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ISSN 2278-2540 | DOI: 10.51583/IJLTEMAS | Volume XIV, Issue III, March 2025
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Evaluating Employee Welfare Measures in NTPC Townships
Dushyant Kumar Kurrey
1,2*
,
Sandeep Kumar
2
, Aditya Moktan Tamang
3
, Birendra Nath Singh
1
1
School of Business, Doon Business School, Selaqui, Dehradun, Uttarakhand
2
Yuktampatham Foundation, Bilha, Bilaspur, Chattisgarh
3
Department of Zoology, Sikkim Alpine University, Main Campus, Kamrang, Namchi, Sikkim
*Corresponding author
DOI : https://doi.org/10.51583/IJLTEMAS.2025.140300013
Received: 18 March 2025; Accepted: 22 March 2025; Published: 02 April 2025
Abstract: Employee welfare is a crucial component of organizational effectiveness, directly influencing productivity, job
satisfaction, and overall quality of life. This study evaluates employee welfare measures and HR policies in NTPC townships,
focusing on township infrastructure, maintenance services, sanitation, security, and complaint redressal mechanisms. A structured
questionnaire was administered to 120 employees residing in NTPC townships, collecting data on various aspects of township
facilities and employee satisfaction. The research employed descriptive statistics and a Chi-square goodness-of-fit test to analyze
the uniformity of employee satisfaction across different service categories.
The results indicate significant variations in satisfaction levels. While township roads (84.2%), security measures (81.7%), and
water quality (79.2%) received high satisfaction ratings, civil complaint resolution (30.8%) and township building maintenance
(21.7%) were the lowest-rated aspects. The Chi-square test (χ² = 70.56, df = 13, p = 0.000) confirmed a highly significant
disparity, rejecting the null hypothesis that employee satisfaction is uniformly distributed across services. Sanitation services
(60.8%) and horticulture maintenance (64.2%) received moderate approval, whereas weekly market arrangements (58.3%)
showed notable dissatisfaction (34.2%).
The study highlights key areas for improvement, including faster response times for maintenance complaints, stricter contractor
supervision, enhanced waste management, structured building renovations, and improved security protocols. By addressing these
concerns, NTPC can optimize township management, enhance employee well-being, and reinforce its commitment to sustainable
workforce development.
Keywords: Employee Welfare, Township Maintenance, Infrastructure Services, Chi-Square Analysis, Employee Satisfaction,
NTPC Townships
I. Introduction
Employee welfare is a crucial aspect of organizational success, directly influencing productivity, job satisfaction, and overall
work culture [1]. NTPC Limited, India's largest power-generating company, has been recognized for its robust HR policies and
employee-centric approach [2]. With a workforce of over 24,500 employees, NTPC has developed a comprehensive employee
welfare framework, ensuring benefits such as medical facilities, housing, insurance, and educational support for employees'
families. Employee welfare has been extensively studied in HR literature, emphasizing its impact on motivation, retention, and
organizational efficiency [3, 4, 5, 6]. Previous studies highlight that well-structured labor welfare programs lead to better job
satisfaction and reduce turnover rates [7]. In prior studies some have argued that staff development and welfare measures
significantly enhance workplace productivity and engagement [8]. Additionally, another study has explored the role of
cooperative unionism in strengthening employee welfare policies, ensuring fair labor practices, and fostering a more committed
workforce [9]. These studies underscore the importance of comprehensive welfare policies in maintaining high morale and
enhancing organizational commitment. This study aims to evaluate NTPC’s human resource policies and employee welfare
measures, specifically focusing on township infrastructure, maintenance services, and overall employee satisfaction.
II. Research Methodology
This study employs a structured approach to assess employee welfare measures and HR policies at NTPC. The research
methodology consists of research design, data collection methods, sampling techniques, and data analysis procedures, ensuring a
comprehensive evaluation of employee satisfaction and township infrastructure.
Research Design
The study follows a descriptive research design, as it aims to analyze employee welfare policies, benefits, and township
maintenance in NTPC. The approach provides an in-depth understanding of employee perceptions, satisfaction levels, and areas
requiring improvement.
III. Data Collection Methods
Both primary and secondary data sources were used for this study:
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Primary Data: A structured questionnaire was designed and administered to 120 employees residing in NTPC
townships. The questionnaire included closed-ended and Likert-scale questions to measure employee satisfaction
regarding civil maintenance, security, infrastructure, and HR policies.
