Strategic Human Resource Development Practices –A study at National Thermal Power Corporation Limited (NTPC), Ramagundam, Telangana and Simhadri Plant, Vishakhapatnam, Andhra Pradesh, India.

Author Name(s): Dr. Pavan Patel, Dr. Vikram K. Joshi
Author Email: pavanpatel@ssim.ac.in

Abstract

Human resource development practices are very important for development of the organisation. According to ‘Best employers Survey in India’ conducted by Business standard, NTPC is standing in top 10 position consecutively for many years due to the HRD practices at NTPC. Human resource development practices at NTPC Limited are mutually benefitted to employees as well as organisation. Hence, the present study intends to understand the HRD practices of NTPC and evaluate the employee’s perception towards HRD practices in terms of motivation, career development and contribution towards work performance. For the study, survey of 120 employees is conducted at NTPC Limited(NTPC) Ramagundam, Telangana and Simhadri Plant, Vishakhapatnam. The study concludes that NTPC is proactive in implementing the best practices in HRD to keep employees motivated to fulfil the goals of the organization.

Keywords Human Resource Development, Training & Development, Career Development and Organisational Development

Introduction

In the era of cut-throat competition and global economic changes, the leading organizations are forced to undertake massive reforms to cope up with the business challenges by updating, upgrading and tapping new opportunities. The organizations are shifting the focus from traditional HR practices to modern strategic HRD practices which are more value-creating and responsive to the volatile business environment. There exists a high degree of correlation between the success of any organisation and the strategic human resource development practices adopted by an organization. According to Eneh & Awara (2016), increased emphasis must be given on SHRD practices such as training, recruitment, reward, planning, selection, promotion, etc., that will create value for the organization. The strategic HRD practices ensure organizational effectiveness for the foreseeable future and increases the moral of the managers and workers to keep themselves ready for new developments. It is the strategic HRD practices leads to create strategies, create training & development opportunities taking into consideration the company’s vision, statement of mission and goals of the organization to motivate the employees and organization to achieve their business goals.

 

Conclusion

NTPC is one of the leading energy conglomerates which are committed towards adoption of best practices in human resource development. The various stages followed by the energy giant under training and development process are; (i) training need assessment, (ii) designing the training program, (iii) implementation of the training program, and (iv) evaluation of training program. For training need assessment, the company makes organizational analysis wherein strategic issues the company foresee in near future are identified, which is followed by task analysis wherein the various skills to perform the tasks effectively and in an innovative manner are identified, and finally personal analysis wherein individual skills gaps are identified for performing a certain job. This helps the company to design the training and development activities which are highly focussed towards specific requirement. The company plans and implements the programs very meticulously by arranging the required resources from within and outside the organization. The Employee Development Centre (EDC) evaluates the programs for accomplishments of their objectives and makes the gap analysis. EDC is proactive in NTPC and comes up with innovative ideas to keep employees motivated by enriching and empowering them through various training and development activities which is evident from the overall perception of the employees towards the training and development practices adopted by NTPC.

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