A STUDY ON JOB SATISFACTION IN

NATIONAL THERMAL POWER CORPORATION AT RAMAGUNDAM A PROJECT REPORT

Submitted in partial fulfillment of the requirement For the award of the degree of

MASTER OF HUMAN RESOURCE MANAGEMENT

BY D.VENKATESHWAR RAO (H.NO. 07001 H 1002) Under the guidance of Mr .CH.SRINU
MHRM .Mphil.(Phd)

Department of Human Resource Management UNIVERSITY ARTS & SCIENCE COLLEGE

SUBEDARI, WARANGAL-506001 2006-2008
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DECLARATION I here by declare that this project entitled A STUDY ON JIOB SATISFACTION HAD CARRIED OUT FOR NATIONAL THERMAL POWER CORPORATION LIMITED at Ramagundam is a bonafied work done by me during the year 2006-2008, under the expert guidance of MR.CH. SRINU, lecturer of University Arts & Science college, Hanamkonda under supervision iof Mr.D.DEVADAS, HR officer (HR-ER) at ramagundam. I also declare that this work have not been submitted for the award of any degree or diploma from any University including Kakatiya University .

(D.VENKATESHWAR RAO)

ACKNOWLEDGEMENT
It is a great privilege for me to record here my deep sense of gratitude towards P.GOPAL RAO,DGM(HR) NTPC,and ramagundam for giving me this opportunity to do my project work in the company. I would like to express tprofound gratitude to Mr. D. DEVADAS .HR Officer(HR-ER), for his exceptional guidance in doing my project work in doing and my college guide Mr. CH. SRINU (lecturer) , Universtity Arts & Science College .

I convey my sincere thanks to prof.G.SRINIVASA REDDY, principal of University Arts & Science college,Subedari, Hanamkonda , for his encouragement, whose timely efforts enabled me to complete my project work successfully.

I would like to extend my sincere thanks to sri MANOHARAN, DGM (HRED), V.VENKATESH, Sr. manager (HR-ED), M. NIZAMUDDIN senior manager ( HR-ED), and all the staff of ED for their consistent support for completing this project work.

I thank every employee of NTPC, Ramagundam for his or her help and guidance in completing of my project. In addition, to all my friends and relatives to complete this project work successfully. D.VENKATESHWAR RAO

CONTENTS
UNIT-1 UNIT-2 : INTRODUCTION : JOBSATISAFACTION A THEORETICAL FRAME WORK. UNIT-3 UNIT-4 : PROFILEOF NTPC ,RAMAGUNDAM. : JOBSATISFACTION AT NTPC, AND PERCEPTION EMPLOYESS ON JOB SATISAFACTION IN NTPC. UNIT-5 UNIT-6 : DATA ANALASYS & INTERPRETATION : CONCLUSION & SUGGESTIONS.

BIBILOGRAPHY

UNIT- I

INTRODUCTION
In this section, an attempt is made to present the need and importance of then study, review of literature, objectives of the study methodology, sources of data, limitation of study and design of the study. Being the best employer is not about spoiling your employees but helping them and realizing their true potential. Job satisfaction is the result of various attitudes the employee holds towards his job and towards life in general. The relation ship between man and work has always attracted the attention of philosophers, scientists and novelists. A major part of rrians life is spent in work; work is a social reality and social expectation to which man seem to, conform. It not only conforms status to the individual but also binds him to the society. It may seem that with the growing complexities of tl1 industrial sociality, work is simply a means of earning a living. An individuals sense or well-being of doing something worthwhile, of having some considerations, may be so compulsive that men may continue to work even if they are not pressed by economic needs. If men worked for money alone, there would be no way of explaining the fact that some men who have plenty of money still continue to work.

NEED AND IMPORTANTS OF STUDY Job satisfaction is primarily based upon the satisfaction of needs. The stronger the need, the more closely, will job satisfaction depend on its gratification. The concepts of needs and attitudes have been taken from animal psychology and social psychology, respectively, The term need is defined as a a condition marked by the feeling of deficiency or want of something or requiring the performance of some action. The goals or purposes to which needs are directed are technically termed incentives Needs are terminated attainment of incentives. This termination accompanies, a simple feeling state known as satisfaction. The work Job is used in a restricted sense and refers to a specific task. Where as the term Job satisfaction covers the satisfaction derived from being engaged. in work or in any pursuit of a higher order, it is essentially related to human needs and their fulfillment through work. Job satisfaction significally contributes to employees productivity and morale. If an organization or company appropriately, discovers attitudes on factors related to the job, it can take necessary steps to prevent bad situations and there by improve the job satisfaction of its employees. Further, satisfaction of individual expectation results in group integration and cohesiveness. But is not necessarily related to production. As regards measures for increasing job satisfaction, although management cannot change the personal factors in job satisfaction, it should appreciate the role of such factors and must take care to place the employees where the personal factors of the individual will help him in achieving Job satisfaction.

It is highly important that the supervisor should be adequately trained to be, capable democratic leaders, since in recent years, the employees have been desiring much more information about the job and the organization in which they are employed, the supervisor should recognize that information obtained through the grapevine is often erroneous and detrimental to the interests of the organization. Above all, while keeping in view the factors related to Job satisfaction, the management must recognize the importance of the stability of employees attitudes that may lead to high morale and production

OBJECTIVES OF THE STUDY The major objective of the present study is to study and analysis the Job satisfaction activities undertaken by NTPC Industries. 1. 2. 3. 4. 5. To measure the overall job satisfaction of employees. To find out what are the various facets int1uencing the overall job satisfaction. To study what are the various incentives that the organization is providing to To find out the awareness levels of National Thermal Power Corporation To evaluate the level of satisfaction of the employees

there employees. limited.

