SUMMER INTERNSHIP PROJECT REPORT

ON

TENURE BASE SERVICES

IN

ODISHA POWER GENERATION CORPORATION LTD.

SUBMITTED FOR THE PARTIAL FULLFIMENT OF BBA PROGRAMME IN DAV

SCHOOL OF BUSINESS MANAGEMENT (AFFILIATED TO UTKAL UNIVERSITY,
BHUBANESWAR)

LAGNAA SUDHAVARSHI

ROLL No:16316UT17030

REGD No:

BATCH: 2017-2020
 DECLARATION

I do hereby declare that the project work entitled “ Tenure Base Service” submitted to
D.A.V School of Business Management , Affiliated to Utkal University, is a record of
original work done by me under the guidance of Mr. Soubhagya Mallick,
Dy.Manager(HR), OPGC ltd. and Jayshree Mam my internal guide, the DSBM faculty
member .

( Full signature of the student in the presence of the internal guide)

DATE: NAME: Lagnaa Sudhavarshi

PLACE: Bhubaneswar ROLL No.: 16316UT17030

 ACKNOWLEDGEMENT

It is really a great pleasure to have this opportunity to express the felling of gratitude in
the deepest core of my heart.

At the onset, I convey my sincere gratitude to our external guide Mr. Souvagya Mallick,
Dy.Manager(HR), OPGC ltd. for giving me the opportunity to prepare my project work. I
do express my sincere thanks to Jayshree Biswal mam for giving me opportunity and
helping me out in my project work.

I have taken efforts in this project. However, it would not have been possible without the
kind support and help of many individuals and organization. I would like to extend my
sincere thanks to all of them.

I am highly indebted to OPGC for their guidance and constant supervision as well as for
providing necessary information regarding the project & also for their support in
completing the project.

I would like to express my gratitude towards my parents, my internal guide & the
organization for their kind co-operation and encouragement which help me in
completion of this project.

I would like to express my special gratitude and thanks to the principal and the faculty
council of DSBM, for their timely help as and when required.

My thanks and appreciations also go to my friends in developing the project and people
who have willingly helped me out with their abilities.

DATE: NAME: Lagnaa Sudhavarshi

PLACE: Bhubaneswar ROLL No: 16316UT17030

 COMPANY OVERVIEW

Odisha Power Generation Corporation Limited (OPGC) was

incorporated on November 14, 1984. It started as a wholly owned
Government Company of the State of Odisha with the main
objective of establishing, operating & maintaining large Thermal
power generating stations. In the pursuit of its objective, OPGC
established IB Thermal Power Station having two units of 210
MW each in the IB valley area of Jharsuguda District in the State
of Odisha. These Units have become operational since 1994 and
1996 respectively. The entire generations from these units are
committed to GRIDCO the state owned Power Transmission &
Trading Company on the basis of a long-term power purchase
agreement.

After disinvestment of 49% of the equity share in favors of AES

Corporation, USA in early 1999, OPGC with its present ownership
structure is unique of its kind in the country and has excellent
track record of plant performance and earnings. Today OPGC has
finally firmly established its credentials as a successful power
generating company both technically and commercially by
providing clean, safe, and reliable power. With the available
resources and fuel security in terms of allocation of captive mine,
the company has rightfully capitalized on its credentials and
experience to further expand its capacity by adding 2×660 MW
units.

DIRECTORS’ PROFILE
MR. Hemant Sharma, IAS, Chairman:

He is the present in the commissioner cum secretary to the

Department of Energy, Govt. of Odisha . He is also the chairman
cum managing director of GRIDCO & OPTCL, Bhubaneswar and
chairman of OPGC.
MR. Indranil Dutta, Managing Director:

He is B.tech (Hon’s) in mechanical engineering from IIT,

Kharagpur. He has worked in Tata Steels more than a decade
and also worked in Bharat Aluminum company ltd (Balco) before
joining AES in 2011. Before taking over Managing Director,
OPGC, Mr Dutt was the director (operational) of OPGC since April
2011.
MR. H.P.Nayak, IRAS, Director (Finance):

