Ntpc

Q1. What is the project all about?

Ans: I did my summer training from N.T.P.C. ltd. Delhi. The topic of the project
that was given to me is- EMPLOEE WELFARE BENEFITS in order to see what
are various welfare benefits that are provided by N.T.P.C. to its employees.

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Q2. How will I go about it?

Ans: First I’ll analyze what are the various benefits that are provided by
N.T.P.C. to its. I‘ll collect the information through Questionnaire & open survey
method regarding level of satisfaction & scope for the improvements in the
current system. On the basis of data collected through questionnaires & opinion
survey method, I’ll give some recommendations.

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History

NTPC At a Glance

Board of Directors

Future Oppourtunities

Market Share

Organization chart

Main Players

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Do you know every fourth bulb in our

country is lit by NTPC …….?

NTPC the largest thermal power generating company wholly owned by Govt. of
India, incorporated on November 7, 1975 to accelerate power development in
the country. 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.
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 utilization and coal mining. NTPC ranked 317th in the ‘2009,
Forbes Global 2000’ ranking of the world’s biggest companies.

The total installed capacity of the company is 30, 644 MW (including JVs)
with 15 coal based and 7 gas based stations, located across the country. In
addition under JVs, 3 stations are coal based & another station uses naptha/LNG
as fuel. By 2017, the power generation portfolio is expected to have a diversified
fuel mix with coal based capacity of around 53000 MW, 10000 MW through gas,
9000 MW through Hydro generation, about 2000 MW from nuclear sources and
around 1000 MW from Renewable Energy Sources (RES). NTPC has adopted a
multi-pronged growth strategy which includes capacity addition through green
field projects, expansion of existing stations, joint ventures, subsidiaries and
takeover of stations.

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NTPC has been operating its plants at high efficiency levels. Although the
company has 18.79% of the total national capacity it contributes 28.60% of
total power generation due to its focus on high efficiency.
NTPC is committed to the environment, generating power at minimal
environmental cost and preserving the ecology in the vicinity of the plants. On
the Environmental front, NTPC has till date planted approx 14.8 million trees at
its different projects. Over 30 lakh tones of ash was utilized for productive
purposes like making bricks & other construction material. These achievements
have been made possible by the 24000 strong & motivated work force who faith
their dedication are ever willing to take NTPC, to greater heights.

NTPC has set new benchmarks for the power industry both in the area of power
plant construction and operations. It is providing power at cheapest average tariff
in the country. With its experience and expertise in the power sector, NTPC is
extending consultancy services to various organizations in the power business.
NTPC has entered into a joint venture with Alstom, Germany for renovation and
modernization of power plants in India.

As a responsible corporate citizen, NTPC is making constant efforts to improve
the socio-economic status of the affected by its projects. Though its
Rehabilitation & Resettlement programmes, the country endeavors to improve
the overall socio-economic status of Project Affected Persons.

NTPC was among the first Public Sector Enterprises to enter into a
Memorandum of Understanding (MoU) with the Government in 1987-88. NTPC
has been placed under the ‘Excellent category’ (the best category) every year
since MoU system became operative.

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NTPC VISION

“TO BE ONE OF THE WORLDS

LARGEST AND BEST POWER

UTILITIES, POWERING INDIA’S

GROWTH”

“ELECTRICITY TO ALL BY 2012”

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1.1 Genesis of NTPC Ltd.

The Electricity (Supply) Act of 1948 provided for among other things, setting up
of the state electricity boards (sebs) in each states, with the responsibility of
generation, transmission and distribution of electric power. In 1975, the above
act was amended and the National Thermal Power Corporation Ltd. (NTPC) was
formed. This was done with a view to supplement the efforts of the “states” for
quicker and greater capacity addition. The mandate given to this new entity was
planning, promoting and organizing integrated development of thermal power
(including Associated Transmission Systems) in the country

1.2 ABOUT THE ORGANISATION

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 FIIs, Domestic Banks, Public and others hold the balance 10.5%.
Within a span of 30 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 Data monitor 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.

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NTPC's core business is engineering, construction and operation of power
generating plants and also providing consultancy to power utilities in India and
abroad. As on date the installed capacity of NTPC is 24,249 MW through its 13
coal based (19,980 MW), 7 gas based (3,955 MW) and 3 Joint Venture Projects
(314 MW).

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NTPC has set new benchmarks for the power industry both in the area of power
plant construction and operations. It is providing power at the cheapest average
tariff in the country. With its experience and expertise in the power sector, NTPC
is extending consultancy services to various organizations in the power business.

NTPC is committed to the environment, generating power at minimal
environmental cost and preserving the ecology in the vicinity of the plants. NTPC
has undertaken massive a forestation in the vicinity of its plants. Plantations have
increased forest area and reduced barren land. The massive a forestation by
NTPC in and around its Ramagundam Power station (2100 MW) have
contributed reducing the temperature in the areas by about 3°c. NTPC has also
taken proactive steps for a forestation. In 1991, it set up Ash Utilisation Division
to manage efficient use of the ash produced at its coal stations. This quality of
ash produced is ideal for use in cement, concrete, cellular concrete, building
material.

A "Center for Power Efficiency and Environment Protection (CENPEEP)"
has been established in NTPC with the assistance of United States Agency for
International Development. (USAID). Cenpeep is efficiency oriented, eco-friendly
and eco-nurturing initiative - a symbol of NTPC's concern towards environmental
protection and continued commitment to sustainable power development in India.
As a responsible corporate citizen, NTPC is making constant efforts to improve
the socio-economic status of the people affected by the its projects. Through it’s
rehabilitation and resettlement programmes, the company endeavors to improve
the overall socio-economic status of project affected persons..

NTPC was among the first Public Sector Enterprises to enter into a
Memorandum of Understanding (MOU) with the Government in 1987-88. NTPC

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has been Placed under the 'Excellent category' (the best category) every year
since the MOU system became operative.

Navaratna Status

In 1997, the Department of Public Enterprises granted Navratna status with
powers of autonomy to the boards of nine PSEs (later extended to eleven PSEs),
including NTPC. This status has helped NTPC in the speed of implementation of
power projects, absorption of new technologies and formation of JVs in the core
generation as well as support service business.

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STAKE HOLDERS

CENTRAL
GOVT.

OIL FUNDING
SUPPLIERS AGENCIES

S
U
B
P
U
P
COAL NTP Y
L SUPPLIERS SEB’S
C E
I
R
1.6
E
S
R
S
STATE
RAILWAYS
GOVT.

EQUIPMENT
SUPPLIERS

1.3 VISION

“To be one of the world’s largest and best power utilities, powering India’s
growth”.

1.4 HR-VISION

“To be a family of committed world class professionals, making NTPC a
learning Organization”.

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1.5 MISSION

“Develop and provide reliable power, related product and services at
competitive prices, integrating multiple energy sources with innovative and
eco-friendly techniques and contribute to society.”

1.6 CORPORATE OBJECTIVES

In pursuance of the vision and mission the following would be the corporate
objectives of NTPC

1) Growth

• To add generating capacity within prescribed time and cost.
• To expand consultancy operations and to participate in ventures
abroad.
• To diversify into Hydro and Non- conventional Energy source for
Power Generation and
• To diversify into power related business to ensure integrated
development of energy in India.

