A DEVELOPMENTAL INITATIVE BY NTPC

WHY CLIMATE SURVEY?

Employees Aren't Just Faces in the Crowd Commitment towards employees overall development.

 Identifies the factors influencing the productivity and the extent of their impact. Help to measure and understand employees' attitude, opinions, motivation, and satisfaction. High employee satisfaction levels can reduce turnover.

Need of Climate Survey in NTPC

For effective running of NTPC, assessment of the health for initiating timely corrections is required. Corporate Plan also emphasize the conduct of Climate Study at regular intervals to motivate employees. Assess the strategic advances made in the area of human resource development.

BY WHOM?
External through various professional institutes. Internal by HR department (HRD group).

Conducting the survey through an external agency

Gives freedom to employees to express their views. Removes the biases and perceptions.

Organizational Climate Survey, Bodh, in NTPC

Conducted through Shri Ram Centre for Industrial Relations and Human Resources. BODH I The first survey, conducted in the year 2001. BODH II Second survey, conducted in the year 2004.

OBJECTIVES
To obtain feedback of employees working at various levels and projects regarding the effectiveness and alignment of HR policies, systems and practices. To review the progress of HR initiatives as compared to earlier surveys conducted. Give recommendations for addressing areas of concern and further strengthening of other areas.

Dimensions Used for Executives

Commitment/Pride Job satisfaction Vision,Mission,values Monetary Benefits Safety/security Welfare facilities Lateral trust Training & education Job content Executive-Management Relationship Interpersonal relations Approach to Discipline

Participative Management Objectivity and Rationality Quality Management Organization Culture Scope for Advancement Recognition and appreciation Communication System Grievance Handling System Performance Appraisal Work Life balance Subordinate Development Team work & co-operation

Dimensions Used for Non-Executives

Commitment/Pride Job satisfaction Vision,Mission,values Monetary Benefits Safety/security Welfare facilities Lateral trust Training & education Job content Non-Executive-Management Relationship Interpersonal relations

Industrial Relations

Participative Management Objectivity and Rationality Quality Management Organization Culture Scope for Advancement Recognition and appreciation Communication System Grievance Handling Performance Appraisal Team work & co-operation Work Life balance

METHODOLOGY
Primary data collection A: Questionnaire:
Specifically designed structured questionnaire covering executives, supervisors and workmen.

questionnaire consisted of 3 parts: The

Part A: Questions on 25 dimensions of organizational climate rated on a four point scale.

Part B: Multiple choice questions on grievance handling and participative management.

Part C: Questions on specific People Development Initiative

B: Interviews with executives & non-executives on:

Recognition & appreciation. Scope of advancement communication system. Participative management. Performance Management System. Actualization of Core Values training etc.

C: Group Discussions.
Also secondary data was collected from various company locations & sources.

Study Sample
The sample covered all Regions, Projects / Levels, Departments etc. Participation BODH I 47% (10,026) BODH II 63% (14,594) The findings of the study can be generalized for entire population of employees the Offices,

Institutionlize the system

NTPC considers employees views as a powerful source of feedback for continuous improvements.

Provides an opportunity to employees for airing their opinions and becoming involved in shaping organizations people practices. Results of BODH I has brought in revision of PMS, CDS, Reward System, Education Schemes etc.
The impact of new initiatives and revisions in systems & processes are reflected in the other brand building surveys conducted through various agencies Best Employer, Great Place to Work, Best Company to Work, Best HR practices etc.

Comparative Scores of BODH I & II

Participation Level

Survey done at 31 locations all over NTPC A total of 14,594 employees out of 22,884 have participated in the survey Total participation comes to around 63 %

Participation Executive Non-Executive

Total

BODH I 4706 (55%) 5320 (35%)

10,026 (47%)

BODH II 5956 (70%) 8638 (59%)

14594 (63%)

Comparative Ratings
BODH I
High: Above 1.95 Medium:1.51 to 1.95

BODH II
High:Above 2.07 Medium:1.81 to 2.07

Low: less than 1.5

Low:less than 1.80

Comparative Analysis Executives

Welfare 69.3 Advancement 58 58.33 48 Recognition/ Appreciation 62.3 Performance /Appraisal 57

53 45

Comparative Analysis Non-Executives

Vision/Mission Monetary /values 75.7 benefits Welfare Trg/Edu 66.7 67.3 65.3 62 54.3 54.3 53 47.3 Performance Appraisal 60.3

E-Darpan-I & II

Corporate HRD

Methodology
Conducted on line through NTPC Intranet . Responses are collected On line E-Darpan I was held in 2004 and e-Darpan II in 2006 There are 44 questions covering 16 Parameters.

