EMPOLYEE WELFARE

A DESSERTATION REPORTOnEMPOLYEE WELFAREForNATIONAL THERMAL POWER CORPORATION LTD. SINGRAULI M.PByGAGAN SARRAFUnder the guidance ofPROF. DR. L.K. TRIPATHYSubmitted to

SAVITRI BAI PHULE PUNE UNIVERSITYIn partial fulfillment of the requirement for the award of the degree ofMaster of Business Administration (MBA)ThroughSAIBALAJI INTERNATIONAL INSTITUTE OF MANAGEMENT SCIENCES PUNE (2013-2015)

ACKNOWLEDGEMENTAcknowledgement is an art, one can write glib stanzas without meaning a word, on the other hand one can make a simple expression of gratitudePerhaps the most awaited moment of any endeavor in its successful completion of their project report cases study having worked on her project for the whole academic session. I would to like to express my sincere gratitude to all those who made it possible.I am extremely thankful and pay my gratitude to Mr. Anit Kumar (Sr. HR Manager) NTPC Singrauli.Im heartily thankful to my guide Prof. Dr. L.K. Tripathy Faculty of MBA under whose able guidance. I had the privilege to work and who guidance at every stage.

I shall be failing in my duty if dont express my deep sense of gratitude to all my friend and the relative who have share their valuable time and helped me directly or indirectly in the preparation of my project .

At last but not the least gratitude goes to all of my friends who directly or indirectly helped me to complete this project report.

Gagan SarrafSai balaji international Institute Of Management science Pune

INDEX

Sr. No.TitlePage no.

Chepter 1.Executive summary7

Chepter 2.Company Profile10

Chepter 3.Objectives of the study17

Chepter 4.Research Methodology18

Chepter 5.Review of Literature24

Chepter 6.Data Analysis35

Chepter 7.Findings47

Chepter 8.Conclusions & Suggestions49

Chepter 9.Limitations51

Chepter 10.Bibliography59

Chapter 1Executive summery

There is a famous saying The theory without practical is lame and practical without theory is blind.Absenteeism is a serious workplace problem and an expensive occurrence for bothEmployers and employees seemingly unpredictable in nature. Human resource is an important part of any business and managing them is an important task. This report consist of the detailed study of Absenteeism of employees at NTPC having consisted of all other information. This project attempts the detailed examination of absenteeism of employees at work place. It helps to determine the effect of absenteeism of employees on the organization and it also throws light on the relation between absenteeism and job satisfaction.Tool used for data collection is questionnaire which has helped to collect the response of the employees in order to study on the various facts related to absenteeism. There are 50 samples used in the project selected by using simple random sampling.The objective of this project is to determine the effect of absenteeism on the organizationAnd quantify that effect into a monetary value to indicate the importance of it. Both primary and secondary sources of data are used in the project. The many reason found behind absenteeism is sickness, boredom, personal commitments, and many more.Quality and quantity of employees is bound to be affected by high rate of absenteeism, moreover it also leads to decrease in efficiency of the employees. High rate of absenteeism forces organization to maintain some amount of surplus labors in the organization which can be expensive. This can also be helpful for the employees to reduce work stress of the employees which will ultimately lead to low absenteeism. This study also helps to know whether employees are satisfied with their work or not. Absenteeism is generally high among the employees below 25 years of age and those above 40 years of age.

Chapter 2COMPANY PROFILE

NTPC Vindhyachal, located in Singrauli district of Madhya Pradesh, is one of the biggest Thermal power plants of India.

NTPC Vindhyachal, owned and operated by NTPC Limited is located on the North West bank of Rihand Reservoir (Govind Ballabh Pant Sagar) at Vindhyanagar in Singrauli district of Madhya Pradesh.

NTPC Vindhyachal Super Thermal Power Project is currently generating 3760 MW (210 x 6 + 500 x 2 + 500 x 2 + 500) and will be adding up 1000 MW in the next few years and will qualify as a one of the biggest power projects in India. It has currently one of the biggest switch yards in ASIA.

It could be compared with the Ultra Mega Power Projects built by Reliance, Essar and Adani.

Renukoot Station is about 50 Km away from project site while Singrauli station is 25 Km away. Varanasi is the nearest major town 220 Km away connected by Road and railway link.

The 210 MW units were built initially with the help of Russian support. Thereafter the 500 MW units were built up with the help of M/s BHEL. The initial years of commissioning of 210 MW units were a learning phase for Indians and M/s BHEL, thereafter the experience helped in the further expansion of power projects indigenously. Stage 2 comprising of 800 MW x 2 was supposed to be built up with the help of Russian support, but the disintegration of USSR in the 1990's did not help the cause, thereafter the plan was scrapped and it was built up as 500 MW x 2 with the help of BHEL.

