SUMMER TRAINING REPORT ON “RECRUITMENT AND SELECTION PROCESS AT NTPC” [pic] (Submitted in partial fulfillment of the requirement for the award of degree of MASTER IN BUSINESS ADMINISTRATION) Session 2009-11 SUBMITTED BY: SUBMITTED TO: Shivangi Sharma Mrs. Kavita Dahiya Roll No. MBA/09/37 Project- In-charge BHAGWAN MAHAVEER INSTITUTE OF ENGINEERING AND TECHNOLOGY MAHARSHI DAYANAND UNIVERSITY, ROHTAK
DECLARATION I, SHIVANGI SHARMA ROLL NO. MBA/09/37 MBA 2ND Year of BHAGWAN MAHAVIR INSTITUTE OF ENGINEERING & TECHNOLOGY,SONEPAT hereby declare that the report entitled “RECRUITMENT AND SELECTION AT NTPC ” is an original piece of work and the same has not been submitted to any other institute for the award of any other degree. The seminar presentation of the report was made on ____________ and the suggestions given by the faculty members are duly incorporated.
SIGNATURE OF PROJECT- IN-CHARGE SIGNATURE OF CANDIDATE SIGNATURE OF HOD SIGNATURE OF DIRECTOR BMIET,SONEPAT TABLE OF CONTENTS |Chapter No. | Particulars |Page No. | |a. |Title page | | |b. |Declaration | | |c. |Certificate | | |d. Acknowledgement | | |e. |Executive Summary | | |Chapter 1 |Introduction to project | | | | . Significance of Study | | | | .
Objective of study | | | | . Review of existing literature | | | | . Focus of study | | | | . Conceptualization | | | | .
Hypothesis | | |Chapter 2 |Introduction to Company | | |Chapter 3 |Research Methodology | | |Chapter 4 |About Topic | | |Chapter 5 |Data Analysis & Interpretation | | | | .
SWOT ANALYSIS | | | | . PESTE ANALYSIS | | | | . QUESTIONNAIRE ANALYSIS/COMPARATIVE | | | |ANALYSIS | | |Chapter 5 Findings of study | | |Chapter 6 |Limitation of study | | |Chapter 7 |Conclusion | | |Chapter 8 |Recommendation | | |Chapter 9 |Annexure | | | | .
Sample Questionnaire | | |Chapter 10 |Bibliography | | ACKNOWLEDGEMENTS The project title “Recruitment and Selection at NTPC” has been conducted by me at National Thermal Power Corporation Limited, Badarpur Division (BTPS). I have completed this project under the guidance of Mrs. Rachna Singh, Sr. Manager (HR), NTPC LTD, Badarpur. Mr. Manmohan Singh (DY. Manager) to give me a chance to undertake this project in this organization.
I am deeply grateful to my guide, for inspiring and encouraging effort without whom this project work could not have been completed. In spite of her busy schedule she always attended the problem faced by me in my project work. I will always remember her quick analysis, comprehensive solution and critical reviews she gave throughout the project. I also take this opportunity to express my deep gratitude to Mrs. Veena Mehta , Ms . SRIDEVI (officer HR-EB), and Mr. Manoranjan (officer HR-R&W) . They acted as a constant guide and always attended all my queries with a smile.
Moreover, while clearing my queries they always used to add some extra information related to that query from their vast pool of knowledge. I am obliged to MR. RAVI MALHOTRA (manager HR-ES) for his unobligatory support. He was always ready to answer any of the queries raised by me during project. I also feel completely ineffable to express my sincere regards for the entire BTPS division employees for their love and enthusiasm and constant encouragement throughout the course of my project. EXECUTIVE SUMMARY
The objective of the study is to analyze the actual recruitment and selection process in NTPC and to evaluate how far this process confirm to the purposes underlying the operational aspects of the industry. “A good human resource management practice must ensure a correct fit between personnel and job in order to maximize efficiency in terms of retention and strategic manpower planning”. Thus first step to manpower planning is recruitment and hence it is most important aspect to achieve stability and success in organization.
Since, the success or failure of an organization largely depend upon the individuals and group efforts by the employees therefore the process of recruitment and selection of their employees has the greatest importance. With the rapid growth and progress of the industries, the scope of recruitment also increases. Secondly, NTPC good position in the market in coal and power sector. Due to the increasing demand of the company there is a wide scope for potential employees. The success of NTPC lies behind the fact that these industries have the best talents with them who strive for the best of the company.
So a curiosity arises from where do NTPC gets these talents. The study covers the major methods and sources of recruitment adopted by the companies. The study begins with the principle and procedures of recruitment and selection, where it has covered how the recruitment and selection process actually is and it has identified the different sources and its merits and demerits. Later it also speaks about how the process is evaluated i. e. how selection is done. INTRODUCTION MEANING OF HUMAN RESOURCE MANAGEMENT
Human Resource Management is defined as the people who staff and manage organization. It comprises of the functions and principles that are applied to retaining, training, developing, and compensating the employees in organization. It is also applicable to non-business organizations, such as education, healthcare, etc Human Resource Management is defined as the set of activities, programs, and functions that are designed to maximize both organizational as well as employee Those organization that are able to- a) Acquire ) Develop c) Stimulate and d) Keep outstanding workers Will be effective and efficient . Organization not caring for this would either run the risk stagnation or going out of business. Here, specifically HRM, according to Robbins, “A process consisting of four functions; acquisition, development motivation and maintenance of human resources. ” HUMAN RESOURCE FUNCTIONS ARE: • HUMAN RESOURCE PLANNING • JOB ANALYSIS • RECRUITMENT • SELECTION • PERFORMANCE APPRAISAL • INTERPERSONAL BEHAVIOUR • EMPLOYMENT TRANSITIONS LABOUR RELATIONS Recruitment and Selection Recruitment and selection are two of the most important functions of personnel management. Recruitment precedes selection and helps in selecting a right candidate. Recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of efficient personnel. Staffing is one basic function of management.
