National Thermal Power Corporation Limited

Abrity BhattacharyaRoll No. – 01

Talent management at NTPC

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Vission and mission

Vission:To be the world’s largest and best power producer, powering India’s growth.

Mission:

“Develop and provide reliable power, related products and services at competitive prices, integrating multiple energy sources with innovative and eco-friendly technologies and contribute to society.”

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Business Portfolio

1. Generation of Electric Power.2. Coal Mining and Coal Washier. 3. Oil/ Gas Exploration.4. Power Project Construction. 5. Renovation & Modernization of Power

Stations.6. Distribution and Trading of Electricity

through its wholly-owned subsidiary companies.

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HR vision

• "To enable our people to be a family of committed world class professionals.“• Recruitment: Grow your own timber.• Career management system: PERFORMANCE MANAGEMENT, CAREER

PATHS and LEADERSHIP DEVELOPMENT.• Rewards recognition: celebration of achievement.• Innovate, create, compete.• Quality of work life• Knowledge management: ultimate objective of becoming a learning

organization• Training and development: own comprehensive training infrastructure.• Education up-gradation scheme• Seeking employee feedback• HR awards won.

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Human Resource policies

'People before PLF (Plant Load Factor)' is the guiding philosophy behind the entire gamut of HR policies at NTPC.

The MBA program initiative came from one of the System Review Groups within NTPC. • These groups have been created to review the HR systems and

processes and suggest changes for improvement. • They make presentations before HR group heads and once the idea is

approved, it becomes a policy.

Currently employ approximately 26,000 people at NTPC.5

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Some unique features: Marriage portals for employees. Free counseling and support program Snehal.• PUPs• First Day First Show Movies• Hi-Tech wireless communication to stay connected

with family

4 building blocks of HR:• Competence building, • Commitment building, • Culture building and • Systems building 7

Values and culture

Core Values – “BE COMMITTED” • B-Business Ethics• E-Environmentally & Economically Sustainable• C-Customer Focus• O-Organisational & Professional Pride• M-Mutual Respect & Trust• M-Motivating Self & others• I-Innovation & Speed• T-Total Quality for Excellence• T-Transparent & Respected Organisation• E-Enterprising• D-Devoted

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To actualize the core values and ensure that they remain relevant, NTPC have taken various steps:• Creating a weightage for values in Performance Management

Systems;• Conduct training programs on values and including sessions on

values in key programs;• Rewarding value based behavior and creation of “Value

Actualization Task force”.• A Vision & Values Revisit Workshop by top management is a

major component of core value actualization.

A culture of celebrating achievements and a strong focus on performance are a way of life in NTPC.

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NTPC holds pride in its systems for providing a good quality of work-life to its employees.

Providing beautiful and safe work places.

Encourages a culture of mutual respect and trust amongst peers, superiors and subordinates.

Away from hectic city life, NTPC townships provide an environment of serenity, natural beauty and close community living.

NTPC also recognizes the contribution of employees’ families through involving them in various events and competitions. 10

Career growthNTPC has well established talent management systems in

place to ensure that the company delivers on its promise of providing exponential growth and challenge to all employees.

Performance Management - NTPC has a standardized and formalized performance management system. A KPA based system is designed to assess functional, managerial and potential competence in an objective and transparent manner.

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Career Paths - All career paths have an underlying management structure. • Succession criteria for leadership positions in each career path have

been identified, which provide basis for job rotation. • Anyone joining the organization can choose to pursue a business,

function or staff career path.• They will be put through specific training interventions and job

rotation path towards becoming a business, function or staff head.

Leadership Development - Potential employees are assessed for leadership competence and are groomed to occupy leadership positions in the company. • Have a system that enables measurement of leadership effectiveness,

gap identification against an identified set of leadership competence. • Individual development plans are made based on the gaps identified.

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Recruitment • ‘Grow your own timber’ philosophy.

• NTPC's ‘Executive Trainee’ Scheme was introduced in the year 1977 with the objective to raise a cadre of home grown professionals.

• First Division Graduate Engineers/Post Graduates are hired through nation wide open competitive examination and campus recruitments.

• Hiring is followed by 52 weeks induction training (fully paid) consisting of theoretical input, on job training, personality development & management modules.

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Induction training

Theater Workshop - To enhance their communication skills-verbal and non verbal, team work, body language, expressions etc. conducted with the help of professional institutions like National School of Drama.

Yoga - - For the holistic development of the trainees, caring for their physical health and mental alertness. • Scheduled every morning during the orientation training

period.

Corporate Social Responsibility - - In order to make new hires a part of NTPC’s social responsibility drive, exposure to on-field community development and responsibilities is given. 14

Mentoring "Ankur"- For effective socialization and transformation executive trainees are attached to mentors once they are put on job. • Mentors are senior executives with 10-15 years of experience in NTPC

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Sports - To keep the trainees physically active and agile, emphasis is laid on sports activities. • Sports infrastructure has been provided at each NTPC location and

inter/intra unit matches are organised from time to time.

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Innovate create competeIntroduced numerous initiatives which seek to enhance the

creativity, innovation, functional aptitude and teamwork of employees.• NTPC Open Competition for Executive Talent (NOCET)-

National Open Competition for Executive Talent (NOCET) is a 3 tier theme based team event held to solicit ideas on latest issues facing the organization.