2) Performance Leadership

To achieve continuous performance improvement in the areas of project
implementation, plant operation and maintenance, generation efficiency etc and
to acquire and sustain internationally comparable standards in the areas with
good business ethics and values.

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3) Human Soundness

• To develop a learning organization having knowledge based competitive
edge.
• To create a culture of team building, empowerment & accountability to
covert knowledge into productive action with speed, creativity & flexibility.

4) Financial Soundness

• To maintain & improve the financial soundness of NTPC by managing the
financial resources in accordance with the best commercial utility
practices.
• To develop appropriate commercial policies which ensure remunerative
tariffs and minimum receivables.

5) Technology Leadership

To acquire assimilate and adopt reliable, efficient and cost effective technologies
and to disseminate of the power sector in the country.

6) Sustainable Power Development

To contribute to sustain power development by functioning as a responsible
corporate citizen and discharge social responsibilities in the areas of
environment protection and rehabilitation. The corporation will strive to utilize the
ash produced as its stations to the maximum extent possible.

7) Resources & Development

To carry out R&D Development for efficient & reliable operation of power plants
in the country

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1.7 CORE VALUES(B-COMIT)

Business Ethics

Customer Focus

Organizational and Professional pride

Mutual respect and Trust

Innovation and Speed

Total quality for excellence

1.9 FUTURE PLAN

NTPC believes in appreciating the requirement constraints of the customer. The
Corporate has plans to become 66,000 MW plus company by the year 2017. The
Mega projects at Kahalgaon (1320 MW), North Karanpura (1980 MW) & Barh
(1980 MW) in Eastern Region are being taken up for execution to meet the
demand of the power in Northern Region and Western Region through 1000 cost
pit head generation. Beside these Mega projects expansions at Rihand (1000
MW), Dadri thermal (500 MW) and Unchahar (600 MW) have been identified for
beneficiaries of Northern Region. NTPC has also entered the Hydro sector by
taking up Implementation of 800 MW Koldam Hydroelectric power project, which
is envisaged to come up in the 11th plan. To realize the vision, NTPC has drawn
up a detailed Corporate Plan for the period 2002 – 2017 which represents the
company’s collective optimism and enthusiasms, inspired by a glorious past, a
vibrant present and a brilliant future. The road map that has been charted out
was after a through scan of the strengths and weakness with in the organization
as well as opportunities and threats in the environment.

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1.9 MULTI-PRONGED GROWTH STRATEGY

THERMAL CAPACITY ADDITION THROUGH

Greenfield Expansion of Acquisitions of
Projects Existing stations SEBs plants
Joint Ventures

Considering multi-dimensional opportunities in the energy sector, NTPC will
adopt a multi-pronged growth strategy for capacity addition through Greenfield
sites, expansion of existing stations, takeovers and joint ventures. The capacity
addition plans that have been drawn up for the fifteen-year period using all the
above strategies will enable the Corporation to become a 66000 MW Company
by 2017 A .D.

2. BUSINESS STRATEGIES

1. THERMAL CAPACITY ADDITION

 Goal
To add generating capacity of 5000-5500 MW in the IX plan, 7500-8000 MW in
the X plan and 9000-10,000 MW in the XI plan. Thus, Corporation cell becomes
a 30,000 MW plus company by the end of X plan and about 40,000 MW
Company at the end of XI plan.

 Strategies

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Multi – pronged Approach

The Corporation will adopt a multi – pronged growth strategy for capacity
addition through Greenfield site, expansion of existing stations, takeovers and
joint ventures.

a) Greenfield sites

In view of limited scope for the expansion of existing stations other than strategy
advantage, Greenfield sites having scope for future expansion would constitute a
major portion of the future capacity addition programmed?

b) Expansion of the existing stations

Due to the inherent advantage of expansion existing stations, NTPC will adopt
this for coal and combined cycle power stations wherever feasible.

c) Acquisition

The numbers of power projects with the State Electricity Boards are technically
viable but they are not run efficiently due to various constraints. The turnaround
capability of NTPC can be effectively utilized to improve the performance of
such plans. This will also solve the receivables problems, with part of outstanding
SEBs adjusted against the cost of acquisition. Some of the critical problem with
acquisition strategy includes SEBs demand for the absorption of work force
along with the station.

NEW BUSINESS AREAS

1) Goals

Extensively scan and evaluate the business environment of emerging new
business opportunities in India and abroad.

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Venture into other countries to ensure globalization of NTPC operations.

2) Strategies

Creation of a “Business Development Group”

To provide the necessary impetus and act as a single window to all business
portfolio diversification proposals, an exclusive Business Development Group will
be created. The existing Joint Venture cell of NTPC is proposed to be merged in
this group . The group
would provide a single window to all to see interests in collaboration with NTPC
for the purpose of business development or to explore and identify those whom
NTPC ought to approach. The group would avail of services of specialist group
like Engineering, Operations, Finance, Law, etc. or engage external consultants
wherever required depending upon the particular business option.

3) Performance Highlight

 IMPORTANT HIGHLIGHTS
National Thermal Power Corporation has been the power behind India’s
sustainable power development since November 1975.
Contributing 26% of the country’s entire power generation, NTPC today lights up
every 4th bulb in the country.
With ambitious growth plans to become a 56000 MW, Power Company by 2017,
NTPC the largest power utility of India has already diversified into hydro sector.
Further initiatives for greater organizational transformation have been approved
under PROJECT DISHA.
The company added 2000 MW during this year.

 IN POWER EXCELLENCE GENERATION
• ICC-UNEP World Summit Business Award for Sustainable Development
Partnership.

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• National Safety Award 2002 instituted by the British Safety Council, to
seven NTPC stations.

• Best HR Practices Award 2002 instituted by Indian Society of Training &
Development.

• World HRD Congress Award instituted by World HRD Congress.

• Golden Peacock National Training Award 2003 instituted by Institute of
directors to PMI.

• Meritorious Productivity Award of the Government of India to 12 stations.

• Prime Ministers Shram award for the 17th year including two SHRAM
RATNA.

• Vishvakarma Award by Ministry of Labor, Government of India.

• Climate Technology Initiative award.

• MoU Excellence Award of Government of India.

• CII Award for Excellence in Infrastructure.

• Greentech Environment Excellence Award.

• Best Employer National Award for the welfare of physically challenged
people.

• Business Today Hewitt Best Employers Award.

 OTHER AWARDS & ACCOLADES WON
• Shell Helen Keller Award 2002 for promoting employment opportunities to
disabled people.

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• Platts Global energy Award 2002 for commitment to community
development.

• CORE-BCSD Corporate Social Responsibility Award 2001-02 instituted by
TERI.

• ICC-UNEP World Summit Business Award for Sustainable Development
Partnership.

• National Safety Award 2002 instituted by the British Safety Council, to
seven NTPC stations.

• Best HR Practices Award 2002 instituted by Indian Society of Training &
Development.

• World HRD Congress Award instituted by World HRD Congress.

• Golden Peacock National Training Award 2003 instituted by Institute of
directors to PMI.

• Meritorious Productivity Award of the Government of India to 12 stations.

