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AN INTERNSHIP REPORT ON HUMAN RESOURCE MANAGEMENT AT NLC INDIA LIMITED, NEYVELI.

An Internship Report Submitted to Heber Institute of Management Studies Bishop Heber College (Autonomous) Tiruchirappalli-17. (Affiliated to Bharathidasan University, Tiruchirappalli-24) In partial fulfillment of the requirement for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION By MADHUBALA. R 175218141

Under the Guidance of Ms. Glenny Jocelyn. G, Assistant Professor

JUNE 2017 MASTER OF BUSINESS ADMINISTRATION HEBER INSTITUTE OF MANAGEMENT STUDIES BISHOPHEBERCOLLEGE (AUTONOMOUS) TIRUCHIRAPPALLI-620 017. (Nationally Reaccredited at A Grade by NAAC with CGPA of 3.58 out of 4 in Third cycle) (Recognized by UGC as “College of Excellence”)

HEBER INSTITUTE OF MANAGEMENT STUDIES BISHOPHEBER COLLEGE (AUTONOMOUS) TIRUCHIRAPPALLI-620 017. Tamilnadu, India. (Nationally Reaccredited at A Grade by NAAC with CGPA of 3.58 out of 4 in Third cycle) (Recognized by UGC as “College of Excellence”) Phone No:0431-2770136 (Ex in: 402/410)

Date: ____________

CERTIFICATE The VIVA-VOCE Examination for the candidate Madhubala.R, Reg no:175218141 was held at Bishop Heber College (Autonomous), Tiruchirappalli on June2017.

Examiners:

INTERNAL : Signature: Name

:

EXTERNAL : Signature: Name

:

Official Seal:

Signature of the HOD

MASTER OF BUSINESS ADMINISTRATION MS. GLENNY JOCELYN. G Assistant professor Department of Management Studies Heber institute of Management Studies Bishop Heber College (Autonomous) Tiruchirappalli – 620 017, Tamil Nadu, India.

CERTIFICATE

This is to certify that the internship report on Human Resource Management at NLC INDIA LIMITED, NEYVELI is the bona fide research work carried out by MADHUBALA.R, Reg no:175218141 of MASTER OF BUSINESS ADMINISTRATION, Heber Institute of Management Studies, Bishop Heber College (Autonomous),Trichy-17,during the academic period 2016-2018,in partial fulfillment of the requirement for the award of the degree Master of Business Administration and that the report has not formed the basis for the award previously of any degree, Diploma, Associate ship, Fellowship or any other similar title, and that the report represents entirely an independent work on the part of the candidate.

Signature of the student

Signature of the Research Guide

Signature of the HOD

CONTENT

S.No

Table of Contents

1

Introduction about HRM

2

Company Profile

3

Record of Work done

4

Internship learning and experience

5

Conclusion

Page Number

CHAPTER - I INTRODUCTION TO HUMAN RESOURCE MANAGEMENT: DEFINITION: Edwin Flippo defines- HRM as “planning, organizing, directing, controlling of procurement, development, compensation, integration , maintenance and separation of human resources to the end that individual, organizational and social objectives are achieved.” Meaning: Human Resource Management is the process of recruitment and selecting employee, providing orientation and induction, training and development , assessment of employee (performance of appraisal), providing compensation and benefits, motivating, maintaining proper relations with employees and with trade unions, maintaining employees safety, welfare and healthy measures in compliance with labour laws of the land. Human: refers to the skilled workforce in the organisation. Resource: refers to limited availability or scarceness. Management: refers how to optimize and make best use of such limited and a scarce resource so as to meet the ordination goalsand objectives.

Altogether,

human

resource

management is

the

process

of

proper

and

maximiseutilisation of available limited skilled workforce. The core purpose of the human resource management is to make efficient use of existing human resource in the organisation. The Best example at present situation is, construction industry has been facing serious shortage of skilled workforce. It is expected to triple in the next decade from the present 30 per cent, will negatively impact the overall productivity of the sector, warn industry experts.

Every organisations' desire is to have skilled and competent people to make their organisation more effective than their competitors. humans are very important assets for the organisation rather than land and buildings, without employees ( humans ) no activity in the organisation can

be done. Machines are meant to to produce more goods with good quality but they should get operated by the human only.

