|Making that difference: Chairman &
Managing Director C.P. Jain (front centre) with the company's
HR team outside their Delhi headquarters
Rajeev Agarwal, an M. Tech from IIT Roorkee, chose NTPC over Indian
Railways and ONGC last year, the 27-year-old knew that he'd get
a lot to do at the Rs 19,947-crore power producer. But act, with
31 other trainees, in a play called Taj Mahal Ka Tender? Certainly
not. The National School of Drama (NSD)-conducted workshop, however,
was NTPC's way of getting its trainees to break ice and have fun
solving project management issues (the play was about Shah Jahan
trying to build the Taj Mahal circa 2003). Agarwal is just nine
months into his year-long traineeship, but he already is beginning
to enjoy himself-and see the potential. "I think one day I
could even become (NTPC's) chairman and managing director,"
says the trainee engineer at NTPC, Dadri.
It's easy to see why NTPC is loved by its employees-80
per cent of them have spent more than a decade with the PSU; a third,
more than two. As the single-largest power producer in the country,
NTPC lights one out of every four bulbs, and last year raked in
Rs 3,575 crore in net profits. In its business, supply, not demand,
is the constraint, and there's no price war that it needs to fight.
And while it may not pay top dollar like some of its private sector
competitors, it rarely ever sacks underperformers. In fact, as a
matter of choice, it does not usually hire from the IITs and the
IIMs. Instead it prefers to tap regional engineering colleges, and
mould the young engineers to its own culture. Lateral recruitment
at senior levels is limited, meaning that unless an employee is
egregiously incompetent, he (just 3 per cent of its executives are
women) should retire at least as an additional general manager,
whereafter promotions are need-based. Besides, 80 per cent of its
workforce leads a near-idyllic life in self-contained townships,
with their own clubs, schools and hospitals.
Yet, had a woolly benevolence been NTPC's only
claim to fame, it wouldn't today be the world's second-most efficient
power producer (according to Datamonitor, a UK-based research and
consulting agency), or the sixth-biggest thermal power generator
in terms of terrawatt hours (TWH), as per an A.T. Kearney study.
So what powers NTPC?
The reasons go back to its founding. In 1975,
it started as a one-man company under D.V. Kapoor, who grew the
team by hiring engineers with proven project management skills from
other PSUs such as the Steel Authority of India and BHEL. Most of
them made the switch because they liked the freedom and challenge
that the start-up offered. Kapoor on his part did two things that
would prove of critical importance. One, he created systems and
processes with the support of his engineers. Two, he insitutionalised
them. "This created tremendous amount of enthusiasm,"
One of the stories that has passed into the
NTPC folklore is that of a young engineer in the late 70s who couldn't
take living in mosquito-infested camps that served as homes during
plant construction. But instead of simply walking away, he killed
himself. Why? As he said in his suicide note, he didn't want to
let the team down and live to see it.
|By 2017, NTPC wants to become
a complete energy company, spanning thermal, hydel, nuclear,
and bio-power. It even wants a Fortune 500 listing by then.
Therefore, by design, the culture that NTPC
created was one of performance, with emphasis on doing the work
well and taking pride in it. Till date, NTPC remains an organisation
of engineers-80 per cent of its executives are engineers. Says C.P.
Jain, its Chairman and Managing Director and veteran of 12 years:
"What we try to do is to create an environment where our employees
feel happy to work, and where there is a sense of belonging and
commitment. Money isn't the only thing that people want in their
Opening up of the power sector in 1992 served
as a wake up call to NTPC. Employee turnover shot up to 1.41 per
cent in 1993-94 and peaked at 2.31 per cent two years later. (It's
been on a steady decline since; See Jobs for Keeps.) As a result,
in 1999-2000, a clutch of PSUs, including BPCL, BHEL, and IPCL,
besides NTPC, decided to rework its hr strategy. Until then, the
power company and its peers followed the system of confidential
report for general managers and above. A new system based on KRAs
(key result areas) with 360-degree review was introduced, and development
of competency-based leadership taken up. Under the current system,
NTPC continues to sign annual MoUs with its principal shareholder,
the government of India, but also has a five-year corporate plan.
Its executives have KPAs (key performance areas) that are cascaded
down from the corporate centre to regions and onwards to the 21
units. Says K.K. Sinha, its Director (HR): "While our compensation
is not linked to performance, career growth is."
Just the same, NTPC spends more than 5 per
cent of its salary budget on training-said to be the highest in
the industry. Training and development is linked to the job profile.