VSTPS is accredited with ISO 9001, ISO 14001 and OHSAS 18001.The 210 MW units were made with Russian support. A lot of renovation and Maintenance has taken place since then. ABB made Symphony Harmony DCS is installed there. The 500 MW units are BHEL made units of which 7 and 8 had ABB made Procontrol p13 DCs and Unit 9 and 10 are having Max DNADCS by BHEL. NIT No CAPACITY COMMISSIONED ON

STAGE 1- -built with Russian support Unit -1 210 MW October 1987 Unit -2 210 MW July 1988 Unit -3 210 MW February 1989 Unit -4 210 MW December 1989 Unit -5 210 MW March 1990 Unit -6 210 MW February 1991

STAGE 2 Unit -7 500 MW March 1999 Unit -8 500 MW February 2007

STAGE 3 Unit -9 500 MW July 2004Unit -10 500 MW March 2007

Chimney construction at Stage 4 in Progress.

STAGE 4

Unit -11 500 MW March 2013 Unit -12 500 MW 2014

STAGE 5 Unit-13 500 MW under Construction

Major Milestones of NTPC

- Incorporated in 1975- First Plant of 200 MWCommissionedat Singrauli in 1982- 10000 MW Installed Capacity achieved in 1990- Navratna Status bestowed in 1997- 20000 MW Installed Capacity achieved in 2002- Construction Commenced for Hydro Power Project of Koldam in 2003- Year 2004: Listed in Stock Exchanges- Year 2004: Coal Blocks Allotted- Year 2005: Rechristened as 'NTPC Limited'- Year 2008: Gross Generation (Standalone) exceeded 200 BU's- 30000 MW Installed Capacity achieved in 2009- Maharatna Status bestowed in 2010- Year 2011: Foray into Nuclear Power with JV formation with NPCIL- Year 2011: First Unit of 660 MW of Sipat Commissioned- Year 2012: JV in Trincomalee, Sri Lanka for Power Plant- Year 2012: First 800 MW Unit Awarded

The image below depicts the layout of Vindhyachal thermal power plant and the coal mines namely Jayant, Nigahi and Kahdia. The close proximity of the coal mines reduces the transportation costs of coal and provides easy and regular supply of coal. The mines are controlled by Northern Coal Fields Limited (NCL) and are open cast in nature.Vindhyachal Super Thermal Power Project (VSTPP) is geographically locatedat 240 04'57.85 - 240 06'19.30 N latitude and 820 38'34.01 - 820 41'28.80E longitude.The water requirement of the project will is met from the cooling waterdischarge channel of Singrauli STPP.

On November 12, Late Smt. Indira Gandhi, the then Prime Minister of India laid the foundation stone for Vindhyachal Super Thermal Power Station in Madhya Pradesh. Smt.

Indira Gandhi laying the foundation of the First stage 6 x 200 MW and later addressing the gathering at VSTPP. NTPC Vindhyachal recorded the completion of Stage 1 activities by synchronizing its sixth and last 210 MW unit in February.

I think that Smt. IndiraGandhiwas one of the best prime ministers of India who tookinitiativesfor the development of the country after independence. She initiated the IGMDP program and set up many power plants in the country in collaboration with USSR.

Singrauli Super thermal power plant is just 5 Km away from Vindhyachal Super thermal power plant and the boundaries of the power plants are shared. The Rihand super thermal power plant is on the other bank of Rihand reservoir. This area was initially covered with dense deciduous forest and infested with wild animals. The forests can be viewed en-route to Renukoot railway station. Shaktinagar railway station at 5 Km, Singrauli station at 25 Km and Renukoot station at 50 km are the nearest rail head points for Vindhyachal.

Chapter 3QBJECTIVES OF THE STUDY

To find the effectiveness of the welfare measures.

To find out the awareness all employee welfare measures in company.

To suggest measures be taken regarding employee welfare.

To study the satisfaction level of employee with respect it their welfare in NTPC singrauli and suggest measures to strengthen this regime.

Chapter 4RESEARCH METHODOLOGY

INTRODUCTION:-

Research is a term stand for A careful investigation or enquiry especially through search for new fact in any branch of knowledge. Research Methodology is way to systematically solve the research problem.

In it we study the various steps that are generally adopted by a researcher in studying his research problem along with logic behind them.

We also need to understand the assumption underlying various techniques and procedures will be applicable to certain problems and other will not.

So it is necessary for us to design methodology for the problem as it differs from problem.

So research methodology is not only method research but also logic behind the methods we use in context of our research study and explain why we are using a particular method or technique and why we are not using others so that research results are capable of being evaluated.

