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CHAPTER 1 COMPANY PROFILE 1.1 INTRODUCTION
ORIENTAL BANK OF COMMERCE
PROFILE OF THE COMPANY:
Oriental Bank of Commerce India was established in the year 1943 on 19th February in Lahore. After partition, Oriental bank of commerce is shifted from Lahore to Amritsar paying every rupee to its departing customers. Oriental bank of commerce was nationalized on 15th April in 1980.Then OBC bank had 307 branches with Rs.282.61 crores as deposits and as advance Rs 152.69.The National Institute of Bank Management(NIBM),rated OBC bank as “Customer Friendly” Bank
industrial relations pertains to the study and practice of collective bargaining. The relationships which arise at and out of the workplace generally include the relationships between individual workers. while human resource management is a separate. the relationships between workers and their employer. largely distinct field that deals with non-union employment relationships and the personnel practices and policies of employers. including human resource management. Industrial relations broadly defined to include the relationships and interactions between employers and employees. employee relations. The field of industrial relations looks at the relationship between management and workers. and labourmanagement relations. the relationships between employers. trade unionism.1Participative forums In Management INTRODUCTION Industrial relations are the relationships between employees and employers within the organizational settings. From this perspective. particularly groups of workers represented by a union. industrial relations cover all aspects of the employment relationship. Industrial relations also includes the processes through which these 4 . Accordingly. the relationships employers and workers have with the organizations formed to promote their respective interests. Now its meaning has become more specific and restricted. and the relations between those organizations.CHAPTER 2 PROJECT 2. and unionmanagement (or labour) relations. at all levels.
and the management of conflict between employers. decisions and negotiations. workers’ participation in decision-making. they hold the view that the functioning of economic activity is. collective bargaining. The trade unions view the concept as “a new order of social relationship and a new set of power equations within organizations. when it arises. their very jobs. and grievance and dispute settlement. and this participation paves the way to harmonious industrial relations which are conductive to increasing productivity and efficiency. For laborers. consultations. ranging from exchange of information. DEFINITION For management. by its very nature. but in terms of relative importance and priorities. social. it is just like co-decision or co-determination. For them. The objective is to gain control over the decision-making process within an enterprise. “it is joint consultation prior to decision-making”. Management experts look upon it as “a tool for improving the overall performance of an enterprise”. workers and trade unions. ILO: Participative forums may broadly be¬ taken to cover all terms of association of workers and their representatives with the decision-making process. it means that workers are given an opportunity to take part in those decisions which affect their wages. to more institutionalized forms such as the presence of workers’ member on management or supervisory boards or even management by workers themselves.” 5 .relationships are expressed such as. their working conditions.” This does not mean that they are concerned with improving organizational performance.
" Within the orbit of these different definitions a continuum of men management relationship can be conceived: Workers' Control . and indicates an attempt on the part of an employer to build his employees into a team. and management supremacy represents the other extreme. 6 . the aim of which is to secure the maximum prosperity of employers and the employed.Management supremacy In this continuum. which works towards the realization of a common objective. When operationally. workers' control represents one extreme.CONCEPT The concept of Participative forums in management crystallizes the concept industrial democracy. he is a human resource. which implies a zealous defense of managerial prerogatives. the approach is somewhat different. for "Scientific management' lays emphasis on the technical aspect of work whereas the "participation" lays primary emphasis on the human element and rests on the assumption that a worker is major than a pair of hands. However.Joint Consultation . In the words of Devise "it is a mental and emotional involvement of a person in a group situation which encourages him to contribute to goals and share responsibilities with them. which suggests concentration of all powers in workers. Sometimes participation is regarded as basically synonymous with Taylor's "Scientific management".Joint Management .Work Place consultation . the term workers' participation implies “a formal method of providing an opportunity for every member of the organization to contribute his effort.
Workers' participation can be thus summarized as a system of communication and consultation. this implies discarding the narrow conventional outlook of antagonism of interests and substituting in its place a community of purpose and extending co-operation in promoting the well being of labour and management in industry. his capacity for growth and learning. cither formal or informal.ESSENCE OF PARTICIPATIVE FORUMS IN MANAGEMENT The essence of Participative forums in management lies in the firm belief and confidence in the individual. by which employees of an organization are kept informed about the affairs of the undertaking and through which they express their opinions. The broad goal of workers’ participation is to change basically the organizational aspect of production and transfer the management function entirely to the workers so that they can experience intricacies of 'auto management'. ability of contribution significantly with his hands. participative management refers to managers' specific style in which he interacts with his people. While Workers' participation in management refers to institutional and formal arrangements resulting into the creation of PARTICIPATIVE FORUMS to associate workers' representatives with management. 7 . head as well as his heart. It should be remembered that Workers' participation in management is not the same thing as participative management.
OBJECTIVE OF RESEARCH
• To study about the functioning of various participative forums in NTPCRIHAND • To know the satisfaction level of employees in accordance with employeremployee relationship. • To determine the efficiency and effectiveness of participative forums in NTPC-RIHAND • To study about the involvement of team members on various issues concerned. • To determine the level of communication between management and employees and benefits derived thereof.
2.3 SCOPE AND IMPORTANCE
To improve the quality of working life by allowing the workers greater influence and involvement in work and the satisfaction obtained from work.
To secure the mutual cooperation of employees and employers in achieving industrial peace, greater efficiency and productivity in the interest of the enterprise, the workers, the consumers and the nation
The above mentioned importance determines the success or failures of any systems of participative management. It is difficult for any institutional Participative machinery to succeed in the long run in the absence of at least some unity regarding the objectives of participation among the parties.
