Académique Documents
Professionnel Documents
Culture Documents
ON
MBA
Mrs.Rashi Malhotra
SUBMITTED BY
Sonam Chopra
12319103909
1
Declaration
(SONAM CHOPRA)
MBA. (III),12319103909
Gitarattan International
Business School,Rohini
Date: 14-08-10
Place: Delhi
2
ACKNOWLEDGEMENT
First and foremost I would like to thanks NTPC organization and hence Mrs. Rachna
Bahl (DY. MANAGER) to give me a chance to undertake this project in this
organization. Also I hereby take the opportunity to extend my sincere thanks to MS
VEENA MEHTA (officer HR-ES), Mrs S.SRIDEVI (officer HR-EB), and Mrs. MITALI
KONWAR (officer HR-R&W) .They acted as a constant guide and always attended all
my queries with a smile. Moreover, while clearing my queries they always used to add
some extra information related to that query from their vast pool of knowledge. This in
turn always kept enhancing the quality of my project.
I am obliged to Mrs Mitali Konwar (officer HR-ES) for her unobligatory support. She
was always ready to answer any of the queries raised by me during project duration.
I am equally thankful to all other employee of NTPC Badarpur division; all of them were
very supportive throughout the course of my project.
This acknowledgement will be incomplete without mentioning about the support from
my college internal guide Mrs Rashi Malhotra for her guidance and support while
preparing the project report.
3
Regards
Sonam Chopra
EXECUTIVE SUMMARY
4
(3) HR-Employee Relations and Welfare
Employee Services section provides employees a variety of services in order to help them
in order to help them perform their duties to their level best. The services provided by
this section include House Allotment, Lease, Telecommunications, Dispatch, BTPS
Canteen, Furniture and Stationery, Meetings and functions arrangements.
Employee Benefits section tailors the benefits to both employees and the job as well as to
one’s business requirement and financial capacities. While the most employees are
productive when their pay is tied to their performance, there may be situations where it is
not the case. Age, education, job expenses, marital status and family size are all
considerations that determine attractiveness of the benefit.
Some Benefits: Pre tax thrift saving programs, Recreational Programs, Scholarships,
Loans, Tuition Fee Reimbursements, Profit Sharing, Parking Privileges, Legal assistance,
LTC, Child Care etc.
HR Employee Relations & Welfare, this department handles the matter on industrial
relations and welfare of employees and workers. In conducting industrial relationships,
the management emphasizes on the participative style involving the union for sharing of
information and participation in decision making.
The study was conducted in the Employee Benefits Department, it took into account the
various reward system awards & recognition given to the employees, as the motivation
and thus the performance is affected by the rewards both monetary and non monetary.
Effective reward system increases the performance.
Sample of hundred employees was taken for the study, simple random sampling
(convenient sampling) was used, and the Questionnaire designed included fourteen
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questions that aimed to gauge the reward and recognition climate at units/ offices. It was
designed on the principles of Openness, Transparency, Timeliness, Recognition, &
Quantum. It aimed at studying employee perception about the existing reward system
and schemes.
The workers, foremen, executives and and non executives were the part of study. The
detailed analysis , on MS excel sheet was done along with pie charts was done. The
recommendations and conclusion are included in the study. The references are mentioned
in the end.
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INTRODUCTION
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Electricity sector in India
The electricity sector in India is predominantly controlled by the Government of India's
public sector undertakings (PSUs). Major PSUs involved in the generation of electricity
include National Thermal Power Corporation (NTPC), National Hydroelectric Power
Corporation (NHPC) and Nuclear Power Corporation of India (NPCI). Besides PSUs,
several state-level corporations, such as Maharashtra State Electricity Board (MSEB), are
also involved in the generation and intra-state distribution of electricity. The Power Grid
Corporation of India is responsible for the inter-state transmission of electricity and the
development of national grid.
The Ministry of Power is the apex body responsible for the development of electrical
energy in India. This ministry started functioning independently from 2 July 1992;
earlier, it was known as the Ministry of Energy. The Union Minister of Power at present
is Sushilkumar Shinde of the Congress Party who took charge of the ministry on the 28th
of May, 2009.