Marketing research is the systematic design, collection, analysis and reporting of data and findings relevant to specific marketing situation facing the company.

An effective marketing research involves following five steps in a sequential manner.

Defining the research objective

Developing research plan

Collecting the information

Analyze the information

Present the findings

DEFINING RESEARCH OBJECTIVE

Objective is the main theme of in which is my job is based. Research is a good planning of facilities and welfare measure of procedure to compete in the market. The objective of the project should be very broad nor be very narrow for this research I define the following objectives

To study the satisfaction level of employee with respect to their welfare in NTPC singrauli and suggest measure to strength this remind.

What are things still to be satisfy facilities to the employee of NTPC .

DEVELOPMENT RESEARCH PLAN

The research plan is the main body or you can call the blue print in which we carry the research .the research plans consist of data source research approaches instrument , sampling plan and contact methods.

DATA SOURECES:-

Primary data: - Primary data are the data gathered for the specific research project and are directly taken from the very source information.

1. Personal interview with employee of ntpc.

2. Respond of employee through questionnaire.

Secondary Data: - Secondary data are the data which already exist and we recollected for some other purpose or for similar studies. Secondary data were proved to be instrument in structuring the questions to be asked for collecting primary data.

1. Various books on human resource.2. Website of NTPC ,www.ntpc.co.in3. Journals

RESEARCH APPROCH: - Primary data can be collected in several different ways these method of collecting primary data are called research approach are of following types.

Objective 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

RESEARCH INSTRUMENT:- The two main research instruments in collecting primary data are: A. personnel Interview. 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 together 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 respondents 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

Sampling:- Simple random sampling the one which ensure elimartion of bias & estimation of sampling errors. Here we havr used summated which consist of a number of statement that express either a favorite or an unfavorable attitude towards the given object to which the respond is asked react. the respondent indicate is given a numerical score is totaled to measure the respondent attitude. in other word the overall score respondent the position on the continuum of favorable unfavorable ness towards an issue.

SAMPLING PLAN:-

After deciding on research and research Instrument the researcher must design sampling plan. This plan s calls for decisions.

Sample population :- Its segment to executive class and non- executive class employee of NTPC.

Sampling frame: - Since the manpower of NTPC Singrauli is 1600 of different grade so the sample frame is obtained according.

Sampling unit :-The simple unit consists of all executive and non executive of NTPC Singrauli.

Sample size :- Large sample gives more reliable result than small sample. However it is not necessary to sample than entire population or even a sustained portion to achieve reliable result after considering time and effective for the project total 60 people are surveyed.

Place of Information: - NTPC Singrauli

SCOPE OF THE STUDY:- The present study on employee welfare has been conducted in singaruli super thermal power project of NTPC Ltd. The work is limited to the study of the scheme of employee welfare in achieving its desired objection in the project .relevant data have been collected and analyzed and then broad generalizations were made. The conclusion are based on the arguments thats have been derived from analysis of such and aim been to consider the scheme in all its essential manifestations.

To conduct any research adoption of a scientific method is a prerequisite. In practice it is difficult to collect information from all the employees. So, the sample of respondents was decided through stratified random sampling. The sample size of 60 proportionately represents the different categories of employees viz. Executives, supervisors, workmen etc.

Chapter 5Review of Literature

The [International Labour Organization] ILO at its Asian Regional Conference, defined labour welfare as a term which is understood to include such services, facilities and amenities as may be established in or in the vicinity of undertakings to enable the persons employed in them to perform their work in healthy, congenial surroundings and to provide them with amenities conducive to good health and high morale.

Welfare includes anything that is done for the comfort and improvement of employees and is provided over and above the wages. Welfare helps in keeping the morale and motivation of the employees high so as to retain the employees for longer duration. The welfare measures need not be in monetary terms only but in any kind/forms. Employee welfare includes monitoring of working conditions, creation of industrial harmony through infrastructure for health, industrial relations and insurance against disease, accident and unemployment for the workers and their families.

Labor welfare entails all those activities of employer which are directed towards providing the employees with certain facilities and services in addition to wages or salaries.

Labor welfare has the following objectives: To provide better life and health to the workersTo make the workers happy and satisfiedTo relieve workers from industrial fatigue and to improve intellectual, cultural and material conditions of living of the workers.The basic features of labor welfare measures are as follows: Labor welfare includes various facilities, services and amenities provided to workers for improving their health, efficiency, economic betterment and social status.Welfare measures are in addition to regular wages and other economic benefits available to workers due to legal provisions and collective bargaining.Labor welfare schemes are flexible and ever-changing. New welfare measures are added to the existing ones from time to time.Welfare measures may be introduced by the employers, government, employees or by any social or charitable agency.