All managers have responsibility of staffing function by selecting the chief executive and even the foremen and supervisors have a staffing responsibility when they select the rank and file workers. However, the personnel manager and his personnel department is mainly concerned with the staffing function. Every organisation needs to look after recruitment and selection in the initial period and thereafter as and when additional manpower is required due to expansion and development of business activities. Right person for the right job’ is the basic principle in recruitment and selection. Ever organisation should give attention to the selection of its manpower, especially its managers. The operative manpower is equally important and essential for the orderly working of an enterprise. Every business organization/unit needs manpower for carrying different business activities smoothly and efficiently and for this recruitment and selection of suitable candidates are essential.
Human resource management in an organization will not be possible if unsuitable persons are selected and employment in a business unit. OBJECTIVES OF THE STUDY 1. To analyze the recruitment and selection of the organization.. 2. To provide a systematic recruitment process. 3. It extends to the whole Organization. It covers corporate office, sites and works appointments all over India. REVIEW OF EXISTING LITERATURE SOURCE 1: Company Manuals Recruitment and Selection with rural India Through “Employment Development Cell” Education is the doorway to the wider world.
India’s key challenge today is to rapidly its rural students with opportunities and develops basic leadership and problem solving skills, raise their command over the English language and generate motivational forces in them. Keeping in mind the role of rural India in its overall developments of the project management, it is imperative to develop these skills and initiate the levels of creativity among the workers and laborers’ and The Prayag Rasayan Development Committee aims to bring the inherent creative skills amongst children and expose them to the unique and thought provoking learning.
Speaking at the launch of this innovative rural connect programmer, Mr. Rachna Singh, Senior HR Manager and Head of National thermal Power Corporation Limited, Said, “The Prayag Rasayan Development Committee is an innovative initiative that will provide educational value addition to the rural children and their families. We are hoping to cover over 250 employees families educational efficiency through this program and we are confident that it will provide a huge a impetus to thousands of rural students and help them further excel in their studies.
Through this program me, we aim to provide the necessary exposure to lessons in life beyond education, which will help the rural students to excel in their careers. SOURCE 2: SteelGuru. com and Hindustan Times NTPC to set up 1320 MW thermal power plant in Gujarat Hindustan Times reported that NTPC shall set up a coal based Thermal Power Plant in Gujarat to meet the growing power requirement of the state. A meeting to review the modalities was taken by Mr Bharatsingh Solanki minister of state for power with Mr Saurabh Patel energy minister of government of Gujarat in New Delhi.
The proposed Thermal Power Project shall have two units of 660 MW Super Critical Technology, utilizing domestic coal blended with imported coal. NTPC is initiating the site specific studies for establishing the techno economic feasibility of the project. The feasibility report of the project is likely to be ready by March 2011. SOURCE 3: Live mint. com NTPC to hire outside agency for Dabhol turbine probe by GE India’s largest electricity producer NTPC Ltd, a major stakeholder in the Dabhol power plant in Maharashtra, will appoint an independent agency to be part of the investigation GE Energy, a division of US-based General Electric Co. will carry out on the turbines it supplied to the project. GE spokesperson said, “We are working with the relevant authorities to make the plant operational within the given timeline. We have a team of experts working on the project and all necessary support is being provided to ensure successful completion. ” “The only way to resolve this dispute is to appoint an independent agency. Otherwise it would be GE’s word against NTPC’s. NTPC has a very strong case,” said a New Delhi-based analyst, who did not wish to be identified citing commercial consideration SIGNIFICANCE OF STUDY
In NTPC the recruitment policy spells out the objective and provides a framework for implementation of the recruitment programmers in the form of procedures. The company involves a commitment to broad principles such as filling vacancies with best qualified individuals. The recruitment policy in a company may embrace spell issue such as the extent of promotion from within, attitudes of enterprise in recruiting old, handicapped and minor individuals, minority group members, part-time employees and relatives of present employees.
In a company NTPC, there usually a staff unit attached with personnel or an industrial relations department designated as employment or recruitment office. This specialization Of recruitment enables staff personnel to become highly skilled in recruitment techniques and their evaluation. However, recruitment remains the line responsibility as far as the personnel requisition forms are originated by the personnel, who has the final words in the acceptance or rejection of a particular applicant.
Despite this the staff personnel have adequate freedom in respect of sources of manpower to be tapped and the procedure to be followed for this purpose. FOCUS OF STUDY Recruitment Recruitment means the appointment of quality people with competent skills and knowledge suitable for the job. These recruited people add to the work force of the organization Recruiting requirements The recruiting process necessarily begins with a detailed job description and job specification. Without these, it is impossible for recruiters to determine how well any particular applicant’s fits the job.
It should be made clear to the recruiter, which requirements are absolutely essential and which ones are merely desirable. This can help the organization avoid having unrealistic expectations of potential employees: an employer might expect applicants who stand first in their class, are president of all extra curricular activities, have worked their way through school, have 10 years of experience and are willing to work for long hours. Finding applicants who process the needed skills for a job is the “science” of recruiting.
Beyond determining whether an applicant has the skills needed for the job, recruitment in the coming years will also have to determine whether the applicant will function well within the culture and value system of the organization. Interview performance in terms of interpersonal styles is on of the most critical factors used by recruiters to evaluate prospective job candidates. Selection process Selection is the process of choosing individuals who have the qualifications to perform a particular job well. Organization differs as to the complexity of their selection systems.
Some organizations make a strategic decision to fill positions quickly and inexpensively by scanning applications forms and hiring individuals based on this information alone. Other organization’s however makes a strategic decision to choose the best person by having an elaborate and sometimes costly selection system. These systems may require potential information for background check, take a number of job related tests, and perform well through a series of interviews. Most organizations have mire than one selection process.
