Analysis of Effectiveness of Training and Development_HR

7/21/2019 Analysis of Effectiveness of Training and Development_HR

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Analysis of Effectiveness of Quality of Work

Life

A PROJECT REPORT SU!"TTE# TO

PU$JA TEC%$"CAL U$"&ERS"T'

JALANDHAR

IN PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE

AWARD OF DEGREE OF

!ASTER O( US"$ESS A#!"$"STRAT"O$

)!A #E*REE+

(2009-2011)

IGEF

Pro,ect *ui-e Su./itte- To

!iss S0aran1reet 2aur S03eta 20atanaLect)!A+ 4567889:;SAS $A*AR>!O%AL" )PU$JA+


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ACKNOWLEDGEMENT

"n 1re1arin? t0is re1ort a consi-era.le a/ount of t0inkin? an- infor/ational in1uts

fro/ various sources 3ere involve-@ " e1ress /y -ee1 sense of ?ratitu-e to /y

1ro,ect ?ui-e !iss@S0aran1reet 2aur> "*E(> A.0i1ur for 0er ecellent s1irit>

effective ?ui-ance> encoura?e/ent an- constant criticis/> 30ic0 ?ave /e t0e

confi-ence to co/1lete t0e 1ro,ect effectively@ "n s1ite of 0avin? a very .usy

sc0e-ule> s0e /a-e sure in every 3ay t0at " acBuire t0e .est 1ossi.le e1osure an-

kno3le-?e -urin? /y 1re1aration of researc0 re1ort un-er 0is ?ui-ance@ S0e ?ave

all t0e ti/e an- attention> 30ic0 " nee-e- to co/1lete /y researc0 an- co/1ile /y

re1ort in as /uc0 or-erly 3ay as 1ossi.le@

" a/ also t0ankful to all t0ose 1eo1le> 30o are -irectly or in-irectly associate- 3it0

t0e ti/ely co/1letion /y 1ro,ect> 3it0out 30ic0 " ot0er3ise 3oul- not 0ave a.le

to co/1lete /y researc0 re1ort@

S03eta 20atana

Stu-ent)!A 6

t0

SE!+


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DECLARATION

"> S03eta 20atna 0ere .y -eclare t0at t0e 1ro,ect re1ort su./itte- to /y colle?e>

"$#O *LOAL COLLE*E O( !A$A*E!E$T> in 1artial fulfill/ent for t0e

#e?ree of !aster of usiness A-/inistration on Analysis of Effectiveness of

Quality of Work Life is a result of /y o3n 3ork un-er continuous ?ui-ance an-

kin- co=o1eration of our colle?e faculty /e/.er> Lect@ S0aran1reet 2aur@ " 0ave

not su./itte- t0is 1ro,ect re1ort to any ot0er university for t0e re3ar- of any

-e?ree@

!iss S0aran1reet 2aur S03eta 20atana

Lect)!A+ Stu-ent )!A 8554=77+

"*E(> A.0i1ur "*E(> A.0i1ur


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CERTIICATE

T0is is to certify t0at S03eta 20atana 0as 3orke- on t0e 1ro,ect entitle- Analysis

of Effectiveness of Quality of Work Life@ T0is re1ort or any 1art of it 0as not

.een 1reviously su./itte- for t0e a3ar- of any ot0er -e?ree or -i1lo/a of eit0er

t0is University or any ot0er University@ T0is Pro,ect 3as -one un-er /y ?ui-ance

in 1artial fulfill/ent of t0e reBuire/ent for t0e a3ar- of !A -e?ree@ T0is

.onafi-e researc0 3ork is ori?inal an- 0er 1erfor/ance an- con-uct -urin? t0e

1erio- 3as satisfactory@

Pro,ect *ui-e

!iss S0aran1reet kaur


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TALE O( CO$TE$TS

!ERIAL NO" C#A$TER! $AGE NO"

C0a1ter=7

"ntro-uction

"ntro-uction to t0e 1ro,ect

C0a1ter 8Revie3 of Literature

C0a1ter ; $ee- an- O.,ective of t0e Stu-y

C0a1ter=6 "ntro-uction to t0e Co/1any

C0a1ter=:

Quality of 3ork life

6@7 intro-uction>

6@8 QWL !EA$S>

C0a1ter=9 Researc0 /et0o-olo?y

C0a1ter=< #ata analysis inter1retation

C0a1ter=DSu??estion> li/itation CO$CLUS"O$

C0a1ter=4 RE(ERE$CES

C0a1te=75 Anneure


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C0a1ter 7

"ntro-uction


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"$TRO#UCT"O$

The organization is the most signifcant and integral part o administration.

Hence, organization is a orm o group activities where people associateconsciously and interact with one another or the attainment o mutually

agreed purposes. To a large extent, organizational success and ailure

depends upon the good organizational structure and ecient manpower

working with it.