The purpose of labor welfare is to bring about the development of the whole personality of the workers to make a better workforce.The very logic behind providing welfare schemes is to create efficient, healthy, loyal and satisfied labor force for the organization. The purpose of providing such facilities is to make their work life better and also to raise their standard of living. The important benefits of welfare measures can be summarized as follows:

They provide better physical and mental health to workers and thus promote a healthy work environment Facilities like housing schemes, medical benefits, and education and recreation facilities for workers families help in raising their standards of living. This makes workers to pay more attention towards work and thus increases their productivity.Employers get stable labor force by providing welfare facilities. Workers take active interest in their jobs and work with a feeling of involvement and participation.Employee welfare measures increase the productivity of organization and promote healthy industrial relations thereby maintaining industrial peace.The social evils prevalent among the labors such as substance abuse, etc are reduced to a greater extent by the welfare policies

Employee Welfare Schemes

Organizations provide welfare facilities to their employees to keep their motivation levels high. The employee welfare schemes can be classified into two categories viz. statutory and non-statutory welfare schemes. The statutory schemes are those schemes that are compulsory to provide by an organization as compliance to the laws governing employee health and safety. These include provisions provided in industrial acts like Factories Act 1948, Dock Workers Act (safety, health and welfare) 1986, Mines Act 1962. The non-statutory schemes differ from organization to organization and from industry to industry.

STATUTORY WELFARE SCHEMES

The statutory welfare schemes include the following provisions:

Drinking Water: At all the working places safe hygienic drinking water should be provided.Facilities for sitting: In every organization, especially factories, suitable seating arrangements are to be provided.First aid appliances: First aid appliances are to be provided and should be readily assessable so that in case of any minor accident initial medication can be provided to the needed employee.Latrines and Urinals: A sufficient number of latrines and urinals are to be provided in the office and factory premises and are also to be maintained in a neat and clean condition.Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to provide hygienic and nutritious food to the employees.Spittoons: In every work place, such as ware houses, store places, in the dock area and office premises spittoons are to be provided in convenient places and same are to be maintained in a hygienic condition.Lighting: Proper and sufficient lights are to be provided for employees so that they can work safely during the night shifts.Washing places: Adequate washing places such as bathrooms, wash basins with tap and tap on the stand pipe are provided in the port area in the vicinity of the work places.Changing rooms: Adequate changing rooms are to be provided for workers to change their cloth in the factory area and office premises. Adequate lockers are also provided to the workers to keep their clothes and belongings.Rest rooms: Adequate numbers of restrooms are provided to the workers with provisions of water supply, washedSins, toilets, bathrooms, etc. NON STATUTORY SCHEMES

Many non-statutory welfare schemes may include the following schemes:Big Business, Bad Suppliers.Apple Inc.March, 2002: and Apple Company commissioned audit at Falcon Electronics, with a big presence in China, had documented violations like unpaid wages, excessive overtime and low salaries.

Sports goods major the report said Adidas, Reebok, Nike and Puma were sourcing from companies whose workers suffered seven working days a week, 16 to 18 working hours a day, sexual harassment of women, and forced to do overtime without payment for over time.

Nestl USA Its suppliers have been accused of child labour, repression of workers rights, and violation of National health and in government the laws. In 2006, the International labour rights fund and Birmingham-based law firm filed a class action suit against Nestl and some of its suppliers on behalf of former child slaves.

source the economic times Personal Health Care (Regular medical check-ups): Some of the companies provide the facility for extensive health check-upFlexi-time: The main objective of the flextime policy is to provide opportunity to employees to work with flexible working schedules. Flexible work schedules are initiated by employees and approved by management to meet business commitments while supporting employee personal life needsEmployee Assistance Programs: Various assistant programs are arranged like external counseling service so that employees or members of their immediate family can get counseling on various matters.Harassment Policy: To protect an employee from harassments of any kind, guidelines are provided for proper action and also for protecting the aggrieved employee.Maternity & Adoption Leave Employees can avail maternity or adoption leaves. Paternity leave policies have also been introduced by various companies.Midi-claim Insurance Scheme: This insurance scheme provides adequate insurance coverage of employees for expenses related to hospitalization due to illness, disease or injury or pregnancy.

Employee Referral Scheme: In several companies employee referral scheme is implemented to encourage employees to refer friends and relatives for employment in the organization.

APPROACHES TO EMPOLYEE WELFARE

Approaches to employee welfare refer to the beliefs and attitudes held by agencies which provide welfare facilities. Some agencies provide welfare facilities inspired by religious faith, others as a philanthropic duty and the like.