SCOPE :Scope of the study is confined to, what are the various facets and incentives of the organization which are motivating the employees to stay with the organization. To find out what aspects are satisfied and dissatisfied by the employees of the organization and the difference in the satisfaction level of executives and Nonexecutives. Discusses the research design, important of the study scope and signification of the study, sources of data, need of the study, objectives of the study, and limitation of the study. RESEARCH DESIGN A research design is an arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. It is the conceptual structure within which research is conducted and it constitutes the blueprint for the collection, measurement and analysis of data. It includes in outline of what the researcher will do from writing the hypothesis and its operational implications to the final analysis of data.

This project Job Satisfaction is done at NTPC, Ramagundam, and both primary and secondary data are used for the purpose of the study

SOURCES OF DATA

PRIMARY DATA
The data regarding the topic job satisfaction for clerk, workmen, supervisors and executives of the organization is collected by conducting survey using questionnaire of sample size 100. Out of which 39 are Executives, 18 are Supervisors, 35 are workmen and 8 are clerks. A series of discussions were made with the senior manager HR and also with HR executives and then the information is gathered.

SECONDARY DATA
The secondary data, about establishment, location etc were collected from the manuals, reports, information broachers issued by the company.

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LIMITATIONS:
a. b. c. d. e. f. The study is dependent mostly on the primary data collected and from the The findings and suggestions are drawn .based on the responses of the Only 5% of the organization is taken into consideration while the survey is Data analysis is confined to quantitative techniques. Now that NTPC is the largest power utility in the country. Time forms an important limitation for carrying out the project

senior manager of HR department of NTPC. questionnaire made and the data provided by the company. conducted.

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DESIGN OF THE STUDY:In view of the stated objectives of the study, the study was organization in five sections. Section - I : Deals with Introduction and presented the need and important of Job satisfaction in NTPC , needs and importance of the study, Review of the study, objectives of the study, methodology, sources of the data, and Design of the study. Section -II: Titled as Job satisfaction deals with present scenario of in terms of historical evidence and negligence on the part of NTPC. Section-III: Deals with National Thermal power Corporation limited and presents the profile of NTPC, and overview on Job satisfaction in NTPC. Section-IV: Deals with the present scenario of Job Satisfaction in NTPC and perception on the Data analysis and Interpretation on Job satisfaction, about the overview of job security, respect from boss, conflict occurs, fringe benefits etc. Section-V: Deals with the perception on Conclusion and Suggestions from the responds in NTPC on Job satisfaction questionnaire.

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UNIT~II
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JOB SATISFACTION CONCEPTUAL FRAMEWORK

The term job satisfaction was brought to limelight by Hoppock (1935). Job satisfaction is a combination of psychological, physiological and environmental circumstances that causes a person to say, I am satisfied with my job. The father of scientific management, Taylors (1911) approach to job satisfaction was based on a most pragmatic and essentially pessimistic Philosophy that man is motivated by money alone. That the workers are essentially stupid and phlegmatic and that they would be satisfied with work if they get higher economic return from it. Over the years, we have moved away from Taylors solely monetary approach to a more humanistic orientation. Such a description indicates the variety of variables that influences the satisfaction of the individual but tell us nothing about the nature of job satisfaction. DEFINITION Locke defines job satisfaction as a pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences. To the extent that a persons job fulfils his dominant need and is consistent with his expectations and values, the job will be satisfying.

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Another way to define job satisfaction is an end state of feeling. The word end emphasize the fact that the feeling is experienced after a task is accomplished or an activity. Has taken place whether it is highly individualistic effort of writing a book or a collective endeavor of constructing a dam. These tasks activities may be easily observable or could just be experienced. But in all cases, they satisfy a certain need.

The concepts of job satisfaction includes

Firstly, job satisfaction is a function of values, defined as what a person consciously or unconsciously desires to obtain. Secondly job satisfaction emphasizes that different employees have different views of which values are important and this is critical in determining the nature and degree of their job satisfaction. One person may value high pay above all else; another may value the opportunity to travel; another may value staying within a specific geographic region. Thirdly job satisfaction is perception. It is ones perception of ones present 3ituation relative to ones values that matters. Aspects of work behaviour and personal characteristic play a vital role in deciding the satisfaction of the employee in his/her job.

JOB SATISFACTION AND WORK BEHAVIOUR

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Generally the level of job satisfaction seems to have some relation with various aspects of work behaviour like absenteeism, adjustment, accidents, productivity and union affiliation. Although several studies have shown varying degrees of relationship between them and job satisfaction, it is not quite clear, whether these relationships are correlative or casual. In other words, job satisfaction is a cause of these aspects of work behaviour or whether work behaviour causes satisfaction. Most studies have used a correlative design to examine the relationship between them and have found the nature of relationship varying depending upon the nature of various aspect of Job. JOB SATISFACTION AND PERSONAL CHARACTERISTICS When a person comes to work, he brings with him his total personality, his attitudes, likes and dislikes, his personal characteristics and these, in turn, influence the satisfaction he derives from his work. As work is one of the necessary aspects of the total life experience of an individual, it becomes important to examine how his personal characteristics influence his job satisfaction. Personal characteristics here refer to such bio-social variables as age, martial status, education, length of service, and income, etc.

