Ajay

SUMMER TRAINING PROJECT REPORT
ON
IMPACT OF TRAINING & DEVELOPMENT IN

NATIONAL THERMAL POWER CO. LTD.
SUBMITTED TO: SUBMITTED BY:

Dr. RAKESH SRIVASTAVA AJAY KUMAR DUBEY
PROJECT GUIDE ROLL NO.
1001170010
UNITED INSTITUTE OF MANAGEMENT

1
2
INSTITUTE CERTIFICATE
UNITED INSTITUE OF MANAGEMENT NAINI
(ALLAHBAD)
Date ------------------
`
TO WHOM IT MAY CONCERN
This is to certify that Mr. AJAY KUAMR DUBEY student of MBA course ( 2010 – 2012) at
United Institute of Management Naini with dual specialization in Human Resource & Marketing
Management has satisfactorily completed the summer research project on “TRAINING &
DEVELOPMENT ORGANIZATION ” IN NATIONAL THERMAL POWER
CORPORATION LIMITED RIHANDNAGAR , SONEBHADRA ( U.P ) – 231223 . This
study is done under the guidance of the undersigned by partial fulfillment for the award of MBA .
I wish him all the best for bright future ahead.
3
ACKNOWLEDGEMENT
It has been an honor for me to have my SUMMER TRAINING in NTPC RIHAND For the same. I
would like to express my sincere thanks to Mrs. Reena Chahal ( Officer - HR.) & Mr. Vijay
Kishore ( Sr. Officer – HR ).
I sincerely thank Mr. Milan Kumar ( DGM - HR - EDC ) & Mr. R N Singh ( Sr. Officer – HR -
EDC ) for providing me the opportunity to do my summer training in NTPC LTD.
I would like to specially thank to Mr. Dheeraj Kumar Gupta ( Sr. Officer –HR ) & Dr.
Maheshwari Sharan ( Dy. Manager – PR Cell ) who as my project guide, helped me through their
vision and valuable guidance. Without their valuable efforts, it could not have been possible for me to
complete my project.
I sincerely acknowledge the co-operation from all the Executives, of NTPC Rihand who had shown
their interest and tendered their valuable opinion and suggestions.
I also thanks to the entire staff members and teachers of my Institute UNITED INSTITUE OF
MANAGEMENT NAINI (ALLAHBAD) specially Dr. Rakesh Srivastava HOD, UIM for his
constant guidance, help and encouragement during the preparation of this project.
AJAY KUAMR DUBEY

Roll No.11100058
MBA – 3rd Sem
4
DECLARATION
I AJAY DUBEY a student of MBA 3RD SEMESTER UNITED INSTITUTE OF

MANAGEMENT, ALLAHABAD, ROLL NO- 1001170010 respectively hereby declare that the
Project Report on “TRAINING & DEVELOPMENT ORGANIZATION ” IN NATIONAL
THERMAL POWER CORPORATION LIMITED ” is the outcome of my own work and the
same has not been submitted to any other University/Institute for the award of any degree or any
Professional diploma.
AJAY KUMAR DUBEY
ROLL NO. 1001170010
5
PREFACE
It’s a matter of honor for me to place before you my best possible efforts in the form of Training
report on “TRAINNING & DEVELOPMENT ORGANIZATION” in NTPC - RIHAND.
This project has been very inspiring and educative for me in gaining insight of HR Deptt. in an
organization , which is known for achieving excellence in every field around the world.
In November 1975 National Thermal Power Corporation ( NTPC ) was established under the
Electricity ( Supply ) Act , 1948.
RIHAND SUPER THERMAL POWER PROJECT , is one of the running projects of Power giant
NTPC Ltd., one of the “ MAHARATNAS ” in Public Sector, the largest Power Utility in country
contributing ¼ of the total power generation.
NTPC Ltd. has over a period of 31 years created various records on Operational Excellence and added
to an excellent organization development.
This project has been undertaken as a part of my “SUMMER TRAINING” for the partial fulfillment
of MBA ( HR ). I wish this would highlight the level of satisfaction among executives regarding to
their related job and performance feedback.
6
EXECUTIVE SUMMERY
This summer training project report was carried out in NTPC - Rihand Nagar, Sonebhadra. India’s
largest power company, NTPC was set up in 1975 to accelerate power development in India. NTPC is
emerging as a diversified power major with presence in the entire value chain of the power generation
business. Apart from power generation, which is the mainstay of the company, NTPC has already
ventured into consultancy, power trading, ash utilizations and coal mining.
NTPC ranked 317th. in the 2009, Forbes Global 2000 ranking of the World’s biggest companies. With a
current generating capacity of 32194 MW, NTPC has embarked on plans to become a 50,000 MW by
2012 & 75, 000 MW company by 2017.
The project title is “ A study of TRAINING AND DEVELOPMENT ORGANIZATION in

NTPC ”
The objectives of this report is to study the training and development practices adapted by
Rihand to educate their employees meet the functional requirement cope with the environmental
changes .This report was made to receive the ideas and thoughts of employees regarding training and
development is being imparted to them.
Descriptive research design is used to conduct the research .The universe is the total number of
employees that is 1100 in the project. Among them 360 are captured which is my sample size. My
sample area was Rihand Nagar.
Convenient sampling a non probability sampling technique has been used as per my resources and time
constraints.
7
Both primary and secondary data are taken into consideration . primary data are collected
through questionnaire and interview method and secondary data are collected through internet, intranet
and companies manual. About 18 questions have been made and distributed to 400 employees and only
360 responses were received.
For analysis and interpretation of the data five points scales are used in which points from five to one
are allotted to strongly agree to strongly disagree respectively. Each questions are analyzed with the
help of bar graph and interpreted accordingly.
The findings of the report are that superiors provides adequate feedback to employees on their progress,
the training programme is partly defined for various levels of employees, that employees satisfied with
the teaching style of trainer, that employees satisfied with the teaching style of trainer ,it is
observed that the training programme is fully interactive most of the respondents agree with the content
of training programme, most of the employees satisfied with the service provided during the training
programme, from the above findings it is observed that up to some extent the schedule of Training
programme hurdles regular work of employees .
Suggestions is being hereby given that some departments like medical which is deprived from training
facility, they must be focused. Training regarding HR policies and practices should be imparted .
Suggestion may be initiated through departmental meetings and circulars to improve the perceptions of
employees regarding training provission .
While conducting the training various problems have been faced like lack of conveyance facility to visit
every department, there was reluctant behaviour of employees, the time period was very short, lack of
financial resources etc .
The conclusion of the whole training report is that training and development programmes carried out in
Rihand nagar was satisfactory and it enables employees to accept the new challenges . Employees are
fully satisfied by the performance of the Employee Development Center. It is because of EDC is having
calendar of training schedule to cover all the employees for various types of training. Responses against
most of the parameters comes under the grading Good. It denotes that the perception of the employees
8
in connection with the training provided by Employee Development Center is near to the expectation of
the employees .
INTRODUCTION
INTRODUCTION ABOUT THE TOPIC
The present study was aimed at understanding the various types and procedures of training &
development, for the employees in all the sections of NATIONAL THERMAL POWER
CORPORATION LTD RIHANDNAGAR, SONEBHADRA ( U.P ) .
The purpose of the study was divided in to two main types of objectives:
PRIMARY OBJECTIVES :
• Know about HRD in NATIONAL THERMAL POWER CORPORATION LIMITED and

Overview.
SECONDARY OBJECTIVE :
• Know the Human resource & its working system in the corporation.
• Know the types of method applied in training & development in all departments of NTPC.
• Know the procedure of training & development to increase the efficiency of employees.
9
• Identification of the training needs.
• Pre-training preparation for the employees.
• Need of motivation
“ TRAINING & DEVELOPMENT ORGANIZATION IN NTPC”
TRAINING AND DEVELOPMENT
In simple terms, training and development refer to the imparting of specific skills abilities and
knowledge to an employee.
The basic philosophy of the guidelines is to make training an effective instrument in transforming
NTPC into a learning organization .
Training and development need = Standard performance – Actual performance
Training and development programmes are necessary in any organization for improving the
quality of work of the employees at all levels ,particularly in a world of fast changing technology,
changing values , and environment.
The purpose of both is similar .The main difference between the two is in respect to the levels of
employees for whom these are meant , and the contents and techniques employed.
10
TRAINING :
Training is a short-term process utilizing a systematic and organized procedure by which non-
managerial personnel acquire technical knowledge and skills for a definite purpose. It refers to
instructions in technical and mechanical operations , like operation of some machine. It is designed
primarily for non- managers, it is for a job- related purpose.
Training shall include a training programme, seminar, convention, workshop, symposium

or any other structured learning or developmental programme, based on organizational needs
and or Training Need Analysis.
According to Planty, Cord and Efferson, “Training is the continuous, systematic development
among all levels of employees of that knowledge and their skills ands attitude which contribute to
their welfare and that of the company.”
According to Flippo:-“Training is the process or the act of increasing the knowledge and skills of
an employee for performing a particular job”.
According to S.Beach :- Training is the organized procedure in which people learn knowledge
and or skill for definite purpose.”
11
DEVELOPMENT :
Development is a long-term educational process utilizing a systematic and organized procedure by

which managerial personnel get conceptual and theoretical knowledge.
In other words it refers not to technical knowledge and skills in operation but to philosophical and
theoretical educational concepts. It involves broader education and its purpose is long term
development.
According to Koontz and Donnell, “ Manager Development concerns the means by

which a persons cultivates those skills which application will improve the efficiency and
effectiveness with which the anticipated results of a particular organizational segment
are achieved.”
According to Peter F. Drucker:- An institution which can not produce its own
managers will die from an overall point of view the ability of an institution to produce
managers is more important than its ability to produce goods efficiently and
cheaply.”
12
DIFFERENCE BETWEEN TRAINING & DEVELOPMENT
Learning Training Development