PARTICIPATIVE FORUMS IN NTPC, RIHAND
In order to bring about a sense of involvement and effective participation amongst the employees at various levels, towards a coordinated and determined effort for better all-round performance and improved efficiency, it is imperative to provide institutionalized forums for joint participation/consultation of the employees in the timely completion of projects and their smooth functioning. It is desirable to have such forums not only in the areas of construction/production,
productivity/efficiency, target-setting, reduction of cost, elimination of waste, safety, house-keeping, and physical working conditions, etc. but also in the areas of day-to-day concern of the employees away from their workplace, such as in the areas of recreation and cultural activities, horticulture, environment, etc.
KINDS OFPARTICIPATIVE FORUMS 11 .
Constitution: ♦ Committee would be as follows: ♦ ♦ Erection/Operation ♦ ♦ ♦ Construction Department ♦ Senior-most employee in the Safety Officer – Secretary Officer(HR-Welfare) One Executive from Civil Dy.SAFETY COMMITTEE Objective: The objective of the Safety Committee would be to create safety consciousness among employees and suggest ways and measure to the management for creating safe working conditions and a safe working culture. ♦ Senior-most employee in the Workman category from Mechanical Erection ♦ Senior-most employee in the Workman category from Electrical Erection. ♦ Senior-most employee in the Supervisory category from Electrical Erection. General Manager – Chairman Manager/Dy. 12 . Manager from The constitution of the Safety Supervisory category from Mechanical Erection.
• Senior-most employee in the category of skilled workers. will do necessary follow-up for the implementation of conclusions reached at in these meetings.Meetings: The Committee will meet once in three months or at such frequent intervals as felt necessary. • One Officer from any other department. TOWNSHIP ADVISORY COMMITTEE Objective: The objective of the Township Advisory Committee would be to advise the management in the administration of matters relating to municipal affairs and township maintenance and to make suggestions for the provision of township facilities. Constitution: The constitution of the Safety Committee would be as follows: • Dy. etc. General Manager/Chief Construction Manager – Chairman • Sr. horticulture and environment. • Senior-most employees in the categories of unskilled and semiskilled workers taken together. Manager (Safety) • One Officer from Finance Department. The Safety Officer. who would work as the Member Secretary. 13 .
14 .• Senior-most employee in the supervisory category . would do necessary follow-up on the conclusions arrived . Secretary of the Committee. The Manager (HR). Meetings: The Committee will meet once in a month or at such frequent intervals as felt necessary.
inventory reduction. Objective: It is constituted to discuss and resolve plant level issues – information sharing on generation & production targets.JOINT PLANT/PROJECT LEVEL COUNCIL (PLC) The PLC is the apex level participative forum at the project level and is chaired by the Head of Project. Constitution: The constitution of the PLC would be as follows: Head of Project/Station – Chairman An Executive from the HR Department – Secretary The number of representatives of employees and the Management would be equal and would vary between 8 and 12 depending on the employee strength. The Management representatives would be recommended by the Heads of Department and approved by the Head of Project. and issues referred by shop councils. general health. welfare & safety. 15 . elimination of wasteful practices. productivity. They would consist of representatives from the Supervisory category whose number would be 1 or 2 depending on whether the total number of Management representatives is 4 or 6.
safety measures for the plant. 16 . • Function of one Shop-council which has a bearing on another shop or unit as a whole. but only for the remaining period of the term.Workers representatives would be elected by the workers representatives in the Shop/Departmental Councils. • General health. welfare. Meetings: The Council will meet once in a quarter or at such frequent intervals as felt necessary. • Quality and technological improvements. labour and managerial cost etc. • Matters emanating from Shop-councils. Any vacancies arising during the term would be filled in the same manner as mentioned earlier. which remain unresolved. Functions of Plant Level Council: • To study operational results and current and long term production problems of the work as a whole. • Development of skills of workmen and adequate facilities for training. welfare. The members once nominated or elected would hold position for one year. • Plant performance in financial terms. quality of work life and quality of life. The Secretary of the Council will prepare the minutes of the discussions and will follow-up the implementation of the conclusions. • To advice management on all matters concerning the working of organization in the fields of production.
etc. Objective: It is constituted to discuss department level issues – Improvement of production. smaller areas can be pooled together to constitute a Departmental Council. Employees Welfare Association. Shop Level council and TADC. and c) Major areas to constitute separate identifiable groups. improvement in working conditions. elimination of wastage. Constitution: The constitution of the SLC would be as follows: Head of Department – Chairman An Executive from the HR Department – Secretary 17 . productivity & efficiency. The number of SLCs is to be decided depending on the strength of the employees.• To review the progress and working of various forums such as Canteen Management Committee. safety. SHOP (DEPARTMENTAL) LEVEL COUNCIL (SLC) The SLC is the participative forum at the departmental level and is chaired by Head of Department. The factors to be kept in view are: a) Homogeneity of the group. b) Size of the group.
The members once nominated or elected would hold position for one year. They would consist of representatives from the Supervisory category whose number would be 1 or 2 depending on whether the total number of Management representatives is 4 or 6. Any vacancies arising during the term would be filled in the same manner as mentioned earlier. ♦ monthly/ yearly production target.The number of representatives of employees and the Management would be equal and would vary between 8 and 12 depending on the employee strength. ♦ the departmental level. The Secretary of the Council will prepare the minutes of the discussions and will follow-up the implementation of the conclusions. but only for the remaining period of the term. ♦ To improve shop floor discipline. Workers representatives would be elected by secret ballot. Meetings: The Council will meet once in a month or at such frequent intervals as felt necessary. Assist management in achieving To advice on steps necessary at 18 . The Management representatives would be recommended by the Heads of Department and approved by the Head of Project. Functions of Shop Level Council: ♦ To study operational results and current and long term departmental production problems.