Secondary Data: Information was gathered from NTPC's official reports, HR policy documents, government labor laws,
and previous studies on employee welfare and organizational behavior.
Sampling Design
A stratified random sampling technique was used to ensure equal representation of employees from different housing categories
and townships. The sample population was divided into five NTPC townships: Krishna Vihar, Yamuna Vihar, Kaveri Vihar,
Narmada Vihar, and Saraswati Vihar. Each township was further classified into four housing types (A, B, C, and D), except
Saraswati Vihar, which had only D-type quarters. Equal samples were taken from each category to maintain balance in the study.
Research Instrument
A structured questionnaire (Table 1) was used as the primary research instrument. The questionnaire was divided into the
following sections:
Demographic details (age, designation, years of service)
Employee satisfaction with HR benefits and welfare measures
Assessment of township facilities, including housing, sanitation, and security
Feedback on complaint redressal mechanisms
Suggestions for improvements
Table 1. NTPC Township Employee Satisfaction Questionnaire Table
Section
Question
No.
Question
Response Options
Section 1:
Demographic
characteristics
1
Age
Open-ended
2
Designation
Open-ended
3
Years of Service in NTPC
Open-ended
4
Type of Quarter
A / B / C / D
5
Township Name
Krishna Vihar / Yamuna Vihar /
Kaveri Vihar / Narmada Vihar /
Saraswati Vihar
Section 2:
Township
Maintenance &
Civil Services
6
Are civil complaints properly registered?
Yes / No / Can’t Say
7
Are civil complaints attended in time?
Yes / No / Can’t Say
8
Is the quality of civil maintenance good?
Yes / No / Can’t Say
9
Are painting and distempering of quarters done well?
Yes / No / Can’t Say
10
Are electrical complaints registered properly?
Yes / No / Can’t Say
11
Are electrical complaints attended in time?
Yes / No / Can’t Say
12
Is the quality of electrical maintenance good?
Yes / No / Can’t Say
13
Is the work of contractors in quarters inspected by
NTPC?
Yes / No / Can’t Say
14
Are debris removed properly and on time?
Yes / No / Can’t Say
15
Are staircases and roofs cleaned properly?
Yes / No / Can’t Say
Section 3: Public
Services &
Infrastructure
16
Is grass cutting in the township done on time?
Yes / No / Can’t Say
17
Is pruning of trees done in time?
Yes / No / Can’t Say
18
Are overhead tanks cleaned and maintained properly?
Yes / No / Can’t Say
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19
Are drains well maintained during rains?
Yes / No / Can’t Say
20
Are roads in the township in good condition?
Yes / No / Can’t Say
21
Are parks in the township well maintained?
Yes / No / Can’t Say
22
Are public buildings in the township well maintained?
Yes / No / Can’t Say
23
Are clubs in the township well maintained?
Yes / No / Can’t Say
Section 4:
Sanitation &
Security
24
Are you satisfied with the sanitation work in the
township?
Yes / No / Can’t Say
25
Is the quality of water supplied in the township good?
Yes / No / Can’t Say
26
Is traffic control in the township sufficient?
Yes / No / Can’t Say
27
Do you agree that more stringent security checks are
needed?
Yes / No / Can’t Say
Section 5:
Complaint
Redressal &
Employee Welfare
28
Are shops in the township sufficient?
Yes / No / Can’t Say
29
Are arrangements in the weekly market sufficient?
Yes / No / Can’t Say
30
Are you satisfied with the behavior of maintenance
staff?
Yes / No / Can’t Say
31
Do you feel good about the horticulture work in the
township?
Yes / No / Can’t Say
32
Do you think the painting and maintenance of township
buildings need improvement?
Yes / No / Can’t Say
Section 6:
Suggestions for
Improvement
33
What improvements would you suggest for better
township maintenance?
Open-ended
34
Any additional comments regarding township facilities
and HR policies?
Open-ended
Hypothesis Statement
Null Hypothesis (H₀): Employee satisfaction with NTPC township maintenance and services is uniformly distributed,
meaning that employees are equally satisfied across all service categories.
Alternative Hypothesis (H₁): Employee satisfaction with NTPC township maintenance and services is not uniformly
distributed, meaning that there are significant differences in satisfaction levels across different service categories.