India is world's 6th largest energy consumer, accounting for 3.4% of global energy
consumption. Due to India's economic rise, the demand for energy has grown at an
average of 3.6% per annum over the past 30 years. In March 2009, the installed power
generation capacity of India stood at 147,000 MW while the per capita power
consumption stood at 612 kWH. The country's annual power production increased from
about 190 billion kWH in 1986 to more than 680 billion kWH in 2006. The Indian
government has set an ambitious target to add approximately 78,000 MW of installed
generation capacity by 2012. The total demand for electricity in India is expected to cross
950,000 MW by 2030.
About 75% of the electricity consumed in India is generated by thermal power plants,
21% by hydroelectric power plants and 4% by nuclear power plants. More than 50% of
India's commercial energy demand is met through the country's vast coal reserves. The
country has also invested heavily in recent years on renewable sources of energy such as
wind energy. As of 2008, India's installed wind power generation capacity stood at 9,655
MW. Additionally, India has committed massive amount of funds for the construction of
various nuclear reactors which would generate at least 30,000 MW. In July 2009, India
unveiled a $19 billion plan to produce 20,000 MW of solar power by 2020.
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Electricity losses in India during transmission and distribution are extremely high and
vary between 30 to 45%.In 2004-05, electricity demand outstripped supply by 7-
11%.Due to shortage of electricity, power cuts are common throughout India and this has
adversely effected the country's economic growth. Theft of electricity, common in most
parts of urban India, amounts to 1.5% of India's GDP. Despite an ambitious rural
electrification program, some 400 million Indians lose electricity access during blackouts.
While 80 percent of Indian villages have at least an electricity line, just 44 percent of
rural households have access to electricity. According to a sample of 97,882 households
in 2002, electricity was the main source of lighting for 53% of rural households
compared to 36% in 1993. Multi Commodity Exchange has sought permission to offer
electricity future markets.
Generation
Thermal Power
The state of Maharashtra is the largest producer of thermal power in the country.
Hydro Power
India was one of the pioneering countries in establishing hydro-electric power plants. The
power plant at Darjeeling and Shimsha (Shivanasamudra) was established in 1898 and
1902 respectively and is one of the first in Asia. The installed capacity as of 2008 was
approximately 36877.76. The public sector has a predominant share of 97% in this sector.
Nuclear Power
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Renewable Power
NTPC (BTPS)
ORGANISATION’S PROFILE
Name of the organization; NTPC Ltd. (BTPS)
Founded : 1975
Sector : Public
Industry : Electricity generation
Revenue : INR 49478.86crores
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Profit : INR 8656.53crores
Employees : 25000
Website : www.ntpc.co.in
NTPC Limited is the largest thermal power generating company of India. A public sector
company, it was incorporated in the year 1975 to accelerate power development in the
country as a wholly owned company of the government of India. At present, government
of India holds 89.5% of the total equity shares of the company and the balance 10.5% is
held by FIIs, domestic banks, public and others. Within a span of 31 years, NTPC has
emerged as a truly national power company, with power generating facilities in all the
major regions of the country. Based on 1998 data, carried out by DATAMONITOR UK,
NTPC is the 6th largest in terms of thermal power generation and the second most
efficient in terms of capacity utilization amongst the thermal utilities in the world.
11
NTPC was established as a public sector power utility by Government of India on
November 7, 1975. The reason NTPC was created was to bridge the huge electricity
supply-demand gap and the State Electricity Boards were not able to cope up with the
situation. True to the expectation, it played a key role in the development of the sector,
lighting every fourth bulb in the country, become the largest power utility of India, Sixth
largest thermal power generator in the World and the Second most efficient utility in
terms of capacity utilization. Rightly, NTPC has set for itself the Vision statement “To be
one of the world’s largest and best power utilities, powering India’s growth”.
Originally, NTPC had the responsibility for electricity generation from thermal source
and transmission of the same. However, as per the Electricity Laws Amendment Act
1998, when "Transmission" became separate activity, the transmission portion of the
Corporation was culled together to form part of the “Power Grid Corporation of India
Ltd”. Today, NTPC has diversified interests, ranging from Hydro power generation,
distribution, power trading etc. It has also formed joint venture companies with Railways,
SAIL, Formerly BSES, TNEB etc respectively for pursuing different business interest.