To implement the recommendations To improve working conditions and 19 . To ensure proper flow of adequate two-way communication between the management and workers. ♦ of decisions taken by PLC. ♦ To study absenteeism in the department and recommend steps to reduce them. noise. dust etc. ♦ better functioning of the departments.♦ production. ♦ To promote and rationalise To effect economies with a view To promote efficient use of safety Physical conditions of working such as lighting. ♦ precautions and devices. ♦ to lowering cost. ♦ ♦ To encourage suggestions. ventilation.
OTHER PARTICIPATIVE FORUMS A number of other participative forums would be set up to deal with specific areas. 20 . Sports Council Promoting sports consciousness. Employees’ Welfare Committee Organising welfare. House Allotment Committee Allotment of house to entitled employees. as mentioned below. and would comprise of equal number of employee and management representatives. recreational and cultural activities. Canteen Management Committee Day-to-day issues of Plant canteen management.
it will exclude from the new scheme. 1977 in commercial and service organization in the public sector. however. the administrative ministry/ department 21 . private and co-operative sectors as well as those run departmentally. which has large scale public dealing with a view tom rendering better customer service. 2-Structure of the scheme: The scheme shall be operated both at the shop floor and plant levels in all public sector undertakings (other than those. taking into account the nature of the undertaking. Government of India. which is run. Following are the salient features of the scheme: 1-Introduction: The scheme will be applicable to all central public sector undertakings except those undertakings which are given in specific exemption from the operation of the scheme by the administrative ministry/ department concerned in consultation with the department of labour. which has been specifically exempted). As regards participation at the board level. has introduced on 30th December 1983 a new comprehensive scheme for workers’ participation in central public sector undertakings. departmentally.The scheme for workers’ participation in industry at shop floor and plant level was introduced by Government on 30th October. the products it is manufacturing etc. The ministry of labour & rehabilitation. 1975 and was made applicable only to manufacturing and mining units in the public. Another scheme on workers’ participation was introduced on 4th January. Any undertaking of the Central Government. employing 500 or more workers.
a list of undertakings which it considers would be suitable for introduction of the scheme at the board level also. foreman. The exact number would be arrived at by the management in consultation with the trade union leaders in the undertaking. The management would also ensure that adequate provision is made to safeguard 22 . This list will be reviewed from time to time with a view to bringing in as many undertakings as possible within its scope. The management will also consult the concerned trade union leaders and evolve through consensus the mode for representation of workers at all levels at which the scheme would be implemented. the management may point out that in the absence of such consensus. would be covered. In persuading the union leaders to reach a consensus.concerned (in -charge of the undertaking) will draw in consultation with the department of labour. a scheme would not be capable of implementation. Both the workers and the management will get equal representation at the shop floor and plant level forums. charge man etc. 3-Representation: The representation of the workers at the shop floor and plant levels would cover different categories of workers such as skilled and unskilled. Managerial personnel would be excluded but supervisory categories such as supervisor. The management and the trade union leaders would ensure that there is adequate representation for women in the participative forums where women workers constitute 10 percent or more of the total work force. Each party will have a representation of five to ten members depending on the size of the work force. technical and nontechnical.
Improvements in productivity in Encouragement to and Quality and technological . safety problems. fulfillment and review of monthly targets and schedules: ♦ ♦ ♦ ♦ general.workers’ independence from management pressure so as to ensure workers’ protection against any harassment or victimization. and in critical areas in particular. operational problems.Production facilities. storage facilities in a shop. Storage and inventories. hazards. design group working. cleanliness. Housekeeping. ♦ improvements. quality improvement. 4-Functions: The participating arrangement may cover the following functions at different levels: Shop Level: . cost reduction programmes formulation and implementation of work system. welfare measures related particularly to the shop. ♦ Planning. monthly targets and production schedules. ♦ consideration of suggestions. material economy. implementation. wastage control.Operational areas ♦ Evolution of productivity schemes taking into account the local conditions fulfillment. (b) Plant level: . 23 Materials supply and its shortfall.
labour and managerial costs. Housing. ♦ ♦ level or concerning more than one shop. Township administration. Implementation of welfare schemes. financial results. 24 . Administration of social security schemes. market conditions etc. Plant performance in financial terms. Machine utilization. Review of operating expenses. Initiation and supervision of workers’ training programmes. Welfare areas: Operational details. canteen etc. Personnel matter: Absenteeism. Special problems of women workers. balance sheets.♦ and development of new products. medical benefits and transport facilities Safety measures. Matters not resolved at the shop Economic and Financial areas: Profit and loss statements. Sports and games. knowledge Operational performance figures. cost of sales.
One of the special functions assigned to the board would be reviewing the work of the shop and plant level participating forums. 25 . drinking. Environmental areas: Extension activities and community development projects. the participating forums will attempt to arrive at a decision by consensus: but whereas no mutually acceptable consensus emerges. MODIFICATIONS OF THE FUNCTION OF THE FORUMS: The scope of the functions can be modified by mutual consensus between the workers and the management. WORKING OF THE FORUMS AT NTPC RIHAND: At the shop floor and the plant levels. indebtedness etc. they will refer the matter to the next higher forums. Board level. the workers representatives will participate in all the functions of the board.Control of gambling.At the board level. Pollution control.
manner of functioning and knowledge about how to participate effectively. Days and timings are fixed as per calendar. When a forum is re-constituted. GM and in his absence. There is an appointed President from the management representatives and in his absence in meeting. A proper lay-out of “Calendar of meeting” is prepared at the time of reconstitution of forum and is circulated to all the members and displayed on internet. scope.PROCEDURALS GUIDELINES FOR FUNCTIONING OF PARTICIPATIVE FORUMS Participative forums functions within the following broad procedural guidelines: Any member of Participative forums absenting from the meeting continuously for five occasions without valid reasons automatically ceases to be the member of the council and the respective association / union nominates some other employee for the said forum. AGM presides over as chairman in the case PLC. second senior-most management representative conducts the meeting. 26 .Each member is expected to participate effectively. The term of the office of the member is one year (financial) and the member nominated to fill the vacancy will remain in office for the unexpired term of his predecessor. All members are informed at least four days before the meeting. the members are imparted with minimum three days training regarding the objectives.