Data Analysis
The collected data was analyzed using descriptive statistics and frequency distribution to evaluate key trends and employee
perceptions. Responses were coded and processed using SPSS software, ensuring accuracy in data interpretation. A Chi-square
goodness-of-fit test was used to determine whether employee satisfaction levels were evenly distributed across different service
categories.
IV. Results and Discussions
Demographic characteristics
The demographic analysis (Table 2) of NTPC employees residing in the township reveals key insights into their age distribution,
designation, years of service, housing type, and township representation. The survey sample was well-balanced, ensuring an
unbiased representation across different employment levels and housing categories.
The age distribution of respondents indicates that the majority of employees fall within the 36–45 years age group (35.0%),
followed by 28.3% in the 25–35 years category. Employees aged 46–55 years accounted for 25.0%, while only 11.7% were above
56 years. These figures suggest that township housing is primarily occupied by younger and mid-career employees, while senior
employees might have alternative housing arrangements.
An analysis of employee designation highlights that 40.0% of respondents were junior-level staff, while 35.0% were mid-level
executives. Senior executives and managerial personnel made up 15.0% and 10.0%, respectively, suggesting that township
housing is predominantly utilized by lower and mid-level staff, who are more dependent on company-provided accommodations.
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Examining the years of service, a large proportion of respondents (57.5%) had been working at NTPC for 6–20 years, with 30.0%
in the 6–10 year range and 27.5% in the 11–20 year range. This reflects that township residents are mostly long-term employees,
rather than recently recruited staff. Employees with less than 5 years of service comprised 22.5%, while 20.0% had over 20 years
of experience, indicating that newer employees still have some access to company housing, though in a smaller proportion.
Table 2. Demographic analysis Table
Category
Sub-Category
Percentage of Respondents
Age Group
25 - 35 years
28.30%
36 - 45 years
35.00%
46 - 55 years
25.00%
56 and above
11.70%
Designation
Junior-Level Staff
40.00%
Mid-Level Executives
35.00%
Senior Executives
15.00%
Managerial Level
10.00%
Years of Service
0 - 5 years
22.50%
6 - 10 years
30.00%
11 - 20 years
27.50%
Above 20 years
20.00%
Housing Type
A-Type
25.00%
B-Type
25.00%
C-Type
25.00%
D-Type
25.00%
Township Name
Krishna Vihar
20.00%
Yamuna Vihar
20.00%
Kaveri Vihar
20.00%
Narmada Vihar
20.00%
Saraswati Vihar
20.00%
Regarding housing type, the survey ensured equal representation across A, B, C, and D-Type quarters (25.0% each), allowing for
an unbiased evaluation of maintenance and infrastructure services. Similarly, the distribution of respondents across NTPC
townships was equal (20% each for Krishna Vihar, Yamuna Vihar, Kaveri Vihar, Narmada Vihar, and Saraswati Vihar), ensuring
that feedback is not skewed toward any single township.
Overall, the findings indicate that NTPC’s township facilities primarily serve mid-career employees and junior-level staff, with a
relatively small proportion of senior executives residing in these quarters. The equal distribution of responses across housing
types and townships enables a comprehensive and objective assessment of infrastructure quality, maintenance efficiency, and
employee satisfaction in subsequent sections of the study.
Township maintenance and civil services
The analysis of township maintenance and civil services at NTPC townships (Table 3) revealed both strengths and critical areas
for improvement. While employees acknowledged effective complaint registration processes, there were significant delays in
resolving civil maintenance issues, dissatisfaction with contractor work supervision, and concerns regarding cleanliness and
debris removal.
In terms of civil maintenance, 83.3% of employees confirmed that complaints were properly registered, indicating an efficient
lodging system. However, 68.3% of employees reported delays in complaint resolution, with only 30.8% agreeing that issues
were attended to on time. The quality of civil maintenance was rated positively by 55.8% of respondents, though a considerable
40.0% expressed dissatisfaction, citing slow repairs and inconsistent maintenance work. Painting and distempering received the
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lowest approval rating, with only 34.2% satisfied, while 45.8% were dissatisfied, and 20.0% remained neutral, indicating poor
material quality and irregular repainting schedules.
Table 3. Results of Township maintenance and civil services
Aspect
Can’t Say (%)
Civil Maintenance
Are civil complaints properly registered?
