Chapter-I

ABOUT THE ORGANISATION

POWER SCENARIO IN INDIA
Water power for sustainable Socio-economic development & nation building Hydro Power- Green Power: Power from earth- Power from earth Survival of mankind is totally dependent on natural resources but the incessant demands of development and threatening the delicate ecological balance of planet earth. So far only place to home human beings. Development has become the need of mankind while energy is key to development, but fossil fuels are exhaustible and scarce in out country. In such an environment, hydropower is environment friendly green source of energy harnessed utilizing abundant and renewable water sources. NHPC is dedicated in harnessing vast hydro power potential of the country estimated to 150000 MW of which nearly 18% has been developed by optimum utilization of natural resources.

Introduction about NHPC

Incorporated in the year 1975 with an authorized capital of Rs. 2000 Millions Single largest hydro power utility in India with experience, expertise and capabilities to undertake multidimensional activities such as Planning, Survey & Investigation, Design & Engineering, Construction, Operation & 1

Maintenance, Renovation, Modernization and Updating of hydroelectric projects, a "Concept to Commissioning" endeavor. Achievements include an installed capacity of 2175 MW, another 2370 MW under construction and more than 20,000 MW under Survey & Investigation. In terms of performance as per MOU signed with Ministry of Power, NHPC achieved a distinction of eight successive "EXCELLENT" rating ISO-9001 & ISO-14001 certification for its operations at Corporate Office.

CAPITAL STRUCTURE: Financial Profiles

An authorized share capital of Rs.70,000 Millions. Government of Indias approval of increasing the authorized share capital of the corporation Rs 100,000 millions Investment base of over Rs. 155,000 Millions and paid up capital of Rs. 62,709 Millions In terms of investment NHPC is one of the TOP TEN companies in the country. Future Plans: Road ahead During the X five year plan, hydro capacity addition of 4357 MW Tentative allocation of Rs. 322260 Millions by Planning Commission for X five year plan; an increase of 500% in comparison to IX five year plan.

PERFORMANCE:
Registered net profit of Rs.4, 709Miliions (2001-2002), highest ever profit made since its inception. 2

 Sales turnover of Rs. 13,496 Millions (2001-2002). Declared a dividend of Rs. 500 Million (2001-2002) Generated 8912.29 MU (2001-2002) Generated 8912.29MU (2001-2002) CONSULTANCY SERVICES: One more feather An expert in the arena of hydropower development with experience of over 27 years. Consultancy services to other agencies/ organizations, both in Public and Private sector. Achieved new consultancy assignments totaling Rs. 171.80 Millions (2001-2002). A registered" Consultant" in the area of hydro power with World Bank, Asian Development Bank, African Development Bank and Kuwait Fund for Arab Economic Development. Lending consultancy to various organizations in the field of Enginccring Geology, Geo-Physics, Construction Material & designing of hydroelectric structures.

DESIGN & ENGINEERING: Pool of talent, powering excellence

Multi-disciplined interactive design Division; well equipped and capable of handling intricate design of all the structures associated with hydro power projects from concept to commissioning, operation and maintenance.

ENGINEERING GEOLOGY AND GEOTECHNIAL:

Searching the earth. Revealing the unknown 3

 Specialized in the field of Engineering Geology, Geo-Physics and Construction material, well equipped and capable of handling

Survey/investigations of Hydroelectric Projects and preparation of DPR in record time. International Experts rated NHPC's Geological Data & interpretation of high standards.

JOINT VENTURE OPERATIONS: Spreading wings

Government of India accorded approval for execution of Indirasagar HE Project (1000 MW) Omkareshwar H. E Project (520 MW) by Narmada Hydroelectric Development Corporation (NHDC) a Joint Venture Company of NHPC and Govt. of Madhya Pradesh.

PROJECTS ABROAD: Global outlook

Successfully commissioned Devighat H.E Project (14.1 MY/) in Nepal in 1984 in a record time of three and half years. Successfully commissioned The Nuwakot Rural Electrification Project in Nepal covering 64 villages along with sub-stations and connecting lines one year ahead of schedule. Very successfully commissioned Kurichu HE Project (60 MW) and Nangalam Tintibi Gelphu Single Circuit 132 KV Transmission Line on Turnkey basis for Kurichu Project Authority, Government of Bhutan, ahead of schedule

RESEARCH & DEVElOPMENT: Roast of success.

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 Sustained efforts towards improvement and perfection towards attainment of Self Reliance, Import Substitution, Trouble-free Operation, roster Construction, Efficiency Improvement Innovations and Cost reduction as well as Residual Life Predictions for Forewarning.

CORPORATE VISION
A world class, diversified & transnational organization for sustainable development of hydro power & water resources with strong environment conscience.

CORPORATE MISSION

To achieve international standards of excellence in all aspects of hydropower and diversified business. To execute & operate projects in cost effective, environment friendly and socio-economically responsive manner. To foster competent, trained & multi-disciplinary human capital. To continually develop state-of-the-art technologies through innovative R&D and adopt best practices. To adopt the best practices of corporate governance & institutionalize value based management for a strong corporate identity. To maximize creation of wealth through generation of internal funds and effective management of resources.

CORPORATE OBJECTIVES

 Development of vast hydro potential at faster pace and optimum cost elimination time and cost over-run. Completion of all on going projects within stipulated time frame. Ensure maximum utilization of installed capacity and help in better system stability. Generation of sufficient internal resources for expansion and setting up new projects. Corporate development along with simultaneous human resource development.

PERFORMANCE HIGHLIGHTS DURING 2003-04

Registered a' net profit of Rs. 621.38 crores as against 510.50 crores during the previous fiscal, thereby registering an increase of 22%. . An all term high sales turnover of Rs. 1414.43 crores as against Rs. 1324.86 crores during the year 2002-03 registering an increase of 7%. Achieved a capacity index of 96.88% as against 96.19 during the year 2002-03. Achieved highest ever generation of 11045.52 Million-Units as against the MOU target of 9400 MUs. Record realization of dues amounting to Rs. 2841.44 crores. The principal outstanding dues have been reduced to Rs. 367.62 crores as on 31.3.2004 as against Rs. 1841.46 crores as on 31.3.2003. Authorized share capital increased to Rs. 15,000 crores. Achieved excellent performance as per MOU rating for the ninth consecutive year. 6

 Recommended dividend of Rs. 120 crores for the year 2003-04 including interim dividend of Rs. 60 crores already paid to the Government of India. Improved credit' ratings from AA+ to AAA for domestic borrowings and Sovereign rating for International borrowings. New consultancy assignments amounting to Rs. 97.40 crores have been obtained against a Target of Rs. 11 crores. ' Commissioned 300 MW Chamera Stage-II Power Station in Himachal Pradesh ahead of schedule. Commissioned 4 units of 125 MW each of Indirasagar Project in record time. Government of India sanction received for execution of 120 MW Sewa Stage-II (J&K), 2000 MW Subansiri Lower (Arunachal Pradesh), 132 MW Teesta Low Dam Stage-III (West Bengal) and 520 MW Omkareshwar Project in Madhya Pradesh. Signed MOU with Government of Uttaranchal for execution of 850 MW Kotli Shel and 420 MW Lakhwar Vyasi Project. Government of Gujrat has approached NHPC for development of mega Kalpasar Project in Gujrat which includes Tidal Power generation of 5880 MW . Talks are in progress for development of 300 MW Upper Karnali Hydroelectric Project in Nepal.

 Prepared Pre Feasibility Report (PFR) of 41 projects of an aggregate capacity of 19170 MW less than 50000 MW Hydroelectric Initiative launched by the Hon'ble Prime Minister of India. Imparted training to 6194 employees which constituted 47% of its workforce Obtained Techo-Economic Clearance (TEC) for six projects with the total capacity of 1566 MW.

SCOPE AWARD TO NHPC

ANNUAL REVIEW ( 2003-2004) FINANCIAL PERFORMANCE During the financial year 2003-04, NHPC has registered a net profit of RS.621.38 crores as against Rs.510.50 crores during the previous It year thereby registering an increase of 22%.This is the highest profit earned by the Corporation since its inception. The sales turnover of the Corporation rose to RS.1414.43 Crores compared .to Rs. 1324.86 crores during the previous financial year registering an increase of 7%.The authorized share. capital of the Corporation has been increased to Rs. 15,000 crores. The paid up capital of the Corporation as on 31.3.2004 is Rs. 7775.63 Crores. The Corporation is to get a budgetary support of 8s. 2104 crores from the Government of India for the year 2004-05. Planning Commission has approved a total outlay of Rs.32, 226 Crores for NHPC during the 10th Five year plan, the highest ever allocation to NHPC for Five Year Plan. The allocation of RS.32, 226 crores includes an equity component of Rs.14,200 crores.. NHPC has been assigned the highest rating AAA (ind) by Fitch ratings 8

for domestic borrowings and Sovereign rating for external borrowings from Fitch ratings and S&P. The efforts made by the Corporation with the lenders to reduce the spread over interest rates being charged has resulted in, to an overall saving of approximately Rs. 365 crores over the life of existing loans. Improved collections from State Electricity ~ Boards, release of Bonds and judicious fund management and switching over to MIBOR linked. Instruments have resulted into a saving of approximately RS.800 lakhs on working capital front when compared to the previous year. Special emphasis made by the Corporation over Treasury Management has resulted in improved bottom line and in turn the liquidity position has considerably increased.

POWER GENERATION
During the period under review the eight operating power stations of the Corporation generated 11045.52 Million units of energy against the MOU target of 9400 million units which is 11.9% more than the generation of 9862.71 million units achieved during 2002-03. The machine availability of operating power stations of NHPC measured as capacity index is 96.88% as against MOU . Target of 94%. During the previous year the capacity index was 96.19%. All the Power Stations of NHPC exceeded the generation target except Baira Siul Project where target could not be achieved due to less inflow. 540 MW Chamera StageI Power Station in Himachal Pradesh, 690 MW Salal Power Station in J&K, 120 MW Tanakpur Power Station. in Uttaranchal and 480 MW Uri Power Station in J&K achieved highest generation since their commissioning.