CONCEPTUALISATION Before an organization can fill a job vacancy, it must find people who not only are qualified for the position but also who want a job. Recruitment refers to organizational activities that influence the number and type of applicants who apply for a job and whether the applicants accept the jobs if offered. The recruitment is directly to both human resource planning and selection. Although it can be quite expensive, organizations have not always viewed recruitment as systematically as other HR functions such as selection.
During the coming years, however the importance of recruitment will increase for many organization’s for the reason: • A majority of companies think that they will face shortage of employees who posses the necessary skills for the jobs. Various factors in the environment affect the recruitment process. The recruitment process begins with an attempt to find employees with the abilities and attitude desired by the organization and to match them with the tasks to be performed.
Whether potential employee will respond to the recruiting efforts will depend on the attitudes they have developed towards those tasks and the organization on the basis of their past special and working experiences. Their perception of the task will also be affected by the work climate in the organization. How difficult the recruiting job is depends on a number of factors: external influences such as government and union restrictions and the labor market, plus the employer’s requirements and candidate’s preferences. Thus recruiters will have to become acquainted with new and more cost-effective ways of attracting qualified applicant.
INTRODUCTION Electricity sector in India The electricity sector in India is predominantly controlled by the Government of India’s public sector undertakings (PSUs). Major PSUs involved in the generation of electricity include National Thermal Power Corporation (NTPC), National Hydroelectric Power Corporation (NHPC) and Nuclear Power Corporation of India (NPCI). Besides PSUs, several state-level corporations, such as Maharashtra State Electricity Board (MSEB), are also involved in the generation and intra-state distribution of electricity.
The Power Grid Corporation of India is responsible for the inter-state transmission of electricity and the development of national grid. The Ministry of Power is the apex body responsible for the development of electrical energy in India. This ministry started functioning independently from 2 July 1992; earlier, it was known as the Ministry of Energy. The Union Minister of Power at present is Sushilkumar Shinde of the Congress Party who took charge of the ministry on the 28th of May, 2009. India is world’s 6th largest energy consumer, accounting for 3. 4% of global energy consumption.
Due to India’s economic rise, the demand for energy has grown at an average of 3. 6% per annum over the past 30 years. In March 2009, the installed power generation capacity of India stood at 147,000 MW while the per capita power consumption stood at 612 kHz. The country’s annual power production increased from about 190 billion kHz in 1986 to more than 680 billion kHz in 2006. The Indian government has set an ambitious target to add approximately 78,000 MW of installed generation capacity by 2012. The total demand for electricity in India is expected to cross 950,000 MW by 2030.
About 75% of the electricity consumed in India is generated by thermal power plants, 21% by hydroelectric power plants and 4% by nuclear power plants. More than 50% of India’s commercial energy demand is met through the country’s vast coal reserves. The country has also invested heavily in recent years on renewable sources of energy such as wind energy. As of 2008, India’s installed wind power generation capacity stood at 9,655 MW. Additionally, India has committed massive amount of funds for the construction of various nuclear reactors which would generate at least 30,000 MW.
In July 2009, India unveiled a $19 billion plan to produce 20,000 MW of solar power by 2020. Electricity losses in India during transmission and distribution are extremely high and vary between 30 to 45%. In 2004-05, electricity demand outstripped supply by 7-11%. Due to shortage of electricity, power cuts are common throughout India and this has adversely effected the country’s economic growth. Theft of electricity, common in most parts of urban India, amounts to 1. 5% of India’s GDP. Despite an ambitious rural electrification program, some 400 million Indians lose electricity access during blackouts.
While 80 percent of Indian villages have at least an electricity line, just 44 percent of rural households have access to electricity. According to a sample of 97,882 households in 2002, electricity was the main source of lighting for 53% of rural households compared to 36% in 1993. Multi Commodity Exchange has sought permission to offer electricity future markets. Generation Grand Total Installed Capacity is 156092. 91 MW Thermal Power Current installed capacity of Thermal Power (as of 12/2008) is 93,398. 84 MW which is 64. % of total installed capacity. • Current installed base of Coal Based Thermal Power is 77,458. 89 MW which comes to 53. 3% of total installed base. • Current installed base of Gas Based Thermal Power is 14,734. 01 MW which is 10. 5% of total installed base. • Current installed base of Oil Based Thermal Power is 1,199. 75 MW which is 0. 9% of total installed base. The state of Maharashtra is the largest producer of thermal power in the country. Hydro Power India was one of the pioneering countries in establishing hydro-electric power plants.
The power plant at Darjeeling and Shimsha (Shivanasamudra) was established in 1898 and 1902 respectively and is one of the first in Asia. The installed capacity as of 2008 was approximately 36877. 76. The public sector has a predominant share of 97% in this sector. Nuclear Power Currently, seventeen nuclear power reactors produce 4,120. 00 MW (2. 9% of total installed base). : NTPC (BTPS)[pic] ORGANISATION’S PROFILE Name of the organization :NTPC Ltd. (BTPS) Founded : 1975 Sector :Public Industry :Electricity generation
Revenue :INR 49478. 86crores Profit :INR 8656. 53crores Employees :25000 Website :www. ntpc. co. in NATIONAL THERMAL POWER CORPORATION LIMITED NTPC Limited is the largest thermal 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.
Within a span of 31 years, NTPC has emerged as a truly national power company, with power generating facilities in all the major regions of the country. Based on 1998 data, carried out by DATAMONITOR UK, NTPC is the 6th largest in terms of thermal power generation and the second most efficient in terms of capacity utilization amongst the thermal utilities in the world. [pic] 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.
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 to various organizations in the power business. NTPC was established as a public sector power utility by Government of India on November 7, 1975. The reason NTPC was created was to bridge the huge electricity supply-demand gap and the State Electricity Boards were not able to cope up with the situation.