THEORIES OF JOB SATISFACTION

Researchers have theorized job satisfaction in several ways. The four major theories of job satisfaction viz.:

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1. Need-fulfillment theory. 2. Social reference-group theory, 3. Equity theory. 4. two-factor theory

1)

Need-fulfillment theory Under the Need-fulfillment theory it is believed that a person is satisfied if he

gets what he wants and the more he wants something, or the more important it is to him, the more satisfied he is when he gets it and the more dissatisfied he is when he does not get it. 2) Social reference-group theory The social reference-group theory is similar to need-fulfillment theory except that it takes into account not the desires, needs and interests of the individual but rather the point of view and opinions of the group to whom the individual looks for guidance. Such groups are defined as the reference-group for the individual in. that they define the way in which he should look at the world and evaluate various phenomena in the environment (including him self). It would be predicted, according to this theory, that if a job meets the interests, desires and requirements of a persons reference group, he will like it and if it does not, he will not like it.

3)

Equity theory 17

Equity theory developed by Adam (1963) provides yet another theory of job satisfaction. This approach advocates that a person compares the ratio of his outcomes over inputs to the ratio of some comparison object. 1 f two ratios are equal, satisfaction results. If they are not equal, dissatisfaction results. 4) Two factor theory This theory was developed by Herzberg, manusuner, paterson and capwell who identified certain factors as satisfiers and dissatisfiers. Factors such as achievement, recognition responsibility etc., are satisfiers, the presence of which causes satisfaction but their absence does not result in dissatisfaction on the other hand the factors such as supervision salary, working conditions etc are dissatisfies the absence of which cause dissatisfaction however their presence does not result in job satisfaction. This theory is considered invalid as a person can get both satisfaction and dissatisfaction at the same time.

A Model of determinants of facets of job satisfaction

Edward E.Lawler in 1973 proposed a mode of facet satisfaction which explains the determinants of facet satisfaction. This model is applicable to understanding what

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determines a persons satisfaction with any facet of the job. The model presented in the figure assumes that the same psychological processes operate to determine satisfaction with factors ranging from pay to supervision and satisfaction with the work itself. It is a discrepancy model in the sense that it shows satisfaction as the difference between. Perceived amount that a person feels he should receive and what he perceives that he actually receives.

Second, The model indicates that when the persons perception of what his outcome level is and his perception of what his outcome level should be are in agreement the person will be satisfied, Thus for any job factor, the assumption is that satisfaction with the actor will be determined by the difference between how much of the factor there is and how much of the factor the person feels there should be. MEASUREMENT OF JOB SATISFACTION Measurement of job satisfaction has come to acquire the same fate as the measurement of intelligence. Since there is no agreement on a specific definition, generally questionnaires are developed to measures satisfaction with various aspects of work and the resultant behavior or score is called job satisfaction. Today, as intelligence is defined as what is measured by Intelligence test, job satisfaction can also be defined as what is measured by job satisfaction questionnaire. Perhaps, the earliest of all the known scales of measuring job satisfaction is that by Hoppock (1935). He developed essentially 4 items, each one with seven alternative responses. If a person chooses the least satisfied of the seven alternatives, he gets a score of 100, and 700 if he chooses most satisfied alternatives, for each item. Other alternatives represent a 100-point addition to the previous

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alternatives. Thus, if a person chooses first alternative or all four items his total score is 400. The maximum total possible is 2800 provided all four seventh alternatives are choosen. But Hoppock takes the average of the four items (range 100-700) for developing the satisfaction index. Although in its original form, job satisfaction index by Hoppock is generally not used now but its variations can be spotted in the literature. Hoppocks index is, perhaps, the only direct measure of job satisfaction. Others have indexed job satisfaction in terms of the responses to a variety of questions which deal with factors that are directly or indirectly connected with jobs. These responses are usually measured on a variety of scales ranging from simple yes-no to 7point or 5-point agree-disagree type of scales.

Factors of job satisfaction

Factors like nature of work environment, nature of supervision, nature of the companys approach to people, organizational climate, remuneration, expectancy terms & conditions of work, need satisfaction, ego satisfaction, motivation, prestige associated with the work or organization etc substantially influence the employees job satisfaction.

Personal factors
They include workers sex, education, age, marital status, and their personal characteristics, family background, socio-economic background and the like.

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Factors inherent in the job

These factors have recently been studied and found to be important in the selection of employees Instead of being guided by their co-workers and supervisors, the skilled workers would rather like to be guided by their own inclination to choose jobs in consideration of what they have to do. These factors include the work itself, conditions, influence of internal and external environment on the job which are uncontrolled by the management etc.

Factors controlled by the management:

They include the nature of supervision, job security, kind of work group, wage rate, promotional opportunities, transfer policy, duration of work and sense of responsibilities. All these factors greatly influence the workers and provides a sense of job satisfaction.