Dimensions
Who ? Non-managerial personnel Managerial personnel
What ? Technical and mechanical Theoretical, conceptual ideas

operations
Why ? Specific job-related purpose General knowledge
When ? Short- term Long- term
Importance of Employee Training :

1. Reduction in cost of production,
2. Maximum utilization of materials and machines,
3 .Minimum possibility of accident,
4. Stability in organization,
5. High morale,
6. Improvement in the quality and quantity of production,
7. Difference between efficient and inefficient employees,
8. Minimum need of supervision,
9. Helpful to managers,
10. Increase in understanding.
11. Easy employment
13
12. Increased efficiency and productivity
13. More adoptability
14. Compensating incomplete education
Training for Different Employees :
The employees who are to be trained can be of different types and each type would require a different
type of training.
Unskilled workers are giving training in improved methods of handling machines and materials. The
objective here is to secure reduction in cost of production and waste. Training is given on the job
itself, by immediate superior officers.
Semi-skilled workers require training to cope with requirements rising out of

mechanization, rationalization and technical processes.
Skilled workers are given training through apprenticeship in training centers or in the
industry itself. Salesmen are trained in the art of salesmanship, in handling customers,
planning their work, and facing challenges of market place.
Supervisory staff constitutes a very important link in the chain of administration. A

Training programme for them should aim at helping the supervisors to improve their
performance, and to prepare them for assuming greater responsibilities at higher levels
of management.
14
Methods of Training:
A) On- the-job Methods: This is the method of training where trainees

learn by doing. Trainees are placed on the job.They work under the
guidance and supervision of supervisors or certain experienced employees.
(1.) Job Rotation: Job rotation involves the movement of trainees from one job to another the
purpose of job rotation is to provide trainees with a larger organizational perspective and
greater understanding of different functional area as well as a better sense of their own career
objectives and interest s.
(2.) Mentoring: Mentoring is a relationship in which a senior manager in an organization

assumes the responsibility for grooming a junior person. Technical, interpersonal and political
skills are generally conveyed in such a relationship from the more experienced person. A
mentor is a teacher, Spouse, counselor, developer of skills and intellect, host, guide, exemplar,
and most importantly, supporter and facilitator in the realization of vision the young person
(protégé) has about the kind of life he wants as an adult.
The main objective of mentoring is to help an employee attain psychological maturity and
effectiveness and get integrated with the organization.
(3) Coaching: Coaching is a kind of daily training and feedback given to Employee by
immediate supervisors. It involves a continuous process of learning by doing. It
is an informal, unplanned training and development activity provided by
superiors and peers.
(4) Demonstration and Examples: Here the trainer describes and. demonstrates
how to do a certain work. He performs the activity himself, going through a step
by step explanation ‘why’, ‘how’ and ‘what’, of what he is doing.
(5) Apprenticeship: A major part of training time is spent on the on- the-job
15
productive work. Each apprentice is given a programme of assignments according to
a predetermined schedule which provides for efficient training in trade skills. This
method is appropriate for training in crafts, trades and technical areas.
(6) Job Instruction Training (JIT): The JIT methods (developed during World
war II) is a four steps instructional process involving preparation, presentation,
performance try out and follow up.
(7) Vestibule Training: Workers are trained in the special separate part of the
organization on the specific job .The training is imparted by specialized and
experienced expert. The learner gets both theoretical and practical knowledge.
(8) Committee Assignments: In this method, trainees are asked to solve an actual
organizational problem. The trainees have to work together and offer solution to the
problem. Assignment talented employees to important committees can give these
employees a broadening experience and can help them to understand the
personalities, issues and processes governing the organization.
B) Off-the-job Methods : Location of this training may be a company classroom, an

outside place owned by the organization, an education institution or association, which
is not part of company. In this method ,trainees are separated from the job situation
and his attention is focused upon learning.
(1) Lectures:These are formally organized talks by an instructor on specific topics. This
method is useful when philosophy, concepts, attitudes, theories and problem solving have
to be discussed.
(2) The Conference Method: Under this method, a conference is held in accordance with
the organized plan. Mutual problems are discussed and participants pool their ideas and
experience in attempting to arrive at better methods of dealing with these problems.
16
(3) Seminar or Team Discussion: The group learns through discussion of a paper on a
selected subject. The paper is written by one or more trainees. The material to be analyzed
is distributed in advance in the form of required reading.
(4) Case Discussion: Under this method, a real or hypothetical business problem
or situation demanding solution, is presented to the group members are trained to identify the
problems present, they must suggest various alternatives for tackling them, analyze each of
these, find out their comparatives suitability and decide for themselves the best solution.
(5) Role-Playing:- This method is also called ‘role-reversal’ ‘socio-drama’ or ‘psycho-

drama’. Here trainees act out a given role as they would in a stage play. Two or
more trainees are assigned roles in a given situation, which is explained to the
group.
(6) Programmed Instruction: -This involves two essential elements: (a) a step-by-step series
of knowledge, each building upon what has gone before, and (b) a mechanism for presenting
the series checking on the trainee’s knowledge.
(7) Brain storming:-This method seeks to solve business problem by the process of
collective analysis of the problem. A group people from various field is invited to put
forward their ideas , knowledge and experience after careful analysis and observation best
course of action relating to business problem is selected.
DIFFERENCE BETWEEN ON THE JOB AND OFF THE JOB TRAINING
Point of difference On the job training Off the job training
1.Aim On the job training aims at It concentrates at learning only.

learning & earning
simultaneously.
17
2.Type of knowledge The trainee gets practical Theoretical knowledge is practical
training more hut lacks in skill
theoretical training
3.Sliced of work Presence of trainees in the There is no hindrance in the work due
work slows the speed to the presence of trainees so the
speed of work is faster
Need for Management Development
Society is facing a rapid rate of technological and social change. Management personnel need to be
developed as they have to tackle problems arising out of introduction of automation, intense market
competition, growth of new markets, enlarged major participation in management.
Business and industrial leaders are increasingly recognizing their social and public responsibilities which
call for a much broader outlook on the part of management.
Management has to be developed for handling problems arising out of increasing size and complexity of
the organizations.
Management labour relations are becoming increasing complex.To understand and adjust to changes in
socio-economic forces, including changing in public policy and concepts of social justice, industrial
democracy, problems of ecology.
18
Objective of Management Development
 To assure the organization of availability of required numbers of managers with the required skills
to meet the present and anticipated future needs of the business.
 To encourage managers to grow as persons and their capacity to handle greater responsibility.
 To improve the performance of managers at all levels in the jobs that they hold now.
 To sustain good performance of managers throughout their careers.
Techniques of Management Development
 Planned Progression
 Job Rotation
 Rotation in non-supervisory work situations
 Rotation in observation assignments
 Rotation among managerial training position
 Middle-level rotation among managerial position
 Temporary Promotions
 Committees and Junior Boards of Management
 Syndicate
 Case Discussion
 Incident process
 Role playing
 Sensitivity training
 Management or Business Games
 In basket Exercise
 Transactional Analysis
 Creation of ‘Assistant-to’ Position
 Under-Study
 Coaching-Counseling
19
Agencies of training :
The agencies that deal with the training function in the company shall include.
I) Power Management Institute: Power Management Institute shall be the apex training
institute
and the nodal agency for training for the company. It shall cater to the advanced training needs of
all executives of the company. In case of employees of corporate centre, it shall cater to the
training needs of both executives and non-executives. It shall specialize in management
development and advanced technical areas including information technology and shall serve as
knowledge dissemination centre for the company as whole. It will also engage in research and
consultancy.
II ) Unit Training Centers: Unit Training Centers shall cater to the training and development
needs of the employees of the respective units.
III ) Simulator Training Centers: The Simulator Training Centers at Korba and Kawas, designed
to produce real time behavior of the Thermal and gas modules respectively, shall cater to the
corporation. In addition, depending on the availability of resources, the Simulator Training
Centers would also provide training to external agencies/organizations, on commercial terms.
20
IV ) Regional HR group: The Regional HR group shall cater to the training and development
needs of the employees of the respective region, wherever it is not feasible for the Unit Training
Centers to organize a specific programme. Regional HR group would organize such a
programme for the employee in the entire region. It would also take an active and productive
part in finalization of the training calendars of each unit within the region.
v) Corporate HR group: HR group shall coordinate external training programmes for all the
employees of Corporate Center. It would also coordinate specified intervations for targeted
groups.
VI ) Departmental Training Co-ordinator : The Head of each department shall nominate an

executive who shall besides his normal functional assignment, co-ordinate the training and
related matters for the employees of the department. It shall be the responsibility of the
Departmental Training Co-ordinator for conducting traininig need analysis and so ensuring
nomination of the employees of the department concerned to training programmes that the
training target of 7 Mondays of training for every employee in a training year is achieved.
21
OBJECTIVES OF THE STUDY
1. To know the effectiveness of training and development programme provided by the company so that
employees could meet present and future requirement of the organization.
a) To analyse that all the employees are satisfied with the present trend of training and
development programmes provided by the company.
b) To know about different programmes conducted by the company for executive and non
executive employees to increase their work efficiency.
c) To know employees opinion towards Training and development programmes with a
view to amend the same, if found beneficial for the organization.
d) To examine what are the specific training and development inputs that could
contribute towards the achievement of company’s objectives.
22
2. To evaluate whether the training programme of EDC has enriched employees
knowledge and skills in the particular field in which training was imparted.
3. To check whether training and development programmes raised the motivational and
confidence level of the employees and being appreciated by their seniors for their better
coordination.
COMPANY PROFILE
NATIONAL THERMAL POWER CORPORATION LTD.
( www.ntpc.co.in )
23
"This blog is an integrated approach towards tracking
the Indian power sector
which is evolving, having a great potential with
prosperous future."
( A MAHARATNA COMPANY )
PROFILE OF THE NTPC
Established in 1975, NTPC Ltd., the largest power company of the country has been consistently
powering the growth of India. With an installed capacity of 32194 Mega Watt . NTPC Ltd. today
contributes 28.60% of the nation’s power generation with only 18.10% of India’s total installed
capacity.
An ISO - 9001:2000 , ISO - 14001, OHSAS - 18001, SA – 8000 certified company, it is world’s 6th
largest thermal power generator and second most efficient in capacity utilization. The corporation
recorded a generation of 218.84 Billion Units (BUs) in 2009 - 2010, through 15 coal based, 07 gas
based power plants, and 04 Joint Venture Projects spread all over the country.
Driven by its vision to lead, it has charted out an ambitious growth plan of becoming a 50,000 MW by
2012 & 75,000 MW plus company by 2017.
* NTPC Ltd. has been rated as one of the top most “Best Employer” of the country for the year 2003,
2004 and 2005 in a row. It has also been rated as one of the “Best Companies to Work for in India” by
Mercer HR Consulting- Business Today survey 2004, it has developed into a multi-location and multi-
fuel company over the past three decades.
24
 NTPC has already ventured into consultancy , power trading , ash utilization and coal mining .
NTPC ranked 317th. In 2009, Forbes Global 2000 , ranking of the world ‘s biggest companies.
 These achievements have been made possible by the 24,400 strong and motivated work forces
that with their dedication are ever willing to take NTPC Ltd. to greater heights.
 765 KV switchyard transmission system energized at sipat, the largest in the country 500 MW
Unit V of Sipat brought under commercial generation .
Vindhyachal super Thermal power project become the largest power station in the country with
an
 installed capacity of 3260 MW .
25
AN OVERVIEW OF NTPC
Enrollment in local colleges, 2005