True to the expectation, it played a key role in the development of the sector, lighting every fourth bulb in the country, become the largest power utility of India, Sixth largest thermal power generator in the World and the Second most efficient utility in terms of capacity utilization. Rightly, NTPC has set for itself the Vision statement “To be one of the world’s largest and best power utilities, powering India’s growth”. Originally, NTPC had the responsibility for electricity generation from thermal source and transmission of the same. However, as per the Electricity Laws Amendment Act 1998, when “Transmission” became separate ctivity, the transmission portion of the Corporation was culled together to form part of the “Power Grid Corporation of India Ltd”. Today, NTPC has diversified interests, ranging from Hydro power generation, distribution, power trading etc. It has also formed joint venture companies with Railways, SAIL, Formerly BSES, TNEB etc respectively for pursuing different business interest. NTPC’s share on 31 Mar 2004 in the total installed capacity of the country was 19. 4% (21,749 MW) and it contributed 27. 1% (151 Bus) of the total power generation of the country during 2003-04.
As on date the installed capacity of NTPC is through its 13 coal based (17,480 MW), 7 gas based (3,955 MW) and 3 Joint Venture Projects (314 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 is also managing Badarpur thermal power station (705 MW) of Government of India. NTPC strongly believes in achieving organizational excellence through Human Resources and follows “People First” approach to leverage the potential of its over 23,000 employees to fulfill its business plans.
The “Personnel & Administration (P&A)” function was re-christened as HR to align the function with the HR Vision of “enabling the people of NTPC to be a family of committed world class professionals making it a learning organisation” and bring sensitivity and human face to the function. It has formulated an integrated HR strategy which rests on four building blocks of HR viz. Competence building, Commitment building, Culture building and Systems building; and all HR initiatives are undertaken within this broad framework.
From the inception of the Company, the philosophy of NTPC has been to build talent through “Executive Training” scheme of recruitment and induction. Besides the one year training, the new recruits are attached with Senior executives under a systematic and formal ‘Mentoring System’ of the company. This way, company specific skills can be (has been) developed and nurtured among the employees . Today, more than 50 % of the executive strength in the company is through this talent building mechanism. The Executive trainees are the back bone of Engineering, Chemistry, HR, Finance, IT and Hydro functions of the company.
A systematic Training plan has been formulated for ensuring minimum seven maydays 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. Opportunities for long term education are also provided you employees through tie ups with reputed Institutions like IIT-Delhi, (M. Tech in Power Generation Technology), MDI-Gurgaon (Post Graduate Diploma in Business Management), BITS- Pilani (B.
Tech) etc. 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. 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. Due to innovative people management practices there is a high level of pride and commitment amongst employees as reflected in the “Best Employers in India-2003” survey by Hewitt Associates in which NTPC bagged coveted third rank. Continuous efforts are being made by NTPC to leverage the potential of its employees and become a strategic business partner.
Some of the Awards & Accolades |1. |NTPC has been ranked 1st Best Employer in India in the Public Sector Category and 3rd overall as per survey carried out by Business| | |Today & Hewitt Associates. | |2. |Best Employer National Award for the welfare of persons with disability instituted by Ministry of Social Justice and Empowerment, | | |Govt. of India for year 2003. | |3. |National Centre for Promotion for Employment for Disabled People (NCPEDP) – Shell Helen Keller award 2002 for promoting employment | | |opportunities to disabled people. | |4. Plats Global Energy awards 2002 for commitment to community development. | |5. |‘ICC – UNEP World summit Business Award for Sustainable Development Partnerships’ in recognition of contribution to sustainable | | |development. | |6. |Core-BCSD Corporate Social Responsibility award for 2001-02 in recognition of its leadership efforts towards social responsibility | | |by The TATA Research institute. | |7. |Best HR practice award 2001-02 instituted by Indian Society of Training Development. | |8. |”Innovative HR practices Award” in Public Sector category by World HRD congress. | |9. Golden Peacock National Training Award 2003 instituted by Institute of Directors. | |10. |Golden Peacock Award for Excellence in Corporate Governance for the year 2002, instituted by the World Council for Corporate | | |Governance in association with Centre of Corporate Governance and Institute of Directors. | |11. |Meritorious Productivity Award of the GoI to 12 Stations. | |12. |Prime Minister’s Shram awards every year since 1986 including Shram Veer, Shram Bhushan, and the highest Shram Ratna Awards. | |13. |Safety Awards of GOI, British Safety Council & National Safety Council, USA etc. |14. |Prime Minister’s Award for Excellence in Memorandum of Understanding (MoU) for the year 1998-99, 1999-00 and 2000-01 in succession | | |for being one of the top ten performers in the country. During the years 1999-00 and 2000-01, NTPC was a top awardees. | VISION “A world class integrated power major, powering India’s growth, with increasing global presence. ” [pic] 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. ”
Organization structure of NTPC [pic] Organization structure includes three levels of management i. e. corporate level including top management, then region level comprising management of SBU regional level management & last as planning level management as GMs of various plants. History of NTPC 1975 • Incorporated in November 1977 • NTPC acquired the first patch of land at Sanghrauli • The first batch of executive trainees joined the company 1978 • takeover of management of the Badarpur project • Construction of the first transmission network Sanghrauli- Korba- Kanpur of 400 KV system started 982 • Power Management Institute, Delhi, a centre for education was established 1983 • In the very first year of commercial operation , NTPC earned a profit of Rs 4. 51 crore in the financial year 1982-83 1985 • This year marked the completion of decade (1975-1985) of NTPC? s existence. NTPC achieved a generating capacity of 220 MW by commissioning 11 units of 200 MW each at its various projects in country The government of India approved the setting of three gas based combine cycle projects by NTPC in Kawat in Gujarat, Auraiya in Uttar Pradesh and Anta in Rajasthan.
