Summer Training Project Report On

EMPLOYEE WELFARE FACILITIES AT EMPLOYEE WELFARE NTPC TOWNSHIP

July-August 2011

rahul Hewlett-Packard 8/1/2011

SUBMITTED BY: Surbhi Sachdeva 36 MBA-IIIrd Semester

TABLE OF CONTENT
S. NO

TOPIC
ACKNOWLEDGEMENT PREFACE EXECUTIVE SUMMARY DECLARATION COMPANY PROFILE HR IN NTPC EMPLOYEE WELFARE IMPORTANCE AND OBJECTIVES RESEARCH METHODOLOGY DATA ANALYSIS & INTERPRETATION FINDINGS & SUGGESTIONS ANNEXURE BIBLOGRAPHY

1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13.

PAGE 3 4 5 6 7-15 16-25 26-40 41-44 45-53 54- 79 80-85 86-89 90-91

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ACKNOWLEDGEMENT

Before starting a reach out to the innards of the project work, as a part of my Appreciativeness-interlaid, I would like to highlight the names of certain people, who not only lent a helping hand in attaining a plurality of practical exposure, but bailed me out of hardship as and when I encountered it. I would like to express my whole gratitude to my company guide MR. KANHAIYA JEE (HR) of NTPC for providing me with ample opportunity to learn about the organization and for guiding me throughout the project. Lastly I would like to thank all NTPC employees for their cooperation for giving their precious time. I hope that the project would be a great event to boost the hierarchy of my academic career.

SURBHI SACHDEVA

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PREFACE
For the fulfilment of the PGP program, Summer training has been incorporated in the curriculum. Whatever management student learns in the first two semesters theoretically is applied by him in this project. Which results in the inculcation of thus gained knowledge through practical application? In brief we can say that this project gives a chance to apply what we have learnt till now and to apply this knowledge in real life situation. Our classroom teaching and text books give us through theoretical background of the different functional areas devoid of practical experience on how these areas administrated and managed respectively. This project assignment gives an opportunity to understand the applications of classroom learning. This training helps me to develop various skills for problem analysis and the decision making ability.

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EXECUTIVE SUMMARY/ABSTRACT
In spite of theoretical knowledge gained through classroom study, a persons knowledge is incomplete if not subjected to practical exposure of real corporate world and the challenges and problems that one has to face at the actual work place. In this context the study has been taken to make the person aware of happening of the real business world. The project entitled EMPLOYEE WELFARE with the special reference to NTPC has been done in DELHI as a summer training part of MBA program and it helped me in understanding about the policies and procedures of a company and how these should be formulate together so that they solve the real purpose. It also gives me a chance to have an interaction with people at real workplace who are working at different positions with different authorities and responsibilities. The study was made to formulate a manual by collecting relevant information about the contents with the help of questionnaire survey and face to face interaction with HR MANAGERS & HR OFFICERS as well as the valuable information & suggestion provided by the members of NTPC itself (people from different departments). Secondary data was collected from the other manuals provided by HR department & website of the company and other. The final outcome of the study is various aspects of employee engagement, which will help them in knowing how they can engage their employee in a better way and can satisfy.

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DECLARATION
I, SURBHI SACHDEVA student of MBA, TBS UNIVERSITY OF JAMMU, Batch 2010-2012, hereby declare that this summer training project report work entitled EMPLOYEE WELFARE IN NTPC was carried out by me under the super vision of MR. KANHAIYA JEE (HR Manager) NTPC, STIER, submitted in the partial fulfillment for the degree of Management of Business Administration is the outcome of my work & the same has not been submitted for the award of any other degree, diploma, fellowship or other similar title of any other university.

Date : 11.09.2011 Place : NTPC Delhi (Surbhi Sachdeva)

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The Company An Overview

NTPC Limited is the largest power generating company of India. A public sector company, it was incorporated on 7 Nov.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 32 years, NTPC has emerged as a truly national power company, with power generating facilities in all the major regions of the country. NTPC is emerging as a diversified power major with presence in the entire value chain of the power generation business. Apart from power generation, which is the mainstay of the company, NTPC has already ventured into consultancy, power trading, ash utilization and coal mining. NTPC ranked 317th in the 2009, Forbes Global 2000 ranking of the Worlds biggest companies.

The total installed capacity of the company is 31704MW {including JVs} with 15 coal based and 7 gas based stations, located across the country. In addition under JVs, 3 stations are coal based and another station uses naphtha / LNG as fuel. By 2017, the power generation portfolio is expected to have a diversified

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fuel mix with coal based capacity of 53000 MW, 10000 MW through gas, 9000 MW through Hydro generation, about 2000 MW from nuclear sources and around 1000 MW from Renewable Energy Sources (RES). NTPC has adopted a multi - pronged growth strategy which includes capacity addition through green field project, expansion of existing stations, joint ventures, subsidiaries and takeover of stations. NTPC has been operating its plants at high efficiency levels. Although the company has 17.75% of the total national capacity, it contributes 27.40% of total power generation due to its focus on high efficiency.

In October 2004, NTPC launched its Initial Public Offering (IPO) consisting of 5.25% as fresh issue and 5.25% as offer for sale by Government of India. NTPC thus became a listed company in November 2004 with the Government holding 89.5% of the equity share capital. In February 2010, the Shareholding of Government of India was reduced from 89.5% to 84.5% through Further Public Offer. The rest is held by Institutional Investors and the Public.

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At NTPC, People before Plant Load Factor is the mantra that guides all HR related policies. NTPC has been awarded No.1, Best Workplace in India among large organizations and the best PSU for the year 2010, by the Great Places to Work Institute, India Chapter in collaboration with The Economic Times.