• Prime Ministers Shram award for the 17th year including two SHRAM
RATNA.

• Vishvakarma Award by Ministry of Labor, Government of India.

• Climate Technology Initiative award.

• MoU Excellence Award of Government of India.

• CII Award for Excellence in Infrastructure.

• Greentech Environment Excellence Award.

• Best Employer National Award for the welfare of physically challenged
people.

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• Business Today Hewitt Best Employers Award.

NTPC- HUMAN RESOURCE MANAGEMENT

Powering India’s
Growth: Through
people

'People before PLF (Plant Load Factor)' is the guiding philosophy behind the
entire gamut of HR policies at NTPC.
HR strategy rest on four building blocks of HR viz.
• Competence building
• Commitment building
• Culture building
• Systems building

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NTPC believes in long term association with its people. They value their people
and their services even after their retirement.

A number of progressive HR initiatives taken to strengthen competency,
commitment, culture and systems. Some of the initiatives are
• Development Centers
• Mentor-Mentee System
• Pre-selection Psychometric Test of new recruits
• 360 degree feedback for senior executives
• Knowledge-management measures, etc.
Mechanism of employee learning and involvement, like Quality Circles, TQM,
Professional Circles have taken deep roots.

NTPC HR VISION

“TO ENABLE OUR PEOPLE
TO BE A FAMILY OF COMMITTED
WORLD CLASS PROFESSIONALS,
MAKING NTPC A LEARNING
ORGANISATION.”

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NTPC HR FUNCTION

• Recruitment & Induction

• Performance Appraisal

• Training & Development

• Promotion, Transfer, Separation

• General Administration & Welfare

• Security

• Public Relations

• Industrial Relations

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NTPC HR SECTIONS

• Employee Benefits (EB)

• Personnel Relations (PR)

• Industrial Engineering (IE)

• Employee Welfare (EW)-Plant/Town

• Employee Relations (ER)

• Employee Development (ED)

• Employee Services (ES)

• Employee Development Centre (EDC)

• Hindi

• Law

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• Community (CSR)

HUMAN RESOURCES

Director (HR)

Industrial Power
Executive
Engineering & Management
Industrial
Director
Transfers Group Institute
Establishment

HR Policy HR Recruitment
Division

EXECUTIVE LEVELS
Employee Promotion &
Relation Appraisals
Level wise sanction of executive manpower has been structured on the basis of
Welfare
objective, which is approved by chief managing director that is as follows:

E1- Assistant officer
Noida Services
E2- Employee
Senior officer Group
Benefit
E3- Executive Trainee equivalent to officer
E3- Senior officer
E4- Department manager
E5- Manager
E6- Senior Manager

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E7- DGM
E7A- AGM
E8- GM
E9- Executive Director

The above post has been sanctioned by the consultation with the concerned
functional director.

1. Shri Anup Roy Choudhary (Chairman)

2. Shri A.K. Singhal

3. Shri I.J. Kapoor

4. Shri B.P. Singh

5. Shri D.K. Jain

6. Shri S.P. Singh

7. Shri N.N. Mishra

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8. Shri P.K. Sengupta

9. M.N. Buch

10. Shri Shanti Narain

11. Shri K. Dharmarajan, Retd. IAS

12. Dr. M. Govinda Rao

13. Shri Adesh Jain

14. Shri Santosh Nautiyal

15. Shri Kanwal Nath

16. Shri Arun Kumar Sanwalka

17. Shri I.C.P. Keshari

18. Shri Rakesh Jain

19. Shri T. Venkatesh

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By the year 2017, NTPC would have successfully diversified its generation
mix, diversified across the power value chain and entered overseas markets.
As a result NTPC would have altered its profile significantly. Elements of the
revised profile that NTPC would seek to achieve are:

• Amongst top five market capitalisation in the Indian market

• An Indian MNC with presence in many countries

• Diversified utility with multiple businesses

• Setting benchmarks in project construction and plant availability &
efficiency

• Preferred employer

• Have a strong research and technology base

• Loyal customer base in both bulk and retail supply

• A leading corporate citizen with a keen focus on executing its social
responsibility.

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N.T.P.C. 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. N.T.P.C.’s share on 31
Mar 2006 in the total installed capacity of the country was 19.51% and it
contributed 27.68% of the total power generation of the country during 2005-06.

TOTAL CAPACITY

30%

NTPC
ALL INDIA

80%

NTPC contributes more then one-fourth of India’s total power generation with
one-fifth capacity.

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Major Players in Power Sector can be broadly divided into public, private and
International private sectors.

Major players and presence in value chain :-

 Public Sector

• Bharat Heavy Electricals Limited (55,000MW)

• Power Grid Corp[oration of India Limited (22,400 MW)

• Nuclear Power Corporation (4,120 MW)

• National Hydro Electric Power Corporation (2,755 MW)

• North Eastern Electric Power Corporation Limited (1,130 MW)

 Domestic Private Sector

• Tata Power (2,323 MW)

• RPG Group CE-SC (975 MW)

• Reliance Energy (941 MW)

 International Private Sector

• China Light and Power (655 MW)

• Marubeni Corporation (347 MW)

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Introduction

Employee welfare defines as “efforts to make life worth living for
workmen”.i.e., Welfare includes anything that is done for the comfort and
improvement of employees and is provided over and above the wages These
efforts have their origin either in some statute formed by the state or in some
local custom or in collective agreement or in the employer’s own initiative.
In context of an organization (NTPC), Employee welfare are the Welfare
includes anything that is done for the comfort and improvement of
employees and is provided over and above the wages i.e. the statutory and
non-statutory benefits such as provident funds, Gratuity, hospitals and
housing etc facilities provided by NTPC to their employees

Thus, such benefits are not confined to any class of people or age
group.These benefits are provided to each and every employee of NTPC
according to their positions in an organization.

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Need of Employee Welfare Service

• To give expression to philanthropic and paternalistic feelings.

• To win over employee’s loyalty and increase their morale.

• To combat trade unionism and socialist ideas.

• To build up stable labour force, to reduce labour turnover and
absenteeism.

• To develop efficiency and productivity among workers.

• To save oneself from heavy taxes on surplus profits.

• To earn goodwill and enhance public image.

• To reduce the threat of further government intervention.

• To make recruitment more effective (because these benefits add to job
appeal).

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Principles of Employee Welfare Service
Following are generally given as the principles to be followed in setting up a
employee welfare service:

• The service should satisfy real needs of the workers. This means that the
manager must first determine what the employee’s real needs are with the
active participation of workers.

• The service should such as can be handled by cafeteria approach. Due to
the difference in Sex, age, marital status, number of children, type of job
and the income level of employees there are large differences in their
choice of a particular benefit. This is known as the cafeteria approach.
Such an approach individualises the benefit system though it may be
difficult to operate and administer.

• The employer should not assume a benevolent posture.

• The cost of the service should be calculate and its financing established
on a sound basis.

• There should be periodical assessment or evaluation of the service and
necessary timely on the basis of feedback.