For these projects, the World Bank agreed to provide US$ 485 million, which was the largest single loan in the history of bank. 1987 • Crossed the 5000 MW capacity mark 1989 • Consultancy division launched 1990 • Total installed capacity crossed 10000MW 1992 • Acquisition by the company of Feroz Gandhi Unchahar Thermal Power Station (2×210 MW) from Uttar Pradesh Rajya Vidyut Utpadan Nigam Of Uttar Pradesh 1994 • Crossed 15000 MW of installed capacity 1995 • NTPC celebrated 20 yrs of its existence • A new logo was adopted • NTPC took over the 460 MW Talcher Thermal power Station from Orissa State Electricity Board 1997 Achieved 100 million units in a year 1998 • Commissioned the first Naphtha based plant at kayamkulam with a capacity of 350 MW 2000 • Commenced construction of a first hydro- electricity power project of 800 MW capacity in Himachal Pradesh 2002 • Three wholly owned subsidiaries viz. NTPC Electric Supply Company Limited, NTPC Hydro Limited, NTPC Vidyut Vyapar Nigam Limited incorporated. 2004 • NTPC became a listed company • NTPC made its debut issue of euro bonds amounting to USD 200 million in international market. NTPC STRATEGIES Technological Initiatives Introduction of steam generators (boilers) of the size of 800 MW ¦ Integrated Gasification Combined Cycle (IGCC) Technology ¦ Launch of Energy Technology Center -A new initiative for development of technologies with focus on fundamental R ¦ The company sets aside upto 0. 5% of the profits for R ¦ Roadmap developed for adopting „Clean Development Corporate Social Responsibility ¦ As a responsible corporate citizen NTPC has taken up number of CSR initiatives ¦ NTPC Foundation formed to address Social issues at national level ¦ NTPC has framed Corporate Social Responsibility Guidelines committing up to 0. % of net profit annually for Community Welfare Measures on perennial basis ¦ The welfare of project affected persons and the local population around NTPC projects are taken care of through well drawn Rehabilitation and Resettlement policies ¦ The company has also taken up distributed generation for remote rural areas Environment Management ¦ All stations of NTPC are ISO 14001 certified ¦ Various groups to care of environmental issues ¦ The environment Management Group ¦ Ash utilization Division ¦ Afforestation Group ¦ Centre for Power Efficiency & Environment Protection ¦ Group on Clean Development Mechanism
NTPC is the second largest owner of trees in the country after the Forest department Partnering government in various initiatives ? Consultant role to modernize and improvise several plants across the country. ? Disseminate technologies to other players in the sector. ? Consultant role “Partnership in Excellence” Programmers for improvement of PLF of 15 Power Stations of SEBs. ? Rural Electrification work under Rajiv Gandhi Grameen Vidyutikaran Yojana. Services offered by N TPC An entire gamut of services is offered in the areas mentioned above. These are: • · Owner’s Engineer Service s • · Lender’s Engineer Service s · Environment Engineering and Management • · Procurement Service s • · Project Management • · Quality Assurance and Inspection Service s • · Materials Management • · Construction Management, Erection and Commissioning • · Financial Systems and Modeling • · Operation and Maintenance • · Restoration, Efficiency Improvement and Renovation and Modernization • · HRD and Training, Research and Development, Management Consultancy RESEAR CH METHODOLOGY The study is carried on a proper planned and systematic manner. This methodology includes: ? Observation and collection of data. ? Analysis of data. Conclusion and suggestion based on analysis. TYPE OF RESEARCH DESCRIPTIVE RESEARCH:-It includes surveys and facts, findings enquire of different kinds. The major purpose is description of the State of Affair as it exists at person. EXPLORATORY RESEARCH: – The main purpose is that of formulating a problem for more precise investigation. The study involves filling of questionnaires, structured interviews, and personal observations i. e. It involves Surveys and facts, finding enquires of different kinds. DATA COLLECTION The task of data collection begins after a research problem has been defined and research design /plan chalked out.
There are several types of sources of data collection :- SOURCES OF DATA COLLECTION PRIMARY SOURCE: – The data collected for the first time. SECONDARY SOURCE: – Doing updation . i. e. the data which is already collected. Secondary ? Books ? HR manuals ? Internet ? Policy Folder Sample Size = 15 Sample Unit = To collect information about hiring process of the organization Non-probability sample…. RECRUITMENT Leaving behind all the other factors influencing the JOB Analysis, we would like to stick to the main subject of all the other factors that would be “Recruitment”. Definition: Recruitment is the process of finding and attracting capable applicants for a job to create a pool from which selection is to be made of the most suitable candidates”. The Process begins when new recruits/ candidates are sought and ends when their applications are submitted. Though theoretically recruitment process is said to end with the receipt of applications, in practice, the activity extends to the screening of applications so as to eliminate those who are not qualified for the job. The result is a pool of applicants from which selections for new employees are made. ” [pic]
Purpose & Importance:- The basic purpose of recruitment is to recruit as many as possible candidates so the best candidates would be selected for the Job opening. There are a few more purposes that are as follows:- 1. To broad base the applicant pool in order to get the right talent at the affordable cost. 2. Increase the pool of job candidates at lowest cost. 3. Help increase success rate of selection process by reducing number of under-qualified or over-qualified applications. 4. Meet legal and social obligations. 5. Identify and prepare potential job applicants. Sources of Recruitment.
There are basically two sources through which a companies or organisations would recruit people. Internal Recruitment (Source 1) i) Present employees ii) Employee referrals iii) Transfers. iv) Former Employees External Recruitment (Source 2) i) Professionals or Trade Associations ii) Advertisements iii) Employment Exchanges iv) Campus Recruitment v) Consultants Internal Sources These sources are those sources, which are directly related to the firm. These sources could be the employee referrals or old employees joining again or just transfer of employees to meet the demand in the other locations/ branches.