Objective of HRM Every organization has goals. As a for-profit company, Alvin's organization's overarching goal is to make a profit for the company's owners. In order to make this profit, the company wants to make the best appliances possible at the lowest cost for the greatest profit margin. The company also wants to capture the greatest share of the kitchen appliance market as possible. And it needs human resources to accomplish these goals. Alvin's company needs engineers, researchers, marketing professionals, accountants, production workers, managers and sales people just to name a few different types of employees necessary to accomplish his company's goals. The objective of any human resource department is to make sure the company has and retains people with the skills necessary to accomplish the company's goals.

SCOPE OF HUMAN RESOURCE MANAGEMENT: The scope of Human Resource Management refers to all the activities that come under the banner of Human Resource Management. These activities are as follows.



Human resources planning :- Human resource planning or Human Resource Planning refers to a process by which the company to identify the number of jobs vacant, whether the company has excess staff or shortage of staff and to deal with this excess or shortage.



Job analysis design :- Another important area of Human Resource Management is job analysis. Job analysis gives a detailed explanation about each and every job in the company.



Recruitment and selection :- Based on information collected from job analysis the company prepares advertisements and publishes them in the newspapers. This is recruitment. A number of applications are received after the advertisement is published, interviews are conducted and the right employee is selected thus recruitment and selection are yet another important area of Human Resource Management.



Orientation

and

induction

:- Once

the

employees

have

been

selected

an induction or orientation program is conducted. This is another important area of Human Resource Management. The employees are informed about the background of the company, explain about the organizational culture and values and work ethics and introduce to the other employees.



Training and development :- Every employee goes under training program which helps him to put up a better performance on the job. Training program is also conducted for existing staff that have a lot of experience. This is called refresher training. Training and development is one area where the company spends a huge amount.



Performance appraisal :- Once the employee has put in around 1 year of service, performance appraisal is conducted that is the Human Resource department checks the performance of the employee. Based on these appraisal future promotions, incentives, increments in salary are decided.



Compensation

planning

and

remuneration

:- There

are

various

rules

regarding compensation and other benefits. It is the job of the Human Resource department to look into remuneration and compensation planning. 

Motivation, welfare, health and safety :- Motivation becomes important to sustain the number of employees in the company. It is the job of the Human Resource department to look into the different methods of motivation. Apart from this certain health and safety regulations have to be followed for the benefits of the employees. This is also handled by the HR department.



Industrial relations :- Another important area of Human Resource Management is maintaining co-ordinal relations with the union members. This will help the organization to prevent strikes lockouts and ensure smooth working in the company.

The Human Resource Officer is responsible for providing support in the various human resource functions, which include recruitment, staffing, training and development, performance monitoring

and

employee

counseling.

SCOPE (The way that the position contributes to and impacts on the organization) The Human Resource Officer provides advice and assistance to supervisors and staff. This may include information on training needs and opportunities, job descriptions, performance reviews and personnel policies. The position coordinates the staff recruitment process .The Human Resource Officer provides advice and support to supervisors and staff selection committees and ensures that they have accurate

and

timely

information

in

order

to

make

effective

decisions.

Failure to provide adequate advice or assistance may result in lost opportunities for staff development, poor staff morale, financial loss to staffs for residents and a loss of credibility.

FUNCTIONS OF HUMAN RESOURCE MANAGEMENT: Operative Functions: 1. Recruitment: This is the most challenging task for any HR manager. A lot of attention and resources are required to draw, employ and hold the prospective employees. A lot of elements go into this function of recruitment, like developing a job description, publishing the job posting, sourcing the prospective candidates, interviewing, salary negotiations and making the job offer. 2. Training and Development: On the job training is the responsibility of the HR department. Fresher training may also be provided by some companies for both new hires and existing employees. This Fresher training is mainly done to make the employees up to date in their respective areas as required by the company. This function makes the employees understand the process and makes it easy for them to get on their jobs with much ease. During the process of the training and development, the results are monitored and measured to find out if the employees require any new skills in addition to what he/she has. 3. Professional Development: This is a very important function of Human Resource Management. This function helps the employees with opportunity for growth, education, and management training. The organization undertakes to sponsor their employees for various seminars, trade shows, and corporal responsibilities. This, in turn, makes the employees feel that they have been taken care by their superiors and also the organization. 4. Compensation and Benefits: A company can attain its goals and objectives if it can acclimatize to new ways of providing benefits to the employees. Some of the benefits given by companies are listed below for our understanding: 1. Working hour flexibility 2. Extended vacation 3. Dental/Medical Insurance 4. Maternal/Paternal Leave 5. Education Reimbursement for children 5. Performance Appraisal: The employees of any organization will be evaluated by the HR department as per the performance. This function of Human Resource Management is to help the organization in finding out if the employee they have hired is moving towards the goals and objectives of the organization. On the other hand, it also helps the company to evaluate whether the employees needs improvement in other areas. It also helps the HR

