Presentation on Summer

Training Report

Topic :
“ Grievance Handling Procedure at
NHPC”
 CHAPTER-1: INTRODUCTION

MEANING OF GRIEVANCE:

 Any real or imaginary feeling of dissatisfaction and injustice which an employee has
about his employment relationship.

 A grievance is a specific, formal dissatisfaction expressed through an identified

procedure.

 According to Dale S. Beach, “grievance is any dissatisfaction or feeling of

injustice in connection with one’s employment situation that is brought to the
attention of management.”
 …..CONTD…..
CAUSES OF GRIEVANCE:
 Working Conditions

 Management Policy

 Alleged Violation

 Personal Maladjustment

UNDERSTANDING EMPLOYEE GRIEVANCES:

 Exit Interviews

 Opinion Surveys

 Gripe Boxes

 Open Door Policy

 CHAPTER-2: COMPANY PROFILE
 NHPC- Energising India with Hydro Power. MINI RATNA Category-I Enterprise of the
Government of India.

 VISION: A world class, diversified & transnational organization for sustainable

development of hydro power and water resources with strong environment conscience.

 POWER GENERATION: Power Generation from NHPC Power Stations is steadily

increasing year after year. During 2008-09, NHPC Power Stations together generated
16690 Million Units and the overall capacity index achieved was 93.6%.

 HUMAN RESOURCE: NHPC strongly believes in achieving organizational excellence

through Human Resources and follows “People First” approach to leverage the
potential of its more than 12,000 employees to fulfil its business plans.
 ……CONTD…..

MISSION:
 To achieve international standards of excellence in all aspects of hydro power
and diversified business.
 To execute and operate projects in a cost effective, environment friendly and
socio-economically responsive manner.
 To foster competent trained and multi-disciplinary human capital.
 To continually develop state-of-the-art technologies through innovative R&D
and adopt best practices.
 To adopt the best practices of corporate governance and institutionalize value
based management for a strong corporate identity.
 To maximize creation of wealth through generation of internal funds and
effective management of resources.
 …..CONTD…..
FINANCIAL PERFORMANCE:
 In 1982: Turnover- Rs. 24 crore & net profit- Rs. 7.68 crore in the first year.

 2008-09: Gross sales increased to Rs. 2.672 crore & the net profit (after tax) of the
Company increased to Rs. 1,075 crore.
 The Company paid to Government a dividend of Rs. 325 crore in 2008-09.

 The Company has targets to add 5322 MW of capacity in the XI five year plan for
which Capex of Rs. 21,600 crore will be required which will be met through internal
resources, subordinate debt from Government of India, proceeds from IPO, borrowings,
etc.
 NHPC has raised about Rs. 6039 crore through its IPO.

 The post issue holding of Government of India in NHPC is diluted to 86.36%.

GRIEVANCE POLICY & PROCEDURE AT NHPC
A) POLICY
• objectives is to grow and develop into a cohesive organization with a well knit team
of dedicated employees
• aims at looking after its employees as a progressive and model employer
• with the percolation of the above philosophy at all levels, the problems and
grievances of employees will be minimal
B) GRIEVANCE PROCEDURE
1. Title and commencement
2. Object
3. Scope
4. Procedure dealing with Grievance
• Stage-I
• Stage-II
• Stage-III
 CHAPTER-3: RESEARCH METHODOLOGY
 RESEARCH

 RESEARCH METHODOLOGY: describing, explaining and predicting phenomena.

 STUDY AREA

 TYPE OF RESEARCH: Descriptive in nature.

 DESCRIPTION OF STATISTICAL TOOLS USED:

• Frequency method,
• Cross tabulation method

 DATA COLLECTION METHOD: Questionnaire

 SOURCES OF DATA: Primary & Secondary.

 Sample Size: 20 samples

 Sample Test: Frequency method and Cross tabulation through SPSS s/w
 OBJECTIVES OF THE STUDY
 PRIMARY OBJECTIVE: To study the effectiveness of grievance handling
mechanism at NHPC.
 SECONDARY OBJECTIVE:
 To identify whether the employees are aware of the grievance handling mechanism.
 To identify whether the grievance handling system leads to a favourable attitude
towards the management.
 To identify if the grievance handling system leads to a mutual understanding
between workers and the management.
 To know the level of satisfaction towards the grievance handling procedure of the
organization.
 To identify the factors influencing the effectiveness of the grievance handling in the
organization.
 To know whether the identified problem are appropriately reviewed in a prompt and
timely manner.
 To identify if the grievance mechanism ensures a fair and just treatment of
employee’s concerns
 SCOPE FOR THE STUDY

 The project throws light on need for Grievance handling mechanism and this study
facilitates the management for further improvement on the same.
 This study will be useful when similar kind of research is undertaken.
 LIMITATIONS OF THE STUDY

 The sample size of 20 respondents, as per directed by the industry supervisor was

taken again adds to possibility of sample bias.

 The employees were not in a favour of personal interview due to time constraint and

workloads.
 The employees were randomly hand picked, and this could lead to a biased opinion

of the employees being interviewed.

 The previous data of the organisation regarding the Handling of the Grievances was

not available because as per the rules and regulations at NHPC, the trainees were
not provided with the previous data.
 CHAPTER-5
ANALYSIS AND OUTCOME OF THE STUDY

 The study reveals that 95% of the employees are aware about the grievance

handling committee in the organisation that redresses grievances.

 The higher authority moderately possesses necessary human relations skills in terms

of understanding the grievance.

 More emphasis is given on what is right rather than who is right. It means that the

procedure followed is unbiased and rational to some extent.

 It identifies that the grievance mechanism ensures a fair and just treatment of

employee’s concerns.
 ……CONTD…..

Most of the respondents agree to the fact that if the decision is not satisfactory, the

employees are given opportunity to take it to higher officials so that the result given
in correspondence to the grievance should be highly satisfactory.
It reveals that the procedure for conveying grievance in the organisation is simple

and easy to utilize for the employees.

The study reveals that the Grievance handling mechanism is satisfactory. The

organization is recognizing the importance of satisfying the employees and retaining

them. Further improvements can be made so that all members are highly satisfied
with the procedure. The following suggestions and recommendations when
implemented will still more benefit the organization.
 SUGGESTIONS AND RECOMMENDATIONS

More awareness should be generated among the employees about the formal committee that handles

the grievance of the organisation i.e. the Grievance Redressal Authority, NHPC

The procedure should be executed to the core so that the employees should feel highly satisfactory.

The monthly meetings should be periodical so that the real basis of the problem should be identified.

Informal counselling helps to address and manage grievances in the workplace.

Conflict management in the organization will be helpful to reduce the number of grievance rates.

Temporary relief can be provided so that the delay does not increase his frustration and anxiety and

thereby not affecting his / her morale and productivity.

THANKYOU