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1024100010 BIJAYINI NAYAK Human Resource Competency Mapping of Employees – A Roadway to Make NTPC a World Class Organisation The ongoing structural ramifications because of diversification into various business fields (Coal mining, power plant equipment manufacturing, power distribution & power trading, etc.) associated with steep challenges from emerging private players has reckoned the existing management to rethink its strategies for increasing employees productivity in NTPC Ltd. We not only need to focus on our core competency but also need to induce sufficient agility in our working culture to sweep across the tides of seachanges in tariff regime of competitive bidding and the policy reforms. Thus, Competency Mapping has become indispensable to enhance employee productivity to transform ourself into a World Class Organisation.

TOPIC- Evaluation & Comments from Faculty CORRECT Objectives of the study: To assess the current performance of employees & stream line their potential along organisational goal. To assess the gap between productivity of an employee and the compensation and address the same through performance related pay. To increase the effectiveness of training and professional development programs by linking them to behavioral standards of excellence and requirement of workplace. To introduce a Continuous Improvement Review System in order to enhance employees efficiency. To establish a performance excellence model for a systematic approach to professional development, improved job satisfaction, and better employee retention. To provide common, organisation-wide standards for career levels that enable employees to move across boundaries.

OBJECTIVE- Evaluation & Comments from Faculty Write objectives in bulleted points, it should be focused. Your objectives should be quantifiable, begin your objectives with words like “to evaluate…‟‟ or “to estimate…”. “to identify…” etc. Avoid words like “to study…”, “to read…”, “to review…”, “to understand…”, “to know…”.

Ample number of workshop is conducted to instill organizational core competence among the new joinees. motivation. innovation. it is the 6th largest power generating company in the world and the biggest in India.. etc. . With a vision of becoming “A World Class Integrated Power Major”. through a primary survey ii) Study of secondary data sources iii) Interview of senior executives and study of the other projects Employee‟s competencies will be mapped based on their functional expertise. NTPC has acquired the status of Maharatna among the PSUs. leadership & managerial ability. 2.1 (10%). The participants have a basic qualification of bachelor degree of various disciples. A random. NTPC has grown to become a house-hold name. non-probabilistic sampling methodology will be followed. Explanation of the Method: The sample space for primary survey comprises of executives of TSTPS. Established in 1975 by Govt. with adequate exposure to practices of power plant.Methodology: Primary Data METHODOLOGY. Company Name: Company Profile: Questionnaire (10 to 15 questions) 1. are sufficient in leadership development process for future. It has received several accolades for its HR practices and has been consistently named among top 10 best places to work in India. since 2008. as a central power generating company. ability to influence. The clinical methodology consists of three phases: i) A pilot study of TSTPS/NTPC Ltd. self development.Evaluation & Comments from Faculty Please read some book or on internet to understand univariate. The present mentor-mentee process helps in developing cultural ingredients of the organization. NTPC Ltd. hydro & solar power & power equipment manufacturing. Presently. Present form of Development Centre/Capsule course /advanced management course. NTPC management introduces satisfactory job rotation to instill versatility among its employees. of India. 3. 4. Because of the stupendous growth in the past 38 years along with the robust performance. team-sprit. bivariate and multivariate statistics. analytical thinking. The close end questions are based on Likert scale modeling. efficiency. Minimum sample size is determined by using normal distribution chart by assuming a 90% degree of confidence & acceptable error of 0. The survey consists of close and open-ended questions. You are supposed to use these statistics. NTPC has diversified into coal mining. technical competence.

„The Job Evaluation Handbook‟. 3. Using this. Your work/ assignments are has been allocated keeping in sprit your competencies. employee‟s competencies will be measured based on the Technical. Number of respondents: Area of study: Method you will use to classify data: 100 TSTPS (Kaniha)/NTPC Ltd. 15. the Behavior Event Interviewing (BEI) method suggested by David McClelland and his associate Berlew of McBer Consulting Firm. The secondary research is based on finding on Performance management practices by US based „Development Dimensions International (DDI) and „The Society for Human Resource Management (SHRM)‟ published in the article „Performance management: What‟s hot-What‟s not‟ (Bernthal. Armstrong. Sage Publications. Post Qualification courses (such as M. 6. A well laid out process for developing people for leadership roles in NTPC is being implemented. Critical positions (AGM and above) are done based on systematic identification of competencies. Human and Conceptual Competence. 13. Exceptional performers at various levels are adequately rewarded. 1996). Managerial.. Our HR policy adequately addresses the issues of growth and development of individual employees. M. Group work. Knowledge sharing means are adequate at your workplace. Tata McGraw Hill.(2004). 12. Performance Appraisal Formats etc. Training imparted is need based – based on competency required for a given job profile.S. “The Handbook of Competency Mapping”. Method you will use to present data: QUESTIONNAIRE. 2. S. References: 1. M (1996). Reflect which of the questions asked are for which of the objectives. Saiyadain. Sanghi.(2003). will be followed.Evaluation & Comments from Faculty Generate around 25 statements for your questionnaire.5. NTPC management makes conscious efforts on employee retention (like the analysis of reasons for separation of employees) to maintain its core competency. The profiling of NTPC‟s business risks (into high moderate and low) are done and communicated to all. Besides. 10. 7. Institute of Personnel and . Performance does not make much difference to the career growth progresses of employees at various levels. Questionnaire. 9. 14. 8. variance and correlation coefficients will be used for analysis.Tech. Statistical tools such as mean. MBA) of an employee has enabled the organization to get enrich output. 11. The following methods will be used in combination for competency mapping: Interviews. “Human Resources Management”. Use of Job descriptions.

com PROJECT GUIDE. Findings and Recommendations 6.PIN-759147 Orissa 06760244341 06760247203 9437044341 sarojrajni@gmail. XISS. Hartle.pdf link to understand the chapterisation scheme and weightage of every chapter.Development. London 4.-C-248 PERMANENT TOWNSHIP. Introduction 2. Jim (2002).in/sis/downloads/projectguidelines_hr. Torrington.Evaluation & Comments from Faculty Refer to the http://sis. D and Hall. London 6.‟ How to Re-engineer Your Performance Appraisal Process‟.imtcdl.mercerhr. Huber & Fuller (1996). London. Profile of Project Guide Name: Age: Educational Qualification: Years of Experience: Current organisation: Current designation: Brief profile: Address: House No:. Action Plan for a Continuous Improvement Review System 7. Ranchi 14 NTPC Ltd. Dearborn Trade Publishing. Research Methodology 4. New York 8. Street: City: State: Phone Number (Residence): Phone Number (Office): Mobile: Email: Saroj Kumar 37 PGDPM. Conclusion and Limitations of Study 8.‟ Human Resources Management. Little Brown Publisher 5.ac.Evaluation & Comments . L (1998). 7. Underwood. Senior Manager Qr. „International Encyclopedia of Business and Management‟. IPM. http://www.No. „What‟s Your Corporate IQ‟. Bibliography CHAPTERIZATION. F (1995).NTPC TSTPS Deepsikha. Comparative Analysis of HR strategies: NTPC vs Global Power Utilities 5. Prentice Hall. Literature Review 3.com Chapterization Scheme: 1.

from Faculty CORRECT FINAL COMMENTS FROM FACULTY Approved with Modification Bring all original questionnaires and the master sheet used to do data analysis in the hard bound for at the time of Viva. FACULTy details Faculty Name: Nidhi Mathur Email: nidhimathur@imtcdl.in .ac.