Job satisfaction and Organizational objectives

A study of the relationship between satisfaction and organizational objectives may throw light on a variety of issues that otherwise may not be possible. For example, such a study may help organizations to develop organizational level plans to introduce greater satisfaction help the employees to develop an identity with the organization, or just improve their commitment to work and loyalty to the organization. Khandwalla and Jain designed a research to study how goals of organization affect the satisfaction level of the managers. In this study the unit of analysis was organization as a whole and the individual responses of the respondents. Data was

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collected in the Indian organizations. The following 12 operating goals were measured on a 5-points scale of importance to top management. 1. Higher performance 2. Performance stabilization 3. Higher sales growth rate 4. Growth in market share 5. Better public image 6. Greater customer loyalty 7. Better relationship with government 8. More professionalized management 9. Higher employee morale 10. Higher operating efficiency 11. Greater supervisory & managerial skills 12. Increase in meeting of national priorities Managers also filled out a satisfaction questionnaire consisting of 14 job factors. These were rated on a 4 point scale of significance to raters. 1. Sense of challenge and worth wile accomplishment. 2. Opportunity for personal growth & development. 3. Opportunity for taking initiative. 4. Superiors appreciation for good work. 5. Decisions making authority. 6. Opportunity for promotion. 7. Job freedom. 8. Opportunity to influence superior decisions. 9. Social prestige of organization. 10. Considerate and helpful boss. 11. Congenial colleagues. 12. Opportunity to serve society.

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13. Job security. 14. Pay allowances and other perquisites. Using organization as a unit of analysis, the results revealed that higher profitability, higher growth rate in sales, and performance stability were rated as the 3 most important top management goals, while sense of chal1enge, opportunity for taking initiative and job security were rated as the 3 most Important satisfaction by 4 organizations.

Job Satisfaction
i. Job satisfaction varies (research suggests, the higher the prestige of the

job, the greater the job satisfaction). But, many workers are satisfied in even the least prestigious jobs. They simply like what they do. ii. iii. iv. Most workers like their work if they have little supervision. The least satisfied workers are those in service occupations and Ethnic and religious orientation is associated to work attitudes, and job satisfaction is related to education.

managers that work for others.

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PROFILE OF NATIONAL THERMAL POWER CORPORATION ORIGIN OF NTPC :

NTPC Ltd. Was incorporated on 7th November 1975 in the central sector as a 24

power generating company, with the objective of planning and organizing as integrated development of thermal power in the country. ABOUT NTPC : The trust of National growth after independence was laid on the industrial development by adopting mixed economy, where state played pre-dominant role as an investor, entrepreneur, and regulator for industries in core sectors. E.g.: Steel, Coal, Fertilizer, Petroleum, and Power. The areas reserved for public sector and the industries developed in a protected environment. National thermal power corporation (NTPC) is the major power utility generating over one fourth of the total thermal power in the country. The corporation has established its credentials over a period of more then two decades and is maintaining its impeccable record by consistency generating reliable and quality power. U.K has ranked NTPC as the sixth largest company in the world in terms of thermal generation and second most efficient in capacity utilization in the basis 1999 data. During the year 1999-2000 NTPC stations generated 1,18.676 (MU) of electricity, which is approximately 23% of the total generation and 30% of the total thermal generation in the country. NTPC today has an impressive record of accomplishment and installed capacity of 1,19,435(MW) with its eleven coal based and six gases based combined cycle. Thermal plants spread all over India. NTPC contribution to overall growth of the countries power sector can be seen from the fact that out of the eight-plan target of 5002MW and for the tenth plan target of 5002 MW is assigned to NTPC. LOCATION: The 210MW Ramagundam super thermal project is located in Karimnagar district of Andhra Pradesh south of river Godavari. The project linked to the south Godavari coalfield or the Singareni Collieries. In addition to the capacity of 500MW in Ramagundam stage-III have commissioned increasing the total capacity to 2600MW as on APR/MAY 2006 NTPC ACTIVITIES: 1. Planning & investigation of new site preparation of feasibility prospect report & the designing as well as engineering of power stations. 2. NTPC is also managing Badarpur Thermal power station (705MW) of Govt. of India in Delhi.

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3. Operation & maintenance of power stations. 4. Research & development in area relate to power generation. 5. NTPC also bagged a turnkey contract for the construction of 21 substations from Nepal electricity authority. 6. The Research & Development of NTPC has been instrumental 7. Enhancing the reliability of plant & equipment. CORPORATE OBJECTIVES: 1. To add generation capacity with in prescribed time and cost to operate & maintain power stations at high availability ensuring minimum cost of generation. It has planned massive growth to mate itself-40,000MW Company. 2. To maintain the financial soundness of the company by managing the financial operations in accordance with good commercial utility practices. 3. To function as a responsible corporate citizen & discharge social responsibility in object of environment protection & rehabilitation. The corporation will strive to utilize the ash produced as its stations to the maximum extent possible through production of ash bricks, building material etc. 4. To adopt appropriate human resource development policy leading to creation of team of motivated & competent power professionals. To introduce, assimilate & attain self-sufficiency in technology, acquire expertise n utility management. Practices & to disseminate knowledge essentially as contribution to other constituents of the power sector in the country. 5. To develop search and development (R& D) for achieving improved plant reliability. 6. To expand the consultancy operations & to participate in ventures aboard. 7. To add generating capacity with in prescribed time and cost. 8. To expand the constancy operations and to participate ventures abroad. 9. To maintain the financial soundness of the company by managing the financial operations in accordance with good commercial utility practices. 10. To operate and maintain power stations as high availability ensuring minimum cost of generation. 11. To develop research and development (R& D) for achieving improved plant reliability. 12. To develop appropriate commercial policy leading to remunerative tariffs and minimum receivables. Vision of NTPC : To enable our people to be a family of committed world class Professionals, making NTPC a leaning organization Mission of NTPC : Make available reliable, quality power in increasingly large quantities 26

at appropriate tariffs, and ensure timely realization of revenues. Speedily plan and implement power projects, with contemporary technologies. Implement strategic diversifications in the areas of R & M, Hydro, LNG and Non-conventional and Eco-friendly fuels and explore new areas like transmission, information technology etc., Promote consultancy and make prudent acquisitions. Continuously develop competent human resources to match world standards. Be a responsible corporate citizen with thrust on environment protection, rehabilitation and ash utilization.

