S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

TOPIC: STUDY OF JOB SATISFACTION OF EXECUTIVE EMPLOYEES IN NTPC LIMITED, UNCHAHAR

OBJECTIVE:
To check the satisfaction level of the executives in NTPC LIMITED about the following points:-

NATURE OF WORK WORKING SCHEDULE/WORK LOAD COMPENSATION AND BENEFITS PROMOTION DEVELOPMENT /CAREER GROWTH/TRAINING AND

COMMUNICATION SYSTEM WORKING ENVIRONMENT/INFRASTRUCTURE PERFORMANCE APPRAISAL SUPERANNUATION SCHEME FACILITIES AND BENEFIT INTERPERSONAL RELATIONSHIP

EMPLOYMENT SECURITY

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

VISION

A World class integrated power major, powering Indias growth, with increasing global presence

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

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

SWOT ANALYSIS
Strengths Efficient and analytical team approach. Discipline. Maintain memorandum of understanding targets. Close supervision &monitoring. Demand supply gap. Research completion. Competent and committed manpower. Weakness Less expertise in new field. Burgeoning staff shape. Outdated and inadequate high credit rating. Opportunities Energy security (fuel, tieups, development of coal blocks). Acquisitions and R&M as trading &tapping. Opportunities.

Threats Threat to environment cleanliness. T&D process (transmission and distribution). Work contract finalization. Limitations due to regulatory mechanisms.
2

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

Bottlenecks in availability of resources like coal, quality standards

Core Values
Business Ethics Customer Focus Organizational & Professional Pride Mutual Respect and Trust Innovation and Speed Total Quality for Excellence

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

Core Values and their meaning

1. Customer Focus: In simple sense a customer is any person with whom one has dealings The concept of customer therefore includes internal and external persons By focus we mean any centre of activity, attention,etc. In NTPC the term Customer Focus means Conviction that all that we do is essentially keeping the customer in mind both internal and external Belief that the customer is the centre of all our activity and attention Be courteous, sincere, patient and sensitive to the customer Honour commitments on time Finding and fulfilling customer needs like service, promptness, quality and value Attempting to surpass customer satisfaction with an endeavour to achieve customer delight Keeping customer grievances at minimal level and early redressal of the grievances.

2. Organisational Pride : Organisation is a body of persons organised for some specific purpose. In NTPC we are organised to realise our organisational Vision of being largest and best in the world for powering Indias growth. Pride-sense of ones dignity or worth, delight, satisfaction in ones own

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

achievements, and in being part of NTPC family. For us Organisational Pride would mean: Sense of belongingness and identity with the organisation and with its purpose Holding NTPC in high esteem and rejoicing in belonging to it A positive connotation of being assertive about NTPCs exalted position but not arrogance and complacence It involves Researching a positive image of NTPC everywhere Demonstrating loyalty and commitment to the organisation Being proud of the strengths and celebrating the achievements rather than magnifying the weaknesses and brooding over failures Having a sense of ownership and demonstrating it in every action It involves being optimistic and positive always Avoid being pessimistic and sarcastic

3. Mutual Respect and Trust: Mutual-doing, feeling by each for or toward the other or others; reciprocal; having the same relationship toward each other or one another NTPCs dream of building a great Company could be achieved through Actualization of this core ideology by involving people in sharing this vision and Core values and taking steps for actualization of the same.

These values i.e. COMIT constitute Terminal Values viz: Desirable end states of existence Goals that the organization-NTPC, likes to achieve For achieving these terminal values the organisation (employees) has to adopt certain Instrumental Values/Operating Values viz:

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

Preferable modes of behaviour Means of achieving organisations terminal values NTPC-Core Values and their meaning: In simple sense a customer is any person with whom one has dealings The concept of customer therefore includes internal and external persons By focus we mean any centre of activity, attention,etc. In NTPC the term Customer Focus means Conviction that all that we do is essentially keeping the customer in mind both internal and external Belief that the customer is the centre of all our activity and attention Be courteous, sincere, patient and sensitive to the customer Honour commitments on time Finding and fulfilling customer needs like service, promptness, quality and value Attempting to surpass customer satisfaction with an endeavour to achieve customer delight Keeping customer grievances at minimal level and early redressal of the grievances. Organisation is a body of persons organised for some specific purpose. In NTPC we are organised to realise our organisational Vision of being largest and best in the world for powering Indias growth. Pride-sense of ones dignity or worth, delight, satisfaction in ones own achievements, and in being part of NTPC family. For us Organisational Pride would mean: Sense of belongingness and identity with the organisation and with its purpose Holding NTPC in high esteem and rejoicing in belonging to it

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

A positive connotation of being assertive about NTPCs exalted position but not arrogance and complacence It involves Researching a positive image of NTPC everywhere Demonstrating loyalty and commitment to the organisation Being proud of the strengths and celebrating the achievements rather than magnifying the weaknesses and brooding over failures Having a sense of ownership and demonstrating it in every action It involves being optimistic and positive always Respect-a feeling of high regard, honour, or esteem; a state of being held in honour or esteem; consideration, courteous regard Trust-firm belief or confidence in the honesty, reliability, justice, etc. of another anticipation, or hope In our organisation by Mutual Respect and Trust we mean Acknowledging the dignity and individuality of all alike Accepting people as they are, valuing diversity and variety of individuals Having regard for and faith in the fellow organisational members Believing in collaboration and openness with fellow members Reposing confidence, faith and spreading a culture of sharing and open communication Respecting the individual rather than his position Cherish virtues of team playing and team -spirit Loving the other persons as human being Respecting each function/position in the organisation as important and as contributing to the cause of NTPC Celebrating/joining celebration of success of fellow members Extending helping hand in the need of crisis be it official/personal person or thing, faith, reliance, confident expectation,

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

Not engaging in jealousness, infighting and back-biting Carrying positive opinion of fellow members and spreading good words about them

4. Initiative and Speed: Initiative-action of taking the first step or move, Characteristic of originating new ideas or methods, Ability to think and act without being urged; Speed-the act or state of moving rapidly; swiftness; In NTPC we understand Initiative and Speed by:-

Always being enterprising, thinking new and thinking ahead; Being creative and innovative and taking the first step Believing in action over and above thought Being self driven and self motivated shedding inertia Confronting problems and seeking solution rather than avoiding and criticising them Being quick and swift without compromising on the quality of out put Readily accepting and owning responsibility Having willingness to experiment and taking risks

5. Total Quality: Total-constituting the whole; entire; complete Quality-the degree of excellence which a thing possesses; superiority In NTPC we understand the meaning of Total Quality as: Believing in pursuing excellence in all spheres of activity Making continuous efforts in improving standards of performance, systems and processes Bringing quality in all activities, including day-to-day transactions through the involvement of all stake holders 2

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

Striking the right balance between systems and people Adopting systems and processes for continuously meeting the satisfaction of customers

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

ORGANISATION CHART OF DEPARTMENTS

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

ABOUT COMPANY
NTPC Limited is the largest power generating company of India. A public sector company, it was incorporated in the year 1975 to accelerate power development in the country as a wholly owned company of the Government of India. At present, Government of India holds 89.5% of the total equity shares of the company and the balance 10.5% is held by FIIs, Domestic Banks, Public and others. For shareholding pattern, Within a span of 32 years, NTPC has emerged as a truly national power company, with power generating facilities in all the major regions of the country.