College New students Graduating students Change
Undergraduate
Cedar University 110 103 +7
Elm College 223 214 +9
Maple Academy 197 120 +77
Pine College 134 121 +13
Oak Institute 202 210 -8
Graduate
Cedar University 24 20 +4
Elm College 43 53 -10
Maple Academy 3 11 -8
Pine College 9 4 +5
Oak Institute 53 52 +1
Total 998 908 90
Source: Fictitious data, for illustration purposes only
26
NATIONAL THERMAL POWER CORPORATION LTD
LOCATION IN INDIA
27
28
We are proud to be a part of NTPC Limited - A Maharatna company with installed capacity of
31,704 MW and has generated 218.84 billion units of electricity during 2009-10 for the
nation.
MAHARATNA STATUS TO NTPC

-----------------------------( 20.05.2010 )--------------------------------
Government of India, Deptt. of Public Enterprises, Ministry of Heavy Industries & Public Enterprises
vide Office Memorandum dated 19th May, 2010 has conveyed grant of Maharatna status to NTPC apart
from three other Central Public Sector Enterprises (CPSEs). Since, presently NTPC has requisite number
of non-official Directors on its Board, therefore, only NTPC is eligible to exercise delegated Maharatna
powers. against earlier limit of Rs.1000 crore.
The exercise of Maharatna powers would be subject to the same conditions and guidelines as laid down
by the Government in respect of Navratna CPSEs from time to time.
Consequent upon grant of Maharatna status, the Board of Directors of NTPC shall be, inter-alia,
empowered to make equity investment to establish financial joint ventures and wholly-owned subsidiaries
and undertake mergers & acquisitions, in India or abroad, subject to a ceiling of 15% of the net worth,
limited to Rs.5000 crore in one project as
NTPC , the largest power generating company of the country, presently has an installed capacity of over
32194 MW. NTPC presently operates over 26 power stations. Currently over 17,000 MW capacity is
under construction at 19 projects in 12 states and NTPC plans to become a 75 000 MW by 2017.
29
NATIONAL THERMAL POWER STATION
Coal is the main source of production bulk thermal power, the other source being Atomic Energy,
Gas, Naphtha and Diesel. In addition to the above-mentioned fuels, Water is essentially required in all
cases. Thus any Thermal Power Plant must have availability of Coal, Water and Sufficient Area for
disposal of Ash.
The coal obtained from collieries is prepared into powder-form of uniform size by crusher and
pulverize. This powdered coal is continuously injected into the furnace of the boiler, which is essential
equipment to generate steam. The water available from natural resources is also required to be treated in
multiple stages and finally de-mineralized water runs through metallic tube in all round the furnace
absorbing heat by radiation, convention and conduction. The water boils and is converted into steam. The
saturated steam having certain amount of water vapour is further heated to achieve super heated condition
at a temperature of 540 Deg. And 185/kg/cm sq. pressure before leaving the steam generators. This super
heated steam is then injected into steam turbine, which fuses the turbine shaft to rotate at a high speed.
The used steam is allowed to condense into water by cooling. Again; it recycled into boiler through very
large capacity pumps.
The electrical energy is finally obtained from the output of generator, also known as
ALTERNATOR, which is directly, couples to the turbine shaft and rotates at a speed of 3000rpm. The
electrical energy is ultimately made available to the distant user by the means of HIGH VOLTAGE
TRANSMISSION at various locations.
The operation of Thermal Power Plant can be summarized in the following steps:-
1. Conversion of chemical energy of coal to heat steam.
2. Conversion of heat energy of steam to mechanical energy of rotating turbine.
3. Conversion of mechanical energy into electrical energy.
30
India’s 3rd Best Power House of Human resource:
In a remarkable achievement, the recently conducted Business Today – Hewitt Associates Best
Employers Survey 2003 ranked NTPC the 3rd best among 220 major companies in India.
NTPC takes immense pride in its highly motivated and trained Human Resource. The Corporation’s
continuous efforts to augment its installed capacity and improve manpower utilisation has seen its
Man-MW ratio improve consistently. Great importance is attached to Training & Development using
both pre and post employment training scheme.
CORPORATE OBJECTIVES OF NTPC
To realize Vision and Mission, eight key corporate objectives have been identified. These objectives
would provide link between the defined mission and the functional strategies.
1. BUSINESS PORTFOLIO GROWTH :
1. To further consolidate NTPC’s position as the leading thermal; generation company

in India and establish a presence in hydro power segment.
2. To develop a portfolio of generation assets in international markets.
3. To establish a strong services brand in the domestic and international

markets
31
2. CUSTOMER FOCUS :
1. To foster a collaborative style of working with customers, growing top be a preferred

brand for supply of quality power.
2. To expand the future customer portfolio through profitable diversification into

downstream businesses, inter alias retail distribution and direct supply.
3. AGILE CORPORATION :
1. To ensure effectiveness in business decision and responsiveness to

changes in the environment by;
 Adopting a portfolio approach to new business development.
 To effectively leverage information technology to ensure speedy decision

making across the organization.
2. To develop a learning organization having knowledge based competitive

edge in current and future business.
4. PERFORMANCE LEADERSHIP :
1. To continuous improve my project execution time and cost in order to

sustain long run competitions in generation.
2. To aim for performance excellence in the diversification businesses.
32
5. HUMAN RESOURCE DEVELOPMENT :
1. To enhance organizational performance by institutionalizing an objective

and open performance management system.
2. To align individual and organizational needs and develop business

leaders by implementing a career development system.
6. FINANCIAL SOUNDNESS :
1. To maintain and improve the financial soundness of NTPC by prudent

management of the financial resources.
2. To continuously strive for reduction in cost of power generation by

improving operating practices.
7. SUSTAINABLE POWER DEVELOPMENT :
1. To contribute the sustainable power development by discharging corporate social

responsibilities.
2. To lead the sector in the areas of resettlement and rehabilitation and environment
protection including effective ash utilization, peripheral development and energy
conservation practices.
33
8. RESEARCH AND DEVELOPMENT :
1. To disseminate the technologies to other players in the sector and in the long
run generating revenue through propriety technologies.
2. To pioneer the adaptation of reliable, efficient and cost effective technology

by carrying out fundamental and applied research in alternate fuels and
technology.
MAJOR ACHIEVEMENTS OF NTPC
 Largest Thermal Power generating company in India .

 Sixth largest Thermal Power generator in the world .
 Second most efficient utility in terms of capacity utilization .
 One of the Four PSUs. to be awarded the status of MAHARATNA .
 Provide power at the cheapest average tariff in the country .
34
SWOT ANALYSIS
STRENGTH :
 A MAHARATNA Company
 High Credit rating
 Consistently high level of performance
 Strong and dedicated work force
 Strong CORE value
WEAKNESS :
 Tall hierarchy
 Centralise command and control
 High level of inventory
 Lack of inter unit coordination
 Financial constraints
OPPORTUNITIES :
 Huge growth opportunities
 No major competitor within the country
 Strong government support
 R&M
 Consultency
35
THREAT :
 Stringent Environmental norms and standerds

 Competitive Environment from MNC’s and TNC’s
 Cultural barriers
 Lack of experts in key areas
 Poor customer focus in spite of being the first core value
 Lack of suitable technical manpower for its ambitious growth plan to became 75,000 MW by
2017
 Increasing attrition rate due to the induction of many private players like ; Reliance, TATA
Power, LANCO Power, ADANI Power , etc.
36
PERFORMANCE OF POWER STATION IN THE COUNTRY
PLF RANKING OF COAL STATIONS IN THE COUNTRY – Apr. June 2010
SL. STATIONS CAPACITY RANKS PLF %

