SUMMER PROJECT REPORT

“EMPLOYEE ENGAGEMENT AND COMMITMENT IN NTPC

WITH SPECIAL REFERENCE TO FEMALE EMPLOYEES”

Submitted to:

Dr. Ambedkar Institute of Management Studies & Research,

Deeksha Bhoomi, Nagpur

Submitted by:
Ms. SUKHDA S SARAF

Company Guide:
Ms. SWATI VERMA

Faculty Guide:
Prof. PUSHPARAJ KULKARNI

August 2014

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 CERTIFICATE
This is to certify that the investigation described in this report titled

“Employee engagement and commitment with special reference to

female employees” has been carried out by Ms. Sukhda Saraf during the

summer internship project. The study was done in the organisation,

National Thermal Power Co. Ltd, in partial fulfillment of the requirement for

the degree of Master of Business Administration of R. T. M. Nagpur

University, Nagpur.

This work is the own work of the candidate, complete in all respects and is

of sufficiently high standard to warrant its submission to the said degree.

The assistance and resources used for this work are duly acknowledged.

Dr. Sudhir S. Fulzele

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 (Director)

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 ACKNOWLEDGEMENT

It is a matter of pride and privilege for me to have done a summer

internship project in “NTPC” and I am sincerely thankful to them for
providing this opportunity to me.

I am thankful to “Ms. Swati Verma” for guiding me through this project and
continuously encouraging me. It would not have been possible to complete
this project without his / her support.

I am also thankful to all the faculty members of Dr. Ambedkar Institute of

Management Studies & Research and particularly my mentor “Prof.
Pushparaj Kulkarni” for helping me during the project.

Finally, I am grateful to my family and friends for their unending support.

(Name and Signature of the Student)

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 INDEX

PART 1

A) COMPANY PROFILE
 Brief history.
 Management structure.
 Achievements, awards and latest developments.
 Products & Services offered.
 Performance & Market share.
 SWOT analysis.

B) SECTOR OVERVIEW
 Sector size and major players.
 Regulations and regulatory bodies.
 Sector’s contribution to economy.
 Problems faced by the sector in general and the company
in particular.
 Future potential of the sector.

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PART 2

A) ACTUAL WORK DONE

 Week wise details of the work done including
the details of any specific tasks or projects
assigned by the company.
 Key learning.
 Detail study of questionnaire.

B) FINDINGS AND SUGGESTIONS

C) CONCLUSION

Appendix
Bibliography

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 HISTORY

1975 to 1994

The company was founded in November 1975 as “National Thermal Power Corporation

Private Limited”. It started work on its first project in 1976 at Singrauli in Uttar Pradesh. In the

same year, its name was changed to “National Thermal Power Corporation Limited”. In 1983,

NTPC began commercial operations (of selling power ) and earned profits of INR 4.5 crores in

FY 1982-83. By the end of 1985, it had achieved power generation capacity of 2000MW.

In 1986, it completed synchronization of its first 500MW units, at Singrauli. In 1988, it

commissioned two 500MW one each in Rihand and Ramagundam. In 1989, it started a

consultancy division. In 1992, it acquired Feroze Gandhi Unchahar Thermal Power Station (with

2 units of 210MW capacity each) from Uttar Pradesh Rajya Vidyut Utpadan Nigam of Uttar

Pradesh. By the end of 1994, its installed capacity crossed 15,000MW.

1995 to 2004

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 In 1995, it took over the Talchar Thermal Power Station from Orissa State Electricity

Board. In the year 1997, Government of India conferred it with “Navratna” status. In the same

year it achieved a milestone of generation of 100 billion units of electricity in a year. In 1998, it

commissioned its first naptha-based plant Kayamkulam with a capacity of 350MW. In 1999, its

plant in Dadri, which had the highest plant load factor (PLF) in India of 96% was certified with

ISO-14001. During 2000, it commenced construction of its irst hydro-electric power project,

with 800MW capacity, in Himachal Pradesh.

In 2002, it incorporated 3 subsidiary compnies:”NTPC Electric Supply Company

Limited” for forward integration by entering into the business of distribution and trading of

power;”NTPC Vidyut Vyapar Nigam Limited” for meeting the expected rise in energy

trading;”NTPC Hydro Limited” to carry out the business of implementing and operating small

and medium hydro-power projects. In the same year its installed capacity crossed 20,000MW.

Listing: NTPC got listed on BSE and NSE on 5 November 2004. Against the issue price of INR

62 per share, it closed the first day of listing with INR 75.55 per share. On the day of listing, it

become the third largest company in India in terms of market capitalization.

2005 to present

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 In October 2005, the company’s name was changed from “National Thermal Power

Corporation Limited” to “NTPC Limited”. The primary reasons this change was the company’s

foray into hydro and nuclear based power generation along with backward integration by coal

mining. In 2006, it entered to an agreement with government of Sri Lanka to set up two units of

250MW each in Tricomalee. During 2008 and 2011, NTPC entered into Joint venture with

BHEL, Bharat forge, NHPC, Coal India, SAIL, NMDC and NPCIL to expand its business of

power generation. By the end of 2010, its inatalled capacity crossed 31,000MW.

The company in 2009 joined forces with other states enterprises Rashtriya Ispat Nigam,

Steel Authority of India, Coal India, National Minerals Development Corporation and National

Thermal Power Corporation to invest in coal mining operations through a joint venture vehicle

named International Coal Ventures Private Limited (ICVL). In July 2014 ICVL acquired a 65%

stake in the Benga Coal mine in Mozambique from the Rio Tinto group.

MANAGEMENT SYSTEM

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Dr. Arup Roy Choudhury[CHAIRMAN & MANAGING DIRECTOR]

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(58 years), (DIN: 00659908), A firm believer in achieving team-excellence through

transformational change and shift to proactive, positive and personalized approach, Dr. Arup

Roy Choudhury believes in the dictum, “Sankalpa Shuddha Hi Siddha” i.e. if your intentions are

pure, you are bound to succeed. He has an illustrious career of more than 36 years during which

he has been holding the position of CMD of Navratna and Maharatna Companies for over 13

years. He is a graduate from Birla Institute of Technology-Mesra and a Post graduate and

Doctorate from IIT-Delhi. Some highlights of his career are:

• Became the youngest CMD of a Central Public Sector Enterprise in India (NBCC) at the age of

44 years.