NTPC's core business is engineering, construction and operation of power generating plants. It also provides consultancy in the area of power plant constructions and power generation to companies in India and abroad. As on date the installed capacity of NTPC is 29,144 MW through its 15 coal based (23,395 MW), 7 gas based (3,955 MW) and 4 Joint Venture Researchs (1,794 MW). NTPC acquired 50% equity of the SAIL Power Supply Corporation Ltd. (SPSCL). This JV company operates the captive power plants of Durgapur (120 MW), Rourkela (120 MW) and Bhilai (74 MW). NTPC also has 28.33% stake in Ratnagiri Gas & Power Private Limited (RGPPL) a joint venture company between NTPC, GAIL, Indian Financial Institutions and Maharashtra SEB Holding Co. Ltd. The present capacity of RGPPL is 1480 MW. .

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

NTPC's core business is engineering, construction and operation of power generating plants. It also provides consultancy in the area of power plant constructions and power generation to companies in India and abroad. As on date the installed capacity of NTPC is 29,144 MW through its 15 coal based (23,395 MW), 7 gas based (3,955 MW) and 4 Joint Venture Researchs (1,794 MW). NTPC acquired 50% equity of the SAIL Power Supply Corporation Ltd. (SPSCL). This JV company operates the captive power plants of Durgapur (120 MW), Rourkela (120 MW) and Bhilai (74 MW). NTPC also has 28.33% stake in Ratnagiri Gas & Power Private Limited (RGPPL) a joint venture company between NTPC, GAIL, Indian Financial Institutions and Maharashtra SEB Holding Co. Ltd. The present capacity of RGPPL is 1480 MW. NTPC's share on 31 Mar 2008 in the total installed capacity of the country was 19.1% and it contributed 28.50% of the total power generation of the country during2007-08.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

NTPC has set new benchmarks for the power industry both in the area of power plant construction and operations. It is providing power at the cheapest average tariff in the country. With its experience and expertise in the power sector, NTPC is extending consultancy services NTPC is committed to the environment, generating power at minimal environmental cost and preserving the ecology in the vicinity of the plants. NTPC has undertaken massive afforestation in the vicinity of its plants. Plantations have increased forest area and reduced barren land. The massive afforestation by NTPC in and around its Ramagundam Power station (2600 MW) have contributed reducing the temperature in the areas by about 3c. NTPC has also taken proactive steps for ash utilisation. In 1991, it set up Ash Utilisation Division to manage efficient use of the ash produced at its coal stations. This quality of ash produced is ideal for use in cement, concrete, cellular concrete, building material.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

"Centre

for

Power

Efficiency

and

Environment

Protection

(CENPEEP)" has been established in NTPC with the assistance of United States Agency for International Development. (USAID). Cenpeep is an efficiency oriented, eco-friendly and eco-nurturing initiative - a symbol of NTPC's concern towards environmental protection and continued commitment to sustainable power development in India. As a responsible corporate citizen, NTPC is making constant efforts to improve the socio-economic status of the people affected by the its Researchs. Through it's Rehabilitation and Resettlement programmes, the company endeavors to improve the overall socio-economic status of Research Affected Persons. NTPC was among the first Public Sector Enterprises to enter into a Memorandum of Understanding (MOU) with the Government in 1987-88. NTPC has been Placed under the 'Excellent category' (the best category) every year since the MOU system became operative. Recognising its excellent performance and vast potential,

Government of the India has identified NTPC as one of the jewels of Public Sector 'Navratnas'- a potential global giant. Inspired by its glorious past and vibrant present, NTPC is well on its way to realise it's vision of being "A world class integrated power major, powering India's growth, with increasing global presence".

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

The operating performance of NTPC has been considerably above the national average. The availability factor for coal stations has increased from 85.03 % in 1997-98 to 90.09 % in 2006-07, which compares favourably with international standards. The PLF has increased from 75.2% in 1997-98 to 89.4% during the year 2006-07 which is the highest since the inception of NTPC.

RESEARCHS UNDER IMPLEMENTATION

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

Coal / Hydro

State

Fuel

Additional Capacity Under Implementation (MW) 500 1980 500 1980 500 500 500 980 1000 1500

1. 2. 3. 4. 5. 6. 7. 8. 9.

Kahalgaon Bihar Stage II (Phase II) Sipat (Stage (Stage II) Barh I)

Coal

Chhattisgarh Coal Bihar Coal

Bhilai (Exp. Power Research-JV with Chhattisgarh Coal SAIL) Korba (Stage III) Chhattisgarh Coal

Farakka (Stage III) West Bengal Coal NCTPP (Stage II) Simhadri (Stage II) Uttar Pradesh Andhra Pradesh Coal Coal Coal

Indira Gandhi STPP-JV with Haryana HPGCL & IPGCL

Vallur (Stage-I) 10. (Phase-I) - JV with Tamilnadu TNEB 11. Nabinagar TPP- JV Bihar with Railways Assam Himachal Pradesh

Coal Coal Coal Hydro

1000 1000 750 800 600 520 14,610

12 Bongaigaon TPP 13. Koldam (HEPP) 14. 15. Loharinag (HEPP) Pala

Uttarakhand Hydro

Tapovan Vishnugad Uttarakhand Hydro (HEPP)

Total (Coal + Hydro)

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

GLOBAL COMPACT
Globalisation has brought significant advantages to countries and business around the world but the benefits have spread unequally both within and among countries. While the rules favouring global market expansion have grown more robust, the rules intended to promote equally valid social objectives viz. in the areas of human rights, labour standards and environment lag behind and in some cases actually have become weaker. In order to promote Corporate Social Responsibility and citizenship in the new global marketplace, UN Secretary General, Mr. Kofi Annan first proposed the Global Compact at Davos in Jan'99. It was thus created to help organisations redefine their strategies and course of actions so that all people can share the benefits of globalisation, not just a fortunate few. The Global Compacts operational phase was launched at UN Headquarters in New York on 26 July 2000. and has since then focussed its efforts on achieving practical results and fostering the engagement of business leaders in the direction. Through the power of collective action, the Global Compact seeks to promote responsible corporate citizenship so that business can be part of the solution to the challenges of globalisation. In this way, the private sector in partnership with other social actors can help realize the Secretary-Generals economy. vision: a more sustainable and inclusive global

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

PARTICIPATION BY NTPC
Due to keenness of UN that this movement takes root in India, some business leaders took the initiative and organised a meeting of select business leaders in Mumbai in Dec' 2000. NTPC as a prominent business and community leader in the power sector was also invited to the meeting and thus engage/associate itself with Global Compact.