NOS.
01 SOUTHERN REPL 135 ( 67.5 X 2 ) 1 103.36
02 DAHANU 500 ( 250 X 2 ) 2 102.99
03 SIMHADRI 1000 ( 500 X 2 ) 3 100.30
04 O P JINDAL TPS 1000(250X4 ) 4 100.18
05 SINGRAULI 2000(200X5+500X2) 5 100.01
06 TORANGALLU(JSW) 860(300X2+130X2) 6 99.37
07 TORR POWER SAB 400(60X1+110X2+120X1) 7 98.75
08 RAMAGUNDAM 2600(500X4+200X3) 8 97.61
09 UNCHHAR 1050(210X5) 9 97.46
10 TALCHAR Th. 460(110X2+60X4) 10 96.82
11 VINDHYACHAL 3260(500x4+210X6 11 96.76
12 SIPAT 1000(500X2) 12 96.56
13 TITAGARH 240(60X4) 13 96.12
14 KORBA WEST 840(210X4) 14 95.65
15 DADRI COAL 930(490X1+210X4) 15 94.08
16 BUDJE BUDJE 750(250X3) 16 93.92
17 BHILAI 500(250X2) 16 93.92
18 TALCHAR Kn. 3000(500X6) 17 93.80
19 RAYALSEEMA 840(210X4) 18 92.71
20 I B VALLEY 420(210X2) 19 92.41
21 NEW PARLI 500(250X2) 20 92.06
22 KORBA EAST 500(250X2) 21 91.19
23 JOJOBERA 360(120X3) 22 91.16
( TATA PCL)
24 KOTA 1240(210X3+195X2+110X2) 23 90.85
25 ROPAR 1230(210X6) 24 90.12
26 METTUR 840(210X4) 25 90.10
ALL INDIA COAL 76.64
PRIVATE SEC .COAL 87.41
CENTRAL SEC. COAL 86.65
37
SEB”S 68.04
NTPC COAL 89.51
PROJECTS OF NATIONAL THERMAL POWER CORPORATION

A - COAL BASED PROJECTS
Sl. Projects Location Capacity ( Beneficiary States

No. ( Distt. ) MW )
U.P.,Rajasthan, J&K, Punjab, HP,

1. Singrauli Sonebhadra, U.P. 2000 Delhi, Uttaranchal, Haryana,
Chandigarh
U.P.,Rajasthan, J&K, Punjab,
2. Rihand Sonebhadra, U.P. 2000 H.P., Delhi, Uttaranchal, Haryana,
Chandigarh
3. Unchahar Raibareli, U.P. 1050
-do-
4. Tanda Ambedkarnagar 440 Uttar Pradesh
U.P.
5. Dadri Ghaziabad U.P. 840 National Capital Region
NCTPP
6. Korba Bilaspur 2100 M.P., Chattisgarh, Gujrat,
Chattisgarh Maharastra, Goa, Daman & Diu,
Dadar & Nagar Haveli
7. Vindhyachal Singrauli , M.P. 3260
-do-
8. Ramagundam Karimnagar A.P. 2600 A.P., Tamilnadu, Karnataka,
Kerala, Goa, Pondichery
9. Talchar T.P.S Angul, Orrissa 460
Orrissa
10. Simhadri Visakhapatanam 1000 Andhra Pradesh
A.P.
11. Farrakka Mursidabad W.B. 1600 W.B., Bihar, Sikkim, Orrissa,
Jharkhand, Damodar Valley
Corporation
12. Kahalgaon Bhagalpur, Bihar 2340 -do-
13. Talchar STPP Angul , Orrissa 3000 -do
14 Badarpur T.P.S New Delhi 705 Delhi

15 Sipat Chattisgarh 2320 M.P. , Chattisgarh , Maharastra
38
Bilash Pur
16 Dadri – C- I I Ghaziabad U.P. 980 National Capital Region
B - GAS BASED PROJECTS
Projects Location Capacity Beneficiary States

Sl. (mw)
No.
1. Auria Ettawah 663. 36 U.P., Rajasthan, Punjab H.P.,
( U.P. ) Haryana,Delhi,J&K, Uttaranchal
2. Anta Baran 419. 3 -do-
( Rajasthan )
3. Dadri Ghaziyabad 829.78 National Capital region ( NCR )
( U.P. )
4. Faridabad Faridabad ( 431. 57 Hariyana
Hariyana )
5. Kawas Surat 656. 20 M.P.,Chattisgarh, Gujarat, Maharastra,
( Gujarat ) GAO, Daman&Diu, Dadar&Nagar
Haveli
6. Jhanor Ghandar Bharuch 657. 39 -do-
( Gujrat )
7. Kayamkulam Allapuzha 359. 57 Kerala
( Kerala )
39
C - JOINT VENTURE PROJECTS :
Sl. Projects Locations Capacity ( MW )

NOS.
1. Rourkela Orrisa 120
2. Durga Pur W. B. 120
3. Bhilai Chattisgarh 500
4. Ratnagiri Maharashtra 1940
5. Kanti Jharkhand 110
40
New Technology IN NTPC
Super critical technology at NTPC Sipat project ( 3X660 MW ) to increase the efficiency of the
cycle and to decrease the green house gas emission.
Closed cycle sea water cooling at Simhadri project for first time in India.
Introduction of IGCC ( Integrated gasified combined cycle ) for clean and efficient utilization of
coal.
Environment management
Liquid water treatment plants at Farakka and Kahalgaon.
Ash water recycling system at Kahalgaon , Korba & Rihand to reduce water requirement for
ash disposal at these station
41
Ash Utilization
Achieved ash utilization of 59.73% i.e. 27.61 million tons of fly ash .
42
In November 2004, NTPC came out with its Initial Public Offering ( IPO ) consisting of 5.25% as fresh
issue and 5.25% as offer for sale by Government of India. NTPC thus became a listed company with
Government holding 89.5% of the equity share capital and rest held by Institutional Investors and
Public. The issue was a resounding success. NTPC is among the largest five companies in India in terms
of market capitalization.
43
OPERATIONAL PERFORMANCE
In terms of operations, NTPC has always been considerably above the national average. The
availability factor for coal based power stations has increased from 89.32% in 1998- 99 to
91.76% in 2009-10, which compares favourably with international standards. The PLF has
increased from 76.6% in 1998-99 to 90.81% during the year 2009-10.
NATIONAL THERMAL POWER CORPORATION LIMITED
44
NTPC VISION
“A WORLD CLASS INTEGRATED POWER MAJOR, POWERING INDIA’S GROWTH, WITH
INCREASING GLOBAL PRESENCE”
NTPC MISSION
“Develop and provide reliable power, related products at competitive prices, integrating multiple
45
energy sources with innovative and eco-friendly technologies and contribute to society”
NTPC CORE VALUES
(BCOMIT)
 Business Ethics
 Costomer Focus
 Organisational & Profesional Pride
 Mutual Respect & Trust
 Innovation & speed
 Total Quality for Excellent
HUMAN RESOURCE ANALYSIS OF THE COMPANY
NTPC - HR VISION
“To enable our people to be a family of committed world class professionals, making NTPC a
learning organization.”
We are proud to be a part of NTPC Limited - A Maharatna company with installed capacity of
46
31,704 MW and has generated 218.84 billion units of electricity during 2009-10 for the nation.
HUMAN RESOURCE ANALYSIS
MEANING AND DEFINITATION:

Human Resource Management (HRM) is a management function that helps managers recruit, select,
train and develop members for an organization. Obviously , HRM is concerned with the people’s
dimension in organizations.
“ Human Resource Management is the planning, organizing, directing and controlling of the
procurement,development, compensation, integration, maintenance and separation of human
resources to the end that individual, organizational, and social objectives are accomplished.”
Thus , HRM refers to a set of programmes, functions and activities designed and carried out in order
to maximize both employees as well as organizational effectiveness.
SCOPE OF HRM:
The scope of HRM is indeed vast. All major activities in the working life of a worker- from the time
of his or her entry into an organization until he or she leaves- come under the purview of HRM.
Specifically , the activities included are-
 HR planning
 Job analysis and design
 Recruitment and selection
 Orientation and placement
 Training and development
47
 Performance appraisal
 Job evaluation
 Motivation and communication
 Employee and executive remuneration
 Industrial relation
OBJECTIVES OF H.R.M.
The primary objective of HRM is to ensure the availability of a competent and willing workforce
to an organization. These objectives are given below-
 Societal objectives – To be ethically and socially responsible to the needs and challenges
of the society while minimizing the negative impact of such demands upon the
organization.
 Organizational objectives – To recongnise the role of HRM in bringing about
organizational effectiveness.
 Functional objectives – To maintain the department’s contribution at a level appropriate to
the organisation’s needs.
 Personal objectives – To assist employees in achieving their personal goals, at least in so
far as these goals enhance the individual’s contribution to the organization.
HUMAN RESOURCE MANAGEMENT ACTIVITIES
HUMAN RESOURCE PLANNING
HRP is understood as the process of forecastings an organization’s future demand for, and
supply of , the right type of people in the right number. It is only after this that the HRM
department can initiate the recruitment and selection process. “ HRP is the process by which
48
an organization ensures that it has the right number and kind of people, at the right place, at
right time, capable of effectively and efficiently completing those tasks that will help the
organization achieve its overall objectives
JOB ANALYSIS:
Job analysis may be understood as a process of collecting information about a job. The process
of job analysis results in two sets of data; job description and job specification.” Job analysis is
a systematic exploration of the activities within a job. It is a basic technical procedure, one that
is used to define the duties, responsibilities and accountabilities of a job.”
JOB ANALYSIS
( A process of obtaining all pertinent job facts )
49
Job Description Job Specification
A statement containing items such as A statement of human
qualifications necessary
to do job.usually contains
 Job site such items as * Location
 Job summary * Education
 Duties * Experience
 Machines,tool,and equipments * Training
 Supervision given or received * Judgement
 Working conditions * Initiative
 Hazards * Physical effort
* Physical skills
* Responsibilities
* Communication
skills
RECRUITMENT:
Recruitment is understood as the process of searching for and obtaining applicants for jobs, from among
whom the right people can be selected. It can be define as” It is the process of finding and attracting
capable applicants for employment. The process begins when new recruits are sought and ends when
their applications are submitted. The results is a pool of applicants from which new employees are
selected.”
SELECTION:
50
Selection is the process of picking individuals ( out of the pool of job applicants) with requisite
qualifications and competence to fill jobs in the organization. It can be define as “ It is the process of
differentiating between applicants in order to identify those with with a greater likelihood of success
in a jobs.”
TRAINING AND DEVELOPMENT:
Training and development refer to the imparting of specific skills, abilities and knowledge to an
employee. It can be define as” It is any attempt to improve current or future employee performance by
increasing an employee’s ability to perform through learning, usually by changing the employee’s
attitude or increasing his or her skills and knowledge.” The need for training and development is
determined by the employee’s performance deficiency, computed as follows:
Training and development need = Standard performance – Actual performance.
JOB EVALUATION:
Job evaluation is the process of analyzing and assessing the various jobs systematically to ascertain
their relative worth in an organization. Jobs are evaluated on the basis of their content and are placed
in the order of their importance. In this way, a job hierarchy is established in the organization, the
purpose being fixation of satisfactory wage differentials among various jobs.
PERFORMANCE APPRAISAL:
Performance appraisal may be understood as the assessment of an individual’s performance in a