The meeting starts with the review of the progress of the resolution in the previous meeting and new points introduced after that and efforts will be made to take up the points of ideas and suggestions obtained from the employees. The quorum fixed for the meeting is at least 50% attendance from each side. then the secretary is responsible for taking up the matter with GM and the issue is automatically referred to the PLC. In case no action is initiated on any point of resolution of any of the Participative forums for three months. It is also circulated individually. The point of discussion shall be such that it can represent all the employees’ specific to that area. At the end of each financial year when the forums dissolve. The minutes of the meetings is circulated within seven days of the conclusion of the meeting and is also be displayed on the local net and suggestions are invited from the employees on the matters within the purview of the council. The PLC reviews the progress of all the forums and obtains feedback. highlighting its achievements and drawbacks besides on notice boards for information of all concerned. Members of the forum who are Non-management representatives equally participate in the implementation of the decisions. an Annual Report is published and first read out in the First Plant Level Committee of the financial year. The meetings of the forums are one of the platforms for making employees aware of the Policy changes and various other HR Interventions. 27 . The minutes of meeting is drafted in Hindi.Concerned Executive of Employee Relations department functions as Member Secretary of Participative forums.
The pending issues are also discussed in the HODs meetings for early implementation. NTPC has introduced a Best Participative forum award. During the financial year the prizes are given for active participation and attendance to the members of the forum. The performance is accessed by PLC or by a duly constituted committee on specific parameters and best forum is given a Rolling shield. the members new to participative forums are provided an in-house training and the copy of the scheme of Participative forums are distributed to all the members for ready reference. Teams are sent with an array of questions based on productivity. preparations are made before PLC. for effective and efficient functioning forum.MEANS TO STRENGTHEN THE PARTICIPATIVE FORUM From the year 2003-04. cost control and quality of life related issues to other NR projects and based on their study. safety. 28 . After the constitution of the Council.
Challenging work for workers Increased sense of responsibility Meaningful relationship to work Availability of innovative ideas Suggestions of workers are Medium of generating employees’ Strengthening of team spirit Sense of belongingness/ownership Harmonious/cordial relationship Faith/trust and openness Management’s support to creativity. motivation.EFFECT OF PARTICIPATIVE FORUMS The most abiding outcome of the PLC AND SLCs are given below: ♦ ♦ ♦ ♦ ♦ employees ♦ involvement and commitment ♦ ♦ ♦ ♦ ♦ available to management ♦ ♦ Realistic management decisions Accommodation. innovation and commitment to implement decisions ♦ ♦ relationship 29 Effective communication system Better employer-employee .
Rihand since 1994 are as under: Shop Level Councils (4. cost reduction.Services Area (HR. C&M. BMD. safety.PERFORMANCE OF PARTICIPATIVE FORUMS 2008-09 The participative forums are functioning at NTPC projects. (Township administration and development committee) CMC. Erection. absenteeism are discussed/resolved. cost reduction.) Plant Level Council. safety etc. as per the Govt of India Guidelines (1983) for Public sector Undertakings. TMD. Hospital etc. Fin.) As the Company’s emphasis is directed towards productivity. The Shop Level Council are the root level Committee which covers the whole plant/project and issues pertaining to Productivity. SLC IV . As per the above guidelines and NTPC Policy. TADC. EMD. Construction.Maintenance Area (C&I.. Offsite etc. (Canteen management committee) These Participative forums are represented by Management representatives and Union Representatives and the issues in terms of the objectives/subject matter of formation/Committee are discussed. the different participative forum functioning at NTPC. these forums can prove to be highly effective in addressing these issues 31 .) SLC III . The details of the shop level councils are as under: SLC I – Operation SLC II .Fuel Management. operational problems.
During 2008-09. an award scheme for the Best performing SLC was introduced during 2008-09.apart from the issues taken up by the Unions/Associations in various communication meetings. The Performance details of these forums are also enclosed. it is proposed that we may continue the above scheme and give the Best SLC award in the First Plant Level Council Meeting of the financial year scheduled in April/May 09. On the similar lines. In order to motivate and further promote/strengthen the Participative for a functioning at Rihand. 32 . the meeting of these participative forums was conducted as per the year long meeting schedule drawn for the purpose.
in view of the above observations. • Involvement of team members. THE OBSERVATION REGARDING THE PERFORMANCE OF SLCS: Attendance Percentage of SLC III & SLC I was the equal. • Attendance. • Number of issues discussed. • Number of meetings. During 2008-09.BASIS OF PERFORMANCE MEASUREMENT AT SHOP LEVEL COUNCIL: The performance of these shop level council was compared on the basis of the following factors. 87. • Number of issues implemented. • Types of issues discussed (productivity/Safety/Cost Consciousness/Welfare related).5% of the issues have been implemented. It was observed that in SLC III meetings during the year. SLC I was adjudged as the Best Shop Level Council. which is the highest. it is proposed that we may give the Best Shop Level Council Award for the year 2008-09 to Shop Level Committee III (SLC III). 33 . As the main focuses of Shop Level Committees are improvement in productivity.