Following this meeting which was attended by CMD NTPC, NTPC agreed to be associated with the Global Compact. In his letter in May 2001 CMD addressed to Mr. Kofi Annan, Secretary General, UN formally expressed its support for the Global Compact and its commitment to take action in this regard. NTPC expresses its continued support for the Global Compact and its commitment to take action in this regard. The principles of GC are regularly communicated to all employees through in-house magazines, internal training programmes and posters.

NTPC along with major corporate in India took the lead and founded Global Compact Society of India in the year 2003. Further, NTPC as founder member of Global Compact Society took the lead for organizing the 1st national convention on Excellence in Corporate Citizenship and Global Compact on 27th July 2004 at New Delhi.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

ISO CERTIFICATION
The International specialized international Organization for Standardization (ISO) is the

agency for standardization , at the present 91countries including the

comprising the national standard bodies of

India . ISO is made up of the Approximately 1280 technical committee is responsible for one of the many areas of specialization. QUALITY NTPC is an ISO 14001 in 1996 OHSAS 18001 in 1999 ISO 9001 in 2000

The three certificates ISO 9001:2000 QMS, ISO 14001:1996 EMS & OHSAS 18001:1999 have been integrated and framed as an ESHQ (Environment, Safety, Health and Quality ) Policy.

It also got 5S certificate on 17 Dec.2003.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

HR VISION

TO ENABLE OUR PEOPLE TO BE A FAMILY OF WORLD CLASS PROFESSIONALS MAKING NTPC A LEARNING ORGANISATION.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

HR POLICIES
1) Grievance procedure for executives & non-executives. 2) Conveyance advance rules. 3) Conveyance reimbursement expenditure. 4) Promotion policy of non-executives. 5) Computer advance rules. 6) Leave travel concession (LTC). 7) House building fund (HBA). 8) Group personal accident insurance scheme.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

MAJOR HIGHLIGHTS DEPARTMENT

Employee Welfare Employee Development Employee Services Employee Benefit Employee Relation & security Employee Development Center CSR Activities Legal Section Land Acquisition Public Relation

OF

HUMAN

RESOURCE

EMPLOYEE WELFARE
Celebration of the days of national importance: Republic Day, Independence Day & Mahatma Gandhi Birthday. Promotion of the social Harmony: celebration of the Ambedkar Jayanti, Sadbhawana Diwas & Qaumi Ekta Pakhwada Extra curricular activities: Theatre, workshop. Participation at regional cultural meet & NTPC Raising day celebration at CC. Sports activities:

Competitions: Athletics Meet and canvas ball cricket, Swimming, Football, and Table Tennis Tournaments. Coaching camps: Swimming, Football & Yoga.

Infrastructure support provided to schools and Welfare bodies. Career counseling workshop for class 9-12 students organized.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

EMPLOYEE DEVELOPMENT
Sharpening of skills & Acumen:

Organization of Research level competition for NOCET, Business Minds, Medha pratiyogita & Facilitation for regional and national level events.

Mentoring of new executives-100% coverage.

EMPLOYEE SERVICES
Recovery of license fees & Electricity charges started from may 2007 through camp on 4 t h Wednesday every month and 100% recovery every month.

Timely vacation of quarters.

Distribution of office personnel items to all entitled employees.

EMPLOYEE BENEFITS
Employee data updation for the people soft completed. Data updation for ERP Completed. E-attendance system ready for merger in pay roll. PACE implemented as per schedule. 2

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

CPC 2007 completed on time. Promotion order for DPC 2007 released on time. Timely submission of all statutory reports. Long service Award 2007 organized with Dir. (HR) chief guest.

EMPLOYEE RELATION & SECURITY

Audit of SA: 8000 completed. Cordial industrial relation maintained. Excellent liaison with state administration maintained. Special training programs conducted for union / association representative on integrated Management system, ERP Package, 5S and QC. Annual contract labour return submitted timely. Medical examination of associate employees. New ID cards introduce for associates for better identification in plant. Flood lights provided at curves / turning of the perimeter.

EMPLOYEE DEVELOPMENT CENTRE

TYPE PROGRAMS

OF NO. OF NO. OF PROGRAMS PARTICIPANTS

52 16 1 14 1 1 2 861 303 8 231 13 22

Technical programmess Safety programmes Auto CAD Computer programmes Data entry course for housewives Integrated management

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

system for unions Strategic managements

16

Diploma in power generation Engineering through JMIU for 108 employees. B.S. Power Engineering through BITS for 23 employees Apprentice training:

1- Diploma Engineers-20 nos. 2- Secretarial persons-5 nos. 3- ITI Passed-20 nos.

CSR ACTIVITIES
EDUCATION-

Distribution of furniture, stationary, tatpatti to village schools. Awarding of scholarship to meritorious students. Extension of school building.

INFRASTRUCTURE DEVELOPMENT -

Installation of hand pumps (50 Nos.) in nearby village. Kharanja roads (3 kms). Construction of PHC Building at Kandrawa

VOCATIONAL TRAINING-

Computer training to village students. Stitching training to village Women / girls.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

OTHERS-

CSR Awareness program for villagers & employees Veterinary camp in villages. Awareness villages. Adult Education. Formation of two Quality circles in the village khurrampur & Umran. 10 nos. Health camps (5 general, 5 for school children). program for teenage girls of surrounding

LEGAL SECTION
Reduction in Litigations :

05 cases withdrawn by employees from the high court, Lucknow Bench, Lucknow with mutual constant. 02 cases got rejected at preliminary stage itself, due to timely action. 01 cases by a land oustee withdrawn through persuasion and negotiation.

- Further, no case has been decided adversely during this year.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

-Due to timely and reasonable advice given by legal section, no new case has been filed this year against NTPC as the aggrieved party was satisfied with the stand taken by NTPC.

LAND ACQUISITION
Within span of one month after the decision that land for construction of stage 3 Ash D YKE IS NOT REQUIRED, THE AMMOUNT OF Rs. 03 Crores deposited with the state Govt. has been taken back and deposited in the NTPC account. A fruitful discussion held with the higher- level states Authorities for transfer of Gram sabha land in the name of NTPC.

