employee surveys in ntpc

7/31/2019 Employee Surveys in Ntpc

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A DEVELOPMENTAL INITATIVE

BY NTPC


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WHY CLIMATE SURVEY?

Employees Aren't Just Faces in the Crowd

Commitment towards employees overall development.


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Identifies the factors influencing the

productivity and the extent of their impact.

Help to measure and understand employees'

attitude, opinions, motivation, and

satisfaction.

High employee satisfaction levels can

reduce turnover.


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Need of Climate Survey in NTPC

For effective running of NTPC, assessmentof the health for initiating timely corrections

is required. Corporate Plan also emphasize the conduct

of Climate Study at regular intervals tomotivate employees.

Assess the strategic advances made in thearea of human resource development.


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BY WHOM?

Externalthrough various professional

institutes.

Internal by HR department (HRD group).


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Conducting the survey

through an external agency

Gives freedom to employees to express

their views. Removes the biases and perceptions.


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Organizational Climate Survey,

Bodh, in NTPC Conducted through Shri Ram Centre for

Industrial Relations and Human Resources.

BODH I The first survey, conducted in

the year 2001.

BODH II Second survey, conducted in the

year 2004.


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To obtain feedback of employees working at

various levels and projects regarding the

effectiveness and alignment of HR policies,systems and practices.

To review the progress of HR initiatives as

compared to earlier surveys conducted.

Give recommendations for addressing areas of

concern and further strengthening of other areas.

OBJECTIVES


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Dimensions Used for Executives

Commitment/Pride

Job satisfaction

Vision,Mission,values

Monetary Benefits Safety/security

Welfare facilities

Lateral trust

Training & education

Job content Executive-Management

Relationship

Interpersonal relations

Approach to Discipline

Participative Management

Objectivity and Rationality

Quality Management

Organization Culture

Scope for Advancement

Recognition and appreciation

Communication System

Grievance Handling System Performance Appraisal

Work Life balance

Subordinate Development

Team work & co-operation


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Dimensions Used for Non-Executives

Commitment/Pride Job satisfaction

Vision,Mission,values

Monetary Benefits

Safety/security

Welfare facilities Lateral trust

Training & education

Job content

Non-Executive-Management

Relationship Interpersonal relations

Industrial Relations

Participative Management

Objectivity and Rationality

Quality Management

Organization Culture

Scope for Advancement Recognition and appreciation

Communication System

Grievance Handling

Performance Appraisal

Team work & co-operation

Work Life balance


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METHODOLOGY

Primary data collection

A: Questionnaire:

Specifically designed structured questionnaire

covering executives, supervisors and

workmen.

The questionnaire consisted of 3 parts:

PartA: Questions on 25 dimensions of organizational climate

rated on a four point scale.PartB: Multiple choice questions on grievance handling and

participative management.

PartC: Questions on specific People Development Initiative


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B: Interviews with executives & non-executives on:

Recognition & appreciation.

Scope of advancement communication system.

Participative management.

Performance Management System.

Actualization of Core Values training etc.

C: Group Discussions.

Also secondary data was collected from various company locations &

sources.


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The sample covered all Regions, Projects / Offices,

Levels, Departments etc.

Participation

BODH I 47% (10,026)

BODH II 63% (14,594)

The findings of the study can be generalized for the

entire population of employees

Study Sample


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Institutionlize the system NTPC considers employees views as a powerful source

of feedback for continuous improvements.

Provides an opportunity to employees for airing theiropinions and becoming involved in shapingorganizations people practices.

Results of BODH I has brought in revision ofPMS,CDS, Reward System, Education Schemes etc.

The impact of new initiatives and revisions in systems &processes are reflected in the other brand buildingsurveys conducted through various agenciesBestEmployer, Great Place to Work, Best Company toWork, Best HR practices etc.


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Comparative Scores of

BODH I & II


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Participation Level

Survey done at 31 locations all over NTPC A total of 14,594 employees out of 22,884 have

participated in the survey

Total participation comes to around 63 %

Participation BODH I BODH II

Executive 4706 (55%) 5956 (70%)

Non-Executive 5320 (35%) 8638 (59%)

Total 10,026 (47%) 14594 (63%)


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Comparative Ratings

BODH I

High: Above 1.95

Medium:1.51 to 1.95

Low: less than 1.5

BODH II

High:Above 2.07

Medium:1.81 to 2.07

Low:less than 1.80


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Comparative Analysis

Executives

58.33

69.3

Welfare Recognition/Appreciation

53

62.3Advancement

48

58

45

57

Performance/Appraisal


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Comparative Analysis

Non-Executives

62

75.7

Vision/Mission/values Monetary

benefits

54.3

66.7

Welfare Trg/Edu

54.3

67.3

53

65.3

47.3

60.3

PerformanceAppraisal


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E-Darpan-I & II

Corporate HRD
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Methodology

Conducted on line through NTPC Intranet . Responses are

collected On line

E-Darpan I was held in 2004 and e-Darpan II in 2006There are 44 questions covering 16 Parameters.