REALISATION/OUTSTANDING DUES
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The Corporation is supplying power to 22 beneficiaries As on 31.3.2003 the beneficiary States owed to NHPC RS.1881.46 crores including Rs.732.80 crores as surcharge 1 for delayed payments. With the implementation of securitization scheme of Government of India for one time settlement of SEBs dues, as on 30.09.2001, the Corporation has signed Tripartite agreement with 19 States/union territory and Corporation and has realized an amount of RS.2841.44 crores upto March, 2004 including receipt of bonds and long term advances of Rs.1041.95 crores and Rs.248.32 crores towards interest on bonds. The principal outstanding dues have reduced to Rs.367.62 crores as on 31.3.2004.

PROJECTS COMMISSIONED 1) Chamera Stage-II

The Corporation has successfully commissioned the 300 MW Chamera Stage-II Project in Himachal Pradesh ahead of schedule. The Hon'ble Prime Minister of India dedicated this Project to the nation on February 9 th, 2004. Power from this Power station is being supplied to Himachal Pradesh, Rajasthan, Ultaranchal, U.P., Haryana, Punjab, Delhi and Union Territory of Chandigarh.

2) Indirasagar Project (Joint Venture)

Out of the total 8 units of 125 MW each, 4 units of Indirasagar Project in Madhya Pradesh, a joint venture - of NHPC and Madhya Pradesh Government have been commissioned in record period of three months time from January to March 2004 much ahead of schedule. The remaining 4 units of the Project are expected to be 10

commissioned by the end of the year. Upto 31.3.2004, the Project has generated 196.5 MU energy. With the commissioning of 4 units of this Project, HydroThermal mix of Madhya Pradesh has improved from 22:78 to 32:68. 3. Dul Hasti Project (390 MW), J&K Daylighting of Head Race Tunnel (HRT) achieved on 27.8.2003. 58.42 % of HRT lining have been completed. . All Electro- mechanical and Hydro-mechanical works are completed. 4. Dhauliganga Project (280 MW), Uttaranchal . Day lighting of HRT (5290 M) achieved on 30.6.2003 Spillway and approach channel excluding excavation below tunnel spillway structure achieved on 28.12.03, 83.05% of Dam embankment placement have been completed. Surge Shaft Sinking was completed on 17.11.2003. 83.47% of HRT lining has been completed. Installation of Runner & Shaft of Unit-4 was completed in March. 2004. Concreting of PIH completed in March 2004. 70% Surge shaft lining completed. Project is scheduled for completion by March 2005. 5. Indirasagar project (1000 MW), Madhya Pradesh (Joint Venture) In Dam 97.36% of concreting has been done. Unit-I synchronized with grid on 1.1.04 and commercial generation started from 14.1.04, 8 months ahead of schedule.

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 Unit-II synchronized with grid on 12.1.04 and commercial generation started from 18.1.04, 10 months ahead of schedule. Unit-III synchronized with grid on 27.2.04 and commercial generation started from 6.03.04, 10 months ahead of schedule. Mechanical spinning of Unit-IV carried out successfully on 16.3.04 and Unit synchronized with grid on 28.3.04 Diversion of railway line is completed. Trial run and inspection completed. Railway Safety will inspect the track shortly and track will be opened for traffic. 6. Omkareshwar project ( 520 MW ), Madhya Pradesh (Joint Venture) CCEA approval was accorded on 29.4.2003. ", Contract has been awarded to MIS JaiprakashVoith Siemens consortium on 9.6.2003 Agreement signed on 18.7.2003 19.28 % of excavation completed in Main Dam. 13.27% of excavation completed in Head race channel. 64.50% of excavation has been done in P/H, Power Dam & Intake. 11.34% excavation completed in Tail race channel.

Projects under construction 1. Sewa -II Project (120 MW), J&K CCEA clearance accorded on 9.9.2003.

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 Major civil works (Lot-I & II) awarded to MIS GIL Srinivasa Joint Venture & MfS Patel Engg. Ltd. respectively. Works have been taken up as per schedule. Tendering of HM and E&M works are in progress. 2. Teesta Low Dam Project Stage-III ( 132 MW), West Bengal Govt. accorded CCEA clearance on 30/10/2003 with completion schedule of Project as March 2007. Major civil works (LotTL-1) have been awarded to MIS Patol Engg. Mobilization of resources by the Contractor is in progress after receipt of final forest clearance from MOEF. Tendering process for other works, i.e. Hydro mechanical and Electromechanical works is in progress. 3. Subansiri (Lower) Project (8x250 MW) Arunachal Pradesh. Govt. accorded CCEA clearance on 9'" Sept.2003 with completion period of 7 years. Major civil works (Lot-SSL-1 & Lot-SSL-2) have been awarded to MIS BGS-SGS-Soma JV and Larsen & Toubro Ltd: Chennai, respectively. Contractors have started to mobilize equipments and manpower at site. Infrastructure works are in progress. Tendering process for HM and EM works is also in process. Major works could not be .started for want of final Forest clearance from MOEF. 4. Teesta- V Project (510 MW ), Sikkim 13

 Underground

Power

House

and

transformer

Gallery

excavation

completed. Erection of draft tube liner of unit-I have been completed and that of unit-II is in progress. Pressure Shaft I, II and III (pilot excavation) has been completed and slashing is in progress. About70% of HRT (Heading) excavation has been completed. Excavation and concrete lining in TRT-I, II and III completed. Excavation of Intakes I, II & III have been completed. EOT crane in power house has been commissioned. Main Dam concreting has been started. 5. Parbati-II Project ( 800 MW ) Himachal.Pradesh Excavation of Bottom Adit to Desilting Chamber has been completed Excavation of Inlet Adit to HRT has been completed: 4.12 Km (13%) of HRT excavation has been completed out of total length of 31.36 Km. Excavation of Top Adit to Desilting Chamber has been completed. Excavation of Access Adit to D.C.(GOC) has been completed. Diversion Tunnel has been completed in Oct.'03. River has been diverted on 7.11.2003. Excavation of Adit-1, 2 &3 completed. 42.36% of P/H open excavations have been completed. Erection of TBM for HRT excavation is in progress (excavation by TBM has been started from 28.5.04.) 14

 Adit to Pressure shaft completed & horizontal portion of Pressure shaft -I & II started. 6. Loktak Downstream Project (90 MW), Manipur Construction work could not be undertaken due to security reasons. 7. Kambang Small HE Project (6MW), Arunachal Pradesh About 90 % of earth work and 84% concreting completed. Erections of E&M equipments are in full swing. The project is in advanced stage of commissioning. 8. Sippi small HE Project (4MW), Arunachal Pradesh About 80 % of earth work and 41 % concreting completed. The project is in advanced stage of commissioning. 9. Nimmo Bazgo (45MW), J&K Stage-II cost estimate was accorded on 19.5.2003. Detailed investigation for preparation of DPR submitted to CEA on 8.12.03. TEA letter issued on 16.3.2004. 10 Chutak (44MW), J&K Stage-II site clearance accorded by MOEF on 9.10.2003. Commercial viability accorded by CEA on 15.9.2003. DPA submitted to CEA on 16.01.04 with installed Capacity of 44 MW. 11. Uri-II (240M\IY), J&K DPR has been submitted to CEA on 29~8.2003. TEA letter issued vide letter dated 11.2.04 by CEA. 12. Parbati-III (520 MW), Himachal Pradesh TEC by CEA accorded on 12.11.2003. 15

 Processing of PIB/CCEA clearance are in progress. 13. Chamera -III (231 MW), Himachal Pradesh TEC by CEA accorded on 10.10.2003. Processing of PIB/CCEA clearance are in progress.

NEW PROJECTS
1.Teesta Low Dam Project Stage-IV (160 MW), West Bengal DPR was submitted on 15/9/03. MOEF accorded stage-II site clearance on 201 10103. TEC accorded by CEA on 23.12.2003. Processing of PIB/CCEA clearance are in progress. 2. Subansiri Middle Project (1600 MW), Arunachal Pradesh Sanction of Stage-II works by CPIB is held up due to a decision by Arunachal Pradesh State Govt. regarding declaration of forest area upstream of Lower Subansiri Project as National Park. NHPC is pursuing the matter with MOEF. DPR is under preparation as advised by MOP. 3. Subansiri Upper Project (2000 MW), Arunachal Pradesh Sanction of Stage-II works by CPIB is held up due to a decision by Arunachal Pradesh State Govt. regarding declaration of forest area upstream of Lower Subansiri Project as National Park and banning all dam construction activities in it, as recommended by IBWL. NHPC is pursuing the matter with MOEF. DPR is under preparation as advised by MOP. 16

4. Siang Lower Project (1600 MW) Arunachal Pradesh Commercial viability accorded by CEA on 25.3.200/1. 5. Siang Middle Project (1000 MW), Arunachal Pradesh Detailed Project Report (DPR) submitted to CEA on 16/9/03 for Technoeconomic clearance. 6. Siang Upper Project (11000 MW), Arunachal Pradesh Feasibility Report is under preparation. Site clearance (Stage-I) has been accorded by MOEF on 29.12.03 subject to reduction in Dam height to avoid submergence of Tuting Monastery and Dihang-Dibang Bio-Sphere reserve. 7. Kishanganga (330 MW), J&K. TEC accorded by CEA on 6.8.2003. Processing of PIB/CCEA clearance are in progress. 8. Pakal Dul (1000M.W), J&K Detailed investigation for preparation of DPR is in progress. 9. Bursar (1020 MW), J&K Detailed investigation for preparation of DPR is in progress.

10. Dibang (3000MW) Arunachal Pradesh Survey & Investigation works are going on for Preparation of DPR.

19. Lakhwar Vyasi multipurpose project (420MW), Uttaranchal

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 MOU signed on 01.11.03 between NHPC and Govt. of Uttaranchal for execution in the central sector through NHPC. Revised DPR is under preparation. 20. Kotli Bhel Project (850 MW), Uttaranchal MOU signed on 22.09.03 between NHPC and Govt. of Uttaranchal for implementation of three projects, Slagc-.I site clearance for all three stages accorded on 20.10.03. FR is under preparation.

CAPACITY ADDITION PROGRAMME 10th Plan 11th Plan 4357 MW 15173 MW

CONSULTANCY SERVICES
NHPC has been providing consultancy services in the area of Hydro Power development for generating additional revenue for the Corporation in the form of consultancy business. The clients to whom the consultancy services are being provided include agencies/organizations both in public and private sector in India and abroad. During the financial year 2003-04 new consultancy assignments amounting to RS.9740 lakhs were received which is 785% more than the target for "Excellent" rating Le. Rs, 1100 lakhs. The payments received during the period for the various consultancy assignments stood at RS.1707 lakhs.