The Various kinds of Internal sources would be as follows:- A) Present Employees:- These sources are just the present employees of the firm, when ever the requirement comes and the firm has capable employees to match those designations, the employee are promoted and the solution is managed. B) Employment Referrals This source is one of the most important sources in today’s business world. Many firms/ organisation promote this source of employment opportunities. If the referred candidate is selected, some perks are provided to the employee who referred the candidate.
If I take an example as well, NTPC also promotes employment referrals and it even has a programme called the “ParichEY”, where the employees could post the referrals and if the candidate is selected a cash reward is given to the employee. C) Transfers:- In Internal transfers the employees are transferred from one location to other, so as to fill the gap in the required locations. In this case the designation of the person may also change, if required. D) Former Employees:- This is also and important source.
In this source, any employee who has left the before due to some reasons and is now interested to join back, is always given a preference. The companies usually trust their old/ own employees as they are well aware of the business environment and have worked before. Even NTPC does refer its old employees and a preference is given to those employees. External Sources:- These sources are also play a very important in organisations, to get the sufficient manpower companies use various sources apart from internal recruitment. Companies use various sources such as A) Professional or Trade Associates:-
These are those agencies that specialise their services in the supply of manpower. Organisations use the help of these agencies/ associates to complete the manpower gap. B) Advertisements:- The most important source to gather candidates or spread information. The advertisements earlier could be just based in news papers, but in recent times many job search engines have come up that help the companies to have an easy search of CV’s. Internet today has become an important source of advertisement. C) Employment Exchange:- Every Country has its own Employment Exchange branches, so does INDIA, In India; every state has an employment agency.
Many organisations also use this source for recruiting the most candidates as lots of eligible candidates are available. D) Campus Recruitment:- The most recent trend for companies to get good candidates is campus placement. An advantage to go for campus placement is sufficient amount of candidates could be selected. Organisations opt for this kind of recruitment is huge amount of candidates could be selected and the cost incurred is less as compared to other sources. E) Consultants:- Also one of the important sources. Many companies use the help of consultants to get the right candidates at the right time.
Consultants make it easier for organisations, as they get the right kind of CV as per the requirements of the organisation. Advantages & Disadvantages | Internal Recruitment | |Advantages |Disadvantages | |Less Costly |Old concept of doing things | |Candidates are already riented towards organization. |It abet raiding | |Organizations have better knowledge about internal candidates. |Candidates’ current work may be affected. | |Employee morale and motivation is enhanced |Politics play greater roles | | |Morale problem for those not promoted. | External Recruitment | |Advantages |Disadvantages | |Benefits of new skills, talents and Ideas |Better morale and motivation associated with internal recruiting | |Benefits of new experiences |is denied | |Compliance with reservation policy becomes easy |It is costly method | |Scope for resentment, jealousies, and heartburn are avoided. |Chances of creeping in false positive and false negative errors | | |Adjustment of new employees takes longer time. | SELECTION Meaning of Selection Selection is the process of picking up individuals (out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organization. A formal definition of Selection is as under: Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job. ” Difference between Recruitment & Selection |Recruitment |Selection | |Recruitment refers to the process of identifying and encouraging |Selection is concerned with picking up the right candidates from | |people with required qualifications to apply for job. |a pool of applicants. | |Recruitment is said to be positive in its approach as it seeks to|Selection on the other hand is negative in its application in as | |attract as many candidates as possible. much as it seeks to eliminate as many unqualified applicants as | | |possible in order to identify the right candidates. | Process / Steps in Selection 1. Selection Tests: Depending on various firms, some firms conduct a preliminary test for the candidates, if the candidate clears the test, He/She would be called for the further rounds of interview. Even inNTPC, we conduct a preliminary test for the candidates who have applied for the position of article trainees 2. Preliminary Interview: This is just the first round of interview. Some firms call it as an HR interview. The purpose of preliminary interviews is to know the details of the candidate and to weed out misfit candidates. 3. Manager Interview: The next step in selection is manager interview.
Here, interview is a formal and in-depth conversation to assess applicant’s suitability. It is considered to be an excellent selection device. Interview type and pattern can vary greatly. Interviews can be One-to-One or Panel Interview, where a group of senior managers would be taking the interview. 4. Selection Decision: After obtaining all the information, selection decision is made. The final decision has to be made out of applicants who have been identified as suitable. This stage in NTPC could also be said as the Interview with the Partner round, as the partner is the one who finalises the candidate and if he feels that the candidate is good he would select the candidate. 5. Job Offer:
This is basically the last step in selection process; the job is offered to those applicants who have successfully passed all tests & cleared all the rounds. It is completed by providing the letter of appointment. Essentials of Good Selection Practice 1. Detailed of Job Descriptions and Job Specifications should be prepared in advance and endorsed by the line manager. 2. Train the selectors to assess the right attributes in applicants. 3. Determine the proper selection process. 4. Check competence of recruitment consultants before hiring their services. 5. Involve line managers at all stages 6. Attempt to validate the procedure regularly 7. Help the appointed candidate to succeed by training and management development
RECRUITMENT AND SELECTION IN THE COMPANY The NTPC has the following way which it follows for recruiting the person :- A. PURPOSE The purpose of the company is to define the procedure of Recruitment & Selection in the company. B. SCOPE The scope of the company is to find the individuals seeking employment in the company. C. RESPONSIBILITY The responsibility is on the Manager-HRD/Operations Director-EAI Systems/Operation Director-TPB-India. D. AUTHORITY The Authority in the company is commensurate with responsibility SOURCES ON MAN POWER SUPPLY: INTERNAL: NTPC upgrades from within only for managerial positions, but only to some extent.