systematic way, the performance being measured against such factors as job knowledge, quality and
51
quantity of output, initiative, leadership abilities, supervision, dependability, co- operation, judgement,
versatility, health and the like. It can be define as “
It is the systematic evaluation of the individual with respect to his or her performance on the job and
his or her potential for development.”
BRIEF DESCRIPTION OF H.R. FUNCTIONS
PUBLIC RELATION
Headed by- Dr. Mahashwari Sharan
This section looks after all the internal and external communication areas including press relations,
house magazines, advertising, films etc. The total advertisement activities of NTPC Ltd., including
releasing of tender notices and job advertising are being co-coordinated by the PR section.
P.R. CELL ACTIVITIES :
52
 House Journal
 Video Magazine
 Press Conference
 Press Visit
 Radio Coverage
 Video Coverage
 News Reporting
 Draft Speech for Chief Guest
 Publication of NITs / Advts.
 Press Releases
 Supplement.
 Folder / Brocher.
 Finalization of regular contacts.
 Photography / Videography. ETC.
In short it can be said that PUBLIC RELATION SECTION serves as connecting

link among the Corporation and Public.
EMPLOYEE SERVICES
Headed by - Shri K. S. Moorthy
The main functions of Employee Services are as under:
 House allotment rules may be called NTPC Allotment of Residential

AccomodationRules.
Fittings & white / colour washing of company quarters at Project sites / Townships.
 Employee services provide Accommodation to outside agencies for housing post office
Or bank, police post and office of the revenue department.
53
 This section recovers house rent from the employee’s allotted family accommodation
in the company’s townships.And the charges for electricity will be recovered at flat
monthly rates for various types of quarters together with additional charges for
airconditioner and geyser, wherever installed, from the date of allotment of quarters.
 The company shall take any responsibility of giving bail or contesting the case
wheneverthere is an accident by a driver, who is on duty. Otherwise these will have to
bearranged by the driver himself .
 Bus facility for NTPC Employees.

 Security for NTPC Township.
EMPLOYEE WELFARE
Headed by – Sri K.G. Krishna
Prof. F.S.Walpole
“ It is not a matter of man being accorded the privilege thought an employee of stating a
complaint or offering a suggestion but a having a recognized responsibility for doing so because he
is investing not money but life”.
Welfare is a convenient term to cover all those aspects of industrial life that contribute to the
general well being of the worker’s. Welfare helps to keep the atmosphere of township vibrant and full
of life and to improve satisfaction level of the employees and their family members.
Welfare is a broad term encompassing measures aimed at providing Housing, Medical, and
Schooling, Sports & Games, Social, Cultural & Recreational etc. facilities.
54
Welfare activities may be grouped under two broad categories:
1. STATUTORY WELFARE ACTIVIES.

2. NON-STATUTORY WELFARE ACTIVITES.
STATUTORY WELFARE ACTIVITIES:

These activities include those activities, which are application as per the Factory
Act, 1948. For example Canteen etc.
NON-STATUTORY WELFARE ACTIVITIES :
These activities include those activities which are being laid down by Management of NTPC Ltd. in
Rihand for their employees. For example Sports council, officers club, schools, Bal bhawan, ladies
club etc. Organizing various events such as Republic day, Independence day, NTPC raising day
and event management during various VIP visits.
EMPLOYEE RELATION
Headed by- Mr. R. P. Singh
This section Co-ordinates with various employees associations in the matter of employee benefits and
policies to co-ordinate with Govt. agencies like labour officer, etc.
Following are the role of Employee Relations section :-
 Manage organizations overall relations with employee association – Executive and

workers unions.
55
 Manage industrial relations – handle union and association meetings and resolves
employee issues.
 Manage employee relations systems and various participative forums (like Safety
committee, Township Advisory Council, Joint Plant Level Council, Shop Level
Council, etc. ) .
 Interact on a formal as well as informal basis with key employee association members.
 Identify and address employee needs and concerns.
 Insuring compliance relating to contract labour as per labour law in the unit.
 Manage local administration and liaison.
 Coordinate with regional and corporate HR on employee relations issues.
 Coordinate with other HR groups at station for seamless delivery of HR services to
employees
 Provide inputs to the HR policy development during the policy formulation stage.
LAW SECTION
Headed by – Mr. A.B. Saxena
The main functions of law section are as under:
 To provide legal support to various departments of the project wherever required.
 To make preventive measure for avoiding in fructuous litigation by legal vetting of various
types of contracts, agreements and security documents prior to their final execution
 To minimize the cost of litigation wherever possible.

56
 To standardize various types of contracts, bank guarantees, indemnity bonds and other security
documents for achieving uniformity in approach.
 To render legal opinion on the complex issues.to prosecute/defend the court cases and court
cases arising out of arbitration cases in supreme court/high court / tribunals, arbitrators.
 To liaison with advocates and to provide support inpreparing of pleading / written submission /
arguments.
 To procure legal opinion from outside legal expert such as AGI, SGI, ASGI.
RAJBHASHA - HINDI SECTION

Headed by- Mr. Raj kumar prajapati
57
Hindi as a National language has been recognized and a separate section with the name of
“RAJBHASHA ANUBHAG” came into existence. The section looks after the
recommendation/guidance of deptt. of official languages, govt. of India. Since, Rihand is
situated in UP which is among one of the hindi speaking states, the hindi section is organizing
various workshop and sends reports to the deptt. of official languages, govt. of India. The
Rajbhasha anubhag has done a lot for the promotion of Hindi as an official language. It also
coordinates for conducting the PRAVIN, PRAGYA & PRABODH examinations organized by
deptt. of official languages.for the promotion of Hindi various incentives are given to the
employees who drafts 180 Nos. of letters in three months or 10000 words in three months.
Special incentives are also given to the employees for translating the technical books into Hindi.
EMPLOYEE BENEFITS
Headed by - Mr. M. K. Verma
This section is divided into two sub sections. One is headed by Mr. Munish Dev & another is
headed by Mr. Jamuna Prasad.
The EB section headed by Mr. Manoj Kumar Verma looks after the various employee advances,
employee benefits, facilities, incentives and other benefits. Its functions are manifold. Its function is
as under:
 Recruitment of employees in the Non – Executive Cadre
 Joining of an employee- Fresh and on Transfer
 Employees benefits / facilities
 Leave travel concession to its employees
 Medical Attendance and Treament of the employees
58
 Special disability leave
 Facilities for higher studies
 Reimbursement of membership fees for Professional
 Bodies/Institutes
 Reimbursement of expenditure on Children’s Education
 Forwarding of application for outside employment
 Forwarding of application for company’s sponsored education
programmes Viz M.Tech. of IIT, Delhi; BS in power
Engineering of BITS , Pillani and PGDBM of MDI, Gurgaon
 Sanction of Merit scholarship to the children of NTPC employees
 Employee Advances
 Sanction of House Building Advance
 Sanction of Conveyance Advance
 Sanction of Personal Computer Advance
 Sanction of Furnishing/household item Advance
 Sanction of Multipurpose Advance
 Sanction of Medical Advance
 Incentive Scheme
 Sanction of incentive for promoting Small Family Norm
 Terminal/Insurance Benefits
 Ensuring insurance of HBA amount sanctioned to employees
The section headed by Mr . M.K. Verma look after:
 Verification of Character & Antecedent forms and Caste Certificates
 Clearing of probation
 Promotion of employees ( Workmen, Supervisor & Executives ).

59
 Adherence to the annual appraisal of the employees ( Workmen,
Supervisor & Executives).
 Terminal / Insurance Benefits :
 Processing and forwarding of claims under Group Insurance Scheme

 Processing of Application for Temporary and Permanent withdrawal from Provident
Fund
 Forwarding of application for the payment of gratuity
 Processing of applications under NTPC Employee’s Family Economic rehabiliation

Scheme
 Processing of applications for availing Medical Facilities by the retiring employee or
the spous of the deceased employee under NTPC Contributory scheme for post
Retirement Medical Facilities
 Processing of applications for the payment under NTPC Self Contributory
Superannuation Benefits (PENSION) Scheme
 Processing and forwarding of applications for registration
 Termination of employees under Service Rules, Conduct Discipline and Appeal Rules
and Standing Orders
 Ensuring the payment and final settlement to the employees on retirement.
EMPLOYEES DEVELOPMENT GROUP
Headed by- Mr. Vijay Kishore & Mrs. Reena Chahal
This section looks after the over all development of the employees. They focus on the development
aspects by looking after their training & development needs, career growth needs, motivation and
moral needs etc.
60
The main functions of EDG are as follows:
 Development Schemes for acquiring qualifications

 Workers Education Schemes (Diploma / ITI etc)
 Adult Education Scheme
 Scheme for acquiring higher/additional qualifications
 Scheme for Sponsorship to ITI Course

 Conducting various competitions such as NTPC Open Competition For Executive
Talent ( NOCET ), National Management Games, NCYM etc.
 Conducting various surveys such Bodh, E-darpan and customer service satisfaction
surveys etc.
 Employees Suggestion Scheme
 Quality Circles – Motivational Scheme
 Scheme For Job Rotation and Career Growth Path
 NTPC Reward and Recognition System
The various rewards and recognition included within the scope of the NTPC
reward system are as under:
 Thank you slips