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VISION AND MISSION VISION To be the worlds largest and best power producer, powering Indias growth. 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. NTPC has always believed in achieving organizational excellence through human resources and follows People First approach to leverage the potential of its over 24000 employees. Professional training programs, recognition system and skill enhancement initiatives make NTPC a learning organization and one of the great places to work for in the country. NTPC is a preferred employer, workplace and has the distinction of being a part of the best workplaces list continuously for the last five studies.

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Core Values BCOMIT

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

PROFILE OF NATIONAL THERMAL POWER CORPORATION LTD

DATE OF INCORPORATION: Indias largest power company, NTPC was set up in 1982 to accelerate power development in India.

BUSINESS: NTPC has already ventured into consultancy, power trading, ash utilization and coal mining.

POSITION IN WORLD: NTPC ranked 317th in the 2009, Forbes Global 2000 ranking of the Worlds biggest companies.
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SUBSIDIARIES OF NTPC. NTPC is having 05 subsidiaries. 1. 2. 3. 4. 5. NTPC Vidut Vapar Nigam Ltd 100% NTPC Hydro Ltd 100%. NTPC Electric Supply Co. Ltd 100%. Kanti Bijlee Utpadan Nigam Ltd 51%. Bhartiya Railbejlee Company Ltd. 74%

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HIERARCHY / ORGANISATION CHART

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GOVERNING BODIES OF NTPC

Mr. R.S. SHARMA. Chairman &Managing Director.

Mr. CHANDAN ROY.

Director {Operation}.

Mr. A.K. SINGHAL.

Director {Finance}.

Mr. R.C SRIVASTAVA.

Director {HR}.

Mr. I. J. KAPOOR.

Director {Commercial}.

Mr. D. K. JAIN.

Director {Technical}.

Mr. B.P. SINGH.

Director {Project}.

Mr. P.K.SENGUPTA.

Director ECL; Director {Finance}.

Mr. M.GOVINDA RAO.

Director {National Institute of Public Finance & Policy; New Delhi.}

Mr. I.C.P. KESARI.

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Government Nominee Director.

Mr. R. JAIN.

- Government Nominee Director in NTPC.

HUMAN RESOURCES IN NTPC

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HUMAN RESOURCE MANAGEMENT

Human Resource Management is concerned with the most effective use of people to achieve organizational and individual goals. It is a way of managing people at work, so that they give their best to the organization. - Invancevich and Glueck.

Human Resource Management is that part of management progress which is primarily concerned with the human constituents of the organization. - F.E.L. Brech.

Human Resource Management is a process of bringing people and organization together so that the goal of each are met. It is that part of management process which is concerned with the management of human resource in an organization. It tries to secure the best from people by winning their wholehearted cooperation. In short, it may be defined as the art of procuring, developing and maintaining competent workforce to achieve the goal of an organization in an effective and efficient manner.

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CHALLENGES FACED BY HRM

Changes in the socio- economic and political conditions are bound to bring about changes in the environment within the organization. The personnel managers of today may find themselves obsolete because of the rapidly changing business environment, and therefore they should constantly update their knowledge and skills by looking at the organizations need and objectives. Some of the important challenges are:-

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Vision Penetration:

Evolving the right vision is an entrepreneurial or top mgmt. function, but its utility increases immensely if it percolates, and is understood and accepted down the line.

Changes in legal environment:

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To meet with the increasing changes in the legal environment, necessary adjustments will have to be made so that greater utilization of human resources can be achieved.

Technological Advances:

In the wake of technological advances new jobs will be created and many old jobs will become redundant.

Computerized Information System:

It will play a revolutionary role in managerial decision making. It will also have an increasing impact in coordination and at strategic level.

Satisfaction of high level needs: The workers are becoming much aware of their higher level needs. This awareness is likely to intensify further in the future workforce. Therefore managers would be required to evolve appropriate techniques of motivating the workers getting work from them.

THREE DIMENSIONS OF HRM

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According to the National Institute of Human Resource Management {NIPM} the three dimensions of Personnel Management include:

Human Resource Management {HRM} is a management function that helps manager plan, recruit, select, train, develop, remunerate and maintain members for an organization. HRM is the latest nomenclature used to denote personnel management {PM}. The HR/ Personnel manager must be fair and firm, tactful and resourceful, sympathetic and considerate, knowledgeable about labour laws, have a broad social outlook, and have competence and confident.

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HR Vision "To enable our people to be a family of committed world class professionals."

'People before PLF (Plant Load Factor)' is the guiding philosophy behind the entire gamut of HR policies at NTPC. We are strongly committed to the development and growth of all our employees as individuals and not just as employees. We currently employ approximately 26,000 people at NTPC. Competence building, Commitment building, Culture building and Systems building are the four building blocks on which our HR systems are based.

There are four building blocks on which the HR system is based: Competence building Commitment building Culture building System building

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HUMAN RESOURCE DEPARTMENT OF SSTPS

The HR department of RSTPS has 10 sections that are Employee Relation, Employee Services, Employee Development, Personal Relation, Employee Benefit, Employee Development Centre, Corporate Social Responsibility, Hindi Cell, Township Administration and Law.

Employee Relation Section- This section of HR sees and supervises activities pertaining to unions, associations and amicable employee relation scenario. It also coordinates the various participative forums in the plant. This section also covers various labors laws and statutory provisions under the law of land. This section also coordinates the C.I.S.F and plant security.

