managing talent ntpc way

Managing Talent- Managing Talent- The NTPC WayThe NTPC Way

K. K. SinhaK. K. SinhaDirector(HR)Director(HR)

National Thermal Power Corporation National Thermal Power Corporation Ltd.Ltd.

June 17, 2004

““A Nation is as Strong as its A Nation is as Strong as its People”People”

Swami Vivekananda

““Take away my money, take away Take away my money, take away my factories, warehouses and my factories, warehouses and land. But leave me my people and land. But leave me my people and within five years I will have it all within five years I will have it all back.”back.”

Alfred Alfred SloanSloan

““Get the Get the Right peopleRight people on the on the bus bus firstfirst and and thenthen figure out figure out where to drive it”. where to drive it”.

Jim Jim CollinsCollins

Double Digit GrowthDouble Digit Growth

DDG companies consistently excel at DDG companies consistently excel at four overlapping disciplines:four overlapping disciplines:

• Talent and LeadershipTalent and Leadership• PerformancePerformance• Organization and CultureOrganization and Culture• MetricsMetrics

The Agenda of The Agenda of CompetitivenessCompetitiveness

SuperiorSuperior TalentsTalents are the primary are the primary source of Competitive source of Competitive advantage…..advantage…..

…… ……..Talent ManagementTalent Management holds the Key to business Successholds the Key to business Success

TalentManagement

Recognize

Attract

AlignDevelop

Talent RetentionTalent Retention

• Removing DissatisfiersRemoving Dissatisfiers– Competitive CompensationCompetitive Compensation

• Holistic Welfare PolicyHolistic Welfare Policy– Employees and family membersEmployees and family members

• Increasing Motivation through Increasing Motivation through VOIVOI22CC22EE

VOIVOI22CC22EE• VisionVision -provide employees with a compelling -provide employees with a compelling

VisionVision

• OpportunityOpportunity -Give employees opportunity to -Give employees opportunity to grow in the organization & learn new skillsgrow in the organization & learn new skills

• IncentiveIncentive -Reward good performance-Reward good performance

• ImpactImpact -Give employees the opportunity to -Give employees the opportunity to do meaningful and challenging workdo meaningful and challenging work

Source- Dave Ulrich

VOIVOI22CC22EE• CommunicationCommunication -Build culture that allows free -Build culture that allows free

flow of communication both vertically and flow of communication both vertically and laterally.laterally.

• CommunityCommunity -Inculcate sense of belonging -Inculcate sense of belonging among employees( spread organizational pride)among employees( spread organizational pride)

• Entrepreneurship-Entrepreneurship- Provide sufficient Provide sufficient organizational space for employees to learn and organizational space for employees to learn and grow.grow.

NTPC –a leader in NTPC –a leader in Indian power Indian power

sector sector Ranked 6th largest among top ten thermal generators in the World by A.T.Kearney

Ranked 6th largest among top ten thermal generators in the World by A.T.Kearney

NTPC:NTPC: Salient Facts(2003-04) Salient Facts(2003-04)

• Established: Established: Nov. 1975 Nov. 1975• Annual turn over: Annual turn over: Rs 26,107 Cr Rs 26,107 Cr• Net profit: Net profit: Rs. 5260 CrRs. 5260 Cr• Man Power: Man Power: 23,50023,500• Installed capacity: Installed capacity: 22,500 MW22,500 MW• Electricity generated:Electricity generated: 140 TWH140 TWH• Planned capacity Planned capacity (By 2017): (By 2017): 56,000 MW 56,000 MW

NTPC- A Total Power NTPC- A Total Power CompanyCompany

Generation

Thermal

Hydro

In House Engg

Power Trading

Consultancy

Distribution, Coal mining

(Being set up)

To be one of the World’s

Largest and Best Power utilities

Powering India’s Growth

Customer Focus

Organisational Pride

Mutual Respect & Trust

Initiative &

Speed

Total Quality

CORE VALUESCORE VALUES(COMIT)(COMIT)

TO ENABLE OUR PEOPLE

TO BE A FAMILY OF COMMITTED

WORLD CLASS PROFESSIONALS,

MAKING NTPC A LEARNING

ORGANISATION

HR VISIONHR VISION

NTPC NTPC IN 2017IN 2017

• 56000 MW plus Company56000 MW plus Company• Diversified Business PortfolioDiversified Business Portfolio• Indian MNCIndian MNC• Group turnover of over Rs Group turnover of over Rs