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The total value of consultancy assignments and payments received on account of services is more than RS.15,782 lakhs 'and RS.5742 lakhs respectively.

GEO-THERMAL PROJECTS
NHPC has been appointed as a Nodal Agency for exploitation of geothermal energy in the country by Ministry of Non Conventional Energy Sources (MNES). The ranking studies of geothermal fields In India have been carried out through an International Consultant viz, M/s GeothermEx, USA. Tattapani Geothermal Field, Chhattisgarh The matter regarding overall development of Tattapani Geothermal Fields has been examined by MNES and NGRI has been asked to submit proposal to MNES for conducting detailed survey, NHPC is to be associated for further action based on surveys' results.

INFORMATION TECHNOLOGY
NHPC has created a robust, scalable und secured communication network connecting all Project locations, Corporate Office and Regional Load dispatch Centers using VSAT based satellite communication technologies. The communication network has been expanded to 27 such locations for data, voice, fax, video conferencing and internet e-mail connectivity. The Corporation is also provided consultancy services in the area of information technology to organizations like BBMB, SJVNL etc.

THE HUMAN RESOURCE DEVELOPMENT

The human resources development division imparted training to 6194 employees, which constituted 47.03% of its workforce against the MOU target

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(for excellent rating) of 38%. HRD division conducted 539 programs which included 312 in-house programs.

SCOPE AWARD DIVERSIFICATION

NHPC intends to form a joint venture with the Government of Gujarat for development of Kalpasar Multipurpose Project in Gujarat, which includes tidal power generation of 5880 MW. NHPC has sent a draft MOU in this connection to the Government of Gujarat for their concurrence.

PROJECT ABROAD
The Corporation has taken-up the matter to develop Upper Karnali Hydroelectric 'Project on River Karnali fn Nepal with approximately 300 MW installed capacity on Build Own Operate and Transfer basis. Draft MOU in this regard has been sent to the Royal Govt. of Nepal for their concurrence.

NEW INITIATIVES
Feasibility studies of 162 Hydroelectric Schemes have to be completed by various agencies under the 50000 MW Hydroelectric Initiative launched in May, 2003.Out of these NHPC was allotted 43 schemes having total installed capacity of_21345 MW. NHPC has submitted Pre-Feasibility Reports (PFR) of 40 schemes with a total installed capacity of 18420 MW till March, 2004. PFR of one more scheme with installed capacity of 552 MW has also been submitted in April, 2004. Based on the Pre-Feasibility Report submitted to CEA and based on the criteria that first year tariff is below Rs.2.50/kWh, Secretary (Power), Govt. of India has

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desired that 2 projects in Sikkim with installed capacity of 305 MW and 7 projects in Arunachal Pradesh with installed capacity of 11000 MW be allotted to NHPC for execution in the central sector. State Governments in this regard have been approached for their consent.

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INTRODUCTION ABOUT PARBATI PROJECT DEVELOPMENT OF HYDROPOWER

Himachal Pradesh in India is blessed with abundant water resources in its five major rivers i.e. Chenab, Ravi, Beas, Satluj and Yamuna, which emanate from the western Himalayas and flow through the State. These snow fed rivers and their tributaries carry copious discharge all the year round and flow with sleep bed-slopes, which can be exploited for power generation. The expeditious harnessing of this vast and economically viable hydro-electric potential, estimated to be more than 20,000 MW, is the only answer to the prevailing chronic and ever-growing power shortage in the Northern region. In India, since independence, concerted efforts have been made to increase the availability of power to various segments of Indian society. The hydropower development in India has not taken place in a systematic manner since year 1950 till date with more advantage to thermal/nuclear Station during the last 50 years, which resulted in improper hydro-thermal mix of power generation. Central Electricity Authority (CEA) has estimated the Hydroelectric potential in the country at 84000 MW, at 60% load factor. Existing projects and projects under execution account for only about 22,9,83 MW. Two large blocks of the potential are located in the North Western Middle Himalayas and in the North Eastern portion of the country. The present installed capacity in the Northern Region, where the existing projects are located, is about 26285 MW, out of which 7877 MW is hydro power and 18408 MW thermal and nuclear power. As per the studies conducted by CEA, there will be an anticipated deficit bf f about 26,654 MW in peaking capacity and. about 1,19,663 GWH in annual energy generation 22

in the Northern Region alone during 2011-12. The dire need of creation of additional capacity in this region is thereby obvious. The Northern Region comprises the States of Uttar Pradesh, Rajasthan, Haryana, Punjab, Himachal Pradesh and Jammu & Kashmir. It is in this context that Parbati Hydroelectric. Projects in Three Stages have been considered for detailed investigation and execution. These projects shall utilize the waters of Parbati River & its tributaries and Sainj River & its tributaries. In addition small streams, which are tributaries of Beas River, are also being utilized for enhancing the potential of the scheme.

Parbati Hydroelectric Project

NHPC has been associated with the development of hydro power potential of Himachal Pradesh since its inception. Commissioning of Baira Siul in May 1981 and Chamera Stage-I in March. 1991 have given a fillip to hydro power generation and development of the State. These projects are now supplying power to various beneficiary states in the North. Construction of Chamera Stage-II Project has been taken up. In November 1998. Agreement for harnessing power potential of Parbati basin has been executed with Government of Himachal Pradesh. Potential of river Parbati will be harnessed in three stages comprising Stage-I (750 MW). Stage-II (800 MW) and Stage-III (520 MW). NHPC has therefore taken up planned development of the Basin with construction of Stage-II initially, and completion of balance investigation of Stage-I and Stage-Ill projects before taking up these for construction. 23

Stage-I (750 MW) Introduction The dam site of the Parbati HE Project (Stage-I) is located at Dibi-Bokhri and the Power House at village Nakthan. The above places are located at distances of approx. 40 Kms and 5 Kms respectively from Pulga i.e. Parbati Stage-II Dam site. Pulga-Nakthan-Dibi-Bokhri area are connected through a kachha track which gets damaged during winter season. During winter months Nakthan and Dibi Bokhri. the path remains mostly under snow and as a result the Dam site of Stage-I is inaccessible and remains cut off during winter months i.e. November to May months. Nearest motorable place is Barshani which is nearly 15 Kms from Manikaran. Manikaran is located at a distance of 35 Kms from Bhuntar town in Distt.Kullu which lies on NH-21 i.e. Chandigarh-Manali road. The airport is at Bhuntar.

Project Features
The project is under initial developmental stage and based on the reconnaissance survey, available hydrological and geological information, HPSEB identified the site and potential and conducted survey in 1: 10000 scale. started discharge measurement and carried out some sub surface explorations. Following are the broad components envisaged for the Parbati HE Project Stage-I A 180 m high (above river bed level) Rockfill Dam at Dibi-Bokhri. A 4 m Dia_. 14.5 Kms. long Head Race Tunnel with two intermediate adits of about 500 m length on the right bank. 24

 Design Discharge FRL -

55 cumec 3624 m.

Diversion of water of Tosh Nallah and its tributaries (Muskar & Jirah ka nallah) by constructing trench weirs and diverting the water to the Surge Shaft through small tunnels and through Surge Shaft to the Power House building. An underground Powerhouse at Nakthan. Installed capacity Gross head 750 MW 1415 m

Annual Energy generation- 2800 MU in a 90% dependable year.

Stage-II (800 MW) The Project

The Parbati Hydroelectric Project (Stage-II) is a run-of-the-river scheme proposed to harness hydro potential of the lower reaches of the River Parbati. The proposed scheme is inter basin transfer' type. The river is proposed to be diverted at Village Pulga in Parbati valley and the Power House shall be located at village Suind in Sainj Valley. Thus, a gross head of 862 m between Pulga and Suind will be utilized for generating 800 MW power. The diverted discharge of the river Parbati has been further augmented by diverting the discharge of various nallahs falling along the HRT alignment. Location & Communication The Project is located in Kullu district of Himachal Pradesh on National Highway No. 21. The nearest rail head Kiratpur Sahib is about 190 Km. from the Project. 25

There is a air strip at Bhuntar town which is situated at confluence of rivers Beas and Parbati. The road distance from Bhuntar to dam site and power house is about 51 Km. 41 Km. respectively.

Geology
The Project lies within Lesser Himalaya and is characterized by highly rugged topography. The Project area lies in four distinct rock formations namely Kullu. Manikaran, Banjar and Larji. These rock formations are separated by intervening thrusts like Kullu. Kandi and Garsa etc. The dam complex lies in Gneisses and Schist whereas power house will be constructed in metasediments and metabasics. The head race tunnel will pass through a variety of rocks. viz. gneisses. schist, quartzite and phyllites.

Major Components
Diversion Dam A 85 m high. 113 m long, concrete gravity dam is proposed near village Pulga across Parbati River to divert 145 cumec of water. The reservoir will have a live storage capacity of 3.09 Mcum with gross storage capacity as 6.83 Mcum. This diurnal storage will be sufficient to run power station at full capacity for 4 hours in a day even during lean flow period. The spillway section consisting of three bays is designed to pass a maximum probable flood of 1850 cumec. Further, it is planned to divert the discharge of Jigrai Nalla located just downstream of Pulga diversion dam into the reservoir for augmentation.

Intake Structure and Desilting Arrangement

The proposed intake structure is located on the left bank of Parbati river just upstream of Pulga diversion dam to cater to a designed discharge of 145 cumec. 26

For trapping suspended silt particles carried by river, an underground Desilting chamber is proposed to be constructed at the end of approach tunnels.

Head Race Tunnel

A 31.380 Km. long. 6 m dia tunnel has been proposed on the left bank of Parbati to carry a design discharge of 116 cumec. Water from Manihar, Pancha, Hurla and Jiwa nallah flowing above HRT alignment will be diverted into the HRT through a rock shaft for augmentation of power generation. The construction of tunnel will be carried out by five construction adits by deploying modern tunneling equipments like Tunnel Boring Machine (TBM). Rock Bolting Jumbos, Drilling Jumbos, etc.

Surge Shafts & Pressure Shafts

At the end of Head Race Tunnel at 17m dia and 116m high underground restricted orifice type Surge Shaft to feed two pressure shafts each of 3.50 dia will be constructed.