He is an IRAS officer of 1994 batch and M.Phil, MA. And Diploma

holder on finance management and management. He is on
deputation from the Indian Railways as Director (Finance) to the
company.
MR. Rajendar Shrivastav, Director:
He is the market business leader in AES India. Having over
39years of working experience in various world reputed power
utilities and industries.
MR. Alok Mukherjee, Director (Operational) :

He has an illustrious career span of more than 33 years in which

he serves companies like NTPC, Reliance Energy and ONGC
Tripura Power Companies Ltd.
MR. Debendra Kumar Jena, IAS, Director:

He is at presently working as Additional Secretary to Government,

planning & convergence Department, Govt. Of Odisha and is also
holding Additional Charge of Director, Institutional Finance,
Finance Department.
MR. Mark Eugene Green , Director:

He is the president of AES Eurasia. He oversees AES’ business

in Bulgaria, India, Jordan, The Netherlands, The United Kingdom
and Vietnam.
VISION
 A world-class power utility committed to generate
clean, safe and reliable power, enhancing value for all
stake holders and contributing to national growth.
MISSION
 To attain global best practices by adopting, innovating
and deploying cutting edge solutions.
 To achieve excellence in reliability, safety and quality
of power by creating a culture of empowerment and
high performance.
 To be a responsible Corporate citizen having concern
for environment, society, employees and people at
large
CORE VALUES
 Put Safety First
 Honors our commitments
 Act with integrity
 Strive for Excellence
 Have Organizational Pride
 Foster Teamwork
 THEORY OF TENURE

 What is tenure base service :

Tenure base service is also known as project base
service or contract base service. Tenure base service is
the concept where employees are recruited for specific
period like for few weeks, months or years for doing the
contractual job that is solely decided by the organization.
These employees works under contract for an employer.
They are known as contract employee hired for a specific
job at a specific rate of pay. A contract employee does not
become a regular addition to the staff and is not
considered a permanent employee. This concept came to
India in early twenty century where there was need of
certain type of people for a certain job and that to also for
a certain period of time. Although it was followed in
western countries .In this concept legally a contract is
made between an employer and an individual who then
becomes employed by the company. It is known as a
contract of service.

 Purpose of tenure base service :

For completion of any kind of project or any milestones
according to contractual schedule. As the projects will be
for certain period not as long as the organizations runs,
thus this is basically the important purpose of tenure base
service

 Why this concept is followed :

This concept is followed due to the temporary work or
project base that happens in an organization. Because the
project work doesn’t goes on forever. That is why this is
said to be tenure base service. There is the need of some
specific departments while working in the project and
particularly that certain departments are not required in the
organizations as it goes on. So the through the contractual
basics the employees are hired. They are contract
between employee and employer (organization) has some
basic rules and regulations that the employee has to obey.
For the certain time as they will be working they will be
treated as the permanent parts of the company as they will
be provided will all the facilities that they provide to
permanent employees.
 TENURE BASE SERVICE AT OPGC
OPGC (Odisha Power Generation Corporation) being the
power generation organization it has wide rang project
work. It is the first PSU to follow this tenure based service.
Recently the construction work of 1320 MW expansion
project of OPGC (units 3 & 4) at IB Thermal Power Station
was the main requirement for following this concept of
tenure. This concept was started by the year 2013 as
there was hand full need of expertise for the project work.
Because there was nee of employee that were requires at
project site and the organization didn’t have these kind of
employee. Thus they have heir employees for especially 3
to 4 years who will devote themselves at the organization
work. First the employees will recruit and then there will be
contract between the employer (organization) and the
employee. Both the parties will be equally responsible for
the contract but that may differ sometimes from place to
place. The employee have to clearly follow the rights and
obligations that is mentioned by the company at the
contract, if they defy or fail to fulfill any of the rights are
done by any parties then breach of contract will happen
and certain action shall be taken. For the period of tenure
the contractual employees will be treated as the
permanent member of the organization, they will be
getting all the requirement of family accommodation,
medical facilities, vehicles, mobile facilities, laptop and
data card for official use, medical insurance etc. The
compensation will be in CTC structure i.e. cost to
company means that the employee will get compensation
at package for example ‘X’ get hired by the ABC.ltd at 15
lakh package. Here both executive and non-executive
member are brought in at the basis of tenure base. Thus
here was the brief idea of how tenure base service is
followed at OPGC.