67 % 87.e. @ Rs. as a token. PERFORMANCE OF PARTICIPATIVE FORUM (2009-2010) Forums Meetings held Issues discussed % of issues implemented SLC I SLC II SLC III SLC IV PLC 12 12 12 12 03 11 9 8 11 10 72. 250/. The appropriate cost of Memento will be Rs 6750 /-(Rupees Six thousand seven hundred fifty only) i.73% 70 % SHOP LEVEL COMMITEES SLC I.50 % 72.PLANT LEVEL COMMITTEE CHAPTER 3 34 . by the Chairman of Plant Level Committee.MAINTAINENCE SLCIII-CHP/MGR SLCIV-GENERAL ADMINISTRATION PLC. Memento may be given to the members of SLC III and Secretary/President of Unions/Association in the first PLC of the financial year.per Memento.OPERATIONS SLC-II.73 % 66.It is further proposed that.
most of the studies have tried to determine the influence of Participative forums on workers. Numerous field studies.MANNAN) Since for my project sample size as well as area was limited I thought of using simple average method for the analysis as compared to the ANNOVA technique used in the mentioned book. (WPM-M.P.LITERATURE REVIEW 3. Page no.-W. case studies and surveys have been conducted in the organizational setting to understand the dynamics of Participation. Thus as far as the literature review is concerned I studied the EFFECTIVENESS OF PARTICIPATIVE FORAS in two developing countries Bangladesh and India.A. Source1 -M.1 INTRODUCTION TO LITERATURE REVIEW We are. their performance in a one to one fashion.M. Manhan. in fact. Vast amount of literature is available and numerous studies are underway. However. 125-15 35 . experiments. presently in the midst of something of a renaissance of research on the various aspects of participation of workers in decisions within undertakings.A.
Chemistry. Culture building and Systems building. Besides a comprehensive one year training comprising theoretical inputs as well as on-the-job training.3. Civil. a systematic Training plan has been formulated for ensuring minimum seven man days training per employee per year and includes level-wise planned intervention designed to groom people for assuming positions of higher responsibility. Commitment building. as well as specific need-based interventions based on scientific Training Needs Analysis.1 HUMAN RESOURCE MANAGEMENT NTPC believes in achieving organizational excellence through Human Resources and follows "People First" approach to leverage the potential of its 23.1. Competence building. Control & Instrumentation and now encompasses Computer Science. As part of post employment training and development opportunities. All HR initiatives are undertaken within this broad framework to actualize the HR Vision of "enabling the employees to be a family of committed world class professionals making NTPC a learning organization. Human Resources Function has formulated an integrated HR strategy which rests on four building blocks of HR viz. NTPC has 36 . To induct talent and groom them into a dedicated cadre of power professionals "Executive Trainee" Scheme was introduced in the year 1977 for recruitment in the disciplines of Mechanical. Electrical. HR and Finance disciplines also.500 employees to fulfill its business plans. the new recruits are also attached with senior executives under a systematic and formal 'Mentoring System' of the company to integrate them into the Culture of the company.
Delhi. medical and recreational opportunities for 37 . BITS. Gurgaon (Executive MBA programme). PMI places emphasis on management development. While the project training centres (Employee Development Centres) have specialized in imparting technical skills and knowledge. Pilani (B. In order to tap the latent talent among non executives and make use of their potential for creativity and innovation. Demonstrating its high concern for people.set up 15 project training centres. NTPC offers best quality-of-life through beautiful townships with all amenities such as educational. (M. Quality Circles have been set up in various units/offices in NTPC.Tech) etc. NTPC Open Competition for Executive Talent (NOCET) is organized every year in which teams of executives compete annually through oral and written presentation on a topical theme.Tech in Power Generation Technology). In order to realize the HR Vision of making NTPC a learning Organization by providing opportunities to continually learn new capabilities a number of initiatives have been taken. Besides opportunities for long term education are also provided through tie ups with reputed Institutions like IIT. health & well-being and social security systems leading to high level of commitment. Besides a management journal called "Horizon" is published quarterly to enable employees to share their ideas and experiences across the organization. MDI. NTPC has developed strong employee welfare. Similarly "Professional Circles" have been formed department-wise where Executives of the department meet every fortnight to share their knowledge and experiences and discuss topical issues. 2 simulator training centres and an apex institute namely 'Power Management Institute' (PMI).
ability etc. NTPC has institutionalized "Development Centers" in the company to systematically diagnose the current and potential competency requirements of the employees with the objective of enhancing their development in a planned manner. the gaps in their competencies which they can bridge through suitable support from company. These Centers give a good insight to the employees about their strengths and weaknesses. In order to institutionalize a strong Culture based on Values a number of initiatives are taken to actualize the Vision and Core Values (BCOMIT) across the company. attitudes and beliefs of the individuals involved. Human Resource can also be explained in the sense that it is a resource like any natural resource. “The term HR can be thought of as. The motivation to perform and excel is further enhanced through a comprehensive NTPC Rewards and Recognition system.employees and their family members. through the development of skills. It does means that the management can get and use the skills. as well as the value. tapping and utilizing them again and again by developing a positive attitude among employees. talents and aptitudes of an organization’s workforce. knowledge. skills. Due to innovative people management practices there is a high level of pride and commitment amongst employees as reflected in the various external surveys including “Great Places to Work for in India” in which NTPC was rated third Great Place to work for in the country in 2005. the total knowledge. A culture of celebrating achievements and a strong focus on performance are a way of life in NTPC. 38 . creative abilities.
utilizing.In simple word. “Human Resource Management can be defined as the.” 39 . HRM means employing people. developing and compensating human resources resulting in the creation and development of the human relations with a view to contribute proportionately due to them to the organizational. individual and social goals. directing and controlling the functions of employing. planning. maintaining and compensating their services in the tune with jobs & organizational requirements with a view to contribute to the goals of the organization. organizing. individual and the society. developing their resources. managing.