• Honored with “Eminent Engineer Award” by Institution of Engineers (I) for remarkable and

valuable contribution, both national and international, in the field of engineering, particularly in

civil engineering and construction sector.

• Awarded for the best organizational turnaround from Hon. President of India.

• Received the Top Ten PSU and Turnaround Award from Hon. Prime Minister of India.

•Received the Top Ten Central Public Sector Undertaking Award from Hon. Prime Minister of

India.

• Elected Chairman of Standing Conference of Public Enterprises, the apex body of over 240

Central Public Sector Enterprises in India, in 2009 and re-elected unanimously in 2011 for a term

of two-years.

• Received the award as the Best Individual Leader of a Public Sector Enterprise from Hon.

Prime Minister of India.

• Received the Award for CSR and Responsiveness from Hon. President of India.

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• Appointed CMD of NTPC, one of the ten largest power companies in the world and the largest

power Generator in India since September 1, 2010.

• Elected Vice Chairman (Asia-Pacific c & South-Asia) of World Energy Council, the largest

multi-energy organization in the world with nearly 100 member countries.

• Received as CMD, the Gold Trophy for NTPC for best performance, from Hon. Prime Minister

of India.

• Honored with the ‘Asian CEO of the Year’ Award by Terrapin, a Singapore-based business

media company with presence in five continents doing significant work in Energy dialogue.

• Figured at # 40 among India Inc’s 100 Most Powerful CEOs, 2013 listing by The Economic

Times.

• Honored with the “Outstanding Engineer Award” by The Institution of Engineering and

Technology (IET) UK, Delhi Network, for life-long contribution to “Excellence in Project

Management in India”.

• Honored with “Eminent Engineering Personality” recognition by The Institution of Engineers.

• Honored as a ‘Jewel Alumnus’ by St Michael’s High School, Patna.

• Appointed Member of the Board of Governors of BIT-Mesra.

• Honored with ‘Distinguished Xaverian Award’ by St. Xavier’s Alumni Association for

outstanding services and contribution to the Building Construction and Power sectors.

• Became Member of the TERI Advisory Board.

• Authored a well received book with the unusual title ‘Management by Idiots’, published by the

prestigious McGraw Hill, India.

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Sh. I.J. Kapoor[DIRECTOR(COMMERCIAL)], (about 58 years), (DIN: 02051043),

is a Graduate in Mechanical Engineering and Masters in Business Administration. He joined

NTPC in 1978. He has a rich and varied experience of over 35 years in the areas of Commercial,

Engineering, Contracts & Materials Management, Consultancy, Cost Engineering, Project

Services, Quality Assurance & Inspection and Power Station Management. Prior to his elevation

as Director (Commercial), he was Regional Executive Director (National Capital), NTPC,

responsible for operational management of generating capacity along with project

implementation activities. As Director (Commercial), he is responsible for formulation

& implementation of policies & strategies to ensure marketing of NTPC’s entire electrical

output, appropriate pricing from regulatory authority and entire payment realization from

customers, thereby generate adequate internal resources for the company to meet the future

challenge of capacity addition. In addition, he is the Director In- charge of Consultancy and

Business Development activities.

Shri N.N. Misra[DIRECTOR(OPERATIONS)], (about 60 years), (DIN: 00575501),

graduated in Electrical Engineering with Honours from Regional Engineering College, Rourkela,

in the year 1977. Shri Misra joined NTPC in 1977 as Executive Trainee (2nd Batch). He has

experience of 36 years in NTPC out of which 29 years were in the Design Department looking

after the various functions of Electrical Design and Project Engineering beginning with the first

project of NTPC. He is actively associated with BIS. Shri Misra represents India in CIGRE

(International Conference on Large High Voltage Electric System) for High voltage equipment

and has contributed in many Study committees and Working groups of CIGRE.

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Shri A.K. Jha[DIRECTOR(TECHNICAL)] (57 Years), (DIN: 03590871), is a

graduate in Mechanical Engineering from BIT Sindri, Ranchi University and has done LLB from

Delhi University. He joined NTPC in 1977 as Executive Trainee (2nd Batch). He was directly

associated with the NTPC’s flagship Project i.e. Singrauli (5x200 MW) as part of erection team.

He has rich and varied experience of 37 years in NTPC in all the areas of Power Project that is

Design & Engineering, Project Planning & Monitoring and Project Construction & Management.

Shri U.P. Pani[DIRECTOR(HR)], (about 58 years), (DIN: 03199828), Director (Human

Resources) is a Graduate in Electrical Engineering from BITS PILANI (1978) and joined NTPC

in November, 1978 as (3rd batch) Executive Trainee. He has worked in Erection, Rehabilitation

and Resettlement, Technical Services Deptt. of Korba STPS (3x200+3x500MW) and Talchar

STPS, (6x500MW). He worked as Business Unit Head (BUH) of NSPCL (joint Venture of

NTPC & SAIL) at Bhilai and Durgapur.

Shri S.C. Pandey[DIRCTOR(PROJECTS)], (about 57 years) (DIN: 03142319), is

B.E. in Instrumentation. He joined NTPC in November, 1978 as (3rd batch) Executive Trainee.

He has about 34 years of comprehensive experience in management of large size power projects

in the areas of engineering, project construction and power plant operation and maintenance. He

has a strong background in managing, operating and maintaining few of the largest stations of

the country and has a rich experience and exposure of entire life cycle from concept to

commissioning of Greenfield project.

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Shri Kulamani Biswal[DIRECTOR(FINANCE)], aged 53 years, (DIN: 03318539), a

Commerce Graduate from Utkal University is a fellow in Cost Accountancy along with having

distinct professional qualifications of MBA from New Port University, California, USA; LLB

from Sambalpur University and Diploma in Financial Management from IGNOU.