 Applause
 Appreciation Letter
 STAR of the month
 Employee of the year
 Vidhyut Awards
 Power EXCEL Awards
 PEARL Awards
 ACE Awards
61
 Mentors Samman
 Manveeyata Puraskar
 Welcome
 Farewell
 Mentoring
Mentoring is a process whereby a senior person in the organization takes
under his wings his junior colleagues and offers them wisdom, expertise,
values etc. for moulding the juniors in an effective way.
This involves socialization, acclimatization to the organization culture in the
formative years of the person joining the company.
Objectives:
 To create an environment of socialization in the organization for new entrants i.e. Executive
Trainees.
 To look after and care for the new entrant during the initial years of career in NTPC and provide
useful guidance.
 To remove apprehensions and difficulties faced by the new entrant in an uncharted atmosphere,
from his point of view.
 To enable the new entrant to assimilate and adapt to the organizational culture and environment.
 To provide a companion who could be a friend, philosopher and guide to the new entrant till he
feels the necessity.
Mentor:
62
Mentor is a fairly senior person, who has served substantial number of years of
service in NTPC and who is well versed with the working environment of the
organization.
Mentee:
Mentee is a person who is a new entrant in the organization basically an ET
joined afresh.
CORPORATE SOCIAL RESPONSIBILITY

Headed by- Shri Kanhaiya Lal PANIKA & Shri T.L. Jaiswal
Social Responsibility is the obligation of managers to choose & act in ways that benefit both the
interests of the organization & those of society as a whole.
“Corporate Social Responsibility is the continuing commitment by business to behave ethically and
contribute to economic development while improving the quality of life of the workforce and
families as well as local community and society at large.” CSR in NTPC Ltd is not limited to only
community development but encompasses a whole range of issues in line with globle international
CSR principles & practies.
63
A measure of NTPC’s commitment to CSR is that 0.5% of its profit is set aside for community
development under the umbrella of CSR.
The main functions of CSR are as follows:
 Achieve community development targets
 Improve Ash utilization
 Reduce CO2 Emissions
 Achieve ISO – 9001 : 2000,ISO – 14001, OHSAS – 18001, SA - 8000
certificat. Involve Professionals ( Socio-Economic surveys by XISS or
TISS )
 Resettlement & Rehabilitation challenge
 Providing facility for Education by establishment of Schools & Colleges
 Conducting various Sport Competitions for Physical development
 Improve Health & Hygine all around
 Afforestation of barren Areas in & around project sites
RESEARCH METHODOLOGY
Research Methodology has been derived from combination of two words that are ‘Research’ and
‘Methodology’ where Research in a common parlance refers to a search for knowledge. Once can
also define research as a scientific and systematic search for the pertinent information on aspecific
topic. Infact research is an art of scientific investigation,Redman and Mory definesResearch as a
“Systematize efforts to gain new knowledge” and the methodology may bedescribed as the way of
doing the things. Hence we can say that :-
Research Methodology is the way to systematically solve the research problem. It may be
understood as a science of studying how research is done scientifically. In it we study the various
64
steps that are generally adopted by a research problem along with the logic behind them. It is
necessary for the researcher to know not only the research methods/techniques but also the
methodology. Researchers not only need to know how to develop certain indices or tests, how to
calculate the mean, median, the mode, or the standard deviation or chi-square, how to apply
particular research.
Techniques, but they also need to know which of these methods or techniques, are relevant and
which are not, and what would they mean and indicate and why. Researchers also need to
understand the assumption underline various techniques and they need to know the criteria by which
they can decide that certain techniques and procedures will be applicable to certain problems and
others will not. All this means that it is necessary for the researcher to design his methodology for
his problem as the same may differ from problem to problem. For example, an architect, who
designs a building, has to consciously evaluate the basis of his decision, that is, he has to evaluate
why and on what basis he selects particular size, number and location of the doors, windows and
ventilators, uses particular materials and not others and the like. Similarly, in research the scientist
has to expose the research decision to evaluation before they are implemented. He has to specify
very clearly and precisely what decision he selects and why he selects them so that they can be
evaluated by the others also.
Thus, when we talk of 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 and explain why
we are using a particular method and technique and why we are not using others so that the research
results are capable of being evaluated either by the researcher him self or by others. Why a research
study has been undertaken, how the research problem has been defined, in what way and why the
hypothesis has been formulated, what data have been collected and what particular method has been
adopted, why a particular technique of analyzing data has been used and a host of similar other
question are usually answered when we talk of research methodology concerning a research problem
or study.
RESEARCH DESIGN: The formidable problem that follows the task of defining the research
problem is the preparation of the design is the research project , popularly known as the “research
65
design” . Decisions regarding what, when, how much, by what means concerning an inquiry or a
research study constitute a research design . “A research design is the arrangement of conditions for
collection and the analysis of data in a manner that aims to combine relevance to the research
purpose with economy in procedure.”
In fact , the research design is the conceptual structure within which research is conducted ; it
constitutes the blue print for the collection , measurement and analysis of data. As such the design
includes an outline of what the researcher will do from writing the hypothesis and its operational
implications to the final analysis of data.
More explicitly, the design decision happened to be in respect of:

 What is the study about ?
 Why is the study being made ?
 Where will the study be carried out ?
 What type of data is required?
 Where can the required data be found ?
 What periods of the time will the study include ?
 What will be the sample design ?
 What techniques of data collection will be used ?
 In what style will the report be prepared ?
In brief, research design must ,at least contain:
 A clear statement of the research problem

 Procedures and techniques to be used for gathering information
 The population to be studied
 Methods to be used in processing and analyzing data.
In this research of evaluation of training and development programmes in Rihand Nagar , I have
used DESCRIPTIVE Research design.
66
Descriptive research design: descriptive research studies are those studies which are concerned
with describing the characteristics of a particular individual, or of a group, studies concerned with
specific predictions, with narrations of the fact and characteristics concerning individual, group or
situations are examples of descriptive research studies.
HYPOTHESIS :
A hypothesis may be defined as a proposition or a set proposition set forth as an explanation for
the occurrence of some specified group of phenomena either asserted merely as a provisional
conjecture to guide some investigation or accepted as highly probable in the light of established
facts.
DATA ANALISIS & INTERPRETATION

1. Employees Grade ( E1 - E4 ) : Mostly new ET batch
( with in year b / w 1 - 8 ) ,
some of the promoted batch of old employees :
S.NO Questions grouped Parameters Score

1 7, 8 , 10 Subordinate development 3.43
2 6 ,13 , 14 Training nominations process 3.49
3 1 , 2 , 3 ,4 , 5 Training infrastructure 3.87
4 15 , 16 Knowledge sharing culture 3.72
5 11 ,12 , 17 , 18 Commitment to training 3.71
6 9 Application of learning 3.46
67
2. Employees Grade ( E5 - E6 ) : Assign work to workmens :

3 1,2,3,4,5 Training infrastructure 3.86
5 11 , 12 , 17 , 18 Commitment to training 3.63
68
3. Employees Grade ( E - 7 & above ) : Managerial grade :

5 11 ,12 , 17 , 18 Commitment to training 4.10
69
4. Workers ( W 0 – W 11 ) & Supervisors Grade ( S 1 – S 4 ) :
70
71
72
1 7, 8 ,10 Subordinate development 3.62
2 6 ,13 ,14 Training nominations process 3.69
3 1 ,2 , 3 , 4 , 5 Training infrastructure 3.78
4 15 ,16 Knowledge sharing culture 3.70
5 11 , 12 , 17, 18 Commitment to training 3.84
73
5. Surveys done with in the plant :

5 11 ,12 ,17, 18 Commitment to training 3.82
74
6. C & M ( Contracts & materials ) :
.NO Questions grouped Parameters Score

2 6 , 13 , 14 Training nominations process 3.44
75
7. HRD ( Human Resource Department ) :

3 1 , 2 , 3 , 4 ,5 Training infrastructure 3.82
76
8. IT ( Information Technology ) :
77
5 11 ,12 , 17, 18 Commitment to training 3.71
9. F&A ( Finance & Accounts) :

3 1 , 2 , 3 ,4 ,5 Training infrastructure 3.88
78
10. MEDICAL ( HOSPITAL ) :

1 7 , 8 , 10 Subordinate development 5.00
5 11 ,12 , 17,18 Commitment to training 2.67
79
11. OTHERS DEPARTMENT ( TAC , Safety , FES , HOP ):

1 7 , 8 , 10 Subordinate development 3.68
5 11 , 12 , 17,18 Commitment to training 3.80
80
FINDINGS
1. It was observed that most of the employees are satisfied with the services provided
during the training programme.
2. Company designs various types of training and development programme for various
levels of employees i.e. for executives and non executives.
3. It was observed that employees are satisfied with the teaching style of trainer.
4. it is observed that the training programme is fully interactive .