The various approaches to labour welfare reflect the attitudes and beliefs of the agencies which are engaged in welfare activities. Welfare facilities may be provided on religious, philanthropic or some other grounds. Moreover, the different approaches to labour welfare reflect the evolution of the concept of welfare. In bygone days, the government of the land had to compel the owner of an industrial establishment to provide such basic amenities as canteens, rest rooms, drinking water, good working conditions, and so forth, for their employees.Such compulsion was necessary because the employer believed in exploiting labour and treating it in an unfair manner. But times have changed, and the concept of welfare, too, has undergone changes. Much progressive management today provides welfare facilities, voluntarily and with enlightened willingness and enthusiasm. In fact, welfare facilities are not restricted to the workers alone. They have now been extended to the society in general. In other words, labour welfare has been extended to include social welfare. Tata Steel Works at Jamshedpur, for example, spends Rs 10 corore each year on social welfare. Brooke Bond has set up a free animal welfare clinic at Gevrai, Aurangabad, under the direct charge of a qualified veterinary doctor. 4Jindal Aluminum, Bangalore, maintains the famous Naturopathy and Yogic Sciences Centre and a public school for the benefit of the public. The Jindal Scholarship Trust has been set up, under which deserving students are given scholarships. The Hindustan Machine Tools has a big playground and a community hall, which are let out for competitions and functions. A study of the approaches to labour welfare is desirable for the management, the workers and the general reader. For the general reader, a study of approaches is essential because his/her knowledge of the subject is incomplete without knowledge of these approaches, and knowledge of approaches enables the manager and the worker to have a better perspective on welfare work.

The approaches and their brief descriptions are: The policing theory of labour welfare. The religion theory of labour welfare. The philanthropic theory of labour welfare. The paternalistic theory of labour welfare. The placating theory of labour welfare. The public relations theory of labour welfare. The functional theory of labour welfare. The social theory of labour welfare.

1. Policing Theory:-According to this view, the factory and other industrial workplaces provide ample opportunities for owners and managers of capital to exploit workers in an unfair manner. This could be done by making the labour work for long hours, by paying workers low wages, by keeping the workplaces in an unhygienic condition, by neglecting safety and health provisions, and by ignoring the provision of elementary human amenities, such as drinking water, latrines, rest rooms and canteens. Clearly, a welfare state cannot remain a passive spectator of this limitless exploitation. It enacts legislation under which managements are compelled to provide basic amenities to the workers. In short, the state assumes the role of a policeman, and compels the managers of industrial establishments to provide welfare facilities, and punishes the non-complier. This is the policing theory of labour welfare.

Religion Theory : The religion theory has two connotations, namely, the investment and atonement aspects. The investment aspect of the religion theory implies that the fruits of today's deeds will be reaped tomorrow. Any action, good or bad. is therefore treated as an investment. Inspired by is belief, some employers plan and organize canteens and crches. The atonement aspect of the religion theory implies that the present disabilities of a person are the result of the sins committed by him/her previously. He/she should undertake to do good deeds now to atone or compensate for his/her sins. There is the story of a big Jain employer who firmly held the belief that the provision of welfare facilities for workers was outside the duties of the management. Whatever he did provide was under government compulsion and supervision. It so happened, however, that the children born to him died as soon as they were born. Later, his own health suffered. He felt that, as a compensation, or expiration or even as an investment in a good deed (punyam), he should liberally contribute to the crche in the factory (as well as to other child-welfare institutions), and also to medical services for his workers. Consequently, in this particular factory, there came to exist an excellent crche and a well-organized dispensary.9

Philanthropic Theory: - Philanthropy means affection for mankind. The philanthropic theory of labour welfare refers to the provision of good working conditions, crches and canteens out of pity on the part of the employers who want to remove the disabilities of the workers. Robert Owen of England was a philanthropic employer, who worked for the welfare of his workers. The philanthropic theory is more common in social welfare. Student hostels, drinking water facilities, the rehabilitation of crippled persons, donations to religious and educational institutions, and so forth are examples of philanthropic deeds.

Paternalistic Theory :-According to the paternalistic theory, also called the trusteeship theory, of labour welfare, the industrialist or the employer holds the total industrial estate, properties and the profits accruing from them, in trust. The property which he/she can use or abuse as he/she likes is not entirely his/her own. He/she holds it for his/her use, no doubt, but also for the benefit of his/her workers, if not for the whole society. For several reasons, such as low wages, lack of education, and so forth the workers are at present unable to take care of themselves. They are, therefore, like minors, and the employers should provide for their well-being out of funds in their control. The trusteeship is not actual and legal, but it is moral and, therefore, not less real.

Placating Theory:-This theory is based on the assumption that appeasement pays when the workers are organized and are militant. Peace can be bought by welfare measures. Workers are like children who are intelligent, but not fully so. As crying children are pacified by sweets, workers should be pleased by welfare works.