Dr. Pradeep Kumar[GOVT. NOMINEE DIRECTOR], (about 53 years), (DIN:

05125269), an Indian Administrative Service Offi cer of Kerala Cadre, is B. Tech in Electronics,

MBA, Master Diploma in Public Administration and Governance and Ph.D. in the area of

Integrated Freight Transport Planning. During his illustrious career of 27 years as IAS offi cer,

he has held various administrative positions in the areas of Revenue, Finance, Transport,

Shipping, Inland Water Transportation, Water Resources, Irrigation, Food and Civil Supplies,

Consumer Affairs, Environment and Forests. Prior to joining as Joint Secretary & Financial

Adviser, Ministry of Power, he was Principal Secretary, Environment and Forest Department,

Government of Kerala.

Ms. Homai A. Daruwalla[INDEPENDENT DIRECTOR] (about 66 years), (DIN:

00365880), has reached pinnacle of Banking career with varied experience of working in three

large Public Sector Banks namely Union Bank of India, Oriental Bank of Commerce and Central

Bank of India. Ms. H.A. Daruwalla is the second woman Professional Banker and the first

woman from minority Zoroastrian community who has reached topmost position in PSU Banks

in the country purely on the strength of work ethics, with no relevance to gender whatsoever.

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 ACHEIVEMENTS AND DEVELOPMENTS

Capacity addition
 More than doubled the annual new capacity addition rate during the last two years of the

11th Plan (2490 MW in FY11 and 2820 MW in FY12), surpassing the 11th Plan target of

9220 MW by adding 9610 MW.

 Added 4,170 MW in 2012-13, achieved the capacity addition target of 4,160 MW during

the year. With this NTPC became a 41,000 MW plus company.

 9,000 MW (8,990 MW) added during the last 3years, which is around 22% of the total

capacity added in the last 37 years i.e. 41,184 MW.

Growth underway
 Capacity of 20,564 MW is under construction.

Capital Expenditure
 Year wise capex of NTPC has nearly doubled from the level of about Rs. 10,500 crore in

2009-10 to about Rs. 20,000 crore in 2012-13.

 A record capex of Rs. 19,926 crore (standalone) during financial year 2012-13 compared

to Rs 15,994 crore during financial year 2011-12, an increase of ~25%. This was ~95%

of the capex target of Rs. 20,995 crore. But for factors beyond NTPC’s control, we would

have exceeded the capex target.

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Contract management
 Work awarded for 8521 MW capacity in FY13.

 Award of main plant for as much as 12,540 MW capacity during last 3 years including

for commencement of bulk tender projects with unit sizes of 660 MW and 800 MW.

 The value of total packages awarded in the last 3 years is Rs. 68,824 crore (including

about 14,500 crore on behalf of JVs).

Fuel Security
1. Coal Mining:
 Withdrawal of de-allocation of Chatti Bariatu, Chatti Bariatu (South) and

Kerandari coal blocks by Coal Ministry.

 Four more coal mines allocated to NTPC namely Banai, Bhalumunda,

Chandrabila and Kudanali Laburi with geological reserves of 1995 MMT

production potential and production potential of more than 42.5 MMT per annum.

 With these mines, the total coal reserves of NTPC mines now amount to 5.7

billion tonnes with annual mining potential of ~100 MTPA.

 . MDOs appointed for Pakri Barwadih with 15 MTPA capacity and Chatti-Bariatu

with 7 MTPA capacity. Award for CHP of Pakri-Barwadih also placed.

 . MDO model ready for other coal projects.

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 2. Coal Supply:
 Coal Supply Agreements (CSA) signed with CIL for units commissioned after

31.03.2009 for 14000 MW capacity. With this, long term coal supply agreement

signed for the entire coal based generation capacity.

 Pioneering tripartite agreement with Inland Waterways Authority of India and

private developer for transporting 3 MTPA imported-coal through inland

waterways to NTPC Farakka earning encomiums from PMO. Similar

arrangement is under process for Barh. This will reduce the dependence on

Railway who are already constrained in transporting coal.

 Beginning with direct import of 4 MMT of coal with over 20% savings compared

to earlier coal supply agreements, so far imported 16 MMT of coal with

substantial savings.

Strong investor Confidence and sound financials

 Garnering over USD 2 billion (Rs. 11,469.39 Cr) at weighted average price of Rs 146.43

per share during ‘Offer for Sale’ for disinvestment of further 9.5% GoI’s stakes which

was oversubscribed by 1.7 times with 45% coming from foreign investors

 Raised USD 500 million in September, 2012 after a robust book building with

oversubscription of 8 times with lowest ever rates and USD 500 million in July, 2011

with oversubscription by 5.5 times with participation of over 200 investors, at very

competitive rate.

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  NTPC's financial performance in 2012-13 has been exceptionally strong with a Profit

After Tax of Rs. 12,619 crore, an increase of about 37% over the previous year's PAT.

CSR initiatives:
 NTPC’s Community Development activities, in focus areas of basic infrastructure

development, education, community health & sanitation, capacity building and gender

empowerment etc are based on specific local requirements and guided by extensive Need

Assessment Surveys and consultation through various participative forums

 Engagement of community in acceptance of specific CSR initiatives inculcates a sense of

ownership among people and plays a vital role in smooth and successful implementation

of schemes.

 In NTPC apart from driving existing measures, he has started a number of new initiatives

in the area of Corporate social responsibility a few of which include

a) Sanitation: Toilets for every PAP / neighborhood household.

b) Mobile Health Clinic for the villagers

c) Starting of Navodaya Vidyalayas and Balwadis

d) Setting up Engineering & Medical Institutes

e) Infrastructure building in the neighborhood of Projects

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Recognition:
 NTPC ranked globally as # 1 IPP by Platts (from prestigious McGraw Hill Group) in

2011 and 2012; earlier it was # 2.

 NTPC ranked 3rd overall and first among PSUs in the survey on the Best Place to Work

in India for 2012 by Economic Times and ‘Great Place to Work’ institute.

 NTPC ranked ‘Most Efficient Maharatna in Manufacturing’ by Dalal Street Investment

Journal (DSIJ) at 4th DSIJ Awards 2012.

