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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 OF


D. NEELIMA MBA,
Assistant Professor

DEPARTMENT OF MANAGEMENT STUDIES


S.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 (A


Asst Divisional
Divisional

Engineer)
ngineer) Project
Project 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

ii. Introduction of Employee Payroll

iii. Project Description 7

iv. Need and Scope of the Study

v. The Problem 8

vi. Objective of the Study

vii. The other Objectives Are

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

0%

Highly Relevant
and useful
40%
Relevant and
useful
60%
Not relevant and
useful

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?

Response No.of Respondents Percentage


Good 45 90
Satisfied 5 10
Bad 0 0
Total 50 100

10%

Yes

No
90%

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?


Response No.of Respondents Percentage
Good 47 94
Satisfied 3 6
Bad 0 0
Total 50 100

6%

Yes
No

94%

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.
Response No.of Respondents Percentage
Large extent 13 26

To a considerable extent 34 68
To a small extent 3 6
Not at all 0 0
Total 50 100

6% 0% To a large extent

26% To a considerable
extent
To a small extent
68%
Not at all

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.

Response No.of Respondents Percentage


To a large extent 8 16
To a considerable extent 38 76
To a small extent 4 8
Not at all 0 0
Total 50 100

0%
To a large extent
8%
16%
To a considerable
extent
To a small extent

76%
Not at all

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?

Response No.of Respondents Percentage


To a large extent 30 60
To a considerable extent 15 30
To a small extent 5 10
Not at all. 0 0
Total 50 100
0%
To a large extent
10%
To a considerable
extent
30%
To a small extent
60%

Not at all.

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?

Response No.of Respondents Percentage


Highly Relevant and useful 20 40
Relevant and useful 30 60
Not relevant and useful 0 0
Total 50 100
0%

Highly Relevant
and useful
40%
Relevant and
useful
60%
Not relevant and
useful

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?

Response No.of Respondents Percentage


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
10%

Yes

No
90%

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 Percentage


Yes 47 94
No 3 6
Total 50 100

6%

Yes
No

94%

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?
Response No.of Respondents Percentage
To a large extent 13 26
To a considerable extent 34 68
To a small extent 3 6
Not at all 0 0
Total 50 100

6% 0% To a large extent

26% To a considerable
extent
To a small extent
68%
Not at all

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 Percentage


To a large extent 8 16
To a considerable extent 38 76
To a small extent 4 8
Not at all 0 0
Total 50 100

0%
To a large extent
8%
16%
To a considerable
extent
To a small extent

76%
Not at all

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
 8% expressed to a small extent.

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

Response No.of Respondents Percentage


To a large extent 10 20
To a considerable extent 38 76
To a small extent 2 4
Not at all 0 0
Total 50 100
4% 0%
To a large extent
20%
To a considerable
extent
To a small extent

76%
Not at all

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
 8% expressed to a small extent.

14. How far these programs improve the employee morale?

Response No.of Respondents Percentage


To a large extent 16 32
To a considerable extent 30 60
To a small extent 4 8
Not at all 0 0
Total 50 100
0%
To a large extent
8%
32% To a considerable
extent
To a small extent
60%
Not at all

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?

Response No.of Respondents Percentage


Yes 48 96
No 2 4
Total 50 100
4%

Yes
No

96%

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?

Response No.of Respondents Percentage


Yes 46 92
No 4 8
Total 50 100

8%

Yes
No

92%

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?

Response No.of Respondents Percentage


To a large extent 30 60
To a considerable extent 15 30
To a small extent 5 10
Not at all. 0 0
Total 50 100

0%
To a large extent
10%
To a considerable
extent
30%
To a small extent
60%

Not at all.

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 trainees
A. 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. No
10. 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?
A. To a Large extent B. To a considerable extent.
C. To a small extent D. Not at all.

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


group dynamics and leadership abilities in employees?
A. To a Large extent B. To a considerable extent.
C. To a small extent D. Not at all.

13. How far these programs attempt to improve the interpersonal skills in employees?
A. To a Large extent B. To a considerable extent.
C. To a small extent D. Not at all.

14. How far these programs improve the employee morale?

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


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

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 PUBLICATION


VISUAL BASIC .NET EVANGELEOUS 3RD HIMALAYA
PETEREOUS PUBLISHING HOUSE

SOFTWARE ROGER.S, HIMALAYA


ENGINEERING PRESSMAN PUBLISHING HOUSE

SQL,PL/SQL IVAN BAYROSS HIMALAYA


PUBLISHING HOUSE

HUMAN RESOURCE BISWAJEET 13TH HIMALAYA


MANAGEMENT PATTNAYAK PUBLISHING HOUSE

HUMAN RESOURCE SAIYADAIN 3RD TATA McGraw HILL

MANAGEMENT
HUMAN RESOURCE B.L MATHUR 1ST MOHIT
MANAGEMENT PUBLICATIONS
BOARDS CULTURE, CPDCL COURSE
OFFICE PROCEDURES MATERIAL
& ACCOUNTING
MODULE

WEBSITE:

www.apcentralpower.com

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