Power House
The proposed surface power house is located on the right bank of River Sainj near Village Sainj at about 200 m downstream of the confluence of River Sainj and Jiwa Nallah. The power house shall have an installed capacity of 800 MW with four generating units of 200 MW each. Short Tail Race Channels shall discharge the water from Power House to river Sainj.

Cost
The estimated cost for construction of Project is worked out to be Rs. 3708.66 crores +US$11.774 million (1US$=Rs 45.50) at August 2000 price level.

27

Benefits
The Project is planned to be operated as a peaking power station. At 800 MW installed capacity the Project will generate 3108.66 million units of Power in 90% dependable year. The construction of the Project will bring social & economic development in the region. rv10reover facilities like infrastructure. education. medical and reemployment will get boost With the execution of the Project.

Environmental Aspects
Based on Environment Impact Assessment Studies conducted by the State Forest Department, an Environment Management Plan has been prepared incorporating the Catchments Area Treatment Plan and Compensatory Afforestation scheme. The project involves diversion of 87.79 ha of forest land. In lieu of this forest land to be acquired, compensatory afforestation is proposed over 190.28 ha of land. Biological and engineering soil conservation measures have been proposed under Catchments Area Treatment Plan. Other

environmental measures proposed include wildlife protection, heath measures, subsidized fuel .supply to laborers, etc.

Salient Features Location: State : District : River : Dam site: Power House site: Nearest Rail head: Nearest Airport : Hydrology : Parbati catchments: Jigrai catchments : Hurla catchments :

Himachal Pradesh Kullu Parbati Pulga Village Suind Village Kiratpur Bhuntar 1155 Sq. Km 42 Sq. Km 34 Sq. Km 28

Jiwa catchments: Power Draft total: Design flood Reservoir Full : Reservoir: Full water level: Max Water level: Min draw down level: Deepest river bed level: Gross storage: Diurnal storage: Dam: Spillway: Diversion Tunnel: Intake: Desilting Chamber: Head Race Tunnel: Nalla Diversions: Jigrai Nalla: Manihar Nalla: Pancha Nalla: Hurla Nalla: Jiwa Nalla: Surge Shaft: Pressure Shaft:

180 Sq. Km 116 Cumec 1850 Cumec EL 2198.00 m EL 2197.60 m EL 2185.00 m EL 2129.00 m EL 6.83 Mcum EL 3.09 Mcum 85 m high Concrete Gravity Dam Orifice type. 3 Nos. 6.0m x 11.5 m Radial gates with breast wall Horse shoe. 7.5 m dia 270 m long. 3 Nos. straight 3 Nos. Dufour type 15 m x 16 m x 200 m Circular 6 m dia, 31.380 Km. long 12 m long trench weir, 510 m long feeder tunnel 10 m long trench weir, 21119 m long feeder tunnel 10 m long trench weir, 717 m long feeder tunnel. 12 m long trench weir, 160 m long feeder tunnel. 14 m long trench weir, 4250 m long feeder tunnel. 17 m dia, 116 m high underground orifice type Steel lined, 2 Nos., 3.5 m dia 1947 m long, each branching to 2.50 m dia, 926 m long each Surface, housing 4 units of 200 MW each (Total 800 MW) 3108.66 million units dependable year) (in 90%

Power House: Power Generation:

29

30

STAGE III(520 MW) Introduction

Parbati HE Project Stage-III (520 MW) is located in Kullu Distt. in the State of Himachal Pradesh. It is run-of- the river scheme envisaging the diversion of the tail race release of Stage-II Power house as well as inflows from river Sainj through a 8.10 Km. long headrace tunnel utilizing a design discharge of 181 cumec and a gross head of 356 M for generation of 520 MW (4x130MW) in underground power house near village Bihali and tailrace outlet near village Larji at the confluence of river Sainj and Beas.

Brief Description of the Project

The Project comprises of a Rockfill Dam 46 m high above minimum river bed level on river Sainj about 800 m downstream of the confluence of Jiwa Nallah and Sainj river, a spillway section 40 m long with crest at EL.1298 m and controlled by three radial gates of size 7.5 m x 12 m to pass a project flood of 3300 cumec (PMF); an intake arrangement on the left side for drawing discharge of 218 cumec through two approach tunnels 5.5 m dia, 580 m and 490 m long leading to an underground Dufour type Desilting arrangement on the left bank with two chambers of 350 m x 16 m x 24 m each to exclude all silt particles down to 0.2.mm: a 8.10 km long, 7.2 m dia head race tunnel designed for discharge of 18r cumec opening into one 15 m dia. underground restricted

orifice type surge-shaft with top at EL 1365.00 m, two pressure-shaft of 4.5 m dia. 450 m each bifurcating into two nos. 3.0 m dia penstocks Surge Shaft near power house to feed four Francis. vertical axis generating units 130 MW each through a net head of 330 m in an underground Power House on the left 31

Pressure Shaft bank of Sainj river near Village Bihali. The project components are located mainly in phyllites, slates. chlorite schist. quartzites and dolomites. The project falls in Zone-V of seismic zones of India. Maximum reservoir level has been kept at EL 1331.00 m, normal reservoir level at EL 1330.00 m minimum drawn down level EL 1314.00 m. The project has been proposed Tail Race Tunnel as a peaking station and shall meet with the requirement of peak load. Salient Features Location State District : River Dam site Power h\House site Nearest Rail head Nearest Airport Hydrology Parbati catchment Sainj catchment Jigrai catchment Hurla catchment Power Draft total Design flood Reservoir Full reservoir level Max. water level Min. draw down level Deepest river bed level Gross storage Diurnal storage Dam Spillway Diversion Tunnel Intake Desilting Chamber Head Race Tunnel

Himachal Pradesh Kullu Sainj Suind Village Bihali village Kiratpur Bhuntar 1155 Sq.Km 650 Sq. Km 42 Sq. Km 34 Sq. Km 181 Sq. Km 3300 Cumec (PMF) EL 1330.00 m EL 1331.00 m EL 1314.00 m EL 1290.00 m EL 155.79 Ha. m EL 128.25 Ha. m Rock fill Dam Orifice type, 3 Nos. 7.5m x 12m Radial gates with breast wall Horse shoe. 7.5 m dia 425 m long. 2 Nos. straight 2 Nos. Dufour type 16 m x 24 m x 350 m Horse-shoe shape 7.2 m dia. 8.10 Km. long 32

Surge Shaft Pressure Shaft Power House Tail Race Tunnel

15 m dia, 95 m high underground restricted orifice type. Steel Lined, 2 Nos., 4.5 m dia 450 m long, each bifurcating to 3.00 m dia. Underground, housing 4 units of 130 MW each (Total 420 MW) 7.2 m diameter Horse-Shoe Shaped

2210 m long. General layout of Parbati H.E. Project, Stage-II

ORGANIZATION STRUCTURE
Organization is a group of people working together cooperatively under authority towards achieving goals & objectives that mutually benefit the participants & the organization.

33

An organization tries to establish an effective behavioral relationship among selected employees & in selected work places in order that a group may work together effectively. There are three kinds of work which must be performed whenever an organization comes into being viz; division of labour, combination of labour and co-ordination i.e. the work, the people and the relationship between them. These are known as the fundamentals in every successful organization. In NHPC these fundamentals are strictly followed while delegating the authority. Organizational structure of NHPC Parbati Project Stage II is described as following.
GENERAL MANAGER

CE(EM&S)

CE(HQ/ JNW)

Chief (Geology)

Chief (Geo Tech)

CE(HRT)

CE(PH)

CE(DAM)

CE(QC&R)

CE(CMO)

SM(IT&C/E NV)

SM(FIN)

SM(HR)

SM(PVO)

(All division heads having subordinate staff like Managers/Dy. Managers/Asst. Managers/Administrative officers etc with supervisors and workers)

HR Polices
I. RECRUITMENT 1. CLASSIFICATION OF POSTS

Cadre Post

Group 34

Grade Code

Management Cadre

Executive Direct General Manager Chief Engineer Senior Manager Manager Deputy Manager Assistant Manager Asstt. Engr. / Asstt. Officer

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

Executive Cadre

Engineer / Officer / TE / TO E2/E2A

Supervisory Cadre

Sr. Supervisor Spl Sr. Supervisor Gr-I Sr. Supervisor Gr-II Supervisor

Workmen Cadre

Highly Skilled Gr-II/I Skilled/Ministerial III/II/I/Spl Semi Skilled Gr-III/II/I/Spl Un Skilled Gr-III/II/I/Spl

2.LEVEL OF RECRUTTMENT
Recruitment is generally made at the lowest of the grades in various cadres/groups as indicated below, but can also be made in higher grades, whenever considered necessary by the management:

3. NORMAL INDUCTION LEVELS

CATEGORY (a) Workmen i) Un-Skilled ii) Semi-Skilled iii) Skilled GRADE W-0 W-2 / W-4 35 SCALE(IDA) Rs. 3750-2.5%-5450 4700-3%-9010 5800-3%-10790

Ministerial (b) Supervisor (c) Executives S-1 E-2 E-2A 7900-3.5%-13700 8600-250-13400 10750-300-16750

4.Age At Entry
The age of a person at the time of appointment in the corporation shall not be less than 18 years.

5. JOINING FROMALITES
A. Documents to be tendered for acceptance of joining 1. Unconditional Acceptance of offer of appointment 2. Joining Report 3. Attestation Forms for Character and Antecedents verification 4. Proof of Age 5. Certificate of SC/ST/OI3C (recent) / PH(recent) / Ex-Servicemen, if applicable 6. Attested copies of Degree / Diploma and other certificates of Qualifications (with original for verification) as mentioned in the initial application form and biodata form 7. Character Certificate 8. Declaration of Martial Status. 9. Medical Fitness Certificate from Competent authority 10. Surety Bond, if applicable 11. Service agreement, if applicable 12. Relieving order from the previous employer, in case in service in a Govt. Office / Public Sector Undertaking etc. 36

13. Certificate of Pay & allowances if applicable 14. Letter of option in case of deputations 15. Declaration regarding Relationship, if any. with a Director of the Corporation B Document to be tendered on acceptance of joining 1. Home Town Declaration with details of family members for medical and LTC Purpose 2. Declaration regarding Immovable Property (in duplicate) 3. Application for Admission to EPF ( in Quadruplicate) 4. Form for Nomination of EPF and Pension (in duplicate) 5. For of Nomination for Gratuity under payment of Gratuity Act 1972

6. PROBATION
All initial appointments. except transfers/deputation from the Government or Public Enterprise, shall be on probation for a minimum period of 12 months. Period of probation may be extended at the discretion of the Competent Authority. On satisfactory completion of period of probation. the employee shall be regularized by issue of an order in writing.