NTPC's share on 31 Mar 2004 in the total installed capacity of the country was 19.4%
(21,749 MW) and it contributed 27.1% (151 Bus) of the total power generation of the
country during 2003-04. As on date the installed capacity of NTPC is through its 13 coal
based (17,480 MW), 7 gas based (3,955 MW) and 3 Joint Venture Projects (314 MW).
NTPC acquired 50% equity of the SAIL Power Supply Corporation Ltd. (SPSCL). This
JV company operates the captive power plants of Durgapur (120 MW), Rourkela (120
MW) and Bhilai (74 MW). NTPC is also managing Badarpur thermal power station (705
MW) of Government of India.
From the inception of the Company, the philosophy of NTPC has been to build talent
through “Executive Training” scheme of recruitment and induction. Besides the one year
training, the new recruits are attached with Senior executives under a systematic and
formal 'Mentoring System' of the company. This way, company specific skills can be (has
been) developed and nurtured among the employees . Today, more than 50 % of the
executive strength in the company is through this talent building mechanism. The
Executive trainees are the back bone of Engineering, Chemistry, HR, Finance, IT and
Hydro functions of the company.
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A systematic Training plan has been formulated for ensuring minimum seven mandays
training per employee per year and includes level-wise planned intervention designed to
groom people for assuming positions of higher responsibility, as well as specific need-
based interventions based on scientific Training Needs Analysis. Opportunities for long
term education are also provided yo employees through tie ups with reputed Institutions
like IIT-Delhi, (M. Tech in Power Generation Technology), MDI-Gurgaon (Post
Graduate Diploma in Business Management ), BITS- Pilani (B.Tech) etc.
Demonstrating its high concern for people, NTPC has developed strong employee
welfare, health & well-being and social security systems leading to high level of
commitment. NTPC offers best quality of life through beautiful townships with all
amenities such as educational, medical and recreational opportunities for employees and
their family members. The motivation to perform and excel is further enhanced through a
comprehensive NTPC Rewards and Recognition system. A culture of celebrating
achievements and a strong focus on performance are a way of life in NTPC.
Due to innovative people management practices there is a high level of pride and
commitment amongst employees as reflected in the "Best Employers in India-2003"
survey by Hewitt Associates in which NTPC bagged coveted third rank. Continuous
efforts are being made by NTPC to leverage the potential of its employees and become a
strategic business partner.
1. NTPC has been ranked 1st Best Employer in India in the Public Sector Category
and 3rd overall as per survey carried out by Business Today & Hewitt Associates.
2. Best Employer National Award for the welfare of persons with disability instituted
by Ministry of Social Justice and Empowerment, Govt. of India for year 2003.
3. National Centre for Promotion for Employment for Disabled People (NCPEDP) –
Shell Helen Keller award 2002 for promoting employment opportunities to disabled
people.
4. Platts Global Energy awards 2002 for commitment to community development.
5. ‘ICC – UNEP World summit Business Award for Sustainable Development
Partnerships’ in recognition of contribution to sustainable development.
6. CoRE-BCSD Corporate Social Responsibility award for 2001-02 in recognition of
its leadership efforts towards social responsibility by The TATA Research institute.
7. Best HR practice award 2001-02 instituted by Indian Society of Training
Development.
8. "Innovative HR practices Award" in Public Sector category by World HRD
congress.
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9. Golden Peacock Natioal Training Award 2003 instituted by Institute of Directors.
10. Golden Peacock Award for Excellence in Corporate Governance for the year 2002,
instituted by the World Council for Corporate Governance in association with
Centre of Corporate Governance and Institute of Directors.
11. Meritorious Productivity Award of the GoI to 12 Stations.
12. Prime Minister’s Shram awards every year since 1986 including Shram Veer,
Shram Bhushan, and the highest Shram Ratna Awards.