Employee Services section- this section of HR sees through proper dispersement of intramural and extramural welfare that is Vanita Samaj, Bal Bhawan, it also sees various school and colleges of Shaktinagar.

Employee Development- This section of HR sees through the performance management system, the manpower development pattern through industrial engineering. It also coordinates the promotional activity of both executive and non-executive through various HR initiatives taken for the integrated development of NTPC employees.

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Employee Benefit- This section of HR takes care of various employee benefit aspects such as loan, advances, reimbursement etc.

Personal Relation- This section takes care of media management, the print/ electronic media in SSTPS.

Employee Development Centre- The EDC takes care of training and development aspects of employees that covers employee induction training, training for career development and growth, training for skill up gradation.

Hindi Cell- The rashtrabhasha cell of HR constantly endeavors and works for the enhancement of reading and writing of employees. It constant works to motivate employee to day to day official works in Hindi as per as possible.

Corporate Social Responsibility- This section HR takes care of CSR initiatives taken by NTPC in the vicinity of adjoining villages of project that is arranging health camp, giving various amenities to school of adjoining villages or making arrangement of drinking water in the adjoining villages of project and providing sustainable employment opportunities to project effected people.

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Township Administration- This section of HR takes care of quarter allotment to employees, the township security, the administration of shopping complex and vigilance over the landed properties of NTPC in the area.

HR Law- This section of HR takes care of the judicial aspects starting from labor laws in the courts of NTPC, legal voting of contracts and various documents that are used in various HR activities.

OBSERVATION
Being as a trainee in one of the best public organization National Thermal Power Corporation, {NTPC}; I found that companys main target and motto is to maintain its policy, improvement in the system function by providing the utmost atmosphere of safety and security of the lives and good.

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 The positive attitude, team spirit and Can do it spirit of NTPC and employees of NTPC has made them to hold and stand in its position and lead in the nation.

NTPC is an environmental friendly company; which is having abundant plantation and greenery.

NTPC is a leading company of India and performing great role in fulfilling our countrys energy needs.

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EMPLOYEE WELFARE
INTRODUCTION

After labours / employees have been hired, trained and remunerated, they need to be trained and maintained to serve the organization better. Welfare facilities are designed to take care of the well- being of the employees they do not generally result in any monetary benefits to the employees. Nor are these facilities provided by employers alone. Government and non- government agencies and trade union too, contribute towards employees welfare.

Meaning & Definition

Welfare means faring or doing well. It is a comprehensive term and refers to the physical, mental, moral, and emotional well-being of an individual. Labour welfare also referred to as betterment work for employees, related to taking care of the well being of workers by employers, trade union and govt. and non-government agencies. Labour welfare has two aspects- negative and positive. On the negative side, labour welfare is concerned with counteracting the baneful effects of the large-scale industrial system of production especially capitalistic, so far as India is concerned on the personal / family, and social life of the workers.

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On the positive side, it deals with the provision of opportunities for the worker and his/her family fir a good life as understood in its most comprehensive sense. Employee welfare defines as efforts to make life worth living for workmen. These efforts have their origin either in some statute formed by the state or in some local custom or in collective agreement or in the employers own initiative.

To give expression to philanthropic and paternalistic feelings. To win over employees loyalty and increase their morale. To combat trade unionism and socialist ideas. To build up stable labour force, to reduce labour turnover and absenteeism. To develop efficiency and productivity among workers. To save oneself from heavy taxes on surplus profits. To earn goodwill and enhance public image. To reduce the threat of further government intervention. To make recruitment re effective (because these benefits add to job appeal).

Employee welfare means the efforts to make life worth living for workmen. According to Todd employee welfare means anything done for the comfort and improvement, intellectual or social, of the employees over and above the wages paid which is not a necessity of the industry.

In India, welfare is of the statutory and the non statutory kinds. Though

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statutory welfare ensures the minimum of facilities and reasonably good working condition, employers are free to provide, non statutory welfare. However, practically all organizations in India provide non statutory measure in varying degrees.

Why is such organization involved in extensive welfare measures? These questions can be viewed from the point of view of workers, the unions, and the employers. From the point of view of workers, welfare measures must eliminate risk and insecurity. This is to ensure their personal safety and provide them with equipment and atmosphere needed to draw a fair days wage without any feeling of guilt. Given workers economics constraints, probably due to large families, organizations should provide facilities such as transport, medical aid, crches, and subsidized food required by the workers.

Employee welfare also referred to as betterment work for employees relates to taking care of the wellbeing of workers by employers , trade unions and governmental and non governmental agencies. It is rather difficult to define the term employee welfare precisely because of the relatively of the concept.

Labour welfare is a term which must necessarily must be elastic ,bearing a somewhat different interpretation in one country according to the different

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social customs the degree of industrialization and educational level of the workers.

Employee welfare has two aspects-negative and positive. On the negative side employee welfare is concerned with counteracting the baneful effects of the large scale industrial productions

WHY WELFARE?
In India, welfare is of the statutory and the non statutory kinds. Though statutory welfare ensures the minimum of facilities and reasonably good working condition, employers are free to provide, non statutory welfare. However, practically all organizations in India provide non statutory measure in varying degrees. Why is such organization involved in extensive welfare measures? These questions can be viewed from the point of view of workers, the unions, and the employers. From the point of view of workers, welfare measures must eliminate risk and insecurity. This is to ensure their personal safety and provide them with equipment and atmosphere needed to draw a fair days wage without any feeling of guilt. Given workers economics constraints, probably due to large families, organizations should provide facilities such as transport, medical aid, crches, and subsidized food required by the workers.