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Employee welfare is of two types

• Statutory

• Non-statutory

Statutory Welfare Scheme

Statutory welfare benefits are those benefits which are provided by the employer
to its employees to provide fundamental rights of works that are imposed by law
i.e. these welfare benefits are given under section and set by the laws. Some of
these are as follows

1. The Payment of Gratuity Act, 1972

• Coverage:

The Act applies to every factory, mine, oilfield, plantation, port and railway
company and to every shop or establishment in which 10 or more persons are
employed, or were employed, on any day of the preceding 12 months.

• Administration:

The Act is administered by a controlling authority appointed by the appropriate
Government.

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• Benefits:

Under the Act gratuity is payable to an employee on the termination of his
employment after he has rendered continuous service for not less than five
years. The completion of continuous service of five years is, how ever, not
necessary where the termination of the employment is due to death or
disablement Gratuity is payable at the rate of 15 days’ wages based on the rate
of wages last drawn by the employee for every complete year of service or part
thereof in excess of six months. But the amount of gratuity payable to an
employee shall not exceed Rs. 3.5 lakh.

• Source of Funds:

Under the Act gratuity is payable entirely by the Employer. For this purpose is
required either
(i) to obtain insurance with the Life Insurance Corporation, or
(ii) to establish a gratuity fund. Thus it is his liability to pay the premium in the
first case to make the contribution in the second case.

2. Health of Employees

Chapter III of the factories Act contains provisions about the welfare of
employees. These are as follows:

• Cleanliness [Section 11]

Under the act, it is required that every factory shall be kept clean and free effluvia
(or outflow of bad gases) arising from any drain, or other nuisance. The following
precautions shall be taken in particular:

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(a) Accumulation of dust and dirt shall be removed daily by sweeping or by
any other method.

(b) The floor of every work room shall be cleaned at least once in every week.

• Disposal of wastes and effluents [Section 12]

Effective arrangements shall be made for the disposal of wastes and for making
them innocuous.

• Ventilation and temperature [Section 13]

Effective arrangements shall be made for ventilation and temperature so as to
provide comfort to the workers and prevent injury to their health.
(a) Adequate ventilation for the circulation of fresh air, and for the propulsion
of the air from the room, either by natural ventilation through windows and
ventilators or by artificial means like that of electric fans .
(b) Temperature shall be kept at a level comfortable to workers and prevent
injury to health.
(c) The walls and roofs shall be of such material and of such design as to
keep the temperature low.

• Dust and fume [Section 14]

Effective measures shall be taken to prevent the inhalation and accumulation of
dust and fumes or other impurities at the work place. Exhaust fans or appliance
shall be installed as near as possible to the point of origin of the dust, fumes, or
other impurities and such points shall be closed.

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• Artificial humidification [Section 15]

The State Government shall make rules
(a) prescribing standard of humidification;
(b) regulate the methods used for artificially increasing the humidity of the air;
(c) direct prescribed tests for determining the humidity of the air to be
correctly carried out and recorded;
(d) securing adequate ventilation and cooling of the air in the work rooms.

• Overcrowding [Section 16]

No room in any factory shall be over crowded to the extent of its being injurious
to the health of the worker employed thereini To prevent over crowding, the Act
provides that in every work room a worker is to be provided with space at the
rate of 9.9 cubic meters in old factories and .2 cubic meters in new factories.

• Lighting [Section 17]

In every part of a factory where workers are working or passing, there shall be
provided and maintained sufficient and suitable lighting, natural or artificial, or
both. The State Government may prescribe standards of sufficient and suitable
lighting for the different classes of factories.

• Drinking Water [Section 18]

There shall be effective arrangement for wholesome drinking water for workers at
convenient points. All such points shall be marked “ Drinking Water” in regional
language; and every such point shall be situated more than 6 meters away from
any washing place, urinal or latrine. Washing supplied from sources other than
municipal water competent authority. It should be available during the working
working hours, and be stored at the rate of 1 gallon per worker per day. Factories

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employing two hundred and fifty or more workers should supply ‘cool-drinking’
during the hot wheather (ie from the period March 1 to November 30).

• Latrines and urinals [Section 19]

There shall be sufficient number of latrines and urinals, clean, well-ventilated,
conveniently situated and built according to prescribed standards separately for
male and female workers.

• Spittoons [Section 20]

There shall be sufficient number of spittoons placed at convenient places in the
factory and these should be maintained in a clean and hygienic condition. No
person shall be spit within the premises of a factory except in the provided
spittoons.

3. Safety of Employees

CHAPTER IV deals with safety of workers. These are as follows:

• Fencing of machinery [Section 21]
All dangerous and moving parts of a machinery shall be securely fenced.
Screws, bolts and teeth shall be completely encased to prevent danger.

• Work on or near machinery in motion [Section 22]
Lubrication or other adjusting operation on a moving machinery shall be done
only by a specially trained adult male worker.

• Employment of young persons on dangerous machines [Section 23]

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No young person shall be allowed to work on any dangerous machine (so
prescribed by the state government) unless
(a) he has been sufficiently instructed of the dangers machine and the
precautions to be observed;
(b) he has received sufficient training to work at the machine or is under
adequate supervision of an experienced person before he is allowed to
work on such a machine.

• Striking Gear and Devices for cutting off power[Section 24]

In every factory, suitable striking gear or other efficient mechanical appliance has
to be provided, maintained and used to move driving belts. Effective measures
have to be made to ensure prevention of the belt from creeping back on to the
fast pulleys. Suitable device for cutting off power in emergencies from running
machinery shall be provided and maintained in every work room.

• Hoists, lifts, Lifting Machines, etc [Section 28]

In every factory, lifting machines, chains, ropes and lifting tackles must be of
good mechanical construction, sound material, adequate strength and free from
defects.
They are to be properly maintained and thoroughly examined by a competent
person at least once in every period of six months. The hoistway and the liftway
are to be properly enclosed. The maximum safe working load has to be plainly
marked on every hoist and lift.

• Revolving Machinery [Section 30]

39

In every room in a factory in which the process of grinding is carried on, a
notice indicating the maximum safe working peripheral speed of every
grindstone or abrasive wheel, shall be permanently affixed. Safe working
peripheral speed of every revolving vessel, cage, basket, flywheel, pulley or
disc has to be ensured. Effective measures must be taken to ensure that the
safe working speed is exceeded.

• Pressure Plant[Section 31]

If in any factory operation is carried on at a pressure above the atmospheric
pressure, effective arrangements shall be taken to ensure that the safe working
pressure is not exceeded.

• Floors, Stairs and Means of Access[Section32]

In every factory all floors, stairs, passages, and gangways shall be of sound
construction and properly kept and maintained. A sufficient number handrails, in
case of necessity, should be of sound provided.

• Pits, Sumps, Openings in Floors, etc.[Section33]

Every fixed vessel, sump, tank, or opening in the ground or in a floor, which
may be a source of danger shall be either securely covered or securely fenced.

• Excessive Weights[Section 34]

The Act provides that no person is to be employed in any factory to lift, carry or
move any load so heavy as is likely to cause him injury. The state government

40

may prescribe the maximum weights to be lifted, carried or moved by adult
women, adolescents and children.

• Protection of Eyes[Section 35]

The state government may require the provision of effective screens or suitable
goggles if the risk of injury to the eyes is caused from particles or fragments
thrown off in the manufacturing process or from exposure to excessive light.