13. Safety Awards of GOI, British Safety Council & National Safety Council, USA etc.
14. Prime Minister's Award for Excellence in Memorandum of Understanding (MoU)
for the year 1998-99, 1999-00 and 2000-01 in succession for being one of the top
ten performers in the country. During the years 1999-00 and 2000-01, NTPC was a
top awardee.
VISION
“A world class integrated power major, powering India’s growth, with increasing global
presence”.
MISSION
“Develop and provide reliable power, related products and services at competitive prices,
integrating multiple energy sources with innovative and eco-friendly technologies and
contribute to society”.
National Thermal Power Corporation (NTPC), India's power giant, was established in
November 1975 to play a major role in the Indian power sector. Today, an installed
capacity of 19,435 MW, the corporation is looking ahead with an ambitious corporate
plan to achieve a capacity of 30,000 MW by the year 2007 and 40,000 MW by 2012.
Operating 13 coal based and 7 gas based stations, NTPC with its share of about 19% of
India's total installed capacity, generated 26% of the contry's power. A consistent high
level performer in operation, NTPC provides the benchmark for the Indian power sector.
While more than quadrupling the turnover in the past seven years to Rs.20,344 cores in
2000-2001. The profit has now reached Rs.3733.80 crores. NTPC improved its ranking
on sales to 295 in 2000 from 299 in 1999 (as per Asia Week's survey off top 1000
companies of Asia pacific region including Japan). Also NTPC has been ranked as 31 st
largest on net profit in 1999 against 40th rank in 1998. In the Indian corporate sector,
NTPC ranked first in terms of profit and 7th in terms of sales volume as per survey of
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'Asia week'. In a study conducted by DATA MONITOR, UK, NTPC has been ranked
as the SIXTH (6TH) LARGEST thermal power utility in terms of generation of electricity
and the SECOND MOST EFFICIENT in capacity utilization among the thermal utilities
of the world during the year 1998.
As part of the corporate growth strategy, NTPC is diversifying into hydel and non-
conventional energy development. A joint venture company has been formed with ABB-
ALSTOM to undertake Renovation and Modernisation of aging power plants both in
India and abroad. NTPC is presently in the process of tying up LNG supplies for the
expansion of its gas-based stations.
NTPC has been a socially committed organization since inception. NTPC's mission
statement includes "To be a responsible corporate citizen with thrust on environment
protection, rehabilitation and ash utilisation."
In pursuance of the vision and mission, NTPC had a specific corporate objective towards
sustainable power development as follows:-
• The corporation will strive to utilize the ash produced at its stations to the maximum
extent possible.
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BADARPUR THERMAL POWER STATION (BTPS)
Badarpur Thermal Power Station was constructed with the idea of providing a major back
up for hydropower in the Northern Region. From 1.4.87 onwards, Delhi is the sole
beneficiary of the power generated from the station.
With the commissioning of the first 100 MW unit (derated to 95 MW since 1990), the
plant became operational on 26th July 1973.
The management of the station was entrusted to National Thermal Power Corporation
with effect from 1st April’1978. Since then, two units of 210 MW each were
commissioned in 1978 & 1981 respectively. 1978 was a landmark year as the
management changed hands, with NTPC taking charge. Suddenly things started
happening. There was a new energy in the air & visible, tangible results came into focus.
BTPS began its upward journey moving from strength to strength
Initially the performance of the station with a PLF of merely around 33% was at a rock
bottom level. For the past 29 years & in its 30th year of operation, Badarpur Thermal
Power Station has been moving from strength to strength, recording quantum leaps in
generation, availability and substantial reduction in inputs; thereby demonstrating overall
efficiency in plant performance, towards its end-objective of providing power to the
Capital. Presently this station meets more than 24% of the overall requirement of Delhi.
Operational since 1973 & managed by NTPC since 1978, BTPS has consistently striven
to improve power generation, with resounding success. Its Plant Load Factor rose from
meager 31.94% in 1977-78 to a level of above 65% since 1990-91. Its availability factor
too rose from a level of 40% during 1977-78 to a level above 79% since 1990-91.
