ABOUT NPCIL

Nuclear Power Corporation of India Limited (NPCIL) is a wholly owned Enterprise of the Government of India under the administrative control of the Department of Atomic Energy (DAE), Government of India. It has been incorporated in September 1987 as a Public Limited Company under the Companies Act, 1956 with the objective of undertaking the design, construction, operation and maintenance of the atomic power stations for generation of electricity in pursuance of the schemes and programmes of the Government of India under the provision of the Atomic Energy Act, 1948.Organisation structure in the company, the operating station, projects, finance and commercial function have been placed under separate directorates headed by Executive Directors/Directors reporting to the Chairman and Managing Director(CMD).

Nuclear Power Corporation Of India Limited was earlier known as Nuclear Power Board under total control of DEPARTMENT OF ATOMIC ENERGY (DAE). On 17th September 1987 the Government decided to convert the Nuclear Power Board (NPB) into Nuclear Power Corporation of India Limited (NPCIL) with a view to give fillip to the countries ambitious nuclear power programme and to expedite achievement of the targets laid down in this respect. The ultimate idea was to make the power sector more competitive and transparent.

BASIC CONCEPT:GENERATE MORE & MORE ENVIRONMENT FRIENDLY

NUCLEAR ELECTRICITY TO PROVIDE ENERGY SECURITY TO THE NATION.

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MISSION:The aim of NPCIL is to develop nuclear power technology and produce in a self- reliant manner nuclear power as a safe, environmentally benign and an economically viable source of electrical energy to meet the growing electricity needs of the country.

OBJECTIVES OF NPCIL: To maximize the power generation & profitability from nuclear power stations in operation with a motto of safety first and production next, commensurate with the organisational goal.

To increase nuclear power capacity in the country consistent with available resources in a self reliant, safe, economical, & rapid manner in keeping with the growth demand.

To continue & strengthen Quality assurance (QA) activities relating to nuclear power programme, within the organisation & those associated with it.

To develop technical personnel at all levels through an appropriate Human Resources Development (HRD) programme in the organization with a view of further improving the skills & performance consistent with the high technology operation.

To continue & strengthen the environment protection measures & public awareness activities relating to nuclear power generation.

To share appropriate technological skills & expertise at national & international levels.

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To explore and promote participation of Indian industry, State Electricity Board and other Public Sector Undertakings in the Nuclear Power capacity addition programme by forming Joint Venture Projects.

To coordinate and endeavour to keep the sustained association with R&D units, Fuel and Heavy Water Units for supplementing these inputs on continuous basis.

CORPORATE VISION:-

NPCIL is pursuing the mandate of expanding the nuclear power base in the country accordance with the plans and schemes of the Government of India. NPCIL has gained significant experience in setting up PHWRs and operating them. With the commissioning of RAPS 6, number of nuclear power reactors in commercial operation in the country, has increased to nineteen (19) with a total installed capacity 4560 MWe. Out of total capacity of 4560 MWe, 1180 MWe capacity from six reactors (units 1 to 6)is at a single site at Rawatbhata , Rajasthan .

DAEs Vision 2020 envisages setting up 20000 MWe installed capacity by the year 2020. Considering that the Nuclear Power is a safe and environmentally clean source of power generation and that India has vast thorium reserves, Nuclear Power Corporation of India Limited is poised to play a leading role in future to meet the ever-increasing energy demands of the country.

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ORGANIZATIONAL STRUCTURE OF NPCIL

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OPERATING STATIONS:Name of the station Location Units Installed capacity Tarapur Atomic Power Station Rajasthan Station Atomic Tarapur Maharashtra Power Rawatbhata Rajasthan Unit 1 Unit 2 Unit 1 Unit 2 Unit 3 Unit 4 Unit 5 Unit 6 Madras Atomic Power Station Narora Atomic Power station Kakrapar Station Kaiga Generating Station Atomic Kalpakkam Tamil Nadu Unit 1 Unit 2 160 MWe 160 MWe 100 MWe 200 MWe 220 MWe 220 MWe 220 MWe 220 MWe 220 MWe 220 MWe 220 MWe 220 MWe 220 MWe 220 MWe 220 MWe 220 MWe 220 MWe 540 MWe 540 MWe

Narora, Uttar Pradesh Unit 1 Unit 2 Unit 1 Unit 2 Unit 1 Unit 2 Unit 3 Unit 4 Unit 3

Power Kakrapar Gujarat Kaiga Karnataka Tarapur Maharashtra

Tarapur Atomic Power Station

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PROJECTS UNDER CONSTRUCTION:Name of the Project Kaiga Atomic Power Project Kudankulam Nuclear Power Project Kakrapar Atomic Power Project Rajasthan Atomic Power Project Location Kaiga Karnataka Kudankulam Tamil Nadu Kakrapar Gujarat Rawatbhata Rajasthan Units Unit 4 Unit 1 Unit 2 Unit 3 Unit 4 Unit 7 Unit 8 Capacity 220 MWe 1000 MWe 1000 MWe 700 MWe 700 MWe 700 MWe 700 MWe

UPCOMING NEW SITES / PROJECTS:Name of the Site /State Location New Projects Jaitapur Nuclear Power Project Jaitapur Maharashtra KKNPP 3&4 Kudankulam, Tamil Nadu New Sites Andhra Pradesh Gujarat Haryana Madhya Pradesh West Bengal Kovvada Chhaya Mithi Virdi kumharta Bargi Haripur

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SOURCES OF FUNDS:NPCIL gets financial support from Government of India for its expansion program. During the year 2005-2006, NPCIL received a budgetary support to the extent of RS. 586 crore towards capital expenditure. In addition, Russian credit amounts to RS. 134 crore has been received towards the detailed project report work for KUNDANKULAM project. NPCIL issued 'Infrastructure Bonds' under section 10(23) (G) of The Income Tax Act to the extent of Rs.145 crores at an average coupon rate of 10.08 % which is quite reasonable in the present capital market situation. State Electricity Boards transfer funds to NPCIL in exchange of electricity transferred.

FINANCIAL PERFORMANCE OF PUBLIC SECTOR UNDERTAKING:-

On formation of NPCIL, in 1987, the assets worth Rs.1313 Crore (consisting of 967 Crores as government equity and Rs. 346 Crores as perpetual Government loan) were transferred to NPCIL. Since then the assets position of the Company has improved significantly having total assets of Rs. 36,963 crores and Net worth Rs. 21,027 crores as on 31.03.2009. The authorised share capital of the company is Rs. 15000 crores and paid up share capital is Rs. 10145 crores as on 31.03.2009.

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ACHIEVEMENTS OF NPCIL
NPCIL Among Best Performing PSUs

NPCIL achieved the distinction of being among the top ten best performing public sector undertakings (PSUs) based on completion of various targets of the MOU (Memorandum of Understanding). The award for the year 2001-02 was given away in Delhi in April 2003. Honorable President of India, Dr. A.P.J. Abdul Kalam awarded the MOU and Trophy to Dr. V.K.Chaturvedi, Ex CMD, NPCIL.

WANO Award to NPCIL

The World Association of Nuclear operators (WANO), a global organisation with representation of all the nuclear power utilities world-over, presented its first ever, WANO Nuclear Excellence Awards to Mr. R. Bhiksham, Station Director of Kakrapar Atomic Power Station (KAPS) and five others. The award, in recognition of individuals who have made extraordinary contribution to excellence in the operation of nuclear power plants, or the infrastructure that supports the nuclear power enterprise, was awarded in Berlin on October 13, 2003 during the Biennial General Meeting of WANO. KAPS was one of the best performing NPPs (Nuclear Power Plants) in the world.