• Precautions regarding the use of Portable Electric
Light[Section36A]

The acts provides that in any factory:
(a) no portable electric light or any other electric appliance of voltage exceeding
twenty four volts shall be permitted for use inside any chamber, tank, vat,
pit, pipe, flue or other confined space; and
(b) if any inflammable gas, fume or dust is likely to present in such chamber,
tank, vat, pit, pipe, flue or other confined space, no lamp or light other than
that of flame-proof construction shall be permitted to be used therein.

4. Welfare of Employees

Chapter V of the factories Act contains provisions about the welfare of
employees. These are as follows:

• There shall be separate and adequately screened washing facilities for
the use of male and female employees [Section 42].

• There shall be suitable places provided for clothing not worn during
working hours and for the drying of wet clothing [Section 43].

41

• There shall be suitable arrangement for all workers to sit for taking rest if
they are obliged to work in a standing position [Section 44].

• There shall be provided the required number of first-aid boxes or
cupboard (at the rate of one for every 150 workers) equipped with the
prescribed contents readily available during the working hours of the
factory [Section 45].

• The State Government may make rules requiring that in any specified
factory employing more than 250 employees a canteen shall be provided
and maintained by the occupier for the use of the employee [Section
46].

• There shall be provided sufficiently lighted and ventilated lunch room if
the number of employees ordinarily employed is more than 150.

• In every factory, where more than thirty women workers are ordinarily
employed, there shall be provided and maintained a suitable room or
rooms for the use of children under the age of six years of such women
[Section 48].

5. Restrictions in the Factories Act on the
employment of young persons:

• Prohibition as to employment of children (Section 67)

No child who has not completed his fourteenth year shall be required or allowed
to work in any factory.

• Employment of Children and Adolescent (Section 68)

A child who has completed his fourteenth year or an adolescent shall not be
required or allowed to work in any factory unless following conditions are fulfilled:

42

(i) The manager of the factory has obtained a certificate of fitness granted to
such young
(ii) While at work, such child or adolescent carries a token giving reference to
such certificate.

6. The Employees Provident Fund & MP Act, 1952

The Employees' Provident Funds and Miscellaneous Provisions Act, 1952 is
enacted to provide a kind of social security to the industrial workers. The
security, however, differs from the security provided to them under the
Workmen's Compensation Act or the Employees' State Insurance Act. The
Employees' Provident Funds and Miscellaneous Provisions Act mainly provides
retirement or old age benefits, such as Provident Fund, Superannuation Pension,
Invalidation Pension, Family Pension and Deposit Linked Insurance.

7. The Employees State Insurance Act, 1948

The Employees’ State Insurance Act, 1948, provides to workers not only
accident benefit but also other benefits such as sickness benefit, maternity
benefit and medical benefit.

• Wage Ceiling:

Every employee drawing wages upto Rs. 10000.00 per month is required to be
insured under the Act.

• Objective of the Act:

43

The object of the Act is to secure sickness, maternity, disablement and medical
benefits to employees of factories and establishments and dependents’ benefits
to the dependents of such employees.

• Applicability:

Section 2(9) 'employee' under ESI means any person who is engaged/employed
for wages/salary in connection with the work of the establishment to which this
Act applies. But does not include any person whose wages (excluding OT)
exceed the limit prescribed by the Central Govt. (which is 10000 pm now).

8. The Contarct Labour (Regulation & Abolition) Act, 1970

Contract labour remained ignored for a long time. Neither the contractor nor the
principal employer cared for contract labour. The Parliament, therefore, passed
the Contract Labour (Regulation and Abolition) Act in 1970 to prevent the
exploitation of contract labour. The policy of the Act is to prohibit the employment
of contract labour and wherever this is not possible, to improve the conditions of
work of contract labour. Apart from providing for prohibition of employment of
contract labour, the Act, therefore provides for health and welfare of the contract
labour

9. The Payment Of Bonus Act, 1965

The Payment of Bonus Act, 1965, gives to the employees a statutory right to a
share in the profits of his employer. Prior to the enactment of the Act some
employees used to get bonus but that was so if their employers were pleased to
pay the same.
The Act enables the employees to get a minimum bonus equivalent to one
month's salary or wages (8.33% of annual earnings) whether the employer
makes any profit or not. But the Act also puts a ceiling on the bonus and the

44

maximum bonus payable under the Act is equivalent to about 2 1/2 months'
salary or wage (20% of annual earnings).
It is to be noted that employees drawing salary or wage exceeding Rs. 10000.00
per month are not entitled to get any bonus under the Act. (w.e.f. 1 April 2006)

10.The Maternity Benefit Act, 1961

The Maternity Benefit Act of 1961 was passed to provide uniform maternity
benefit for women workers in certain industries not covered by the Employees'
State Insurance Act.

• Object of the Act

To protect the dignity of motherhood and the dignity of a new person's birth by
providing for the full and healthy maintenance of the woman and her child at this
important time when she is not working.

• Conditions for eligibility of benefits

Women indulging temporary of unmarried are eligible for maternity benefit when
she is expecting a child and has worked for her employer for at least 80 days in
the 12 months immediately proceeding the date of her expected delivery
[Section 5].

45

Statutory Benefits Provided BY N.T.P.C. To
Their Employees

 Compensation to employees

Compensation to employees includes payments made in cash or kind by a
company to or on behalf of all its employees and thus includes following items:
(i) Salaries, bonus, contribution to provident fund and gratuities.
(ii) Staff welfare and training expenses.
(iii) Reimbursements and other expenses on employees.

Compensations paid by NTPC during the year 2007-08 as reported by NTPC is
as under

 Salaries & wages
(Rs. 66.51crore as salaries and wages)

Salaries and wages refer to the periodic payments made to the employees for
the services rendered by them. Employees include all kinds of employees
including workers and management employees and also include any bonus paid
to employees.

Ex-gratia
(Rs. 0.45 crore)
Ex-gratia bonus and performance-linked bonuses.

46

 Contribution to provident fund
(Rs. 3.54crore)

The "Employees Provident Fund Act" mandates that employers are required to
make a contribution, in favor of the employees, to the Provident Fund Account an
amount equal to 12 per cent (earlier 10 per cent) of the basic pay and dearness
allowance. This is a statutory requirement essentially to save for the post-
retirement life of employees. Any amount that is contributed by the employer
during the year to this account is reported by the companies as contribution to
Provident fund.

 Gratuities paid
(Rs. 1.11crore)

Gratuity is a retirement benefit paid to an employee. It is linked to the number of
years of service deployed by the employee and is available upon separation.
Usually, gratuity is paid only to an employee upon separation only if he/she has
completed five years of service in the company.

 Staff welfare
(Rs. 15.27 on "Personnel Expenses" and"Canteen Subsidy")

Staff welfare refers to the various amenities that are made available to the
employees for their general welfare. These are besides the regular remuneration
in the form of salaries, etc. Staff welfare expenses may be in the form of free or
subsidised medical treatment, transportation facilities, recreation facilities, staff
food, canteen expenses, staff and labour welfare, etc. These expenses do not
form a part of the employees salary but are borne by the employer for the benefit
of the employees.