In spite of the old and aging units, Plant Load Factor of Badarpur has remained higher
than the National Average for the last 16 consecutive years. The station stood amongst
the best 13 thermal power stations of the country in terms of Plant Load Factor during
financial year 1998-99 and was ranked 17th in 1999-2000. During the financial year
2000-01, it has been ranked 12th on All India Basis & during the financial year 2001-02,
it has been ranked 11th on All India Basis, during the previous Financial Year 2002-03, it
has been ranked 13th on all India Basis.
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The station has played a role model for others to emulate in the areas of upgrading skills
in plant operation, reduction in auxiliary power consumption and specific oil
consumption, specially with the aging units having run more than 1,80,000 hrs on an
average basis.
DATE/YEAR LANDMARK
26th July 1973 BTPS plant became operational.
1975 NTPC was incorporated in this year.
1st April’1978 BTPS was entrusted to NTPC.
1997 NTPC was given the status of NAVRATNA COMPANY.
2002 Three new subsidiaries were established:-
• NTPC electric supply company Limited.
*NTPC has won several awards and accolades in 2009-10 in various fields like
operations, human resource management, corporate governance, CSR.
Some of them are as follows:
(a) -Ranked No. 1 Independent Power Producer in Asia and 2nd in the world in the Plants
Top 250,Global Energy Company list for 2009.
(c) ICSI National Award for excellence in corporate governance 2009 has been
conferred to NTPC by Institute of Company Secretaries of India.
(d) Awarded Gold Trophy for SCOPE Meritorious Award for best practices in human
resource management.
(e) Ranked number ONE in the category the ‘Best Workplaces for Large Organizations’
and number tenth overall for the year 2009 by Great Places to Work Institute’s India
chapter in collaboration with Economic Times.
-Top six out of eight National Awards for Meritorious
Performance of Thermal Power Stations for 2008
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ORGANIZATION CHART OF BTPS
V N CHOWDHARY
E D ,BTPS
R.M.KHANNA
B.K. MUKHERJEEE
ER & W
DY.MANAGER
J.H.GOPAL
HR
The workmen in various departments were from W0-W11, the supervisors S1 –S4,
This band of supervisors and workmen came under the non executive band, whereas
Employees of the level E1 and above upto E9,were in executive band. The officers
appointed afresh e.g. ETs & MTs came in E1 to E3 ,E4 To E5 was that of engineers,
E5 and above were that of Dy. Managers, and HODs .The major departments included
Operations and Maintenance and Non operations and Maintenance.
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LITERATURE SURVEY
19
REWARD SYSTEM
The reward system at NTPC was launched with a view to recognize & reward
employees’ work ,good behavior, leadership qualities ,involvement in TQM initiatives,
demonstration of human values and core values of the company with a view t foster a
culture of recognition & celebration of achievements in the organization.
Two new recognitions have been recently, added to the existing set of eleven rewards &
Recognitions. The final list of thirteen rewards & recognition include:
All the regular employee of NTPC are eligible for getting the rewards & recognitions
under the NTPC Reward System as per their applicability & eligibility of the same.
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2.1 PREAMBLE
NTPC believes in the power of People and it is the professional philosophy of the
management to create an enabling organizational culture for people to demonstrate their
creativity, initiative, and involve in holistic development, through recognition celebration
of achievements.
Even the research shown that it is the people’s behavior and commitment that creates
excellence & drives business results. It is also well established that behavior which gets
rewarded gets reinforced.
Although NTPC has formulated many HR policies for employees’ development and
growth, it was felt that there is still space for enhancing employees’ motivation & morale
on the continuous & sustained basis.
Keeping the above in mind, a bouquet of special Rewards and Recognition Schemes is
evolved with an objective of reinforcing good work and behavior of employees in order
to achieve Organizational excellence.
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2.2 OBJECTIVES
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2.3 REWARDS
The various rewards included within the scope the NTPC Reward System as under:
The system for administering the above Rewards and its presentation is detailed in the
Scheme.
2.4 SCOPE
The NTPC reward system will combine in itself the thirteen rewards & recognitions as
mentioned above. The system shall in its scope cover all Projects/Power Stations
/Units/Regional Offices/Corporate Center of NTPC and applicable to all regular
employees on the rolls of the company subject to meeting specific conditions mentioned
in each Reward System.