team in drawing certain development plans for those employees who have not met the minimal requirements of the job. 6. Ensuring Legal Compliance: To protect the organization this function plays a crucial role. The HR department of every organization should be aware of all the laws and policies that relate to employment, working conditions, working hours, overtime, minimum wage, tax allowances etc. Compliance with such laws is very much required for the existence of an organization.

Managerial Functions: 1. Planning: This function is very vital to set goals and objectives of an organization. The policies and procedures are laid down to achieve these goals. When it comes to planning the first thing is to foresee vacancies, set the job requirements and decide the recruitment sources. For every job group, a demand and supply forecast is to be made, this requires an HR manager to be aware of both job market and strategic goals of the company. Shortage versus the excess of employees for that given job category is determined for a given period. In the end, a plan is ascertained to eliminate this shortage of employees. 2. Organizing: The next major managerial function is to develop and design the structure of the organization. It fundamentally includes the following: 1. Employees are grouped into positions or activities they will be performing. 2. Allocate different functions to different persons. 3. Delegate authority as per the tasks and responsibilities that are assigned. 3. Directing: This function is preordained to inspire and direct the employees to achieve the goals. This can be attained by having in place a proper planning of career of employees, various motivational methods and having friendly relations with the manpower. This is a great challenge to any HR manager of an organization; he/she should have the capability of finding employee needs and ways to satisfy them. Motivation will be a continuous process here as new needs may come forward as the old ones get fulfilled. 4. Controlling: This is concerned with the apprehension of activities as per plans, which was formulated on the basis of goals of the company. The controlling function ends the cycle and again prompts for planning. Here the HR Manager makes an examination of outcome achieved with the standards that were set in the planning stage to see if there are any deviations from the set standards. Hence any deviation can be corrected on the next cycle.

Advisory Functions:

1. Top Management Advice: HR Manager is a specialist in Human Resource Management functions. She/he can advise the top management in formulating policies and procedures. He/she can also recommend the top management for the appraisal of manpower which they feel apt. This function also involves advice regarding maintaining high-quality human relations and far above the ground employee morale. 2. Departmental Head advice: Under this function, he/she advises the heads of various departments on policies related to job design, job description, recruitment, selection, appraisals.

CHAPTER II COMPANY PROFILE

2.1 NLC India limited (NLCIL)

NLC India Limited (Formerly Neyveli Lignite Corporation Limited) is a government owned lignite mining and power generating company in India. NLC operates the largest open-pit lignite in India, presently mining 30.60MT of lignite and has an installed capacity of 4293.50MW of electricity. It also supplies a large quantity of sweet water to Chennai from artesian aquifers in the lignite mines. On 11 April 2011, joined the elite group of Navratna Companies. In 1956 NLC was formed as a corporate body. 

A Navratnacompany under the ministry of Coal



Since 1956 – 60th year of its glorious existence



Present Mining Capacity : 30.6 MTPA (Lignite)



Present Power Generation Capacity (including JVs) : 3240MW (Lignite), 1000MW (Coal), 10MW (Wind), Total : 4293.5MW



Planned Capacity Addition. Table 2.1 Planned Capacity Mining SOURCE

CAPACITY(in MTPA)

LIGNITE

26.3

COAL

31.5

Power Generation (including JVs) SOURCE

CAPACITY(in MW)

LIGNITE BASED

2720.0

COAL BASED

5940.0

SOLAR

3990.0



WIND

207.5

ACQUISITION OF POWER ASSET

3000.0

TOTAL

15857.5

Projected Capital Expenditure ( up to 2025 ) : Rs 1.24 Lakh Crore with a debt-equity ratio of 70:30.



