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7/31/2019 Employee Surveys in Ntpc
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A DEVELOPMENTAL INITATIVE
BY NTPC
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WHY CLIMATE SURVEY?
Employees Aren't Just Faces in the Crowd
Commitment towards employees overall development.
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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.
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Need of Climate Survey in NTPC
For effective running of NTPC, assessmentof the health for initiating timely corrections
is required. Corporate Plan also emphasize the conduct
of Climate Study at regular intervals tomotivate employees.
Assess the strategic advances made in thearea of human resource development.
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BY WHOM?
Externalthrough various professional
institutes.
Internal by HR department (HRD group).
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Conducting the survey
through an external agency
Gives freedom to employees to express
their views. Removes the biases and perceptions.
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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.
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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.
OBJECTIVES
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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
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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
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METHODOLOGY
Primary data collection
A: Questionnaire:
Specifically designed structured questionnaire
covering executives, supervisors and
workmen.
The questionnaire consisted of 3 parts:
PartA: Questions on 25 dimensions of organizational climate
rated on a four point scale.PartB: Multiple choice questions on grievance handling and
participative management.
PartC: Questions on specific People Development Initiative
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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.
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The sample covered all Regions, Projects / Offices,
Levels, Departments etc.
Participation
BODH I 47% (10,026)
BODH II 63% (14,594)
The findings of the study can be generalized for the
entire population of employees
Study Sample
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Institutionlize the system NTPC considers employees views as a powerful source
of feedback for continuous improvements.
Provides an opportunity to employees for airing theiropinions and becoming involved in shapingorganizations people practices.
Results of BODH I has brought in revision ofPMS,CDS, Reward System, Education Schemes etc.
The impact of new initiatives and revisions in systems &processes are reflected in the other brand buildingsurveys conducted through various agenciesBestEmployer, Great Place to Work, Best Company toWork, Best HR practices etc.
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Comparative Scores of
BODH I & II
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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 BODH I BODH II
Executive 4706 (55%) 5956 (70%)
Non-Executive 5320 (35%) 8638 (59%)
Total 10,026 (47%) 14594 (63%)
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Comparative Ratings
BODH I
High: Above 1.95
Medium:1.51 to 1.95
Low: less than 1.5
BODH II
High:Above 2.07
Medium:1.81 to 2.07
Low:less than 1.80
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Comparative Analysis
Executives
58.33
69.3
Welfare Recognition/Appreciation
53
62.3Advancement
48
58
45
57
Performance/Appraisal
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Comparative Analysis
Non-Executives
62
75.7
Vision/Mission/values Monetary
benefits
54.3
66.7
Welfare Trg/Edu
54.3
67.3
53
65.3
47.3
60.3
PerformanceAppraisal
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E-Darpan-I & II
Corporate HRD
http://images.google.co.in/imgres?imgurl=http://www.netcommlabs.com/images/logos/ntpc-logo.gif&imgrefurl=http://www.netcommlabs.com/clientele.htm&h=53&w=95&sz=3&hl=en&start=17&tbnid=gyjU-bRaswFTiM:&tbnh=45&tbnw=80&prev=/images%3Fq%3Dlogo%2B-%2BNTPC%26svnum%3D10%26hl%3Den%26sa%3DG7/31/2019 Employee Surveys in Ntpc
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Methodology
Conducted on line through NTPC Intranet . Responses are
collected On line
E-Darpan I was held in 2004 and e-Darpan II in 2006There are 44 questions covering 16 Parameters.
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Parameter wise Satisfaction- e-Darpan IIParameter Mean
Communication system 2.60
Recognition&Appreciation 2.59Job satisfaction 2.55
Expectations w.r.to Hydro/New business 2.52
Training&Education 2.47
Delegation of authority/Empowerment 2.46
Development climate 2.43
Organizational culture 2.39
Executive practices 2.38
Transfer/Postings etc. 2.35
Participative management 2.35Senior leadership 2.34
Managerial practice 2.34
Scope for advancment 2.33
Work life balance 2.28Sub-ordinate development 2.27
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E-Darpan 2004 Vs 2006
6.55
3.63
2.29 1.62 1.350.81 0.67
-0.1
-1.42
-3.81-5
-3
-1
1
3
5
7
9
% Im rovement 6.55 3.63 2.29 1.62 1.35 0.81 0.67 -0.1 -1.42 -3.81
Recogniti
on and
Appreciat
Training
and
Educatio
Scope
fo r
Advance
Delegatio
n/
Empower
Job
Satisfacti
on
Work-Life
Balance
Organizat
ion
Culture
Senior
Leadershi
p
Commun
ication
System
Develop
ment
Climate
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Various Employer Branding surveys are also conducted in NTPC
Best Companies to Work For in India by TNSMercer-BusinessToday.
Great Places to Work Study by Grow Talent Company Ltd. Inpartnership with The Great Places to Work Institute and BusinessWorld.
Best Employer in India by Hewitt Associates.
Other Surveys conducted in NTPC
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OBJECTIVES
These studies helps organizations transform theirorganizational climate by show casing their peoplepractices & benchmarking HR practices with the best inindustry and hence making strategies for improvementand continuous up-gradation of our ongoing HR
initiatives.
These studies are conducted based on the modelhaving people related dimensions.
We participate in this study to find out our strong &weak areas and improve our processes throughbenchmarking against other organizations.
B E l i I di
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The Engagement Model with Core factors and
drivers used by Hewitt Associates
Quality ofLife
Work/Life Balance
Physical Work
Environment
Safety
ProceduresHR
Policies
Compensation Pay
Benefits
People Senior Leadership
Manager
Coworkers
Opportunities
Career Opportunities
Recognition
Training &Development
Engagement
Intrinsic Motivation
Resources
Work Tasks
Influence
Work Activities
Best Employer in India
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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 IIIEmployees perspective through survey based onquestionnaire. The questionnaire was designed on various issuespertaining to Model of Credibility, Respect, Fairness, Pride andCamaraderie.
(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 organizationsemployee force
Culture Audit - A management questionnaire is used to gain a bettersense of the overall culture of the organization.
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MODEL
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Best Companies to Work for in India
The survey is conducted in 4 stagesregistration, data
collection, data analysis & ranking
The survey is based on the following quadrants:
1Internal employee perception survey (weightage 35%)
2Analysis of HR process & policies (weightage 30%)
3Stakeholder perception survey (weightage 20%)
4Analysis of HR metrics (weightage 15%)
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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
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