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PRESENTED BY: Preeti Sunder Mohanty Regd. Number: 0941333221
• Organizational Climate studies the employees' perceptions and perspectives of an organization. • Organizational climate survey increases productivity. • Climate survey give employees a voice to assist in making desired transitions as smooth as possible. • It also serves as a basis for quality improvements.
OBJECTIVE Preparing a questionnaire to conduct a survey on the organizational climate prevailing in NTPC. . The questionnaire should cover every aspect of the organization and recommend suggestions for the underperforming areas of NTPC.
• Some questions were unanswered by the executives. • Permission from the corporate office. .LIMITATIONS • Time was a major constraint for this project. • Busy schedule of the executives.
RESEARCH METHODOLOGY • The questionnaire uses a five point rating scale. It could be administered to all employees and a HRD climate profile can be drawn up. Scores above 114 : A good HRD climate Scores near to 150 : Excellent HRD climate Scores below 76 : Considerable scope of improvement . These Scores may range from *38-190 when the scores on all 38 items are added to get a composite score.
Summation of scores of 100 people 100 = 8425/100 = Average score So in our case it is 84. .25 Since the score is below 114 thus. sample 2 is 103. Like wise score of sample 1. but since it is above 76 thus even we can not say there is a considerable scopes of improvement.RESEARCH METHODOLOGY Phase –I The "5 points rating scale " used is as following 5 = Almost always true 4 = Mostly true 3 = Sometimes true 2 = Rarely true 1 = Not at all true For Example: Sample size taken is 100 people So total score of all 38 question from each sample (person) is calculated. So we conclude that there is fair HRD climate and there can be some improvement in HRD climate possible. is 52. sample 4 is 92 and So on. Sample 3 is 90. we can say that HRD climate is not good.
RESEARCH METHODOLOGY Phase –II Now each of 38 question was analyzed individually to find out the area where improvement is possible. First calculate average then % by using formulae % = (Mean Score -1)x25 .
GLANCE ABOUT ANALYSIS .
Average Score: 4.74 ≈ 3.75-1)x25= 2. Composite Score: 131.75% .74 ≈ 4.Question No.75x25= 93.75-1)x25= 2.1: The top management of this organization goes out of its way to make sure that employees enjoy their work. 5 people said “Mostly True” & 2 people went for “Sometimes True”.75 (mostly true) Percentage:(3. Average Score: 3.2: The top management believes that human resources are an extremely important resource and that they have to be treated more humanly. 28 people said “Almost always True”. 10 people said “Almost always True”.75x25= 68. Composite Score: 166.75 (mostly true) Percentage:(4.75% Question No. 15 people said “Mostly True” & 7 people went for “Mostly True”.
15 people said “Almost always True”.75% Question No. Composite Score: 131. Composite Score: 105.4: The personnel policies in this organization facilitate employee development.75 (mostly true) Percentage:(3. 13 people said “Mostly True” & 2 people went for “Sometimes True”.75x25= 68.3: Development of the subordinates is seen as an important part of their job by the managers/officers here.75-1)x25= 2.Question No.74 ≈ 3. Average Score: 3. Average Score: 3 (Sometimes true) Percentage:(3-1)x25= 2 x25= 50% . 10 people said “Almost always True”. 12 people said “Mostly True” & 2 people went for “Rarely True”.
95 = (mostly true) Percentage:(3.25 = Sometimes true Percentage:(3. Composite Score: 114. 15 people said “Almost always True”.75% .5: The top management is willing to invest a considerable part of their time and other resources to ensure the development of employees . Composite Score: 138.Question No. Average Score: 3. 8 people said “Mostly True” & 2 people went for “Sometimes True”.25% Question No.6: Senior officers/executives in this organization take active interest in their juniors and help them learn their job. 3 people went for “Rarely True” & 1 person went for “Not at all true”. 20 people said “Almost always True”.25-1)x25= 2.95-1)x25= 2.95x25= 73.25x25= 56. 8 people said “Mostly True”. Average Score: 3.
8: Managers in this organization believe that employee behavior can be changed and people can be development at any stage of their life.25-1)x25= 3. 15 people said “Almost always True”. 24 people said “Almost always True”. Average Score: 4.25 = (Sometimes true) Percentage:(4. Composite Score: 149.25x25= 81.7: People lacking competence in doing their jobs are helped to acquire competence rather than being left unattended. 15 people said “Mostly True” & 5 people went for “Not at all True”. Composite Score: 140. Average Score: 4 = (Mostly true) Percentage:(4-1)x25= 3x25= 75% .25% Question No.Question No. 7 people said “Mostly True” & 1 person went for “Not at all true”.
25% Question No. 10 people said “Mostly True” & 5 people went for “Sometimes True”.25-1)x25= 2. 17 people said “Almost always True”.25x25= 56.58 = 64.10: Employees in this organization are very informal and do not hesitate to discuss their personal problems with their supervisors. & 6 went for “Not at all true”. Average Score: 3.Question No.75% OVERALL MEAN = 3. Average Score: 3.75 = (Almost always true) Percentage(3. 7 people said “Mostly True” & 10 person said “Sometimes True”. Composite Score: 140.75-1)x25= 2.75x25= 68. Composite Score: 114.25 = (Sometimes true) Percentage:(3.9: People in this organization are helpful to each other. 10 people said “Almost always True”.75 ≈ 65% OVERALL PERCENTAGE .
GRAPHICAL PRESENTATION .
Employees are also enjoying their work. .FINDINGS top management is concerned about the • The employees. Because of this the managers are always concerned with the development of work for personnel. So the company should go for some programmers for personnel development programs like career development. • The top management believes than human resource are extremely important and that they have to be treated. career planning etc. • Development of subordinates are seen as important part of their job by the managers/officers here. • It is very rare that personnel policies support/facilitates employees development.
• "Managers" do believe that employees behavior can be changed and people can be developed at any stage of their life.FINDINGS • The top management is not willing to spend a considerable amount of time and resources for development of employees. This is really a serious problem. • People lacking competence are always helped to acquire competence rather than being left unattended. • Senior employee/executives take active interest to help juniors in learning their jobs. .
FINDINGS • Employees have informal relationship with superiors and do not hesitets in discussing personal problems with them. It is very successful since good workers are motivated to do their work better and better. • The seniors many times true in respect prepare juniors for future responsibilities. • Reward system is there is organization for good work. The motivation level of the employees remains high. • Top management of this organization makes effort to identify and utilize the potential of employees. . So there is a good and unbiased "Potential Appraisal" policy.
Thus NTPC management has a better communication system by right procedures and balancing formal and informal relationship. take good cares to appreciate of. • Employee take their training seriously if they are assigned for the same. Team spirit can be easily developed. This is a very positive sign of good HRD climate. .FINDINGS • When an employee does good work supervising officer always. or group task can be easily framed. It means team. • The future plan/programme are discussed generally among different levels of management. • Many people trust each other in organization. So the overall approach to go forward to such planning is always positive for them.
.SUGGESTIONS • "Delegation of authority" is very rare in this organization. • The closed mind attitude prevailing in the company has to be removed. This has to be removed. • The organization should give more focus spend considerable amount of time and resources for development of its employees. • The Potential Appraisal policy is good in this organization and the organization should try to develop this policy more.
. This approach should be removed by introducing TQM and KAIZEN more intensively.SUGGESTIONS • Mentoring the subordinates has to be regularly done by the seniors. • There is a very classical approach of management in the organization.
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