Public Relations Theory:-According to this theory, welfare activities are provided to create a good impression on the minds of the workers and the public, particularly the latter. Clean and safe working conditions, a good canteen, crche and other amenities, make a good impression on the workers, visitors and the public. Some employers proudly take their visitors round the plant to show how well they have organized their welfare activities.

Functional Theory:-Also known as the efficiency theory of labour welfare, the functional theory implies that welfare facilities are provided to make the workers more efficient. If workers are fed properly, clothed adequately and treated kindly, and if the conditions of their work are congenial, they will work efficiently. Welfare work is a means of securing, preserving and increasing the efficiency of labour.

Social Theory :-The social obligation of an industrial establishment has been assuming great significance these days. The social theory implies that a factory is morally bound to improve the conditions of the society in addition to improving the condition of its employees. Labour welfare, as mentioned earlier, is gradually becoming social welfare.

Chapter 6DATA ANALYSIS

Data Analysis: From the above diagram it can be interpreted that 89% of the employees have worked with SAR for less than 2 years, 8% of the employees have worked from 2 years to 4 years with the company and 3% for more than 4 years.

Data Interpretation: It can be interpreted that majority of employees have worked in NTPC for less than 2 years, there are few people who have been there with NTPC for long.

Data Analysis: From the above diagram it can be interpreted that 30% of the employees are from marketing department, 26% are from finance and accounts department, 22% of the employees are from design and development, 14% are from service department and 8% of the employees are from Hr and admin department.

Data Interpretation: Majority of employees are from marketing department as there is lot of field work, company deals with advertising as well that why employees from design and development department is also there. Very few employees are there in HR and Admin department.

Data Analysis: From the above diagram it can be interpreted that 42% of the employees remain absent once in a month, 32% remain absent twice a month, 20% of the employees never remain absent and 6% remain absent more than twice.

Data Interpretation: Majority of employees remain absent once a month where as very few employees are who remain absent more than twice. There are employees who does not remain absent as they are very particular about their work.

Data Analysis: From the above diagram it can be interpreted that 50% of the employees take leave every time with prior permission, 36% sometimes take prior permission, 14% rarely take permission for leave and no one takes leave without permission.

Data Interpretation: Majority of employees takes leave with permission but there are few employees who dont take permission for leaves.

Data Analysis: From the above diagram it can be interpreted that 54% of employees remain absent due to personal reasons, 26% of the employees remain absent due to other reasons, 20% of the employees remain absent due to health reasons and no one due to stress.

Data Interpretation: Majority of employees remains absent due to personal reasons but there are few who remain absent due to health reasons. There is no one who remains absent due to stress.

Data Analysis: From the above diagram it can be interpreted that 52% of the employees think that leave policy of the company is good, 44% think that policy is fair, 2% thinks that policy is excellent and 2% thinks that policy is poor.

Data Interpretation: Majority of employees is happy with the leave policy of the company and few employees are there who think policy needs to be improved. Some employees think that little changes would be better.

Data Analysis: From the above diagram it can be interpreted that 63% of the employees think that they are well clear about their job responsibility, 20% think that they are clear, 14% think that they are fairly clear, 3% think that they are not clear about their job responsibility.

Data Interpretation: Majority of employees are clear about their job responsibility, as job responsibility have been made clear to them by the HR Manager. But still there are employees who are confused about their job responsibility.

Data Analysis: From the above diagram it can be interpreted that 53% of the employees are fairly satisfied with working hours, 42% are satisfied with it, 2% are highly satisfied and 3% are dissatisfied with working hours of the organization.

Data Interpretation: Majority of employees are satisfied with the working hours of the organization and find it effective as well.

Data Analysis: From the above diagram it can be interpreted that 70% of the employees think that working environment at NTPC is good, 16% think that it is fair, 12% of the employees think that it is excellent and 2% think that it is poor.

Data Interpretation: Majority of employees think that working environment at NTPC is good and few also find it excellent and happening.

Data Analysis: From the above diagram it can be interpreted that 61% of the employees relation with their superior is good, 26% think that it is good, 10% think that it is fair and 3% think that it is poor.

Data Interpretation: Majority of employees have good relationship with their superior but some are there who do not have good communication with their senior employees which results in bad relationship between employer and employee.

Data Analysis: From the above diagram it can be interpreted that 61% of the employees think that their superiors behaviors towards their problem is good, 24 % think that it is excellent, 13% think that it is fair and 2% think that it is poor.

Data Interpretation: Majority of employees thinks that their superiors behavior towards their problem is good, some are there who think superiors behavior towards their employee is excellent and there are few who think that their superiors behavior towards their problem is poor.

