human resource management payroll system

A Project report on

“HUMAN RESOURCE MANAGEMENT PAYROLL

SYSTEMS”

AT

CENTRAL POWER DISTRIBUTION COMPANY OF A.P. LTD

Project report submitted to

Jawaharlal Nehru Technological University, Hyderabad In partial fulfillment of the requirement for the

award of the degree of

MASTER OF BUSINESS ADMINISTRATION

Submitted By

R J M VIDYA SAGAR

Roll.No. 06R71E0038

UNDER THE GUIDANCE OFD. NEELIMA MBA, Assistant Professor

DEPARTMENT OF MANAGEMENT STUDIESS.S. INSTITUTE OF TECHNOLOGY, DUNDIGAL, HYDERABAD

(Affiliated to Jawaharlal Nehru Technological University) (2006-2008)

ACKNOWLEDGEMENT

I take this opportunity to thank the management of S.S. INSTITUTE OF

TECHNOLOGY and our principal Prof. K.P.MENON for their kind support given to

me in preparing the Project work.

This is with sincere gratitude that I would like to thank our Head of the

Department Mr. SANTOSH GAJAWADA and my project guide Miss. D.NEELIMA,

for their kind help in sharing their ideas and figuring my project report.

I take extreme pleasure to express my deep sense of gratitude to all the faculty

members of the Department of Management Studies for their valuable guidance through

out my project work.

At APCPDCL, I feel extreme pleasure in thanking Mrs. HYMA (AAsstsst D Divisionalivisional

EEngineerngineer) P) Project Manager, Hyderabadroject Manager, Hyderabad for allowing, supervising and guiding me to

complete my project work successfully.

I also express my thankfulness to my parents and my family members who have

helped me by cooperating in completing the project work.

Finally, I want to thank all my friends at S.S. Institute of Technology for helping

me in one or the other way in completing my project work successfully.

(R J M VIDYA SAGAR)

DECLARATION

I, hereby declare that the project work entitled “HUMAN RESOURCE

MANAGEMENT PAYROLL SYSTEMS” in APCPDCL, HYDERABAD has been

prepared by me during the period 2006-2008 in partial fulfillment of the requirement for

the award of degree of “Master of Business Administration” from Jawaharlal Nehru

Technological University.

I also declare that this project work is a result of my own effort and has

not been submitted to any other university for the award of any degree and not printed or

published any time before.

Place: HYDERABAD

Date: (R J M VIDYA SAGAR)

CONTENTS

Page No :

1 INTRODUCTION

i. Introduction of Human Resource Management

1

ii. Introduction of Employee Payroll

2

iii. Project Description 7

iv. Need and Scope of the Study

8

v. The Problem 8

vi. Objective of the Study

9

vii. The other Objectives Are

9

viii. Methodology of the Study 9

ix. Limitations of the Study 11

2. COMPANY PROFILE 12

3. INDUSTRY PROFILE 15

4. SUBJECT AREA 16

5. ANALYSIS AND INTERPRETATION 92

6. SUMMARY OF FINDINGS & SUGGESTIONS 110

7. BIBLIOGRAPHY 117

INTRODUCTION OF HUMAN RESOURCE MANAGEMENT :

A total number of 13, 614 employees are working in APCPDCL relating

to Technical and non-technical Wings. Separate service regulations are not yet framed

and the same rules and regulations of erstwhile APSEB are adopted and being continued

to the employees of APCPDCL. APCPDCL is headed by the Chairman and Managing

Director with the assistance of four Directors. The Chief General Manager (HRD) is the

head of Human Resource Management and 11 sections are under his control with 2

Deputy Secretaries, 4 Assistant Secretaries and 11 Personnel Officers. This HRD Wing

deals with all the service matters relating to the employees such as Recruitment,

Promotions, man power play, transfer and postings, leave, annual appraisal reports,

disciplinary cases, industrial relations, medical, welfare measures and legal matters.

Hence the function of Human Resource Management plays a key role in APCPDCL.

As every organization needs to have well trained and experienced people to

perform the activities that have to be done. If the current or potential job occupant can

meet this requirement, training is not important. But when this is not the case, it is

necessary to raise the skill levels and increase the versatility and adaptability of

employees. Inadequate job performance or a decline in productivity or changes resulting

out of job redesigning or a technological breakthrough require some type of training and

development efforts. As the jobs become more complex, the importance of employee

development also increases. In a rapidly changing society, employee training and

development is not only an activity that an organization must commit resources to if it is

to maintain a viable and knowledgeable work force.