 A survey across 550 companies, 22 industries and close to one lakh employees carried

out by ‘The Economic Times and The Great Place to Work Institute’ in 2013, ranked

NTPC Sixth among Best Ten Work Places, First in Large Organization Category, First in

Public Sector Category and First in ‘Energy, Oil and Gas sector’.

 NTPC has been awarded as Business Leader in the Power Sector at the NDTV Business

Leadership Awards. The award saluted the business pioneers whose inexorable pursuit

for excellence has fuelled India’s journey to the forefront of the world economy.

 India Pride Award’ was conferred on NTPC by the leading media group, Dainik Bhaskar.

The award was given for leadership in power sector.

 NTPC has received the Infrastructure Company of the Year award at “Dun & Bradstreet

– Axis Bank’s Infra Awards 2012.

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 AWARDS

NTPC was ranked 62nd amoung the 250 largest Power Producers and Energy Traders in the

World by Platts in 2002.

In 2009, it received ICSI National Award for excellence in Corporate Governance.

Environment Awards
 Golden Peacock Environmental Management Award

 CII sustainability Award

 3rd Green Globe foundation Awards

 The Sunday Indian Special Mega Excellence- “India’s best Environment Driven

Company Award-2009”

HR Awards
 Two Awards by the World HRD Congress 2014

 Three Awards by the World HRD Congress and Star Group

 NDTV leadership Award 2013

 Two Awards for NTPC at Asia Best Employer Brand Award

 Great places to work Award 2010

 Best companies to work for -2009

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CSR Awards
 Greentech CSR Award 2012

 Golden Peacock Award for Corporate Social Responsibility

 2nd India Power Awards 2009

 CII ITC sustainability Award

Performance Awards

1. Good Green Governance Award

2. Greentech Gold Awards

3. NTPC is the energizer company of the year 2012-13

4. Life Time Achievement Award to GM NTPC -CenPEEP

5. The Best Performing CFO Award

6. SAFA Best Presented Accounts Awards 2008

7. CII-EXIM Excellence Award, 2010

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 PRODUCTS AND SERVICES

NTPC have successfully explored more than one way to generate power. Other than

thermal power, they operate in hydro and gas regions too. As a natural progression of their in-

depth understanding of the power sector and their formidable track record, NTPC has now

ventured into three related fields. Consultancy for the power sector, setting up a training institute

for the same and R & D.

CONSULTANCY

The consultancy wing of NTPC, with ISO 9001:2008 accreditation undertakes Consultancy

assignments in the various phases of power plants. Over the time period , NTPC has emerged as

the acknowledged leader in engineering, construction, O&M, RLA/R&M and management of

power projects.

As a result of phenomenal success achieved by NTPC in executing its own power projects, many

utilities from India and abroad are approaching NTPC to gain from the rich experience gained by

NTPC. With this in view NTPC formally established its consultancy Wing 1989.

NTPC’S have vast pool of technically qualified and managerial manpower is well supported by

excellent infrastructure ad knowledge management facilities to deliver the client time bound ,

qualitative and cost effective solution meeting the global standards.

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In NTPC, they offer consultancy services related to infrastructure sector business such as:

 Fossil fuel based thermal power plants

 Combined cycle power plants

 Cogeneration plants

 Water supply and treatment

 Environment engineering and management

They provide following consultancy services in the areas mentioned above:

 Owner’s engineering services

 Lender’s engineering services

 Environment engineering and management

 Project management

 Quality assurance and inspection services

 Financial system and modeling

 Operation and maintenance

 HRD and Training

 Information technology

 Management consultancy

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POWER MANAGEMENT INSTITUTES

NTPC runs a state-of-the-art Power Management Institute (PMI), at NOIDA. PMI has over the

years trained a large number of professionals from NTPC, State electricity boards and other

power utilities in the country. Also, participant in PMI programs have come from various South

Asian and Middle Eastern countries.

With wide range of expertise and experience acquired over the years, PMI offers programs in the

following categories:

 Enhancing general management competence and skills

 Enhancing technical experts

 Upgrading functional skills

 Managing information technology

 Induction level training programs

 Employee development programs

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NTPC ENERGY TECHNOLOGY RESEARCH ALLIANCE (NETRA)

NTPC is a technology driven company and is fully aligned to the needs of adapting to emerging

technologies and upgrading the technologies through R&D. The company is particularly

sensitive to R&D and paradigm shift which it can make. Towards this, NTPC has a multipronged

approach. NETRA has come into existence in 2009 after merging of R&D center and Energy

Technologies.

The focus areas are : climate change, waste management, new & renewable energy, efficiency

improvement and cost reduction besides providing scientific support to NTPC and external

utilities for improving availability, reliability and efficiency.

The focus is on the developing cutting edge technologies by carrying out applied research which

manifest into the cost reduction and environment protection. NETRA is networked with

institutes/ organizations for research related to development of cost economic technologies in the

field of climate change, New & renewable energy, efficiency &reliability enhancement of

thermal power generation and CO2 mitigation/fixation. It is also in the dialogue with many

international institutes/ organizations for networking in these areas.

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PERFORMANCE AND MARKET SHARE

27
28
 SOWT ANALYSIS

STRENGTH

1. Employee friendly work culture and personnel policies.

2. Efficient production process of plants.

3. Fully integrated project management system.

4. Decades of experience in the sector shows its credibility.

5. Backing of central Government.

6. Efficient & timely completion of projects.

WEAKNESS

1. Depleting input material sources.

2. Government interventions can often cause disruption in operations.

3. Prices are determined by India’s Electricity Act.

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OPPORTUNITIES

1. Huge demand and supply gap.

2. Large opportunity in energy consultancy service.

3. New sources of power generation.

4. Long term fuel security.

5. Low cost power producer.

6. Strong balance sheet.

7. Competent and committed workforce.

8. Leadership position in Indian Power sector.

THREATS

1. Risking cost of production.

2. Huge competition from growing private power sector firms.

3. New and cleaner sources of power.

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 SECTOR OVERVIEW

SECTOR SIZE AND MAJOR PLAYERS

India’s power sector will generate a revenue of Rs13 lakh crore (US $ 294 billion) during the 12th

five year plan (2012-2017). It is estimated that Rs 6.5 lakh crore (US $ 147 billion) will come

from transmission & Distribution.