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BRIEF HISTORY OF RR SITE

RAPS SITE AND RAWATBHATA AT A GLANCE
Rawatbhata, a small village in the state of Rajasthan came out of the oblivion with the setting up of a hydroelectric power station, Rana Pratap Sagar (RPS) in 1969, followed by the start of the first commercial Indian Pressurised Heavy Water Reactor (PHWR) in August 1972. Rawatbhata owes its significance due to the unique feat of hosting the largest number of operating nuclear reactors, six till now totalling to an installed capacity of 1180 MWe. Two more reactors of 700 MWe each unit-7&8 are under construction. Conducive topography, suitable grid conditions, a positive public perception and acceptability of nuclear power in and around Rawatbhata has encouraged decision makers to envisage an ambitious plan for these new reactors. Heavy water production plants as well as some of the R&D facilities of Bhabha Atomic Research Center (BARCs) are also situated at Rawatbhata, which bring to this site an amalgamation of research and industry in the nuclear field.

RAJASTHAN ATOMIC POWER STATION (RAPS)

RAPS, Rawatbhata site, owe a special and unique status among Indian NPPs as: The first commercial PHWR of India (RAPS-1) India marched ahead in indigenisation of Indian nuclear power plants (NPPs) from RAPS-2 onwards It has the biggest cluster of NPPs, RAPS-1&2 (first generation PHWR), RAPS-3&4 and RAPS5&6(latest PHWR) in operation and units-7&8 under construction.

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EVOLUTION OF RR SITE:A joint Indo-Canadian study had been carried out in 1962 about the feasibility of constructing two units (RAPS 1&2) of PHWRs of 220 MWe each in India and Rajasthan was considered economically and technically viable for this purpose. RAPS have opened up opportunities for many Indian companies to enter the nuclear power field and develop sophisticated technologies indigenously. Unit-1 was first synchronised on November 30, 1972 and declared commercial on December 16, 1973. Unit-2 was commercialized on April 1, 1981.Next two units (RAPS 3&4) of 220 MWe each were commercialized in the year 2000. And two more units (RAPS 5&6) of PHWRs having capacity of 220 MWe increasing total generation capacity at Rawatbhata upto 1320 MWe came into commercialization from 2010. Two units7&8 each having capacity of 700 MWe are under construction.

AWARDS AND CERTIFICATES:RAPS have bagged many prestigious awards. A few significant ones are listed below: ISO-14001 certificate for Environmental Management System in March 2002 for unit-1&2 and in January 2003 for unit- 3&4.

ISO-9001 certificate for Quality Management System in October 2003 for nuclear training centre, which is biggest training center in NPCIL with modern equipped shops and simulators, both for oldest as well as latest plants.

Golden Peacock National Awards for all the areas of environment, training and Quality Assurance for: Environment - in 1999 Training - in 2001,2002, 2003

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Quality - in 2003

Many NPCIL and AERB awards for excellence in industrial safety and fire safety.

SPECIAL ACHIEVEMENTS

RAPS is the biggest nuclear plant site today in India. Expansion at this site speaks of its choice for being most conducive in all respects. A high quality and safety-cultured team characterizes the RAPS site. The excellent performance and unique achievements speak of the overall and turnaround developments made by NPCIL RAPS has always been a cornerstone for growth and career development for many senior officers of NPCIL, including those who have occupied in the past and also those currently occupying top positions in the organisation. RAPS rededicate itself to the ongoing journey towards excellence in all the fields including expansion, production, quality, safety, environmental protection and public awareness. The journey towards excellence will continue, like always.

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INTRODUCTION
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anagement today has become the most significant part of an organization and it is the basic function for the application of technology and utilization of human and material resources in industry. Employee development in public sector undertakings is very important growth. In view of the huge

investments in PSEs by the Government, the performance in Public Sectors will have a telling effect on the socio economic growth of the Nation. Organisational set up of Public Sector Undertakings should be planned and streamlined keeping in view the following national objectives of the Public Sector. 1. To promote economic development and growth. 2. To promote self-reliance in strategic sectors and diversify the economy. 3. To reduce regional and social imbalances. 4. To generate surplus for reinvestment. These objectives can be achieved only when each of the public Sector Units are converted into profit centers, which is the primary goal of the industry. The attainment of the goal is only possible through HRD, which in other words means achieving perfection in all areas of operation.

In a dynamic and fast changing world, organisations also have to be dynamic. Organisations would like to grow in various ways and possess ability to respond to its environment and may even like to have considerable impact on them. To be able to do these, they should be able to induce dynamism through developing human capabilities by applying HRD (Human Resources Development) strategies to personnel Development strategies and to personnel practices. HRD system aims at developing and enabling capabilities of people in the organization.

WHAT IS HRD?

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Human Resource Development is a process not merely a set of mechanism and techniques. It is needed by any organization / industry that want to be dynamic and growth oriented in fast changing environment and technological advancement. Organisations can become dynamic and grow only through the efforts and competencies of their human resources. Successful public enterprises pay adequate attention to their Human Resource Development functions. If the full benefits of HRD are to be experienced, it must be introduced as a total system within the organization. In addition, the commitment of the top-level management to the HRD systems and its willingness to invest time and other resources is crucial; top management must make it obvious that the human resources of the organizations are its most important resources. The values like openness, trust, mutuality, collaboration and enthusiasm within the system should be organized by every member of the organization. If implemented properly, integrated HRD system can contribute significant positive cultural changes, increased productivity and excellence in the organization. In the present scenario of the PEs and keeping in view the technological and managerial challenges thrown up by the changing times, the development of the existing human resources has become a critical activity for the management.

WHY HRD?
The existing system of the personnel management functions in the PEs has been reviewed with a view to improve the effectiveness of the system by emphasizing HRD approach to these systems. Development of Human Resources. The organizational health and self-renovating capabilities (i.e. attitudes, knowledge, skill values) and industrial climate. Better utilization of manpower. To improve quality work life.

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Identification and integration of individual and organizational needs as far as possible.

To improve the feeling of commitment and involvement i.e. total employees involvement.

To improve productivity.

HRD MECHANISMS
Performance Appraisal Potential Appraisal and development. Career Planning and Manpower Planning. Succession Planning, job rotation. Incentive Schemes, Suggestion schemes, Employee welfare. Quality of work life, Training. Grievance Mechanisms, Quality Circle. Participation in Management. Rewards, Feedback. House Keeping and Safety Programmes

HRD BENEFITS
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Following will be the advantages after implementing the HRD system: Improvement in productivity. Improvement in capabilities of the employees. Motivation factor will be high. Performance and potential appraisal system will improve. Creation of opportunities for advancement. Improvement in performance related reward systems.

Human Resource Development (HRD) itself becomes very broad based, it is process undertaken to promote intellectual, psychological, cultural, social and economic development of the individual so as to help him to achieve his highest human potential as resources for the country. It means a total all round development of the person so that he can contribute his best to the community and the nation. HRD is undoubtedly a universal panacea.