INTRODUCTION OF THE EMPLOYEE PAYROLL

Employee Pay Roll is designed to maintain the complete information of the

Employees existing in the organization in terms of the payment particulars which

includes Salary Payments, Recoveries, Loans and Advance, Increments etc. All the

information of each employee can be made available and reports can be generated for

Salary slips, Pay Bill Abstract. This software is designed using VB.NET.

1. EMPLOYEE:

The Employee information i.e.New Employee Details such as name of the

Employee, Employee ID, Employee Account particulars can be added or the existing

Employees details can be viewed. The information can be viewed or updated as in the

given proforma below:

i) Personal Information: Employee ID, Personal information of the Employee such as

Date of Birth, Joining Date etc. will be entered here.

ii) Employee Post: Employee posting details will be entered here. Particulars of the

Employee viz., Employee ID, Designation of the Employee, Surname, Employee

Location, Name of the Employee, Name of the Bank, Bank Account Number, Bank

Location and Service Type etc. details can be viewed /modified.

iii) Basic Pay/Promotion: All the payment details and promotion information will be

entered here viz., Employee ID, Name of the Employee, Month /Year, Basic Pay given

to the Employee, Date Of Increment, Value of Increment, Whether Employee is

promoted these kind of information will be stored in this format. These details can be

viewed or updated based on the changes for the concerned employee.

2. MASTER DATA: The particulars of the Bank in which salary being credited, the location where

Employee is posted and the DA paid can be viewed /updated here.

i)Bank:

In this the Bank locations and name of the banks will be available when the

concerned bank location is chosen the bank code will be displayed. In case if the bank

does not exists in the given list the bank details can be added and the software

automatically allocates the Bank code for the new bank added and can be made available

in the list apart from the existing Bank names.

ii) Location:

This information is essential for the payment of the Employee HRA percentage to

be paid as it will be based on the location of the Employee. Location Code will be

automatically generated after entering the employee location. These details can be viewed

or can be updated based on the place of posting.

iii) DA: DA percentage can be modified or can be viewed here.

3. MASTER TRANSACTIONS:

All the Transaction of the Employees can be viewed /Updated based on the type

of the recoveries, Loans and Advances and Payment particulars.

i) Fixed Recoveries: The recoveries which are to be deducted every month from the

salary are updated based on the type of the recoveries. Here, the Employee Details and

the Recovery Details which include Recovery Code, Employee Bank Account Number,

Month and Year, Amount to be deducted and the Amount Recovered So far are entered.

Fixed recoveries include GPF, LIC etc. i.e. Recoveries except Bank, all the other

recoveries.

ii) Loans and Advances:

The Loan particulars based on the loan taken (Vehicle loan, Home loans, Bank

loans, Festival Advance, Education loans etc.) Loan code will be allocated. The

particulars of the Employee i.e. Employee ID, Name of the Employee will be entered and

then the Loan Advance/Recovery Details i.e. Loan Code, No. Of Installments/C No.,

Date of Loan, Interest, Total Installments to be paid will be entered. These details can be

updated from time to time based on the changes in loan payments.

iii) Payments:

Salary payment particulars of the Employees will be entered to maintain the entire

payment particulars data base with the amount credited in each month in the employers

account along with the changes made for recoveries and the advances given. The

Employee payment particulars i.e. Employee Details, Additional Payment Details,

Payment Code, Description, Month, Amount Credited will be entered.

iv) Deputation/ APTS:

The information stored here will be the same as in the Fixed Recoveries, Loans

and Advances and Payments about but this information will be for the employees who are

deputed to various posts. So, based on the type of the recoveries, Loans and Advances

and Payment particulars information will be updated in the following formats.

a) Fixed Recoveries (Depute/APTS)

b) Loans and Advances (Depute/APTS)

c) Payments (Depute APTS)

v) Change Return:

In case of the transfers or new recruitments or if the employee absconds from the

duties, the salary particulars will be changed based on the date of joining or relieving or

the days of leaves. Hence, the same must be reflected in the payment particulars. These

changes concerned to the particular employee must be updated with the following details:

Month & Date of Joining or relieving, Location Code (Based on the Place of posting),

Employee ID, Days Attended, Reasons for the change return i.e. Cause of leave,

Sanctioned details.