The Q! or Quality o ork !ie in an organization is essential to the smooth

running and the success o its employees. The ork " !ie #alancemust #e

maintained e$ectively to ensure that all employees are running at their peak

potential and ree rom stress and strain. %n organization&s H' department

assumes responsi#ility or the e$ective running o the Quality o ork !ie or

their employees. Quality o ork !ie helps employees to eel secure and like

they&re #eing thought o and cared or #y the organization in which they

work.

(eople are #ecoming more )uality conscious as o their work, the products

and the )uality o their work lie. *ciency o each activity depends on the

)uality o work lie o the people. Quality o work lie is not #ased on

particular theory nor does advocate a particular theory techni)ue or

application. +nstead )uality o work lie is concern with the over all climate o

work. Quality o work lie will #e varying rom place to place, industry to

industry and culture to culture.

Term quality of work life (QWL):-otivation and satisaction always remain a great concern o manager and

management thinkers. The -apanese people use Q!, term or two concepts

o motivation and satisaction.
http://blog.timesjobs.com/tag/work-life-balance/http://blog.timesjobs.com/tag/work-life-balance/


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Quality of %ork life& conce't(&

Quality o work lie Q!/ is a process o work organizations,

which ena#les its mem#er at all levels to actively participate in shaping the

organization&s environment, methods and outcome. HARVARD professor

RIHARD !" WALT#$ purposes the ollowing eight ma0or conceptual

categories to provide a rame work or analyzing its salient eature1

%de)uate and air compensation.

2ae and healthy working condition.

+mmediate opportunity to use and develop human capacities.

3urther opportunity or continued growth and security.

2ocial integration in work environment.

4onstitutionalism or the 5rule o law in the work organization.

ork and the total lie space.

The social relevance o work lie.

Quality of work life mea%s:

Q! means having1

6ood supervision,

6ood working condition,

6ood pay and #enefts,

%n interesting, challenging and 0o#.

The key elements in Q! include1

7ecision participation,

'estructuring the nature o the work,

*nhancing the work environment and

7efning the reward structure.


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The most important determinant o Q! is career achievement, ollowed #y

career satisaction and career #alance.

@ Stress at 3ork is often consi-erein isolation> 30erein it is assesse- on t0e .asis t0at attention

to an in-ivi-uals stress /ana?e/ent skills or t0e sources of stress 3ill 1rove to 1rovi-e a ?oo-

enou?0 .asis for effective intervention@ Alternatively>,o. satisfaction/ay .e assesse-> so t0at

action can .e taken 30ic0 3ill en0ance an in-ivi-uals 1erfor/ance@ So/e30ere in all t0is> t0ere

is often an a3areness of t0e ?reater contet> 30ereu1on t0e 0o/e=3ork contet is consi-ere-> for

ea/1le> an- ot0er factors> suc0 as an in-ivi-uals 1ersonal c0aracteristics> an- t0e .roa-er

econo/ic or cultural cli/ate> /i?0t .e seen as relevant@ "n t0is contet> su.,ective 3ell=.ein? is

seen as -ra3in? u1on .ot0 3ork an- non=3ork as1ects of life@

%o3ever> /ore co/1le /o-els of an in-ivi-uals e1erience in t0e 3ork1lace often a11ear to .e

set asi-e in an en-eavour to si/1lify t0e 1rocess of tryin? to /easurin? stress or so/e

si/ilarly a11arently -iscrete entity@ "t /ay .e> 0o3ever> t0at t0e consi-eration of t0e .i??er>

/ore co/1le 1icture is essential> if tar?ete-> effective action is to .e taken to a--ress Buality of

3orkin? life or any of its su.=co/1onents in suc0 a 3ay as to 1ro-uce real .enefits> .e t0ey for

t0e in-ivi-ual or t0e or?anisation@

Quality of 3orkin? life 0as .een -ifferentiate- fro/ t0e .roa-er conce1t of Buality of life@Toso/e -e?ree> t0is /ay .e overly si/1listic> as EliFur an- S0ye>)7445+ conclu-e- t0at Buality of

3ork 1erfor/ance is affecte- .y Buality of lifeas 3ell as Buality of 3orkin? life@ %o3ever> it

3ill .e ar?ue- 0ere t0at t0e s1ecific attention to 3ork=relate- as1ects of Buality of lifeis vali-@

W0ilst Buality of life0as .een /ore 3i-ely stu-ie-> Buality of 3orkin? life> re/ains relatively

une1lore- an- une1laine-@ A revie3 of t0e literature reveals relatively little on Buality of

3orkin? life@ W0ere Buality of 3orkin? life 0as .een e1lore-> 3riters -iffer in t0eir vie3s on its

core constituents@

"t is ar?ue- t0at t0e 30ole is ?reater t0an t0e su/ of t0e 1arts as re?ar-s Buality of 3orkin? Life>

an-> t0erefore> t0e failure to atten- to t0e .i??er 1icture /ay lea- to t0e failure of interventions

