PROJECT REPORT

ON
A STUDY ON “IMPACT OF TECHNOLOGY ON HUMAN
RESOURCE IN PUBLIC SECTOR-NTPC”

Submitted to

Rashtrasant Tukadoji Maharaj Nagpur University for Partial

Fulfillment of the Degree of Master in Business
Administration (MBA)”

Submitted by:
Ms. Sukhda S Saraf

Guide:
Prof. Mrinmayi Chavan

Supervisor:

Prof. Mrinmayi Chavan

Dr. Ambedkar Institute of Management Studies and Research,

Deeksha Bhoomi, Nagpur
2015
 DR.AMBEDKAR INSTITUTE OF MANAGEMENT
STUDIES AND RESEARCH, NAGPUR

CERTIFICATE

This is to certify that investigation described in this project entitled, A

STUDY ON “IMPACT OF TECHNOLOGY ON HUMAN
RESOURCE IN PUBLIC SECTOR-NTPC” was carried out by
Ms. Sukhda S Saraf in Dr. Ambedkar Institute of Management
Studies and Research, Nagpur under my supervision and guidance in
partial fulfillment of the requirement for the degree of Master of
Business Administration of R.T.M. Nagpur University, Nagpur.
This work is the own work of the candidate, complete in all
respects and is of sufficiently high standard to warrant its
submission to the said degree. The assistance and resources used
for this work are duly acknowledged.

Prof. Mrinmayi Chavan Dr. Sudhir S. Fulzele

(Supervisor) (Director)

1
 DR.AMBEDKAR INSTITUTE OF MANAGEMENT
STUDIES AND RESEARCH, NAGPUR

DECLARATION

I hereby declare that this project titled A study on “Impact of

Technology on Human Resource in Public Sector-NTPC” is
bonafide and authentic record of work done by me under supervision of
Prof. Mrinmayi Chavan during academic session 2014-15.
The work presented here is not duplicated from any other source &
also not submitted earlier for any other degree/diploma to any university. I
understand that any such duplication is liable to be punished in accordance
with the university rules.
The source material, data used in this research study have been duly
acknowledged.

Date: _______________________
Place: Signature of Student

2
 ACKNOWLEDGEMENTS

These is my privilege to express deepest sense of gratitude and in debt sense to my

Supervisor Prof. Mrinmayi Chavan, for his invaluable Supervision, unending support,
constant encouragement, keep interest, helpfulness and constructive criticism. All this
provided us the needed moral and confidence to carry out this project.

I am honorably thankful to Dr S.S. Fulzele, Director, DAIMSR, Nagpur and also Dr. V. M.
Chopde, Coordinator, DAIMSR, Nagpur for making us all facilities available.

I am also thankful to all other faculty members of DAIMSR for their help during my
project work.

I take pleasure in expressing heartiest thanks to my parents, colleagues and classmates

for their moral support and helpfulness through my project work. I am also thankful to
my other friends excluding DAIMSR, for giving me full support in my project work.

____________________________
(Sukhda S Saraf)

3
 EXECUTIVE SUMMARY

The addition of technology to the human resource industry has revolutionized the

contemporary workplace. Employees now have an increased capacity not only to gather

information, but also to store and retrieve it in a timely and effective manner. This has not

only increased the efficiency of the organization but also the effectiveness of management

functions. New technology has also created opportunities for higher levels of stress for

younger and older workers alike and opportunities for promotion.

Objective is to find out the impact of technology on human resource. How effective is the
training method given after the induction of new technology. In study we will also find
out the level of stress on employees after the induction of technology and what are the
opportunities for promotion post implementation of technology?

Primary and secondary data was collected for the study. A questionnaire was served to all
the employees asking their opinion about the impact of technology on the employees.
A questionnaire is a research instrument that will be used. A questionnaire will consist of
a number of questions that the respondent has to answer in a set format and also it has
other prompts for the purpose of gathering information from respondents. Sample will be
collected randomly and the size will be restricted to 100. Based on the
responses statistical analysis will be done with graphical representation.

