Binayak.ppt

CHANGE MANAGEMENT WITH IMPLEMENTATION OF ERP SYSTEM AT N.T.P.C, RIHAND.

Presented By: Binayak Shankar Roll no. – 07B51005 M.P.M.I.R (3rd SEMESTER) B.H.U. Varanasi

NATIONAL THERMAL POWER COOPERATION Ø NTPC, the largest power Company in India, was setup in 1975 to accelerate power development in the country. ØIt is among the world’s largest (6th) and most efficient power generation companies with installed capacity of 29,394 MW.

Vision A world class integrated power major, powering India's growth with increasing global presence. Mission Develop and provide reliable power related products and services at competitive prices, integrating multiple energy resources with innovative & Eco-friendly technologies and contribution to the society

RIHAND SUPERTHERMAL POWER STATION

ØThe foundation stone of Rihand Super Thermal Power Project was laid down on 9 February 1982. ØThis plant is situated at the south bank of Rihand Reservoir (Govind Ballabh Pant Sagar). ØTotal operating capacity is 2000MW. ØThis region locally known as “ Dakshinachal” is now one of the major power centres in the country.

NEED OF THIS STUDY The Company has begun the roll-out of ERP, a flexible, standardized, and integrated information system as one of the key strategic initiatives at a few pilot units. It is a major tool to help its transformation and change-management objective. The study is aimed to predict the success of the new system.

OBJECTIVE OF STUDY

Primary objective:

Ø To know overall perceived effectiveness of change management at NTPC while implementing ERP System. Secondary objectives: ØTo measure the effectiveness level of communication about ERP SYSTEM at NTPC RIHAND. ØTo measure the perceived level effectiveness of training provided to operate ERP System. ØTo measure the perceived level of acceptance of change being brought at NTPC RIHAND.

REASERCH METHODOLOGY A SURVEY was conducted among employees of NTPC RIHAND, through a structured questionnaire “SURVEY ON ATTITUDE OF EMPLOYEES ON INTRODUCTION OF ERP System” .The questionnaire was administered among 150 executives of NTPC RIHAND.

SAMPLE DESCRIPTION The sample is consisting of 150 executives of NTPC RIHAND selected randomly selected out of 432 executives of the organization. The sample was further classified into groups on basis of technical knowledge and designation.

Technical Knowledge ØTechnical executives ØNon-technical executives Designation held ØSenior executives (E4-E7) ØJunior executives (E1-E3)

TOOL FOR DATA COLLECTION A structured questionnaire “SURVEY ON ATTITUDE OF EMPLOYEE ON INTRODUCTION OF ERP SYSTEM AT NTPC RIHAND”. The questionnaire content 16 questions to measure their responses.

The rating was five point scale: 2. Totally true =1 3. Quite true=2 4. Neutral =3 5. Quite false=4 6. Totally false=5. Questionnaire also collected some demographic information, like: ØAge ØYears of service ØDesignation ØDepartment On basis of objectives, questionnaire may be divided into three parts; ØAwareness in employees about ERP SYSTEM (communication): 1,2,3,5 & 10. ØEffectiveness of training provided: 4,7,9,11,14 and 16. ØLevel of resistance: 6,8,12,13 and 15.

PROCEDURE A specifically designed questionnaire “SURVEY ON ATTITUDE OF EMPLOYEES ON IMPLEMENTATION OF ERP AT NTPC RIHAND” was distributed among the executives of NTPC RIHAND, to measure their attitude attributes towards the new system.

DATA ANALYSIS ØMaster table was prepared in MS-EXCEL. ØSimple graphical presentations were made to draw conclusion. ØThe five point scale of questionnaire was restructured into three point scale, with following considerations: ØPositive = totally true + quite true ØNeutral = neither true nor false ØNegative = quite true + totally true

RESULT OBJECTIVE 1: COMMUNICATION

RESULT OBJECTIVE 1: COMMUNICATION

RESULT OBJECTIVE 1: COMMUNICATION

RESULT OBJECTIVE 2: EFFECTIVENESS OF TRAINING

RESULT OBJECTIVE 2: EFFECTIVENESS OF TRAINING

RESULT OBJECTIVE 2: EFFECTIVENESS OF TRAINING

RESULT OBJECTIVE 3: MEASURE THE LEVEL OF RESISTANCE

RESULT OBJECTIVE 3: MEASURE THE LEVEL OF RESISTANCE

RESULT OBJECTIVE 3: MEASURE THE LEVEL OF RESISTANCE

CONCLUSIONS 1. The level of communication is satisfactory in the organization. There is significant difference in awareness among technical and non-technical executives about ERP System. 2. The training provided is also satisfactory. The organization should build its own training resource instead of using external training agent. There is difference between effectiveness of training for technical and non technical as well as between higher and lower executives. 3. There is no visible sign of resistance among the employees. There is nominal difference between the levels of resistance between any of group divided under the study. 4. The change appears to be successful in functioning, and helping the organization in achieving its goal in long and short term, as three main factors (communication, training and resistance) was found to be in facilitating change. 5. The employees are supportive, so the collaborative style of management will be more effective.

Thank You