Relation between Human Resources and management:

Human Resource Management is an integral part of management. It helps the management in taking a strategic view of a very important resource i.e. Human Resource. It helps management in identifying key skill sets, knowledge, values required in the employee and the rewards that

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are needed to be given to the employees so that the organisation goals are fulfilled. Also like other management functions, it has to ensure that these resources are available at an optimal cost. It has to look into various training and development activities to ensure this. This is a key area for Human Resource Management as it shows their contribution in terms of money. The money here would be the opportunity cost incurred due to appointing of new employees instead of developing current employees for the task in hand. The HR manager has a dual role in the organisation. He performs the role of an executive as well as a consultant. Managing people is not only a HR area but also part of the job of line managers. These managers are managers heading various activities like accounts, audit, production, marketing, sales etc. They have people working under them and have to manage them too. There are times when line managers have problems handling employees and are unable to resolve the issue. This is where the HR person steps in as a consultant. The HR person can provide advice to the line manager to tackle the situation. This is in addition to the executive role he performs. The executive role of the HR person is his role in carrying out the routine activities of his area. There are occasions when they have to on both the hats of an executive as well as that of a consultant. A typical example is the role of the HR person when recruiting people for line functions, where line managers decide as they have the expertise, they help the line managers with advice while simultaneously carrying out their executive role of recruiting.

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VARIOUS SECTIONS OF HR IN NPCIL RR SITE

1. Recruitment section:It deals with recruitment of people and promotion.

2. Disciplinary cell:It deals with conduct and discipline of the employees

3. Public Relations section: It helps to promote outside relations with people and organisation.

4. Official language or Rajbhasa section: It deals with promoting the use of Hindi in communication.

5. Legal section: It deals with the cases pertaining to court.

6. Employee Relations section: It deals with industrial relations.

7. Estate Management section: It deals with allotment of homes and shops.

8. General section: It deals with liveries, items and furniture.

9. Establishment section: It deals with pay, personal file, service book, pension, provident fund, Gratuity and all schemes. It helps to promote personnel management.

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WHAT IS RECRUITMENT?
Recruitment is the process of attracting and obtaining as many applications as possible from eligible job seekers. Recruitment is the process of identifying the sources for prospective candidates and encouraging them to apply for a particular job or jobs in an organisation. It involves policing right person on the right job.

PURPOSE OF RECRUITMENT

Its purpose is to provide a sufficiently large group of eligible candidates in order to have wide choice for the organisation in the selection of the most suitable candidate. The aim of recruitment is to develop and maintain adequate human resource upon which an organisation can depend .It involves seeking and attracting a pool of people from qualified candidates.

OBJECTIVES OF RECRUITMENT
Vacancies in various categories of posts arises either due to additional sanction or due to resignations, retirement etc., of existing staff. Whenever, new projects are started induction of large number of persons are necessary. Once the vacancies have been identified, action is taken for filling the positions either by way of transfer, promotion or induction. Before commencement of recruitment, the following steps are followed.

Check the job specification in terms of qualification and experience needs (norms).

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Job description in terms of the work content.

GROUP CLASSIFICATION
THERE ARE TWO WAYS FOR CLASSIFICATION

1. THE CLASSIFICATION OF POSTS AS PER PAY SCALE IS:

S.No 2. Description of posts A post carrying following Pay Scales & Grade Pays Pay ScalesApex Scale Rs 80000 (fixed) 01 HAG Plus Scale Rs 75500-80000 and HAG Scale Rs 67000 79000 Grade PaysRs 10000 , Rs 8900 and Rs 8700 in the scale of pay of Rs 37400-67000 in Pay Band 4 ; and Rs 7600, Rs 6600 and Rs 5400 in the scale of pay of Rs 15600-39100 in Pay Band 3 Grade Pays02 Rs 5400, Rs4800,Rs 4600 and Rs 4200 in the scale of pay Group B of Rs 9300-34800 in Pay Band 2 Grade Pays03 Rs 2800,Rs 2400, Rs 2000 ,Rs 1900 and Rs 1800 in the Group C scale of pay of Rs 5200-20200 in Pay Band 1 Group A Classification

3. THE CLASSIFICATION OF EMPLOYEES IS :

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Permanent employee means an employee who has rendered not less than one
year of continuous service and whose probationary period has been declared as closed by the Corporation.

On Probation means an employee who is provisionally employed against a longterm vacancy and is kept on probation for a specified period to adjudge his suitability for appointment on the regular establishment of the Corporation.

Fixed Term Employee means an employee who has been appointed for doing job
which is likely to be finished within a limited time period or who is employed as an additional worker in connection with temporary increase in work. employment cant be extended. The period of

Casual Employee

means an employee who is engaged for a work of an

occasional or casual nature.

Stipendiary Trainee

means a learner who may be paid stipend and who is

engaged to undergo training in terms of special agreement. A stipendiary trainee shall have no claim on the Corporation for employment after completing the period of training.

NOTE: Apprentices whose terms and conditions of apprenticeship are governed by provisions of Apprentices Act, 1961 are not covered under the above definition

the

Normally vacancies in A & B Groups are filled through open advertisements and C & D Groups are filled through employment exchanges. In case of C & D Groups recruitment notice are published in the Employment news also. Suitable reservation, relaxation of age and

concessions are given for SC/ST, OBC, Physically Handicapped and Ex-serviceman as per the

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provisions contained in the reservation orders issued by the Government of India from time to time.

RECRUITMENT RULES

Recruitment rules cover the following aspect.

Designation and classification of posts, duration, scale of pay and made of filling up of the posts such as by direct recruitment, promotion, deputation and absorption.

Qualification, age, experience, length of service.

Reservation for specified categories such as SCs, STs, OBCs, handicapped personnel etc. And exemptions from reservation.

General condition imposed by the constitution of INDIA such a domicile, bigamous marriage.

Promotional avenues.

Appointing authority

SOURCES OF RECRUITMENT
We have four sources of recruitment which are discussed at below:

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1)

RECRUITMENT THROUGH EMPLOYMENT EXCHANGE:

All vacancies meant for recruitment of personnel to posts in group C & D (Technical, Administrative & Auxiliary) are notified to the respective Employment Exchange. In addition, the recruitment notice are also published in the Employment news published by the publication division of the Ministry of Information and Broadcasting, Government of India and then consider the cases of all the candidates who have applied along with those sponsored by the Employment Exchange. Such recruitment notices are displayed on the office notice boards for wider publicity.

Such notices shall have to be sent to Central Employment Exchange (only if the vacancy is in the scale of pay of Rs.1400-2600 (pre-revised) and other recognised SC/ST Associations and ex-serviceman and Physically Handicapped Associations as notified by Government of India from time to time.

2)

RECRUITMENT THROUGH OPEN ADVERTISEMENTS:

All vacant posts in group A&B are filled through open advertisement. It is necessary to advertise in Employment News for recruitment of all groups of employees. Steps followed while recruitment is done through open advertisement are given below.

Identify the promo tent empanelled advertisement agencies in the region. All identified vacancies are notified to the press through the empanelled advertisement agency. While notifying the vacancies the number of vacancies reserved for various categories like SC/ ST/ OBC/ Ex- servicemen / PH etc. and unreserved vacancies are clearly indicated. Application from candidate with in one month of notification in the paper.

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Send the applications received to the screening committee identified. Forward the screening committee report to appointing authority and have the minutes of the committee approved. Identify appropriate selection committee and take further action. Conduct the selection and prepare panel. Selection committee minutes to be approved by appointing authority and clearance for release of offers of appointing to be obtained. Carry out the verification of C&A and SSQ. Issue of offer and conduct medical examination. Complete joining formalities. Determine the positing

3) RECRUITMENT THROUGH DEPUTATION FROM OTHER ORGANISATION

In recruitment through deputation an official from outside NPCIL is appointed for a specified period by the end of which he/she may have to revert to his parent cadre. Steps to be followed for appointment by deputation.