Data Analysis: From the above diagram it can be interpreted that 48% of the employees think that company motivates them rarely, 38% of the employees think that company motivates them always and 14% of the employees think that company does not motivates them.

Data Interpretation: Majority of employees think that their company motives them rarely, some employees thinks that their employees motivates them always and there are few who think that employee does not motivate them.

Chapter 7FINDINGS

Conducting employee surveys has always been one way of ensuring the smooth run of business by takingInto account the feedbacks from employees and thereby making measures to act upon any areas that require immediate attention. This is for the first time National thermal power corporation singrauli is planning to roll out a series of employee surveys in this financial year ( 2012-13) covering the different walks of work life. The HR department believes that by launching the surveys, it will help them toIdentify problems faced by employeesGive an idea about the mood and morale of employeesHelps to benchmark the work standardsWill be able to provide better trainingWill be able to define the goals and objectives of employees in a better wayCan implement cost effective procedures at workThere could be proper communication with the whole workforce.All executives are to be included in the survey except for surveys which are exclusively for contract labors.

Also it is required to get response from at least 30% of the entire 740 executives. Hence it has toBe made sure that data per employee should be available, and this should not be very difficult to obtainWith the kind of technology we have right now.

Chapter 8CONCLUSION

NTPC, Indias largest Power Company with an installed capacity 30644 MW is presently operating 15 coal based and 07 gas based power stations and 04 joint ventures. NTPC contributes nearly one third of the countrys entire power generation during 2008-09 and plans to become a 75000 MW Power Company by 2017.While ample opportunities to grow, NTPC has been ranked as one of the great place of work in India by independent surveys. NTPC, Indias largest Power Company with an installed capacity 30644 MW is presently operating 15 coal based and 07 gas based power stations and 04 joint ventures. NTPC contributes nearly one third of the countrys entire power generation during 2008-09 and plans to become a 75000 MW power company by 2017.While ample opportunities to grow, NTPC has been ranked as one of the great place of work in India by independent surveys. NTPC Singrauli performs all his social responsibilities very efficiently.The job satisfaction level of employees is in its satisfactory level. . It never lags behind in putting the optimum input through various means to motivate the employees for the maximum and best output. NTPC is well aware about its social and environmental responsibilities.The findings show that the employees are quite satisfied with the policies, rules& regulations of NTPC. The compensation and the welfare dimension of NTPC is at a higher acceptability position amongst the employees.

SUGGESTIONS

Although NTPC Singrauli is always committed towards their employees and their families but then also I would like to give some of the suggestions.

It is must and necessary that there should be proper coordination and understanding among executives and non-executives groups.

It is also necessary that the non- executives groups must be motivated time to time by providing them some incentives, benefits or doing some extra welfare works for them. The feelings of satisfaction can be made better by making more employees friendly especially for the non-executive population. The NTPC administration should take steps to upgrade civil amenities provided inside the colony. Transportation and communication should be given a relook and rail connectivity & road connectivity should be made more frequent & responsible.

Chapter 9LIMITATIONS

Even though NTPC Singrauli is doing a great work in todays competitive world in the public sector and holding its position in companies ranking; then also I personally found some of the limitations while completing my training and project report from this organization.

The busy schedule of concerned executives who were guiding us in the making of the project.

Some of the times it was not very easy for me to get the exact and accurate material for my project report

NTPCs VISION

A world class integrated power major, powering Indias growth, with increasingglobal presence

NTPCs 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.

CORE VALUES

Business Ethics Customer Focus. Organization Pride. Mutual Respect and Trust. Initiative and Speed. Total Quality

Corporate Objective

In pursuance of the vision and mission the following are the corporate objective of NTPC.

To realize the vision and mission eight key corporate objective has been identified. These objectives would provide the link between mission and the function strategies.

Bossiness portfolio growth.

To further consolidate NTPCs Positions as the leading thermal generation company in India and established a presence in hydro power segment.

The broad base the generations mix by evaluation and non- conventional source of energy long run competitive and mitigate fuel risks.

To diversity across the power value chain in India by considering backward and forward integration into area such as power trading, transmission, distribution coal mining coal beneficiation etc.

To develop a portfolio of generation assets in international markets.

To established a strong service branding in the domestic and international market.

Customer focus.

To faster a collection style working with customer growing to be a preferred brand of quality power.

To expand the relationship with exiting customers by offering a bouquet of services in addition to supply of power. E.g. trading, energy-consulting, distribution-consulting, management practices.

To expand future customer portfolio through profitable diversification into downstream businesses, Intel alias retail distribution and direct supply

To ensure rapid commercial decision making, using customer specific information with adequate concern for the interest of the customer.