47

 Staff training
(Rs. 5.13 crore)

Staff training refers to the expenses a company incurs to train its employees.

 Other expenses on employees
(Rs. 0.14 crore)

This includes all the other employee related costs which are not included under
any other head. This could include information pertaining to provision for leave
encashment, pension contribution, ESI, Deposit linked Insurance, Group
Insurance etc.

 Working conditions
(a) Night Shift Working

• Percentage of contractors having night shift working was found to be 15.8 in
N.T.P.C units.
• In N.T.P.C units no additional facility was provided by contractors to their
workers in night shifts.

(b) Weekly off

All the contractors allowed weekly off to their workers. Percentage of
contractors allowing weekly off with wages was 47.4 in N.T.P.C units

(c) Leave and Holidays

48

N.T.P.C units earned leave was allowed to the extent of 15-18 days which was
allowed without wages by about 74 percent of the Contractors and with wages by
the remaining ones. Seven days casual leave was allowed without wages by a
vast majority (94.7 percent) of the contractors and only 5.3 percent contractors
allowed it with wages. None of the contractors in N.T.P.C allowed sick leave to
its workers.

 Welfare facilities
The provisions contained in the Contract Labour (Regulation and Abolition) Act,
1970 require every employer to provide adequate supply of drinking water,
adequate and proper facilities for washing, latrines and urinals, canteen facility,
properly maintained first-aid boxes, etc. for the welfare of workers.

(a) Drinking Water

Drinking water facility had been provided to the contract workers by the principal
employer in all cases of N.T.P.C units, is 97.4 percent

(b) Latrines and Urinals

The facility of separate latrines and urinals for men and women has been
provided by NTPC

(c) Washing Facility

The facility of washing had been provided to the contract workers by the principal
employer in all cases of N.T.P.C units, is 80.0 percent

49

Non-Statutory Welfare Benefits

Non-Statutory welfare benefits are those benefits which are voluntary provided
by the employer to its employees with additional fringe benefits that are not
required by law. These can range from paid time off for vacations, sick days and
holidays. Such benefits can enhance the total compensation package, while
helping to balance its employees work-life requirements.
Employers also provide paid leave and similar benefits to help them attract and
retain qualified workers.

These benefits are generally provided:

• To win over employee’s loyalty and increase their morale.

• To build up stable labour force, to reduce labour turnover and
absenteeism.

• To develop efficiency and productivity among workers.

• To save oneself from heavy taxes on surplus profits.

• To earn goodwill and enhance public image.

50

NTPC has adopted a visionary approach to address the issue regarding its
employees. NTPC management takes every care to promote and fulfil the
recreational and health requirement of the employees. A sense of pride and
respect for the cultural ethos and social moorings of the employees is developed
by the management as a conscious effort towards National Integration. Besides,
the management views the indulgence of its employees in the sports and cultural
activities as a source of satisfying the latent needs of the employees for
creativity, accomplishment, development and recognition. Therefore, the
management has endeavored to provide facilities in all its projects/stations for
the welfare of employees and for the pursuit and practice of various games and
sports, and fine arts namely, dance, drama, music, painting, sculpture etc.

Institutional mechanism like participative forums for employees were established.
Various policies have been formulated for the development of employees &
these policies are:

1. Recognition to employees:

NTPC has introduced a combined team Award Scheme to bring in an inter-unit
competitiveness in various areas of activity, leading to excellence and perfection.
The objective of the Award Scheme is to induce a Team Spirit amongst all
employees, to bring in a sense of competitiveness amongst all employees.

2. Education:

NTPC has been providing quality primary and secondary schooling facilities to
the children of its employees. NTPC provides funds to schools for equipments,
etc. and to also meet their recurring expenditure deficits on need basis.

• Workers Education Scheme

51

The scheme, operated in collaboration with the Central Board of Workers'
Education (CBWE), covers all employees in the workman category irrespective
of their educational qualification. The policy provides for books and stationery
free of cost, daily time off for attending classes, award of certificates on
successful completion of the course and cash awards to outstanding participants.

• Children’s Education Scheme

The company reimburses the expenditure incurred by the regular employees
towards tuition fees and / or hostel charges for their children. NTPC also has a
policy of scholarship for the children of the regular employees who join
professional courses.

3. Health:
The organization provides comprehensive medical care to employees and their
families inclusive of promotive, curative and preventive healthcare.
All regular employees, trainees and apprentices and their family members are
fully covered under the medical policy of NTPC.
NTPC also has a policy of annual comprehensive health check-up for the
employees above the age of 45 years, and health check up once in two years for
the employees in the age groups of 40-45. The employees working in
hazardous areas in the project undergo regular comprehensive health check-up.
NTPC has a contributory scheme for provision of medical facilities on
superannuation for the employees and their spouses.

4. Safety:

52

• Safety policy has been drawn up and communicated to all the employees
at Projects/Stations.

• Guidelines have been formulated for constituting committees to conduct
inquiries in cases of various types of accidents and dangerous
occurrences, to prevent their recurrence in future.

• Detailed Safety Rules for construction and erection, electrical and
mechanical have been prepared to ensure the safety of the employees
working in Construction, Operation and Maintenance Plants.

• Personal protective equipment is provided to all the employees at
projects, who are working in hazardous areas. Fire Detection and
Protection System have been provided at all vulnerable areas. Effective
functioning of the system is ensured through periodical inspection and
monitoring.

53

The objective of study are:-

• To study the welfare compensations provided to employee.

• To identify the facilities provided by NTPC in order to increase the level of
satisfaction in employees.

54

• To attain in real, the knowledge of things which really affects the
satisfaction level of an employee working in an organization.

• The main objective was to apply our theoretical knowledge on the real life
data.

• To be familiar with the working of Human resource in an organization.

• To analyze co-relation between satisfaction & productivity.

• To suggest various methods to eradicate the reasons of dissatisfaction of
employees from their job.

• To help assess whether contractors fulfill their Statutory obligations as an
employer towards their employees under Contract Law.

• To help understand the different Acts and Statutory filing of returns under
various central acts to protect the interest of workers.

55

This study is confined to NTPC ltd. Lodhi road, scope building (Delhi)

NTPC can take advantage of our study to enhance their business prospects,
critically examine the responses given by their employees in respect of their
human resource aspects, so that they can satisfy their employees more by
fulfilling their fair needs.

It has great scope for researcher also as he/she can apply this knowledge
and experience in future career.

For further research this can be treated as a secondary source of data.

56

Limitations Of The Study

Management refused to disclose some of the relevant
data/information.

Due to lack of time it is difficult to understand the Human Resource
function of an organization effectively.

Some of the information might not be given correct up to an extent, due to
confidentially of data by the employees.

We can’t believe on the responses given by the employees.

Inability & unwillingness of the respondents to provide information.

Some refused to cooperate at all.

58

Research Design

Methodology

Data Collection Source

Sample Area

Sample Size

Duration Of Research

60

Research Objective: To study of the employee welfare provided by NTPC to

their employees

Type of Research: Explorotary research , Descriptive research

Type of Data: 1) Primary Data: “Primary data is the data collected
for the first time”
Primary data sources include the unstructured
interview of the concerned authorities &
questionnaire.