81
5. Most of the respondents agree with the content of training programme as it is
designed as per the requirement and level of the employees.
6. From the report it is observed that up to some extent the schedule of Training
programme hurdles regular work of employees .
7. From the above findings it is observed that the most of the employees attended
training programme last year
8. It was found that superiors provides adequate feedback to employees on their

progress resulting in better coordination.
9. It was observed that the length , sequence and pace of the training programme is
appropriate.
10. It was observed that the training schedule hurdles the routine work of the
employees.
11. Training and development programmes has raised the motivational and confidence
level of the employees.
CONCLUSIONS
By going through the analysis of data & following conclusions are found:-
1. Responses against most of the parameters comes under the grading Good. It denotes that the perception
of the employees in connection with the training provided by EDC is near to the expectation of the
employees.
2. Employees are fully satisfied by the performance of the Employee Development Center It is because of
EDC is having calendar of training schedule to cover all the employees for various types of training.
82
3. This study reveal that training standard of NTPC- Rihand Nagar is up to the standard & it required
improvement to improve more job satisfaction of it employees up to the extreme satisfaction level.
4. Employees belong to middle & lower positions requires to be given intensive carrier oriented training
facilities.
5. It is also observe from the study that paramedical shall including nursing & technical staff with high
training standard has not shown job satisfaction.
6. By going through department wise study it can be seen that the employees of most of the departments
are satisfied with the services of EDC.
7. Employees feel motivated, responsible and empowered.
SUGGESTIONS
RECOMONDATION :
Recommendation given by employees :
• The remarks / needs indicate in PMS by employees should also be taken into consideration for
training & development programme.
• PACE is implemented only for executives. Non-executives have enough potential, they should
also be trained as per their need / area of weakness, so that their potential may be utilized.
83
• All employees should get nominated for training programme uniformly.
• Prior to any training and development program employees below Executive(E-Grade) must be
well informed and made aware of the training undergone.
SUGGESTIONS :
1. There should be training for all employees to explain the policies & practices followed by the
HR department, so that they can understand the functions & limitations of the HR
department.
2. To improve feedback system a suggestion box may be opened, so that the employees can
suggest their views.
3. To improve the perception of the employees regarding training provided by EDC suggestions
may be initiated through departmental meetings & circulars.
4. Training given by EDC should be relevant to the area of job & also revise the training
programme after 1 or 2 years.
5. More focus should be given to inefficient employees who are able to perform their job
efficiently.
6. More experts should be called from different institutions like IIM , XLRI and other reputed
personalities to impart better training .
SIGNIFICANCE OF THE STUDY
Society is facing a rapid rate of technological and social change. Management personnel need to be
developed as they have to tackle problems arising out of introduction of automation, intense market
competition, growth of new markets, enlarged major participation in management.
Business and industrial leaders are increasingly recognizing their social and public responsibilities which
call for a much broader outlook on the part of management.
84
Management has tobe developed for handling problems arising out of increasing size and complexity of
the organizations.
Management labour relations are becoming increasing complex.To understand and adjust to changes in
socio-economic forces, including changing in public policy and concepts of social justice, industrial
democracy, problems of ecology.
 To assure the organization of availability of required numbers of managers with the required skills
to meet the present and anticipated future needs of the business.
 To encourage managers to grow as persons and their capacity to handle greater responsibility.
 To improve the performance of managers at all levels in the jobs that they hold now.
 To sustain good performance of managers throughout their careers.
LIMITATION OF THE STUDY
While doing this survey all possible efforts have been done to find accurate and correct answers to my
questions but still there are some limitations which could not be avoided; these are as follows:
85
1 . The findings of T&D programmes are based on the response of employees of NTPC Rihand. With
respect to the total respondents only 32.80 % employees are covered .So the result may not reflect the
true picture about the training programme.
2. This survey only indicates the level of responses through the specific questionnaire. If questionnaire is
changed, the result might be somewhat different.
3. Employees were busy in their routine work so it was not easy to collect response.
4. The time available for interviewing the respondents was limited. As a result of this it was not possible to gather
full information about the respondents.
5. Non-cooperative approach and the rude behaviors of the respondents.
6. The time duration of six weeks was not enough for the complete survey of the organization.
7. Due to lack of financial resources and conveyance facility large number of respondents could not be covered .
QUESTIONNAIRES
A Survey of Training and Development programmes in

NTPC – Rihandnagar, Sonebhadra ( U.P )
Dear Sir/Madam,
86
We are thankful to you for patronizing NTPC. We hope that you are
satisfied with the product and quality of the services offered by the NTPC. As there
is always scope for improvement, we would like to get your opinion in these areas.
I would, therefore, request you to kindly assist us in our efforts by
sparing a little time to give us your valuable feedback and suggestions in the
feedback form below. Please do not hesitate to inform us of any observation that
you think may be relevant. We assure you that we would try to come up to your
expectations.
This questions give your personal details :Please answer them by ticking (√).
1- Which of these best describes your job?

a. Managerial
b. Professional
c. Clerical
d. Manual Worker
e. Student
87
f. Retired
g. Agriculture
2-Under which category you belong to regarding your Monthly Income?

a. Below 5000.
b. Between 5000-10000.
c. Between 10000-15000.
d. Between 15000-25000.
e. Above 25000.
3- What is your gender ?
Male Female
4-Which deptt. do you belong ? ----------------------------------------
5-How familiar are you with NTPC Services?

a. Very familiar (use on regular basis).
b. Some what familiar (use it only some times).
c. Familiar but never used it.
d. Never heard of service before.
88
6- Please tick your Grade .
Executive Non -Executive
7-Compared with others would you say that NTPC is?

a. Much better.
b. Some what better?
c. About the same.
d. Some what worse.
e. Don’t know (or) Never used.
8-WHAT ARE THE DIFFICULTIES FACED IN NTPC.
___________________________________________________________________________
___________________________________________________________________________
___________________________
9-WHAT IS THE LEVEL OF STOCK MAINTAINED BY THEM?
___________________________________________________________________________
___________________________________________________________________________
___________________________
89
10- THEIR FEEDBACK IN COMPARISON WITH THE COMPETITORS.
______________________________
Objective of the Survey :
This questionnaire is designed to measure your opinion about Training and

Development in Rihand .This survey gives confidential information to your
organization which help them know how you feel working here.
Please answer each question by ticking (√) the column that well describes what
90
you feel.
Sl. Questionnaire strongly Disagree Neither Agree strongly

No. Disagree/ agree nor agree
Disagree
01. 1 2 3 4 5
The training centre at my unit is
well equipped ?
02 1 2 3 4 5
Training centre at my unit is well
maintained ?
03. Most training needs of 1 2 3 4 5

Employees are addressed by the
loacal EDC ?
04. Amix of internal and External 1 2 3 4 5

faculties take training session at
the EDC?
05. Faculty knowledge and 1 2 3 4 5

trainingmethodology at EDC is
to my satisfaction ?
06. Training nomination takes place

as per the training needs of the
Employee ?
1 2 3 4 5
07. Reporting officers take active 1 2 3 4 5
interest in training nomination of
their subordinates ?
91
08. Employees are released as per their
development plan by their reporting
officers for job rotaion etc. ?
1 2 3 4 5
09. Employees actively apply their
learning from training at work place ?
1 2 3 4 5
10. Employees are released on time for
attending training programmes ?
1 2 3 4 5
11. In my opinion, training &
development system of NTPC adds
value to the organization ?
1 2 3 4 5
12. I look forward to taking up special
assignments as a part of cross-
functional teams ?
1 2 3 4 5
13. All employees in my department get
nominated for training programmes
uniformly ?
1 2 3 4 5
14. Employees in my department almost
get same number of training
mandays ?
1 2 3 4 5
15. Seniors readily share their knowledge
and experience with their juniors ?
1 2 3 4 5
16. People openly share their knowledge
and ideas with each other ?
1 2 3 4 5
92
17. I am imparted adequate training
needed to carry out my responsibilities
effectively ?
1 2 3 4 5
18. I feel NTPC , as an organization, is
committed towards training and
development of its Employees ?
1 2 3 4 5
2. SAMPLE INFORMATION
SAMPLE DESIGN: A sample design is a definite plan for obtaining a sample from a given
population. It refers to the technique or the procedure the researcher would adopt in selecting items
for the sample. Sample design may as well lay down the number of items to to be included in the
sample .i.e.., the size of the sample. Sample design is determined before the data is collected.
Sample designs are basically of types; non-probability sampling and probability sampling. Non
probability sampling is that sampling procedure which does not afford any basis for estimating the
probability that each item in the population has of being included in the sample.
Non probability sampling is also known as deliberate sampling, purposive sampling. In this
type of sampling, items for the sample are selected deliberately by the researcher; his choice
concerning the items remains supreme. While in the probability sampling every item of the
93
universe has an equal chance of inclusion in the sample. It is, so to say, a lottery method in which
individual units are picked up from the whole group not deliberately but by some mechanical
process.
Here it is blind chance alone that determined weather one item or the other is selected. The
result obtained from probability or random sampling can be assured in terms of probability i.e., we
can measure the errors of estimation or the significance of results obtained from a random sample,
and this fact brings out the superiority of random sampling design. Random sampling ensures the
law of statistical regularity which states that if on an average the sample chosen is a random one, the
sample will have the same composition and characteristics as the universe.
This is the reason why random sampling is considered as the best technique of selecting a
representative sample .Random sampling from a finite population refers to that method of sample
selection which give each possible sample combination an equal probability of being picked up and
each item in the entire population to have an equal chance of being included in the sample.
In this research report of Critical evaluation of Training and Development programme in NTPC,
Rihand nagar I have used non probability sampling i.e., Convenience Sampling. I had chosen my
sample according to my convenience and which are relevant to my research project.
SAMPLE: A sample may be described as the group of the person and the respondents on which
basis we are doing the research. The sample is the part of the population which represents the all the
characteristics and the features of the population. I collected the sample from Kotak Life Insurance,
Janakpuri,Delhi.
Sample Area: - In this research report my sample area is the office of NTPC- Rihand
Nagar , Sonebhadra ( UP ).
Sample Unit: - A decision has to be taken concerning the sample unit before selecting a sample.
Sample Unit may be a geographical one such as State, District, Village etc or a construction unit
such as House, Flat etc, or it may be a social unit such as Family, Club, School etc, or it may be an
94
individual. The researcher will have to decide one or more of such unit that he has to select for his
study. In my research report my sample unit is the employees who are working in the NTPC,
Rihand nagar.
Sample Size : This refers to the number of items to be selected from the Universe to constitute a
sample. The size of sample should neither be excessively large nor too small. It should be optimum.
An optimum sample is one which fulfills the requirement of efficiency representativeness, reliability
and Flexibility. While deciding the size of the sample, researcher must determine the desired
precision as also an acceptable confidence for the estimate .In my research my sample size is 360
employees from NTPC, Rihand nagar , Sonebhadra ( U.P ) .
COLLECTION OF DATA: The task of data collection begins after a research problem has been
defined and research design /plan chalked out. While deciding about the method of data collection to
be used for the study, the researcher should keep in mind two types of data viz., primary and
secondary data. The primary data are those which are collected afresh and for the first time, and thus
happen to be original in character. The secondary data , on other hand , are those which have
already been passed through the statistical process.
The researcher would have to decide which sort of data he would be using (thus collecting) for his
study and accordingly he will have to select the methods of data collection.
In my research work on the “Evaluation of training and development programmes in NTPC,