From survey it is clear that the employees of National Thermal Power Corporation Ltd
have exposure to technological advancements. The study has also shown that induction of
new technologies is an important part of any organization which directly affects the
performance of the employees. To sustain in the globalized environment it is very essential
that the organization should keep on updating themselves with latest technology.

4
 TABLE OF CONTENTS

SR Pg
NO
TITLE NO

1 Introduction 6

2 Company Profile 8

3 Literature Survey 10

4 Research Methodology 13

5 Data Analysis 16

6 Findings 35

7 Suggestion 36

8 Conclusion 37

9 References 38

10 Appendix 41

5
 CHAPTER 1
INTRODUCTION

6
 INTRODUCTION

It is no secret that advances in technology can greatly impact the value of workers’ skill.
Older workers often find the updating of complex technology uneconomic, while younger
workers acquire and readily employ skills tailored to the newest technology. The result: the
latter group’s productivity rises, diminishing the value of output produced by their older
counterparts. In the study, the researchers argue that while experience may offer the older
worker a certain amount of income protection, technological advances” always turn them into
has-beens to some degree”. Unless older workers have special advantage in updating their
skills, emerging technologies will tend to depreciate those skills. This is because younger
employees, more currently trained workers enter the market and drive down the price of
whatever services the old and young provide. For the young, whose high-tech know-how
allows them to provide a high volume of such services, this price reduction is not a concern.
But the old, whose productivity is tied to older technology, pay a price: the overall effect
creates downward pressure on their income.

The implications of the model for young people choosing future careers, then, are especially
important. Students should consider whether the technology in their chosen field is fluid or
static, whether big advances are rarer because this will have a big impact on their future
income. Whether skills can be readily updated or applied in other occupations is also
important.

A technological shift and advancement directly affects the performance of the employees.
Considering a public sector company where more number of employees belong to 35 plus age
group, where the employees become comfortable with the old technologies whenever there is
advancement in the technology it becomes stressful for the employees to cope with it. This
study is carried out to understand the level of stress on employees after induction of
technology and what are the opportunities for promotion post implementation of technology?

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 COMPANY PROFILE

NATIONAL THERMAL POWER CORPORATION LTD was founded in

November 1975 as “National Thermal Power Corporation Private Limited”. It started
work on its first project in 1976 at Singrauli in Uttar Pradesh. In the same year, its
name was changed to “National Thermal Power Corporation Limited”. In 1983, NTPC
began commercial operations (of selling power ) and earned profits of INR 4.5 crores
in FY 1982-83. By the end of 1985, it had achieved power generation capacity of
2000MW.

In 1995, it took over the Talchar Thermal Power Station from Orissa State Electricity
Board. In the year 1997, Government of India conferred it with “Navratna” status. In
the same year it achieved a milestone of generation of 100 billion units of electricity in
a year. In 1998, it commissioned its first naptha-based plant Kayamkulam with a
capacity of 350MW.

In 2002, it incorporated 3 subsidiary companies:”NTPC Electric Supply Company

Limited” for forward integration by entering into the business of distribution and
trading of power;”NTPC Vidyut Vyapar Nigam Limited” for meeting the expected
rise in energy trading;”NTPC Hydro Limited” to carry out the business of
implementing and operating small and medium hydro-power projects. In the same year
its installed capacity crossed 20,000MW.

In 2006, it entered to an agreement with government of Sri Lanka to set up two units
of 250MW each in Tricomalee. During 2008 and 2011, NTPC entered into Joint
venture with BHEL, Bharat forge, NHPC, Coal India, SAIL, NMDC and NPCIL to
expand its business of power generation. By the end of 2010, its inatalled capacity
crossed 31,000MW.

8
The company in 2009 joined forces with other states enterprises Rashtriya Ispat Nigam, Steel
Authority of India, Coal India, In July 2014 ICVL acquired a 65% stake in the Benga Coal
mine in Mozambique from the Rio Tinto group.

NTPC have successfully explored more than one way to generate power. Other than thermal
power, they operate in hydro and gas regions too. As a natural progression of their in-depth
understanding of the power sector and their formidable track record, NTPC has now ventured
into three related fields.