Number of Employees

Employee Category Wise

CATEGORY

NUMBERS

EXECUTIVES

3996

NON- UNIONIZED

301

SUPERVISORS WORKMEN

10901

TRAINERS

69

Table 2.2 Number of Employees 

Full filling CSR Water Resource Management for the benefit of Large Society Land Benefitted

: 40210

Villages Benefitted : 83 Beneficiaries 

: 76688

Diversifying into coal based power generation and generation from renewable energy sources like Solar and Wind.



Marching towards 20151MW by 2025

2.1 Vision, Mission and Values Statements of NLCIL :

2.2.1 Vision To emerge as an environment friendly and socially responsible leading Mining & Power Company and strive for operational excellence in Mining & Exploration and Power generation.

2.2.2 Mission  To strive towards greater cost competitiveness and work towards continued financial strength.  To continually imbibe best practices from the best Indian and International organizations engaged in Power generation and Mining.  To be a preferred employer by offering attractive avenues of career growth and excellent work environment and development of human resources.  To play an active role in society and be sensitive to emerging environmental issue

2.2.3 Values N National Orientation L

Learning and Development

C

Commitment for Excellence

I

Innovation and Speed

2.3 Mining Projects: The main activity of NLC India is Mining (Coal & Lignite) and Power Generation (Thermal and Renewable Energy).

2.3.1 Mining NLC India at present has four open cast mines namely Mine I, Mine II, Mine IA and Barsingar Mine. The lignite mined out is used as fuel to the linked Pit head power stations.

2.3.2 Mine – I including expansion The lignite seam was first exposed in August 1961 and regular mining of lignite commenced in May 1962. German excavation technology in open cast mining, using Bucket Wheel Excavators, Conveyors and Spreaders were used for the first time in the country in Neyveli Mine-I. The capacity of this mine was 6.5 MT which met the fuel requirement of TS-I. The capacity was increased to 10.5MT of lignite per annum from March 2003 under Mine-I expansion scheme and at present meets the fuel requirement for generating power from TPS-I and TPS-I Expansion.

2.3.3 Mine –II including expansion In February, 1978 Government of India sanctioned the Second Lignite Mine of capacity 4.7 MT of lignite per annum and in February 1983, Government of India sanctioned the expansion of Second Mine capacity from 4.7 Million Tonnes to 10.5 Million Tonnes. Unlike Mine-I, Mime-II had to face problems in the excavation of sticky clayey soil during initial stage. The method of mining and equipment used are similar to that of Mine-I. The seam is the same as of Mine-I and is contiguous to it. The lignite seam in Mine-II was exposed in September 1984 and the excavation of lignite commenced in March, 1985. GOI sanctioned the expansion of Mine-II from 10.5 MTPA to 15.0 MTPA of lignite in October 2004 with a cost of Rs. 2295.93 crore. Mines-II Expansion project was completed on 12th March 2010. The lignite excavated from Mine-II meets the fuel requirements of Thermal Power Station-II and Thermal Power Station-II Expansion under operation.

2.3.4 Mine–IA Government of India sanctioned the project Mine-IA of 3 million tones of lignite per annum at a sanctioned cost of Rs. 1032.81 crore in February 1998. This project mainly to meet the lignite requirement of M/s ST-CMS for their power plant and also to utilize the balance lignite to the best commercial advantage of NLC. The project was completed on 30th March 2003 within time and cost sechedule.

2.3.5 Barsingsar Mine GOI sanctioned implementation of Barsingsar Mine with a capacity of 2.1 MTPA of lignite per annum at an estimated cost of Rs. 254.60 crore in December 2004. Both overburden

and lignite production has been outsourced. Lignite excavation commenced on 23rd November 2009 and production attained the rated capacity on 31st January 2010. Table 2.3 Capacity MINES

CAPACITY(in MTPA)

MINE I

10.5

MINE IA

3.0

MINE II

15.0

BARSINGSAR MINE

2.1

2.4 Power Generation Projects NLC India has five pitheads Thermal Power Station with an aggregate capacity of 3240 MW. Further, NLC India has so far installed 29 Wind Turbine Generators of capacity 1.50 MW each and also commissioned 10 MW Solar Photo Voltaic Power plant in Neyveli, resulting in an overall power generating capacity of 3287.5 MW . Table 1: power plants in NLCIL POWER PLANTS