1. Accurate assessment of the vacancies to be filled by deputation is made once in a year. 2. Circulation of vacancies is done to different probable sources of eligible candidates. 3. The minimum time allowed for receipt of nomination is two months. 4. The period of deputation is subject to minimum of two years extendable upto a maximum of five years in all cases except for those posts where a longer period of tenure is prescribed in the recruitment rules. 5. Minimum age limit for appointment by deputation/absorption should not exceed 56 years on the closing date of application.

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4)

EXTENSION OF SERVICE OF SUPERANNUATED EMPLOYEE IN NPCIL/ REEMPLOYMENT

If the services of a NPCIL employee are required beyond the age of his superannuation then either extension of service or reemployment is given to those employees as the case may be. Criteria for extension/ reemployment are given below.

1. Proposals

for

extension/

reemployment

of

service

beyond

the

age

of

superannuation are not ordinarily considered.

2. Extension/ reemployment of service can be justified only in very rare and exceptional circumstances. Even in such cases, 62 years of age is the deadline. The overriding consideration for the grant of extension / reemployment of service is that it must be clearly in public interest and in addition satisfy one of the following two conditions: That other officers are not ripe enough to take over the job That the retiring officer is of outstanding merit.

3. Extension/ reemployment of service is considered on the ground that a suitable successor is not available unless it is established that action to select a successor has been taken well in advance but the selection could not be finalised in time for justifiable reasons.

4. A proposal for the grant of extension of service/re-employment based merely on the consideration that the officers predecessor had been given extension is not obviously be accepted.

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5. In case of honorary appointments the age limit may be 65 years provided the appointment does not carry any substantial remuneration. Other method through which the organisation gets the employees is called probation. The term can be discussed as under.

PROBATION
An employee on Probation means an employee who is provisionally employed with a view to being considered for appointment on the regular establishment of the Corporation. Unless otherwise provided in the terms of appointment or any other agreement or award, the following rules govern the probation and confirmation of employees at NPCIL:

DIRECT RECRUITMENT
Probationary period for all employees on first appointment in the service of the company including appointment to a higher grade on basis of an open selection is ONE YEAR.

Exemptions
Employees who join initially on deputation/ Foreign Service prior to their permanent absorption in the service of the Corporation. Employee who surrenders lieu on their previous post and are absorbed in NPCIL. Tenure posting. Contract appointees, reemployed after superannuation.

Extension

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The period of Probation may be extended at the discretion of the competent authority but will not be extended by more than one year save for exceptional reasons. The shortcomings if any should be brought to the notice of probationer well in advance for making special efforts at self-improvement. Action either to confirm or extend probation period should be taken within six to eight weeks before probationary period ends and decision should be communicated before hand.

Confirmation
An employee who has satisfactorily completed the period of probation or extended period of probation shall be deemed to have been confirmed in service.

On Promotion
There is NO probation for promotees in the same service and group.

There is ONE-year probation for promotees to higher group which may be extended upto a maximum of one year.

SOME SPECIAL CASES

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The other basis on which employees get recruitment at NPCIL can be illustrated as under.

1. SENIORITY: Direct Recruits

General Procedure- Relative seniority of all direct recruits will be according to the order of merit in the selection list drawn by the Selection Committees. Persons appointed from an earlier select list rank senior en bloc to those appointed from subsequent list.

Delay in joining duty- Persons selected are required to join duty within a specified time. Offer letter will make it clear that the offer will lapse, if they do not join before specified date. In exceptional cases, there is provision to extend time upto six months. In that case also seniority will not be affected.

On revival of the lapsed offer- When a lapsed offer is revived person joining after the revival will be shown as junior to those who have already joined from the select list. If in the meantime, another selection takes place and some or all of the selected persons join, the person will be junior to all those of such subsequent list.

2. PROMOTEES: General Procedure: In the case of promotions by on merit basis, seniority will be in the order of merit list drawn by the DPC. In the case of promotions by seniority-cumfitness basis, names of unfit candidates will be removed and the original seniority maintained for the rest.

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Persons who have refused promotions and promoted after one year:

Persons on refusal of promotion will lose seniority and will be shown junior to those promoted prior to their subsequent promotion.

Re-employed pensioners
Those re-employed after superannuation will not form part of the cadre. That retired/discharged before superannuation and re-employed in civil posts are treated as direct recruits and their seniority fixed accordingly.

Meritorious sportsmen
When recruited through Employment Exchange by direct recruitment along with other categories seniority is in the order in which they are placed in the select list.

Persons under suspension/disciplinary proceedings

Original seniority is not affected, if completely exonerated and the suspension held unjustified. Promotion is given against the first available vacancy. He is deemed to have been promoted from the date junior was promoted, for counting service in the higher post for eligibility for promotion to the next higher post.

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PROCEDURE FOR RECRUITMENT

ADVERTISEMENT:

All posts in Group A & B should be filled through open advertisement. In case of Group C&D the recruitment notice may also be published in the Employment news published by the publication division of the Ministry of 1&B, GOI. Prominent

advertisement agencies in the region should be identified and empanelled based on their ability to serve the client. All identified vacancies may be notified to the press through the empanelled advertisement agency.

APPLICATION FORM:
Applications are invited from applicants with following details: 1. Post applied for 2. Name (in Block letters) 3. Date of birth (in Christian era) 4. Sex 5. Nationality 6. Religion 7. Category (GEN/SC/ST/OBC) 8. Present and permanent address (in Block letters) 9. Educational qualification (examination passed, name of the institution/ University, whether full time/part time course, year of passing, subjects and percentage of marks.) 10. Previous experience [name of the employer with address, period of service with dates, position held, nature of duties and salary drawn (basic + DA)] 11. Relatives in NPCIL/ DAE

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ELIGIBILITY FOR INTERNAL CANDIDATES:

Internal candidates can apply for the advertised posts if they fulfill the norms.

APPOINTING AUTHORITY:
Appointing authority for different levels of post are given below:

S.No (1) A. 1. 2.

Description of Post (2) ALL UNITS All group A posts below Board level -

Appointing Authority (3)

Managing Director/CMD

All group B posts in Centralised Director(P) All group B posts in Centralised Executive Director(F) All group B posts in Centralised Director(CMM)

Admn. Cadre Accts. Cadre Cadre (Directorate of C&MM)

(1) B. 3.

(2) CORPORATE OFFICE/HEAD OFFICE

(3)

All group B posts not falling in Sr. No. (2) Director (Personnel) above.

4. 5.

All group C posts. All group D posts.

AGM/DGM(HR)/ Sr.Mgr.(HR) Manager (HR)

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C. 6.

UNITS All group B posts not falling in S.No.2 above Station Director Director/ Project

7. 8.

All group C posts. All group D posts.

AGM/DGM(HR)/Sr.Mgr. (HR) Manager (HR)

TRANSFER POLICIES:MEANING OF TRANSFER:

Transfer refers to moving the employees to similar positions in other work unit. It may involve a promotion or demotion or no change in the responsibility. The transfer may be helpful in avoiding replacement, layout, job enrichment, shift change and removing individual grievance etc.

TRANSFER POLICY AND BENEFITS

1. TRANSFER POLICY:
NPCIL transfer policy is derived giving due consideration to the organisational goals, enhancement of knowledge of professional in multiple disciplines, redeployment of manpower arising out of multi-faceted time bound activities executed by in-house staffs and periodical rotation of employees holding sensitive posts.

In NPCIL the transfer can be either inter unit or intra unit. The inter unit transfers would normally be of personnel belonging to group A and B. In respect of Group C staff, the reason for such a transfer need to be specifically recorded while seeking approval for such transfer.