Agile Corporation:

To ensure effectiveness in business decisions and responsiveness to change in the business environment by :

Adopting a portfolio approach to new business development.

Continues and co-ordinate assessment of the business environment to identify and respond to opportunities and threats.

To develop a learning organization having knowledge-based competitive edge in current and future businesses.

To effectively leverage information technology to ensure speedy decision-making across the organization.

Performance Leadership:

To continuously improve on project execution time and cost in order to sustain long run competitiveness in generation.

To operate& maintain NTPC stations at par with the best- run utilities in the world with respect to availability, reliability, efficiency, productivity and costs.

To effectively leverage information Technology to drive process efficiencies.

To aim for performance excellence in the diversification businesses.

To embed quality in all systems and processes.

Human Resource Development

To enhance organizational performance by institutionalizing an objective and open performance management system.

To align individual and organizational needs and develop business leaders by implementing a career development system.

To enhance commitment of employee by recognizing and rewarding high performance.

To build and sustain learning organization of competent world class professionals.

To institutionalize core values and create a culture of team- building, empowerment, equity, innovation and openness which would motivate employees and enable achievement of strategic objective.

Financial Soundness:-

To maintain and improve the financial soundness of NTPC by prudent management of the financial resources.

To continuously strive to reduce the cost of capital through prudent management of deployed funds, leveraging opportunities in domestic and international financial markets.

To develop appropriate commercial policies and processes this would ensure remunerative tariffs and minimizes receivables.

To continuously strive for reduction in cost of power generation by improving operating practices.

Sustainable Power Development:

To contribute to sustainable power development by discharging corporate social responsibilities

to lead the sector in the areas of resettlement and rehabilitation and environment protection including effective ash-utilization, peripheral development and energy conservation practice.

To lead developmental efforts in the Indian power sector through efforts at policy advocacy, assisting customers in reform, disseminating best practices in the operations and management of power plants etc.

Research and Development:

To pioneer the adoption of reliable, efficient and cost- effective technologies by carrying out fundamental and applied research in alternate fuels and technologies.

To carry out research and development of breakthrough techniques in power plant construction and operation that can lead to more efficient, reliable and environment friendly operation of power plants in the country.

To disseminate the technology to other players in the sector and the long run generating revenue through proprietary technology

Chapter 10BIBELOGRAPHY

This project report has been made by the various data sources which are highly relevant from all points of view. Under the Training and Development project concept practices are totally with the help of following text books:BOOKS Human Resource Management By Ashwathapa. Human Resource Management Ramaswamy

Websites which we considered: www.education.comwww.wikipedia.comwww.ntpc.com

QUESTIONNAIRE

ANNEXURE (A study of Employee Welfare)At

NTPC SINGRAULI

QUESTIONNAIRE

To study and analyze the EMPLOYEE WELFARE facilities in NTPC and give suggestion to improve the existing facilities.

Dear respondent the Survey is conducted as a part of my project as an MBA trainee. Please give your valuable assistance by filling up this questionnaire, so that we can get the necessary input.

The questions in the form of LIKERTS FIVE point scale (Ranging from strongly disagree to strongly agree)

Age: Gender:

(The information obtained is used for research purpose only and information will be kept confidential)

Q1. For how long have you worked with NTPC ?A. 0-2 yearsB. 2-4 yearsC. more than 4 years

Q2. Which department are you from?a. HR and Adminb. Servicec. Finance & Accountsd. Marketinge. Design & Development

Q3.How often do you remain absent in a month?a. Nilb. oncec. twiced. more than twice

Q4. Do you take leave with prior permission?a.Every timeb.Sometimesc.Rarelyd.Never

Q5.What are your main reasons for being absent from work?a. Stressb. Personal Reasonsc. Health Reasonsd. Others

Q6. What are your views regarding the current Leave policy of NTPC?a. Excellentb. Goodc. Faird. Poor

Q7. Are you clear about your job responsibilities?a. Well clearb. Goodc. Fairly cleard. Dont know

Q8.Are you satisfied with working hours of your organization?a. highly satisfiedb. satisfiedc. okd. Dissatisfied

Q9.What are your views regarding the work environment of NTPC?a. Excellentb. Goodc. Faird. Poor

Q10. How are your relations with your superior?a. Excellentb. Goodc. Faird. Poor

Q11. What is your superiors behavior towards your problems?a. Excellentb. Goodc. Faird. Poor

Q12. Does your Company motivate you for your performance?a. Alwaysb. Rarelyc. Never

Q 13.Are you satisfied with your job?a. Well satisfiedb. Goodc. Faird. not satisfiedQ14. What are your views regarding the ergonomics and other facilities provided at NTPC?a. Excellent b. Goodc. Faird. Poor72