The purpose of this project is to assist in identification and management of critical enterprise wide risks and development of a risk management approach & plan within NTPC. NTPC has a well formulated vision. Its vision, mission and core values are framed through an elaborate exercise involving employees of all streams in the organisation and these are well communicated. The HR department has its role and goals well defined such as: 1. To enhance organizational performance and commitment of employees by recognizing and rewarding high performance. 2. To build and sustain an organization of competent world-class professionals. 3. To institutionalize core values and create a culture of team -building, empowerment, equity, innovation and openness which would motivate employees and enable achievement of strategic objectives. 4. To enhance organizational performance by institutionalizing an objective and open performance management system. 5. To align individual and organizational needs and develop business leaders by implementing a career development system. The major risk the company is facing in today’s business scenario has been identified as: 1. Entry into new business areas like hydro, coal mining and nuclear power 2. Massive expansion targets 3. Competition from private players due to opening up of sector and competitive bidding 4. Fuel security, especially gas 5. Rising employee attrition rates 6. Supply and procurement of power plant equipment (like boiler, wind mills etc.) 7. Effective implementation of ERP 8. Law and order situation at some NTPC project sites 9. Business process reengineering 10. Environmental concerns and NTPC carbon footprint 11. High inventory holding ... ... middle of paper ... ...r. Q No.: 9 It would take very little change in my present circumstances to cause me to leave this organization. Q No.: 11 There is not too much to be gained by sticking with this organization indefinitely. Q No.: 12 Often I find it difficult to agree with this organization’s policies on important matters relating to its employees. Q No.: 15 Deciding to work for this organization was a definite mistake on my part. Set II Attrition Tendency: The questions are Q No.: 16 I would be willing to change companies if the new job offered a 25% pay increase. Q No.: 17 I would be willing to change companies if the new job offered more creative freedom. Q No.: 18 I would be willing to change companies if the new job offered more status. Q No.: 19 I would be willing to change companies if the new job was with people who were friendlier.
National Institute of Standards and Technology (NIST): Risk Management Guide for Information Technology Systems. Special Publication 800-30, 2002.
Make a plan to link training and development to the business strategy that is understood by employees at all levels and their customers and ensure senior leadership publicly supports the training and development (Noe, 2013)
One indicator that there is a problem with employee satisfaction is that multiple, valued employees have left for other jobs citing low job satisfaction and cultural problems as their primary motivations for leaving. These employees asked for exit interviews and were disappointed that they had to request them. As further evidence that this problem exists, employees often answer informal questions about teamwork, job satisfaction, accountability and communication in a negative way. To gather further evidence of this problem, I propose that a survey be conducted to all employees to collect formal data on employee satisfaction and morale, among other things.
Are you happy with your current position or would you like to go upper high?
People can learn to stand up for themselves or change a situation when someone or something at work has caused stress or unhappiness. A job challenge may get worse over time and usually doesn’t go away on its own. The sooner an individual begins to adapt in the situation, or in how he or she responds to it, the easier it will be to ...
Please accept this letter as a notice that I will be resigning from my position as a workforce development associate with the PathStone Corporation. My last full day of employment will be on August 28, 2015.
My last position is that a few people are holding the idea that the company
You will always have a job B. What you would like least about your job 1.
I have been with them for three years, and can imagine myself remaining with them for at least five more years. Their core values are as follows: Integrity, People, Service, Quality, Performance, Innovation, and Growth. At many levels, their core values fit along with my own beliefs and values. The company is loyal to the people that work for them, which motivates me to give back the same amount of loyalty. Their focus on innovation is another core value of mine that I stated in my mission statement. As I move through my career and progress into more leadership roles, I plan to use my degree in business management to help me gain a position in the management-training program with Sherwin Williams. To get that job I have to know my job well and prove myself as an effective leader and productive employee who can create value for the company and myself. I am also willing to travel, and move to where there may be open positions and more opportunity for career advancement. Five years after graduation, I would like to be with the same company, learning how to run a business, and what it takes to be an effective leader. If I’m still with the company after ten years, I could see myself in a higher management position. To be able to progress in my career, I have to learn everything it takes to run the store. I also need to learn as much as I can about the products and services we have to offer. My
left that was the only thing that I was good at. No other company will
The only way to develop the kind of leaders a changing organization needs is to make leadership a critical criterion for promotion, and then manage people’s careers to develop it.
Vision; Our vision is that of a successful company that operates with quality and honesty in providing the service to its clients. Performing our work seriously, accurately and respecting our client standards, we will create a sincere and long term
The strategies above deal with known risks that are at least partially within the enterprise’s control. In some cases, the company may have no control over the source of the risk; and can only respond after the fact. Uncontrollable risks require developing contingency plans, specifying how the company will react in the event the risk does occur (Kendrick, 2009). For example, a contingency plan may specify a succession plan if a key executive
Karthikeyan Vadivel is a Team Lead at NTT Data Global Delivery Services, joined the company in 2007 and is holding master’s degree in Business administration specialized in Finance and Systems, with engineering background. He joined the company in internal audit team as a process planner and then worked as Accounts Payable specialist for the UK entity. He is now into Financial Planning & Analysis, supporting the BPO business and the Corporate team.
underlining the significance of heterogeneity in workplace interpersonal relationships for positive exchange quality to increase job satisfaction and turnover rates.