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Feature of employee welfare The features of employee welfare are:

Employee welfare is a comprehensive term including various services, facilities and amenities provided to employees for their betterment.

The basic purpose in to improve the lot of the working class.

Employee welfare measures are also known as fringe benefits and services. Welfare measures may be both voluntary and statutory.

Employee welfare is a dynamic concept.

Objectives of employee welfare The objectives of employee welfare are: It helps to improve.

It improves the loyalty and morale of the employees.

It reduces labour turnover and absenteeism.

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 Welfare measures help to improve the goodwill and public image of the enterprise.

It helps to improve industrial relations and industrial peace.

It helps to improve employee productivity.

TYPES OF WELFARE MEASURES

There are two broad groups of welfare measures. They are namely:-

Welfare measures inside the work place.

Welfare measures outside the work place.

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Condition of work environment

Neighbourhood safety and cleanliness. {room} sanitation and cleanliness, temperature, humidity, ventilation, lightning.

Workshop

Distribution of work hours and provision for rest hours, meal time and break.

Conveniences: Provision of drinking water: - water cooler. Canteen Services: - full meal.
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Workers health services:

Factory health centers: - dispensary, ambulance, emergency aid, family planning services.

Workers recreation: Indoor games: - strenuous games to be avoided during of work.

Workers Education: Reading room: - library, visual education, literacy classes, adult education.

Women and child welfare:

Antennal and postnatal care, maturity aid, crche and child care.

Employment follow- up: Progress of the operative in his/her works his /her adjustment problems with regard to machine and workload.

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Housing: Bachelors quarters, family residences according to types and rooms.

Schools

Nursery, Primary, Secondary and High school.

Health and medical facilities Hospitals and dispensary.

Other facilities

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Games, clubs, craft- centres. Watch and ward security.

Road, lightings, parks, playgrounds.

Banks and transport facilities.

EMPLOYEE WELFARE AND SOCIAL AMENITIES AT NTPC DADRI

In NTPC proper attention is given towards employees welfare and efforts are made for improvement if welfare and social amenities, like housing, water supply, medical, educational, recreational facilities etc.

Housing & Township The total numbers of standard houses as on 31.04.2010 were up to 1600, which provide 96% of housing satisfaction. There is one ET Hostel where ETs are kept for training in the nearby EDC (Employment Development Centre). One Urja Bhavan & one VIP Guest House is also there. For employees there are govt quarters and depending upon designation are divided into a, b, c, d types. The lowest designation employees getting a types and so on till d type in ascending order.

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Water Supply The total population of NTPC has been covered under the water supply arrangement up to 31.04.2010.In regard to availability of water there is 100% satisfaction to the employees in the company.

Educational Facilities The Company has established three schools inside the residential township namely Kendriya Vidyala, Delhi public school, DAV school, Sharshavati shishu mandir. Other schools running in this area are also supplementing the educational facilities. The no. of school going children is 25512 and buses were available for them. Students from cities like Hapur and small towns such as Dadri, Pilkhuwa, and Dasna, come to study in these 3 schools.

Medical Facilities The Company is having dispensaries and having 01 hospital. All the dispensaries are well equipped with doctors and trained manpower and ambulance to attend any emergency besides giving service on the round the clock basis.

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Recreational Facilities In NTPC, adequate recreational facilities for the employees and their family member have been developing. There are two clubs inside the boundary: VRC known as vidyut nagar recreation centre and NTPC CLUB. There are two gyms with the latest machines. Also the club and VRC have swimming pools, libraries, cafeterias, swings and other recreational features. NTPC Dadri has two shopping centers which caters to the need of employees and their families as well as other people, and the Silver Jubilee Park (formerly known as Central Park), a fountain park in front of new market and numerous small parks for children and employees for recreation. It also has a helipad for landing of small helicopter (though not well maintained). There

is a MAHARANA PRATAP sports stadium inside the campus which is equipped with floodlights for day/night domestic tournaments. The township has well paved roads and also recently company provided Tata sky connection at home for all employees.

Ladies Club
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Ladies Club is a social organization of ladies of NTPC is also actively participating in the field of social work. Masala Udyog and Handloom Training Center are run with the help of ladies club.

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EMPLOYEES DEVELOPMENT PROGRAMME IN NTPC

Employees Development in NTPC continues to be a focus area with following objectives: Training & Development. NTPC subscribes to the belief that efficiency, effectiveness and success of the organization, depends largely on the skills, abilities and commitment of the employees who constitute the most important asset of the organisation. Our Training Policy envisages a minimum of 7 man days of training per employee per year. We have developed our own comprehensive training infrastructure.

Knowledge Management in NTPC To meet our ultimate objective of becoming a learning organization, an integrated Knowledge Management System has been developed, which facilitates tacit knowledge in the form of learning and experiences of employees to be captured and summarized for future reference.

Seeking Feedback

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We actively seek and encourage employee feedback to ensure that our HR interventions and practices remain relevant and meaningful. We regularly conduct Employee Satisfaction and Organizational Climate Surveys

Total Strength in NTPC Dadri The manpower strength of the company (excluding apprentices under the Apprentices Act, 1961) as on31.April.2011; is 1223 including all executives and workmen.

Recruitment We believe in the philosophy of 'Grow your own timber'. Our 'Executive Trainee' scheme was introduced in 1977 with the objective of raising a cadre of home grown professionals. First Division Graduate Engineers/ Post graduates are hired through nation-wide open competitive examinations and campus recruitments. Hiring is followed by 52 weeks of fully paid induction training.