The government estimates of Rs 2.5 lakh crore (US $ 56 billion) from transmission and Rs 4 lakh

crore (US $ 91 billion) from distribution in addition to Rs 6.5 lakh crore (US $ 147 billion) from

generation.

LIST OF COMPANIES

 NTPC Ltd

 Tata Power Company Ltd

 Reliance Infrastructure Ltd

 Torrent Power Ltd

 NHPC Ltd

 CESC Ltd

 Neyveli Lignite Corporation Ltd

 JSW Energy Ltd

 Adani Power Ltd

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 REGULATIONS AND REGULATORY BODIES

The Ministry of Power is India’s apex central government body regulating the electrical energy

sector in India. This ministry was created on 2 July 1992. It is responsible for planning, policy

formulation, processing of projects for investment decisions, monitoring project implementation,

training and manpower development and the administration and enactment of legislation in

regard to thermal, hydro power generation, transmission and distribution. It is also responsible

for the administration of India’s Electricity Act (2003), the Energy Conservation Act (2001) and

to undertake such amendments to these Acts, as and when necessary, in conformity with the

Indian Government’s policy objectives.

Electricity is a concurrent list subject at Entry 38 in list III of the seventh schedule of the

constitution of India. In India’s federal governance structure, this means that both the central

government and India’s state governments are involved in establishing policy and laws for its

electricity sector. This principle motivates central government of India and individual state

governments to enter into memorandum of understanding to help expedite projects and reform

electricity sector in respective.

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Government owned power companies

India’s Ministry of power administers central government owned companies involved in the

generation of electricity in India. These include National Thermal Power Corporation, Damodar

Valley Corporation, National Hydroelectric Power Corporation and Nuclear Power Corporation

of India. The Power Grid Corporation of India is also administered by the Ministry; it is

responsible for inter-state transmission of electricity and the development of national grid.

The Ministry works with various state governments in matters related to state government

owned corporation in India’s electricity sector. Examples of state corporations include Telangana

Power Generation Corporation, Andhra Pradesh Power Generation Corporation Limited, Assam

Power Generation Corporation Limited, Tamil Nadu Electricity Board, Maharashtra State

Electricity Board, Kerela State Electricity Board and Gujarat Urja Vikas Nigam Limited.

FUNDING OF POWER INFRASTRUCTURE

India’s Ministry of Power administers Rural Electrification Corporation Limited and Power

Finance Corporation Limited. These central government owned public sector enterprises provide

loans and guarantee for public and private electricity sector infrastructure projects in India.

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CENTRAL ELECTRICITY REGULATORY COMMISSION (CERC)

CERC, a key regulator of power sector in India, is a statutory body functioning with quasi-

judicial status under sec-76 of the Electricity Act 2003. CERC was initially constituted on 24

July 1998 under the Ministry of Power’s Electricity Regulatory Commissions Act, 1998 for

rationalization of electricity tariffs, transparent policies regarding subsidies, promotion of

efficient and environmentally benign policies, and for matters connected Electricity Tariff

regulation. CERC was instituted primarily to regulate the tariff of Power generating companies

owned or controlled by the environment of India, and any other generating company which has a

composite scheme for power generation and interstate transmission of energy, including tariffs of

generating companies.

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 SECTOR’S CONTRIBUTION TO THE ECONOMY

As of December 2011, India had an installed power generation capacity of 233.929 GW as of

December 2013, of which thermal power contributed 68.31%, hydroelectricity 17.05%, other

sources of renewable energy 12.59%, and nuclear power 2.04%. India meets most of its domestic

energy demand through its 106 billion tones of coal reserves India is also rich in certain

alternative sources of energy with significant future potential such

as solar,wind and biofuels (atropha, sugarcane). India's dwindling uranium reserves stagnated the

growth of nuclear energy in the country for many years.[155] Recent discoveries of natural

uranium in Tummalapalle belt, which promises to be one of the top 20 of the world's

reserves and an estimated reserve of 846,477 metric tons (933,081 short tons) of thorium – about

25% of world's reserves – are expected to fuel the country's ambitious nuclear energy program in

the long-run. The Indo-US nuclear deal has also paved the way for India to import uranium from

other countries.

Electricity generation by power utilities during 2007-08 was targeted to go up by 7.2 percent

to710 billion KWh. The  growth of power generation in April-D ecember 2007 was

lower than the targeted growth rate. While growth in all three segments, that is,

thermal, hydro and nuclear  generation, slowed down, nuclear power generation,

in particular, showed the sharpest decline during the current year in comparison to the

corresponding period last year Power deficit.

35
The deficit in power supply in terms of peak availability and of total energy availability during

the current year was 14.8 per cent and 8.4 per cent, respectively. While shortages

are being experienced by each region, they are more acute in the North-Eastern and the

Western Region. In the case of the thermal power sector, the State, Central and

private sector plants reported a  plant load factor (PLF), a measure of efficiency,

of 70.2, 85.4 and 92.5 per cent, respectively, during April-December 2007-08. The PLF

in each of these sectors as well as in every region has improved over time. However, there is a

marked variation across the regions

Electricity losses in India during transmission and distribution are extremely high,

about 28.44%(2008-09). India needs to tide over a peak power shortfall of 13% between 5pm

and 11pm by reducing losses due to theft and pilferage.. Due to shortage of electricity, power

cuts are common throughout India and this has adversely effected the country’s economic

growth. Theft of electricity, common in most parts of urban India, amounts to 1.5% of India’s

GDP. The condition of utilities are not good either, cumulative loss of 110 power utilities are

estimated as Rs 86,136 crore which is expected to to rise to Rs 1,16,089 crore by 2014-

15. Despite an ambitious rural electrification program, some 400 million Indians lose electricity

access during blackouts. While 84.9% of Indian villages have at least an electricity line, just 46

percent of rural households have access to electricity.