4. TRANSACTIONS:

After Master data Transactions these transactions are to be changed as the master

data transactions are for the regular base changes which are to be affected over a period

of time regularly each and every month. These Transactions are particularly meant for the

current month changes. Partial Recoveries i.e. Fixed Recoveries, Loans and Advances are

affected here. For example, if an employee is in leave for 20 days and his payment of

salary is for just 10 days, but if recoveries are more than the salaried amount then for the

current month changes can be made so that recoveries are reduced for the current month

and for the rest of the other months regular recoveries will be the same. Similarly, for

the Partial Payments (Only for the current month effects will be made, but not for regular

months)

5. DEPUTATION:

The information here will be the same as that made in Transactions i.e. the partial

payments and the recoveries made for the current month but this column is for the

employees who are deputed to the various posts.

Partial Payments: a) Employee Details will be entered here viz., Employee ID,

Employee name.

b) Additional Payment Details, Payment Code, Description, Month,

Amount Credited of the deputed employee details will be changed

in case of the leaves or newly joined employee.

Partial Recoveries: a) Loans: Employee ID, Name of the Employee, Loan Advance /Recovery Details: Loan Code/Loan, Amount Installments, Recoveries. b) Fixed Recoveries: Employee ID, Name of the Employee, Recovery Details: Rec. Code, A/c No., Description, total Amount,

from-To, Amount Deducted, Recovered 6. PROCESS:

Once the data is feeded into the Master Transactions salary calculation process will

be done here for the final changes to be effected in the payment slips.

1. Salary calculation: Salary Calculations for both the Regular Employees including

salaries and sanctioned leaves and for the Contract Employees will be processed

separately. Once if processed it will be done for one month, hence processing for more

than one month will change the month status.

2. Salary Updation: This is done after the Transactions are feeded i.e. current month

changes. This Salary Updation is always processed after processing the Salary

calculations. If, after processing the salary updation salary calculations are processed all

the changes that are made in salary updation will not be effected.

7. PRE-PROCESS:

This is similar to that of processing i.e. Updating of Master for Department and

Deputation /APTS and Deletion of Master data based on the changes to be effected for

those employees who are deputed to various posts.

8. REPORTS:

After successful completion of updating all the employee particulars reports can be

generated to get the printed format of Pay slips. Pay Bill Abstract Reports can be

generated for Department wise and Deputation wise. Abstract can be generated in Excel

sheet format .Reports like Total Pay, Bus Pass, Employee pay slip, Bank schedules

(Private bank Loans) can be generated.

9. SEARCH:

If Employee ID or the employee information is not found that can be found here in

the search and information can be used for further proceedings.

NEED AND SCOPE OF THE STUDY:

The element of man power planning is very important in the Human Resource

Management. The man power planning process is to assess the requirements of man

power and also for processing, utilizing and developing the human resources. In the final

analysis, human resources are the most important element which determines the success

and failure of an organization. The need for having the right number of personnel of

relevant categories and utilizing them properly assumes special significance. An

organization cannot afford either to be overstaffed or understaffed. If overstaffed, the

productivity per man would fall, chances of labour unrest and there would be problems of

work, place, accommodation, proper distribution of work, fall of morale and all other

problems with redundant power on the other hand, if the organization is under manned,

the volume and quality of work would suffer, the time schedule of production may not be

maintained, orders may be delayed and there may even be industrial relation problems.

Moreover, retrenchment and lay off being undesirable and attains rather dangerous for

the management, once some men are taken even to meet the rise in the level of work on a

temporary basis, it is very difficult to throw them out. Employment of the right number of

personnel without any surplus and shortage, thus is very important for the organization

today. Man power planning, by forecasting the future requirements as well as the supply

of the man power and also by identifying the ways and means of removing any imbalance

play a cardinal role in this regard. The man power plan is a document on the basis of

which the management of the organization can strive to have the right number of people

possessing the right type of skills at right times, in right jobs and at right places with a

view to enabling the organization to achieve its short term and long term groups.

THE PROBLEM:

In the light of the above back ground, it is proposed to under-take a comprehensive

study of Human Resource Management in APCPDCL and to offer suggestions for the

effective management of Human Resources.

OBJECTIVE OF THE STUDY:

The main purpose of the study is to examine the functioning of the manpower

recruitment and to measure strengths and weakness of the employees etc. in the Human

Resource Management.