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IMPORTANCE AND OBJECTIVE OF PROJECT

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NEED AND IMPORTANCE OF STUDY

Employee Retention & Welfare are two important parameters of this research study. Employee retention is a process in which the employees are encouraged to remain with the organization for the maximum period of time or until the completion of the project. Employee retention is beneficial for the organization as well as the employee. Employees today are different. They are not the ones who dont have good opportunities in hand. As soon as they feel dissatisfied with the current employer or the job, they switch over to the next job. It is the responsibility of the employer to retain their best employees. . Employees comprise the most vital assets of the company. In a work place where employees are not able to use their full potential and not heard and valued, they are likely to leave because of stress and frustration. In a transparent environment while employees get a sense of achievement and belongingness from a healthy work environment, the company is benefited with a stronger, reliable work-force harbouring bright new ideas for its growth. Employee turnover is one of the largest though widely unknown costs an organization faces. The expenditure on recruitment & training in case of filling up for an employee who has resigned adds up as extra costs for the organization. Moreover, the productivity loss for the period when the position was vacant is also considerable. Employee turnover costs companies 30 to 50% of the annual salary of entry-level employees, 150% of middle-level employees, and up to 400% for upper level, specialized employees. Any method of controlling attrition/turnover or increasing retention should be based on a good understanding of the factors leading to attrition. The factors may be sometimes very simple and could be revealed by an examination of the statistical data.

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List of power stations

Coal based
Singrauli Korba Ramagundam Farakka Vindhyachal Rihand

State
Uttar Pradesh Chattisgarh Andhra Pradesh West Bengal Madhya Pradesh Uttar Pradesh

Kahalgaon NTCPP Talcher Kaniha Unchahar Dadri

Bihar Uttar Pradesh Orissa Uttar Pradesh Uttar Pradesh

From this list we can clearly make that all the major plant locations are in outskirts of city which is on an average 30-40km away from city. Hence there are no facilities available in that area so the responsibility of arranging all facilities like accommodation, hospital, education facilities, recreation facilities etc is on company. To make employees work in such location company has to

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provide all facilities in addition to lucrative packages. Attrition rate and Retention rate of employees is greatly affected by the kind of kind of facilities provided in township. Hence seeing importance of welfare facilities in controlling attrition rate and maximizing employee retention of company my research was focused on to measure employee satisfaction with facilities provided in the township and find the loopholes between facilities provided and expected by employees and to provide suggestion to fill those loopholes and to increase employee satisfaction to suggest measure to overcome the loopholes.

OBJECTIVES OF THE STUDY

To know the effectiveness of welfare facilities provided in township. To study the satisfaction level of employees with respect to their welfare in NTPC Dadri . To find the loopholes between facilities provided and expected by employees. To provide suggestion to fill those loopholes and to increase employee satisfaction.

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RESEARCH METHODOLOGY

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RESEARCH METHODOLOGY
INTRODUCTION

Research is a term stand for A careful investigation or enquiry especially through search for new fact in any branch of knowledge. Research Methodology is way to systematically solve the research problem. In it we study the various steps that are generally adopted by a researcher in studying his research problem along with logic behind them .We also need to understand the assumption underlying various techniques and procedures will be applicable to certain problems and other will not. So it is necessary for us to design methodology for the problem as it differs from problem. So research methodology is not only method research but also logic behind the methods we use in context of our research study and explain why we are using a particular method or technique and why we are not using others so that research results are capable of being evaluated. Marketing research is the systematic design, collection, analysis and reporting of data and findings relevant to specific marketing situation facing the company. An effective marketing research involves following five steps in a sequential manner. Defining the research objective Developing research plan Collecting the information

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Analyze the information Present the findings

DEFINING RESEARCH OBJECTIVE

Objective is the main theme of in which is my job is based. Research is a good planning of facilities and welfare measure of procedure to compete in the market. The objective of the project should be very precise; it should neither be very broad nor be very narrow. The major objective of the study undertaken was to recognize theeffectiveness of welfare facilities provided in township. To study the satisfaction level of employees with respect to their welfare in NTPC Dadri

DEVELOPING RESEARCH PLAN

The research plan is the main body or you can call the blue print in which we carry the research. The research plans consist of data sources, research approaches, research instruments, sampling plan and contact methods. The identification of research plan is based on research methods the available data sources, the urgency of the decision and the cost of obtaining the data. The most common method of generating primary data is through survey. So, our research is also questionnaire based survey and our research design is survey research to clarify and diagnosing the situation, discovering new ideas.

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I. DATA SOURCES:-

a.

Primary Data:Primary data are the data gathered for the specific research project and are directly taken from the very source of information. I. II. Personal Interview with the Employees of NTPC Responses of Employees through Questionnaire.

b.

Secondary Data:Secondary data are the data, which already exists and were collected for some other purpose or for similar previous studies. Secondary data were proved to be instrumental in structuring the questions to be asked for collecting primary data. I. II. III. IV. Various books on Human resources. Website of NTPC, www.ntpc.co.in NTPC document and magazines. Journals

II. RESEARCH APPROACH:Primary data can be collected in several different ways these methods of collecting primary data are called research approaches. Research approaches are of following types:Observational research
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Focus group research

Survey research Experimental research. Behavioral data research Exploratory research For this project the survey research method was adopted, and a survey was conducted in which employees were interviewed and made to fill questionnaire to know how far employees are satisfied of NTPC.

III.