30ic0 tackle only one as1ect@ A clearer un-erstan-in? of t0e inter=relations0i1 of t0e various
http://en.wikipedia.org/wiki/Job_satisfactionhttp://en.wikipedia.org/wiki/Quality_of_lifehttp://en.wikipedia.org/wiki/Quality_of_lifehttp://en.wikipedia.org/wiki/Quality_of_lifehttp://en.wikipedia.org/wiki/Quality_of_lifehttp://en.wikipedia.org/wiki/Quality_of_lifehttp://en.wikipedia.org/wiki/Job_satisfactionhttp://en.wikipedia.org/wiki/Quality_of_lifehttp://en.wikipedia.org/wiki/Quality_of_lifehttp://en.wikipedia.org/wiki/Quality_of_lifehttp://en.wikipedia.org/wiki/Quality_of_life


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facets of Buality of 3orkin? life offers t0e o11ortunity for i/1rove- analysis of cause an- effect

in t0e 3ork1lace@

T0is consi-eration of Buality of 3orkin? Life as t0e ?reater contet for various factors in t0e

3ork1lace> suc0 as,o. satisfactionan- stress> /ay offer o11ortunity for /ore cost=effective

interventions in t0e 3ork1lace@ T0e effective tar?etin? of stress re-uction> for ea/1le> /ay

ot0er3ise 1rove a 0o1eless task for e/1loyers 1ressure- to take action to /eet ?overn/ental

reBuire/ents@

!o-els an- co/1onents of Buality of 3orkin? life

&arious aut0ors an- researc0ers 0ave 1ro1ose- /o-els of Buality of 3orkin? life 30ic0 inclu-e a

3i-e ran?e of factors@ Selecte- /o-els are revie3e- .elo3@

%ack/an an- Ol-0a/ )74

Task "-entity>

Task si?nificance>

Autono/y an-

(ee-.ack@

"n contrast to suc0 t0eory .ase- /o-els> Taylor )74 0ours an-

3orkin? con-itions> an- t0e intrinsic ,o. notions of t0e nature of t0e 3ork itself@ %e su??este-

t0at a nu/.er of ot0er as1ects coul- .e a--e-> inclu-in? G

in-ivi-ual 1o3er>
http://en.wikipedia.org/wiki/Job_satisfactionhttp://en.wikipedia.org/wiki/Job_satisfaction


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e/1loyee 1artici1ation in t0e /ana?e/ent>

fairness an- eBuity>

social su11ort>

use of ones 1resent skills>

self -evelo1/ent>

a /eanin?ful future at 3ork>

social relevance of t0e 3ork or 1ro-uct>

effect on etra 3ork activities@

Taylor su??este- t0at relevant Buality of 3orkin? life conce1ts /ay vary accor-in? to

or?anisation an- e/1loyee ?rou1@

Warr an- collea?ues )74 in an investi?ation of Buality of 3orkin? life> consi-ere- a ran?e of

a11arently relevant factors> inclu-in? G

3ork involve/ent>

intrinsic ,o. /otivation>

0i?0er or-er nee- stren?t0>

1erceive- intrinsic ,o. c0aracteristics>

,o. satisfaction>

life satisfaction>

0a11iness>an-
http://en.wikipedia.org/wiki/Job_satisfactionhttp://en.wikipedia.org/wiki/Life_satisfactionhttp://en.wikipedia.org/wiki/Happinesshttp://en.wikipedia.org/wiki/Happinesshttp://en.wikipedia.org/wiki/Job_satisfactionhttp://en.wikipedia.org/wiki/Life_satisfactionhttp://en.wikipedia.org/wiki/Happiness


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self=rate- aniety@

T0ey -iscusse- a ran?e of correlations -erive- fro/ t0eir 3ork> suc0 as t0ose .et3een 3ork

involve/ent an- ,o. satisfaction> intrinsic ,o. /otivation an- ,o. satisfaction> an- 1erceive-

intrinsic ,o. c0aracteristics an- ,o. satisfaction@ "n 1articular> Warr et al@ foun- evi-ence for a/o-erate association .et3een total ,o. satisfaction an- total life satisfactionan- 0a11iness>3it0

a less stron?> .ut si?nificant association 3it0 self=rate- aniety@

T0us> 30ilst so/e aut0ors 0ave e/10asise- t0e 3ork1lace as1ects in Buality of 3orkin? life>

ot0ers 0ave i-entifie- t0e relevance of 1ersonality factors> 1syc0olo?ical 3ell .ein?> an- .roa-er

conce1ts of0a11inessan- life satisfaction@

(actors /ore o.viously an- -irectly affectin? 3ork 0ave> 0o3ever> serve- as t0e /ain focus of

attention> as researc0ers 0ave trie- to tease out t0e i/1ortant influences on Buality of 3orkin?

life in t0e 3ork1lace@

T0ey -efine- Buality of 3orkin? life as satisfaction of t0ese key nee-s t0rou?0 resources>

activities> an- outco/es ste//in? fro/ 1artici1ation in t0e 3ork1lace@ $ee-s as -efine- .y t0e

1syc0olo?ist>A.ra0a/ !aslo3> 3ere seen as relevant in un-er1innin? t0is /o-el> coverin?