Parameter wise Satisfaction- e-Darpan II

Parameter Communication system Recognition&Appreciation Job satisfaction Expectations w.r.to Hydro/New business Training&Education Delegation of authority/Empowerment Development climate Organizational culture Executive practices Transfer/Postings etc. Participative management Senior leadership Managerial practice Scope for advancment Work life balance Sub-ordinate development Mean 2.60 2.59 2.55 2.52 2.47 2.46 2.43 2.39 2.38 2.35 2.35 2.34 2.34 2.33 2.28 2.27

E-Darpan 2004 Vs 2006

9 7 5 3 1 -1 -3 -5 -1.42 -3.81
Recogniti Training Scope Delegatio Job Organizat Senior Commun Develop Work-Life on and and for n/ Satisfacti ion Leadershi ication ment Balance Appreciat Educatio Advance Empower on Culture p System Climate 6.55 3.63 2.29 1 .62 1 .35 0.81 0.67 -0.1 -1 .42 -3.81

6.55 3.63 2.29 1.62 1.35 0.81 0.67

-0.1

% Improvement

Other Surveys conducted in NTPC

Various Employer Branding surveys are also conducted in NTPC

Best Companies to Work For in India by TNS Mercer-Business Today. Great Places to Work Study by Grow Talent Company Ltd. In partnership with The Great Places to Work Institute and Business World. Best Employer in India by Hewitt Associates.

OBJECTIVES
These studies helps organizations transform their organizational climate by show casing their people practices & benchmarking HR practices with the best in industry and hence making strategies for improvement and continuous up-gradation of our ongoing HR initiatives.

These studies are conducted based on the model having people related dimensions.
We participate in this study to find out our strong & weak areas and improve our processes through benchmarking against other organizations.

Best Employer in India

The Engagement Model with Core factors and drivers used by Hewitt Associates
People
Senior Leadership Manager Coworkers Engagement

Work Activities

Intrinsic Motivation Resources Work Tasks Influence

Compensation
Pay Benefits

Procedures
HR Policies

Opportunities
Career Opportunities Recognition Training & Development

Quality of Life
Work/Life Balance Physical Work Environment Safety

GREAT PLACE TO WORK STUDY

The study is conducted in 3 stages Stage I - Submission of company related information. Stage II - Submission of People Inventory highlighting the unique and innovative HR practices. Stage III Employees perspective through survey based on questionnaire. The questionnaire was designed on various issues pertaining to Model of Credibility, Respect, Fairness, Pride and Camaraderie. (Stage I & II 33.33% weightage, stage III 66.66% weightage) Dimensions of a Great Place to Work: Trust It includes credibility, respect, fairness, pride and camaraderie. It is administered to a representative sample of the organizations employee force Culture Audit - A management questionnaire is used to gain a better sense of the overall culture of the organization.

MODEL

Best Companies to Work for in India

The survey is conducted in 4 stages registration, data collection, data analysis & ranking The survey is based on the following quadrants: 1 Internal employee perception survey (weightage 35%) 2 Analysis of HR process & policies (weightage 30%)

3 Stakeholder perception survey (weightage 20%)

4 Analysis of HR metrics (weightage 15%)

Awards Won Grate Place to Work 2003, 2004, 2005, 2006, 2007 Best Employers in India 2003 Best Companies to Work for 2004 and 2005 SCOPE Meritorious Award for Best Practices in HRM-2005 BML Munjal Awards for Learning and Development 2006 ISTD-FICCI Award for Excellence in HR practices in 2004 Golden Peacock National Training Award 2003,2004,2005,2006

Thank you