Core Values of NTPC : Customer Focus. Organizational Pride Mutual Respect and Trust. Initiative and Speed. Total Quality. Fames, Business Ethics, Customer satisfaction. System approach and discipline. Innovation, Creativity, entrepreurial risk-taking.

HUMAN RESOURCE MANAGEMENT

The company has continuously added to its installed capacity, yet the ManMW ration has been consistently improving. The total strength of employees of the company including that on second element to different associated organization stands at 23080 as on March 31, 2004 as against 23427 as on March 31, 2003. All efforts were 27

made to improve the work force utilization. The overall man-MW ration for the year 2003-04 was 0.98 as against 1.02 for year 2002-03. In tune with companys HR initiatives, training & development given a renewed thrust to build competence and commitment among the employees. The target of seven days training per employees achieved by most of the plants. In order to bring more objectivity and transparency in performance evaluation and building high performance culture, key performance area based performance, monitoring system is being implemented from 2004-05. Considering the importance of knowledge management, a detailed IT enabled KM system has designed which provides for various domains of knowledge to be comprehensively captured. The system under implementation and would benefit a large number of users in the company. Employee morale continued to remain high facilitating smooth working of the company and contributing to higher generation of power. All efforts to achieve employee development were made through measures like job-rotation etc. EMPLOYEE RELATIONS: Employee relations In NTPC, rooted in the philosophy of bipartisan, continued to be cordial & harmonious during the year. 1. efficiencies. 2. To aim for performance excellence in the diversification businesses. To effectively leverage information technology to drive process

HUMAN RESOURCE DEVELOPMENT: To enhance organizational performance by institutionalizing an objective and open performance management system.

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

To enhance commitment of employees by recognizing and rewarding high performance. To build and sustain learning organization of competent world- calls professionals.

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

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

To cautiously strive to reduce the cost of capital through prudent management of deployed founds, leveraging opportunities in domestic and international financial markets. To develop appropriate commercial policies and processes which would ensure remunerative tariffs and minimize receivables? To continuously strive for reduction in cost of power generation by improving operating practices. AWARDS & ACCOLADES 1. Best employer national award for the welfare of persons with disability

instituted by ministry of social justice and empowerment award conferred on 3rd December 2003.

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2.

Viswakarma Rashtriya Puraskar 2001: Five employees of Badarpur

Thermal station have won VRP 2001 instituted by Ministry of Labor Award conferred on 17th September 2003 on Viswakarma day in New Delhi. 3. CII Exim Bank Award 2003-commendation certificate for strong

commitment to TQM instituted by CII Award conferred on 4th November 2003 at the 11th Quality summit at Bangalore. 4. Golden Peacock Award for corporate social Responsibility 2003

instituted by institute of directors a ward conferred on 14th November 2003 at Mumbai on the inaugural ceremony of seminar on corporate Governance. 5. Indian Institution of industrial engineering-performance award for the

year 2002-03 instituted by Indian institution of Industrial Engineering conferred in a function at Hyderabad, on 4th June 2004.

6.

Golden peacock Eco innovation award & Environment management Award

instituted by institute of directors a warded on 12th June 2004. 7. Greentech Safety award 2003-04 instituted by Greentech Foundation

Awarded on 21st June 2004.

Product of profile

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PROFILE OF THE UNIT RAMAGUNDAM SUPER THERMAL POWER STATIONS (RSTPS)

NTPC was setup in 7th Jan 1975 to establish large generating to strong the regional girds. Ramagundam super thermal power project had an approved investment or Rs.2059.22 Crores RSTPS in situated in the interior of Andhra Pradesh on the bank of Godavari in Karimnagar District just across the coal pitheads of Singareni collieries. The RSTPS has installed capacity of 2600W comprising 7units. RSTPS in third in the series of super thermal power station set up by NTPC and first in south. RSTPS just a barren land in 1979 today bristles with activity. RSTPS constructed at a cost of Rs.1702 crores, the station has been one of the largest receipts of the WORLD BANK LOAN. It is the project implementation and financial control has been appreciated by World Bank with the saying,Ramagundam can be considered as the scholar for construction of power project its generation performance has helped achieve the government of Indias meritorious productivity award as many as 4 times. Following are units sizes Stage 1: 3*200MW Stage 2: 3*500MW Stage 3: 1*500MW

RSTPS ORGANISTION & FUNCTIONS: The project organization, headed by a General Manager, entrusted with the total responsibility for implementation of all aspects of the project in accordance with the master network schedule and the operation maintenance of running units in a

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most cost effective manner.