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2.
1.

HORIZONTAL TRANSFER:
When the transfer of an employee is made either in the same post or any post equivalent

to the post held at the time of transfer (hereafter referred to as old post) and continues to draw the pay as that of the old post is known as Horizontal transfer. Horizontal Transfer can result due to the following circumstances:

(a) For filling the same position at a new location, (b) Functional requirement of other directorate, (c) Functional requirement of multi-disciplinary changes, (d) Administrative exigency, (e) Redeployment of personnel of time bound activities, (f) Routine job rotation plan not linked with promotion, (g) Rotational transfer of persons working in service sections/areas

2.

Horizontal transfer can be one unit to another, within the unit, or within the same

Directorate.

3.

TRANSFER ON SELECTION TO HIGHER POST:

On selection/Promotion to higher post due to functional requirement transfer can be made from one unit to another unit. Such of those who are not willing to be posted to another place may have to forego their promotion.

4.

JOINING TIME: ~ 15 ~

All regular employees of the NPCIL are entitled to the joining time as admissible except in the following cases: (a) Temporary transfer not exceeding 180 days, (b) Transfer on ones own request.

In cases involving transfer from one station to another and also involving change of residence, an employee may be allowed joining time with reference to the distance between old headquarters and the new headquarters by the shortest route and ordinary modes of travel as indicated below:

Distance between the old headquarters and the Joining time admissible

Joining

time

admissible

where the transfer involves continuous travels by road for more than 200 KMs.

new headquarters

1000 KMs or less More than 1000 KMs but less than 2000 KMs

10 days 12 days

12 days 15 days

MORE THAN 2000 KMS

15 days except in case of travels by air for which the maximum will be 12 days

15 days

PROMOTION IN NPCIL

MEANING OF PROMOTION
Promotion refers to moving the employees to positions of higher authority and responsibility. Promotion may be based on employees seniority or merit.

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PROMOTION POLICY AND RULES

OBJECTIVE OF PROMOTION
1. To enhance the moral of employees through informing them the avenues in growth and career prospects. 2. To devise and implement a promotion policy which ensures equity of opportunity, fairness to all employees in the matters of promotion in NPCIL. 3. To motivate the employees through suitable reward in recognition to their augmentation to the growth of the Organisation.

PROMOTION RULES FOR VARIOUS CATEGORIES

(A)

GROUP A AND GROUP B

i)

Non- scientific and Non- Technical: Promotion to all managerial positions in Group a and Group B in centralised

positions and C&MM Directorates shall be vacancy based as each position is vested with definite accountability. Such positions are required to be manned by persons with demonstrated high competence and adeptness f the subject matter in the areas concerned.

Corporate HRD group shall work out details of vacancies. Crucial dates for considering filling up of vacancies shall be 1st January every year. NPCIL has a fast track promotion for the employees on completion of a specified length of service along with the specified CR ratings as proscribed for the purpose for each grade to reward the employees for achieving outstanding performance and to motivate them to enhance their performance. The number of officers who shall be considered out of those eligible in the feeder grades for promotion by selection by merit which solely on the basis of merit which will be assessed through a selection process which may include performance appraisal, and a structured test and / or interview designed to

~ 17 ~

determine the employees ability, adeptness and competence for effective functioning in the higher group / grade shall be computed as follows:

Number of clear Vacancies 1 to 4 5 and above

Normal Zone

Extended Zone for SC/ST

5 times 3 times

5 to 7 5

ii) Scientific and Technical Category: In scientific category for promotion to grade SO/SB (equivalent) and above up to grade SO/E merit promotion scheme is followed based on the orders/ norms issued by length of Trombay Council from time to time. The criteria for promotion is length of service, CR rating and performance in the interview conducted by the selection committee appointed by the competent Authority.

Corporate HRD group, on receiving the information about the list of people in the zone of consideration for promotion from various units submits the consolidated list to screening committee as appointed by the competent authority.

(B)

GROUP C

iii) Non- Scientific & Non-Technical: Up- gradation Scheme

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The promotions for Group C non-scientific and non- technical staff in personnel, Finance and C & MM Directorates are (non-vacancy based) under up gradation scheme for the lowest two grades of group C vacancy based promotions for other. The crucial date be 1st April every year under up-gradation scheme. The units shall conduct the up gradation examination in the month of March every year and necessary sped test and / or interview, etc. shall be completed in the last week of March to ensure that the promotion orders could be issued effective from 1st April. The employees who have completed ten years of service in the existing grade and maintain required CR grades in the preceding five-year might be promoted under the up gradation scheme irrespective of whether the concerned candidate qualify in the up gradation examination. However, it is obligatory for the employee to appear for the examination and make effort to qualify.

Vacancy based promotions

Promotions, which are vacancy based, will be effective from the date of assumption of charge of the vacant post. Wherever prescribed, the candidates have to qualify in the written examination / speed/ proficiency test and interview to become eligible for promotion.

Zone of consideration for vacancy based promotion shall be computed as follows: Number of clear Vacancy 1 to 4 5 and above 5 times 3 times 5 to 7 5 Normal Zone Extended Zone for SC/ST

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Minimum performance rating required to be possessed by a candidate shall be the benchmarked grade and above for the prescribed period for being considered as eligible for promotion. For calculation of marks five year CR rating shall be considered.

RESERVATIONS FOR SC/ST/OBC/PH:

Government directives on reservation e.g. for SC/ST/OBC/PH candidates in award of promotions are incorporated so far based on their applicability in the context of NPCIL promotion policy.

SENIORITY:

Seniority, in case of selecting on merit basis will in the order of the merit list drawn by selection Committee an approved by competent authority, In case of promotions by senioritycum- fitness names of unsuitable candidate will be removed and there original seniority shall be maintained for the rest. In case where separate quote arte fixed for different feeder cadres separate select list should be prepared for each feeder cadre and selection shall be made from each list to the extent of quota. Selected candidates will be placed in a consolidated list in the order of merit keeping in view the prescribed quota. Among persons in the feeder grades given the same grading those in the higher scales of pay will rank senior to those in the lower scales of pay. If separate quotas have not been prescribed, the combined list will be in the order of merit decided by DPC. DEBARRING:

If an Officer refuses promotion and he is debarred he shall loose the seniority and seniority will be reckoned below all the persons in the current panel. Standing government orders for promotees under disciplinary proceedings or major penalty shall be followed.

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SEALED COVER PROCEDURE:

The sealed cover procedure shall be adopted where disciplinary/vigilance/criminal cases are pending as per the extant orders on the subject. At the time of consideration such cases of employees for promotion where sealed cover procedure will be applicable, details of employees in the zone of consideration for promotion falling under the following categories should be specifically brought to the notice of the Selection Committee:i) ii) Employees under suspension Employees in respect of whom a charge sheet has been issued and the disciplinary proceedings are pending. iii) Employees in respect of whom prosecution for a criminal charges is pending. CONSTITUTION OF SCREENING AND SELECTION COMMITTEE:

To ensure that the suitability of the candidates for promotions is considered in an objective and impartial manner, Selection Committees are formed for various categories for making promotions. The Selection Committee so constituted shall judge the suitability of employees for promotions matters. (a) Non-scientific and Non-technical The composition of Screening/Selection Committee for various grades is as follows:

Screening Committee for Group A and B officers posts

The screening Committee shall be chaired by Director (Personnel). The members shall be constituted by any two among Director (C F), Director (C & MM) and DGM (HRD). A representative of Director (Engg.) 220 MWe Directorate in SO/G grade will also be a member of the Screening Committee.