0ealt0 safety> econo/ic an- fa/ily> social> estee/> actualisation> kno3le-?e an- aest0etics>

alt0ou?0 t0e relevance of non=3ork as1ects is 1lay -o3n as attention is focusse- on Buality of

3ork life rat0er t0an t0e .roa-er conce1t of Buality of life@

T0ese atte/1ts at -efinin? Buality of 3orkin? life 0ave inclu-e- t0eoretical a11roac0es> lists of

i-entifie- factors> correlational analyses> 3it0 o1inions varyin? as to 30et0er suc0 -efinitions

an- e1lanations can .e .ot0 ?lo.al> or nee- to .e s1ecific to eac0 3ork settin?@

earfiel-> )855;+ use- 79 Buestions to ea/ine Buality of 3orkin? life> an- -istin?uis0e-

.et3een causes of -issatisfaction in 1rofessionals> inter/e-iate clerical> sales an- service

3orkers> in-icatin? t0at -ifferent concerns /i?0t 0ave to .e a--resse- for -ifferent ?rou1s@

T0e -istinction /a-e .et3een ,o. satisfaction an- -issatisfaction in Buality of 3orkin? life

reflects t0e influence of ,o. satisfaction t0eories@ %erF.er? at al@> )74:4+ use- %y?iene factors

an- !otivator factors to -istin?uis0 .et3een t0e se1arate causes of ,o. satisfaction an- ,o.
http://en.wikipedia.org/wiki/Life_satisfactionhttp://en.wikipedia.org/wiki/Happinesshttp://en.wikipedia.org/wiki/Happinesshttp://en.wikipedia.org/wiki/Happinesshttp://en.wikipedia.org/wiki/Happinesshttp://en.wikipedia.org/wiki/Life_satisfactionhttp://en.wikipedia.org/wiki/Life_satisfactionhttp://en.wikipedia.org/wiki/Abraham_Maslowhttp://en.wikipedia.org/wiki/Quality_of_lifehttp://en.wikipedia.org/wiki/Quality_of_lifehttp://en.wikipedia.org/wiki/Life_satisfactionhttp://en.wikipedia.org/wiki/Happinesshttp://en.wikipedia.org/wiki/Happinesshttp://en.wikipedia.org/wiki/Life_satisfactionhttp://en.wikipedia.org/wiki/Abraham_Maslowhttp://en.wikipedia.org/wiki/Quality_of_life


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-issatisfaction@ "t 0as .een su??este- t0at !otivator factors are intrinsic to t0e ,o.> t0at isH ,o.

content> t0e 3ork itself> res1onsi.ility an- a-vance/ent@ T0e %y?iene factors or -issatisfaction=

avoi-ance factors inclu-e as1ects of t0e ,o. environ/ent suc0 as inter1ersonal relations0i1s>

salary> 3orkin? con-itions an- security@ Of t0ese latter> t0e /ost co//on cause of ,o.

-issatisfaction can .e co/1any 1olicy an- a-/inistration> 30ilst ac0ieve/ent can .e t0e ?reatest

source of etre/e satisfaction@

An in-ivi-uals e1erience of satisfaction or -issatisfaction can .e su.stantially roote- in t0eir

1erce1tion> rat0er t0an si/1ly reflectin? t0eir real 3orl-@ (urt0er> an in-ivi-uals 1erce1tion

can .e affecte- .y relative co/1arison I a/ " 1ai- as /uc0 as t0at 1erson = an- co/1arisons of

internalise- i-eals> as1irations> an- e1ectations> for ea/1le> 3it0 t0e in-ivi-uals current state

)La3ler an- Porter> 7499+@


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HA&T!R '

R!VI!W #LIT!RATR!