1,40,000 Crores with about 1,40,000 Crores with about 30,000 employees30,000 employees

• Preferred EmployerPreferred Employer• Leading Corporate CitizenLeading Corporate Citizen

Competence Building

Commitment Building

Culture Building

Systems Building

HR

HR StrategyHR StrategyThe four Building blocksThe four Building blocks

HR StrategyHR StrategyThe four Building blocksThe four Building blocks

COMPETENCE BUILDINGCOMPETENCE BUILDING

Talent Induction through Executive Trainee Scheme

Areas

– Engineering (Mechanical, Electrical, Civil, Computer Science)

–Finance

–HR

–Chemists

Selection Process

Advertisement- All National Dailies And Employment News

-NTPC Web Site- Internal Circular For Dept. Candidates

– Written Test– At Major Centres In the Country – Group Discussions– Interview

Psychometric Tests

Multi pronged Multi pronged approach for Talent approach for Talent

InductionInduction• Direct/Campus Recruitment for Direct/Campus Recruitment for specialists ( Doctors, specialists ( Doctors, Chartered/Cost Accountants, Legal Chartered/Cost Accountants, Legal executives etc.)executives etc.)

• Lateral induction at higher level to Lateral induction at higher level to meet specific requirementsmeet specific requirements

• Special Recruitment Drives for Special Recruitment Drives for SC/ST, Physically ChallengedSC/ST, Physically Challenged

Leadership DevelopmentLeadership Development--Planned Interventions-Planned Interventions-

Dy. ManagerDy. Manager

Sr. ManagerSr. Manager

DGM/AGMDGM/AGM

Manager Manager

UptoSr. Eng

UptoSr. Eng

Functional

Competenci

es

Strategic

Leadership

Enhancing

managerial

competency

Capsule

course

Foundatiuon

course

AMP with

Global

exposure

Advanced

managemen

t prog

GM/EDGM/ED

Com

pete

ncy

Career Progression

Com

pete

ncy

Career Progression

Career Development Career Development (Promotions)(Promotions)• Objectives:Objectives:

– Provide internal growth to talentProvide internal growth to talent– Promotion is based on Merit cum Seniority upto E-7 levelPromotion is based on Merit cum Seniority upto E-7 level– Career growth from E-7 to E-9 level on Merit basisCareer growth from E-7 to E-9 level on Merit basis– Assessment through Interview from E-6 & above. Assessment through Interview from E-6 & above.

Career Growth -Cluster–E6 –E7

PAR, Grade Service, CPC

–Vacancy based

–E1 –E5 – PAR & Grade

Service –Vacancy not a

constraint

–E7A –E9 – PAR, Interview &CPC

–Vacancy based

Long term Educational Long term Educational OpportunitiesOpportunities

M.Tech. (IIT Delhi)M.Tech. (IIT Delhi)

B.S. Power Engg. (BITS Pilani)B.S. Power Engg. (BITS Pilani)

MBA (MDI Gurgaon)MBA (MDI Gurgaon)

Diploma courseDiploma course

Departmental ExaminationDepartmental Examination Graduate EquivalentGraduate Equivalent Diploma EquivalentDiploma Equivalent Adult EducationAdult Education

Comprehensive Training System (Minimum 07 days per year)

Global Exposure

360 Degree Feedback

Development Centres

Other Initiatives for Other Initiatives for building Competencebuilding Competence

• NTPC Open Competition for Executive NTPC Open Competition for Executive Talent(NOCET)Talent(NOCET)

• Professional CirclesProfessional Circles

• Job RotationJob Rotation

• Management GamesManagement Games

Other Initiatives for building CompetenceOther Initiatives for building Competence

COMMITMENT BUILDING COMMITMENT BUILDING

Attractive BenefitsAttractive Benefits

• Competitive Compensation Competitive Compensation structurestructure

• Fully paid Medical expenses for self Fully paid Medical expenses for self and familyand family

• Post Retirement Medical schemePost Retirement Medical scheme• Strong Social Security Net(GPAIS, Strong Social Security Net(GPAIS,