Selection Committee Group A and B officers posts:

The Selection Committee shall be chaired by any one among Director (P),ED(F), Director (C&MM), Director (CF) depending on the Cadre directorate. The members will include one representative each from the cadre directorate, Engineering, HRD and one SC/ST representative. For Sr. Mgr and above one member from the Finance is also included in the Selection Committee. All the members shall be at least one grade ahead of the post in which promotion is to be made.

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In all the interviews the Selection Committee shall be provided approved job specifications of the posts recommended for promotion, by the recommending authority.

(b) Scientific and Technical:

The composition of standing Screening and Selection committees for grades SO/E, SO/D, SO/C, SO/B and equivalent are as follows :

SCREENING COMMITTEE:

The screening committee chaired by Director (Personnel) and comprising a nominee of Director BARC, and one nominee each from NPCIL, HQ, TAPS ,RAPS ,MAPS, NAPS, KAPS,TAPP-3&4,KAIGA, RAPP-3&4

SELECTION COMMITTEE:

For the grades SO/B (equivalent) upto SO/E the guidelines for constitution of selection committee is as follows: The Selection Committee will be chaired by either Director or Chief Engineer and the members include the Scientific Officers at least two grade higher than the grade for which the selection is taking place. The committee will also include one member from P&IR who will be at least one grade higher than the selection grade, a member of SC/ST and two experts for each of the candidates for SO/E & SO/D whereas for SO/C one expert is required for AMIE cases.

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FORMATION OF PANEL AND APPROVAL OF APPOINTING AUTHORITY: The panel is the list of candidates in order of merit and made out of eligible candidates found fit by the Selection Committee for the post concerned. This is distinct from seniority based panel for which no interviews are necessary.

The panel for promotion drawn up by selection Committee for `selection posts would normally be valid for one year. It should cease to be in force on the expiry of a period of one year and six months or when a fresh panel is prepared, whichever is earlier.

Selection Committee recommendations stand accepted unless the Appointing Authority disagrees within three months.

EX-GRATIA SCHEME FOR FAMILIES OF EMPLOYEES WHO DIE WHILE IN SERVICE

The ex-gratia amounting to Rs. 5 lakhs is paid to the families of NPIL employees who die while in service and missing employees, where the familys condition justify grant of such assistance in accordance with the Scheme. Ex-gratia scheme was started in 2007. The recruitment cell and HR senior managers conduct meeting in every 3 months to discuss about the scheme and deserving cases. The amount is not directly given to the family. The family is given interest of the ex-gratia amount per month upto 10 years from the sanction date.

PREPARATION OF MIS (Management Information System ) REPORT

~ 23 ~

The MIS report highlights the ongoing activities and strength available and vacant positions in the RR site. NPCIL, RR Site makes the MIS report monthly, quarterly, half yearly and annually.

MONTHLY REPORT
Staff strength at the end of the month. Vacancy data at the end of the month Progress of recruitment section (Post Wise)at the end of the month. Proforma enclosing lists of persons enclosed / recruited in category C and D posts through recruitment. Statement of House Allotment at the end of month. Data Redressal of Public Grievances at the end of the month. Monthly return on manpower category wise at the end of the month. Personal achievement or sorrow of DAE employees. Monthly report of change of event during the month. Monthly Manpower Information (Sci./Tech./Non Tech/ Aux.) Krishnan Committee Report Manpower Information of Trainees and FTA

QUARTERLY REPORT
Reservation for OBC in service in PSUs Representation of SCs / STs in service to National Commission. Rehabilitation of STs displaced by Major Projects

~ 24 ~

Recruitment in Group C and D trough Selection Committee Redressal of Public Grievances Representation of Minority Community Report on Casual Labour Employees Report on for implementation of PMs new 15 point programme for the welfare of

minorities Half yearly Report for implementation of PMs 15 point programme for welfare of minorities Yearly.

HALF YEARLY REPORT

Reservation of Ex- servicemen in Group Cand D posts Inspection report of Liaison officer for SCs/STs Reservation for Group C and D posts of Physically handicapped Redressal of Public grievances appearing in Newspapers columns By ER Report on Category- wise and Grade- wise

ANNUAL REPORT
Appointment of Non Indian in Govt. services Reservation for SCs/STs in services under the Public enterprises Cases of suppression of SC/ST employees in Central Govt. services Date of Recruitment of OBC Sexual harassment of women Compliance of Guidelines Number of Disabled persons employed in the Group A, B,C&D.

~ 25 ~

Inspection report of Liaison officers for SCs/STs Reservation of SC/ST/OBC for Central Govt. services.

ROLE OF ESTABLISHMENT SECTION IN NPCIL

The establishment section maintains the service books and personal files of the employees working in NPCIL, RR Site. It helps to process and sanction following employee benefits and advances: Bicycle advance Festival advance Scooter / motor cycle advance Car advance General purpose HBA(House Building Advance) Encashment of LTC Encashment of leave along with LTC NPCIL(Sponsorship for Higher Education) Scheme NPCIL Scheme for Membership in Professional Institutions NPCIL(Children Education Assistance) Scheme NPCIL (Award of Scholarship to the Children of Employees) Scheme Interest free advances

~ 26 ~

Interest bearing advances

BIRTHDAY BASH IN HR SECTION

The HR section in RR site has the unique practice of celebrating birthday party per month for the HR employees whose birthday falls in the particular month. Its a great gathering full of fun and frolic for the HR family. Each HR section manager gets an opportunity to present a quiz round and the winners are awarded prizes. The party refreshes the employees from the tired work and boosts them to achieve high for the organisation.

~ 27 ~

~ 28 ~

Design & Development of Financial Accounting:

SL. NO.
1.

TITLES
FAIS (Financial Accounting Information System)
PURCHASE SECTION WORKS SECTION CASH & BANK SECTION MISCELLANEOUS COMPILATION

2. 3. 4. 5.

MAIS (Material Accounting Information System

PPPS (Pay Personnel Roll & Provident Fund System) Format of Trial Balance, P&L A/C and Balance Sheet AUDITING

~ 29 ~

FINANCIAL ACCOUNTING IN PUBLIC ENTERPRISES

Financial Accounting Information System (FAIS), Material Accounting Information System (MAIS) and Personnel, Payroll and Provident Fund System, (PPPS).

These systems are operated independently and then MAIS and PPPS entries are integrated into FAIS periodically / Monthly / Quarterly / Yearly.

(A) FAIS (Financial Accounting Information System):

It is the main system relating to accounting. It is said to be the heart of accounting.

FAIS is segregated into different sections, like:

Purchase. Works. Cash & Bank. Miscellaneous. Compilation.

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(B)

MAIS (Material Accounting Information System):

Material Accounting Information System as the headings says, that it is related with the Accounting of Material in the department.

(C)

PPPS: (Personnel Payroll Provident Fund System)

It deals with personnel records and their Accounting and generation of payroll and provident fund accounts.

(A) FAIS:

As FAIS is handling 5 major sections. They are described as under:-

1.

Purchase Section:

It includes those transaction related with the purchase of materials. In purchase section Supplier Accounting Bill is prepared. This voucher is used for booking of purchase Bill and adjustments of advance and other items against a purchase order.

Purchase Order is the order against which order rate and quantity of material is placed to the suppliers. It is issued to the supplies for the supply of materials: Equipments, Components, Spare Parts or any other funerary items without involving any for issue of material.