1. Project organization: The two executives functions under this are civil construction and equipment erection. The civil construction takes care of all the activities starting from survey and soil investigation, site leveling, infrastructure development, township construction etc. The equipment erection wing carries out of the mechanical and electrical and control and instrument activities concerning erection and commission of plant and equipment. 2. Operation and maintenance: This department looks after the operation of commissioned units and the short, long-term maintenance works. O&M includes main plant operation mechanical maintenance, electrical maintenance, and control instrumentation maintenance, fuel handling (O&M) chemistry and coal transport (MGR) groups. 3. Materials Management, Personnel, and Administration: This group under takes the control of bulk structure construction materials like steel, cement, diesel, and fuel oil apart from the procurements, storages and control of consumables, equipments and spare parts.

STATION HIGHLIGHTS:

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Record haulage of coal in single day of 78,720 MT on 29 June 1998 Asian record Station recorded Highest Loading Factor of 99.4% for the yr 1999-2000 Continuous run of VI unit (500MW) for 406 days, third best in the WORLD. Ramagundam 500 MW Unit-7 (stage-III) has successfully completed one year of commercial operation on 25.03.06 without any tube leakage. The unit generated 3802.492 MUs @ a PLF of 86.81%. Considering the loss of generation of 297 MUs due to backing down, the deemed, PLF is 93.59%. The unit also has achieved a continuous run of 97 days without tripping in the first year of operation itself. Ramagundam Station achieved 47.94 %( 18.63 LMT) of Ash utilization during the financial year against the target of 47% (18.20 LMT). Ramagundam & Simhadri were recommended for Commendation Certificate for Strong Commitment to Excel by CII. Ramagundam bagged Innovative Safety Practices award for the year 2005 from Institution of Engineers. Ramagundam Station bagged Best Management award from Govt. of AP for the year 2004-05. NTPC Ramagundam bagged Golden shied for the financial years 2000-2001, 2001-2002, 2002-2003, and 2003-2004 for outstanding performance in power generation. Installed capacity of NTPC Projects: Projects NTPC OWNED COAL GAS/LIQ.FUEL TOTAL OWNED BY JVCs COAL 3 314* 13 07 20 19,980 3,955 23,935 No. of Projects Commissioned Capacity (MW)

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GRAND TOTAL

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24,249

*Capacity Power Plant under JV with SAIL Coal Based Projects: Sl.No. Coal Based 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. Singrauli State Commissioned Capacity Uttar Pradesh2,000 2,600 1,600 1,600 2,200 840 3,000 3,000 440 19,980

Korba Chattisgarh 2,100 Ramagundam Andhra Pradesh Farakka Vindhyachal Rihand Kahalgoan Dadri Tacher Kaniha Unchahar Tacher Thermal Simhadri Tanda West Bengal Madhya Pradesh Uttar Pradesh Bihar 2,000 Uttar Pradesh Orissa 840 Uttar Pradesh Orissa 840 Andhra Pradesh Uttar Pradesh Total (Coal)

@Capacity presently under implementation. Vindhyachal 1000 MW Unchahar Kahalgaon Phase-I Phase-II 210MW StateII 1500MW 1000MW

Gas Based Projects:

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14. 15. 16. 17. 18. 19. 20.

Anta Auralya Kawas Dadri Kayamkulam Faridabad Jhanor-Gandhar

Rajasthan Uttar Pradesh Gujarat Uttar Pradesh Gujarat Kerela Haryana Total (Gas) 817

413 652 645 648 350 430 24,249

Grand Total (Coal+Gas+JV) Power Station Managed by NTPC Sino Managed by NTPC State Installed Capacity (MW) 21. Badarpur Delhi 705

Sterling performance of 2005-2006 1. 2. 3. 4. The company takes a new name NTPC Limited aligned to its new The company market capitalization crosses Rs.One trillion (Rs.1,00,000 A highest ever generation of 170.88Bus during 2005-06 registering an With 19.51% [including capacities of joint venture companies] share of business plans. crore) and is one of the top three largest Indian companies in terms of market cap. increase of7.40% over the generation of 159.11BUs during 2004-05. the total installed capacity of the nation, NTPC contributed 27.68% electricity generated in the country during 2005-06. 5. 6. 7. 8. Coal stations of NTPC achieved an operating availability of 89.91%. Coal stations of NTPC recorded a PLF of 87.54%, which is the highest 100% realization for the third year in succession provisional and un audited net sales of Rs.259,928 million during the

for any financial year since inception. The PLF during previous year was 87.51%.

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year 2005-06 as against Rs.225,316 million for the year 2004-05. However, provisional and unaudited Gross Revenue is Rs.286,473 million during2005-06 as against Rs.255,460 million for the year 2004-05. 9. 10. Provisional and unaudited Net profit after tax for the year 2005-06 is total capacity added during the four years of Xth plan period (2002Rs.57061 million a compared to Rs.58, 070 million during the year 2004-05. 2006) increases to 4000 MW with another 500MW getting added during the year company to 24,249 MW (including capacities of Joint venture companies). 11. 12. 13. Construction works on 9470 MW in progress. Further projects with capacity of 3720 MW under bidding process.