Electricity losses in India during transmission and distribution are extremely high,

about 28.44%(2008-09). India needs to tide over a peak power shortfall of 13% between 5pm

and 11pm by reducing losses due to theft and pilferage. 

36
Due to shortage of electricity, power cuts are common throughout India and this has adversely

effected the country’s economic growth. Theft of electricity, common in most parts of urban

India, amounts to 1.5% of India’s GDP. The condition of utilities are not good either,

cumulative loss of 110 power utilities are estimated as Rs 86,136 crore which is expected to to

rise to Rs 1,16,089 crore by 2014-15. Despite an ambitious rural electrification program, some

400 million Indians lose electricity access during blackouts. While 84.9% of Indian villages have

at least an electricity line, just 46 percent of rural households have access to electricity.

The power sector in India is mainly governed by the Ministry of Power. There are three major

pillars of power sector these are Generation, Transmission, and Distribution. As far as generation

is concerned it is mainly divided into three sectors these are Central Sector, State Sector, and

Private Sector. 

Central Sector or Public Sector Undertakings (PSUs), constitute 29.78% (62826.63MW) of

total installed capacity i.e, 210951.72 MW (as on 31/12/2012) in India. Major PSUs involved in

the generation of electricity include NHPC Ltd., NTPC Ltd.,, and Nuclear Power Corporation of

India (NPCIL).

Other than PSUs and state level corporations, private sector enterprises also play a major role

in generation, transmission and distribution, about 29.11%(61409.24MW) of total installed

capacity is generated by private sector.

37
 PROBLEMS FACED BY POWER SECTOR IN GENERAL

India’s Electricity sector faces many issues. Some are:

 Government giveaways such as free electricity for farmers, partly to curry political favor,

have depleted the cash reserves of state-run electricity-distribution system. This has

financially cripped the distribution network, and its ability to pay for power to meet the

demand. This situation has been worsened by government departments of India that do

not pay their bills.

 Shortages of fuel: despite abundant reserves of coal, India is facing a severe shortage of

coal.

 Poor pipeline connectivity and infrastructure to harness India’s abundant coal bed

methane and shale gas potential.

 The giant new offshore natural gas field has delivered less fuel than projected. India faces

a shortage of natural gas.

 Hydroelectric power projects in India’s mountains north and north east regions have been

slowed down by ecological, environmental and rehabilitation controversies, coupled with

public interest litigations.

 Theft of power.

 Loss in connector systems/service connections

 Lack of clean and reliable energy sources

38
 PART 2

Actual Work Done

1st week:

 2 days classroom training

 3 days plant visit.

2nd week:

 2 days classroom training of administration department

 Study of time management and public relation.

3rd week:

 Done an analysis of employee recruitment & the procedure which are to be followed.

 Document necessary for the record keeping of the employees after the allotment of job.

4th week:

 Study of administration process.

 Overview of off the job training programs conducted by the company.

 Studied and drafted letters to sanction loans (education, car) to the employees.

39
 5th week:

 Study of off the job training & development practices which are held for the employees.

 Evaluation of the employees by filling the questionnaire from them.

6th week:

 Study of administration development programs offered by the company for the

employees.

 Done study about these programs that how these programs are implemented and the

evaluation of the employees is done.

40
 Key Learning

 Selection of the company for Sip should be done carefully.

 Team work is very important for HR Manager.

 How the off the job training & development of employees done in industries,

and how it is utilized to evaluate the performance of the employees.

 Safety measures should be taken into consideration during training.

41
 DETAILED STUDY OF QUESTIONNAIRE

Are you happy being associated with the

company?

Strongly Agree 12 48
Agree 12 48
Neutral 1 4
Disagree 0 0
Strongly Disagree 0 0

 96% female employees are happy being associated with the company. These are the

people who are highly satisfied with company and they have less absenteeism

 And 4% female employees are neither happy nor unhappy with the company.

 0% female employees disagree and strongly disagree hence it says that neither of 25

employees is unhappy or regret being associated with the company

42
Do you willingly accept change?

Strongly Agree 8 32
Agree 8 32
Neutral 7 28
Disagree 1 4
Strongly Disagree 1 4

 64% of the employees agree that they willingly accept the change that is they are

adaptable to changes. Even with the change they can perform their job.

 28% of the employees do not readily accept the change neither readily oppose the

change

 8% among the 25 female employees disagree that means they do not readily accept the

change. Among 8% employees 4% strongly disagree that meas if there is change in the

organization then these are the people who rebel and their performance is affected.

43
At work are you completely focused on
job?

Strongly Agree 13 52
Agree 11 44
Neutral 1 4
Disagree 0 0
Strongly Disagree 0 0

 96% of the female employees are completely focused at their job. That is they perform at

best in their work. Among 96% of the female employees 52% strongly agree and 44% of

the employees agree.

 4% of the employees neither agree nor disagree about the point that they are completely

focused on job

 This shows that maximum number of employees are focused that means they are

motivated and give their best each day.

44
Are you determined to give your best effort each
day?

Strongly Agree 16 64
Agree 9 36
Neutral 0 0
Disagree 0 0
Strongly Disagree 0 0

 64% of all the female employees strongly agree that they are determined to give their best

effort. This means that these are the employees who are completely determined to give

their best effort each day. These are the employees who are committed are perform at

their best.

 36% that is the rest of the employees agree to this point that they are determined to give

their best effort.

 No employee amongst the 25 employees disagree that means all the employees give their

best effort to do their job.

45
Do you get excited about going to
work?

Strongly Agree 6 24
Agree 14 56
Neutral 5 20
Disagree 0 0
Strongly Disagree 0 0

 80% of the 25 employees agree that they are excited about going to work. This show the

employees are comfortable, safe and have a friendly environment in the company. They

feel a sense of belongingness with the company which positively influences their

performance.

 20% of the employees neither agree nor disagree that they are excited about going to

work.

 No employee amongst all the employees disagree that means all the employee are excited

about going to work.