S.3. LAW P. E.B.D. OFFICER (E.S. C.R.) 40 . E. E.C.D.R.R.2 ORGANISATIONAL CHART OF NTPC HR DEPARTMENT IN RIHAND GENERAL MANAGER PLANT DEPARTMENT ADMINISTRATION DEPARTMENT OPERATIONS MAINTAINENCE MERRY GO ROUND CHP SECTION HR DEPARTMENT FINANCE & ACCOUNTS CONTRACTS DGM HR DGM EDC E. I.R.
41 . Hiring is followed by 52 weeks of fully paid induction training. Recruitment We believe in the philosophy of 'Grow your own timber'.3. Our talent management system comprises PERFORMANCE MANAGEMENT. CAREER PATHS and LEADERSHIP DEVELOPMENT Rewards & Recognitions We have. First Division Graduate Engineers/ Post graduates are hired through nation-wide open competitive examinations and campus recruitments. Innovate. making NTPC a learning organization”. to ensure that we deliver on our promise of meaningful growth and relevant challenges for our employees. Create. Our 'Executive Trainee' scheme was introduced in 1977 with the objective of raising a cadre of home grown professionals. Compete We have introduced numerous initiatives which seek to enhance the creativity. from inception. Career Advancement & Opportunities We have a well established talent management system in place. created a culture of rewards and recognitions through celebration of various achievements and events and recognizing the contributions behind such success.3 HR VISION “To enable our people to be a family of committed world class professionals.
depends largely on the skills.innovation. These initiatives include National Open Competition for Executive Talent (NOCET). A management journal called “Horizon” is published quarterly to enable the employees to share their ideas and experiences across the organization. abilities and commitment of the 42 . superiors and subordinates. Business Minds and Medha Pratiyogita (a quiz for our employees). Quality Circles. Numerous welfare and recreation facilities including schools. effectiveness and success of the organization. Knowledge Management in NTPC To meet our ultimate objective of becoming a learning organization. NTPC townships provide an environment of serenity. Quality of Work-Life NTPC is proud of its systems for providing a good quality of work-life for its employees. Away from hectic city life. functional aptitude and teamwork of our employees. natural beauty and close community living. Training & Development NTPC subscribes to the belief that efficiency. hospitals and clubs are provided at the townships to enhance quality of life & the well being of employees and their families. an integrated Knowledge Management System has been developed. In addition to providing beautiful and safe work places. from child care leave to post retirement medical benefits are extended to employees to meet any exigency that may arise in a person's life. An entire range of benefits. NTPC encourages a culture of mutual respect and trust amongst peers. which facilitates tacit knowledge in the form of learning and experiences of employees to be captured and summarized for future reference. Professional Circles.
Unlike other study leave and sabbaticals. NTPC has been awarded No. BITS Pilani. We regularly conduct Employee Satisfaction and Organizational Climate Surveys. We have developed our own comprehensive training infrastructure.4 DIFFERENT SECTIONS OF HR DEPARTMENTAND ITS FUNCTIONS Employee Relations section 43 . 3. etc.employees who constitute the most important asset of the organization. Best Workplace in India among large organizations for the year 2008.1. Gurgaon. Education Up-gradation Schemes To meet the academic aspirations of employees and match them with the needs of the organization. Our Training Policy envisages a minimum of 7 man days of training per employee per year. NTPC has tie-ups with institutes of repute like MDI. employees undergoing these courses do not forego their salary or growth during the duration of the course. Awards We derive immense satisfaction from the awards we receive and the resulting recognition they bestow. by the Work Institute. NTPC sponsors fixed size batches of employees who are inducted into these courses based on their performance rating in the company and their performance in the entrance exam conducted by the respective institute. India Chapter in collaboration with The Economic Times. Seeking Feedback We actively seek and encourage employee feedback to ensure that our HR interventions and practices remain relevant and meaningful. IIT Delhi.
• Liaisoning with trade unions • Contract labour and their statutory provision • Conducting meetings with unions and associations • Participative forums • Smooth IR in administration and Plant Employee development section 44 .
Provident fund • Post retirement Medical scheme(PRMS) • Personnel computer advance loans Public relations section • etc • • Publication of tenders are made under NIT(Notice inviting tenders) Conducts a press clipping services for the daily for the daily survey Media liaisoning with the editors of the newspaper. correspondents of newspapers for main relevant news and its circulation from hierarchy to deputy manager.chief manager and finally General manager 45 .• Employees Training • Executives Training • Vocational Training and Diploma apprenticeship through employment exchange • ITI training • Total quality management(5-S) • Simulation Training(technical workers) • Performance Management systems Employees benefit section • Car loan advance • House Building advance to executives • Retirement/VRS • Gratuity.
Indemnity bonds & other security documents for achieving uniformity in approach • • To render legal opinion on the complex issues To prosecute/defend the court cases arising out of arbitration cases in Supreme court/High court/Tribunals/Arbitrators • To liaison with advocates and to provide support in preparing of pleadings/written submission /arguments • To procure legal opinion from outside legal experts such as AGI.• • Publication ofNTPC News Pratibimb local video channel enrichment to make society aware of corporation • Diary. corporate files distribution. Bank Guarantees. Law section • To provide legal support to various departments of the corporation wherever required • To take preventive measures for avoiding in fructuous litigation wherever possible • To standardize various types of contract.SGI Employee services (General administration) • Coordinating with CISF(Central industrial security force) for the issues pertaining to securities • Liaisoning with local authorities 46 .
