NO 1 2 3 4 5 6

PARAMETER Business Ethics Customer Focus Organizational & Professional pride Mutual Respect &Trust Innovation & Speed Total Quality For Excellence

QUESTIONS
1,8,22,24,25, 2,9,16,21,23 5,15,18,19,26 3,4,12,27,28 10,11,20,29,30 6,7,13,14,17

AVERAGE SCORE 3.08 3.26 3.40 3.17 2.17 3.17

Findings

The average score for executives (E5 & E6) is 3.21, which shows that the core values are conducive in NTPC. The maximum score is 3.40 for Organizational & Professional Pride. The minimum score is 3.08 for Business Ethics.

Core Values (E7 & Above)

The graph below shows the views of the executives (E7 & above)

The table below shows average score of executives(E7 & above)

S.NO 1 2 3 4 5 6 PARAMETER Business Ethics Customer Focus Organizational & Professional pride Mutual Respect &Trust Innovation & Speed Total Quality For Excellence QUESTIONS
1,8,22,24,25, 2,9,16,21,23 5,15,18,19,26 3,4,12,27,28 10,11,20,29,30 6,7,13,14,17

AVERAGE SCORE 2.94 2.93 3.15 3.07 2.88 3.04

Findings

The average score for executives (E7 & Above) is 3.00, which shows that the core values are conducive in NTPC. The maximum score is 3.15 for Organizational & Professional Pride. The score which is below 3 is 2.88 for Business Ethics, 2.93 for Customer Focus & 2.94 for Business Ethics, which needs attention.

CONCLUSION
The core values of NTPC is B-COMIT, that refers to business ethics, customer focus, organizational & professional pride, mutual respect & trust, innovation and speed and total quality for excellence. The hypothesis which we have taken for this project is that the core values in the company are conducive.

The hypothesis which we have taken is proved to be correct. As the average score of the core values are 3.83 in a scale of 1-5. The minimum score in each graph is for Business Ethics and maximum score is for Organizational and Professional Pride.

The sample size which we have taken was 304 which include all the employees irrespective of the grades and the departments. The average score in case of each grade was above 3, which means the level of core value is good in the organization. The core values are important for the organization as it displays the work culture and ethics. It also provides information about the employees loyalty towards the organization. The core values also reflect about the employee relations. The core values encourage employees to take certain decisions of their own in relation to work, which in turn provides new innovative ideas which helps the organization.

LIMITATION OF STUDY
I have sincerely tried my best to prepare this project report in precise manner with accuracy. During the completion of the project the limitation faced by me are as under.

As the project required the surveys, interviews, and necessary advice of the executives, the busy schedule of the employees was a constraint for completion of the project in the given time frame.

The survey of the employees was to be conducted in different departments and which was geographically separated. As the study is only for one particular organization, inter organization comparison is not possible. The study was limited to NTPC/RhSTTPP, so the result cannot be generalized to macro level. It was quite tough in filling the forms from the workers who were under W5.

SUGESSTIONS
In training session some emphasis should be given to the core values, so it would become easy for the employees to adapt the core values of the company As the lowest score is for Business Ethics, therefore some attention should be given in a way that employees may understand its importance. Innovation & Speed also requires attention, which means the innovative ideas of the employees should be encouraged.

The executives of grade (E7 & Above) the average score is 3, which is satisfactory and it can be improved in future by conducting some special training programmes for them.

In the present scenario as the power sector is getting privatized and the competition is increasing the employees of the NTPC should be more customer focused and efforts should be done in this direction.

BIBILOGRAPHY
Websites:

www.ntpc.co.in www.ntpc.nic.in Local intranet of NTPC, Rihand www.google.com

Records:

Records from HR Department of NTPC, Rihand. NTPC Rules/Policy on recruitment, promotion, disciplinary practices, working hours etc. House Journals of NTPC (NTPC News etc.) HR Manual of NTPC available in intranet. NTPC News Samachar