SOURCE FOR PROJECT ROLE OF

EMPLOYEE

For understanding the project or tenure base employment

recruitment we must understand basic concept of
recruitment. Whenever there is a vacancy in the
organization, generally it is to be filled. To make the
candidate avail-able for filling those vacancies, their
selection procedure and placement on a proper job comes
under the purview of recruitment. As soon as the available
vacancies are known, they are advertised through different
media and accordingly the applications are collected for
the vacant posts. A group of candidates interested in
doing the job and are eligible to do, it is created through
recruitment.
So Recruitment is the process of seeking out and
attempting to attract individual in external labor market,
who are capable of and interested in filling available job
vacancies. Recruitment is the process of locating of
locating and encouraging potential applicants to apply for
existing or anticipated job opening.

SOURCES OF RECRUITMENT
For origination recruitment is the crucial part of developing
and maintaining an effective and efficient team. A good
recruitment strategy will cut down the wastage of time and
money, which would have incurred for extensive training
and development of unqualified resources.
Recruitment is classified into two different categories:-
 Internal Source
 External Source
ITERNAL SOURCE RECRUITMENT
It refers to hiring employees within the organization
internally. In other words, applicants seeking for the
different positions are those who are currently employed
with the same organization. It is the best and easiest way
of selecting resources as performance of their work is
already known to the organization. It includes
1. Promotions:
The promotion policy is followed as a motivational
technique for the employees who work hard and show
good performance. Promotion results in enhancements
in pay, position, responsibility and authority. The
important requirement for implementation of the
promotion policy is that the terms, condi-tions, rules and
regulations should be well-defined.
2. Retirements:
The retired employees may be given the extension in
their service in case of non--availability of suitable
candidates for the post.
3. Former employees:
Former employees who had performed well during their
tenure may be called back, and higher wages and
incentives can be paid to them.
4. Transfer:
Employees may be transferred from one department to
another wherever the post becomes vacant.

5. Internal advertisement:
The existing employees may be interested in taking up
the vacant jobs. As they are working in the company
since long time, they know about the specification and
description of the vacant job. For their benefit, the
advertisement within the company is circulated so that
the employees will be intimated.
Benefits of Internal Sources of Recruitment:
1. The existing employees get motivated.
2. Cost is saved as there is no need to give
advertisements about the vacancy.
3. It builds loyalty among employees towards the
organization.
4. Training cost is saved as the employees already
know about the nature job to be performed.
5. It is a reliable and easy process.

EXTERNAL SOURCES OF RECRUITMENT

1. Press advertisement:
A wide choice for selecting the appropriate candidate
for the post is avail-able through this source. It gives
publicity to the vacant posts and the details about the
job in the form of job description and job specification
are made available to public in general.

2. Campus interviews:
It is the best possible method for companies to select
students from various educational institutions. It is easy
and economical. The company officials personally visit
various institutes and select students eligible for a
particular post through interviews. Students get a good
opportunity to prove themselves and get selected for a
good job.
3. Placement agencies:
A databank of candidates is sent to organizations for
their selection purpose and agencies get commission in
return.
4. Employment exchange:
People register themselves with government
employment exchanges with their personal details.
 According to the needs and request of the organization,
the candidates are sent for interviews.
5. Walk in interviews:
These interviews are declared by companies on the
specific day and time and conducted for selection.
6. E-recruitment:
Various sites such as jobs.com, naukri.com, and
monster.com are the available electronic sites on which
candidates upload their resume and seek the jobs.

7. Competitors:
By offering better terms and conditions of service, the
human resource managers try to get the employees
working in the competitor’s organization.