PUBLIC RELATION
Harmonious relation with press and media. Vinyl posters on core values, vision install. Wall paintings on schools and panchayat bhawans on Ash utilization

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

Managing People in the Organisation

Involvement

Enrolment

Engagement

Ownership
9

HUMAN RESOURSE DEPARTMENT IN NTPC

2

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

Powering India's Growth : Through people

NTPC believes in achieving organizational excellence through

Human Resources and follows "People First" approach to leverage the potential of its 23,500 employees to fulfill its business plans. Human Resources Function has formulated an integrated HR strategy which rests on four building blocks of HR viz. Competence building, Commitment building, Culture building and Systems building. All HR initiatives are undertaken within this broad framework to actualize the HR Vision of "enabling the employees to be a family of committed world class professionals making NTPC a learning organization. To induct talent and groom them into a dedicated cadre of power professionals "Executive Trainee" Scheme was introduced in the year 1977 for recruitment in the disciplines of Mechanical, Electrical, Civil, Control & Instrumentation and now encompasses Computer Science, Chemistry, HR and Finance disciplines also. Besides a comprehensive one year training comprising theoretical inputs as well as on-the-job training, the new recruits are also attached with senior executives under a systematic and formal 'Mentoring System' of the company to integrate them into the Culture of the company. As part of post employment training and development opportunities, a systematic Training plan has been formulated for ensuring minimum seven man days training per employee per year and includes level-wise planned intervention designed to groom people for assuming positions of higher responsibility, as well as specific need-based interventions based on

scientific Training Needs Analysis. NTPC has set up 15 Research training centres, 2 simulator training centres and an apex institute namely 2

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

'Power Management Institute' (PMI). While the Research training centres (Employee Development Centres) have specialized in imparting technical skills and knowledge, PMI places emphasis on management development. Besides opportunities for long term education are also provided through tie ups with reputed Institutions like IIT, Delhi, (M.Tech in Power Generation Technology), MDI, Gurgaon (Executive MBA programme), BITS, Pilani (B.Tech) etc. In order to realize the HR Vision of making NTPC a learning Organization capabilities by providing of opportunities initiatives to continually taken. learn NTPC new Open a number have been

Competition for Executive Talent (NOCET) is organized every year in which teams of executives compete annually through oral and written presentation on a topical theme. Similarly "Professional Circles" have been formed department-wise where Executives of the department meet every fortnight to share their knowledge and experiences and discuss topical issues. In order to tap the latent talent among non executives and make use of their potential for creativity and innovation, Quality Circles have been set up in various units/offices in NTPC. Besides a management journal called "Horizon" is published quarterly to enable employees to share their ideas and experiences across the organization. Demonstrating its high concern for people, NTPC has developed strong employee welfare, health & well-being and social security systems leading to high level of commitment. NTPC offers best quality-of-life through beautiful townships with all amenities such as educational, medical and recreational opportunities for employees and their family members. The motivation to perform and excel is further enhanced through a comprehensive NTPC Rewards and Recognition system. In order to institutionalize a strong Culture based on Values a number of initiatives are taken to actualize the Vision and Core Values (BCOMIT)

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

across the company. A culture of celebrating achievements and a strong focus on performance are a way of life in NTPC. NTPC has institutionalized "Development Centers" in the company to systematically diagnose the current and potential competency requirements of the employees with the objective of enhancing their development in a planned manner. These Centers give a good insight to the employees about their strengths and weaknesses, the gaps in their competencies which they can bridge through suitable support from company. Due to innovative people management practices there is a high level of pride and commitment amongst employees as reflected in the various external surveys including Great Places to Work for in India in which NTPC was rated third Great Place to work for in the country in 2005.

HUMAN RESOURCES TRAINING

DEVELOPMENT

(HRD)

&

NTPC's integrated Human Resources Development has many interacting and responsive sub-systems, which have been devised as instruments for both 2

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

evaluative and developmental objectives of the employees. This helps in selecting and retaining the best technical and managerial talents. NTPC has a comprehensive in-house training infrastructure that covers the needs of all cadres and functions. The Power Management Institute (PMI) of NTPC provide management and technical training, complemented by Full Scope Simulators Training facilities for Coal and Gas based power station. Services covered under Human Resources Development & Training include the following:

Design of comprehensive organization structure . Recruitment Services. Induction and Management Development Training. HRD policies and procedures. Skill up gradation, On-the-job training. Simulator Training. Customized Training Programmes.

DIFFERENT SECTION OF HR DEPARTMENT

Sections:
1. Employee Services section (General admin.)

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

2. 3. 4. 5. 6. 7. 8. 9.

Employee Benefit section Law section Industrial Engineering section (HR-IE) Employee Service (Township Admin.) Employee Welfare section (HR-EW) Employee Relations section (HR-ER) Public Relation section (HR-PR) Employee Development (HR-ED)

10. Employee Development section (Training dept.) 1. Employee relation section:

Laisoning with trade unions Contract labour and their statuary provision Meetings/ matters before labour authority/ labour court. Returns under the different acts Conducting meetings with unions and associations. Participative forums Maintaining IR in the Research.

2. Employees welfare section: Management of Executive Club (Aarohi) Employee Welfare Association (Jagriti) Medical Center Bal Bhavan Club (For Children) Priyadarshani Club (For Women)

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

Running and maintenance of plant canteen Organizing programs/functions on the occasion of Republic/Independence day festivals etc.

3. Employee Development Section: Various heads that come under employee development are. NOCET (NTPC Open Competition For Exertive Talent) Rewards schemes Quality circles -TQM ( Total Quality management) Professional circles Membership of professional bodies Job rotation Mentoring 5S SEIRI (sort out), SEISO (cleaning), (Make convenient),

SEIKETSU (Healthy And Hygiene), SHITSUKE (Promote Good Habit) PACE (Performance Assessment for Competence & Excellence)performance management system 4. HR-Employee Benefits (EB)-(Establishment): This section of the HR deptt. looks after the employees and their benefits right from joining the company till the retirement. It deals with the following: House building advance Conveyance advance Personal computer advance Multipurpose advance

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

Medical Advance Employees provident fund NTPC Self-contributory superannuating benefit scheme Various Insurance Policies-Group /Accident NTPC Family Economic Rehabilitation Scheme Reimbursement for children education

5. Employee Development Center-Training Section: The training section shall cover all regular employees of the company nominated for training. It shall be endeavor of the company to provide seven man days of training in a training year to every employee. Employees shall make full use of the training systems to support this endeavor to create a learning organization. Objective:

Make learning one of the fundamental values of the company Ensure value addition through training to the overall business process

Institutionalize experience

learning

opportunities

that

supplement

work

Enable employees to keep abreast with the latest knowledge and skills and enable them to undertake current and future responsibilities in a more effective manner

Provide linkage between the different functionaries of training activity

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

Provide linkages of training activity with overall human resource function.