THE OTHER OBJECTIVES ARE:

To estimate the manpower and their utilizations of the to meet its current obligations.

To examine firm efficiency, to recruit personnel from outside sources.

To provide suitable suggestions to the firm.

METHODOLOGY OF THE STUDY:

Scope of study:

The aim of study is to know the articulated business strategy based on current &

future business forecast, towards existing Human Resource Planning in APCPDCL. This

study specifies how efficiently & effectively the process is undertaken. This study gives

an overall view about the way it is done & various methods used for the purpose of

Human Resource Planning.

The result of this study is to assess the employability of the human resource given

changing skills & competencies.

Need of the Study:

Human Resource Planning is an important aspect of every organization in order to

have a good and efficient management. Through proper human resource planning process

we can compare human resource supply with human resource demand.

In order to get the right kind of the people in the right places at the right time an

organization should have the specific and clear personnel policies and methods which are

very essential to the growth of an organization.

Through human resource planning the organization can perform to identify plan

and implement planning for manpower.

Methodology:

Sample Plan:

1 Population specific : Employees of the firm

2 Sample frame : Corporate sector

3 Sample specification : Employees of APCPDCL

4 Sample size : 50

5 Sampling Method : Random Sampling

6 Data Analysis : Tabulation and Interpretation

Sources of Data:

The collection of information is through two principle sources:

1 PRIMARY DATA &

2 SECONDARY DATA.

1 Primary Data:

The primary data was collected through personnel interviews with experienced

Chief General Manager (HRD) and other officials. The required information is collected

in the following technique:

Techniques:

1 On the basis of observations

2 Questionnaire

3 By discussions with concerned HR Executives

4 By personnel interviews with employees of APCPDCL

Secondary Data:

Secondly data was acquired through various sources such as Service Regulations,

leave Regulation, GPF Regulation etc.

The required information is collected in the following techniques:

Techniques:

1 Organizational Manuals

2 Records

3 Documents & Statements

4 Company Handbooks & Materials

5 Internet

LIMITATIONS OF THE STUDY:

The present study is confined to Human Resource Management in CPDCL

only

The study is based on previous recruitments & service regulation. It is only a

quantitative analysis and doesn’t reflect the quantitative aspects of the

company.

The results of the report need not necessarily be applicable to other utilities of

the power sectors.

Time being a constraint the project study was done for limited employees in

APCPDCL

COMPANY PROFILE

Andhra Pradesh is the fifth largest state in India and occupies important position in the

country’s economy. Electricity plays an important role in economic development and

growth in all sectors.

With a vision to fulfill the expectations of the Government, the Central Power

Distribution Company of A.P. Limited, which came into being on 1st April 2000 as a

sequel to the A.P. Electricity Reforms Act. 1998, with an objective of electricity to the

people at an affordable price.

With its headquarters at Hyderabad, the APCPDCL encompasses an area of seven

districts viz., Anantapur, Kurnool, Mahaboobnagar, Nalgonda, Medak and Rangareddy,

Catering to the power requirements of 57.4 million consumers.

APCPDCL has a vast infrastructure facility in its operating area with 972 Nos. of 33/11

KV substations, 1,459 Nos. of power transformers, 522 Nos. of 33 KV feeders, 3,676

Nos. of 11 KV feeders and around 1, 60,983 Nos. of distribution transformers of various

capacities.

A number of new initiatives for improving the quality supply of power were introduced

by APCPDCL such as:

Electronic Spot Billing.

Pass Books to individual customers.

Voluntary Disclosure schemes.

Web-enabled Customer Service Centers.

Tie up with e-Seva centers for bill payment.

On line billing enquiry system.

Tie up with e-Seva centers for bill payment.

Electronic control and complaint center etc.

Tims, Mats, Cat.

Vidyut Sadassus, Sub-station wise Meeting.

Having electrified 6,489 villages, 5,600 general hamlets, 2,059 tribal hamlets, 12,105

Dalit wadas and 5,806 weaker sections colonies, APCPDCL is looking forward to meet

many challenges with promise to deliver quality customer services through innovative

programmes.

The philosophy of APCPDCL is to continually striving to enhance its performance and

emerge stronger by the day to offer its customers the best and value for money.