.• Distribution of fixed assets etc. to the departments Employee/Industrial relations section • • • Maintains the trade unionism in NTPC Ensures employees satisfaction with the corporation Focus on Increasing production and productivity CSR (Corporate social Responsibility section) • • • • Focusing on development of PAP’s(Project affected persons) Providing education and medical facilities to Land out sees R&R(Resettlement and rehabilitation) of the PAP’s Providing employment to at least one of the member of these group 47 .
popularly known as the “research design”.CHAPTER 4 4. The task is the difficult one. by what means concerning an inquiry or a research study constitute a research design. Decisions regarding what. Thus. Nevertheless. As far as my project report is concerned it is solely based on The research design adopted by in this research for reaching down the most appropriate conclusion is exploratory in nature. although it may not appear to be so.1 RESEARCH METHODOLOGY RESEARCH PROBLEM The research problem undertaken for study must be carefully selected. For this purpose I took help from my research guide. how much. Exploratory research has the goal of formulating problems 48 . where. on the basis of above definition the Research Problem for my study was to study about: “The various parameters of participative foras in NTPC-RIHAND is effective to the corporation” RESEARCH DESIGN: MEANING OF RESEARCH DESIGN The formidable problem that follows the task of defining the research problem is the preparation of the design of the research project. every researcher must find its own salvation for research problem as it can’t be borrowed. Therefore I decided to make a study on industrial relations. when.
exploratory research studies would not try to acquire a representative sample. gathering explanations. supervisors. Sample size: 100 a) Universe. administration. Sample design: As far as my Project Report is concerned the technique or method which I have used for selecting the sample is Judgment sampling.more precisely. but.Executives. rather seek to interview those who are knowledgeable and who might be able to provide insights concerning the relationship among variables. township administration and canteen management committee d) Parameter of interest-To measure the effectiveness of participative forums at NTPC-RIHAND 49 . but it does not seek to test them.Social unit (members of participative forums in general administration. focus groups and case studies. I acquired a list of 100 representatives of various participative forum including Executives. Gen. Exploratory research may develop hypothesis.and workmen’s which served the purpose of sampling frame out of the total population. maintenance. Exploratory research can be performed using a literature search. Exploratory research is characterized by its flexibility. township administration and project administration) c) Source list. gaining insights and forming hypotheses. When surveying people.Finite universe (1000 employees) b) Sampling unit. workmen of participative forums in NTPC-RIHAND of operations. surveying certain people about their experiences. CHP/MGR. clarifying concepts. supervisors .
50 . workmen.1 RESEARCH TOOLS AND QUESTIONNAIRE Sources of data collection: Primary Data: The primary data has been collected by: Questionnaire method: Feedback from the representatives of various participative forums has been derived on the basis of three categories viz. The questionnaire consisted of 12 statements based upon the degree of agreement and disagreement.4. Executive and supervisors. Exranet and reference books of participative forums.1. Secondary data: Secondary data has been collected through NTPC-RIHAND manuals.
2 workmen GENERAL ADMINISTRATION (HR. and CONTARACTS): = 50 respondents TOWNSHIP ADMINISTRATION & DEVELOPMENT COMMITTEE: = 4 respondents CANTEEN MANAGEMENT COMMITTEE: = 9 respondents Merry-go-round.2 THE TECHNIQUE ADOPTED FOR DOING THE SURVEY FORUMS SLC I SLC II SLC III SLC IV(G.) TADC CMC PLC TOTAL EXECUTIVES SUPERVISIORS WORKMENS NIL NIL NIL 10 2 3 2 17 7 7 4 4 2 3 25 15 2 NIL 3 3 4 4 47 36 OVERALL RESPONDENTS.3 supervisors= 5 respondents Compressed air section.7 executives SLC III (CHP/MGR): Coal Handling plant-2 executives PLANT LEVEL COMMITTEE: Boiler/turbine section-4executives Blast furnace section-4 supervisors Control room.4.3 GRAPHICAL ANALYSISOF THE SURVEY 51 .4 supervisors= 8 respondents Turbine unit.7 supervisors = 14 respondents 4.100 SLC I (OPERATIONS) : Manufacturing unit – 7 executives SLC II (MAINTAINENCE): Boiler section. FINANCE.A.
COMMUNICATION 4.MOTIVATION 3.’ PARAMETERS 1.INVOLVEMENT SCALE: Q1. Q4 Q7 Q9.3.Q12 Q6.1 DATA ANALYSIS 1.EMPLOYEREMPLOYEE REL 5.Q10.Q2.EFFECTIVENESS 2. Strongly disagree: Disagree: Not sure: Agree: Strongly agree 1 2 3 4 5 4. RIHAND. Q11 Five Scale Questionnaires.Based on the Questionnaire I made the various PARAMETERS and on the basis of scoring and total average scoring we can easily justify on the ‘EFFECTIVENESS OF THE PARTICIPATIVE FORUMS at NTPC. Q8 Q3.Q5. Based on Total Executives Responses Table1-Parameters designed for total Executives responses 52 .
Q4 Q7 SCORE 4.29 Q6.93 4. Q8 4.Q2.EMPLOYEE ITEMS Q1.28 4. 2.Executives are mostly satisfied with the Effectiveness Of the Participative forum as chart is indicating good Employer -Employee Relationship good communication. Q8 Q3.86 53 .Q12 4.Q10.PARAMETER EFFECTIVENESS MOTIVATION COMMUNICATION EMPLOYER- ITEMS SCORE Q1.Q5. motivation and involvement of employees.Q10.Q5.15 3. Q4 4.03 4.Based on Total Supervisors Responses Table 2-Parameters designed for total Supervisors Responses PARAMETER EFFECTIVENESS MOTIVATION COMMUNICATION EMPLOYER.Q12 Q6. Q11 Fig 1-Parameters designed for total executives responses Finding.Q2.13 EMPLOYEE REL Q7 INVOLVEMENT Q9.1 Q3.09 4.