The consultancy wing of NTPC, with ISO 9001:2008 accreditation undertakes Consultancy
assignments in the various phases of power plants. Over the time period, NTPC has emerged
as the acknowledged leader in engineering, construction, O&M, RLA/R&M and management
of power projects.

NTPC is a technology driven company and is fully aligned to the needs of adapting to
emerging technologies and upgrading the technologies through R&D. The company is
particularly sensitive to R&D and paradigm shift which it can make. Towards this, NTPC has
a multipronged approach. NETRA has come into existence in 2009 after merging of R&D
center and Energy Technologies.

9
CHAPTER 2
LITERATURE
SURVEY

10
Pavitt (1990) Technological advancement comes from internal advancement and internal
advancement comes from employee capability. So there is a close relationship between
technological advancement and employee performance (Huselid, 1995)

Mumford (2000) Resource-based theory suggests that a firm’s resources are extremely
important for the firm’s development, and that human capital is a key resource of a firm. The
function of this resource depends on the employees’ ability and enthusiasm, and on efficient
human resource management. The people who have broad expertise and knowledge may
produce more technological advancement.

Farooq & Khan, Impact of Training and Feedback on Employee Performance (2011)
Due to global environment firms are encountered with different sort of problems that they
never faced before. More competencies regarding job are required that are essential for
achieving organizations goals. Firms should adopt these changes and equip them with latest
technology and develop their abilities to use latest technology. Technologies can only lead to
increased productivity or improve performance when combined with other resources effectively
by human resources or when done effectively, and use technology productively and ethically.

Training helps to overcome gaps between employees and senior level management. It enables
employee to participate in decision making and provide active output in decision making.
Employee coordination with peer, subordinates and with its senior officers increases after
training. These types of steps create better image in front of those think tanks who are working
for value maximization of organization. Most important for the organization, employee
performance increases after training. Organizations which are working around the globe. These
organizations are more concerned about their employees. These type of organizations launch
different type of training programs for value creation into their employees. Global organizations
train their employees in aspect of working field. Training not only develop employees mental
ability but also after training employees can take benefit physically such as active participation in
decision making can release it mental disturbance

11
Singh & Mohanty (2012) Organizations can improve its employee’s skills and efficiency
through training and development. Research shows that investment on employees in the field
of decision making, teamwork tasks and in problem solving results shows that firm’s
outcome level increases. In some organizations research proves that training is positively
correlated with employee output. Training is not short term process. It is nonstop and
systematic process. Organizations have done employee’s analysis and also asses the need of
firm. Then specified training program is adapted after that analysis. Organization adapts that
method of training which is consistent with employees and as well as fulfill the goals of
organization.

International Journal on Arts, Management and Humanities (2013)

The main focus on how modern technology is helping in ensuring effectiveness of HR

functions. Human Resource Information System (HRIS) is an opportunity for organizations
to make the HR department administratively and strategically participative in operating the
organization. The main objective is to understand the extent to which HRIS is being used in
increasing the administrative and strategic functions of the HR department. For this purpose,
we have conducted a survey of 18 HR Managers from various private corporations operating
in Lahore, Pakistan. The results show that HRIS is positively used as a tool to achieve
greater administrative efficiency by adding value in the department. However, all of its
benefits are difficult to quantify. HRIS utility as a strategic tool is still not been fully
recognized, and this is preventing the system to be used to its fullest potential. Suggestions
and recommendations are provided. Usman Sadiq, Ahmad Fareed Khan, Khurram Ikhlaq
(2012). Strength of a nation is now measured based on the level of technology it possesses
and with the “technovation” (technology and innovation) is the key for growth of the
organization.

12
 CHAPTER 3
RESEARCH
METHODOLOGY

13
TITLE OF THE STUDY:
A study on “Impact of Technology on Human Resource in Public Sector-NTPC”

DURATION OF THE STUDY:

The study was carried out for the duration of 1 month.

