A Business Report - NTPC Limited

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NTPC: AN INTRODUCTION

NTPC Limited, is a power-generating company in India, was incorporated to increase development of power in the country. NTPC's core business is the areas cruital like construction, power etc It also provides consultancy to companies in India and abroad in the areas of power plant construction and power generation. It has set new standards for the power industry, in the areas of both power plant construction and operations. The Government of India has even identified NTPC as one of the 'Navratna' (which means 'nine jewels') companies of Indian public sector.

The backbone of NTPC is its human resource. NTPC believes in achieving organisational excellence through its human resources and beilieves on "People First" approach to leverage the potential of its 800 – strong workforce (as of 31 March 2014) to fulfill its business plans with turnover of 40 crores

The HR function of NTPC has formulated an strategy which is integrated and have four main pillars: Building Competence,Commitment to customer for quality, significant work culture, and best work system. Culture Building and Systems Building to be a family of committed world class professionals making NTPC a learning organization". The bedrock of excellence of NTPC lies in its focused human resource development objectives, which can be summarised as follows:

1.To enhance organizational performance by institutionalising an objective and open performance management system.

2. To align individual and organizational needs and to develop business leaders by implementing a career development system.

3.To enhance the commitment of employees by recognising and rewarding high performance.

4.To build and sustain a learning organisation of competent world-class professionals.

5.To institutionalise core values and create a culture of team building, empowerment, equity, innovation and openness, which will motivate employees and enable the achievement of strategic objectives.

Industrial relations in NTPC are usually cordial and harmonious (http://www.icmrindia.org). Workshops for employee representatives are held at regular intervals at the national as well as regional levels, to sensitise them to opportunities, threats and challenges facing the company as it operates in an uncertain business environment. Workshops also reiterate employees' significant role in synergising the potential of human resources – the sole differentiating factor of competitive advantage in today's knowledge-based economy.

An overview of the organisation structure of manufacturing unit of NTPC is

Issues Discussed in Various Meetings

Interviews of employees of the Plant revealed that the issues raised and/or discussed in various meetings include the following: union finances, union agendas, workers' welfare progress, annual seminars to be organised, fee structure in the schools of the township, drinking water for the workers in the township, wages/salary considerations, decisions regarding dual pension, wage reconsideration for workers on muster roll, communication through newsletters and magazines, transparency in EWA proceedings, required improvements in the complaints and suggestions system, pension schemes, promotion and transfer of employees, effectiveness of union functioning, maintenance of roads, housing facilities, safety of workers in the sub-station, maintenance of roads in the township, beautification of parks, organisation of sports meets, improvements in school infrastructure, commencement of diploma courses, and improvement in hospital services.

Thus it can be seen that labour welfare, workers' grievances, and QWL for employees are rated among the priorities in such meetings. Union and management representatives who were interviewed have stated that decisions taken on these issues during meetings are usually implemented within the time decided on in the meetings.

Safety and security guidelines:

Good Manufacturing Practice (GMP) is concerned with both production and quality control. The basic requirements of quality control are that:

• adequate facilities, trained personnel and approved procedures are available for sampling, inspecting and testing starting materials, packaging materials, intermediate bulk, and finished products, and where appropriate for monitoring environmental conditions for GMP purposes;

• samples of starting materials, packaging materials, intermediate products, bulk products and finished products are taken by personnel and by methods approved by quality control;

• test methods are validated;

• records are made manually and/or by recording instruments, which demonstrate that all required sampling, inspecting and testing procedures were actually carried out. Any deviations are fully recorded and investigated;

• the finished products contain active ingredients complying with the qualitative and quantitative composition of the marketing authorization, are of the purity required, and are enclosed within their proper container and correctly labeled;

• records are made of the results of inspection and that testing of materials, intermediate, bulk and finished products are formally assessed against specification. Product assessment includes a review and evaluation of relevant production documentation and an assessment of deviations from specified procedures;

• no batch of product is released for sale or supply prior to certification, by an authorized person, that it is in accordance with the requirements of the marketing authorization;

• sufficient reference samples of starting materials and products are retained to permit future examination of the product if necessary and that the product is retained in its final pack unless exceptionally large packs are produced.

Labour policies of organization:

Enactment for social security for industrial workers and current problem – imp of 5 enactments

4 employee taking issue to ILO what board will do?

How org comply with ILO handled issue and emp benefitted from labour policies

Steps to create awareness about policies

Table 1

Unions at NTPC, Unchahar S. No.

Name of Union

Purpose of formation

Objectives

Methods

Structure

Membership

Elections

1.

NTPC Power Karamchari Sangh (affiliated to CITU)

To organise all workmen/employees who do not fall under the executive and supervisory categories and are defined as "workmen" in terms of the Industrial Disputes Act of 1947.

Organising workers to further their interests in economic, social and political matters.

Legislation, demonstrations, agitations and intensification of the class struggle.

President, Vice President, General Secretary, Organising Secretary, Joint Secretary, Publicity Secretary, Office Secretary & Treasurer. 11 members in the Executive Committee (May 2008).

Subscription of 20 paise per year per member

Union leader and office bearers have tenure of two years; election of the representative union takes place every year.

2.

NTPC Employees Union

To organise all workmen/ employees who do not fall under the executive and supervisory categories, and are defined as "workmen" as per the Industrial Disputes Act of 1947.

To ensure full employ-ment and secure greater participation of workers in the management of enterprises.

To improve the conditions at work.

Peaceful through the process of law and negotiations.

11 members in the Executive Committee (May 2008).

Subscription rate of not less than 25 paise per month.

Election takes place every year.

3.

NTPC Mazdoor Sangh

To organise all workmen/ employees who do not fall under the executive and supervisory categories, and are defined as "workmen" as per the Industrial Disputes Act of 1947.

To improve work conditions and provide various social security measures.

Legitimate, peaceful and democratic.

23 office bearers (May 2008).

Subscription rate of not less than 25 paise per month.

Election takes place every year.

4.

NTPC Electric Employees Union (EEU)

To organise all the workmen/ employees who do not fall under executive and supervisory categories of electricity organisations of Uttar Pradesh, namely the UP Power Corporation, NTPC Unchahar, Electricity Production Departments, and The Cooperative Electric Society Ltd.

To ensure full employ-ment and secure greater participation of workers in the management of enterprises.

To improve the conditions at work.

Peaceful through the process of law and negotiations.

10 office bearers and 11 members.

Membership fee of Rs.25 per year.

Election takes place every 2 years.

CONCLUSIONS

From the entire gamut of issues it is evident that trade unions at NTPC, Unchahar are not only playing an active role in maintaining good industrial relations, but they are also adequately involved in improving the quality of work life of employees. Roles once considered secondary and ancillary are gradually metamorphosing into an extension of primary functions of unions at the Unchahar plant. In fact, the welfare of workers seems to be an inseparable component of the functions of these unions.

Considering the fact that union membership is limited to only 13–15 million workers, out of a gargantuan 496.4 million-person workforce in India (of which 80% are members of unions affiliated with one of the five major national level trade unions) (http://www.state.gov/g/drl/rls/77593.htm), declining membership is a major issue for labour unions. Thus, when trade unions are aiming at attracting more members, active involvement in welfare measures may result in increased membership.

Further, if a union is actively involved in labour welfare at the plant and/or organisation level, workers may be motivated to remain attached to it, rather than joining another union. In this way, the problem of mushroom growth of small unions may be curbed. However, establishing any link between union participation in labour welfare and the lowering of the multiplicity of unions is beyond the scope of this paper, and can be taken up as an area of further research.

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