Ratnagiri Gas and Power supply Pvt Ltd formed with NTPC having a

stake of 28.33% for taking over and operating the Dabhol Power Project. 14. 15. 16. The Government allots 7 more coal mining blocks to NTPC for captive use A consortium comprising of NTPC and two other members allotted an Capital expenditure incurred in 2005-06 on capital schemes was Rs.71,879

taking the total mines allotted to 8 with an expected output of 50 MT per annum. exploration block in Arunachal Pradesh. million compared to Rs.53,603 million in 2004-05 capital Outlay for 2006-07 set at Rs.113,250 million 17. A USD 1 Bn Medium Term Note programme established. NTPC becomes the first Indian Corporate since 1997 to make a successful offering of 10 year Fixed Rate Note amounting to USD 300 million. 18. 19. 20. Standard & Poors have revised outlook on the rating of the company An interim dividend of 20% for the financial year 2005-06 amounting Government has assigned NTPC the consultant role to modernize and from stable to positive while affirming the BB+ issuer rating. to Rs.16, 491 million. improve several plants across the country in the Partnership In Excellence program of the government. 21. Collaborating the government in the Rajiv Gandhi Grameen

36

Vidyutikaran Yojana. 22. 23. NTPC has also taken up Distribution Generation for rural Simhadri project receives International project Management award electrification of remote villages through non-conventional energy sources. instituted by International project Management Association [IPMA]. NTPC is the only Asian Company that has received this award. 24. 25. Ranked 3 rd Great Place to work for in India by M/s Grow Talent NTPC has achieved all the targets to be rated Excellent during 2005and Business world 2005. 06 for the nineteenth consecutive year since inception of the MOU system.

37

1) How is your work environment in terms of noise, heat and pollution ? SI.NO 1 2 3 Secure things Excellent Good Average No.of respondents 0 50 40 Percentage respondents 0% 50% 40%

38

4 Total

poor Total

10 100

10% 100%

120 100 80 60 40 20 0
Ex ce ll e nt Go Av o d er ag e po or To ta l

No.of respondents Percentage respondents

2) Are you satisfied with present working hours ? Response Yes No Total No of respondents 95% 5% 100%

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N o of re s po nd ents

10 0 % 5 0% 0% N o of re s p onde nt s

Y es

No

To ta l

3) How is the pay package in your organization ? SI.NO 1 2 3 4 Secure things Excellent Good Average poor Total No.of respondents 10 60 25 05 100 Percentage respondents 10% 60% 25% 05% 100%

40

No. of respondents

5% 25%

10%

Excellent Good Average

60%

poor

4)How interpersonal relation in your organization? SI.NO 1 2 3 4 Secure things Excellent Good Average poor Total
30% 60%

No.of respondents 05 60 No. of respondents 30 05 100

5% 5% Excellent Good Average poor

Percentage respondents 05% 60% 30% 05% 100%

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5)Your organization provides job security? SI.NO 1 2 3 Job security Strongly agree Agree disagree Total No.of respondents 90 10 0 100 percentage 90% 10% 0% 100%

42

No. of respondents

10% 0%

Strongly agree Agree 90% disagree

6)Scope of responsibility by the present job is SI.NO 1 2 3 Responsibility Very high Moderate Low Total Respondents 40 50 10 100 Percentage 40% 50% 10% 100%

NO. of respondets

10% 40% 50% Very high Moderate Low

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7) Motivation given to the employees the performance at work place? SI .NO 1 2 Performance Yes No Total No .of respondents 80 20 100

100 80 60 40 20 0 Yes 80 20 No No .of respondents

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8) Does your superior give you timely suggestion as well as accept your suggestions? SI.NO 1 2 3 4 Accept suggestions Strongly agree Agree disagree Cant say Total No.of respondents 35 55 0 10 100 percentage 35% 55% 0% 10% 100%

No of respondents
60 50 40 30 20 10 0 0 10 0% 10% 35 Strongly agree Agree disagree Cant say

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9) How is the rewards and recongnization scheme in your organization? a) good b) average SL.NO 1 2 3 4 Total c) poor d) excellent Rewards Good Average Poor Excellent No of respondents 50 30 5 15 100 Percentage 50% 30% 5% 15% 100%

No of respondents

15% 5% 50% 30%

Good Average Poor Excellent

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10) Are you happy with the facilities provided by organizations in terms of safety, sanitary, medical facilities? a) good b) average SL.NO 1 2 3 4 Total c) poor d) excellent No of respondents 60 5 0 35 100 Percentage 60% 5% 0% 35% 100% Rewards Good Average Poor Excellent

35%

Good Average Poor Excellent

0% 5%

60%

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11) Are you satisfied with the promotion policy being followed by the organization ? a) good b) average SL. NO 1 2 3 Total c) poor d) excellent No of respondents 60 5 35 100 Percentage 60% 5% 35% 100% Promotion policy Good Average Poor

No of respondents

35%

Good Average 60% Poor

5%

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12) Are you satisfied with at the job allotted to you ? a) very much satisfied b) satisfied c) not at all satisfied SL. NO 1 2 3 Total Job allotted Very much satisfied Satisfied Not at all satisfied No of respondents 60 30 10 100 Percentage 605 30% 10% 100%

No .of respondents

10% 30%

Very much satisfied Satisfied 60% Not at all satisfied

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13) Does the stress in your personal life effect your job performance? a)to large extent b) to some extent c) not at all d) cant say SL.NO 1 2 3 Total Stress To large extent To some extent Not at all No of respondents 10 20 70 100 Percentage 10% 20% 70% 100%