STATEMENT OF THE PROBLEM:

Given the fast moving priorities of modern business practices, workplace stress is
increasingly common. Stress affects people at work in many different ways:-
 When people are in stress it is often their emotions that show the first sign.
 Sufferers from stress may find making decision difficult to have an erratic thought
process. Ordinarily dynamic staff may become apathetic or disinterested in their
work.

SCOPE OF THE STUDY:

The study was conducted in the NATIONAL THERMAL POWER CORPORATION
LTD. The research study was focused on the impact of technology on the employees
of the National thermal power corporation Ltd. n this study the variables included are
the employees working in different department of different designation in the
organization and the technology.

OBJECTIVES:
 To study the level of stress after the induction of technology.
 To study the opportunities for promotion post implementation of technology

HYPOTHESIS:
Induction of technology results in rise in stress level of employees.
Planned adoption and implementation of technology gives the opportunity for the
promotion to the trained employees.

14
RESEARCH DESIGN:
The type of research design was exploratory and descriptive one.

SAMPLING DECISIONS:

SAMPLE SIZE:
The sample size for the study was restricted to 100 for collecting the primary data
from the employees of different departments of the National Thermal Power
Corporation Ltd.

SAMPLING METHOD:
Non probability sampling design based on the convenient sampling method has been
used for this research study.

DATA COLLECTION:

Primary Data:
Primary data has been obtained from the selected employees at various departments
through the circulation of the questionnaire.

Secondary Data:
The secondary data has been collected from the published books, papers, journals,
magazines, websites etc.

LIMITATIONS OF THE STUDY:

 The employees were reluctant to give correct information.

 The sample size selected was limited.
 The time factor in collecting the responses was limited.

15
 CHAPTER 4
DATA ANALYSIS

16
1. Whether training is imparted?

Yes 100
No 0

Interpretation

The above data shows that,

100% respondents agree on this that training is imarpted by their company after the induction
of new technologies.

17
2. How effective the training is?

Very useful 28
Useful 42
Adequate 30
Inadequate 0

Interpretation

The above data shows that,

28% of the total respondents said that the training provided to them, are very useful,
42% respondents said that they find the training useful for them and
30% respondents said that the training provided was adequate.

18
3. What is the stress level faced during phase of changing technology?

High stress 18
Moderate stress 39
Low stress 24
No stress 19

Interpretation

The above data shows that,

18% of the total respondents said that it is highly stressful, adopting to new technologies,
39% respondents said that they face moderate stress level,
24% respondents said that they find it lower stress compared to others and
19% respondents said that it is not at all stressful

19
4. Possibility of promotion after induction of technology.

High Probability 17
Moderate probability 67
Low probability 16

Interpretation

The above data shows that,

17% of the total respondents said that according to them there is high probability of
promotion after induction of technology,
67% respondents said that they feel that there is moderate probability of promotion after
induction of technology and
16% respondents said that they feel that there is low probability of promotion after induction
of technology

20
5. What is the change in safety measures?

Improved 36
Deteriorated 49
No change 15

Interpretation

The above data shows that,

36% of the total respondents said that the safety measures in the company have improved,
49% respondents said that the safety measures in the company have deteriorated and
15% respondents said that the safety measures in the company have not changed

21
8.2.6. How has the flow of information changed due to increased use of IT at your workplace? Please
select the appropriate responses in each box.

  Increased Increased No change Decreased Decreased

somewhat somewhat
From 66 30 4    
employees to
managers
From managers 83 12   5  
to employees

From 73 27      
employees to
employees

Interpretation

The above data shows that,

74% of the total respondents said that flow of information have increased among the
employees,
23% respondents said that flow of information have somewhat increased,
4% respondents said that there is no change and
5% respondents said that flow of information have decreased somewhat

22
7. How do you feel adoption of new technology at your company has affected the speed of work?

Increased 73
No change 15
Decreased 12

Interpretation

The above data shows that,

73% respondents said that after adoption of new technologies the speed of work have
increased,
15% respondents said that technologies has no effect in the speed of work,
12% respondents said that adoption of technologies have decreased the speed of work

23
8. Does your company have homepage?

