IN the prevailing competitive environment, human resource management poses a great challenge to public sector companies. How is NTPC tackling the problems of retaining talent and making it attractive for fresh graduates to enter the company?
R.C. Shrivastav, Director (Human Resource), says NTPC has been following a comprehensive approach towards the retention of talent in the company as part of its people management practices. Over the years, we have created a robust system for induction of talent, socialisation into company culture, regular motivation, and development. Certainly, NTPC, being a public sector company, cannot match the high salary and compensation being offered by some private sector companies for their experienced employees. However, NTPC as an employer has a number of things to offer, including an excellent social security package, learning and development opportunities, career growth, enabling work culture, excellent quality of work and social life ? in our townships. All these benefits and measures have been playing a major role in enhancing employee commitment and retention, he says.
As far as induction of fresh talent is concerned, the company relies on campus recruitment and open advertisement modes. Approximately, the company recruits between 500 and 650 professional graduates every year. NTPC offers compensation and a benefit structure, especially at the entry level for fresh graduates, which are comparable to leading private sector companies in the power sector. Besides, we offer an exciting work environment, challenging assignments and learning opportunities, performance-linked economic incentives, and so on. As is evident from a number of surveys, working with NTPC is a great experience. Overall, the company has a good brand value in the market as an employer, which attracts young professionals to be part of the NTPC family, he says.
On the plans of the company in terms of training and attracting specialised talent in view of its entering new areas like nuclear power generation, Shrivastav says, We are following a two-fold approach for meeting talent requirement for our new areas such as hydropower generation, coal mining, electricity distribution and trading. Firstly, we recruit experienced people from outside at the lateral level by offering additional compensation. Exclusive and customised compensation and benefit packages have also been designed for relatively difficult areas of posting. Secondly, we are trying to build capability in our employees for new businesses through training and development.
Dinesh ChandraCOMMents
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