The company is managed by a Board of Directors consisting of the following members:

Chairman and Managing Director: Mr. G. Sai Prasad,IAS

Director (Operations): Mr. B. Ravindra Reddy B.E.

Director (Projects, P & MM, EA): Mr. KH. Ghulam Ahmed, B.E.

Director (Commercial & HRD): Mr. A. Srinivasa Rao, B.E.

Director (Finance, IT & RA): Mr. P. Rajagopal Reddy

Vision of APCPDCL

To be one of the India's best power Utilities, Satisfying the customers needs and

powering State's growth.

Mission of APCPDCL

To be a powerful Distribution Company in the Electricity sector through: Make available reliable and quality power Continuously develop competent and

committed human resources to match best standards Adopt State-of art technologies for

improved productivity

Core Values of APCPDCL

The Core Values of the Organisation are:

Customer Focus

Organizational Pride

Mutual Respect and Trust

Initiative and Speed

Total Quality

INDUSTRY PROFILE

APCPDCL has a vast infrastructure facility in its operating area with 972 Nos. of

33/11 KV substations, 1,459 Nos. of power transformers, 522 Nos. of 33 KV feeders,

3,676 Nos. of 11 KV feeders and around 1,60,983 Nos. of distribution transformers of

various capacities.

With the introduction of reforms in the power sector of the State of Andhra

Pradesh, the Government of Andhra Pradesh has incorporated two Corporations namely,

Transmission Corporation of Andhra Pradesh Limited and Andhra Pradesh Power

Generation Corporation Limited under Companies Act, 1956. They have started

their functions independently with effect from 1-2-1999. The AP Transco was divided

again into FIVE Companies i.e., APTransco and four distribution companies (1.Eastern

Power Distribution company of AP Ltd., (EPDCL), Visakhapatnam, 2. Southern Power

Distribution Company of AP Ltd.,(SPDCL), Tirupathi, 3.Central Power Distribution

Company of AP Ltd., (CPDCL), Hyderabad and 4. Northern Power Distribution

Company of AP Ltd., Warangal. The four distribution companies are also functioning

independently w.e.f. 17.08.2002 i.e., from the date of final absorption of the employees.

The APGenco is generating power and selling it to the APTransco. Then APTransco is

purchasing the power from the APGenco and from other sources i.e., Independent Power

Producers and the same is being sold to the above four distribution companies. The

distribution companies are directly to distributing the power to the consumers on payment

basis by raising bills through the meters installed. The service regulations of erstwhile

APSEB were adopted by APGenco, APTransco, APCPDCL and other three distribution

companies to regulate the service conditions of its employees.

The philosophy of APCPDCL is to continually striving to enhance its

performance and emerge stronger by the day to offer its customers the best and value for

money.

ATA ANALYSIS AND INTERPRETATION:

ABOUT YOUR JOB IN THE ORGANIZATION:

1. How is your association with organization

Response No.of Respondents Percentage

Good 20 40

Satisfied 30 60

Bad 0 0

Total 50 100

INTERPRETATION:

The analysis of the above data shows that 40% of the respondents feel good with

association with organization

The above data shows that 60% of the respondents express their opinion as

satisfied regarding association with organization.

2. How do you feel about your relationship with the Top management and communication with them?


Good 45 90

Satisfied 5 10

Bad 0 0

Total 50 100

INTERPRETATION:

The analysis of the above data shows that 90% of the respondents satisfied with

relationship with the Top management and communication with them

The above data shows that 10% of the respondents express their opinion feel

Good regarding relationship with the Top management and communication with

them

3. What do you feel about the motivational concepts in the organization?

INTERPRETATION:

94% respondents expressed that they feel Good with the

motivational concepts in the organization

And 6 % respondents are satisfied about the motivational concepts

in the organization

4. The objectives of the program are in the accordance with my needs and were made clear to me.


Good 47 94

Satisfied 3 6

Bad 0 0

Total 50 100

INTERPRETATION:

The analysis of the above data shows that, 68 % of the respondents Agree to

considerable extent, that the training program are in accordance with their needs

and were made clear to them.

The analysis of the above data shows that, 26% 0f the respondents agreed to a

large extent that the training program are in accordance with their needs and were

made clear to them.

6% of the respondents agreed to a small extent.