2) Secondary Data: “Data collected by some
other means like newspapers, reports, magazines,
etc.
Secondary data sources include reports and website
of the
organization.

Research Method: Survey Method

Research Instrument: Questionnaire

61

Contact Method: Closed-ended questionnaires were prepared but to
find out the causes of dissatisfaction and awareness,
questions were asked to employees.

Sampling Plan: 1) Sample Size: 50

2) Sample Unit: Executive Level

3) Sample Area: NTPC Delhi,lodhi road

62

A research design is purely and simply the framework and plan for a study
that guides the collection and analysis of data.

TYPES OF RESEARCH DESIGN:

1. Exploratory Research Design

This is a preliminary phase and is absolutely essential in order to obtain a
proper definition of problem at hand. The major emphasis is on discovery of
ideas and thoughts.

Methods of exploratory study:
(i) Literature survey
(ii) Experience survey
(iii) Analysis of case studies

2. Descriptive Research Design

It is also called explanatory design, this is the one that simply describes
something such as demographic characteristics of consumers who use the
product.

63

Types of descriptive research design:
(i) Case research design
(ii) Stastistical design

3. Experimental Research Design

It is also called casual research. Experimentation is defined as a process
where events occur in a setting at the discretion of the experimenter and
controls are used to identify the sources of variation in the subjects
response.

DESCRIPTIVE RESEARCH IS USED IN THE STUDY

Descriptive research is a type of preliminary research that allows a better
description of the problem . It is used when there is good understanding of
problem.
A descriptive research is undertaken when research is interested in knowing
the feature of certain group such as age, gender, education level, occupation
and income or known proportion of people in a given population who
behave in a particular manner.

TO CARRY OUT THE STUDY AND TO MAKE PROJECT REPORT,
I HAVE USE THE FOLLNG RESEARCH METHODOLOGY

• A study of present system various schemes related to employee benefits.

• Questionnaires to get feedback from employees.

• Discussion with employee at different level of hierarchy in the company.

64

• Data collection from NTPC circulars and various in house magazines.

DATA

It is a collection of raw information based on certain facts and figures. it is
collected in a number of ways . Data can be obtained from three important
resources namely primary source, secondary source.

TYPES OF DATA

(i) Primary Data
(ii) Secondary Data

Primary Data:

Primary data are first hand information which one can get directly from the
people working in that particular concern

Secondary Data:

65

Secondary data is the information about the facts that one can get from the
published materials such as books, journals, magazines etc.

COLLECTION OF DATA

There are several ways to collect Primary and secondary data
.
These are:
(1) I opted for questionnaire method to collect the primary data from the
personnel’s working in NTPC, Delhi

(2) Secondary data has been collected through Books, Journals, Magazines,
and NTPC Websites, etc.

TOOLS FOR DATA COLLECTION

A Questionnaire is the efficient way of collecting information . The

Questionnaire used for the study is a structured one,based on Rating Scale

and Open Ended Questions(with choice answers).A total of 50 employees were

interviewed and were asked to fill up the Questionnaire.

The study was conducted through the use of Questionnaire method. Separate
questionnaires were prepared for N.T.P.C. employees.These questionnaires
were distributed to the sample selected randomly from the entire unit. Total

66

sample size was 50. The departments covered were HR, CSR. These
questionnaires were distributed to the employees of NTPC.

When to obtain data only a few units of population under study are considered
for analysis is called sampling method.

METHODS OF SAMPLING:

• Probability Sampling

• Non Probability Sampling

1) PROBABILITY SAMPLING

A probability sample is also called random sample. it is chosen in such a way
that each member of the universe has a known chance of being selected,.

Methods of probability sampling:

(i) Simple Random Sampling:

67

under simple random sampling each member of the population has known
and equal chance of being selected.

(ii) Systematic Sampling:

In this case sample members are chosen in a systematic manner. Each
member has a known chance of being selected.

(iii) Stratified Random Sampling:

A stratified sample is used when the researcher is particularly interested in
certain specific categories within the total population.

(iv) Cluster Sampling:

In this method the various units comprising the population are grouped in
clusters and the sample selection is made in such a way that each cluster
has a known chance of being selected.

2) NON PROBABILITY SAMPLING

In non probability sampling the chance of any particular unit in the population
being selected is unknown.

Methods of non probability sampling:

(i) Judgement Sampling:

A person knowledgeable about the population under study chooses sample
members he feels most appropriate for the study.

(ii) Convenience Sampling:

68

In this method sample units are chosen primarily on the basis of the
convenience to the investigator.

(iii) Quota Sampling: In quota sampling population is divided into strata on the

basis of characteristics of population .

SAMPLE AREA

I have selected N.T.P.C. Delhi, Lodhi Road as a sample area for the research
process.

SAMPLE SIZE

50 employees getting various welfare benefits have been selected as sample
size i.e. the total sample size is 50 employees.

69

This project was executed during summer break after second semester in ‘NTPC
Ltd.’, Delhi from 1st June 2009 to 30 July 2009 under the supervision of Mr. S.R.
Sahoo. [Dy. Manager (HR-RECIT) NTPC, Delhi].

70

DATA ANALYSIS

1) Job satisfaction in total

TABLE-1

Response No. of employees % of employees
Fully Satisfied 35 70%
Partially Satisfied 9 18%
Not Satisfied 6 12%
Total 50 100%

71

GRAPH-1

70%

60%

50%

40% Fully Satisfied
Partially satisfied
30% Not Satisfied
20%

10%

0%

INFERENCE:

This shows those major portions of employees in NTPC are satisfied with their
job. By this it can be analyzed that people are enjoying their work in NTPC with
least problems.

2) Satisfaction in terms of salary

TABLE-2

72

Response No. of Employees % of employees
Not Satisfied 4 8%
Total 50 100%

GRAPH

80%
70%
60%
50%
Fully Satisfied
40% Partially Satisfied
30% Not Satisfied

20%
10%
0%

INFERENCE:

This shows that the employees are quite happy with the salary provided to them
in NTPC; this also reflects that most of them are fully satisfied with the salary. On
the other hand, this can not be ignored that approximately 20% of employees are
either partially or not satisfied with the salary being provided to them in NTPC.
They may feel ignored and less capable than others.
3) Awareness of various benefits available to employees

TABLE-3

Yes 35 70%
No 15 30%

73

Total 50 100%

GRAPH-3

70%

60%

50%

40% Yes
No
30%

20%

10%

0%

INFERENCE:

70% of the employees are aware of the different benefits provided by N.T.P.C. to
the employees, whereas 30% are unaware of those benefits. This shows that
those 30% employees are getting less attention and are not aware of all the
policies, benefits, rules etc. in N.T.P.C.
4) Satisfaction in terms of staff welfare schemes.

TABLE-4

Not Satisfied 4 8%
Total 50 100%

74

GRAPH-4

90%
80%
70%
60%
Fully Satisfied
50%
Partially Satisfied
40%
Not Satisfied
30%
20%
10%
0%

INFERENCE:

This shows that 84% of the employees are fully satisfied with the various welfare
benefits provided to them in NTPC. On the other hand, 8% of the total
employees are partially satisfied, and 8% of the employees are not satisfied with
the various welfare benefits provided by the N.T.P.C.
5) Satisfaction in terms of EX- gratia

TABLE-5

Not Satisfied 4 8%
Total 50 100%

GRAPH-5

75

80%
70%
60%
50% Fully Satisfied
30% Not Satisfied

20%
10%
0%

INFERENCE:

This shows that 76% of the employees are fully satisfied in terms of Ex-Gratia
provided to them in NTPC. On the other hand, 16% of the total employees are
partially satisfied, and 8% of the employees are not satisfied.