RESEARCH INSTRUMENT:-

The two main research instruments in collecting primary data are: A. personnel Interview B. Questionnaire A) Personnel Interview It is one of the important sources to collect primary data. Through personnel interview interviewer can ask question according to research requirement. Data which is collect by personnel interview is more reliable than other sources. B) Questionnaire Questionnaires consist of a set of questions presented to the respondent for their answer. Because of its flexibility the questionnaire is by far the most common instrument used to gather primary data. Questionnaire needs to be carefully developed
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and tested before they are actually used on a large scale. The questionnaire for the research was framed in a clear manner such that it enables

the respondents to understand and answer the question easily. The questionnaire was designed in such a way that the questions are short and simple and is arranged in a logical manner. QUESTIONNAIRES ARE OF TWO TYPES: a) Open ended questionnaire It consists of open ended questions that allow the respondent to answer in their own words. Such questionnaires reveal more because they do not constraint respondent's answers. But they are difficult to analyse and require lot of time. b) Close ended questionnaire This questionnaire consists of questions that pre-specified all the possible answers, tabulation and interpretation of such Questionnaires are easier as compare to open ended questionnaire. The questionnaire chosen for the purpose of research was close ended questionnaire contains statement pertaining to each area i.e. hospitals, residential accommodation, childrens education, sports etc and is used to measure employee satisfaction with various facilities. The scale used to evaluate question is likert- 5 point scale where 1 stands for strongly disagree and 5 stands for strongly agree Questionnaire consists of a number of statements that expresses either a favorable or an unfavorable attitude towards the given object to which the respondent is asked to react. The respondent indicates his agreement or disagreement with each statement in the instrument. Each response is given a numerical score, indicating its favourableness
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or unfavourableness, and the score is totalled to measure the respondents attitude. In other words, the overall score represents the respondents position on the continuum of

favourable-unfavourableness towards an issue. In total questionnaire contains 38 questions. .

Strongly Agree (5)

Agree (4)

Undecided (3)

Disagree (2)

Strongly disagree (1) (1)

IV.

SAMPLING PLAN:-

The process of sampling involves procedures to use a small number of items or parts of the whole population to make conclusions regarding the whole population. The purpose of sampling is to enable researchers to estimate some unknown characteristics of the population. Our sample design is based on the convenience sampling because we use to obtain the data from those unit or people who are most conveniently available. Sampling plan calls for three decisions. a) Sample population It is segment to Executive class employees of NTPC. b) Sampling frame Since the manpower of NTPC Dadri is 1200(approx) of different grades, so the sample frame is obtained accordingly.
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c) Sampling unit The sample unit consists of all Employees at Executives level of NTPC Dadri.

d) Sample size Large sample gives more reliable results than small samples. However it is not necessary to sample the entire population or even a substantial portion to achieve reliable result. After considering time constraint and cost effectiveness for the project total 100 people are surveyed.

Area of study: The area of study was confined to NTPC Dadri. Address: National capital power station Dadri, Vidyut nagar, Distt. Gautam Budhnagar-201008 U.P.

SCOPE OF THE STUDY

The present study on Employee Welfare has been conducted in Dadri Super Thermal Power Project of National Thermal Power Corporation Ltd.. The work is limited to the study of the scheme of Employee Welfare in achieving its desired objectives in the project. Relevant data have been collected and analyzed and then broad generalizations were made. The conclusions are based on the arguments that have been derived from analysis of such data and the aim has been to consider the scheme in all its essential manifestations.
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To conduct any research adoption of a scientific method is a prerequisite. In practice it is difficult to collect information from all the employees. So, the sample of

respondents was decided through stratified random sampling. The sample size of 100 proportionately represents the different grades of Executives.

LIMITATIONS
Even though NTPC Dadri is doing a great work in todays competitive world in the public sector and holding its position in companies ranking; then also I personally found some of the limitations while completing my training and project report from this organization. The busy schedule of concerned executives who were guiding us in the making of the project. Some of the times it was not very easy for me to get the exact and accurate material for my project report.

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DATA ANALYSIS & INTERPRETATION OF RESULT

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There are four components of Data Analysis: 1. Data collection 2. Data reduction 3. Data display 4. Conclusions: drawing/verifying

Data Collection:It is done via questionnaires and personal interview. The Questionnaire was designed to measure employee satisfaction with welfare facilities provided in the township. The instrument contains 38 statement pertaining to each area i.e. hospitals, residential accommodation, childrens education, sports etc and is used to measure employee satisfaction with various facilities.

Data Reduction:It is one of the most vital components of data analysis. As it influences the final conclusion drawn out of the study. Since our questionnaire contains 38 questions which is quite large number so for purpose of analysis it was divided into parameters and each parameter consists of various sub-parameters. Parameters Hospitals Residential Accommodation Childrens Education
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Sub-parameters Maintenance, Staffing, Rules Allotment Process, Standard, Maintenance Schools, Teaching Staff,

Items no in questionnaire 6, 9, 20, 21, 30, 31, 32 2, 5, 7, 11, 17, 18 3, 4, 8, 10, 19, 22, 23, 28,

Sports General

Quality Facilities, Sports events Connectivity, Aesthetics, Recreation

29 13, 16, 24, 35 1, 12, 14, 15, 25, 26, 27, 33, 34, 36, 37, 38

Data Display & Conclusion:These are last two components of Data analysis. Both these operations are generally performed on Microsoft Excel. Data collected is entered into excel and various graphs, pie charts are generated out of that data in order to draw conclusion. Scoring A score of 1 stands for Strongly disagree and score of 5 stands for Strongly agree. Any score above 3 is considered Good while score below 3 can be considered poor. For each respondent the average score of the items pertaining to the parameter and than average score of all respondent is calculated to arrive at the parameter score.

