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Chapter 7: Conclusion
Chapter 8: Suggestion
Chapter 9:Appendix
Chapter 10:Refferences
Chapter 1
SCOPE
The scope of the project was to include the employees of the
organization.
The views of executives were taken through primary as well as secondary sources
Research Methodology
•
Chapter 3
Literature Survey
• About Organizational Climate
The organizational climate is a reflection of thoughts, perceptions, emotions
and feelings of people.
Climate surveys give employees a voice to assist in making desired transitions
as smooth as possible. It also serves as a basis for quality improvements. By
identifying areas of inefficiency and acting on performance barriers identified by
employees of all levels, an organization gains a fresh and different perspective.
Measures
3. Individual’s satisfaction with team work and the way people work
together –
Factors such as; team morale; clarity of team purpose; goals and time frames;
obstacles to performance(e:g –politicking; red tape); support and collaboration;
interpersonal relationship; communication; and diversity.
ASPECTS COVERED:
a. Personnel Policies-
I. Recruitment -
ii. Selection -
iii. Performance appraisal –
iv. Promotion –
v. Compensation –
vi. Training and development –
vii. Grievance –
viii. Attrition –
b. Environment –
c. Team Work-
d. Management effectiveness-
e. Competency-
C h a p te r 4
OPGC Review
Orissa power Generation Corporation limited (OPGC) was
incorporated as a wholly owned government company on
November 14, 1984 under the company act 1956. Accordingly
OPGC set up two units of 210MW each under phase I of Ib Thermal
power station (ITPS) in the Ib valley area. Unit 1 was commissioned
on December 21, 1994 and unit 2 on June 20, 1996. The total
project cost for phase I was Rs 11,350 million.
OBJECTIVE OF OPGC:
• OPGC give the advertisement in press and also distribute circulation among
department of govt. and public sector enterprise where candidates with
requisite qualification and experiences are likely to be available. It makes
personal contact for recruitment to posts requiring specialized knowledge or
expertise and or exceptional ability, qualification and merit.
• RECRUITMENT AND SELECTION
Selection is conducted FORselection
by corporate NON committee (CSC). The CSC
EXECUTIVES :
evaluates career record, if considered necessary by the chairman. It is
conducted through written test and interview.
• There shall be two selection committees, one for recruitment of w-1 & w-2
C h a p te r 5
There are two types of performance appraisal for executive and non-
executive.
For executive; it is measure performance management system.
It conducted once in a year that is 1st April to 31st March
as a financial year.
For non- executive; it is conducted from 1st January to 31st December on the
basis of calendar year
In non-executive; the grade W1, W2 and W3 are measured by two tire
system.
This two tire systems consist of Reporting and
C h a p te r 5
COMPENSATION AND
BENEFITS
SL. NO DATE PERCENTAGE
OF D.A
1 1.7.2006 2%
2 1.1.2007 6%
3 1.7.2007 9%
4 1.1.2008 12%
5 1.7.2008 16%
6 1.1.2009 22%
C in cre
O PG
a seC iDn.cre
A twa se
o ti
Dm. Ae stwino atimyeeasr.inItashye
o wa rs. th
It eshdoawtes th
froem d a2 te
0 0 fro
6 tom 22000096 ato
t g ive n
2 0 0 9 a t g ive n a b o ve .
O PG C a lso p ro vid e s h o u se re n t a llo w a n ce 2 0 % a t B h u b a n e sw a r a n d
C u tta ck ; 1 0 % a t IT P S / B e rh a m p u r a n d o th e r lo ca tio n s.
O PG C g ive s o th e r b e n e fits su ch a s e d u ca tio n lo a n fo r ch ild re n a n d h ig h e r
e d u ca tio n fa cility
o f e m p lo ye e s fo r th e ir ca re e r g ro w th . T h e e d u ca tio n lo a n sh a lla ttra ct a
sim p le in te re st ra te
C h a p te r 5
ATTRITION
Sl. No Year Resignation Retirement Death Termination/ Total
Dismiss
1 2006 5 2 2 - 9
2 2007 27 - - 4 31
3 2008 14 2 4 1 21
4 2009 up to July 9 1 2 1 13
Total 55 5 8 6 74
Of OPGC
BOARD OF DIRECTOR
Senior General
Secretarial H.R Project Manager Finance
ENVIRONMENT
• The working environment is clean and well organized. As 62.50%of employees are in favour of the
working environment.
• The resources are sufficient for the employees to perform their job effectively.
TEAM WORK
• The employees are not satisfied with their senior management as 41.67% of employees can’t
communicate regarding their work with senior management.