Benefits of External Sources of Recruitment:

1. New talents get the opportunity.
2. The best selection is possible as a large number of
candidates apply for the job.
3. In case of unavailability of suitable candidates within the
organization, it is better to select them from outside
sources.

SOURCE OF RECRUITMENT PROCESS AT

OPGC FOR TENURE BASE SERVICE

OPGC believes in retaining and nurturing a highly

motivated work force to drive the company along its vision
and mission with the values and work culture that foster
operational excellence through team work.
Company has devised an effective and progressive
workforce intake strategy that is suited well to counter the
varied complexities and evolving the business
environment as well a aligned to the business needs of the
organization. During the year under report 18 person with
requisite skill sets were inducted in to the executive cadre
to meet the man power requirements of the company as
well as to replenish the manpower loss that occurred in
previous year. To support the expansion plan short term
contract based or tenured based on CTC structure was
introduced earlier and during the year 36 person have
joined in the Project Roll.
Your company believes in continuous development of its
human resources to foster productivity and makes
continuous endeavor to keep its employees update in their
respective areas of skill and proficiency. This was carried
further during the year underreport by imparting in house
training and encouraging their participation in external
workshop, symposiums and crash courses organized by
professional institutes of national repute. During the year
36 in house training programs covering all employees
were organized to empower them with up to date
knowledge on various subjects and 22 employees were
given opportunities to attain institutional training programs
and seminars. As part of carrier progression policy and
broader objective of maintaining a motivated work force,
56 executive and non-executives were promoted to higher
positions.
 (As per 33rd
Annual Report of OPGC)

There are basically five kind of recruitment in OPGC

1. OPGC cadre
It is of 2 categories
 executive
 non-executive
2. Market Based Structure
 Only executives are hired
 It is based on CTC structure
 List of required list is in form of roster
 If required post is not filled for the same roster
then process continues till it fills
3. Project Roll
 It is tenure based contract
 Candidates recruited for certain time period
(minimum for 4 year)
 It may be extendable
 This type of recruitment done for construction,
site work or specific work
4. Outsourcing
 Persons recruited by third party work for OPGC
 They get salary according to vendor pay roll
5. Direct Contract
 Recruitment done for some time period means
that the candidate is recruited for certain years
 It is done by third party or any agency
 It may be extendable (based on the person’s
performance)
 Person recruited through this salary according to
OPGC pay roll
FLOWCHAT OF RECRUITMENT PROCESS
IN OPGC-II (PROJECT ROLL)
Executive director gives manpower
recruitment for OPGC as per the
organization chart/vacancy

The JD’s are prepared by the

concerned Heads along with the HR
department

The position are advertised in

Newspapers by Corporate HR/
Published in OPGC website

Candidate apply online through OPGC

website career page: 15 days application
period is given to the candidates

Applications are compiled by Agency and

same is forwarded to corporate HR

Resume JD forwarded The empanelled

received by to consultant consultants post the
corporate HR positions reflecting the
name of the company in job
portals such as Naukri.com
own website etc which can
Resume be accessed across India &
received by abroad
corporate HR & Resumes are received by
verification is consultants and scrutinized
done to and sent to OPGC HR dept.
eliminate for technical scrutiny by
duplication respective department
In case of duplication of resume, Consultant is
Next intimidate of the same by corporate HR
page
 Continu
e

Resume forwarded to
department head

Departmental head dose a telephonic

interview for short listing of resumes or
scrutinizes to directly call for final
interviews. Database of resumes received /TI
conducted etc. maintained by department
head
After telephonic interview normally the personal
interview is held in 1:3 ratio

Corporate HR negotiates CTC keeping the following in

view:

1. Current CTC
2. Qualification
3. Experience
4. Criticality and urgency of position
5. Availability of the special skill set in job market etc

After personal interview, final selected candidates

documents etc sent to CO HR from site hr/admin for
CTC negotiation and approval of managing director

CTC is negotiated by corp. HR & offer

letter is issued

Process Closed
Newspaper and online advertisements:
OPGC Recruitment

15/05/2019

Odisha Power Generation Corporation Limited (OPGC)

Deputy Manager - (Documentation And Control) - B.E. In Odisha

Power Generation Corporation (OPGC) Recruitment 2019

Post Name

Deputy Manager - (Documentation and Control) - B.E.