5. The technique of training is rightly oriented to the specific needs of the trainees.



Large extent 13 26

To a considerable extent 34 68

To a small extent 3 6

Not at all 0 0

Total 50 100

To a large extent 8 16



Not at all 0 0

Total 50 100

INTERPRETATION:

16% of respondents expressed to a large extent that technique of training is

rightly oriented to the specific needs of the trainees

76% expressed to a considerable extent and

8% expressed to a small extent.

6. How far the course helped you to understand the working of organization

APCPDCL?





Not at all. 0 0

Total 50 100

Interpretation:

60% Respondents agreed to a large extent that the course would help to

understand the working of the organization.

30% Respondents agreed at a considerable extent that the course would help to

understand the working of the organization.

10% of the respondents might have expressed like this because a book-let

containing comprehensive information like profile of APCPDCL and function of

its various wings is distributed to the trainees along with the other course material.

7. What is your general reaction to the content of the course?


Highly Relevant and useful 20 40

Relevant and useful 30 60

Not relevant and useful 0 0

Total 50 100

INTERPRETATION:

60% respondents has viewed that the course material is relevant and useful and

40% respondents viewed it as highly relevant and useful.

REPRESENTATION AT WORK:

8. Do you think that the course will help you in your working in the APCPDCL?


Yes 50 100

No 0 0

Total 50 100

INTERPRETATION:

100% respondents expressed that the course will help in practical

working. The trainees might have expressed like this as on job-training is imparted to the

technical employees; for accounting personnel various billing procedures etc., have

explained by solving many problems and case laws have been explained to the HRD

personnel.

9. Do you feel that the Training and Development initiatives are adequate?

Response No. of Respondents Percentage

Yes 45 90

No 5 10

Total 50 100

INTERPRETATION:

90% respondents expressed that the training initiatives adequate.

They might have expressed like this because the Corporate management has planned in

such a that each and every employee of the Board has been trained atleast in one training

programme

during the year.

10% respondents expressed that the training initiatives are not

adequate as it is their personal opinion.

10. Do you feel that the training programs conducted will help the organizational

development?

Response No. of Respondents PercentageYes 47 94

No 3 6

Total 50 100

INTERPRETATION:

94% respondents expressed that these training programmes will

help organizational development. This might be due to the fact that training programmes

will increase the overall productivity of the employees.

6% respondents expressed that these training programmes witll not

help the organizational development as it is according to their view in organization.

11. How far these training programs will help you to meet the demands of Changing

technology?





Not at all 0 0

Total 50 100

INTERPRETATION:

68% of respondents expressed that these training Programme will meet the

demands of the changing technology to a considerable extent.

26% expressed that it will help to a large extent and

6% to a small extent.

12. Do these programmes bring behavioural changes like increase in self-confidence,

group dynamics and leadership abilities in employees?

Response No.of Respondents PercentageTo a large extent 8 16



Not at all 0 0

Total 50 100

INTERPRETATION:

76% of respondents expressed that these programmes will help the

employees in

increasing their self-confidence etc., to a considerable extent.

16% expressed to a large extent and


13. How far these programs attempt to improve the interpersonal skills in employees?





Not at all 0 0

Total 50 100

INTERPRETATION:

76% of respondents felt that this programme will the employees in

improving their interpersonal skills to a considerable extent,

32% expressed to a large extent and


14. How far these programs improve the employee morale?





Not at all 0 0

Total 50 100

INTERPRETATION:

32% of respondents felt that these programmes will help the

employees in improving their morale to a large extent,

60% of the employees expressed to a considerable extent.and

8% of the employees expressed to a small extent.

15. Do you think that this training programme will help the employees to increase

their productivity and make them to attain the organizational goals?


Yes 48 96

No 2 4

Total 50 100

INTERPRETATION:

96% of the respondents felt that this training programme will

increase their productivity and make them to attain the organizational goals. This might

be because of the fact that an appreciable amount of time is allotted for the on job

training which would enable the employees to increase their productivity and reaching

the set targets.

4% of the respondents felt that this training programme will not

increase their productivity and make them to attain the organizational goals as it is their

personal view as in the organization.

16. Do you feel that these training programs are assisting the employees to cope up

with the organizational change particularly with reference to the introduction of

reforms in the power sector?


Yes 46 92

No 4 8

Total 50 100

INTERPRETATION:

92% of the respondents viewed that these programmes will help

the employee to cope up with the organizational changes. This might have been

expressed because the APCPDCL stood first in the country in implementation of reforms.