6. Public Relation Section: It deals with Media liasoning with the editors of the newspapers, Correspondents etc. Pr-section conducts a press clipping services for the daily survey of newspapers for main relevant news and its circulation from hierarchy to deputy manager, chief manager and finally to General Manager. NTPC- News is published form corporate centre, New Delhi There is a power NTPC video-coverage about NTPC and its broadcast on the local cable TV network Urja Darshan. Video-graphy and photography of major events. Distribution of diaries and greeting-cards is done by the PR-section.

7. Legal Section: Functions: Security of all the legal documents such as HBA documents, conveyance allowance documents agreements and legal vetting thereof. Dealing in all the matters pertaining to different courts. Giving legal advises to different departments from time to time Vetting of any agreements or contracts. Matters pertaining to arbitration. 2

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

8. Industrial Engineering Department: Function: Manpower planning within the Research. Maintaining data of all the employees i.e. MIS. Compilation of all the reports required to be sent to corporate centre/NRHQ. VIP reference.

9. Employee services (General Administration): Function: Co-ordinating with CISF for day today pertaining to securities. Distribution of personal issue items. Issue of furnitures etc. and maintaining records thereof. Liasoning with local authorities.

10. Employee services (Township Administration): Function: Quarter allotment Shop allotment in Township Guest Houses/Field Hostel.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

JOB SATISFACTION
Job satisfaction describes how content an individual is with his or her job.The happier people are within their job, the more satisfied they are said to be. Job satisfaction is not the same as motivation, although it is clearly linked. Job design aims to enhance job satisfaction and performance, methods include job rotation, job enlargement and job enrichment. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work groups. Job satisfaction is a very important attribute which is frequently measured by organizations. The most common way of measurement is the use of rating scales where employees report their reactions to their jobs. Questions relate to rate of pay, work responsibilities, variety of tasks, promotional opportunities the work itself and co-workers. Some questioners ask yes or no questions while others ask to rate satisfaction on 1-5 scale (where 1 represents "not at all satisfied" and 5 represents "extremely satisfied" .Job satisfaction is in regard to one's feelings or state-of-mind regarding the nature of their work. Job satisfaction can be influenced by a variety of factors, eg, the quality of one's relationship with their supervisor, the quality of the physical environment in which they work, degree of fulfillment in their work, etc.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

Definitions:
Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of ones job. An affective reaction to ones job; and an attitude towards ones job. Weiss (2002) has argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and behaviors. This definition suggests that we form attitudes towards our jobs by taking into account our feelings, our beliefs, and our behavior

MODELS OF JOB SATISFACTION

Affect Theory: Edwin A. Lockes Range of Affect Theory (1976) is arguably the most famous job satisfaction model. The main premise of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job. Further, the theory states that how much one values a given facet of work (e.g. the degree of autonomy in a position) moderates how satisfied/dissatisfied one becomes when expectations are/arent met. When a person values a particular facet of a job, his satisfaction is more greatly impacted both positively (when expectations are met) and negatively (when expectations are not met), compared to one who doesnt value that facet. Dispositional Theory: Another well-known job satisfaction theory is the Dispositional Theory It is a very general theory that suggests that people have innate dispositions that cause them to have tendencies toward a certain level of

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

satisfaction, regardless of ones job. This approach became a notable explanation of job satisfaction in light of evidence that job satisfaction tends to be stable over time and across careers and jobs. Research also indicates that identical twins have similar levels of job satisfaction. A significant model that narrowed the scope of the Dispositional Theory was the Core Self-evaluations Model, proposed by Timothy A. Judge in 1998. Judge argued that there are four Core Self-evaluations that determine ones disposition towards job satisfaction: self-esteem, general self-efficacy, locus of control, and neuroticism. This model states that higher levels of self-esteem (the value one places on his self) and general self-efficacy (the belief in ones own competence) lead to higher work satisfaction. Herzberg's two factor theory (also known as Motivator Hygiene Theory) attempts to explain satisfaction and motivation in the workplace This theory states that satisfaction and dissatisfaction are driven by different factors motivation and hygiene factors, respectively. Motivating factors are those aspects of the job that make people want to perform, and provide people with satisfaction, for example achievement in work, recognition, promotion opportunities. These motivating factors are considered to be intrinsic to the job, or the work carried out. Hygiene factors include aspects of the working environment such as pay, company policies, supervisory practices, and other working conditions. The theory does not consider individual differences, conversely predicting all employees will react in an identical manner to changes in

motivating/hygiene factors.. Finally, the model has been criticized in that it does not specify how motivating/hygiene factors are to be measured.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

Employee satisfaction affects every aspect of a medical practice, from patient satisfaction to overall productivity. Frederick Herzberg theorized that employee satisfaction has two dimensions: "hygiene" and motivation. Hygiene issues, such as salary and supervision, decrease employees' dissatisfaction with the work environment. Motivators, such as recognition and achievement, make workers more productive, creative and committed.

Factor affecting job attitude

Factors leading to satisfaction Factors leading to dissatisfaction

1.Company Policy 2.Supervision 3.Relationship w/boss 4.Work condition 5.Salary 6.Relationship w/peers

1.Achivement 2.Recognition 3.Work itself 4.Responsibility 5.Advancement 6.Growth

Job Characteristics Model

Hackman & Oldham proposed the Job Characteristics Model, which is widely used as a framework to study how particular job characteristics impact on job outcomes, including job satisfaction. The model states that there are five core job characteristics (skill variety, task identity, task significance, psychological autonomy, states and feedback) which impact three critical (experienced meaningfulness, experienced

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

responsibility for outcomes, and knowledge of the actual results), in turn influencing work outcomes (job satisfaction, absenteeism, work motivation, etc.). The five core job characteristics can be combined to form a motivating potential score (MPS) for a job, which can be used as an index of how likely a job is to affect an employee's attitudes and behaviors.

Methods of measuring job satisfaction

There are many methods for measuring job satisfaction. By far, the most common method for collecting data regarding job satisfaction is the Likert scale (named after Rensis Likert). Other less common methods of for gauging job satisfaction include: Yes/No questions, True/False questions, point systems, checklists, and forced choice answers. The Job Descriptive Index (JDI), created by Smith, Kendall, & Hulin (1969), is a specific questionnaire of job satisfaction that has been widely used. It measures ones satisfaction in five facets: pay, promotions and promotion opportunities, coworkers, supervision, and the work itself. The scale is simple, participants answer either yes, no, or cant decide (indicated by ?) in response to whether given statements accurately describe ones job. The Job in General Index is an overall measurement of job satisfaction. It is an improvement to the Job Descriptive Index because the JDI focuses too much on individual facets and not enough on work satisfaction in general. Other job satisfaction questionnaires include: the Minnesota Satisfaction Questionnaire (MSQ), the Job Satisfaction Survey (JSS), and the Faces Scale. The MSQ measures job satisfaction in 20 facets and has a long form with 100 questions (five items from each facet) and a short form with 20

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

questions (one item from each facet). The JSS is a 36 item questionnaire that measures nine facets of job satisfaction. Finally, the Faces Scale of job satisfaction, one of the first scales used widely, measured overall job satisfaction with just one item which participants respond to by choosing a face.