CAPACITY IN MV

TPS-I

600

TPS-II

1470

TPS-I Expansion

420

TPS-II Expansion

500

BARSINGSAR TPS

250

WIND POWER PLANT

43.5

SOLAR POWER PLANT

10

THERMAL POWER STATION: The 600 MW Neyveli Thermal Power Station-I in which the first unit was synchronized in May 1962 and the last unit in September 1970 consists of six units of 50 MW each and three units of 100 MW each. The Power generated from Thermal Power Station NLC’s requirements is supplied to TANGEDCO, Tamil Nadu which is the sole beneficiary. Due to the aging of the equipment’s / high pressure parts, Life extension programme has been approved by GOI in March 1992 and was successfully completed in March 1999 thus extending the life by 15 years. In view of the high grid demand in this region, this power station is being operated after conducting Residual Life Assessment (RLA) study. GOI has sanctioned a 2*500 MW Power Project (Neyveli New Thermal Power Plant – NNTPS) in June 2011 as replacement for exixsting TPS-I.

THERMAL POWER STATION-II Thermal Power Station-II (7*210 MW) Neyveli, Tamil Nadu. The 1470 MW Second Thermal Power Station consists of 7 units of 210 MW each. In February 1978, Government of India sanctioned the Second Thermal Power Station of 630 MW capacity (3*210 MW) and February 1983, Government of India sanctioned the Second Thermal Power Station Expansion from 630 MW to 1470 MW with addition of 4 units of 210 MW each. The first 210 MW unit was synchronized in March 1986 and the last unit (Unit-VII) was synchronized in June 1993. The power generated from Second Thermal Power Station after meeting the needs of Second Mine is shared by the Southern States viz. Tamil Nadu, Kerala, Karnataka, Andhra Pradesh and Union Territory of Pondicherry.

THERMAL POWER STATION-I Expansion : Thermal Power Station-I Expansion (2*210 MW) Neyveli, Tamil Nadu. Thermal Power Station-I has been expanded (2*210 MW) using the lignite available from Mine-I Expansion. The scheme, TPS I Expansion, was sanctioned by Government of India in February 1996. UnitsI was synchronized in October 2002 and |Unit-II in July 2003. The power generated from this

Thermal Power Station, after meeting the internal requirements, is shared by the Southern States viz., Tamil Nadu, Kerala, Karnataka, and Union Territory.

BARSINGAR THERMAL POWER STATION : Government of India sanctioned the Barsingar Thermal Power Station 250 MW (2*125 MW) in October 2004. The units were commissioned in December 2011 and in January 2012. The power generated from this Thermal Power Station after meeting internal requirements is shared by DISCOMS of the state of Rajasthan.

THERMAL POWER STATION-II Expansion: This project consists of two units of 250 MW capacity each. Unit-II attained commercial operation in April 2015 and Unit-I in July 2015. The lignite requirement is met through expansion of Mine-II. The steam generated of this project employ eco-friendly Circulating Fluidised Bed Combustion (CFBC) technology. This technology has been adopted for 250 MW Capacity units for the first time in India.

CHAPTER III RECORD OF WORK DONE

Date

15-05-2018

Work done

Introduction

16-05-2018

Thermal – II visit

17-05-2018

Assistance

18-05-2018

Training

19-05-2018

Training

21-05-2018

Anti- terrorism day

22-05-2018

Flag day

Detailed Experience Went to Learning and Development office where they issued us the order letter. After receiving the order letter. We were asked to visit the Township Administration office to allocate quarters. Visited Thermal Power Station II and met Mr.O.S.Gnanasakeran, G.M/HR/THERMAL who directed us to Mr. P.V.Anand Manager/HR to be our guide. I was assisted by Mr. P.V.Anand Manager/HR and Mr. Sinku Manager/HR. They offered training classes for the whole day. Since NLC is a central government company Hindi has a greater priority. Hence we were asked to take Hindi classes from 4 PM to 5:30 PM I was made to assist with the employees there. My working hours were from 9:30 AM to 5:30 PM and lunch break from 12:30 PM-1:30 PM I found it so interesting to work over there. I had met various people in various designations. Learnt how an HR should operate in a corporate. All the employees were gathered downstairs and we're asked to repeat the pledge. It was done in three different languages such as English, Tamil and Hindi. I was then told that it was a custom that is followed in Government companies. After the pledge the gathering was asked to return back to their respective departments. Flag day is a very special event in NLC. It is the day when NLC was started. All the employees