46
Do you feel completely involved in your
work?

Strongly Agree 13 52
Agree 10 40
Neutral 2 8
Disagree 0 0
Strongly Disagree 0 0

 92% of the employees feel that they are completely involved in their work. Their

performance is good are committed.

 8% of the employees neither agree nor disagree that they are completely involved in

work.

 No employee completely disagree that they are involved in work. Therefore it means that

the employees are involved in their work which helps improving their performance and it

shows that the work which is done by the employees is liked by the employees.

47
Are you inspired to meet your goals at
work?

Strongly Agree 8 32
Agree 12 48
Neutral 4 16
Disagree 1 4
Strongly Disagree 0 0

 80% of the female employees agree that they are inspired to meet their goals. This means

that the employees are motivated to perform their job.

 16% of the employees neither agree nor disagree that they are inspired to meet their

goals.

 4% of the employees disagree that they are not inspired. That is they are not motivated to

perform their job. They feel the sense of dissatisfaction which may negatively influence

the productivity of the employee.

48
Are you often so involved in your work that the time goes
by very quickly?

Strongly Agree 5 20
Agree 11 44
Neutral 7 28
Disagree 2 8
Strongly Disagree 0 0

 64% employees agree that they are often so involved in work that the time goes by very

quickly. These are the employees who are motivated and often enjoy working in the

organization.

 28% of the employees are those who neither agree nor disagree that they are involved in

the work

 8% of the employees do not agree with this point that they are involved they reasons

could be that they have least interest in their job, they are not motivated to do their job

etc.

49
Do you have good understanding of the mission and goals
of the organization?

Strongly Agree 10 40
Agree 13 52
Neutral 2 8
Disagree 0 0
Strongly Disagree 0 0

 92% of the employees agree that they have good understanding of the mission and goals

of the organization. This plays an important role in motivating the employees which

increases the involvement of the employees in their job.

 8% of the employees neither agree nor disagree that they have good understanding of the

mission and goals of the organization.

 No employee disagrees with this that means they are well known with the goals of the

company which improves the productivity.

50
Does your supervisor provide you regular information about the
mission & goals of the organization?

Strongly Agree 4 16
Agree 15 60
Neutral 5 20
Disagree 1 4
Strongly Disagree 0 0

 76% of the employees agree to this that the supervisor provide them regular information

about the mission and goals of the organization this shows that the employees have good

communication with their supervisor.

 20% of the employees neither agree nor disagree that their supervisor briefs them about

the mission and goals of the organization.

 4% of the employee disagree that they are not briefed by the supervisor. These are those

employees who are not involved in their work and their performance gets affected.

51
Does the environment in your organization supports
balance between work and personal life?

Strongly Agree 2 8
Agree 13 52
Neutral 9 36
Disagree 0 0
Strongly Disagree 1 4

 60% of the female employees agree that the environment in the organization supports

balance between the work life and personal life. Being a female, she has the total

responsibility of the family; hence these employees agree that they have support from the

organization so that they can maintain work life balance.

 36% of the female employees neither agree nor disagree that the company provides then

with the environment in which they are able to maintain a work life balance.

 4% of the remaining employees strongly disagree with this, this shows that these

employees are dissatisfied with the environment of the organization due to which they are

not able to maintain a work life balance

52
Are you able to satisfy both your job and family/personal
responsibilities?

Strongly Agree 4 16
Agree 12 48
Neutral 7 28
Disagree 2 8
Strongly Disagree 0 0

 64% of the female employees totally agree that they are able to satisfy both job and

family/personal responsibilities. This shows that greater amount of employees feel that

they are able to maintain a work life balance.

 28% of the female employees neither agree nor disagree with this.

 8% of the employees disagree that they are not able to satisfy the both job and

family/personal responsibilities. Therefore it directly affects the engagement of the

employee.

53
Is your work place comfortable to
work?

Strongly Agree 12 48
Agree 10 40
Neutral 3 12
Disagree 0 0
Strongly Disagree 0 0

 88% of the female employees agree that their work place is comfortable this shows that

there is equal treatment in the organization and there is safety for the female employees.

 12%of the female employees are neutral about it that is neither they agree nor disagree

that the work place is comfortable for working.

 No employee disagree that the workplace is comfortable for the female employees to

work.

54
Even if you had an opportunity to get similar job with
another organization, you would stay with your company?
Strongly Agree 9 36
Agree 8 32
Neutral 5 20
Disagree 3 12
Strongly Disagree 0 0

 68% of the female employees agree that if they get a equal opportunity outside the

organization even then they will not leave the organization this shows that they are

satisfied with the work and workplace to accountable limit.

 20% of the female employees neither agree nor disagree that they will the organization or

not.

 12% of the female employees disagree this means that if the employees get the

opportunity outside the chances are the employee my leave the organization.

55
Does NTPC have a base where all have equal opportunity to get recognized?

Strongly Agree 3 12
Agree 10 40
Neutral 9 36
Disagree 3 12
Strongly Disagree 0 0

 52% of the female employees agree that the NTPC have a base where all have equal

opportunity to get recognition that means according to these employees there is no gender

bias discrimination in the organization.

 36% of the employees neither agree nor disagree with this point.

 12% of the employees completely disagree that organization give the female employees an

equal opportunities to them for their development and recognition.

56
Do you see yourself continuing to work
for this organization two years from
now?

Strongly Agree 13 52
Agree 9 36
Neutral 3 12
Disagree 0 0
Strongly Disagree 0 0

 88% of the female employees agree that two years down the lane they will continue working

in the same organization. This shows that these are the employees happy with the

organization and the work which they perform.

 12% of the female employee neither agree nor disagree that they will continue working in

the organization or not.

 No employee disagree that they will not continue their job in the same organization two

years from now

57
Does major satisfaction come from your
job?

Strongly Agree 2 8
Agree 11 44
Neutral 9 36
Disagree 2 8
Strongly Disagree 1 4

 52% of the female employees agree that the major satisfaction come from their job.

 36% of the female employees neither agree nor disagree that they get major satisfaction

from their job.

 12% of the female employees disagree that job is not the only factor which is responsible to

give the major satisfaction of their life.