2.5 ADMINISTRATION
The nodal departments at different locations for administering the system are:
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(c) At Corporate Centre –CARE Group
Rewards shall be made only, if, the opinion of the committee of judges a recognition
really becomes due. The verdict of the competent authority, with respect to that particular
reward, is final and binding. No disputes will be entertained.
The reward system is purely a Voluntary System introduced by the management for
enhancing motivation & morale of the employees and does not confirm any right or
obligation.
2.6 REVIEW
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THANK YOU SLIPS
CRITERIA: Any good work done by anyone in the department/group may be appreciated
through feel good slips or card.
RECOGNITION: Employee who wants to recognize another employee for any of the
reasons mentioned above may leave a Thank You slip on the desk of such an employee or
e-mail the same to him or her .This is an appreciation of an employee by another towards
realization of NTPC core value Mutual Respect and Trust.
RESPONSIBILITY: The respective HRD executive shall arrange sufficient no. of slips.
HRD-CC shall create a standard Thank You slip, which can be replicated.
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APPLAUSE
OBJECTIVE: To appreciate a task well done/ target achieved within stipulated time by
an employee or group of employee or group of employees in a section/department.
AWARD:
26
APPRECIATION LETTER
PERIODICITY:As frequently possible. There sis no limit on the no. of the times an
employee could be appreciated for god work.
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STAR OF THE MONTH
APPLICABIILITY/ELEGIBILITY:All non-executives.
NUMBER OF AWARDS: 01 may be given to the each department in the month to the
deserving employees. One employee may be entitling for more than the one star of the
month award in a year.
REWARD:
A small pin up badge stating “star of the month” by HOD is presenting to the
employee.
Name of the employee and the photo should be put on the notice boards.
PERIODICITY:Once a month to be awarded not later than 4th of the following month. If
during the month no employee is found suitable, the award may not be given for the
month.
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EMPLOYEE OF THE YEAR
OBJECTIVE: To recognize and reward exemplary performance for creating role models
and performance culture.
ELIGIBILITY: Non-executives, who have got the minimum of two stars “star of the
month” awards and four “appreciation letters” in a year.
CRITERIA: Non-executives, who exhibit the outstanding all round contribution through
regular and active participation in various TQM initiatives, extra circular activities
,demonstrate additional skills, etc.
REWARDS:
(a) Unit level- Position no. 1 and 2 based on the selection from each department for
“employee of the year".
(b) Departmental: All those who were nominated for the unit level employee of the
year but did not qualify for the same would be considered based on the position
for the “department employee of the year”.
PREIODICITY:
29
VIDHYUT AWARDS
CRITERIA: Such of those entries, which did not get Shram Award, would be considered
for this award.
Rank of the Award Award value (Rs) No. of the Awards Recipients shall be
called
1st 15000 01 Vidhyut Jyoti
2nd 10000 02 Vidhyut Punj
3rd 7500 05 Vidhyut Kiran
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Power EXCEL Award
REWARD: These rewards shall be given under the name POWER EXCEL awards
(Power Executives Excellence Award)
(a) Training in India (upto 7 days as per choice of the executives)
(b) Letter of Appreciation under the signature of BUH/GM.
(c) A cash reward of Rs 5,000/- each to the winners.
RESPONSIBILITY: Concerned HOD will initiate the proposal for consideration by the
committee consisting of (05) HODs nominated by BUH/ED.
LOCATION CATEGORY
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PEARL AWARD
APPLICABILITY: All HODs & E7 and E7A at units and Regional Hqrs. and at CC.
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ACE Awards
(Award for Corporate Excellence)
REWARD: These awards shall be given under the name of ACE Award
-Up to 07 days of training abroad and a cash reward of Rs 15,000/-each
To winners.
-Letter of appreciation.
RESPONSIBILITY: ED (HR)
PERIODICITY: ANNUAL
33
MENTORS SAMMAN
APPLICABILITY: All mentors who have been attached with current batch of ETs for
mentoring.
PERIODICITY: Annual
34
MANVEEYATA PURUSKAAR
OBJECTIVE: To recognize good values exhibited by employers in official & social life.