23-05-2018

Thermal – I visit

24-05-2018

Training

25-05-2018

Worked on Excel

26-05-2018

Training in L&D office

28-05-2018

Supervised canteen works

29-05-2018

Training on IR problems

30-05-2018

Supervised retirements on month end

were asked to stand on the lawn to hoist the NLC flag. The flag was hoisted by Mr. Kasinathan, Unit head of TPS while the NLC music was played. After the flag hoisting event, all returned to their respective departments and were asked to work till the afternoon. The NLC flag celebration was held in the Lignite hall from 2 p.m. to 9:30pm.This program was featured by orchestral music, dance, cultural, executive speeches and a very grand dinner Visited the power plant area. An apprentice, Mr. Arun guided me by giving me technical support. I was showed the transporting medium of lignite from the mines, then the boiler and its functions, its water resources and finally the cooling tower. Learnt about role of HRM in the management process. Became aware of Form 16and other necessary forms that are meant to be submitted by the HR to his superiors and to the govt authorities. Started to check the employees attendance register. I was asked to calculate the employees increment. The Deputy Chief Manager asked me to create an increment payroll for a list of employees Visited the learning and development office (LDC) this office is the place where the appraisal are valued and checked. It performs a wide variety of services. Visited the Canteen and talked with Mr. Robinson Canteen Manager. He discussed with me about all the IR problems he faced. He then gave me a complete walk-through on his canteen. Discussed with Mr. P. V. Annad Manager/HR on the IR issue that arose in the Mine 1 area. And on several IR cases NLC has this custom of making retirements on the 30th of every month. I worked hard on that

31-05-2018

Mines I and IA visit

01-06-2018

Salary and Wages

02-06-2018

Discussion on case study

04-06-2018

Expansion/New thermal visit

05-06-2018

Attendance generation

day... and helped in assisting my HR manager in his work Visited the mine 1 and 1A. Mr. Sinku, Manager/HR guided me to the mining area.. Had a very good view of the mine field of the view point after that I was taken to the Township viewpoint where I saw the whole view of Neyveli Township... after there we visited the afforestation area in the mines Gone through the payslips of employees at various designations. A detailed case study on the issue that happened in Mines I. Our suggestions were then analysed and the Manager said how they resolve such issues. Visited the Neyveli New Thermal Power Plant NNTP. Since it is a power plant under construction. I was not allowed to go close. A technical person named Balaji discussed with me on the new plant Attendance report of the employees were generated and absenteeism was reported.

Attendance generation

Attendance report of the employees generated and absenteeism was reported.

06-06-2018

07-06-2018

Seen Memos and circulars

08-06-2018

Report Submission

were

Gone through all the memos and circulars which are sent by Corporate Office to various departments of NLC. They use intranet network. All the employees are given id and passwords and can login to know the latest updates in NLC. Completed the report and got signed from my Guide Mr. P. V. Anand, Manager/HR. Submitted the report in L&D office and received the certificate.

CHAPTER – IV INTERNSHIP’S LEARNING AND EXPERIENCES  Learnt how to handle customers and also to maintain reputation through proper service

 Developed Convincing tactical talks  Learnt how to improve business through marketing skills  Followed up methodology of performance appraisal of employees  Employee relationship is also important neither to business  Each customers had different mode of expectation, and they expected some output, it was a good experience which taught me to satisfy their needs as per the expectation of the customer

 They follow each and every step in a sequential manner which avoided the idle time and time target is fixed for each employee.

 Learnt customer and employee relation

 Follow up of customers was their secret behind the success

 Adopted new skills and techniques,training.

 Improved my networks which would help my career prospects

 This internship provided me career oriented professionalism and time management

 Developed more confidence in career direction

 Working with different personalities was challenging

 Improved my Communication skills

 Improved selfconfidence and responsibility

CHAPTER V

CONCLUSION: From this internship I have learnt on the actual work of a Human Resources Management in an organization. Collaborating with different level of employees helped me to know their role in the organization. I have learnt how to handle Industrial relation problems. Moreover my knowledge on HRM has been widened since we had practical exposure.