PARAMETER VISE ANALYSIS

Parameter Hospital
Items/Question no 6 9 20 21 30
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Total Score 274 254 279 238 272

Average Score 2.8 2.67 2.93 2.50 2.86

31 32

239 281 TOTAL

2.515 2.957 19.232

Average parameter score = 19.232/7= 2.747 2.747 is average parameter score. Since the score is less than 3 it implies employees are unsatisfied with the Hospitals at township. Minimum score is observed in item no 21 & 31 i.e. related to competence of medical staff and availability of all necessary equipments in hospitals.

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Inference: 57% of total employees surveyed neither agree nor disagree with the competence of Medical staff at township hospitals i.e. they are having neutral view neither highly satisfied nor unsatisfied.

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Inference: Among different grades in Executive levels maximum no of employees at Et level are satisfied with medical staff while at E2, E2A, E3& E4 levels neither agree nor disagree with the statement i.e. are neither satisfied

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nor dissatisfied and the most experienced one at E5, E6& E7 are satisfied with medical staff.

Inference: 45% of total employees surveyed neither agree nor disagree with the availability of all necessary equipment at township hospitals i.e. they are having neutral view neither highly satisfied nor unsatisfied.

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Inference: Among different grades in Executive levels maximum no of employees at Et, E2, E2A, E4, E5, E6& E7 level neither agree nor disagree with the statement i.e. are neither satisfied nor dissatisfied while E3 level employees
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disagree with above statement i.e. according to them township hospitals are not equipped with all necessary medical equipments.

Parameter Residential accommodation

Items/Question no 2 5 7 11 17 18 Total Score 279 247 284 270 260 243 Total Average Score 2.936 2.6 2.989 2.842 2.736 2.557 16.660

Average parameter score = 16.660/6= 2.776 2.776 is average parameter score. Since the score is less than 3 it implies employees are unsatisfied with the Residential accommodation at township. Minimum score is observed in item no 5 & 18 i.e. related to house allotment process and maintenance of quarters.

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Inference: 37% of total employees surveyed agree with the Transparency of house allotment process at township .i.e. they are pretty satisfied with house allotment process while 34% of them are having neutral opinion .i.e. they neither agree nor disagree.

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Inference: Among different grades in Executive levels maximum no of employees at Et& E2A level neither agree nor disagree with the statement i.e. are neither satisfied nor dissatisfied while employees at level E2, E3, E4, disagree with above statement i.e. according to them house allotment process is transparent in township.

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Inference: Here, there is equal distribution of percentage between agreed, disagreed and neither agreed nor disagreed employees while 5% strongly disagree and 2% strongly agree. Hence more no of people are not satisfied with with the hostels/quarters repair and maintenance policy in NTPC.

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Inference: Among different grades in Executive levels maximum no of employees at E2, E2A, E3, E5, E6& E7 neither agree nor disagree with the statement i.e. are neither satisfied nor dissatisfied while employees at Et& E4 level agree with above statement i.e. according to them township quarters are regularly maintained.
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Parameter Childrens Education

Items/Question no 3 4 8 10 19 22 23 28 29 Total Score 256 250 247 236 252 235 252 250 266 Total Average Score 2.694 2.631 2.6 2.484 2.652 2.473 2.652 2.631 2.8 23.617

Average parameter score = 23.617/9= 2.624 2.624 are average parameter score. Since the score is less than 3 it implies employees are unsatisfied with the Childrens Education facilities at township. Minimum score is observed in item no 10 & 22 i.e. related to coaching facilities available at township and environment at schools.

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Inference: 42% of total employees surveyed neither agree nor disagree with the easy availability of tuition facilities in township .i.e. they are having neutral view neither highly satisfied nor unsatisfied. While 30% of employees are unsatisfied with the coaching facility in township.

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Inference: Among different grades in Executive levels maximum no of employees at Et, E2& E3 neither agree nor disagree with the statement i.e. are neither satisfied nor dissatisfied while employees at E2A level agree with above statement i.e. according to them coaching facility is easily available in township. But, the employees at E4, E5, E6 & E7 level disagrees with the statement i.e. according to them coaching facility is not easily available in township.
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Inference: 59% of total employees surveyed neither agree nor disagree with the the ability of schools providing healthy and competitive environment in township .i.e. they are having neutral view neither highly satisfied nor unsatisfied. While 21% of employees are unsatisfied .i.e. they believe that schools in township didnt provide healthy and competitive environment as provided by other schools.

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Inference: Among different grades in Executive levels maximum no of employees at Et, E2, E2A, E3&E4 neither agree nor disagree with the statement i.e. are neither satisfied nor dissatisfied while employees at E5,E6&
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E7 level disagree with above statement i.e. according to them township schools doesnt provide healthy and competitive environment to employee wards.

Parameter Sports
Items/Question no 13 16 24 35 Total Score 293 280 293 292 Total Average Score 3.08 2.94 3.08 3.07 12.173

Average parameter score = 12.173/4= 3.04 3.04 are average parameter score. Since the score is more than 3 it implies employees are satisfied with the Sports facilities at township. Maximum score is observed in item no 13 & 24 and minimum in question no16 i.e. regarding frequency of occurrence of sports events.

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Inference: 44% of total employees surveyed agree with the statement i.e. according to them sports events are organized from time to time while 36% neither agree nor disagree with the statement .i.e. they are having neutral view neither highly satisfied nor unsatisfied.

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Inference: Among different grades in Executive levels maximum no of employees at E2, E2A, E5, E6&E7 neither agree nor disagree with the statement i.e. are neither satisfied nor dissatisfied while employees at Et,E3& E4 level agrees with above statement i.e. according to them sports events are organized from time to time in township.