This shall include Human Values, Core Values of the company for creating role models
in the company.
35
WELCOMING
Letter is issued by Concerned HOD in case of Non-executives & Executive upto E5,
E6 and above BUH at units .
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BIDDING FAREWELL
37
THE STUDY
38
OBJECTIVE OF THE STUDY
The study aimed at finding the appropriateness of NTPC’s Reward & Recognition
schemes for the purpose of enhancing performance, motivating and awarding employees
for their outstanding achievements. For any reward scheme to have the desired
motivational effect, following conditions must be met-
2. Transparency: Rewards are distributed as per criteria and there is no room fof
favoritism and personal biases.
The questionnaire was designed on above principles. It was not specific for any one
reward but the overall reward and recognition climate of the unit/office through studying
employee perception about above aspects of the existing reward and recognition schemes.
It was applicable to both monetary and non monetary reward schemes.
39
RESEARCH METHODOLOGY
Sampling Unit: BTPS employees, 50 Non Executives i.e. from Wo-W11 &
50 Executives i.e. E1 and above, upto E7
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LIMITATIONS
(1) Lack of openness: The employees were bit reluctant to fill the questionnairrre and
were skeptic of the motive.
(2) Lack of Cooperation: The employees had to be convinced to respond ,as they felt
some confidential information is being extracted.
(3) Changing Shifts: The employees that included majority of technical plant workers
and engineers worked in shifts in the interior of the plant, getting the
questionnaire filled up by them was bit difficult.
(4) Casual Attitude: Many employees had a casual attitude, keeping the questionnaire
at first place and asking to collect in sometime, when approached for collection it
used to be lost by them.
(5) Some of the non-executive level employees could not get the questions & so were
to be dealt individually.
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FIELD OF STUDY
The field of study was BTPS, the sample for the study included executives, non-
executives, supervisors , foremen and plant workers. Simple random sampling technique
(convenient sampling) was used.
The departments from where sample was taken included O& M Department,
Instrumentation Department, Vigilance Department, and Finance Department etc.
Approximately half of the sample included non – executives and plant workers as they
constituted major proportion of the total employees in the organization, thus the sample
was such that it contained appropriate mix of total population.
42
ANALYSIS OF QUESTIONNAIRE
43
Q1. I am aware of the various monetary and non monetary reward schemes of NTPC?
EMPLOYEE RESPONSE
s.disagree
disagree
neithr a/d
agree
s.agree
DATA INTERPRETATION
The above pie chart indicates that 10% of the employees strongly disagreed, 35%
disagreed,30% neither agreed nor disagreed ,20% agreed and 5% strongly agreed that
they were aware of the various rewards schemes (monetary & non monetary) of NTPC.
Since the sample size was 100, the percentage is equal to the no. of employees.
44
Q2. I am aware about the basic criteria on which various rewards are based?
EMPLOYEE RESPONSE
s.disagree
disagree
neithr a/d
agree
s.agree
DATA INTERPRETATION
The above pie chart indicates that 5% hence 5 employees strongly disagreed,
15% disagreed,35%neither agreed nor disagreed,40%agreed,5%strongly agreed
that they were aware of the basic criteria on which rewards were based.
45
Q3.Rewards are based on clear and objective criteria?
EMPLOYEE RESPONSE
s.disagree
disagree
neithr a/d
agree
s.agree
DATA INTERPRETATION
The above pie chart indicates that 5% of the employees and hence 5 employees strongly
disagreed,5% disagreed,40%neither agreed nor disagreed,30%agreed and 20% strongly
agreed that the rewards were based on the objective criteria.
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Q4.Rewards are given as per criteria.
EMPLOYEE RESPONSE
s.disagree
disagree
neithr a/d
agree
s.agree
DATA INTERPRETATION
The above chart indicates that 25% and hence 25 employees strongly disagreed,15%
disagreed,40% neither agreed nor disagreed,15% agreed,5% strongly agreed that the
rewards were given as per the criteria.
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Q6.Favoritism prevails when it comes to giving away rewards.