37

II. PAY AND ALLOWANCES

1.Scales of Pay The Corporation has the following Scales of pay for employees on IDA pay pattern, from various cadres - the lowest level of workmen to the Executive Director's level (A) Workmen Grade W-0 W-2 W-3 W-4 W-5 W-6 W-7 W-8 W-9 (B) Supervisors Grade S-1 S-2 S-3 S-4 (C) Executives GRADE E-1 E-2 E-2A E-3 E-4 E-5 E-6 E-7 E-8 E-9 PAY SCALE 8000-225-13400 8600-250-14600 10750-300-16750 14500-350-18700 1600-400-20800 17-500-400-22300 18500-450-23900 20000-475-25700 20500-500-26500 23750-600-28550 38 Pay Scales 7900-3.5%-13700 8600-3.5%-14920 9300-3.5%-15590 100003.5%-16000 Pay Scales 3750-2.5%-5450 4400-3%-8430 4700-3%-9010 5000-3%9590 6700-3%12500 7200-3.5%-13100 7900-3.5%--13700 8550-3.5%--14850 9000-3.5%-15100

2.Dearness Allowance
Dearness Allowance in the revised pay scale as on 1.1.97 shall be zero. The DA payable w.e.f 01.04.97 onwards would be governed as per the following provisions: DA installments would be raised 4 times in a year w.c.f. 1 st January, 1st April, 1st July & 1st October . DA would be paid for the increase in AICPI above the quarterly index average of 170B to which the revised scales of pay are related. The percentage increase / decrease in the quarterly average of AICPI for the period ending February, May, August and November over index 1708 would be taken upto one decimal point.

CITY COMPENSATORY ALLOWANCE

City Compensatory Allowance is admissible in A, B-1 and 'B-2' class cities.

4. HOUSE RENT ALLOWANCE

City A-1 A B-1, B-2 & C Unclassified Rate per Month 30% of Pay 25 % of Pay 15 % of Pay 10% of Pay

5. LEASED ACCOMMODATION
Executives of NHPC (except TE/TOs) are provided with the facility of Company Leased Accommodation in the form of Third Party Leased Accommodation and 39

Self-Leased Accommodation. The rental ceiling of the lease amount is based on the max. of the scale as under: Classification of Cities A-1 A B-1, B-2 & C Unclassified Percentage rates of monthly rental ceiling 40 % of max of the pay scale 35 % of max of the pay scale 25 % of max of the pay scale 20 % of max of the pay scale

6.HOUSE RENT RECOVERY

In lieu of Company provided Accommodation viz: Project Township / Company Accommodation in Cities/ Leased Accommodation, an amount in the form of House Rent Recovery is recovered from the employee availing such accommodation. EXECUTIVES Grade E-1 To E-2A E-3 & E-4 E-5 AND ABOVE SUPERVISORS: Grade ALL SUPERVISORS WORKMEN (A) In Project/ Station/ Township SI. No Range of Living Area Flat Rate of rent or license 1 2 3 4 Upto 30 Upto 30 Upto 30 Upto 30 40 applicable 60 65 70 75 fee uniformly In Cities/places other Project town ship Rs* 285 than project township Rs. 570 In Cities/places other than Project town ship Rs* project township Rs. 710 870 1080 355 435 540

5 6 7 8 9 10 11

31-40 41-50 51-55 56-65 66-75 76-90 91 & above

90 110 120 140 160 180 200

B In cities/places other than project township: Grade W0-W5 W-6 & above Rates P.M (Rs) 220.00 570.00

7. NON-PRACTICING ALLOWANCE (NPA) NPA is payable to Medical Officers @ 25% of basic pay with effect from 1.8.99. NPA is not counted for any purpose. 8. NIGHT SHIF ALLOWANCE PAY Grade E-5 & E-6 E-3 & E-4 E-1 TO E-2A Special Grade (S4) S-1 to S-3 W-6 and above Upto W-5 9. TRANSPORT SUBSIDY Rate per night shift (Rs) 190 150 115 88 65 65 40 AND MONTHLY CONVEYANCE

RE4IMBURSMENT Transport Subsidy Grade Executives (excluding Trainees) S1-S3 Special Grade (S4) W0( At Corp. Office Only) W1-W5 W6 & above Monthly Conveyance Reimbursement Pay Grade 41 Rates Pm (Rs.) Rate Pm (Rs) 380 305 380 190 190 250

Car E1-E2 E2A-E4 E5-E6 E7 & ABOVE SCOOTER/ MOTOR CYCLE ALL EXECUTIVES S1 TO S3 Special Grade ( S4) W1-W5 W6 & ABOVE MOPED ALL EXECUTIVES S1 TO S3 Special Grade ( S4) W1-W5 W6 & ABOVE

1860 2400 2660 2925 900 670 385 335 500 485 365 385 235 280

> Two months entitlement of conveyance reimbursement in a year for Executive/ Supervisors as reimbursement of repair & maintenance of conveyance. 10. CONVEYANCE ALLOWANCE FOR BLIND & ORTHOPAEDICALLY HANDICAPPED EMPLOYEES Sl. No 1 2 3 4 5 Grade Executives Supervisors ( Special Grade) Supervisors ( S1-S3) Workmen ( W6 & above) Workmen (W0-W5) Rate Pm (Rs.) 760 760 610 500 380

11. CANTEEN SUBSIDY Canteen Subsidy to employee posted at places other than Corporate Office at the following Rates Class of City A-1 , A B-1, B-2/ Other Locations Rates Pm (Rs.) 325 225

42

12. SPECIAL (DUTY) ALLOWANCE- PAYABLE TO EMPLOYEES POSTED IN NORTH EAST REGION @10% of basic pay without any ceiling limit

13. SPECIAL COMPENSATORY ALLOWANCE TO EMPLOYEES POSTED AT SHIMAL AND OTHER SUCH PLACES ( OTHER THATN THE PROJECTS) i.e GUWAHATI, GANGTOK, IMPHAL ETC Special Compensatory (Remote Area) allowance Pay Range (Rs.) Classification of areas and rate per month Rs. Part-A Part-B Workmen and Supervisors Below 5500 5500 to 7199 7200 to 8999 9000 to 12874 12875 and above EXECUTIVES Below 12625 12625 and above 300 500 700 1000 1350 1000 1350 250 400 550 800 1050 800 1050 Part-C 150 300 450 600 750 600 750 Part-D 40 80 120 160 200 160 200

or
SPECIAL COMPENSATORY (HILL AREA) ALLOWANCE- Payable at places situated at a height of 1000 meters or more above mean Sea Level( MSL) Pay Range Workmen and Supervisors Below 5500 5500-7199 7200 to 8999 9000 and above Executives All Executives Rate Per Month Rs.) 100 140 240 300 300

43

14. CHILDREN EDUCATION ASSISTANCE A. Children Education expenditure reimbursement @Rs. 250 per month per child restricted To 2 Children B. Hostel Subsidy @ Rs. 1500 /- pm per child restricted to 2 Children 15. TRAVELLING ALLOWANCE Mode of Travel (while on duty) By Air E-5 and above can travel by air, while on duty. In other cases, sanction of the Controlling authority not below the rank of ED would be necessary. E-2 and above traveling on duty from or to Loktak Project may travel by Air between Imphal and Kolkala. GM/Chief Engineer may permit the employees below the grade of E-2 to travel by Air on tour between Imphal & Kolkata for specific reasons to be recorded in writing. Employees in the grade of E-2 and above up to E-4 may travel by air in the following sectors :DELHI JAMMU LEH LEH LEH GUWAHATI GUWAHATI GUWAHATI GUWAHATI IMPHAL IMPHAL IMPHAL ITANAGAR SRINAGAR SRINAGAR DELHI JAMMU SRINAGAR KOLKATA IMPHAL ITANAGAR DIBRUGARH SILCHAR AIZWAL AGARTALA ZIRO 44

ITANAGAR ITANAGAR ITANAGAR ITANAGAR ITANAGAR ROING ALONG PASSIGHAT ROING

DAPORIZO ALONG YINGKIONG PASSIGHAT ROING DIBRUGARH YING KIONG MOHANBARI(DIBRUGARH) PASSIGHAT

By Air
An employee who is entitled to travel by air on tour can also undertake journeys on transfer by air along with his family. .

By Rail
Employees and members of their families are entitled to travel by the same class of accommodation to which employee is entitled while on tour. . . .

By Road
For journeys by road between places connected by rail actual expenses limited to rail fare of the entitled class are reimbursed. For places not connected by rail, the employees may be reimbursed expenditure incurred against reasonable evidence of expenditure for mode of conveyance appropriate to the category of employees.

Transfer TA on Retirement / Death

Air/Rail fare, cost of transportation of baggage, transfer grant, daily allowance etc from place of duty to the place of settlement may be paid on the same terms as for serving employees on transfer. These concessions are also admissible to the family of an employee who dies while in service. The claim is however 45

required to be submitted within one year from the date of retirement/ death of the employee as the case may be.

III. CAREER GROWTH

1. PROMOTION EXECUTIVES
The Qualifying period for promotion shall be as under: Grade From To Qualifying Period (Years) Diploma Holder / Engg. Graduates E-1 E-2 E-2A E-3 E-4 E-5 E-6 E-7 E-8 E-2 E-2A E-3 E-4 E-5 E-6 E-7 E-8 E-9 4 1 5 5 5 Graduates/

Professional Qualified 3 1 4 4 4 3 3 4 2

PERIOCICITY
Once in a year effective for 1st April or date of issue of the order.