Unless the employees adjusted with the ongoing organizational changes, this organization

would not have got first rank.

8% of the respondents viewed that these programmes witll not help

the employee to cope up with the organizational changes as it is their personal view.

17. How do you feel about the organization and its policies & procedures? How far the course helped you to understand the working of organization

APCPDCL?





Not at all. 0 0

Total 50 100

INTERPRETATION:

The analysis of the above data shows that 60% of the respondents satisfied with

the policies and procedures followed by the organization.

The above data shows that 30% of the respondents express their opinion feel

Good.

But 10% of the respondents are not satisfied with the policies and procedures

followed by the organization.

SUGGESTIONS

Employee Payroll System helps the process easy and hence the system

should be maintained carefully.

Employee Payroll System should be update regularly

Employees should be aware of the new technologies

Data should be accessed by employees regularly for their awareness

The necessary modifications should be done on time when it is

necessary in the system

The system should be maintained at given specifications only.

Training program should be given in accordance with the change in

technology.

Training programs must be conducted at regular intervals with further

updating and modification

Implementation of the training program on the actual job should be

emphasized.

Regular feedback should be taken from participant’s duration and

after the training program.

More experienced and efficient faculty should be appointed.

Practiced problems and case studies should be discussed in detail.

The Employee Payroll System which is used in the organization to

speed up the process of calculating pay accurately, and making

payments on time.

QUESTIONNAIRE

Section A:

About your Job

1. How is your association with organization A. Good B. Satistfied C. Bad

2. How do you feel about your relationship with the Top management and communication with them?

A. Good B. Satistfied C. Bad

3. What do you feel about the motivational concepts in the organization?A. Good B. Satistfied C. Bad

4. The objectives of the program are in the accordance with my needs and were made clear to me.

A. Strongly agree B. To a considerable extent. C. To a small extent D. Not at all.

5. The technique of training is rightly oriented to the specific needs of the traineesA. To a Large extent B. To a considerable extent. C. To a small extent D. Not at all.

Section B:

Representation at Work:

6. How far the course helped you to understand the working of organization APCPDCL?

A. To a Large extent B. To a considerable extent.

C. To a small extent D. Not at all.

7. What is your general reaction to the content of the course?

A. Highly Relevant and useful B. Relevant and useful

C. Not relevant and useful

8. Do you think that the course will help you in your working in the APCPDCL?A. Yes B. No

9. Do you feel that the Training and Development initiatives are adequate?

A. Yes B. No10. Do you feel that the training programs conducted will help the organizational

development?

A. Yes B. No

11. How far these training programs will help you to meet the demands of Changing

technology?



12. Do these programmes bring behavioural changes like increase in self-confidence,

group dynamics and leadership abilities in employees?



13. How far these programs attempt to improve the interpersonal skills in employees?A. To a Large extent B. To a considerable extent.


14. How far these programs improve the employee morale?



15. Do you think that this training programme will help the employees to increase

their productivity and make them to attain the organizational goals?

A. Yes B. No

16. Do you feel that these training programs are assisting the employees to cope up

with the organizational change particularly with reference to the introduction of

reforms in the power sector?

A. Yes B. No

17. How do you feel about the organization and its policies & procedures? How far the course helped you to understand the working of organization

APCPDCL?

A. To a Large extent B. To a considerable extent. C. To a small extent D. Not at all.

BIBILOGRAPHY

BOOK NAME AUTHOR EDITION PUBLICATIONVISUAL BASIC .NET EVANGELEOUS

PETEREOUS3RD HIMALAYA

PUBLISHING HOUSE

SOFTWARE ENGINEERING

ROGER.S, PRESSMAN

HIMALAYA PUBLISHING

HOUSESQL,PL/SQL IVAN BAYROSS HIMALAYA

PUBLISHING HOUSE

HUMAN RESOURCE MANAGEMENT

BISWAJEET PATTNAYAK

13TH HIMALAYA PUBLISHING

HOUSE

HUMAN RESOURCE

MANAGEMENT

SAIYADAIN 3RD TATA McGraw HILL

HUMAN RESOURCE MANAGEMENT

B.L MATHUR 1ST MOHIT PUBLICATIONS

BOARDS CULTURE, OFFICE PROCEDURES

& ACCOUNTING MODULE

CPDCL COURSE MATERIAL

WEBSITE:

www.apcentralpower.com