Job satisfaction and performance

Non-financial rewards often have more impact than financial recognition in attaining job satisfaction.

Staff rewards:
Rewarding staff appropriately is important. Experienced human resources consultancies and practitioners who are engaged in staff selection, assessment and recruitment are often able to evaluate and assess the needs and wants of individuals fairly accurately. By having them, especially those with many years of expertise and experience on your human resources maintenance team, organisations can develop strategic and creative benefits and wages to attract, retain and motivate talent who will achieve high performance for the organisation and job satisfaction for themselves. Job satisfaction is often achieved where performance is recognised by appropriate and equitable performance related pay supplemented with other perks, benefits and non-financial recognition and rewards, which meets the team member s expectation. Non-financial rewards have more impact than financial recognition in attaining job satisfaction.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

A strong motivator:
Job satisfaction is often a strong motivator in work endeavors. Research has shown that job satisfaction can lead to high job performance especially for professionals and high-level employees, commonly known as talent. As jobs and work in the new economy shift to professionalized knowledgebased, info-tech, info-comm and bio-science characteristics, job satisfaction will increasingly become a key driver of individual motivation and effort. Research has also shown that there exists a relationship between individual satisfaction. performance measured at a certain time and later job

However, this relation is conditional to performance being fairly rewarded in appropriate form as perceived by the recipient.

QUALITY OF WORK-LIFE:
One hallmark of a socially responsible organisation is its success in achieving not only high performance outcomes, but also in helping its team members experience a high level of job satisfaction. Quality of work-life (QWL) is a key indicator of the overall quality of human experience in the workplace. QWL expresses a clear way of thinking about people, their work, and the organisation in which their careers are fulfilled. QWL establishes a clear objective that high performance can be achieved with high job satisfaction.

HIGH JOB SATISFACTION:

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

Achieving high job satisfaction needs some simple strategies. Offering team members a variety of meaningful tasks. Repetitive routine work often leads to job dissatisfaction. As a leader, think about introducing application of creativity in their work. Rotating the staff to different tasks at regular intervals so that their works remain challenging. allowing them opportunity to self pace themselves. Giving frequent and non-critical feedback on performance and providing opportunity for self-development to overcome inadequacies. People like to feel in control of them to feel good about them a key component of job satisfaction! supervising unobtrusively. Giving more responsibility by empowering team members&

EMPLOYEE COMMUNICATIONS:
Unclear targets and objectives and poor communication can contribute to dissatisfaction and eventually lead to poor work performance. In administering rewards, they must match their expectation Job satisfaction needs effective communication about the tasks, which have to be done. The team member must know the performance achieved in relation to the target. Regular work appraisal should therefore be provided. More importantly they must have an awareness of departmental and organizational changes, which affects their job.

ORGANISATIONAL BENEFITS:
Improved job satisfaction in the work place will reduce social problems. The creative aspect of achieving satisfaction will reduce if not

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

overcome boredom and monotony in work, physical strain and mental stress. The benefits to an organisation will also include a lower absenteeism rate and lower staff turn-over. These translate into lower losses, less late-coming, fewer grievances and more effective cost control. Satisfied team members are generally more committed to the work place success than those who do not find job satisfaction. A satisfied team member is more likely to perform well cheerfully than other employees. Job satisfaction is an emotion, a feeling, an attitude and a matter of perception. It arises from the employees appraisal of experience at work. It involves likes and dislikes as well as needs and wants which are internal and external to the employee. As an employer or leader if organization fail to meet them, there is a high probability you of not achieving members is pre-requisite for becoming a market leader and champion. high performance. Achieving high job satisfaction for employees or team

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

RESEARCH METHODOLOGY
Research in common parlance refers to search for knowledge. It is a systematized effort to gain new knowledge. According to some, it is movement from known to the unknown. The inquisitiveness is the mother of all knowledge and the method, which man employees for obtaining the knowledge of whatever the unknown can be termed as research. Research is thus an original contribution to the existing stock of knowledge making for its advancement. It is pursuit of truth with the help of study, observation, comparison and experiment. In short, the search for knowledge through objective and systematic method of finding solution to a problem is research.

Methodology
Defining research problem and method Designing a questionnaire Taking a sample Collecting data Analysis of data Conclusion and recommendations.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

Sampling :
Executive class was chosen for sample. Survey respondents were randomly sampled through questionnaire. In all cases, it was explained that participation in the survey was completely voluntary and that all answers were confidential, with only group responses being used in the research. Survey through questionaire was deemed an appropriate means to gather an adequate number of survey responses within the designated two-month timeframe. A total of hundred fifty only hundred were complete. surveys were returned but, of these,

Sample size:
The sample size of the research is two hundred executives.

Structure of survey questionnaire:

Likert scale (one person singuler) was used to design and construct the survey questionnaire. Twelve sections of the survey required respondents to answer questions and submit the survey once. The duration and structure of the survey, using a section-by-section approach, was deliberate in order to minimize respondent fatigue. Questionnaire format is given with conclusion part.

SURVEY:
The online survey questionnaire starts out with a brief description of the survey and the goal of soliciting responses from a varied group of executives. Confidentiality is assured, as well as the survey being for educational purposes only. Questions used Likert scale questions for easy analysis of respondents attitudes toward job satisfaction, whether favorable or unfavorable. The 2 objectives of the

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

Likert scale is beneficial in that it can be answered through a five-point range for each question, from Strongly Satisfied to Satisfied to Neither Satisfied nor Dissatisfied Dissatisfied Strongly Dissatisfied. For questions that were giving positive response, the Likert scale assigned Strongly Satisfied a numerical value of 5, and the range of whole numbers decreased down to Strongly Dissatisfied which was assigned a numerical value of 1.

DATACOLLECTION:
The method of data collection is QUESSTIONARE, the primary method of data collection that is most commonly used for the research purpose. Sometimes, the research study is based on both secondary the primary data. Once the decision in favour of collection of primary is taken, one has to decide the mode of collection. The two method available are observational method available are observational method and survey method.