'*8+* 93 !+T*'%T:'*

Quality of 3ork life 0as .een -ifferentiate- for/ t0e .roa-er conce1t of Buality of 3ork life@ To

so/e -e?ree> t0is /ay .e overly si/1listic> as EliFur an- s0y> )7445+ conclu-e- t0at Buality of


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3ork 1erfor/ance is affecte- .y Buality of 3ork life@ it 3ill .e ar?ue- 0ere t0at t0e s1ecific

attention to 3ork= relate- as1ects of Buality of life is vali-@

a.a an- Ja/al )7447+ liste- 30at t0ey -escri.e- as ty1ical in-icators of Buality of 3orkin? life>

inclu-in?G ,o. satisfaction> ,o. involve/ent> 3ork role a/.i?uity> 3ork role conflict> 3ork role

overloa-> ,o. stress> or?aniFational co//it/ent an- turn=over intentions@

Sir?y et al@H )8557+ su??este- t0at t0e key factor in Buality of 3ork life areG $ee- satisfaction

.ase- on ,o. reBuire/ents> $ee- satisfaction .ase- on 3ork environ/ent> $ee- satisfaction

.ase- on su1ervisory .e0aviour> Or?aniFation co//it/ent@ T0ey -efine- Buality of 3orkin? life

as satisfaction of t0ese key nee-s t0rou?0 resources> activities an- outco/es ste//in? fro/

1artici1ation in t0e 3ork 1lace

Sayee- an- Sin0a )74D6+ ea/ine- t0e relations0i1 .et3een QWl> ,o. stress an- 1erfor/ance@

T0e result in-icate t0at 0i?0er QWL lea-s to ?reater ,o. satisfaction@

Re0/an )74D6+ in 0is stu-y on t0e in-ustrial 3orker of "n-ia foun- t0at su.,ects 0avin? lo3

e-ucational .ack?roun- an- lo3er inco/e 0a- .etter 1erce1tion of QWL t0an t0ose 0avin?

0i?0er e-ucation an- 0i?0er inco/e@

%aBue )7448+ in 0is stu-y foun- t0at QWL is 1ositively relate- to 1erfor/ance an- ne?atively

correlate- to a.senteeis/@ ut 0e foun- no relations0i1 .et3een 1erceive- QWL an- 3orkers

a?e> e-ucation an- ,o. e1erience@


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C#A$TER )

9;-*4T+8*2 93 TH* 2T:7 3ork

1attern an- 3ork life .alance@

A ?reat 3ork 1lace is /easure- .y t0e Buality of t0ree> interconnecte- relations0i1s t0at eits

t0ere@

T0e relations0i1 .et3een e/1loyees an- /ana?e/ent@

T0e relations0i1 .et3een e/1loyees an- t0eir ,o.co/1any@

T0e relations0i1 .et3een e/1loyees an- ot0er co=e/1loyees@

T0is researc0 ena.les to cover t0e ?a1 i-entifie- fro/ t0e revie3 of literature@ T0at is 30y a nee-

3as felt to con-uct a fres0 researc0 in t0is area@

!co'e of t*e !tu+y,s

T0e sco1e of t0e stu-y 3as restricte- to $%PC LT# )CPS ""+> %i/ac0al Pra-es0 )C0a/.a+@

OJECT"&ES O( T%E STU#'
http://blog.timesjobs.com/tag/work-life-balance/http://blog.timesjobs.com/tag/work-life-balance/


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(ollo3in? 3ere t0e o.,ectives for carryin? on t0e stu-yG

7+ To stu-y Buality of 3ork life at-C$! II./

8+ To analyFe t0e 1erce1tion of e/1loyees re?ar-in? QWL

;+ To stu-y t0e i/1act of QWL on ,o. satisfaction@

Hypot*esis of t*e +tu,y

7+ QWL 3ill .e 0i?0 at -C$! II./

8+ QWL 3ill .e 0i?0est a/on? eecutives an- lo3est at t0e 3orkers level@

;+ Jo. satisfaction level increase 3it0 t0e i/1rove/ent in t0e level of QWL@


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C*a'ter 0

INTROD1CTION O T#E

COM$AN2


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N#$C

"n "n-ia> electricity is 1ro-uce- in various sector 0y-ro> ti-al> 3in-> ?eot0er/al ?as 1otential@

$%PC is t0e 1o3er or?aniFation in t0e fiel- of 0y-ro sector@ It %as esta3lis*e+ on 4t*

Nove53er 6748"

N#$Cis a sc0e-ule KA enter1rise of t0e ?overn/ent of "n-ia@ Wit0 an aut0oriFe- s0are ca1ital

of Rs@ 7:>555 crore an- an invest/ent .ase of a.out Rs@ ;9>:85 crore@ $%PC is ranke- as a

1re/ier or?aniFation in t0e country for -evelo1/ent of 0y-ro1o3er@ N#$C is a5on9 t*e TO$

TEN co5'anies in t*e country in ter5s of invest5ent@ Acre-ite- 3it0 I!O(7::6&;::: I!O(

60::6&;::0 certificates for its Buality syste/ environ/ent concerns@N#$C Cor'orate

office is in ARIDA $%PC 0as co/1lete- 6)'ro=ects 3it0 a total installe-ca1acity of 8648 MW 30ic0 inclu-es 6:::MW@"n-ira Sa?ar 1ro,ect :85 !W O/kares03ar