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Parameter General
Items/Question no 1 12 14 15 25 26 27 33 34 36 37 38 Total Score 305 313 264 231 322 301 268 210 263 306 300 253 Total Average Score 3.210 3.294 2.778 2.43 3.389 3.168 2.821 2.210 2.768 3.221 3.157 2.663 35.109

Average parameter score = 35.109/12= 2.925 2.925 are average parameter score. Since the score is less than 3 it implies employees are unsatisfied with the facilities in general at township. Minimum score is observed in item no 33, 34, 38 & 15 i.e. related to communication facilities, quality of food at mess, commuting facilities to nearest town and overall standard of facilities in township.

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Inference:29% of total employees surveyed disagree with the statement i.e. according to them good food is not available in mess while 36% neither agree nor disagree with the statement .i.e. they are having neutral view neither highly satisfied nor unsatisfied.

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Inference: Among different grades in Executive levels maximum no of employees at E2A, E3& E4 neither agree nor disagree with the statement i.e. are neither satisfied nor dissatisfied while employees at Et,E2,E5, E6& E7 level disagrees with above statement i.e. according to good food is not available in township.

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Inference: 29% of total employees surveyed agree with the statement i.e. they are satisfied with the standard of facilities at township while 38% neither agree nor disagree with the statement .i.e. they are having neutral view neither highly satisfied nor unsatisfied.

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Inference: Among different grades in Executive levels maximum no of employees at Et ,E2A, E5, E6 & E7 neither agree nor disagree with the statement i.e. are neither satisfied nor dissatisfied while employees at E4&E2 level agrees with above statement i.e. they are satisfied with standard of facilities in township. But employees at E3 level disagrees with the statement i.e. they are not satisfied with the standard of facilities.

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FINDINGS & SUGGESTIONS

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FINDINGS
Major percentages of employees have marked third option i.e. neither agree nor disagree on the statements regarding Employee welfare facilities in questionnaire. This clearly indicates that they are not completely satisfied with the facilities. As we all know that a highly satisfied employee is highly motivated too i.e. his performance and productivity at work place is better than one who is not satisfied. Therefore to increase company productivity these parameters have to be considered. Parameter vise Evaluation: HOSPITALS The average parameter score is less than 3 in case of medical facility in township and question asked was regarding hygiene, availability of medicines & equipments, competence of medical staff. Conclusion drawn from the response of employee is that they are not satisfied with the facility especially with the hygiene, doctors competence & availability of medicines and immediate action is needed to look into these matters. RESIDENTIAL ACCOMODATION In this case also average parameter score is less than 3and here question asked was regarding standard of accommodation available, transparency of house allotment process & repair and maintenance of accommodation. Major issue employees face here is regarding the repair and maintenance. Also the complaints regarding maintenance are not attended properly. EDUCATION FACILITIES The average parameter score here was less than 3 but was much closer to 3 compared to above two parameters. Here questions asked was regarding facilities at school, availability of coaching facility, teaching staff competence and maintenance of facilities at school. Here major issue is that employee feel that schools do not provide competitive environment compared to other city school. Also, they dont have trust in competence of teaching staff.

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SPORTS The average parameter in this case is greater than 3. Hence it doesnt need immediate attention compared to other parameters. GENERAL - The average parameter score here was less than 3 but was much closer to 3 compared to above two parameters. Here questions asked was regarding recreation facilities, quality of food at mess and restaurant, gym facilities, club facility & travelling facility Here major issue is regarding quality of food specially for bachelors who eat in mess, commuting facility and communication facilities such as internet & mobile connectivity are not adequate.

SUGGESTIONS
More involvement of employees. Job rotation. Proper training. Transparency in providing accommodation. Red tapism & nepotism in facilities distribution should be eliminated. Water recharge from roof which causes breakdown of ceiling fan at the top floor needs attention. Recreation facilities should be improved. Recreation centre should be equipped with modern state of art facilities. Also communication to nearby town to be increased. Expansion of club facilities provided like Badminton court, I.T. tables and restaurants. Privatization is the only solution.
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 Internet facility is not available. No comments in hope of no improvement. Communication is a problem. Complaints are attended but at a very slow pace.

Online complaint facility to be provided to employees for more accountability and convenience Proper water drainage system. Club library is not properly managed. HR should be made more employees friendly and should act as facilitator. Internet connection LAN should be provided. Sports activities & competition should be for all township residents & not only for employees. Plant/Station trip must be organised frequently to build bonds and break interdepartmental barriers. Quarters whatever available need proper maintenance (especially B& C type quarters).

Improve quality of food. Quality eating joints should be available in the township. Food at Arya bhawan is extremely bad. Some care must be taken about it.

More competent doctors should be recruited. Visiting doctors frequency to be increased.

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 Doctors are incompetent & not willing to refer cases. Medical staff is not cooperative & even unsympathetic. Hospitals should be better equipped with machines & doctors.

Good transportation facilities. Frequency of transport facility from city to township should be increased Connectivity to Delhi should be improved .As most of the trains do not have their stoppage at nearest railhead i.e. Ghaziabad. More conveyance facility should be provided. AC bus, AC restaurants, concrete roadside, horticulture etc should be taken up seriously.

School education for children needs serious attention. As schooling standards are worst possible. Quality of teaching in township schools to be improved.

No facility for picking and dropping children from school. All employees should be given right to information regarding anything needed for the purpose of same

CONCLUDING THE SATISFACTIONLEVEL OF EMPLOYEES

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QUESTIONNAIRE

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Employee handbook www.scribd.com www.ntpc.co.in

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