6) Satisfaction in terms of Staff-training methods

TABLE-6

Not Satisfied 5 10%
Total 50 100%

GRAPH-6

76

80%
70%
60%
50% Fully Satisfied
30% Not Satisfied

20%
10%
0%

INFERENCE:

80% of the employees are fully satisfied with the staff-training methods provided
by N.T.P.C. to its employees. On the other hand, 10% of the employees are
partially satisfied and 10% of the employees think that staff-training methods
provided by N.T.P.C. is not beneficial.

7) Satisfaction in terms of working conditions

TABLE-7

Not Satisfied 2 4%
Total 50 100%

GRAPH-7

77

90%
80%
70%
60%
Fully Satisfied
50%
Partially Satisfied
40%
Not Satisfied
30%
20%
10%
0%

INFERENCE:

Working environment and conditions are seems to be satisfactory in N.T.P.C., as
88% are fully satisfied and 8% are partially, 4% of the employees are not at all
satisfied with the working conditions & environment of N.T.P.C. This reflects
some kind of difference in providing good or satisfactory working conditions to
different employees.

8) Satisfaction in terms of various education schemes

TABLE-8

Partially Satisfied
90% 3 6%
Not Satisfied 2 4%
80%Total 50 100%
70%
60%
GRAPH-8 Fully Satisfied
50%
Partially Satisfied
40%
Not Satisfied
30%
20%
10%
78
0%

INFERENCE:

80% of the employees are fully satisfied with the staff-training methods provided
by N.T.P.C. to its employees. On the other hand, 10% of the employees are
partially satisfied and 10% of the employees think that staff-training methods
provided by N.T.P.C. is not beneficial.

9) Satisfaction in terms of Health provisions

TABLE-9

Total 50 100%

90%
GRAPH-9 80%

70%
60%
Fully Satisfied
50%
Partially Satisfied
40%
Not Satisfied
30%
20%
10%
79
0%

INFERENCE:
This shows those major portions of employees in NTPC are satisfied with the
health polices and measures they provided. By this it can be analyzed that
people are enjoying their work in NTPC with least problems.

10) Satisfaction in terms of safety provisions

TABLE-10

Not Satisfied 5 10%
Total 50 100%

GRAPH-10
70%

60%

50%

40% Fully Satisfied
Partially Satisfied
30% Not Satisfied

20%

10%
80
0%

INFERENCE:

This shows those major portions of employees in NTPC are satisfied with the
safety measures provided with but 10% of people are not satisfied and 20% of
people are partially satisfied so some more attention is needed to make those
people also satisfied.

• Employees in NTPC enjoy proper recognition & full faith of their
employers.

• There are different benefits provided by NTPC to their employees. This is
the step towards achieving high level of job satisfaction of employees. But
there are employees who are unaware of the benefits given to the
employees also.

• Another good step to attain high level of job satisfaction of employees is
maintaining peaceful, good, satisfactory, faithful human relations with their

81

employees. NTPC is also providing good working conditions as well as
good working environment to their employees.

• Employees in NTPC feel that top hierarchical status increases job
satisfaction.

• Satisfactory work culture is there in NTPC which is acceptable by all the
employees. .

• Timings are well set and suitable to employees.

82

Conclusions:

You can do things,
Which you never thought, you could do.
There are no limitations, in what you can do.
Except the limitation in your own mind,
As to what, you cannot do.
Don’t think you cannot.
Think you can.
(Anonymous)

Employee welfare benefits are those that are provided by the employer to
their employees to win over employee’s loyalty and increase their morale.

83

Welfare includes anything that is done for the comfort & improvement of
employees. It may include recognition to employees, housing facilities,
medical facilities, safety of employees, education etc.

According to analysis conclusion may be summarized as follows:

• 70% of the employees working in NTPC are aware of the benefits that
the NTPC is providing.

• But the remaining 30% of the employees who are somehow not aware
of the benefits provided by NTPC, must be made known to it.

• 80% of the employees are satisfied with these benefits.

• These benefits are meant only for the working level employees, not
for the employees of executive level.

84

Recommendations & Suggestions:

Don’t wait for the best idea,

Implement the better one,

Still better and the best will follow.

On the basis of above study, suggestions to the company are:-

85

• Company should develop better working environment for their employees.

• Company should provide incentives to their employees to win over
employee’s loyalty and increase their morale.

• Company should properly make aware its employees regarding different
benefits available for them and for which they are eligible candidate.

• NTPC should give recognition to their employees by awarding them for
their better performance and to induce their team spirit.

86

QUESTIONNAIRE

Satisfaction of Employees in NTPC

NAME:_____________________________

AGE:_______________________________

GENDER:___________________________

DESIGNATION:_____________________

DEPARTMENT:_____________________

87

Q1. How much are you satisfied with your Job?

a) Fully Satisfied

b) Partially satisfied

c) Not satisfied

Q2. Are you satisfied with your Salary?

a) Fully Satisfied

b) Partially Satisfied

c) Not Satisfied

Q3. Are you aware of various benefits provided to employees by the

NTPC?

a) Yes

b) No

Q4. Are you satisfied with your Working Environment & Conditions?

a) Fully satisfied


c) Not Satisfied

Q5. Are you satisfied with the working culture of NTPC?

a) Fully satisfied

88


c) Not Satisfied

Q6. Are you satisfied with timings of jobs?

a) Fully satisfied


c) Not Satisfied

Q7. Do management focuses on the employee’s needs,demands and

requirements?

a) Fully satisfied


c) Not Satisfied

Q8. Are you satisfied with the safety provisions provided?

a) Fully satisfied


c) Not Satisfied

Q9. Are you satisfied with the training you are provided with?

a) Fully satisfied

89


c) Not Satisfied

Q10. Are you satisfied with the health facilities provided to you?

a) Fully satisfied


c) Not Satisfied

RESPONSES OF THE EMPLOYEES (Sample Size: 50 Employees)

Respon
se
a) b) c) Total

Employees

90

Question

Q1. 50
Q2. 50
Q3. 50
Q4. 50
Q5. 50
Q6. 50
Q7. 50
Q8. 50
Q9. 50
Q10. 50

91

Books Considered are:-

 ASWATHAPPA K- Human Resource and Personnel management,

2004, TATA MCGRAW- HILL PUBLISHING COMPANY LIMITED, New

Delhi.

92

 RAO V.S.P- Human Resource Management

 KOTHARI.C.R- Research Methodology Methods & Techniques, 2001,

WISHWA PRAKASHAN, New Delhi.

 FLIPPO EDWIN- Human Resource Management

Website Used:-

www.ntpc.nic.in
www.ntpc.org
www.answers.com
www. Google.com

Newspaper Used:-

Hindustan Times
The Times Of India

93

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