1ro,ect

COR$ORATE MI!!ION > O


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$RO?ECT! O N#$C IN INDIA

N#$C AN O@ER@IEW

'ear of esta.lis0/ent G 74555 crores

Asset value G Rs@8:>555 crores

Pro,ects co/1lete- G 7;)699: !W+


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!an1o3er G 7;>776

Pro,ects co//issione-

On -e1osit turnkey .asis G 8 )


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#urin? t0e financial year 855D=8554> $%PC 1o3er stations ac0ieve- t0e 0i?0est ?eneration

0. 1T1RE $LAN!&Road Ahead

* NHDC - A Joint venture between NHPC & Govt. of Madhya Pradeh

8. RE!EARC# > DE@ELO$MENT&Roots of Success

Sustaine- effort to3ar-s i/1rove/ent 1erfection to3ar-s attain/ent of

Self IReliance

"/1ort Su.stitution

Trou.le Ifree o1eration

(aster construction

Efficiency "/1rove/ents

"nnovations

B. Environ5ent $rotection

Major Thrust AreasEnviron/ental "/1act Assess/ent )E"A+

Socio IEcono/ic Stu-ies

Stu-y of aBuatic ecosyste/

Water Buality stu-ies

Co/1ensatory #eforestation


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4. Infor5ation Tec*nolo9y > co55unication&

"T infrastructure 0as .een setu1 in /ore t0an ;: locations of $%PC across t0e country@

All t0e locations are connecte- to cor1orate office .et3een t0e/selves t0rou?0 /ulti=/o-e>

fail safe co//unication syste/ to 1rovi-e voice> fa -ata vi-eo conferencin? services@

. COR$ORATE !OCIAL RE!$ON!I t0e co/1any 0as taken initiative likeG

Creatin? of %er.al Parks

utterfly Parks

Catc0/ents Area Treat/ent

(is0eries /ana?e/ent

Lar?e Scale Afforestation

7. #1MAN RE!O1RCE

$%PC follo3s Peo1le (irst A11roac0 to levera?e t0e 1otential of its a.out 78:55 e/1loyees to

fulfill its .usiness 1lans@

T0e cor1oration 0as t0e lar?est skille- /an1o3er in t0e country@


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6:. $ERORMANCE #IG#LIG#T! D1RING ;::7(6:&

7+ $%PC 0as conferre- !ini Ratna status .y t0e ?overn/ent of in-ia@

8+ Ac0ieve- 0i?0 sales turnover of Rs 8>9866 crore@

;+ Ac0ieve- 0i?0est ever net 1rofit of Rs 7>5556

crore last year@

6+ *enerate- 79945 /illion units electricity a?ainst 76D7; /illion units ?enerate- -urin?

1revious year t0ere .y re?isterin? an increasin? of 78@94@

:+ $%PC is t0e only central 1o3er sector un-ertakin? )CPSU+ to a-- ca1acity -urin? t0is

1erio-@


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C#A$TER 8
http://www.nhpcindia.com/Projects/English/Scripts/Prj_Introduction.aspx?vid=1http://www.nhpcindia.com/Projects/English/Scripts/Prj_Introduction.aspx?vid=7http://www.nhpcindia.com/Projects/English/Scripts/Prj_Introduction.aspx?vid=62http://www.nhpcindia.com/Projects/English/Scripts/Prj_Introduction.aspx?vid=8http://www.nhpcindia.com/Projects/English/Scripts/Prj_Introduction.aspx?vid=63http://www.nhpcindia.com/Projects/English/Scripts/Prj_Introduction.aspx?vid=9http://www.nhpcindia.com/Projects/English/Scripts/Prj_Introduction.aspx?vid=11http://www.nhpcindia.com/Projects/English/Scripts/Prj_Introduction.aspx?vid=64http://www.nhpcindia.com/Projects/English/Scripts/Prj_Introduction.aspx?vid=15http://www.nhpcindia.com/Projects/English/Scripts/Prj_Introduction.aspx?vid=14http://www.nhpcindia.com/Projects/English/Scripts/Prj_Introduction.aspx?vid=16http://www.nhpcindia.com/Projects/English/Scripts/Prj_Introduction.aspx?vid=26http://www.nhpcindia.com/Projects/English/Scripts/Prj_Introduction.aspx?vid=17


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,anager.H'/

%, .!aw/ H' 9fcer>+ H' 9fcer>++

H' 9fcer>+++

H' 9fcer>+8

('9 %ssHindiofcer

HA$ R!+#R! HART

#R.A$I/ATI#$AL HART (lat +tru0ture)

H

A$ R!+#R! D!V!L#&!$T

#evelo1/ent takes 1lace only 30en an in-ivi-ual 1erceives a ?a1 .et3een 30at 0e

s0oul- -o or 30at 0e 3oul- like to -o 30at 0e actually -oes@

T0e stren?t0 of any or?aniFation is its 1eo1le@ "f 1eo1le are atten-e- to 1ro1erly .y

reco?niFin? t0eir talents> -evelo1in? t0eir ca1a.ilities utiliFin? t0e/

a11ro1riately> or?aniFation are likely to .e -yna/ic ?ro3@

"t si/1ly /eans -evelo1/ent for t0e sake of %R or to i/1rove t0e/@


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I$ $H&There is a special H'7 4orner in which the di$erent kinds o training programs are

given.