ANALYSIS OF DATA:
For measuring frequency & percentage in each category was calculated. Measuring attitude is a frequent undertaking in business research The group statistics for the Likert questions was shown with pie chart and subsequent conclusion and recommendation was drawn on basis of response of particular rating . The analysis of data requires a number of closely related operation such as stablishment of categories the application of these categories of row data through coding tabulation and then drawing statistical inferences . 2 percentage of

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

NATURE OF WORK
For measuring frequency & percentage in each category was calculated. Measuring attitude is a frequent undertaking in business research The group statistics for the Likert questions was shown with pie chart and subsequent conclusion and recommendation was drawn on basis of response of particular rating . . percentage of

NAT UR E O F WO RK

14%

5%

12%

Very sa ti sfi ed S a ti sfi ed

Neither Satisfied nor Dissatisfied

36% 33%

D i ssat i sfi ed
Ve r y D i s s a t i s f i e d

NATURE OF WORK :
On a statement of recognition 5% of executives were very satisfied,36% where satisfied,33% where neither satisfied nor

dissatisfied,14% where dissatisfied,12% where very dissatisfied. Executives derive immense personal satisfaction from their job. There is no or little role ambiguity. This is essential in order to develop the subordinates to their full capabilities, seniors should develop them for higher

responsibilities. 2

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

WORK LOAD

WOR K LO AD 9% 4% 8%

Ve r y s a t i s f i e d Satisfied Neither Satisfied nor Dissatisfied Dissatisfied

2 2% 5 7%

Ve r y D i s s a t i s f i e d

SCHEDULE/WORK LOAD:
On a statement of recognition 57% of executives were satisfied, 8% where very satisfied,22% where neither satisfied nor

dissatisfied,9% where dissatisfied,8% where very dissatisfied. Most of the executive satisfied with the flexibility of their working hour but there is a need to appreciate for their extra efforts and sincerity in work .

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

COMPENSATION & BERNEFITS

COMPENSATION AND BENEFITS:

On a statement of recognition 35% of executives were satisfied, 3% where very satisfied,33% where neither satisfied nor

dissatisfied,10% where dissatisfied,19% where very dissatisfied. Benefits like health care and housing facility was largely satisfied but 27% of executives were dissatisfied with their perks, so to increase satisfaction perks must be increased.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

PROMOTION/CAREER GROWTH
PROMOTION /CAREER GROWTH 7.3% 23. 9% 84.31%
Very sa ti sfi ed S a ti sfi ed

67. 26%

Ne i th e r S a ti sfi e d No r Di ssa ti sfi e d D i ssat i sfi ed Very Di ssa ti sfi e d

80. 31%

PROMOTION /CAREER GROWTH

On a statement 23.9% of recognition very 67.26% of executives where were

satisfied,

where

satisfied,80.31%

neither

satisfied nor dissatisfied,7.3% where dissatisfied,23.9% where very dissatisfied. Career opportunities should be given based on the competence of the employees.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

COMMUNICATION SYSTEM
COMMUNICATION SYSTEM
12% 3% 6% Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Very Dissatisfied

Very satisfied

39% 40%

COMMUNICATION AND BENEFITS

On a statement of recognition 39% of executives were satisfied, 6% where very satisfied,40% where neither satisfied nor

dissatisfied,12% where dissatisfied,3% where very dissatisfied. Most executives are aware of the latest developments in the business and about the long-term initiatives and vision of the organizations. The quality of interaction is not very encouraging because only 40% were neither satisfied nor satisfied.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

WORK ENVIRONMENT
WOR K IN G E N V IR ON ME N T
3% 5% 16% Satisfied Neither Satisfied n o r Di s s a t i s f i e d Dissatisfied 44% Ve r y D i s s a t i s f i e d Ve r y s a t i s f i e d

32%

WORKING ENVIONMENT
On a statement of recognition 44% of executives were satisfied, 16% where very satisfied,32% where neither satisfied nor dissatisfied,5% where dissatisfied,3% where very dissatisfied.

An organizational climate conducive for employee development should be ensured & the findings of the survey express that :-

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

Collective problem solving provides strength to organizational culture which makes the satisfaction level higher.

PERFORMANCE APPRAISAL

PERFORMANCE APPRAISAL 33.19% 14.8% 35. 20% 32.18% 61. 35%

Very satisfied Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Very Dissatisfied

PERFORMANCE APPRAISAL
On a statement of recognition 35.20% of executives were satisfied, 14.8% where very satisfied,61.35% where neither satisfied nor

dissatisfied,14.8% where dissatisfied,33.18% where very dissatisfied. Timely feedback on performance is a matter of concern, as only 35.20% of the executives are satisfied with the current feedback system.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

Hence NTPC Rewards System requires improvement.

SUPERNNUATION SCHEME
SUPERANNUATION SCHEME
9% 0% 9%
Very sa ti sfi ed S a ti sfi ed Ne i th e r S a ti sfi e d n or D i ssat i sfi ed D i ssat i sfi ed

29%

53%

Very Di ssa ti sfi e d

SUPERANNUATION SCHEME
On a statement of recognition 9% of executives were satisfied, 0% where very satisfied,29% where neither satisfied nor dissatisfied,53% where dissatisfied,9% where very dissatisfied. As the percentage of dissatisfied executives is large so

superannuation scheme needs to be improved.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

FACILITIES & BENEFITS

FACILITIES AND BENEFITS
0% 8% 23% 23%
Very sa ti sfi ed S a ti sfi ed Ne i th e r S a ti sfi e d n or D i ssat i sfi ed D i ssat i sfi ed Very Di ssa ti sfi e d

46%

FACILITIES AND BENEFITS

On a statement of recognition 23% of executives were satisfied, 8% where very satisfied,46% where neither satisfied nor dissatisfied,23% where dissatisfied,0% where very dissatisfied.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

INTERPERSONAL RELATIONS
INTERPERSONAL RELATIONSHIP

4% 15%

0% 28%

Ve ry sa ti sfi e d S a ti sfi ed N e it h er S at isf i ed n o r D i ssat isf ie d Di ssa ti sfi ed

53%

Ve ry D i ssat i sfi ed

INTERPERSONAL RELATIONSHIP
On a statement of recognition 53% of executives were satisfied, 28% where very satisfied,15% where neither satisfied nor dissatisfied,4% where dissatisfied,0% where very dissatisfied.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

As the percentage of satisfied employees is large therefore we can say that there is good interpersonal relationship between them.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

EMPLOYEMENT SECURITY

Employment security 0% 0% 22%

Very satisfied Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Very Dissatisfied

53% 25%

EMPLOYMENT SECURITY :
On a statement of recognition 25% of executives were satisfied, 53% where very satisfied,22% where neither satisfied nor dissatisfied,0% where dissatisfied,0% where very dissatisfied.

Employees were highly satisfied with there employment security.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

GRIEVANCE HANDLING
GR IE VA N CE HA ND LI NG

Very satisfied Satisfied

Ne i th e r S a ti sfi e d n or

0% 3% 33% 39%

Dissatisfied Dissatisfied Very Dissatisfied

25%

GRIEVANCE HANDLING
On a statement of recognition 03% of executives were satisfied, 0% where very satisfied,39% where neither satisfied nor dissatisfied,25% where dissatisfied,33% where very dissatisfied

Grievance handling can be considered as critical parameter as 33% of employees were very dissatisfied and 25% were dissatisfied hence

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

grievance handling system must be improved because only this section leads dissatisfaction rating high .