Yes 94
No 6

Interpretation

The above data shows that,

94% of the total respondents said that the company have the homepage which is easily
accessible for them and
6% respondents said that the company doesnot provide them with the accessibility to the
homepage

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9. In what way computers are shared in your company?

Not used 9
1 for all 3
1 per person 86
2 or more per person 2

Interpretation

The above data shows that,

9% of the total respondents said that computers are not used,
3% respondents said that one computer is used by all,
86% respondents said that each person is provided with personal computer and
2% respondents said that 2 or more computers are available per person

25
10. Is training delivered as planned, on time and to the appointed audience?

Yes 93
No 7

Inerpretation

The above data shows that,

93% of the total respondents said that training is delivered as planned,on time to the
appointed audience and
7% respondents said that training imparted is not as per plan

26
11. How effective was the trainer at engaging the audience and conveying information?

Satisfactory 66
Unsatisfactory 27
Needs Improvement 5

Interpretation

The above data shows that,

66% of the total repondents said that they find the trainer satisfactory in conveying
information,
27% respondents said that they feel the unsatisfief with the trainer and
5% respondents said that they feel that improvement is needed

27
12. How did the training affect employee performance?

Increased 78
No change 12
Decreased 10

Interpretation

The above data shows that,

78% of the total respondents said that training has increased the level of performance of the
employees,
12% repondents said that there is no change and
10% respondents said that training has decreased the employee performance

28
13. Were all stated goals reached?

Yes 77
No 23

Interpretation

The above data shows that,

77% of the total respondents agree that the stated goals are reached and
23% respondents said that the stated goals were not reached

29
14. Employees are helped to acquire technical knowledge and skills.

Yes 84
No 16

Interpretation

The above data shows that,

84% of the total respondents said that they agree with the statement that employees are
helped in acquiring technical knowledge and skills and
16% respondents said that employees are not helped in acquiring technical knowledge and
skills

30
15. Does the training result in easy adoption to new technologies?

Yes 71
No 29

Interpretation

The above data shows that,

71% of the total respondent agrees that training result in easy adoption to new technologies
and
29% respondents said that they don’t agree with the statement that training results in easy
adoption to new technologies

31
16. Does the induction of new technologies helpful to enhance employee performance?

Yes 92
No 8

Interpretation

The above data shows that,

92% of the total respondents agree that induction of new technologies help to enhance the
employee performance and
8% respondents do not agree with the above statment

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17. Age

Below 30 24
30 to 45 years 48
45 to 60 years 28

Interpretation

The above data shows that,

24% of the total respondents have their age below 30,
48% respondents are of age 30 to 45 years and
28% respondents have their age between 45 to 60 years

33
 CHAPTER 5
FINDINGS,
CONCLUSIONS,
SUGGESTIONS

34
 FINDINGS

 All respondent agreed to it that training is provided by the company so that it

becomes easier for the employees.

 Maximum respondents said that a proper training is provided after the induction of
technology.

 Maximum respondents said that induction of new technologies have helped to

enhance the performance of employees.

 Majority of the respondents agree to this that induction of new technologies increases
the stress level of the employees.

 Majority of the respondents agree that there is possibility of promotion after the
induction of technology.

 Majority of the respondents said that after the training provided to the employees their
performance has increased as compared to the performance before training.

35
 SUGGESTIONS

 As majority of employees said that they feel stressful after the induction of
technology in that case HR department should take an initiative to help reducing stress
among the employees by providing them with counseling sessions.

 Few respondents said that training needs improvement therefore feedback and
suggestions should be taken from employees.

 Motivational sessions should be organized for the employees to encourage them for
learning new technologies.

 Few respondents said that after the adoption of new technology the speed of work has
not changed or has decreased for this proper feedback should be taken from the employees
so that accordingly a proper training is scheduled which will help the employees to
improve their speed.

36
 CONCLUSION

The findings in this research have showed that it is essential to have technological
advancement. The employees should be provided with appropriate training so that they can
have maximum benefit out of it resulting in increase in productivity of the organization.
This could affect their opportunity for advancement in their jobs in the future.