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Parameter wise Satisfaction- e-Darpan IIParameter Mean

Communication system 2.60

Recognition&Appreciation 2.59Job satisfaction 2.55

Expectations w.r.to Hydro/New business 2.52

Training&Education 2.47

Delegation of authority/Empowerment 2.46

Development climate 2.43

Organizational culture 2.39

Executive practices 2.38

Transfer/Postings etc. 2.35

Participative management 2.35Senior leadership 2.34

Managerial practice 2.34

Scope for advancment 2.33

Work life balance 2.28Sub-ordinate development 2.27


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E-Darpan 2004 Vs 2006

6.55

3.63

2.29 1.62 1.350.81 0.67

-0.1

-1.42

-3.81-5

-3

-1

1

3

5

7

9

% Im rovement 6.55 3.63 2.29 1.62 1.35 0.81 0.67 -0.1 -1.42 -3.81

Recogniti

on and

Appreciat

Training

and

Educatio

Scope

fo r

Advance

Delegatio

n/

Empower

Job

Satisfacti

on

Work-Life

Balance

Organizat

ion

Culture

Senior

Leadershi

p

Commun

ication

System

Develop

ment

Climate


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Various Employer Branding surveys are also conducted in NTPC

Best Companies to Work For in India by TNSMercer-BusinessToday.

Great Places to Work Study by Grow Talent Company Ltd. Inpartnership with The Great Places to Work Institute and BusinessWorld.

Best Employer in India by Hewitt Associates.

Other Surveys conducted in NTPC


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OBJECTIVES

These studies helps organizations transform theirorganizational climate by show casing their peoplepractices & benchmarking HR practices with the best inindustry and hence making strategies for improvementand continuous up-gradation of our ongoing HR

initiatives.

These studies are conducted based on the modelhaving people related dimensions.

We participate in this study to find out our strong &weak areas and improve our processes throughbenchmarking against other organizations.

B E l i I di


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The Engagement Model with Core factors and

drivers used by Hewitt Associates

Quality ofLife

Work/Life Balance

Physical Work

Environment

Safety

ProceduresHR

Policies

Compensation Pay

Benefits

People Senior Leadership

Manager

Coworkers

Opportunities

Career Opportunities

Recognition

Training &Development

Engagement

Intrinsic Motivation

Resources

Work Tasks

Influence

Work Activities

Best Employer in India


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GREAT PLACE TO WORK STUDY

The study is conducted in 3 stages Stage I - Submission of company related information. Stage II - Submission of People Inventory highlighting the unique and

innovative HR practices.

Stage IIIEmployees perspective through survey based onquestionnaire. The questionnaire was designed on various issuespertaining to Model of Credibility, Respect, Fairness, Pride andCamaraderie.

(Stage I & II 33.33% weightage, stage III 66.66% weightage)

Dimensions of a Great Place to Work:

Trust It includes credibility, respect, fairness, pride and camaraderie.It is administered to a representative sample of the organizationsemployee force

Culture Audit - A management questionnaire is used to gain a bettersense of the overall culture of the organization.


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MODEL


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Best Companies to Work for in India

The survey is conducted in 4 stagesregistration, data

collection, data analysis & ranking

The survey is based on the following quadrants:

1Internal employee perception survey (weightage 35%)

2Analysis of HR process & policies (weightage 30%)

3Stakeholder perception survey (weightage 20%)

4Analysis of HR metrics (weightage 15%)


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Awards Won

Grate Place to Work 2003, 2004, 2005, 2006, 2007

Best Employers in India 2003

Best Companies to Work for 2004 and 2005

SCOPE Meritorious Award for Best Practices in HRM-2005 BML Munjal Awards for Learning and Development 2006

ISTD-FICCI Award for Excellence in HR practices in 2004

Golden Peacock National Training Award 2003,2004,2005,2006


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employee surveys in ntpc

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