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Procedure for Placing Purchase Order:

1.

Indent Raised :

Indent is raised by user section.

2.

Registration:

Indent is registered in C & MM (Contract & Material Management).

3.

SPIC:

Spare Purchases Inventory Committee reviews the requirement by checking inventory in stores & clears indent in SPIC committee.

4.

CMM : (Purchase Wing)

For floating tender to various parties.

5.

Types of Tender:

Limited Tender (LT) 5-10 Parties

Public Tender (PT) More than 50 Lacs Published In News paper

Single Tender One party for Proprietary Item

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6.

Contract & Material Management wing sends enquires to various parties at taking proper approval by giving sufficient time for tender filling

7.

Tender Opening :

After receipt of tender, tender is opened in presence of Accounts representative.

8.

CST is prepared by Contract & Material Management wing & send to Engg.-inCharge for recommendation.

9.

Accounts Concurrence :

Engineer-in-charge send file to Accounts to review and concurrence. The Accounts officer gives concurrence & sends the file to competent authority for approved.

10.

Purchase Order is placed by CMM:

After approval of file, the PO is placed by Contract & Material Management wing giving to following clauses.

Freight rate:

Road Permit:

Name of nearest Railway Station:

Delivery Period :

~ 33 ~

CHECK PARAMETERS FOR PURCHASE ORDER: -

1.

Payment Terms :

All items must be dispatched with in the delivery period specified otherwise extension time should be requested by supplier. In case PO is more than 5 lakhs than following extra conditions are applicable

2.

Liquidated Damages :

Liquidated Damages @ 1.0% per week delay subject to maximum 5% will be charged.

3.

Performance Bond :

The supplier shall give a performance bond in the form of Bank Guarantee. The bond will be refunded of the completion of the warranty / guarantee period.

4.

Security Deposit:

Parties are asked to gives 10% of order value as bank guarantee for the security deposit or money is deducted from bill.

~ 34 ~

SAB (Suppliers Account Bill)

Payment to suppliers made through SAB

Check parameter at the time of passing of the supplier Accounting Bill (SAB).

1.

Material Receipt Voucher:

It is the primary element on the basis of which SAB can be the basis of which SAB can be made MRV receipt from store for accepting quantity rate and other things.

2.

Consignee Copy:
Slip, which is issued by the transport company

3.

Excise Duty (Included Cess):

Normally rate of excise duty is 10.30 %.

4.

Sales Tax:

Value Added Tax

Generally, the rate for capital goods is 12.5%, but for plant use the VAT is 5%.

Central Sales Tax

2% against form C is given by purchaser to supplier. The supplier will submit to Sales tax authority.

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Dr Cr Cr

Liability for supply of material. Recovery if any. Net (supplier control A/C).

Whenever payment released, bank payment voucher is made, the entry is as follows

At BPV:

Dr Cr

- Supplier control A/C. - Bank.

5.

Payments:

Payments are prepared as per payment terms given purchase order. Liquidated ledger & security deposit to etc are deducted, if applicable.

6.

In case of advance payment through bank for PO following documents are

required:

1. 2. 3. 4. 5. 6. 7.

Bill in triplicate. Original for buyer copy of invoice cum delivery challan. Shipping release. Original copy of LR/RR A Copy of letter of insurance. Guarantee certificate. Appendix-A & Appendix-B.

However normally payments terms are made within 30 days after receipt of materials in store & acceptance by user.

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2. Works Section:

It includes works which are awarded to outside agencies which can not be done departmentally. There are 3 types of contracts.

1. 2. 3.

Works Contract. Service Contract. Miscellaneous type of Contract.

Procedure of works Contract:

1.

Technical Sanction:

It includes departmental estimates and approval from competent authority is taken. There are 3 types of tenders (a) Single (b) Limited (c) Public.

2.

NIT: Notice inviting Tender: A tender is prepared and published or local circulation as per approvals. The contracts has to purchase tenders documents, in which all conditions, labour & material involved, column for schedule for quantities and rates are published.

3.

Opening of Tender:

Contractors submit the tender along with earnest money deposit and the tender is opened in presence of Account representative, Engineer-in-charge.

~ 37 ~

4.

Comparative Statements:

The CST is prepared by the Engineer-in-charge

5.

Checking of CST:

It is being done by accounts and sent back to Engineer-in-charge

6.

Recommendations:

Recommendations L1 (lowest one) normally is given by engineer in charge and sent to Account for its concurrence.

7.

Concurrence: The recommendation are received by Accounts and if found in order and concurred and sent back to engineer-in-charge.

8.

Approval of Work Order:

The work order is approved by competent authority.

9.

Draft Work Order:

It is prepared by Engineer-in-Charge and sends to Accounts for vetting.

10.

After vetting the work order is issued to the contractor.

~ 38 ~

11.

Execution of Work:

There after parties start carrying out work and present its bill from time to time

12. Types of Tender:

Public Tender Condition

Limited Tender

Single Tender

Public tender should normally be called in all cases where estimate cost of the work is above 10 lakhs.

Limited Tender: In case of limited tender minimum 5 parties should be identified and tender to be issued to them. In case the estimated cost more than Rs. 10 lakhs, for limited tender approval of competent authority to be obtained. It is given only to registered parties.

Single Tender : On approval of the competent authority to call single tender as per power delegated single tender can be called in any of the following conditions :

1. 2. 3. 4. 5.

Work of proprietary nature. There is only one source of supply / contractor. Replacement and addition to existing equipments. Work requires specialization. Emergency shutdown work.

~ 39 ~

Contractor Accounting Bill. (CAB) Whenever a bill is passed for the contractor, it is passed through CAB.

Check parameter at the time of payment of CAB.

a. Arithmetical accuracy of the measurements that have been entered by engineer-incharge in measurement book.

b. Security deposit 10%, or bank guarantee of equivalent amount income tax 2.05%+ education cess, , sales tax Water Charge 0.1% and Electricity Charge, Conservancy

Charges Rs 1.00 per person/month these are checked for calculations.

c. Group Insurance of labour.

d. IR certificate for proper payment to workers.

e. Medical of workers.

f.

Safety of workers.

Running Bills & Final Bill:

RA Bills: It is prepared in between of work after checking measurement of work done.

Final Bill: It is prepared after completion of the work

~ 40 ~

Contractor Accounting Bill (CAB) (Entries to be passed at the time of passing bill)

Gross bill value Security Deposit Incomes tax Sales Tax Contractor control A/C

: : : : :

Dr Cr Cr Cr Cr

Bank payment vouchers Contractor control A/C Bank : : Dr Cr

3. CASH & BANK SECTION:

All cash & bank related transactions are done in this section.

Important activities of cash and bank section: Fund management site:

The required fund for the department expenditure are sanctioned from head office and received by this section.

Cash & bank section held two types of accounts.

1. 2.

Special term deposit. Current Account.

~ 41 ~

Special term deposit (STD)

STD is utilized in order to minimize interest LOSS.

All the payment made to the outside contractor and supplies are done by this section through cheque and in cash in case of small amounts.

But before making cheque or draft they confirm proper address and checking of calculation of vouchers i.e. BPV, CPV, BRV, and CRV).

Bank reconciliation statement:

Bank reconciliation statement is prepared at every month end of each bank by this section. For this checking they prepare days book and cross check with bank statements.

4. MISCELLANEOUS SECTION:

Miscellaneous bills other than works and purchase come under this category. Whenever any bill is settled which does not relate to contractor, supplier, it is routed through a separate voucher which is said to be expenses voucher (EVR).