FINDINGS
With the help of pie charts we can see that some parameters have positive findings while some need attention for improvement .
FINDINGS POSITIVE NATURE OF WORK SCHEDULE/WORK LOAD COMPENSATION AND BENEFITS COMMUNICATION SYSTEM WORKINGENVIRONMENT/INFRASTRUCTURE INTERPERSONAL RELATIONSHIP EMPLOYMENT SECURITY NEEDING ATTENTION PROMOTION /CAREER GROWTH TRAINING AND DEVELOPMENT PERFORMANCE APPRAISAL SUPERANNUATION SCHEME FACILITIES AND BENEFITS GRIEVANCE HANDLING

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

RECOMMENDATIONS

On the basis of the analysis following recommendations are given : Although Executives derive immense personal satisfaction from their job

but it is essential in order to develop the subordinates to their full capabilities, that seniors should develop them for higher responsibilities.

Most of the executive satisfied with the flexibility of their working hour

but there is a need to appreciate for their extra efforts and sincerity in work.

Benefits like health care and housing facility was largely satisfied but to

increase satisfaction perks must be increased.

Communication system is a matter of concern though a little effort in this

regard can do miracles.

Collective problem solving should be there to provides strength to

organizational culture which makes the satisfaction level higher.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

Seniors should guide their subordinates and act as mentors to them.

Career opportunities should be given based on the competence of the

employees.

Majority feels that the organization provides sufficient chance of growth

to them.

The majorities

takes training seriously and are benefited by such

programs.

Knowledge sharing should be encouraged.

Learning from the training programs should be implemented in the

organization so that the larger benefit can be seen.

NTPC Rewards System requires improvement.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

Grievance handling system must be improved because only this section

leads dissatisfaction rating high .

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

BIBLIOGRAPHY
The following are the sources of information : C.R.KOTHARI of Research Methodology. N.T.P.C Limited Magazines. N.T.P.C Limited WEBSITES: www.ntpc.co.in www.ntpc.org

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

QUESSTIONAIRE
2

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

P l e a s e w r i t e t h e r a t i n g a ga i n s t s t at e m e n t Satisfaction Rating: Very satisfied= 5; Satisfied= 4;

Neither Satisfied nor Dissatisfied= 3; Dissatisfied= 2; Very Dissatisfied= 1;

How satisfied are you with the NATURE OF WORK ?

Neither Satisfied Very nor Very Satisfied Satisfied Dissatisfied Dissatisfied Dissatisfied I feel good about my work on job I am happy with my current position in organization. I receive appropriate recognition for my contributions. I am happy with current level of responsibility. My job is a good use and application of my skill experience and

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

Neither Satisfied Very nor Very Satisfied Satisfied Dissatisfied Dissatisfied Dissatisfied qualification. Total no responses of

How satisfied are you with working SCHEDULE/WORK LOAD?

Neither Satisfied Very nor Very Satisfied Satisfied Dissatisfied Dissatisfied Dissatisfied My working schedule is flexible enough. I feel excessive work hrs are recognized and compensated. I programme my own daily activities. Total no responses of

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

How satisfied are you with COMPENSATION AND BENEFITS?

Neither Satisfied Very nor Very Satisfied Satisfied Dissatisfied Dissatisfied Dissatisfied I am satisfied with the compensation paid by NTPC Frequency and amount of bonus given to me are enough. Benefits I get are as good as other organizations. Total no responses of

How satisfied are you with PROMOTION GROWTH/TRAINING AND DEVELOPMENT?

/CAREER

Neither Satisfied Very nor Very Satisfied Satisfied Dissatisfied Dissatisfied Dissatisfied I have a good chance for career growth NTPC. I usually work on Research interesting to me.

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

Neither Satisfied Very nor Very Satisfied Satisfied Dissatisfied Dissatisfied Dissatisfied I am satisfied with training and development facilities of company. My work gives me sense of making a difference. Total no responses of

How satisfied are you with COMMUNICATION SYSTEM ?

Neither Satisfied Very nor Very Satisfied Satisfied Dissatisfied Dissatisfied Dissatisfied I feel that I know what is going on in organization. I have got good communication with superior and subordinates. Total no response of

How satisfied are you ENVIRONMENT/INFRASTRUCTURE ?

with

WORKING

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

Neither Satisfied Very nor Very Satisfied Satisfied Dissatisfied Dissatisfied Dissatisfied Working environment is excellent in my company. I have good relationship with my manager. I like doing thing I do at work. Safety parameters regularized by my company are according to standards. Total no responses of

How satisfied are you with PERFORMANCE APPRAISAL? Neither Satisfied Very nor Very Satisfied Satisfied Dissatisfied Dissatisfied Dissatisfied I receive feedback for my performance I feel that the work I do is appreciated. 2

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

Neither Satisfied Very nor Very Satisfied Satisfied Dissatisfied Dissatisfied Dissatisfied I get incentive according to my performance. Total no responses of

How satisfied are you with SUPERANNUATION SCHEME ? Neither Satisfied Very nor Very Satisfied Satisfied Dissatisfied Dissatisfied Dissatisfied The terminal benefits I will receive once I will leave the company are good.

How satisfied are you with FACILITIES AND BENEFITS ?

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

Neither Satisfied Very nor Very Satisfied Satisfied Dissatisfied Dissatisfied Dissatisfied I usually get health care by specialized doctor. I like the perks of my job i.e. mobile phone, laptop, and car. As per employee education and development scheme I use the benefit from NTPC Total no responses of

How satisfied are you with INTERPERSONAL RELATIONSHIP ? Neither Satisfied Very nor Very Satisfied Satisfied Dissatisfied Dissatisfied Dissatisfied I have acquired positive interpersonal relation with my colleagues. I have good

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

Neither Satisfied Very nor Very Satisfied Satisfied Dissatisfied Dissatisfied Dissatisfied relationship with my manager. Total no responses of

How satisfied are you with employment security ?

Neither Satisfied Very nor Very Satisfied Satisfied Dissatisfied Dissatisfied Dissatisfied I am well confident that my job is secure.

How satisfied are you with GRIEVANCE HANDLING?

S t u dy O f J ob S a t i s f a c t i o n I n E xe c ut i ve E mp l o y e e s O f NT P C L t d.

Neither Satisfied Very nor Very Satisfied Satisfied Dissatisfied Dissatisfied Dissatisfied I receive prompt respons es from authoriti es for gri evances. Con flict aroused is immediately so lved by authoriti es of my company.