EMPLOYEE RESPONSE
s.disagree
disagree
neithr a/d
agree
s.agree
DATA INTERPRETATION
The pie chart indicates that 30% employees hence 30, strongly disagreed,
10%disagreed,45% neither agreed nor disagreed,10% agreed and 5% strongly agreed that
favoritism prevails while giving away the rewards.
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Q6. Deserving people are rewarded.
EMPLOYEE RESPONSE
s.disagree
disagree
neithr a/d
agree
s.agree
DATA INTERPRETATION
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Q7.Rewards are given on time, as and when they become due.
EMPLOYEE RESPONSE
s.disagree
disagree
neithr a/d
agree
s.agree
DATA INTERPRETATION
The above pie chart indicates that 5% employees hence 5, strongly disagreed,
5%disagreed,30% neither agreed nor disagreed,40%agreed,20% strongly agreed that the
rewards were given as and when they became due.
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Q8.Awardees gets adequate publicity.
EMPLOYEE RESPONSE
s.disagree
disagree
neithr a/d
agree
s.agree
DATA INTERPRETATION
The above pie chart indicates that 5% employees hence 5, strongly disagreed,
10%strongly disagreed, 30%neither agreed nor disagreed, 40%agreed,
5%strongly agreed that the awardees get adequate publicity.
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Q9.Good performance is appreciated and recognized by top management.
EMPLOYEE RESPONSE
s.disagree
disagree
neithr a/d
agree
s.agree
DATA INTERPRETATION
The above pie chart indicates that 5% strongly disagreed, 10% disagreed,30%neither
agreed nor disagreed ,40% agreed,15%strongly agreed that good performance is
recognized and appreciated by top management.
\
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Q10.Seniors share the credit of good work with their subordinates.
EMPLOYEE RESPONSE
s.disagree
disagree
neithr a/d
agree
s.agree
DATA INTERPRETATION
53
Q11.Quantum of rewards is proportionate to one’s achievement.
EMPLOYEE RESPONSE
s.disagree
disagree
neithr a/d
agree
s.agree
DATA INTERPRETATION
54
Q12.Performance linked monetary rewards are reasonable at NTPC.
EMPLOYEE RESPONSE
s.disagree
disagree
neithr a/d
agree
s.agree
DATA INERPRETATION
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CONCLUSION
The responses obtained indicate that the employees were fairly satisfied with the reward
system of the organization. Although a small sample size was taken to analyze it, every
proportion of population was represented by the sample appropriately.
The questions were designed using basic principles into consideration i.e. fairness,
openness, timeliness etc. The responses thus obtained were then analyzed to arrive at the
conclusion.
The responses obtained in the two extremes were very less, i.e. every question was
responded by the employees avoiding the two extremes of strongly agree & strongly
disagree this can be justified by the fact as explained above in the limitations that the
employees were hesitant and behaved as if some confidential information was being
extracted from them or that it indicates that employees were fairly satisfied with the
management regarding the various reward system schemes.
Majority of the responses obtained were that of “agree” i.e. approximately 30 to 40% 0f
the employees responded “agree” to the questions like rewards are given as per criteria
that indicates that etc., indicating that organization had been fairly successful in keeping
the reward system schemes balanced and satisfactory.
Next highly obtained response was that of “Neither Agree Nor Disagree”, i.e.
approximately 25% to 30% employees responded to this option, it was observed during
the survey that due to lack of openness again the employees hesitated to respond disagree
to the Questions that included good work does not go unnoticed ,seniors share the credit
of good work etc. in order to avoid any confrontation if it ever happened.
Also it was observed that most of the executives took a lot of time in responding and
were less cooperative and open as compared to the non executive employees, also the
Satisfaction level was high in the higher grade (E4) above.
The workers were enthusiastic and cooperative in their responses aw well as interactive.
After detailed analysis done band wise or grade wise it can be concluded that the
satisfaction level of the employees as well as their awareness regarding various rewards
& recognition schemes was fairly well, i.e. the employees were fairly satisfied with
Reward System of the organization.
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RECOMMENDATIONS
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QUESTIONAIRRE
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achievement.
12.Performance linked
monetary rewards are
reasonable at NTPC.
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BIBLIOGRAPHY
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