Minimum
Salary

Please check with the concern authority or website

Last
Date

26/01/2019

Address

ZONE-A, 7TH FLOOR, FORTUNE TOWERS, CHANDRASEKHARPUR

INDIA, BHUBANESWAR, ODISHA 751023
Qualification

Bachelor’s Degree in Mechanical/Electrical/Instrumentation Engineering or equivalent

Experience
Requirements

Min. Years of Experience 7-9 Years

Job
Responsibilities

(7-9) years of post qualification experience in the executive cadre in the relevant area in a
Govt./PSU or private company of repute. The candidate must have experience of in a power
plant of unit size not less than 210MW, preferably with an MBA. Operation and monitoring of the
Document Management Plan which includes management of generic computer systems,
electronic document management systems, and hard copies. Providing internal distribution of all
incoming and outgoing correspondence to the team following predefined distribution lists or
communications protocols - This would include letters, document transmittals, drawings,
inspection records. Updating spreadsheets and allocating document numbers. Working with the
Document Team. Identifying and troubleshooting system shortcoming, ensuring system
availability to support the project team in their daily functions. Ensuring all company
documentation (both in electronic and hard copies) is duly filed keeping tracking logs up to date.
Provision of assistance to the team searching and retrieving documents in the document
system. Ensuring the smooth and diligent management of all project documentation (soft and
hard copy documents).

How To
Apply For
OPGC
Vacancy :

The applications for selection to above posts will be accepted ONLINE through our recruitment
website, http://www.opgc.co.in/careers/default.asp . No postal communication etc will be
accepted and only ONLINE mode of application will be accepted. The website will remain open
for submission of applications till midnight of the last date i.e. 26-01-2019 Shortlisted candidates
will submit the attested copies of the following certificates in proper and valid formats, at the
time of Interview – a) Date of Birth (Xth Marksheet) (b) Qualification – Graduation, Post
Graduation marksheets of all semesters with certificates,as applicable (c) Experience
Certificates – Job experience certificates from current/previous Employers. In case the
candidates is unable to provide this at the time of Interview, Appointment letter from the
employers along with last pay slip can be enclosed. However, appointment is subject to
producing Experience Certificate at the time of reporting for joining. (d) Caste/Community
Certificate (if applicable) (e) Disability Certificate( if applicable) (f) Discharge Certificate Ex-
Servicemen if applicable (g) J&K Domicile Certificate (if applicable) (h) Last Pay Slip Copy.
OPGC may also simultaneously engage recruitment consultants for sourcing of the candidates
General
Instructions

Location of positing for the posts will be either Banharpali, Jharsuguda or Bhubaneswar
depending upon requirement. Inorder to restrict the number of candidates to be called for
Interview and/or for screening if so required, the management reserves the right to raise the
minimum eligibility standards/criteria, Management may also relax/lower the qualifying
standards in case suitable candidates are not available. Depending on the requirement, the
company reserves the right to cancel/restrict/curtail/enlarge the number of vacancies, if need so
arises, without any further notice & without any reason thereof. Any legal proceeding in respect
of any matter of claim or dispute arising out of this advertisement and /or an application in
response thereto shall be subject to jurisdiction of the Courts of Bhubaneswar/Cuttack only. No
correspondence shall be entertained with the candidates, not selected at any stage of selection
process or for interview or thereafter. Candidates can apply for only one of the above
position(s). The candidates finally selected needs to be medically fit as per company’s Medical
Standards

Job
Deatils:

Official Website Document

Deputy Manager Vacancies – Last Date 26 January 2019 (Bhubaneswar, Odisha), Odisha
Power Generation Corporation (OPGC) recruits Deputy Manager posts. B.E. experienced
candidates can apply.