Training (rograms which are conducted or the welare o the employees in =H(4

are1

Training (rogram on ?2ampoorna ellness 2tress anagement@

Training (rogram on Hydrological %nalysis A planning o Hydro (ower (ro0ects.

Training (rogram on anaging Quality.

Training (rogram on (ersonality 7evelopment.

Training (rogram on 2trategic anagement.

Training (rogram on anaging (eople.

We Should Know About

Classifcation O Posts In NHPC And Their Codes:


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!ATR!+

!ocation

7istt

4ham#a in

H.(.

%pproach

nearest 'ail

Head

(athankot

4apacity

BCC B

DECC /

%nnual

6eneration

EFFGCus

(ro0ect 4ost

's. EGG.IJ

crores

completion 4ost/

;enefciary 2tate :ttranchal, H.(, Haryana,

-AK, (un0a#, 'a0asthan, A

4handigarh.

4adreL6roup (ost 6rade 4ode

anagement

4adre

*xecutive 7irector

6eneral anager

4hie *ngineerL4hie

2enior anager

*G

*M

*J

*F

*xecutive 4adre anager

7eputy anager

%ssistant anager

*ngineerL9cerLT*LT9

%sstt. *ngr. L%sstt.

9cer

*I

*N

*B

*L*%

*E

2upervisory

4adre

2r.2upervisor 2pl

2r.2upervisor 6r>+

2r.2upervisor 6r>++

2upervisor

2N

2B

2

2E

orkmen 4adre Highly 2killed 6r>++L+

2killedLinisterial

6r+++L++L+L2pl

2emi 2killed 6r>+++L++L+L2pl

:n 2killed 6r>+++L++L+L2pl

MLG

NLILFLJ

LNLILF

CLELLBLN


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A00ommo,atio% A1aila2le for !mployees

A Ty1e 756

Ty1e 7:9

S1ecial ;9

C Ty1e 89

# Ty1e D

# S1ecial 7

TotalG= ;;7

$I#$ # HA!RA W!R +TATI#$ 3II

C0a/era 2ara/c0ari San?0 "in- Sta?e )!S+

C0a/era Sta?e I"" E/1loyees Union )A"TUC+C0a/era %y-rel Workers an- 2ara/c0ari San?at0anss )"$TUC+

+TRTR! # TH!+! $I#$+:

&R!+ID!$T

VI! &R!+ID!$T

.!R +!R!T!R4


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5#I$T +!R!TAR4

W#R6!R+

#75!TIV!+:

9#0ectives o these unions are as ollows1

E1 To ensure !a#our welare

1 To make participation o worker in management decision

making

B1 To aware the workers a#out their rights

N1 To make cordial relations #etween management and workers

I1 To cur# the exploitation o the workers

F1 To work as the representatives o the workers

LA7#R W!LAR! +!RVI!+

(or .etter Buality of 3ork life> or?aniFation Provi-e- .etter facilities a/enities for t0eir

fa/ilies so t0at t0ey can -o t0eir ,o. tension free s/oot0ly @ %ealt0y con-ucive 3orkin?

con-itions at 3ork 1lace increase t0e /orale of 3orkers t0ey can take keen interest to t0eir 3ork


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30ic0 is necessary for increasin? t0e 1ro-uctivity re-uces a.senteeis/ turnover in e/1loyees@

T0e /ana?e/ent 0ave .een en-urin? to i/1rove t0e .asic nee-s facilities of t0e e/1loyees@

T0e 1rinci1al Act to 1rovi-e for various la.our 3elfare /easures in "n-ia is t0e (actory Act

contains=

)7+ Statutory Welfare Services@

)8+ $on = Statutory Welfare Services

Statutory or non=statutory 1rovisions are -iscusse- in .rief follo3in?@

!TAT1OR2 WELARE !ER@ICE

-A. Drinkin9 Water

"n Offices 3ork site effective arran?e/ent 0as .een /a-e to 1rovi-e safe 1ure -rinkin? 3ater

for all 1ersons e/1loye- t0erein@

-


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" s0ift G 9G55 A@!@ to 8G55 P@!@

"" s0ift G 8G55 P@!@ to 75G55 P@!@

""" s0ift G 75G55 P@!@ to 9G55 A@!@

(!) ompe%satory #8

*very workmen shall #e entitled to grant o weekly o$ in accordance with provisions o

the 3actories %ct.

