INTRODUCTION

HUMAN RESOURCE PLANNING

The process by which management ensures
that it has the right personnel, who are
capable of completing those tasks that help
the organization reach its objectives.
OBJECTIVES
• To assess and analyse the impact of the strategic HR
practices on organisational performances with special
reference to the practices in the NHPC Ltd.
• To understand and identify the core HR practices
prevailed in the industry.
• The main objective of the selection is to hire people
having competence and commitment. These barriers
are perception, fairness, validity, reliability and
pressure.
RESEARCH METHODOLOGY
PRIMARY DATA COLLECTION:
For primary data collection the case study
method will be used which has used a semi-
structured interview schedule for better
probing of the facts. They were open-ended
and were supplemented with appropriate
probing questions to gain further insights into
the issues. The interviews were conducted
with the managers.
SECONDARY DATA COLLECTION:
• The study has adopted document based data
search using the secondary data. Both the
document based data and multi source
secondary data were used substantially.
• The important data sources were Text Books,
journals from various databases, Companies
Annual reports, and related websites were also
used.
REVIEW OF LITERATURE

 In simple terms, HRP is understood as the process of forecasting

an organization’s future demand for, and supply of the right type
of people in the right number. It is only after this that the HRM
department can initiate a recruitment and selection process. HRP
is a sub-system in the total organizational planning. HRP
facilitates the realization of the company’s objectives by
providing the right type and the right number of personnel. HRP,
then, is like materials planning that estimates the type and
quantity of the materials and supplies needed to facilitate the
manufacturing activities of the organization.
 HRP is also called manpower planning, personnel planning, or
employment planning.
COMPANY PROFILE
National Hydroelectric Power Corporation
Limited was incorporated on November 07,
1975 as a private limited company with an
authorized capital of Rs. 2000 million with
an objective to plan, promote and organize an
integrated and efficient development of
hydroelectric power in all aspects. Later on
NHPC expanded its objects to include other
sources of energy like Geothermal, Tidal,etc. 
•The Human Resources in NHPC Ltd. are in
fact are not resources – but an “Asset”.
They call them “Human Capital”. At NHPC
Ltd. They believe in valuing people and
realizing the value of people
.

•In NHPC Ltd. the HR department is

considered have the responsibility of job
analysis to be carried out for each job in
the structure, on the basis of this
analysis, the best candidate fitting a job
is selected
.
DATA ANALYSIS &
INTERPRETATION

Q1. Ways to identify a problem?

• There are so many ways to identify the cause
of the problem. Over here we discussed 3
main causes where by few find that 3 of them
are very much in use in industry. That is
employee himself, performance appraisal, and
superior assessment. Here we can see that the
best to know about is the employee himself.
Q2. is Any Feedback Taken from
the trainee?
• Yes feedback is taken from the trainee after
the training is over. In terms like whether
they liked the training, which they had
undergone, was that sufficient enough to
make them handy and competitive to go
with. If not then what can be done which
make it easy and handy to understand.
Conclusion

The study of the Human Resource activities

at NHPC Ltd. brings out the importance of
HR as a discipline for any organization big
or small. NHPC Ltd. today is one of the
most respected companies in the world and
much of the credit for this goes to the
management’s ability to manage its human
resources. An organization is by the people,
of the people and for the people.
As was rightly said by a visionary
corporate leader that “…..take away my
organization but leave my men, and I
will build a similar organization within
no time..”. Today organizations are
putting a lot of their effort to develop
their human capital.
RECOMMENDATION

As the present study is a time bound project. Naturally

there are certain limitations which are as follows
• The study was done on the sample size of 50
employees. The sample size can also be increased
to get the better results in the future.
• In this study, sex discrimination has not shown, the
same study can also done on male-female employees
separately.
In the present study, the workers did not get
enough time to fill the Performa during their
working hours, so the employee can also be
given a free period of time i.e. half an hour or
one hour for filling Performa.
In the study, the conclusion of the responses of
all the candidates was taken collectively. For
the better results, the responses of the
respondents can also be taken separately on the
basis of their grades.
THANK YOU

by-pranaya singh
bba 5th sem