For example, up to the senior engineer level, the emphasis is on
building functional competencies. But senior managers and above
are put through advance management programmes, with the tier one
getting a global exposure. Maybe because for nearly two decades
it remained the only big power producer, NTPC has always had a strong
pool of engineering talent that the private sector has drawn from.
The list of ex-NTPCians includes A.K. Srivatsava, CEO, Essar Power;
J.P. Chalasani, Director, BSES; A.K. Sardana, CEO, NDPL; and even
the current power secretary, R.V. Shahi. Says Sardana: "NTPC's
work culture offered young engineers tremendous opportunity to learn
on the job and from its international collaborators such as the
While the PSU has had its share of project
cost and time overruns, it is seen as one of the more efficient
power producers. Its plant load factor has traditionally been higher
than the national average; none of its projects since 1992 has cost
more than Rs 4 crore per megawatt; it has reduced project completion
time from 59 months, when its Singrauli unit was set up in 1986,
to 39 months in the case of Talcher II recommissioned this year;
besides it has turned around sick SEBS units such as the one in
Unchahar, where the PLM prior to takeover was an abysmal 18 per
cent but now stands at 84 per cent.
By 2017, NTPC wants to more than double its
capacity to 56,000 mw and become a complete energy company, spanning
thermal, hydel, nuclear, and bio-power. Besides, it wants to globalise.
Projected revenues of Rs 1,40,000 crore in 2017, it reckons, will
put it among the Fortune 500. Says Jain (whose business card carries
a stamp-sized photo of his-apparently to aid recall): "The
idea is to position NTPC as a company that's not just a power producer,
but a consultant and equity partner."
So far, its poor recovery stood in the way
of its faster expansion. But earlier this year, NTPC managed to
securitise Rs 19,000 crore in receivables, after waiving off about
Rs 5,000 crore in interest. As a result, its realisation has risen
to 98 per cent.
Diversifying and globalising NTPC-not to mention
the changing power sector landscape-is bound to throw up new challenges.
Forays into nuclear and green energy would demand skills that it
currently does not have. Its hr system does not allow fast-tracking
of star performers (putting in a specific number of years at each
level is necessary), besides which compensation would remain an
NTPC's best option, then, may be privatisation.
(It does have an IPO in mind, but the 5 per cent that it plans to
offer will not be enough to fund its ambitious plans.) But for that
to happen, the changes recommended by the Electricity Act 2003-including
open access to the market, realistic tariff levels, and reforming
state electricity boards-must be implemented.
The upshot: Working for NTPC will never be
the same again. Hope they've told the young and enthusiastic Agarwal
Reinventing The Future
| The parallels are
striking. Like NTPC, Indian Oil Corporation is a PSU and a market
leader. Both sign performance MoUs with the government, have
strikingly low employee attrition because of similar hr systems
and practices, are learning to compete in industries recently
delicensed, and both want to be global companies. So why is
NTPC No. 3 and ioc at No. 9? The reason probably boils down
to the difference in the creation of the two PSUs. IOC (it was
originally called Indian Oil Company) is not only almost 20
years older than NTPC, but unlike the power major, it wasn't
woven out of the ideas and beliefs of a few engineers. Instead,
it was created by two political figures-S Nijalingappa, a powerful
Congress leader and Chairman of Indian Oil Company, and Firoz
Gandhi, who was then the Chairman of Indian Refineries Ltd (the
two companies merged in 1964 to create Indian Oil Corporation).
Therefore, while NTPC got an opportunity to create a loyal band
of engineers cast more or less in the same mould, IOC did not.
But in many other ways, IOC may already be ahead of NTPC.
For example, its revenues of Rs 1,19,848 crore place it at
191 on the Fortune 500; it already has made its international
foray for distributing petro-products (in Sri Lanka) and exploration
(Kuwait and Iran); and has shareholders among employees. Also,
unlike NTPC, it has formal "retention strategies",
with performance-linked bonuses. Every year around 2-3 per
cent of its executives get "pivotal jobs", which
fast-track them. Says M.S. Ramachandran, CMD, IOC: "At
IOC, we take care of our employees from cradle to grave."
Only a mild exaggeration, given that IOC even pays (Rs 4,000)
for funeral expenses when an employee dies. IOC also employs
elaborate motivational tools such as productivity incentive
scheme, housing, transport and nearly 40 welfare schemes (like
post-retirement medical care). It is in the process of introducing
individual and team rewards for exceptional performance. However,
like NTPC, the oil giant's hands will be tied by its state