About Odisha Power Generation Corporation (OPGC) – ओओओओओ ओओओओ

ओओओओओओ ओओओओओओओओ:
As its maiden venture, the company has set up two thermal power plants with a
capacity of 210 MW each in the IB valley area of Jharsuguda District in the State of
Odisha (Ib Thermal power Station) at a cost of Rs.11350 million. The locational
advantage of the power plant lies in its close proximity to the coal mines as well as to
the Hirakud reservoir. This gives the company the distinct advantage of low cost of Raw
Material leading to low cost generation.
Website Address: http://www.opgc.co.in/
Contact Us: ODISHA POWER GENERATION CORPORATION LIMITED
ZONE-A, 7TH FLOOR,
FORTUNE TOWERS,
CHANDRASEKHARPUR, BHUBANESWAR – 751023
ODISHA, INDIA
BENEFITS OF TENURE BASED EMPLOYEES
AT OPGC

1. Requirements of family accommodation, you will be

provided with leased accommodation from
company. However the perquisite tax shall be
borne by employee.
2. Employee will be provided with medical facilities for
self and family in our hospital at ITPS free of cost
3. Employee will also not be entitled for any kind of
medical reimbursement from the company,
however you will be covered under the medical
insurance policy taken by the company and the
premium will be the pat of CTC
4. Employee will be providing with the vehicle facility
at the project site at the official work only.
5. Employee will be reimbursed outstanding travel
expenses as per the company policy.
6. The company may reimburse you reallocation
expenses which included the house hold good and
vehicle on production of documentary proof of
payments subject to ceiling as per company policy.
However company reserves its right to recover the
same in the event of termination of the employment
by the employee.
 7. The company may consider at its sole discretion to
pay you the joining travel allowance for self and
family as per your eligibility by shortest route from
your last place of posting.
8. Retention bonus will be given to employee
according to the performance.

PERFORMANCE MONITORING SYSTEM

FOR PROJECT ROLE EMPLOYEES

Performance of the employees can be measured by

performance appraisal system. Before that let us
understand what performance appraisal system is.
Performance Appraisal is the systematic evaluation of the
performance of employees and to understand the abilities
of a person for further growth and development.
Performance appraisal is generally done in systematic
ways which are as follows:
 The supervisors measure the pay of employees and
compare it with targets and plans.
 The supervisor analyses the factors behind work
performances of employees.
 The employers are in position to guide the employees
for a better performance.
Objectives of Performance Appraisal
Performance Appraisal can be done with following
objectives in mind:
 To maintain records in order to determine
compensation packages, wage structure, salaries
raises, etc.
 To identify the strengths and weaknesses of
employees to place right men on right job.
 To maintain and assess the potential present in a
person for further growth and development.
 To provide a feedback to employees regarding their
performance and related status.
 To provide a feedback to employees regarding their
performance and related status.
 It serves as a basis for influencing working habits of
the employees.
 To review and retain the promotional and other
training programs.

Why they conduct Performance appraisal?

Formal performance appraisals can be of huge benefit
to both the employer and the employee. Unfortunately,
however, they are increasingly undervalued and
underutilized by both parties. Employers must
recognize that formal appraisals have a huge impact on
how satisfied, motivated and productive their
employees are. I have found that with the right
preparation, appraisals can be both stimulating and
performance enhancing. A recent survey from the
Society for Human Resource Management found that
72% of organizations conduct formal appraisals only
once a year, whilst only 2% of employees gave their
employer an A grade for their performance
management.

Following reasons for conducting performance

appraisals are:
1. Evaluation of an employee’s performance helps to
take management decisions on transfers, promotions,
increments etc.
2. Performance appraisal helps to ascertain the training
and development needs of the employer.
3. Performance appraisal or an individual’s
performance evaluation helps in designing the reward
system.
4. The feedback presided after evaluating the
performance of an individual acts as a motivator.
5. The Performance appraisal acts as a validation of the
selection procedure.

PERFORMANCE APPARISAL AT OPGC