GIS, Death Relief)GIS, Death Relief)• Employee Welfare MeasuresEmployee Welfare Measures• Good Quality of Life in TownshipsGood Quality of Life in Townships

i.i. Appreciation letterAppreciation letterii.ii. STAR of the MonthSTAR of the Monthiii.iii. Employee of the YearEmployee of the Yeariv.iv. Vidhyut AwardsVidhyut Awardsv.v. Power EXCEL Power EXCEL AwardsAwardsvi.vi. PEARL AwardsPEARL Awardsvii.vii. ACE AwardsACE Awardsviii.viii. Mentors SammanMentors Sammanix.ix. Manveeyata PuraskarManveeyata Puraskarx.x. Welcome PartiesWelcome Partiesxi.xi. Farewell PartiesFarewell Parties

NTPC Reward NTPC Reward SystemSystem

-NTPC Song-NTPC Song

-NTPC Flag-NTPC Flag

- Raising Day CelebrationsRaising Day Celebrations

- Celebrating Company - Celebrating Company AchievementsAchievements

Strong Corporate Strong Corporate Identity Identity

CULTURE BUILDINGCULTURE BUILDING

Alignment to Core Values Alignment to Core Values

Value actualizat

ion workshop

Timeless treasures

Value handbook

Value of the

month

Value based PMS

Value task force

Value champion

s

Value audit

Recognise value based

behaviors

Compulsory Value

module in training .

En

ab

lers

En

ab

lers

Stre

ng

then

ing

Beh

avio

rs

Stre

ng

then

ing

Beh

avio

rs

Recog

nitio

nR

ecog

nitio

n

Leaders articulate Company valuesLeaders articulate Company values

•To bring in Transparency & Openness

• Emphasis on Measurement of Targets

•Development of Competencies

•Alignment with Core Values

•Potential Assessment

•Identification of training needs

•To bring in Transparency & Openness

• Emphasis on Measurement of Targets

•Development of Competencies

•Alignment with Core Values

•Potential Assessment

•Identification of training needs

PERFORMANCE MANAGEMENT SYSTEMPERFORMANCE MANAGEMENT SYSTEM

System for Employees’ Participation in System for Employees’ Participation in ManagementManagement

- Bipartite For a/Committees- Bipartite For a/Committees

Partners in Progress workshopsPartners in Progress workshops

Encouraging Space for CreativityEncouraging Space for Creativity

NTPC Suggestion SchemeNTPC Suggestion Scheme

Tolerant Tolerant

Culture Of ParticipationCulture Of Participation

Effective Two way Communication Effective Two way Communication System (Communication Matrix)System (Communication Matrix)

Open Address by Senior Open Address by Senior ExecutivesExecutives

Adventures in Attitude and Team Adventures in Attitude and Team building Programmesbuilding Programmes

Other Initiatives for Other Initiatives for Culture BuildingCulture Building

SYSTEMS BUILDINGSYSTEMS BUILDING

• Global BenchmarkingGlobal Benchmarking

• HR AuditHR Audit

• ISO-9000-2000 systemsISO-9000-2000 systems

• 5S, Business Excellence, Six Sigma5S, Business Excellence, Six Sigma

• Quality CircleQuality Circle

Systems BuildingSystems Building

- Simplification of policies/Single Simplification of policies/Single windowwindow

- Peoplesoft ImplementationPeoplesoft Implementation

-(For better delivery of HR services) -(For better delivery of HR services)

- IT enabled KM systemIT enabled KM system

- HR ScorecardHR Scorecard

Systems BuildingSystems Building

Impact Assessor

SystemMonitor

InternalConsultant

System Designer

Role of HR In Managing Talent

Highlights of ‘Best Highlights of ‘Best Employers Employers

In India’ SurveyIn India’ Survey• Overall employee Engagement score at Overall employee Engagement score at

NTPC was found very high at 92% which NTPC was found very high at 92% which captures employee perception around Say, captures employee perception around Say, Stay and Strive behaviours.Stay and Strive behaviours.

• Employees highly motivated w.r.t. their Employees highly motivated w.r.t. their work.work.

• Other areas where high score foundOther areas where high score found– Value to Society(94%)Value to Society(94%)– Safety(93%)Safety(93%)– Benefits(90%) Benefits(90%)

Employee Employee Commitment Commitment

Years of service with Years of service with NTPCNTPC

5 4

10

2326

32

0

5

10

15

20

25

30

35

<2yrs 2-5 yrs 6-10 yrs 11-15 yrs 16-20 yrs 20+ yrs

Years of service

%ag

e o

f em

plo

yees

81% employees with

more than 10 yrs service81% employees with

more than 10 yrs service

Thank YouThank You