) ( + Unifor/ Liveries

All 3ork/en an- su1ervisors are entitle- to unifor/s .ot0 for su//er an- 3inter as 1er lai--o3n nor/s@

)*+ Was0in? allo3ance

T0ere is a 1rovision for 3as0in? allo3ance ?iven to all t0e e/1loyees@

)"+ Canteen/ess

T0ere is a canteen/ess at office site fiel- 0ostel 1rovi-e- .y t0e /ana?e/ent an- t0e

sa/e are run .y t0e contractors 1rovi-in? tea> lunc0 to t0e e/1loyees@

Canteen=7>

!ess=7> in office@

$O$= STATUTOR' WEL(ARE SER&"CES

"n 1ro,ect a?ree/ents a1art fro/ statutory 1rovisions so/e non=statutory 3elfare

1rovisions 0ave .een /a-e are -iscusse- .elo3=G

)A+ %ousin?=G %ousin? is t0e 1ri/ary 0ee- of a /an@ "n C0a/era> sta?e=ii> 1ro,ect t0e 0ousin?

.uil-in? is in 2arian> C0a/.a@ ut so/e e/1loyees of C0a/era sta?e=""" live- in 2arian>


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C0a/.a@ $%PC 1rovi-e- 0ousin? facilities to e/1loyees> 3ater an- electric su11ly to 0ouses

an- fans to eac0 0ouse@

)+ (iel- %ostel=G "n C0a/era sta?e=ii> 1ro,ect 0ostel facility is availa.le in 2arian> C0a/.a@

T0ere is 65 sin?le roo/s in t0e 0ostel@

)C+ E-ucation=G E-ucation is t0e /ost i/1ortant 1art of t0e life@ So t0at $%PC 0ave .een

1rovi-e- t0e sc0ool facility@ "n 2arian> C0a/.a@ $%PC 1rovi-e- 2en-riya &i-yalaya U1to class

M""@ T0e .uil-in? fun-s an- resi-ential acco//o-ation 0as .een 1rovi-e- .y $%PC@

)#+ %os1ital an- #is1ensaries=G $%PC 0as 1rovi-e- t0e 0os1ital an- -is1ensaries to all t0e

e/1loyees@ At t0e 3ork site> t0ere is a 0os1ital 30o 1rovi-es first ai- facility an- tere is only one

-octor@ ut in 2arian> C0a/.a> T0ere is t0e /ain 0os1ital@ T0ere are t0ree -octors inclu-in?

La-y #octor@ %ea- of t0e 0os1ital is Senior C0ief !e-ical Officer@ Un-er 0is control Para

/e-ical staff are 3orkin?@

S3i11er G 8

%el1ers G 9

#resser G 7

P0ar/acist G ;

Staff $urse G 7

La. tec0nician G 7

M=Ray tec0nician G 7

T0is %os1ital 0as total 75 nos@ of .e-s@

(ollo3in? (acilities are availa.le in C0a/era %os1ital G

7+ O1eration T0eater

M=Ray Roo/

La.oratory

S1ecial 3ar-

Se1arate La-ies *ents 3ar-s


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!aternity 3ar-

E@C@*@ an- Ultrasoun- Roo/

La.our Roo/

"solation Roo/

T0ere is one -is1ensary in #0ar3ala> an- one is in 2arian> C0a/.a@

)E+ Leave Travel Concession ) LTC +=G An e/1loyee can en,oy LTC to %o/e to3n or any ot0er

1lace in "n-ia li/ite- to7D55 2@!@ eac0 3ay> once in a .lock of t3o years@ Total e1en-iture in

air> rail> .us> tai fare is rei/.urse-@

)(+ Trans1ort facilities=G A Pro,ect .us 0as .een 1rovi-e- to every 3orker to 3orkin? 1lace an-

fro/ 3orkin? 1lace to colony@ Pro,ect .uses are 1rovi-e- to e/1loyee its fa/ily fro/ colonies

to station station to colonies@

)*+ $ational (estival %oli-ays=G 7< -ays are -eclare- as 0oli-ays@ T0e 0oli-ays are ?iven to all

t0e e/1loyees 30ile inclu-in? ; $ational 0oli-ays i@e@ "n-e1en-ence #ay> Re1u.lic -ay> *an-0i

Jayanti@

)J+ Provi-ent (un-=G All e/1loyees in t0is 1ro,ect receives t0e .enefit of P@(@N 78 of t0e 1ay

an- eBual e/1loyer contri.ution@


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o%ta0t for t*is pro9e0t report

all at ;?@'=

Analysis of Effectiveness of Training and Development_HR

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