2. PROMOTION SUPERVISOR
Qualifying Period From JE Gr-II (S1) JE Grade _I (S2) To JE Gr-I (S2) Asstt. Engr (E-1) Period (years) 4 5 Remarks Subject to vacancy Total 9 years service as JE Grade II/I with S1 S2 S2 S3 /E1 46 4 4 min. 2.yrs in S-2 Subject to vacancy. ---

PERIODICITY
1st January & 1st July

3. PROMOTION- WORKMEN
Cluster of Scales Cluster A B C D Category Un-Skilled Semi- Skilled Skilled- Tech / Ministerial Highly Skilled Grade W-1, W-2, W-3, W-4

(Spl) W-2, W-4,W-5, W-6 (Spl) W-4, W-5, W-6, W-7 (Spl) W-8, W-9

PROMOTION WITH IN CLUSTER

Eligibility: 5 years

PROMOTION FROM SKILLED (Tech/Ministerial) TO HIGHLY SKILLED

a) Promotion of this category is vacancy based, subject to Trade test/selection. b) Eligibility: (Technical Trades) ITI or equivalent Matriculate Non-Matriculate : : : 5 years 6 years 8 years

c) Eligibility : (Ministerial/ Office based Staff) Matriculate & above Non-Matriculate : : 5 years

8 years

PERIODICITY:
47

1st January & 1st July

48

IV. ADVANCES
1. HOUSE BUILDING ADVANCE
Eligibility: All employees who have completed probation period and is not superannuating within 36 months. Amount: Maximum of Rs. 7.5 Lakhs

Interest:
Amount of Advance First Rs.1,50,000/Next 1 Lakh i.e. upto Rs.2,50,000/Next 1 Lakh i.e. upto Rs.3,50,000/Next 1 Lakh i.e. upto Rs.4,50,000/Next 1 Lakh i.e. upto Rs.5,50,000/Above Rs.5,50,000/Rate of Interest (p.a) (Effective from 01.04.2004 5.5% 6.5% 7.5% 8.5% 9.0% 9.5%

2. MULTI-PURPOSE SDVANCE (INTEREST FREE) Eligibility: All employees on completion of 1 year of service. Amount: One month basic pay as on the date of application subject to a minimum of Rs.5000/The advance is admissible only once in a calendar year. 3. CONVEYANCE ADVANCE Employees who have completed probation period and are not due to attain age of superannuation within 2 years are eligible for the advance for purchase of conveyance as per entitlement and amount given below: CAR For Executives only: 49

(i) E-6 & above: Actual cost of motor car or 90% of the cost of Maruti Zen LX, whichever is lower. (ii) E-1 to E- 5 : Actual cost of motor car or 90% of the cost of Maruti (Ordinary / Standard 800 CC Model-Euro-II) whichever is lower. All Employees: Actual cost of Scooter/Motor Cycle/ Moped or 90% of the cost of Hero Honda (Dawn), in respect of scooter/motorcycle and Silver Plus in respect of moped whichever is lower. Interest: Motor car: 8.5% p.a. Motor Cycle / Scooter/ Moped: 7.5%p.a. 4. ADVANCE FOR PURCHASE OF COMPUTER AND PERIPHERALS Eligibility: All Employees on completion of one year service. The advance is not admissible to an employee who leaves within 36 months of the grant of advance either on superannuation or otherwise. Amount: Eighty Percent (80%) of the actual cost of Personal Computer and Peripherals subject to a maximum of Rs. 40,000/- (Rupees Forty Thousand only). Interest: 7% per annum. 5. FURNITURE ADVANCE (INTEREST FREE) Eligibility: All Employees on completion of one year service. Amount: Level of Employee E5 E6 50 Monetary Ceiling (Rs.) 25,000/-

E1 E4 Supervisors W-6 & above W-1 to W-5 The application for subsequent advance the drawal of first advance.

15,000/9000/9000/7000/may be entertained only after 5 years of

EMPLOYEES BENEFITS AND FACILITIES

1. LEAVE RUI.ES
Type of Leaves:

a) Earned Leave(EL): 30 days in a calendar year. Credit criteria for leave is @ 15 days (Encashable=11, Non-encashable=4) on 01/ 01 and 01/07 of each year. . In respect of employees who joined afresh, EL will be credited @ 2.5 days for every completed calendar month of service till the close of the half year in which the employee has been appointed. On completion of half year, EL shall be segregated into encashable & non-encashable account in the ration of 75:25 Accumulation limit is 300 days. Encashment to the following extent (a) During Service - Encashment - Encashable portion of leave, once in a year. 51

(b) On Resignation - Encashable portion Full, Non-Encashable portion - 50% (c) Retrenchment / - Total Accumulation Death/superannuation

(b) Half Pay Leave (HPL): 20 days for every completed year of service. No ceiling for accumulation. Encashment allowed at the time maximum of Superannuation (c) Maternity Leave: For a period up to 135 days or to the end of 90 days from the date of confinement, whichever is earlier. Maternity leave may also be sanctioned in case of miscarriage/abortion subject to the condition that the leave on such account does not exceed 45 days in the entire service. of 240 days. Total Accumulation subject to

(d) Paternity Leave: 15 days for male employees with less than tow surviving children, during confinement of his wife, twice in the entire service. (e) Extra Ordinary Leave (EOL):

52

EOL with certain limits specified under rules can be sanctioned without pay and allowances, when no other leave is admissible or when especially applied for.

(f) Special disability Leave: Special disability leave as per rules is granted to an employee who suffers from disability as a result of risk of office or special risk of office as defined in the rules. (g) Quarantine Leave: 21 days on account of presence of certain infectious diseases like Cholera, Small-Pox, Chicken-Pox, Plague, Diphtheria, Typhus Fever and Cerebra-Spinal Meningitis in the family or house hold of the employee with pay and allowances. (h) Study Leave: Study leave up to a maximum period of three years may be granted to an employee for undergoing a special course of study in a professional or a technical subject, having a direct & close connection with the sphere of his duty once during the entire service and subject to exigencies of work. Grant of study leave is subject to submission of bond to serve the Corporation on return from studies, as per rules.

(i) Casual Leave (CL) and OH: 8 days Casual Leave & 2 days Optional Holidays. Encashment of unavailed portion of CL+OH at the end of year allowed till 31st March of subsequent year. 53

2. LEAVE TRAVEL CONCESSION

A. Eligibility: All regular employees of the Corporation including Trainees appointed in regular scale of pay after completion of one year of service. B. Entitlement:

(a) For self & family: (I) In One Block:Place of Visit (i) Home town, or (ii) Distance upto 1800 kms., or (iii) Distance upto 1400 kms. (II) and in another Block:(i) (ii) (iii) (iv) Home Town or Any where in India or Distance upto 1800 kms. or Distance upto 1400 kms. By shortest route By shortest route By any route By any route on the basis of certification (b) For self alone: Place of Visit Every year Home Town Entitlement By the Shortest route. Entitlement By shortest route By any route By any route on the basis of certification

3. MEDICAL ATTENDANCE RULES

A. Applicability: All employees including Deputationists and their families*. Daily rated employees & Apprentices under Apprentice Act (self only) excluding their families. *"Family" means the employee's wife or husband, as the case may be, two surviving children (step children including legally adopted children) up to the age 54

of 25 years wholly dependent upon him / her and parents wholly dependent upon him / her. (The parents will be considered as wholly dependent on an employee, only if the monthly income of either of the parents or their combined income does not exceed Rs.3000 p.m. and residing with him/her. Similarly a son/daughter shall be treated as wholly dependent on the employees till he/she attains the age of 25 years or gets married. or starts earning income not less then Rs. 3000/p.m., whichever is earlier.

Medical Identity Card Each employee shall be issued by the corporation a Medical Identity Card.

Indoor Treatment: Indoor treatment is allowed from empanelled hospitals only. However, where empanelled hospitals are not available. employee will take indoor treatment from other Central/State Government/ Public Sector Undertaking Hospitals only.

INCENTIVES
1. FAMILY WELFARE SCHEME
Employees including departmental trainees within the reproductive age i.e. husband should not be above 50 years and his wife should be between 20 to 45 years and similarly in case of women employee she should be between 20 to 45

55

years and husband should not be more than 50 years and they do not have more than two living children.

a) Special Increment in the form of personal pay during the entire service in the company. Category of Employees W-6 & below W-7 & above, Supervisors E-1 and above b) Cash Incentives Rs. 500 Rs. 300 c) Motivator: upto W-6 all others Rate of Increment Three annual increments Two Annual increments One annual increment

Rs.25/-

d) Confessional Rate of interest of % less than normal rate of interest on HBA e) Special Casual Leave: (i) Females employees who undergo tubectomy / salpingectomy after MTP: not exceeding 14 days (ii) Male Employees who undergo vasectomy: 6 days (iii) Male Employees whose wives undergo tubectomy/ salpingectomy- 7 days . (iv) Employee who undergo recanalisation -21 days Above Special CL may be prefixed to regular leave but cannot be combined with Cl or Suffixed to regular leave.

2.

REHABILITATION

OF

PHYSICALLY

HANDICAPPED

EMPLOYEES
56

Corporation is paying special attention towards the rehabilitation of physically handicapped employees. Necessary financial assistance is provided to those who get physically handicapped while in the service of the Corporation. In addition to vocational training of physically handicapped children of the employees, free medical advice and financial assistance is also provided for the purchase of artificial limbs as permissible under the rule.

3.

INCENTIVES

FOR

ENCOURAGING

EMPLOYEES

IN

OBTAINING PROFICIENCY & WORKING IN HINDI

INCENTIVE FOR OBTAINING PROFICIENCY IN HINDI Applicability: Employees from W4 and above who have to serve at least 3 years whose mother tongue is not Hindi provided they have not already passed examinations in Hindi Incentives a) Personal allowance equal to one increment for a period of 12 months. b) Reimbursement of actual fee & cost of books on submission of proof subject to a maximum of Rs.200/c) Reimbursement of Examination fee.

d) e)

Special Casual Leave for the actual day of examination. E TA/Conveyance charges for appearing in the examination.

Grant of Cash Award 57

On passing the examination with the percentage of marks indicated below or equivalent grading. Employees will he entitled to the following cash awards.

S.NO

Standard examination

of 70% above (Rs.)