• Professional Circles - As a learning organization, NTPC encourages formation of Professional circles for knowledge dissemination; knowledge updating etc. • Professional circles are interest groups where employees

sharing same interest areas get together to share knowledge and latest developments in the field. 16

• Quality Circles- Introduced as an initiative to involve every grass root level employee. o Employees volunteer to take up improvement projects in their

work areas. Annual contests are organised at project level, regional level and company level in which QCs from all over NTPC compete with each other.

• Business Minds- This is a management game that develops strategic thinking & decision making in executives by exposing participants to simulated real life business situations.o It is conducted in association with AIMA. Cross-functional

teams participate in the game as it is multi – disciplinary in nature reflecting real life multifunctional role of business.

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Knowledge Management in NTPC- In initiative to meet ultimate objective of becoming a Learning Organization, an integrated Knowledge Management has been developed.

• This system allows tacit knowledge in form of learning and experiences of employees to be captured and summarised for future reference.

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Training and development

Training in NTPC is carried out with short term and long term objectives to impart skills required.

Planned InterventionsFor management development, NTPC has a set of planned interventions designed for each stage in a person’s career.

Each of these is a custom made and medium term training program.

NTPC’s training policy envisages minimum 7 Mondays of training per employee per year.

Philosophy is to develop their own training systems and deliver training internally as far as possible. Hence, NTPC has developed its own training infrastructure

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Training infrastructurePower Management Institute– It is the apex training institute of

NTPC located in NOIDA, close to the company headquarters and houses a world class training infrastructure. • The Institute has full time dedicated faculty.

Employee Development Centres- Employee Development Centres (EDCs) are located at all NTPC projects and stations and take care of training needs of employees at the unit.

Simulator Centers - NTPC is the proud owner of two simulator training centers, for both coal based and gas based plants. • These simulator centers are meant to give hands on experience

of operating a power plant to engineers in total safety.20

Education up-gradation scheme

NTPC has tie-ups with institutes like MDI, Gurgaon; IIT, Delhi; BITS, Pilani etc.

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 institutes.

Unlike other study leave and sabbaticals, employees undergoing these courses do not forego their salary or career growth during the duration of the course.

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TownshipThe tough task before the public sector companies is to control

attrition that is while adhering to government pay-structure.Chairman and managing director Dr. Arup Roy Choudhary said

young and middle aged employees are increasingly moving to low profile jobs in cities for a comfortable life though they are capable of managing projects in far-flung areas.

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•https://www.youtube.com/watch?v=lHLzJ1qP9I4

Compensation NTPC Known as the highest payer in Power sector.The compensation structure is designed in such a way so as to

recognize and reward critical skills and competencies in employees.The remunerations of employees are fixed through negotiations with

Employee’s Union subject to the overall guidelines of Department of Public Enterprises, Government of India.

Compensation structure includes base pay, fixed bonuses, allowances or other payments relevant to the local market.

In addition, accommodation in Company quarter on nominal rent, other perks & allowances upto 47% of Basic Pay.

Medical Treatment/ reimbursement, Subsidized Canteen facilities, Self Contributory Superannuation Benefit Fund, Provident Fund, Productivity Incentive admissible as per Company's Rules.

NTPC offers employees various discounts for goods and services – NTPC Personal computer purchase, housing assistance purchase plan, car purchase plan, child care services and mobile phone plans, fitness centers and educational courses.

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EMPLOYEE BENEFITS – • Health care• Dental care plans• Retirement plans• Flexible benefit plans• Disability benefit plans• Group life & AD insurance plans(Accidental Death)• Benefits for part-time employees

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EMPLOYEE POLICY & PROGRAMS – • Paid – time off (PTO)• Alternative work schedule• Recruitment and hiring• Performance bonuses• Referral bonuses• Retention bonuses• Severance practices• Workplace environment• Career planning & professional development

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Pay scale for executives:

Basic Pay:

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Pay scale for supervisors:

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Pay scale for work-men:

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DEARNESS ALLOWANCE (For Executives, Supervisors & Workmen)• Dearness Allowance would be revised on 1st April, 1st July, 1st

October and 1st January i.e. quarterly.

• CITY COMPENSATORY ALLOWANCEEmployees borne on the regular establishment of the Company other than those appointed on casual/daily rated/daily but monthly paid basis; will be paid City Compensatory Allowance.

• HOUSE RENT ALLOWANCE RULES House Rent Allowance is payable to the eligible employees who are not pro- vided with the residential accommodation by the Company at the places where the Company has its Projects/Units/Offices etc.

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• CHILDREN EDUCATION ALLOWANCEOver and above Rs. 75 per month per child reimbursement. (Rs. 225 per month per child where CCA is not payable.)

• MEDICAL BENEFITSFree treatment in NTPC Hospital/ Dispensaries/ company hospital/ full reimbursement in notified or empanelled hospitals/ in non-empanelled hospitals reimbursement limited to ceilings notified as per the rules.

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Power management institute• http://www.ntpc.co.in/index.php?option=com_content&view

=article&id=14&Itemid=82&lang=en

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Awards won• http://www.ntpc.co.in/index.php?option=com_content&view

=article&id=85&Itemid=121&lang=en• PSU of the year award 2014.

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• NTPC among the “Best Place to Work For” India, 2012.

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• THANK YOU

34 THANK YOU

• https://www.youtube.com/watch?v=EZCSlalKmaQ• (1st to show)about NTPC till 2013 Feb..• https://www.youtube.com/watch?v=xpum3s_uyNE• INSPIRATIONAL SONG.

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