58
In the last year, have you had opportunities at
work to learn and grow?

Strongly Agree 4 16
Agree 15 60
Neutral 6 24
Disagree 0 0
Strongly Disagree 0 0

 76% of the female employees they agree that last year they had opportunities at work to

learn and grow. This shows that the female employees also get opportunities to learn and

grow in their work.

 24% of the employees neither agree nor disagree that they got an opportunity to learn and

grow in their work.

 No employee disagree that they have not got a chance to develop, learn and grow in their

job.

59
Are you emotionally attached to the
organization?

Strongly Agree 12 48
Agree 8 32
Neutral 3 12
Disagree 2 8
Strongly Disagree 0 0

 80% of the female employees agree that they are emotionally attached to the company.

 12% of the employees neither agree nor disagree that they are emotionally attached with the

company or not.

 8% of the employees disagree that they are attached to the company.

60
Do you have high degree of autonomy with
your working arrangements?

Strongly Agree 1 4
Agree 16 64
Neutral 7 28
Disagree 1 4
Strongly Disagree 0 0

 68% of the female employees agree that they have high degree of autonomy with their

working arrangements. They have the authority to take their own decision.

 28% of the employees neither agree nor disagree that they have autonomy with their

working arrangement.

 4% of the employee disagree that they have high degree of autonomy with their working

arrangement.

61
Do you continue to work for the organization
because of fear that loss of social ties if you leave?
Strongly Agree 0 0
Agree 4 8
Neutral 9 36
Disagree 11 44
Strongly Disagree 1 4

 8% of the female employees agree that they continue to work for the organization because of

fear of losing social ties.

 36%of the employees neither agree nor disagree that they continue to work for the

organization because of fear of losing social ties.

 48% of the employees disagree that they continue to work in the organization due to the fear

of losing social ties.

62
Do you continue to work for the organization because of fear of financial
consequences of leaving?

Strongly Agree 0 0
Agree 7 28
Neutral 4 16
Disagree 12 48
Strongly Disagree 2 8

 28% of the employees agree that they are with the organization because of the fear of

financial consequences of leaving.

 16% of the employees neither agree nor disagree that they continue to work for the

organization because of fear of financial consequences of leaving.

 56% of the female employees disagree that due to financial reasons they are working on the

organization.

63
Do you continue to work with the organization because of you feel obliged to?

Strongly Agree 1 4
Agree 10 40
Neutral 11 44
Disagree 3 12
Strongly Disagree 0 0

 44% of the female employees agree that they continue to work in the organization

because they feel obliged to.

 44% of the female employees neither agree nor disagree with this point.

 12% of the female employees disagree that they work with the organization because

they are obliged to.

64
Would you recommend this organization to friends
and family?

Strongly Agree 6 24
Agree 16 64
Neutral 3 12
Disagree 0 0
Strongly Disagree 0 0

 88% of the employees totally agree that they will recommend this organization to their

friends and family because they feel that this organization is good place to work.

 12% of the employees neither agree nor disagree that they will recommend or not.

 No employee disagrees with this point that they won`t recommend this company to their

family and friends.

65
Do you feel proud to tell people that you work for this
organization?

Strongly Agree 14 56
Agree 11 44
Neutral 0 0
Disagree 0 0
Strongly Disagree 0 0

 100% of the employee that is all thet emplouyees totally agree that they feel proud to tell

people that they work for this organization. This indicates that the employees have

respect for their company.

 No employee from the sample diagree or have dailema that they don`t feel proud to to

tell people that they work for this organization.

66
AGE
Below25 0 0
25-35 13 52
35-45 8 32
45-55 4 16
Above55 0 0

 52% of the female employee’s age is within 25-35.

 32% of the female employee’s age is within 35-45.

 16% of the female employee’s age is within.

67
FINDINGS AND SUGGESTION

68
CONCLUSION

69
 APPENDIX

EMPLOYEE ENGAGEMENT AND COMMITMENT AT NTPC WITH SPECIAL

REFERENCE TO FEMALE EMPLOYEES
DESIGNATION: DEPARTMENT: DATE:

NOTE:-
 1=STRONGLY AGREE
 2=AGREE
 3=NEITHER AGREE NOR DISAGREE
 4=DISAGREE
 5=STRONGLY DISAGREE
 Tick in the appropriate box

S.N QUESTIONNAIRE 1 2 3 4 5
O
1 Are you happy being associated with the
company?
2 Do you willingly accept change?

3 At work, are you completely focused on job?

4 Are you determined to give your best effort at

work each day?
5 Do you get excited about going to work?

6 Do you feel completely involved in your work?

7 Are you inspired to meet your goals at work?

8 Are you often so involved in your work that the

goes by very quickly?

9 Do you have good understanding of the

mission and goals of the organization?
10 Does your supervisor provide you regular
information about the mission and goals of the
organization?
11 Does the environment in your organization
supports balance between work and personal
life?
12 Are you able to satisfy both your job and
family/personal responsibilities?

70
S.NO QUESTIONNAIRE 1 2 3 4 5

13 Is your work place comfortable to work?

14 Even if you had an opportunity to get similar

job with another organization, you would stay
with your present company?
15 Does NTPC have a base where all have equal
opportunity to get recognized?
16 Do you see yourself continuing to work for this
organization two years from now?
17 Does major satisfaction come from your job?

18 In the last year, have you had opportunities at

work to learn and grow?
19 Are you emotionally attached to the
organization?

20 Do you have high degree of autonomy with

your working arrangements?
21 Do you continue to work for the organization
because of fear that loss of social ties if you
leave?
22 Do you continue to work for the organization
because of fear of financial consequences of
leaving?
23 Do you continue to work for the organization
because of you feel obliged to?
24 Would you recommend this organization to
friends and family?
25 Do you feel proud to tell people that you work
for this organization?

71
 BIBLOGRAPHY

 www.ntpc.co.in

 www.wikipedia.org

 indianpowersetor.com

Books

 Personnel & Human resource management by P. Subba Rao.

 Personnel Management by C.B. Mamoria.

72
73