Because upgrading from within is considered better as the employee is already familiar with the organization, reduces training cost, helps in building morale and promotes loyalty. If no one capable for managerial position is found in its internal source, it looks out for external sources. It selects only the best employee for the organization TYPES: ? Former Employees- They ask the retired employees who are willing to work on a part-time basis, individuals who left work and are willing to come back for higher compensations. Even retrenched employees are taken up once again. ? Retirements: – If it’s not able to find suitable candidates in place of the one who had retired, after meritorious service. Under the circumstances, management decides to call retired managers with new extension. Internal notification (advertisement): – Most employees know from their own experience about the requirement of the job and what sort of person the company is looking for. Often employees have friends or acquaintances who meet these requirements. Suitable persons are appointed at the vacant posts. EXTERNAL: For the posts of technicians, engineers, floor managers etc, it looks out for external sources which include. • Agencies: TAPL • Institutions: Like B Schools, colleges, Management Institutes, etc. • Websites: www. indiatimesjob. com www. monster. com www. naukri. com Of the above three web sites given most widely used by the Infosys is the www. monster. om with the success rate of 80% followed by www. indiatimesjob. com at 60% and www. naukri. com at the success rate of 50%. External recruitment enables the company to get the best candidate. NTPC prefers external recruitment and mainly takes help from agencies and institutions as it’s a giant company and internal recruitment proves to be inadequate as its yearly targets are very high. Recruitment Targets for NTPC: Year No. of employees (per year) 2001. 10000 2002. 11000 2003. 13000 2004. 15000 2005. 18000 2006. 25000 ? CAMPUS: Campus recruitment is so much sought after that each college; university department or institute will have a placement officer to handle recruitment functions.
However, it is often an expensive process, even if recruiting process produces job offers and acceptances eventually. A majority leave the organization within the first five years of their employment. Yet, it is a major source of recruitment for prestigious companies. NTPC is the company of choice for campus recruitment programs in most major engineering institutes such as IITs, BITS etc. and at premier management institutes such as the IIMs. Engineering Institutes: Campus hiring at engineering institutes typically starts in May and continues through September. Senior managers and officers from NTPC actively participate in this hiring, to bring on board the next generation of bright, young and talented leaders for the company.
We encourage current students at the campuses we visit to use this opportunity to interact with the Infosys recruitment teams during the hiring process to understand the company and our people philosophy. We hire engineering graduates and post-graduates from all disciplines, and MCA students at the campuses. Management Institutes: Campus hiring at management institutes typically starts in December and continues through March. We hire management graduates from all disciplines, with or without prior work experience in software or other fields. All applications are pre-screened based on academic credentials. Short-listed candidates are usually invited for an interview as part of the selection process. Recruitment Process For On Campus
The recruitment process for the Management trainees will be as follows: • HR will initiate the campus recruitment process by sending the company’s literature to the campus, one month before the proposed date of recruitment. This will contain brochures of the company literature containing information about the company, the job profile and the remuneration package. Pre Placement Talks: • HR will coordinate with the Placement Cell of short listed Institutes and schedule Pre Placement talks (PPT) The HR head and a senior line Manager will form the Pre Placement Team. The following information will be carried to the Pre Placement Talks: a. Brochures or company literature containing information about the company, job profiles and the remuneration package. b. Application blanks c. Number of job openings
Screening of Application Blanks The Placement Coordinator/Administrative offices will short list candidates on the basis of predetermined eligibility criteria and send the list of short listed students to the company at least one week before the date of campus interviews. HR will then screen the application blanks that are received and short list them a second time according to the eligibility criteria. Any deviations will be highlighted and justified. A final list of candidates selected for interviews will be sent back to the Institute no later than one week before the selection process. Selection Process: Only Institutes where day 0, 1 or 2 is offered will be accepted.
All eligible candidates will undergo the following 2 – step selection process: 1. Group Discussion – This will be the first step of the selection process. Two members of the Campus Recruitment Team will observe each group discussion. Observations will be recorded in the Group Discussion Observation Form and compared for a final rating at the end of the Group Discussion. Topics will be a mix of economics, business and general awareness. 2. Candidates who are selected after the Group discussion will be called for a personal interview. Interview Observation Forms will be used to evaluate the candidate’s performance during the interview. Suggested Selection Criteria for Students
It is imperative to not only recruit those students who do well academically but also those who possess a winning attitude but may not have done as well academically. The following selection criteria can be used as a guide: a. Academics – Focus on students who have consistently done exceptionally well b. Extra and Co curricular activities – Focus on Leadership, Initiative c. Personality and Attitude – Focus on Communication, Presentation and Teamwork At the end of the selection process, the Campus Recruitment Team will compile a list of selected candidates and handover the same to the Placement Officer. An announcement can also be made to inform students at the same time. Offer Letters: • Offer Letters will be sent to the selected candidates within 7 days of the selection process at the Campus.
Candidates have to indicate his/her acceptance by signing and returning the copy of the letter to HR not more than15 days after receipt of the letter. Where required blank offer letters will be carried to the Campus and given at the time of placement itself. Eligibility criteria for candidates will be given to the Placement Officer at the end of the PPT. Eligibility Criteria a) A consistent academic record of 60% and above in all years of graduation in engineering b) Projects undertaken at the summer trainee/internship level (if any, in applied courses) • to the responsibilities accorded to the grade. ? OFF CAMPUS: It is the event for those candidates who do not get selected during campus recruitment.
The process remains the same; it just aims at giving those candidates a chance that were not able to go through the process before. These candidates also go through the same two rounds, here only the scale and basis on which they are evaluated changes. ? JOB FAIRS: What is job fair? Job fair is where several companies come under one roof for seeking eligible candidates who can join their company, after going through certain recruitment process followed by them. PROCESS FOLLOWED BY NTPC: ? Initially they advertise about the job fair in the local newspapers of all the states specifying the venue and date of the job fair. ? On the specified date, NTPC banners are put up at the venue.