• Management takes employees ‘s suggestion seriously as the 60% employees are satisfied
• Skills are well utilized by the management as the 41.66% of employees are in favour of
management is utilization of individual’s skill.
Competency
• 45.84% of the employees are in support of that their work is not challenging. So they have not
much work pressure.
• 41.67% of the employees are satisfied with the freedom to do their job.
• 33.33% are agreeing with that they can handle the size of their work load. It means the work load is
not heavier C o n tin u e d ..
• Most of the employees viewed that they had the sufficient skills when they joined to their job.
C h a p te r
6
Commitment
• As 50% employees are committed that they are very clear about the values of OPGC.
• Most respondent gave their opinion that they are pleased about the management.
•
Compensation
• As 50% employees are viewed that they are aware about their pay.
• As the 33.33% of the employees are not satisfied with the salary whereas 25% of them are
not given any suggestion.
•
Appraisal System
• Most of the employees are not satisfied with the performance appraisal system of OPGC.
• As 41.66% employees are satisfied with their team leader and only 37.50% are not
satisfied .it means the team leaders are cooperative.
•
Involvement
• Most of the employees as the 45.83% are satisfied about the orientation.
• 50% employees agree about their involvement with the management in decision making
process.
C h a p te r
Limitations of the study 6
Although the study was based on the primary data for the relevant sources of
information. This is not free from limitations. They are:-
o The study was carried out within the corporate office in Bhubaneswar which
restricted the scope of the study.
o
o The study includes the white collar workers and not the entire levels of the
management.
o The study lacks the visit to the actual plant site where actual working conditions
would have been determined.
o
o The study was limited to a brief period of 6weeks only. Most of the time was
spent in preparation of the questionnaire. Also due to the busy schedule of
the employees responses were delayed and subsequently less time was
spent in analyzing the results.
C h a p te r
7
Conclusion
•
The climate study indicates that OPGC has talented, skilled and motivated
workforce to meet its present requirements and take up future challenges
of expansion.
The climate study identifies the employees’ perception and perspectives of
Chapter 8
SUGGESTION
All team members are cooperative and supportive with each other, but their
contribution towards the decision making, ideas are negligible. By which the ideas
are not utilized to their optimal level to get the best possible output in their work. For
this priority should be given to all team members to contribute their innovative ideas
at work.
The lack of communication between the senior management and employees can affect
the productivity of the organization. So this communication gap has to be resolved
and there should be a two way effective communication between the senior
management and the employees in order to bring changes in organization.
Employees are satisfied with their current packages after the 6th pay commission
scales were implemented, but still some feel the room for in increment in terms of
project allowances and retirement pension plans.
There is a need for structuring the Human resources department so that the synergies
of teams can better be driven to achieve organizational effectiveness and there is
still room for improving the organizational morale.
Chapter 9
Questionnaires
Personnel Policies:
•
5. What things do you to be change or
Improve in HR policy.
1. The recruitment process in OPGC is fair (YES/NO).
Yes/ No
2. Dose OPGC has written HR policy(Y/N, Or Don’t
know) If Yes give suggestion
3. Have you read it(Y/N)
1 Annual Leave
role 1 2 3 4 5
39. Management seeks the involvement of the employees’ opinion when making important
effectively. 1 2 3 4 5
40. Organization is sensitive to individual needs.
1 2 3 4 5 1 2 3 4 5
41. I know what is happening in other parts of my organization.
14. My work in team is appreciated and recognized. 1 2 3 4 5
Training and Development
1 2 3 4 5 42. All staff has equitable access to training.
1 2 3 4 5
15. The people in our team work well together.
43. Training and development program enhance my skill.
1 2 3 4
1 2 3 4 5 44. I am satisfied with the training program.
16. Innovation /new ways of doing things are liked by all team
1 2 3 4
45. Any change is required in training and development program.
members. 1 2 3 4 5
1 2 3 4 5
17. My team is effectively managed by team leader.
1 2 3 4 5
Management effectiveness:
Chapter 10
BIBLIOGRAPHY
• Khanka S.S. Human Resources Management
• Rao V.S.P Personnel/Human Resource Management
• Rao P.Subba Prof. Essentials of Human Resource Management (2008)
• Aswathapa K Human Resource & Personnel Management (2008)
• Dessler Gary Human Resource Management
• Pareek,U Understanding Organizational Behaviour, Oxford New
Delhi
• (2006)
• Stephen P. Robbins Organizational Behaviour. (1995) pp.600-619
•
• L M PRASAD Organizational Behaviour. (2005) pp.411-436
Q & A
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