80 70 60 50 40 30 20 10 0 10 10% To large extent 20% To some extent 20

70

70% Not at all

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14) Management provides assignments by which one experience career growth? A) agree SL. NO 1 2 3 Total b) strongly agree c) disagree Career growth Agree Strongly agree Disagree No of respondents 65 5 30 100 Percentage 65% 5% 30% 100%

N o of respondents

Disagree 30% Strongly agree 5% Agree 65%

Agree Strongly agree Disagree

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15) Recruitment, selection, induction and training policies in my organization are a) good b) average SL.NO 1 2 3 4 Total c) poor d) excellent Rewards Good Average Poor Excellent No of respondents 55 30 5 10 100 Percentage 55% 30% 5% 10% 100%

No of respondents

5% 10%

Good Average Poor Excellent

30%

55%

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UNIT-VI
53

CONCLUSION
NTPC, The Navarathna Company, over the years have be(;n setting standards in the power generation sector. The causes for its success lie in its efficient work force. NTPC m its 26 years of survival has kept the moral & satisfaction of employees high by paying monetary & non-monetary consideration effectively. Employees are very much satisfied with their work. Management is taking necessary steps such away that no employee is ready to leave the organization. Authority is given to the employee to implement innovative ideas & methods at work. The teamwork must be encouraged to obtain better results, which will help the organization in attaining its objectives. The pay & benefit structure of the company stands among the fore front companies in the public sector. Executives are not satisfied with the promotion & transfer policies & non executives are not satisfied with the promotion policies. Even though employees want some changes in the promotion & transfer. policy, it is not justified to make changes because it will affect organization structure from pyramid to cylindrical. The company when comes across these minute draw backs can win the hearts of employee at large which in fact will drive the company to accomplish its objectives effectively. Majority of the employees are saying that they will try to do more work, than they can possibly do the work. Majority of the employees in this organization want their Salary & Fringe benefit to be more.

SUGGESTIONS
54

Ramagundam Super Thermal Power station (RSTPS) is one of the major thermal power stations in India. It provide so many ,benefits & facilities to be employees, who are working. in. plant and as well as administration areas. The analysis done has got positive response from almost all the employees. Only in sense areas the employees have given their negative response. It should be noted that the following condition are better & the management is even planning to take proper steps to improve the conditions. 1. Every 5 years job rotation can be made Management must under steps fur improving the job rotation system .The reason behind this is to make employees imposes themselves to different work environments there by, they can become multiskilled & valued people. 2. emerged. 3. 4. Effective measures must be taken to appreciate the performance of Respect other opinion and the employees should be made known of the employees by offering monetory & Non-monetory incentives. reward system by formal & informal communication channels as the survey found that a significant percentage of employees have awareness about reward system. 5. 6. 7. Each dept is working compartmently rather than in an integrated way. Placing right person in a right places. Managing the person by human values can enhance job-satisfaction. Responsibility of Individual to be given properly involvement In work to be

QUESTIONNAIRE
55

I am a student of MHRM from Univ.Arts&Science college,warangal doing project work under the guidence of D.Devadas (sr.officer HR)in NTPC on JOB SATISFACTION I request you to kindly give your valuable responses for the questionnaire Yours sincerely (D.venkateshwar rao) Name : Designation: Department : Level : (Please tick your option)

1) How is your work environment in terms of noise, heat and Pollution? a)Excellent b) good c)average d)poor 2) Are you satisfied with present working hours? a) Yes b) no 3) How is the pay package in your organization? a)good b)average c)excellent d)poor 4) Recruitment, selection, introduction and training policies in my are? a) Good b) average c) excellent d) poor

organization

5) Does your superior give you timely suggestion as well as accept your suggestions? a) Strongly agree b) agree c) disagree d)cant say 6) How is the rewards and recongnization scheme in your organization? a)good b)average c)poor d)excellent 7) How are interpersonal relations in your organization? a)good b)average c) poor d)excellent 8) Are you happy with the facilities provided by organizations in terms of safety, sanitary, medical facilities? a)good b)average c)excellent d)poor

56

9) Are you satisfied with the promotion policy being followed by the organization? a)good b)average c)poor 10) Your organization provides job security? a) Strongly agree b) agree c) disagree 11) Are you satisfied with at the job allotted to you? A) Very much satisfied b) satisfied c) not at all satisfied 12) does the stress in your personal life effect your job performance ? a) to large extent b)to some extent c)not at all d)cant say 13) Management provides assignments by which one experience career growth? a) Agree b) strongly agree c)disagree 14) Scope of responsibility by the present job is a)very high b)moderate c) low 15) Motivation given to the employees the performance at work place? a) Yes b) no 16) Your suggestion for improvement job satisfaction level

BIBILOGRAPHY
57

 BOOKS:

P.SUBBARAO

:HUMAN RESOURCE MANAGEMENT & INDUSTRIAL RELATIONS

. C.B.MAMORIA K.ASWATAPPA : PERSONAL MANAGEMENT. ;HUMAN RESOURECE& PERSONAL MANAGEMENT

Dr.T.N BHAGOLIWAL : PERSONAL MANAGEMENT & INDUSTRIAL RELATIONS.

MAGAZINES:

NATIONAL THERMAL POWER CORPORATION NEWS -2007

JYOTHIVANI.

WEBSITE:
WWW.NTPC.CO.IN

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