They have around 3 to 4 counters. Initially these counters are used for registrations. Once the number of registrations is equal to the total capacity of all the counters, the registrations are stopped and the registered candidates fill the application forms at the counter. ? Next a logic test of 45 minutes is conducted and an English test of 15 minutes is conducted where in one is suppose to write an essay, to check their handwriting, vocabulary and sentence framing ability. ? Once the test is over, registrations for the next group start. At the same time the previous papers are evaluated and the candidates are selected for interview based on the cut-off marks. The candidates who are selected in the interview are informed then and there by displaying the list and are given the offer. ? The process is repeated for the next set of candidates. ? Job fair takes place for 3 to 4 days. ? ADVERTISEMENTS:- It is a popular method of seeking recruits, as many recruiters prefer advertisements because of their wide reach. NTPC advertises in: NEWS PAPERS: ? Times of India ? The economic times ? Indian express ? Hindustan times ? The financial express ? Employment papers MAGAZINES: ? Business world ? Business Today ? India Today ? capital market ? Business journals ? IT magazines ? Computer and technical journals WEB: ? www. ndiatimesjob. com ? www. monster. com ? www. naukri. com Advertisements contain proper information like the job content, working conditions, location of job, compensation including fringe benefits, job specifications, growth aspects, etc. The advertisement sells the idea that the company and job are perfect for the candidate. ? WALK-INS, WRITE-INS AND TALK-INS: Walk-ins are the most common and least expensive approach for candidates is direct applications, in which job seekers submit unsolicited application letters or resumes. Direct applications provide a pool of potential employees to meet future needs. Write-ins are those who send written enquiries.
These jobseekers are asked to complete application forms for further processing. Talk-ins involves the job aspirants meeting the recruiter (on an appropriated date) for detailed talks. No application is required to be submitted to the recruiter. ? CONSULTANTS: NTPC also seeks the help of consultants who are in the profession for recruiting and selecting managerial and executive personnel. They are useful as they have nationwide contacts and lend professionalism to the hiring process. They also keep prospective employer and employee anonymous. ? INDUSTRIES: NTPC also hires experienced professionals from the industry at various mid-level and senior positions. APPLICANT AT THE GATE
The enterprise depends to some extent upon casual labour or “applicant at the gate” and mail applicants. The candidates may appear personally at the company’s employment office or send their applications for possible vacancies. According to company the quality and quantity of such candidates depend on the image of the company in community. Prompt response to these applicants proves very useful for the company. The company find that this source is uncertain, and applicants reveal a wide range of abilities necessitating a careful screening. Despite these limitations, it forms a highly inexpensive source as the candidates themselves come to the gate of the company.
It also provides measures for a good public relations and accordingly , the candidates visiting the company must be received cordially. THE SELECTION PROCESS OF NTPC: Steps: 1. Initial screening of interviews: Initial Screening is done on the basis of applicants and applications. A preliminary interview is conducted so as to select the suitable candidate who can go through further stages of interviews. Normally for the posts of engineers degree cutoff is decided like say 60% on an average. If the candidates do not meet the requirement they are rejected. And for higher posts applications and applicants both play a major role in the screening process. 2.
Completion of application forms: Application form establishes the candidate’s general details like name, address, telephone number, education, job- related training, work-experience with dates, company names, and job details, professional or industrial involvement, hobbies and recreational pursuits. The company establishes as many hypotheses about the candidate from the details provided in the application form. It then decides what areas of information it needs to explore or investigate more specifically during the interview. Company sees to it that no judgment is passed about the candidate based only at this level. What drawn here is hypotheses and not conclusions.
Application forms are such framed that, they provide the necessary details to the organization without affecting the sentiments and feelings of the candidate. 3. Employment tests: ? logical test ? English test ? Vocabulary ? Reasoning ? Essay writing VARIOUS TESTS: Mental or intelligence tests: They measure the overall intellectual ability of a person and enable to know whether the person has the mental ability to deal with certain problems. Mechanical aptitude tests: They measure the ability of a person to learn a particular type of mechanical work. These tests helps to measure specialized technical knowledge and problem solving abilities if the candidate.
They are useful in selection of mechanics, engineers, etc. Intelligence test: This test helps to evaluate traits of intelligence. Mental ability, presence of mind (alertness), numerical ability, memory and such other aspects can be measured. It is taken to judge numerical, skills, reasoning, memory and such other abilities. Personality Test: It is conducted to judge maturity, social or interpersonal skills, behavior under stress and strain, etc. this test is very much essential on case of selection of sales force, public relation staff, etc. where personality plays an important role. Graphology Test: It is designed to analyse the handwriting of individual.
It has been said that an individual’s handwriting can suggest the degree of energy, inhibition and spontaneity, as well as disclose the idiosyncrasies and elements of balance and control. For example, big letters and emphasis on capital letters indicate a tendency towards domination and competitiveness. A slant to the right, moderate pressure and good legibility show leadership potential. Medical Test: It reveals physical fitness of a candidate. Medical servicing helps measure and monitor a candidate’s physical resilience upon exposure business hazards. 4. Interview: Formal Interview: Interviews are held in the employment office in a more formal atmosphere, with the help of well structured questions. Patterned Interview:
A patterned interview is also a planned interview, but it is more carefully pre-planned to a high degree of accuracy, precision and exactitude. With the help of job and man specifications, a list of questions and areas are carefully prepared which will act as the interviewer’s guide. Non-directive Interview: Here the interviewee is allowed to speak his mind freely. The interviewer has no formal or directive questions, but his all attention is to the candidate. He encourages the candidate to talk by a little prodding whenever he is silent e. g. “Mr. Ray, please tell us about yourself after you’re graduated from high school”. The idea is to give the candidate complete freedom to “sell” himself, without the encumbrances of the interviewer’s question. Depth Interview:
It is designed to intensely examine the candidate’s background and thinking and to go into considerable detail on particular subjects of an important nature and of special interest to the candidates. For example, if the candidate says that he is interested in tennis, a series of questions may be asked to test the depth of understanding and interest of the candidate. Stress Interview: It is designed to test the candidate and his conduct and behavior by him under conditions of str