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CONTENT
NTPC Overview
Vision & Mission
Core Values
Human Resources @ NTPC
HR functions at NTPC
Recruitment
Training & Development
Performance Appraisal
Employees Welfare
Employees Participation(EPM)
Knowledge Management at NTPC
Rewards & Recognition
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NTPC OVERVIEW
 Type of the Organisation – Indian public Sector undertaking (PSU)
 Industry – Electric utility
 Headquarters – New Delhi
 Chairman & MD – Mr. Gurdeep Singh
 Founded in 1975
 Services – Electricity generation and distribution, Natural gas exploration, production,
transportation and distribution
 Number of employees – 22,124
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VISION AND MISSION
VISION
“TO BE THE WORLD’S LEADING POWER COMPANY, ENERGIZING INDIA’S GROWTH”

MISSION
“PROVIDE RELIABLE POWER AND RELATED SOLUTIONS IN AN ECONOMICAL, EFFICIENT
AND ENVIRONMENT FRIENDLY MANNER, DRIVEN BY INNOVATION AND AGILITY.”
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CORE VALUES
Core Values: ICOMIT
➢ Integrity
➢ Customer Focus
➢ Organizational Pride
➢ Mutual Respect & Trust
➢ Innovation & Learning
➢ Total Quality & Safety
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HUMAN RESOURCES @ NTPC

 At NTPC, it begins and ends with people. The company is deeply passionate about ensuring the holistic development of
all its employees as distinct individuals and good citizens. NTPC strongly believes in achieving organizational excellence
through human resources and follows “people before plant load factor”
 Competence building, Commitment building, Culture building and Systems building are the four pillars on which our HR
systems are based. Man MW ratio improved to 0.51 in FY 2016-17 from 0.54 in 2015-16.
( Reference - http://www.ntpc.co.in/en/about-us/human-resources)

HR Vision

"To enable our people to be a family of committed world

class professionals, making NTPC a learning organization"
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HR FUNCTIONS AT NTPC
1. Recruitment 2. Training & Development 3. Performance Appraisal

4. Employees Welfare 5. Employees Participation (EPM)

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RECRUITMENT
 NTPC believe in the philosophy of 'Grow your own timber'. Our 'Executive
Trainee' programme was introduced in 1977 with the objective of raising a
cadre of home grown professionals.
 NTPC takes the adequate steps to recruit people on the basis of various
factors to identify the right candidate. The factors are learning ability ,
competency , other qualities.
 First Division Post Graduates and Graduate Engineers are hired through
nation-wide open competitive examinations and campus recruitments.
 Hiring is followed by 52 weeks of fully paid induction training consisting of
theoretical input, on job training, personality development &
management modules.
 Recruitment procedure consists of written test , group discussion ,
interview
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TRAINING & DEVELOPMENT
 A systematic Training plan has been formulated for ensuring minimum seven man days (56 hours) training per employee
per year.
 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 company. We have developed
our own comprehensive training infrastructure.
 NTPC identified the areas as its focus for training : change management , quality management and continuous
performance improvement.
 NTPC institutionalized “Development Centers” in the company. These centers give a good insight to the employees about
their strengths & weaknesses and the gaps in their competencies which they can bridge through suitable report.
 The company has 2 “Simulation Training Institutes” at Korba in Chhattisgarh and Kawas in Gujarat.
 These institutes enable employees to learn the operations of a real power plant without any loss/damage to NTPC.
 NTPC has training budget which is more than Rs. 5000 lakh.
 NTPC has >90% utilization of its fund allocation to T&D.
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PERFORMANCE APPRAISAL
 NTPC has a well established talent management system in
place, to ensure that we fulfill on our promise of
meaningful growth and relevant challenges for our
employees. Our talent management system comprises
PERFORMANCE MANAGEMENT, CAREER PATHS and
LEADERSHIP DEVELOPMENT.
 NTPC has linked its promotion to performance rather than
years of service right from the very beginning.
 NTPC created a performance driven work culture, full of
challenge for its employees, through the use of
benchmarking.
 NTPC further modified its appraisal system to adopt 360
degree feedback system based on key Result Areas (KRAs)
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EMPLOYEES WELFARE
 NTPC is committed to provide the best available work life for its employees. In addition to ensuring safe and
aesthetically pleasing work places, NTPC actively encourages a culture of mutual respect and trust amongst
peers, superiors and subordinates.
 Far removed from the buzz of cities, our townships are the epitome of serenity, natural beauty and close
community living. A range of welfare and recreation facilities including schools, hospitals and social clubs are
provided at the townships to enhance the quality of life & the well being of employees and their families. An
entire gamut of benefits, from child care leave to post retirement medical benefits are extended to employees
to meet any exigency that may arise in a person’s life.
 NTPC offers best quality of life through beautiful townships with all amenities such as educational , medical
and recreational opportunities for employees and their family members.
 In remote locations, it takes care of education of employees’ children
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EMPLOYEES WELFARE
 Social security on superannuation
Employees provident Fund
Gratuity
Employees Voluntary Benevolent fund
Self contributory pension scheme
Post Retirement Health Scheme

 Education
▪ Worker’s Education Scheme
▪ Children’s Education Scheme
▪ >45 schools in various projects scheme imparting quality education to 45000 children.
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EMPLOYEES WELFARE
 Physically Challenged People
▪ Employment opportunities as per Act 1995
▪ Provision for medical equipments
▪ Holding of medical camps
▪ Launching inclusive educations in schools

 Health
▪ Comprehensive healthcare to employees and their families
▪ Adequate health care to community around project sites
▪ Project hospitals – 7
▪ Empanelled Hospitals – 58
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EMPLOYEES PARTICIPATION (EPM)
 NTPC believed that “ participation and participatory culture
make employees own their work and result in tremendous
synergy”
 NTPC open competition for executive talent (NOCET) is organized
every year in which teams of executives compete annually
through oral and written presentation on a topical theme.
 Besides management journal called “Horizon” is published
quarterly to enable employees to share their ideas and
experience across the organisation.
 Suggestion Scheme called for suggestions from employees on
the company’s equipment and systems , and rewarded good
suggestions.
 Safety Circles suggested improvements in safety measures that
could be subsequently implemented by the company.
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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 recognizing for
future reference.

EDUCATION UP-GRADATION SCHEMES

'When you upgrade your employee’s skills, you upgrade your company', NTPC actively motivates its
academically inclined employees to pursue higher studies which are in consonance with the needs of
the recognizing . NTPC has tie-ups with leading institutions like MDI, Gurgaon; IIT Delhi; BITS Pilani,
etc on this end. NTPC sponsors batches of employees who are inducted into their courses based on
their performance rating in the company and their performance in the entrance exam conducted by
the respective institutes. Unlike other study leave and sabbaticals, employees undergoing these
courses do not forego their salary or growth during the during the course.
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REWARDS & RECOGNITIONS
We recognize the role played by rewards & recognitions in motivating our
colleagues. To this end, we have created a culture of rewards and appreciation
through celebration of various achievements and recognizing the contributions
behind such success.

AWARDS
Over the years, NTPC has received numerous awards and recognitions that
reinforce our HR philosophy and practices. They are reminders that we are on
the right path and are milestones on our HR journey.
SEEKING FEEDBACK
Recognizing that a dialogue is a two way street, NTPC actively seeks
and employee feedback to ensure that our HR interventions and practices
remain relevant and meaningful. We regularly conduct Employee Satisfaction
and Organizational Climate Surveys.