& 60%

and 55% & above Below 55% but 40% (Rs.) 350 300 300

above but but below 60% not less than below 70% (Rs.) (Rs) 500 450 400 450 400 350

(i) (ii) (iii)

Pragya equivalent) Praveen equivalent) Probodh equivalent)

(or 550/(or 500 (or 450

SOCIAL SECURITY
1.EMPLOYEES PROVIDENT FUND
A. Contribution The contribution payable by the Corporation to the Fund shall be @ 1:2% of the basic wages, Dearness Allowance (all kinds of Dearness Allowance by whatever name called) including cash value of food concession and retaining allowance, if any, payable to each employee who is eligible for membership of the Fund. (This also includes contribution towards Employees' Pension Scheme, 1995) The contribution payable by an employee under these rules shall be equal to or more than the contribution payable by the Corporation in respect of such employee with no upper limit on basic wage plus DA (All kinds of DA by whatever 58

name called) Including cash value of food concession and retaining allowance, if any, on which the recovery is to be made. provided through the members contribution shall be @ 12% of basic wages + DA (all kinds or DA by whatever name called) including cash value of food concession and retaining allowance, if any, unless the member intimates in writing the increased amount which he/she chooses to contribute. The amount of member-employee's contribution will be deducted out of his wages and not otherwise.

B. Withdrawals Temporary/Refundable are allowed in the following events:-

(i) (ii) (iii) (iv) (v) (vi) (vii)

Illness/Disability Higher Education for self or dependant member of family Cost of Passage Marriage/ Funeral Ceremony Meeting expenses on legal proceedings In the case of Leave without Pay Purchase of dwelling house/site or construction of a dwelling house or extension.

C. Permanent /Non refundable withdrawal are allowed in the following events (i) Meeting the cost of Post Matriculation Education of Children 59

(ii) (iii) (iv) (v) (vi)

Self marriage or marriage of daughter/son/sister/brother Hospitalization /Major surgical operation Affected by cut in the supply of electricity Physically handicapped for purchasing equipment Purchase of a dwelling unit/ construction/ acquisition of a site and repayment

(vii)

Financing or Member's Life Insurance Policies.

2. EMPLOYEES PENSION SCHEME

Employees Pension Scheme 1995 of the Government of India has been implemented in the Corporation with effect from 16.11.1995. A. Contribution From and out of the contribution payable by the Corporation @ 8.33% of the employees pay shall remitted to employee pension fund provided that where the pay of the member exceeds Rs.6500/- per month, the contribution payable by the corporation be limited to the amount payable on his pay of Rs.6500/- only. The contribution is to be diverted from the employer's share of the Provident Fund. The Government will also contribute @ 1.16% of the pay of the members. B. Amount of Pension Amount of Pension is dependent on Pensionable salary and Pensionable Service. C. Formula

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Monthly Member's Pension = Pensionable Salary X Pensionable Service (Period of Cont.) 70 D. Types of Pension Monthly Members Pension Monthly Widows Pension : On superannuation/ retirement/ short service. : After death in service or death after retirement of the Monthly Childrens Pension member

: After death of the member, Pension to two children along with widow / widower.

Monthly Orphans pension

: After death of the member & widow/ widower

Disablement Pension

: On permanent and total disablement during employment

Return of Capital

: After opting for reduction pension.

3. GRATUITY
Gratuity is payable to an employee after he has rendered continuous service for not less than 5 years and is payable as per the provisions of Payment of gratuity Act, 1972, upon (a) Superannuation: or (b) Resignation, retrenchment or termination of service; or (c) Death or disablement due to accident or disease in which case condition of completion of 5 years service is not applicable. Gratuity Payable: 61

15 days wages last drawn by the employee for every completed year of service or part thereof in excess of six months, subject to a maximum limit of Rs.3.5 lakh.

4. GROUP PERSONAL ACCIDENT INSURANCE

A. All employees including Board appointees/ Trainee Engineers/ Officers and deputatonists including those covered by Workmen Compensation Act, 1923 are covered by the Scheme. B. Apprentices appointed under the apprentices Act, 1961, muster-roll/ daily wages/ Badli/ Substitute employees or those appointed on contract basis are excluded from the purview of this scheme. C. Risks covered are Death, Loss of Limb or Eye Sight & permanent total or partial disablement. D. Capital sum assured is equivalent to : a. year. b. Additionally 50 times of the minimum of the scale of pay and DA as on 1st April each year for the employee posted at hard projects like Uri-I, Uri-II, Dulhasti, Kishanganga. Bursur,Pakaldul, Chutak, Loktak, Loktak Down Stream, Siang & Dibang Basin & Subansiri basin, Sippi & Kambang. 50 times of the maximum of the scale of pay and DA as on 1st April each

5. EMPLOYEES DEATH RELIEF SCHEME

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Under the Scheme, in the event of death of an executive, an amount of Rs.5/each shall be deducted from all other employees, which shall be payable to the nominee of the deceased employee.

6. NHPC EXECUTIVES DEATH RELIEF SCHEME

Under the Scheme, in the event of death of an executive, an amount of Rs.500/each shall be deducted from all other executives, which shall be payable to the nominee of the deceased executive.

GENERAL RULES
1. PERFORMANCE APPRAISAL
ASSESMENT PERIOD: Executives and supervisors Workmen 1st January to 31st December

1st April to 31st March.

2. CONDUCT, DISCIPLINE & APPEAL RULES

Every employee of the Corporation shall at all times (i) Maintain absolute integrity, (ii) Maintain devotion to duty, and (iii) Do nothing what is unbecoming of an employee of the Corporation and conduct himself at all times in, a manner which will enhance the reputation of the Corporation.

63

NHPC Conduct, Discipline & Appeal Rules shall apply to all employees except workmen as defined in the provisions of Industrial Employment (Standing Orders) Act, 1946.

3. GRIEVANCE PROCEDURE
Corporation has laid down a detailed grievance procedure for all categories of the employees with the sole objective of speedy redressal of individual grievances. The scope of this policy is limited to individual grievance in respect of wage payment, increment, transfer, promotion, lease, working conditions etc. However matters relating to collective bargaining are outside the purview of this procedure.

SEPERATION
1.BENEFITS TO EMPLOYEES ON SUPERANNUATION
A. EMPLOYEES PROVIUENT FUND The accumulation on account of Employees and Employers contribution together with interest thereon upto the date of retirement will be paid. On written request of all employee the Trust may retain EPF accumulations upto six months on the prevalent rate of interest on cessation of employment and allow one or more part withdrawal(s) as applied for. 90% withdrawal from PF accumulations is allowed one year before his actual retirement on superannuation. 64

B.PNESION AS PER PENSION SCHEME 1995 Eligibility Employees who are members of the Employees Pension Scheme 1995. Types of Pension Superannuation / Retirement Pension, if member has rendered eligible service or OF 20 years. Shorter Service Pension if member has rendered eligible service of 10 Years or more but less than 20 years Pensionable Salary Monthly Pay during the contribution period of 12 months preceding the date of retirement, subject to maximum of Rs.6,500/-. A member of the scheme may avail commutation of pension.

C. GRATUITY Payable on completion of atleast 5 years of continuous service. Paid for long and meritorious service rendered towards the Corporation @ 15 days of Basic Pay ,+ Dearness Allowance for each completed year of service, subject to a maximum of Rs.3.5 lacs. 6 months & above is counted as

D. EARNED LEAVE ENCASHMENT Entire Earned Leave (encashable and non-encashable) at the credit of the employee up to 300 days is encashable.

65

E. HALF PAY LEAVE ENCASHMENT Entire Half Pay Leave at the credit of the employee not exceeding 240 days is encashable.

F. TRAVELLING EXPENSES ON RESETTLEMENT Traveling expenses as detailed below are admissible to the employee and members of his family from place of duty to any other place where he / she may like to settle after retirement. Air/Rail fare, Cost of transportation of baggage, Transfer grant /. Package Charges, Daily allowance etc., as per T.A. Rules.

G. LEASE ON SUPERNNUATION Lease facility is allowed to an Executive on Superannuation for a period of 4 months.

H. POST RETIREMENT MEDICAL ATTENDANCE FACILITY Employees on Superannuation are eligible for membership under Retired Employee Health Scheme.

2. RESIGNATION
66

Employees may leave the service of the Corporation by submission of proper resignation addressed to appointing authority by giving notice as per terms and conditions of his EMPLOYMENT . The Corporation reserves the right to with-hold acceptance of resignation of any employee in case disciplinary proceedings are pending against him or a decision has been taken by the authority Competent to issue a charge sheet to him.

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ABOUT THE SUBJECT

Introduction:
Although the phenomenon of stress is existing since ancient times, conscious attempts to study the concept systematically have begun in the later half of the twentieth century. In seventeenth century, stress denoted hardship, straits, adversity or affliction. During the eighteenth and nineteenth centuries, it meant force, pressure, stain or strong effort. It came in social sciences from engineering & physics. A stress is a common experience of people when any demands are placed on them by their work or personal environment. Mild stress is useful in overcoming periods of frustration and dull routine. However, too much stress affects our health and well being, everyday performance and behavior adversely. Over a time we may be weakened by recurrent, prolonged or severe stress. Stress also affects our vitality, our life expectancy, our relationships, our perception, our emotional stability, our openness to others our ability to listen & empathise, our physical stamina, our tendency to error and our proneness to accidents.

Definition of Stress:
Dictionary defines stress as pressure, condition causing hardship, disquite. Stress is mentally or emotionally disruptive or disquietening influence. It is unpleasant state of affairs and irritating or annoying condition of mind. It 68

includes anythging that makes us tense, angry, frustrated, or miserable. Thus stress is usually thought of in negative term. It is thought to be caused by something bad. This is known as distress. Hans Selye defined stress as the non-specific response of the body to any demands made upon it. Fred Luthans defined stress as an adaptive response to an external situation that results in physical, psychological, and/or behavioural deviations for organizational participants. Doctors relate stress to disorder or break-down of coping mechanism.

Mechanism of Stress:
Stress is the bodys automatic response to real or imagined dangers and challenges. When under pressure, our bodies release a harmone called adrenaline which, combined with other harmones, allow us to face up to worrying situations. Blood circulates quickly round the body carrying the maximum amount of oxygen to muscles. Blood sugar rises, making extra energy available - so we are ready for action. This is known as Fight or Flight reaction. The heart rate increases, blood pressure rises, breathing quickens, the senses go on full alert. Body prepares us to run for life or fight to the death. Hans Selye presented General Adaptation Syndrome (GAS) theory to explain the mechanism of stress. The GAS has three stages: alarm, resistance and exhaustion. The initial alarm reaction indicates that something is wrong somewhere with the system. If stressor continues, GAS moves into the resistance phase in which bio-chemical defences are mobilized to offset the 69

effects of the stressors. It is a stage of maximum adaptation when individual restores the equilibrium. Finally, if the stressor persisats over a long period of time or defence mechanism falters, the adaptive mechanisms may become drained, and exhaustion set in. Result can be illness or even death.