From survey it is clear that the employees of National Thermal Power Corporation Ltd
have exposure to technological advancements. The current training methods are useful to
them but there is scope of improvement.

The study has also shown that induction of new technologies is an important part of any
organization which directly affects the performance of the employees. To sustain in the
globalized environment it is very essential that the organization should keep on updating
themselves with latest technology.

With technological advancements comes stress within the employees. The organization
helps the employees to acquire technical knowledge and skills. After the induction of
technology there is reduction of cost, reduction of turnover and absenteeism, increase in
quality of production and improved morale.

37
 REFERENCE

 P.N. Rastogi, “Management of Technology and Innovation”, competing, through

technological excellence, Sage Publications, New Delhi, First Edition, 1995.

 Luck, B. (2010) Innovation of Technology: Business for a New Century, www.

scribd.com/doc/27947709/Innovation-of-Technology-in-Business-Slides,
(01.01.2012).

 Haines III, V.Y. and Lafleur, G. (2008) Information Technology Usage and Human
Resource Roles and Effectiveness, Human Resource Management, 47/3, 525-540.

Hempel, P.S. (2004). Preparing the HR profession for technology and information work.
Human Resource Management, Issue2-3, 163-177.

38
 APPENDICES

The responses of employees are collected

Through Questionnaire
1. Name (optional):_____________________________________________________

2. Age: A) below 30 B) 30 to 45 years C) 45 to 60 years

3. Marital Status Married/Unmarried

4. Educational Qualification:

(A) Professional (B) Post Graduate (C) Graduate

5. Family Members:

(A) 1 (B) 2 (C) 3 (D) 4 (E) 5 &Above

6. Class

(A) Executive (B) Supervisor (C) Worker

7. Department/Discipline

(A) C & M (B) Human Resources (C) Finance (D) Other

8. Whether there is any use of technology earlier? Yes/ no

8.1. If no

8.1.1. How your job profile has change after induction of technology?

(A) Better change (B) Worst change (C) No change.

8.2. If yes

8.2.1. Whether training is imparted? Yes / no

8.2.2. How effective the training is?

(A) Very useful (B) Useful (C) Adequate (D) Inadequate

39
8.2.3. What is the stress level faced during phase of changing technology?

(A) High stress (B) Moderate stress (C) Low stress (D) No stress

8.2.4. Possibility of promotion after induction of technology

(A) High probability (B) Moderate probability (C) Low Probability

8.2.5. What is the change in safety measures?

(A) Improved (B) Deteriorated (C) No change

8.2.6. How has the flow of information changed due to increased use of IT at your

workplace? Please select the appropriate responses in each box.

Increased Increased No change Decreased Decreased

somewhat somewhat
From employees

to managers
From managers

to employees
From employees

to employees

8.2.7. How do you feel adoption of new technology at your company has affected the speed

of work?

(A) Increased (B) No change (C) Decreased

8.2.8. Does your company have homepage? Yes/No

8.2.9. In what way computers are shared in your company?

(A) Not used (B) 1 for all (C) 1 per person (D) 2 or more per person

8.2.10. Is training delivered as planned, on time and to the appointed audience? Yes/No

40
8.2.11. How effective was the trainer at engaging the audience and conveying information?

(A) Satisfactory (B) Unsatisfactory (C) Needs improvement

8.2.12. How did the training affect employee performance?

(A) Increased (B) No change (C) Decreased

8.2.13. Were all stated goals reached? Yes/No

8.2.14. Employees are helped to acquire technical knowledge and skills. Yes/No

8.2.15. Does the training result in easy adoption to new technologies? Yes/No

8.2.16. Does the induction of new technologies helpful to enhance employee performance?

Yes/No

8.2.17. Changes in the following points after the induction of technology:

 Reduction of costs (yes/no)

 Reduction of turnover and absenteeism (yes/no)

 Reduction of grievances (yes/no)

 Increase in quality (yes/no)

 Increase in quantity or production (yes/no)

 Improved morale (yes/no)

41