Rihand nagar. I gather the information by the help of PRIMARY AND SECONDARY
DATA.
( 1 ) PRIMARY DATA:
Collection of Data through Questionnaires: - This method of Data Collection is quite

popular. It is being adopted by Private Individuals, Research workers, Pvt. And Public
Organizations and even by the Government. A Questionnaire consists of a number of questions
printed or typed in a definite order on a form or set of forms. The questionnaire given to the
95
respondents who are expected to read and understand the questions and write down the reply in
the space meant for the purpose in the questionnaire itself.
(2) SECONDARY DATA: Secondary Data means that are already available that is they referred to
the data which have already been collected and analyzed by some one else when the researcher utilize the
secondary data then he has to look into the various sources from where he can obtain them. Secondary
Data may either be publishes data orun published data. Usually published data are available in :
 Various publications of the central, state and local Governments;

 Various publications of foreign governments or of international bodies and their subsidiary
organizations;
 Technical and trade journals;
 Books, magazines and news papers;
 Reports and publications of various associations connectewith business andindustry, banks,
stock exchanges, etc;
 Repots prepared by research scholars, universities, economists, etc, in differentfields; and
Public records and statistics, historical documents, and other sources of published
information.
Study Area : The study area is confined to the various department of NTPC-Rihand,
Rihandnagar, Distt. Sonebhadra (UP) . The organization, which is covered for the purpose of the
study, pertains to power generation industry. The researcher had selected 8 departments.
UNIVERSE: The universe of the study comprise of all the executives & non -executives of
NTPC-Rihand.
96
SAMPLE SIZE AND SAMPLING TECHNIQUE :
Due to large number of executives and non-executives, it is thought desirable to make this a sample
study for the convenient of the researcher. And the sample size in this respect is 32.80 percent. The
following table summarizes the sample size in terms of units:
“The main aim of research is to find out the truth which is hidden and which
has not been discovered as yet”.
All the Eighteenth parameters of Training & development ORGANIZATION are

followed in the organization.
NTPC - Rihandnagar
Total No. of Employees 1100
Employees covered under the study 360
% of Employees covered 32.80 %
97
SOURCES OF DATA COLLECTION :
The data was collected using both primary sources and the secondary sources.
A- Research has done with Questionnaire and Interview schedule to conduct Survey.
B- Five-point scales are used: -
Each question has five options and the respondents were asked to tick one of the options as
per their choice. The weightage ranging from 1 - 5 are assigned to the options given by
them. The weightages are as under:
Point no. - 1 Strongly Disagree
point no. - 2 Disagree
point no. - 3 Neither agree nor Disagree
point no. - 4 Agree
point no. - 5 Strongly Agree
98
Secondary Source :
 Official Records
 Rihand STPP News Magazines
 Annual Report of NTPC
 Employees Hand Book
3. FINAL STATEMENT OF THE COMPANY
( NATIONAL THERMAL POWER CORPORATION LTD. )
NATIONAL THERMAL POWER CORPORATION has successfully transformed the

working culture of employees .Quality, Safety and Eco-friendly generation and providing
healthy and stimulating environment .
NTPC Flag, NTPC Geet, Vision, Mission and Core Values are driving force in entire
endeavor to produce and deliver quality power at optimum cost and eco-friendly
manner through dedicated team effort and effective systems.
NTPC journey on the TQM road is an effort in that direction and quite a few landmark of ISO
certification for Quality system , Environment management , Occupational Health and Safety,
Health Services , Work place management have been achieved towards over all goal of
excellence in business.
99
When in the early of 1950, the planners of the country formulated a plan to tap the irrigation
potential of an un-known RENU river through construction of a Dam, they were quite un-aware that
they are laying foundation of future Power-Capital of India, with ultimate capacity of 2,000 MW.
Due to availability of large quantities of coal from Northern Coal Field mines, water from Rihand
reservoir and barren land with relatively low density of population, a series of pit-head Super
Thermal Power Station became a reality by the decade of nineteen eighties.
This region locally known as “ DAKSHIINANCHAL “ is now one of the major power center
incountry, Due to the availability of lage quantity of coal in the mines of the Northern Coal FieldLtd.
Water from Rihand Reservore and barren land with a relatively low density of population.
To protect the invironment and to give Employment by providing opportunities &

facilities to make the Ash Bricks to the land oustees and the needy persons. NTPC is
trying to utilizetheash prodused during the electric generation by coal plants. It is also
being used by the cement and asbestos industries. It is also used as land development
and road enhance .
Management such as a proper work place with ventilation, proper

lighting arrangement and other working conditions, suitable ergonomic
furniture, a P.C. wherever needed has also been provided for working of
the employees effectively and safely.
“ We would like to see NTPC emerge as a Mega Company of vibrant people

bubbling with enthusiasm , rich knowledge and high employee – engagement.
Let us resolve to make the Company known as one of the most vibrant &
successfulcompaneesof the century.”
NTPC plans to become a 50,000 MW by 2012 & 75, 000 MW by 2017.
100
4. ORGANIZATIONAL STRUCTURE
101
BIBLIOGRAPHY
102
Books :-
Devis, Keith – Human Behaviour at Works , Organizational Behaviour ( Tata Mc. Graw
Hill, - New Delhi ).
Robbins, S. P.- Organizational Behaviour (Person Education, New Delhi ).
Luthas, Fred - Organizational Behaviour ( Mc . Graw Hill ) 1998, New Delhi,
Awathapa - Human Resource Management ( Tata Mc . Graw Hill) HR and PM.
Rainbird H - Training in the workplace ( Palgrave - 2000 )
Singh R. P.- Management of Training Programmers (Anmol Publications, 2000).
REPORTS :-
 Performance high lights ( 2009 – 2010 ) of NTPC LTD.
OFFICIAL SOURCE: -
103
 Brouchure of Rihand Super Thermal Power Project .
 NTPS News , Magzine
 Rind Samachar
 News Flash , News letter of NTPC Ltd.
 HR Circular and policy of NTPC Ltd.
 By asking the NTPC Employees
OTHER SOURCE:
 www.ntpc.co.in
 www.rihand.com
104

Ajay

Caricato da

Informazioni sul documento

Titolo originale

Copyright

Formati disponibili

Condividi questo documento

Condividi o incorpora il documento

Opzioni di condivisione

Hai trovato utile questo documento?

Questo contenuto è inappropriato?

Copyright:

Formati disponibili

Ajay

Caricato da

Copyright:

Formati disponibili

SUMMER TRAINING PROJECT REPORT

IMPACT OF TRAINING & DEVELOPMENT IN

SUBMITTED TO: SUBMITTED BY:

UNITED INSTITUTE OF MANAGEMENT

UNITED INSTITUE OF MANAGEMENT NAINI

I wish him all the best for bright future ahead.

AJAY KUAMR DUBEY

I AJAY DUBEY a student of MBA 3RD SEMESTER UNITED INSTITUTE OF

AJAY KUMAR DUBEY

ROLL NO. 1001170010

The project title is “ A study of TRAINING AND DEVELOPMENT ORGANIZATION in

INTRODUCTION ABOUT THE TOPIC

• Know about HRD in NATIONAL THERMAL POWER CORPORATION LIMITED and

• Pre-training preparation for the employees.

“ TRAINING & DEVELOPMENT ORGANIZATION IN NTPC”

TRAINING AND DEVELOPMENT

Training and development need = Standard performance – Actual performance

Training shall include a training programme, seminar, convention, workshop, symposium

Development is a long-term educational process utilizing a systematic and organized procedure by

According to Koontz and Donnell, “ Manager Development concerns the means by

Learning Training Development

What ? Technical and mechanical Theoretical, conceptual ideas

When ? Short- term Long- term

Importance of Employee Training :

Training for Different Employees :

Semi-skilled workers require training to cope with requirements rising out of

Supervisory staff constitutes a very important link in the chain of administration. A

A) On- the-job Methods: This is the method of training where trainees

(2.) Mentoring: Mentoring is a relationship in which a senior manager in an organization

B) Off-the-job Methods : Location of this training may be a company classroom, an

(5) Role-Playing:- This method is also called ‘role-reversal’ ‘socio-drama’ or ‘psycho-

DIFFERENCE BETWEEN ON THE JOB AND OFF THE JOB TRAINING

Point of difference On the job training Off the job training

1.Aim On the job training aims at It concentrates at learning only.

Need for Management Development

 To sustain good performance of managers throughout their careers.

Techniques of Management Development

VI ) Departmental Training Co-ordinator : The Head of each department shall nominate an

development programmes provided by the company.

executive employees to increase their work efficiency.

c) To know employees opinion towards Training and development programmes with a

view to amend the same, if found beneficial for the organization.

contribute towards the achievement of company’s objectives.

PROFILE OF THE NTPC

Enrollment in local colleges, 2005

Elm College 223 214 +9

Maple Academy 197 120 +77

Pine College 134 121 +13

Oak Institute 202 210 -8

Elm College 43 53 -10

Total 998 908 90

Source: Fictitious data, for illustration purposes only

MAHARATNA STATUS TO NTPC

CORPORATE OBJECTIVES OF NTPC

1. BUSINESS PORTFOLIO GROWTH :

1. To further consolidate NTPC’s position as the leading thermal; generation company

2. To develop a portfolio of generation assets in international markets.

3. To establish a strong services brand in the domestic and international

1. To foster a collaborative style of working with customers, growing top be a preferred

2. To expand the future customer portfolio through profitable diversification into

1. To ensure effectiveness in business decision and responsiveness to

 Adopting a portfolio approach to new business development.

 To effectively leverage information technology to ensure speedy decision