Sources of Stress: Stressors.

Stressors are the causative factors of Stress. Broadly, there are three kind of stressors: Physical, Social and Psychological. Physical Stressors are external factors including chemicals, pollutants, drugs, poisonous environment, radiation, excessive cold-heat temperature, noise, vibration, humidity...etc. Social Stressors are externally induced and result from the interaction of the individual with the environment. For instance attending parties, giving speech, expressing anger. Family stressors include interaction with family members, disharmony between parents and other members of family, death of member of family. Many social stressors are unavoidable and traumatic. They include occurrences such as the the death of loved one, loss of a job, retirement, change in residence, new financial responsibilities. Pleasant events such as engagement announcements, marriage

ceremonies, birth of a child, financial windfalls can also be social stressors. The unforeseen social stressors are most difficult to cope with even for most stable individuals.

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Psychological Stressors are often the most damaging ones because of their recurrent nature. These may be brought on by physical or social stressors or they may be self induced. The Psychological stressors are intensive emotions and include the negative ones frustration, guilt, worry, anger, resentment, hate, disgust, jealousy, sadness, fear, anxiety, self-pity, inferiority feelings, feelings of futility and feelings of not being appreciated.

Sources of Stress at Work: Job-stress:

Judi Marshall & Cary Cooper have identified six sources of stress for managers at work:

i) Factors intrinsic to the job:

These factors usually include working conditions, work overload and work underload both qualitative as well as quantitative, long hours, excessive travel, too many decisions, deadlines and time pressures.

ii) Role in the organization:

Sources of stress in organizational role include role ambiguity, role-conflict, responsibility for people and things and other stressors. Other role stressors include lack of participation in decision-making, lack of managerial support and need for mainting and improving standards of performance.

iii) Relationships at Work:

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Interpersonal relationship with colleagues, superioors and subordinates from a major source of stress. Poor interactions generate poor human relations as a result of which people experience low trust, low co-operation, low supportiveness and low interest in listening to others.

iv) Career development:

Feeling of getting stagnated in ones career is highly frustrating and stressful. Lack of proper career planning and career development can be a source of considerable uncertainty and stress.

v) Organizational Structure & climate:

This source of stress includes factors like line-staff conflicts, little opportunity for advancement, high degree of specialization and centralization.

vi) Extra-organizational sources of stress:

These sources of stress include varying factors like social change, technological change, family problems, life-strains, financial difficulties relocation, residential conditions, conflict in work-home interface and life crises.

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PROJECT REPORT
NEED FOR STUDY
Kind of stress dominating among Employees. The objective of the study is to find out the grievances, problems of employees, how they feel working in Parvati Hydro Electric Project and about their interpersonal relations. This study has tried to identify which kind of stress is dominant among employees. An effort has been made to study the various factors ego Qualification, gender, number of dependents, number of children, nature of job and organizational climate as affecting the efficiency and effectiveness of employees. The basic objective of this report turned out to be what is the perception of employees about work and working conditions and how their services can be utilized at the best.

OBJECTIVE
The main objectives of the study are as follows: To find the dominant stress factors. To find out problems of employees if any, which is affecting his performance. Interpersonal relations among employees. To find out their personal feeling about work and working conditions. To find out how their services can be utilized at the best.

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To find out areas where they need improvement.

RESEARCH METHODOLOGY

Research is a scientific & systematic search for pertinent information on a specific topic. And when we talk about research methodology, we not only talk of the research methods but also consider the logic behind the methods we use in the context of our research study.

The various aspects considered while developing research methodology are: After framing the objectives of study, the next step is to generate information necessary and relevant to meet the desired goal. Information is collected through primary source ie. Through the Questionnaire. As the organization is to large so I selected HR Department as a sample from all other departments because on the duration at my training I was more familiar about H.R. department. A pilot study of the sample was done in order to find out the key issues. The sampling frame was constructed in which employee name, their designation, present place of posting, no of dependents and their address was mentioned. Further questions were asked about their personal problems, problems due to official work and working conditions, relation with other employees, livery etc. Questionnaire was designed in such a way that the reel feeling of employees could be received. Sample units were selected at random based upon probability theory. 74

LITERATURE SURVEY:
Collected information regarding --------------------- in order to create a sound knowledge base, so that is creates a better understanding of subject and puts me in a comfortable position to carry out the survey

HYPOTHESIS Hypothesis is a tentative assumption made in order to draw out and test its logical and empirical consequences.

Hypothesis:

RESEARCH DESIGN: The research tool used for the project was a questionnaire designed for the purpose.

DATA COLLECTION METHOD

The questionnaire was given personally to the respondents. An appeal was made to them to fill up these promptly and accurately. They were assured that the information provided by them would be kept confidential and would be exclusively used for academic purpose. The purpose of the study and the objective of the questionnaire were explained to the respondents and their help and cooperation solicited.

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FINDINGS AND DISCUSSION

The findings of the study are summarized below: About 45% respondents have three to four dependents. 40% respondents having more than five dependents. Only 20% have one to two dependents and 5% have no dependents. 45% respondents have 1hree to four children 320/0 have one to two children. 16% have more than five children. Only 15% have no children .It has been observed 1hat employees who are under metric have more children. Mostly beldar and helper come under this category. Employees were asked to mention their problems due to official

work/duty/superiors etc. Most of the employees are satisfied with their present working condition. Some of them however feel that the organizational culture should be improved. Some employees feel that there present place of posting should be changed. a few employees feel stagnation in their present job because there is no further promotion opportunities for them in N.H.P.C. Security Guards want duty room, telephone facility, light, heater, torch during night shift at Sainj. Majority of employees were reluctant in disclosing their personal problems. However some employees who feel that their efficiency is really affected due to personal problems, were candid in 1heir response. Some employees feel that health problem of their dependents worries them. Some employees feel that they are away from their family and cannot participate in social functions as compared to employees working in o1her govt. departments. 76

They feel homesickness, as 1hey cannot spend time with their family members. Employees, whose children are studying in college, want that bus facility should be provided to their children. They were asked about their relations wi1h peers, subordinates and superiors. Majority of the employees mention 1hat their relation with peers are friendly and cordial. They share feelings and do help each other during their problems. Relation among peers is at satisfactory level in PHEP. Employees have mentioned their relation with superiors as nice and Respectable. They have mentioned their relation with their subordinates as very well. It reflects 1hat relation among employees at different level is satisfactory at PHEP When asked about how their services can be utilized at best. Some employees feel that they can be more effective if more work is assigned to them. They appreciate rotational work and less supervision. By assigning more responsibility they feel satisfied. Some employees feels that their services can be fully utilized if posted near home town, because they feel home sickness and are unable to attend social functions at present. Some employees feel that there should promoted so 1hat could have more job responsibility and more job satisfaction. It is clear that most of the employees want more responsibility and less supervision as compared to what 1hey have been assigned now.

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Security Guards have mentioned that torch, duty room, telephone, light heater should be provided to them during night duty so that they could perform 1heir duties effectively. Best assessor of one's personality is his own self we had asked about the areas, where 1hey need improvement for their better performance. Employees were candid in there response to this question. Most of the employees feel that they need computer training for upgrading their skills. Some employees want to improve their qualification. A few employees want to improve their communication skills, planning and co-ordination ability. Some employees want to upgrade their skills in present job. Employees were asked to mention their area of interest. Most of the employees are satisfied in their present work. Some employees want rotational work. They want change in their job responsibility. They were asked that whe1her liveries had been issued to them and they are wearing the same during duty time. Employees accepted that they have received uniform they are wearing it frequently. Some are wearing it occasionally and a few are wearing regularly.

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NUMBER OF CHILDREN
5% 10%

NIL 1_2 3_4 >5

45% 40%

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PROBLEM OF EMPLOYEES
A. Not Mentioned B. Satisfactory C. Traveling problem D. School Facility for Children = 45% =30% =10% =5% =10%

E. No sufficient office furniture and computer facility

45 40 35 30 25 20 15 10 5 0 A B C D E

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NUMBER OF DEPENDENTS
5% 19% 38%

38%

Nil

1_2

3_4

>5

AREAS WHERE EMPLOYEES NEED IMPROVEMENT

A. Not mentioned B. Satisfactory C. Education D. Inter personal E. Computer education F. In present job = = = = = = 10% 25% 5% 35% 5% 15%

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G.

Transportation

5%

35 30 25 20 15 10 5 0 A B C D E F G

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OBSERVATIONS
Projects of NHPC are located in remote areas. However, study reveals that most of the employees are stress free & having high morale due to the following polices of NHPC: 83% of respondents belies that NHPC is one of the best paymaster. 75% the respondents are happy with the promotion polices of NHPC. Employees feel secure about their post retirement life due to different benefits to the employees on superannuation. 78% of respondents believes that there is effective communication between them & their superiors which helps them solve their problems in their job. 91% of respondents believes that their superiors/peers/subordinates helps them to overcome their personnel problems. 85% of the respondents believes that Management is creating stress free work culture. 75% of the respondents are satisfied with the training programmes arranged by the management to improve their skills & reduce their stress.

Conclusions

with minimum basic pay of Rs. 3750/- for W-0 & Rs. 4400/- for W-1. 83

 Though Employees are working in remote area, on transfer they can retain their family at previous place of posting or draw H By conduction the survey we can conclude that efficiency & effectiveness of employees are affected by the following reasons. More number of dependents on employees. About 40 % of respondents have more than five dependents. some employees feel that health problem of there dependents worries them. 45 % respondents have three to four children which affect there performance as they have to think about their schooling facilities which are not adequate in Sainj. Most of the employees are posted away from home. So they feel home Sickness, as they can not spend time with there family members which work as stress on employees & affect there efficiency & effectiveness. It is clear from the survey that most of the employees want more responsibilities & less supervision as to what they are assigned. Need to upgrade the computer knowledge of the employees. The relationship among employees at different level is found to be satisfactory.

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BIBLIOGRAPHY
1. Organisational Behavior 2. Personnel Management 3. Methods in Social Research 4. Research Methodology 5. Personnel Manual (Vol.I & Vol.II) 1999 6. Employees Handbook By Anjali Ghanekar By C.B. Mamoria By Goode & Hatt. By Borvankar By NHPC Ltd. By NHPC Ltd.

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