At EVR

Dr Cr Cr At Dr

Gross payment (total bill value) Recovery if any Net amount (Sunday creditors A/C) BPV Sunday creditors A.C

~ 42 ~

Cr

Bank

5. COMPILATION & AUDITING

All the data get compiled and integrated in compilation like MAIS, FAIS and other accounts heads on consolidated basis for the generation of trail balance, profit & loss A/C and balance sheet.

The main activity of the compilation section is the finalization of account but before finalization following activities taken into consideration.

(i)

Capitalization:

It includes: -

Review of capital work is progress All additions & deletions made on assets. Depreciation adjustment Review of MAIS capital issue. Put to use of Assets.

Calculation of cost of asset:

The purchase price will be determined by adding to the material price paid and expenditure incidental to its acquisition.

~ 43 ~

Production cost of a fixed asset is the Total of the price of raw materials and consumables used and directly attributed cost in making the fixed assets in working condition for its intended use at its intended location.

(ii)

Reconciliation of Inter unit A/C

It includes: Payment made / income received on the behalf of the head office/other unit Entries to be passed on IUA from head office.

1.

For transfer of funds (IUA)

a.

IUA Credit Inter unit A/C code Debit: inter unit clearing A/C.

b.

BRV: Debit

- Bank A/C

Credit: Inter unit Clearing A/C.

2.

For capital expenditure / fixed assets:

Credit - Inter unit code Debit - CWIP (Assets)

3.

For other intersectional adjustments:

Credit: Inter unit A/C Debit: Expenses

~ 44 ~

Entertainment TA advance Printing & Stationary

Entries to be passed at the different units:

1.

Debit: inter units A/C Credit: Concerned expenditure.

All the credit of the head office must match with the debit of the unit on whose behalf fund is paid.

(iii)

Break-up of Account Code :

The major activity of compilation section is preparation of age-wise analysis of control account and break-up of non control account which is essential for audit purpose

(iv) Review of Account Code and Description:

Account code is a 5 digit numeric field for specific use in Public Enterprises. The following codes are: -

Account Code series 10000 12000 14000 15000 18000 19000

Account description Fixed asset capitalized Accumulated depreciation on fixed assets Capital work in progress Expenses during construction Deferred revenue expenses Formulation expenses

~ 45 ~

21000 22000 23000 24000 25000 26000 27000 28000 29000 41000 42000 43000 48000 49000 50000 61000 62000 70000 80000 90000

Free issue Material Inventory

Chargeable material issued to contractor

Advances Sundry debtors Loan and advance to staff Advance to Govt. department Interest & other deposits Cash & bank Balances Liabilities fabrication Liability other net salary payable Earnest deposited/security Provision for doubtful debts Share capital Sale of power Income Expenses Inter unit advice Inter unit clearing

~ 46 ~

(v)

Generation of Report:

For report generation following activities are involved

1. Preparation of voucher. 2. Date entry. 3. Edit List Checking. 4. Modification. 5. Processing. 6. Report Generation. 7. Reconciliation / Rectification. 8. Record maintenance.

Input Documents Preparation of Voucher:

The following are the input documents / vouchers streams available in FAIS. Cash payment Voucher Cash receipt Voucher Bank Payment voucher Bank receipt voucher Expenses voucher Supplies Account Bill Energy Bill Voucher Sales Debit Note Sales credit Note Standard journal voucher Non standard journal voucher CPV CRV BPV BRV EVR SAB EBV SDN SCN SJV NJV

~ 47 ~

Travel expenses Voucher Other Debit Note Other credit note Contractor Account Bill Inter Unit Account Capitalization Journal Voucher Impress Adjustment Voucher

TEV ODN OCN CAB IUA CJV IAV

Depending on the nature of transaction suitable documents are prepared. Due care should be taken before preparation of these documents. Every field in the input document has a definite use in FAIS. Therefore, each field is required to be furnished with appropriated information.

~ 48 ~

A PROJECT REPORT ON

HR AND FINANCE PRACTICES IN NPCIL

NUCLEAR POWER CORPORATION OF INDIA LIMITED

AT
RAWATBHATA RAJASTHAN SITE

Under the Guidance of: Deputy Managers(HR) & Deputy Managers(F&A) RR SITE

A comparative study by: Swati Mohan I Year B.Sc.(ISM), 1004163 M.O.P Vaishnav College For Women Chennai

~ 49 ~

PREFACE
For the vocational training required during summer 2011 for my course i.e. B.Sc (Information Systems Management), I have selected Rawatbhata Rajasthan Site, a unit of Nuclear Power Corporation of India Limited for this purpose. It is a reputed electricity generating company. Though in Power sector, India has achieved a remarkable improvement, but still it requires a lot of advancements. In this situation the role of Nuclear Power Station becomes more important.

During my training I have been associated with different areas of FINANCE & ACCOUNTS GROUP and HR GROUP of Nuclear Power Corporation of India Limited at RR-SITE. I have studied the working of all sections and made the final project report. I learnt how to bridge the gap between theoretical and practical working.

I would like to extend my sincere thanks to AGM(F&A) and AGM(HR) for allowing me for this training & Deputy Managers(F&A) and Deputy managers(HR) for sparing their valuable time for this purpose.

Swati Mohan

~ 50 ~

~ 51 ~

ACKNOWLEDGEMENT
I express my sincere thanks to all the Deputy Managers of Finance group and HR group for guiding me right from the inception till the successful completion of the project. I sincerely acknowledge them for extending their valuable guidance, support for literature, critical reviews of the report and above all the moral support they had provided to me during all the stages of this project.

I would also like to thank Shri R.K.Sharma , Training Coordinator(NTC) who made the necessary arrangements for my training and sent me to HR and Finance & Accounts section of the organization.

I feel very obliged to all the members of HR group and Finance group for their timely help and moral support.

~ 52 ~

Swati Mohan

CONCLUSION
First and foremost, I feel that that the recruitment and selection of the HR Group plays a vital role in choosing the best of the best members for the NPCIL team. The whole policies and rules related with the recruitment and selection are very effective. The Establishment section bears a great responsibility in proper sanctioning of loans and advances to the employees at proper time. The HR Group rightly called as a family is the reason for cordial employee relations and NPCILs good image in the public sector.

Secondly, the company uses the financial analysis techniques. It shows that there is still a room for improvement in the future formulation and monitoring part, which is a bit of concern for the management. It should be noted that the company is making constant efforts to improve the system, in making the forecasts more accurately and timely. The organization has a very good system of accounting and all the accounts of various sections are well maintained here by office members. As discussed above various vouchers and documents are prepared to regulate the day-to-day work of the organization. I think the whole process is abort from any loophole.

Finally, I would say that NPCIL, RR Site has a good system of administration policies. The tremendous effort and cooperation of the NPCIL employees is truly commendable. The practical training has proved a great success in throwing light upon the HR and Finance practices in NPCIL.

~ 53 ~

CONTENTS

S.No 1 2 3 4 5 6 7 8

Description
About NPCIL Human Resource Management HR Practices in NPCIL Recruitment Section Establishment Section Finance and Accounts Section Conclusion Bibliography

Page No.
1

12

18

20

46

47

68

69

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BIBLIOGRAPHY

ORGANISATIONAL BEHAVIOR Robbins

HUMAN RESOURCE MANAGEMENT- K.Aswathappa HR HANDBOOK OF NPCIL

ANNUAL REPORT OF RR SITE

HANDBOOK ON WORKS CONTRACT

NPCIL SITE WEB SITE

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