86 3.5 N IO N NE SS NI CA T VA T CO EF EM Findings – Supervisors responses towards strong Employer-Employee relationship is effective as chart is indicating benificiary level of Effectiveness.96 3.63 PL O YE RE PARAMETER M IN VO LV EM FE C M M PL O YE E TI VE O TI M U RE L EN T IO 54 .Q2.5 Fig.Q5.EMPLOYEE REL INVOLVEMENT ITEMS Q1.88 3. Q8 Q3.REL INVOLVEMENT Q9.96 3. Q4 Q7 Q9.5 3 2.5 0 SCORE 4.5 4 3.5 1 0.89 3.09 4.Q10. Q11 3.2 Parameters designed for total supervisors SUPERVISIOR 5 4. Based on Total Workmen Responses Table3-Parameters designed for total Workmen Responses PARAMETER EFFECTIVENESS MOTIVATION COMMUNICATION EMPLOYER.5 2 1.Communication and Involvement of employees.Motivation.Q12 Q6. Q11 SCORE 3.93 3.15 4. 3.
13 4.Communication. Q4 Q7 Q9.01 4.Q5. Findings – Workmen response towards Effectiveness.Q10. 4.Q2. Q11 SCORE 4.3 Parameters designed for total workmen .Based on total employees responses Table 4: Parameters designed for total workmen responses PARAMETER EFFECTIVENESS MOTIVATION COMMUNICATION EMPLOYER.13 3.87 55 .02 4. Q8 Q3.Q12 Q6.EMPLOYEE REL INVOLVEMENT ITEMS Q1. of participative forums is Satisfactory as indicated by the above chart. Employer-Employee relationship and Involvement.Fig.Motivation.
56 .Employer-Employee Relation and Involvement.Communication. Rihand shows an good response towards the Effectiveness. Findings – The Employees of NTPC.4: RESEARCH FINDINGS ♦ The participative forums of NTPC RIHAND are sound and effective in nature.Fig. 4.Motivation. ♦ Employees are satisfied to the large extent of the issues being considered and its immediate action. 4 Parameters designed for overall employees .
5: LIMITATIONS OF THE STUDY 57 . Really promoting peoples first 4. level between ♦ concept. ♦ The involvement of team members is efficient thus promoting the concept of WPM to increase production and productivity. ♦ Communication management and union is proper& hierarchical.♦ Participative forums are paying keen attention to the wages and incentives issues thereby increasing motivation.
4. interviews.6 RESULTS AND CONCLUSIONS 58 . • The survey of the employees was to be conducted in different departments and which was geographically separated.• Busy schedule of employees hindered the problem in filling the questionnaire • Unawareness about the participative forums among some members • As the project required the surveys. the busy schedule of the employees was also constraint for completing the project in the given time frame. and necessary advice of the executives/ non-executives.
was really a pleasant experience.” 59 . not only their grievances but also about their welfare initiatives. Participative forums in NTPC Rihand have worked quite efficiently in the past years and will empower the growth of the people and organization dynamics in the successive years. Also. To sum up the Management shows a deep interest to the Human Resources. studying about the effectiveness of participative forums in NTPC RIHAND. Last but not the least-“We are not a part of a family but each family is a crucial part to us.As far as my research is considered. the issues being discussed in participative forums focuses on prior scrutiny of the organizational climate and employee grievances so that the productivity and production of the corporation doesn’t gets affected and smooth functioning of the organization can be carried out.
of representatives of the various participative forums should be increased • All the issues are originally implemented 60 .4.7 RECOMMENDATIONS AND SUGGESTIONS • Attendance of the representative should be taken into consideration • Team involvement of illiterate or unskilled workers should be promoted without any biasness • The no.
ntpc. Mazin WPM (M.8.Manhan) WEBSITES REFERRED • www.in • Local intranet of NTPC.John Watkins.4. Venkatramana • • The Hr Answer Book By Shawn A. Rihand 61 . BIBLIOGRAPHY AND REFERENCES REFERENCES • NTPC News Samachar • Workers’ Participation in Management. Rebecca A. Smith.co.A.in • www.ntpc.nic. • P.
Rihand and to incorporate improvements if necessary. RIHAND (This survey is solely for the purpose of academic research study and is intended to understand the effectiveness of the Participative forums at NTPC. The proper level of communication exists between the HR department and the unions / association. ( ) 3.CHAPTER 5 ANNEXURE QUESTIONNAIRE FOR MEASURING THE EFFECTIVENESS OF THE PARTICIPATIVE FORUMS AT NTPC. The functioning of participative forums in NTPC. ( 2. ( ) 62 . The information you provide will be kept strictly confidential) Member of: SLC-I PLC Cadre: SLC-II TADC Executive CMC Supervisor Workmen SLC III SLC-IV Please write your responses according to the codes mentioned below: Strongly disagree: 1 Disagree: Not sure: Agree: Strongly agree: 2 3 4 5 ) 1. The functioning of participative forums enhances the efficiency of the employee and the productivity of the plant. Rihand is satisfactory.
The issues discussed during the meetings of participative forum are satisfactory. if any: 63 . ( ) 7. The attendance in the meetings of participative forums is satisfactory. ( ) 5. ( ) 6. ( ) 10. The involvement of team members in the meetings is satisfactory. ( ) 12. cost reduction and safety. accommodation. You are satisfied with the general health. ( ) Suggestions. Participative forums help to increase the efficiency. motivation and commitment to employees. welfare.4. ( ) 9. ( ) 8. ( ) 11. The participative forums help in increasing the productivity. Rihand. Participative forums have built up the better employer-employee relationship in the NTPC. You are satisfied with the functioning of union/association nominated members in participative forums. safety measures taken by participative forum for the employees. Participative forums give direct benefits to the workers.
.Employees Safety 64 .Corporate Social Responsibility E.B.E.Deputy General Manager E.D.E.R.R.R.S..ABBREVIATIONS • • • • • • • • DGM.Employees Relations Employee Development Industrial Relations Employees Benefit C.C.D.Employees Development Centre E.I.S.