1.70%
Are civil complaints attended in time?
0.80%
Is the quality of civil maintenance good?
4.20%
Are painting and distempering done well?
20.00%
Electrical Maintenance
Are electrical complaints registered properly?
1.70%
Are electrical complaints attended in time?
1.70%
Is the quality of electrical maintenance good?
5.90%
Inspection & Contractor Work
Is contractor work inspected by NTPC?
0.00%
Cleanliness & Waste Disposal
Are debris removed properly and on time?
1.70%
Are staircases and roofs cleaned properly?
1.70%
Electrical maintenance services received comparatively better feedback, with 78.3% of employees confirming that electrical
complaints were properly registered. A similar 78.3% agreed that complaints were attended to on time, showing better
responsiveness in electrical maintenance compared to civil repairs. The overall quality of electrical maintenance was rated as
good by 70.8% of employees, though 23.3% reported issues with recurring faults and delayed repairs.
One of the major concerns raised in the survey was the lack of proper supervision over contractor work. Only 45.8% of
employees agreed that NTPC inspects the work of contractors, while 54.2% reported inadequate oversight, leading to poor-quality
repairs and maintenance issues persisting even after work was completed. Employees suggested implementing stricter monitoring
and performance evaluation mechanisms for contractors to ensure higher-quality maintenance work.
Regarding cleanliness and waste disposal, 66.7% of employees were satisfied with the timely removal of debris, while 31.7%
noted delays. The cleaning of staircases and roofs was rated positively by 60.8% of respondents, but 37.5% expressed
dissatisfaction, pointing to inconsistent cleaning schedules and a lack of proper supervision.
Key Takeaways & Areas for Improvement
1. Improve the resolution of civil maintenance complaints, as only 30.8% of employees were satisfied with the response
time, and 68.3% reported delays.
2. Enhance the quality of painting and distempering by ensuring better materials and regular repainting schedules, as only
34.2% were satisfied.
3. Maintain the efficiency of electrical complaint handling, which was rated positively by 78.3% of employees, but address
the 23.3% dissatisfaction with repair quality.
4. Strengthen contractor work inspections, as 54.2% of employees believed there was inadequate supervision, leading to
substandard repairs.
5. Improve waste management and cleaning services, especially staircase and roof cleaning, where 37.5% of employees
were dissatisfied.
Public services and infrastructure
The evaluation of public services and infrastructure in NTPC townships revealed mixed levels of satisfaction among employees
(Table 4). While road conditions and water storage systems were rated positively, significant dissatisfaction was observed in
landscaping maintenance, drainage systems, and public recreational facilities.
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In terms of landscaping and green space maintenance, the survey indicated widespread dissatisfaction with grass cutting and tree
pruning schedules. Only 42.5% of employees agreed that grass cutting was done on time, while 44.2% expressed dissatisfaction,
citing overgrown areas and delays in maintenance. Similarly, tree pruning received even lower ratings, with only 37.5% of
respondents satisfied, while 50.8% reported delays. These findings suggest a lack of proper scheduling and manpower allocation
for routine landscaping work, requiring more frequent and timely interventions.
Table 4. Results of Public services and infrastructure
Aspect
Yes (%)
No (%)
Can’t Say (%)
Landscaping & Green Space Maintenance
Is grass cutting done on time?
42.50%
44.20%
12.50%
Is pruning of trees done in time?
37.50%
50.80%
11.70%
Water Storage & Drainage System Maintenance
Are overhead tanks cleaned and maintained?
71.70%
23.30%
5.00%
Are drains well maintained during rains?
65.80%
27.50%
6.70%
Road & Public Space Maintenance
Are township roads in good condition?
84.20%
14.20%
1.60%
Are parks well maintained?
61.70%
30.00%
8.30%
Are public buildings well maintained?
62.50%
27.50%
10.00%
Are clubs well maintained?
60.80%
21.70%
17.50%
Water storage and drainage maintenance showed moderate satisfaction levels. Overhead tanks were reported to be cleaned and
maintained adequately by 71.7% of employees, indicating that water quality and storage facilities are generally well-maintained.
However, 23.3% of respondents reported concerns about inconsistent cleaning schedules. Drainage maintenance during the rainy
season was rated satisfactory by 65.8% of employees, but 27.5% reported frequent waterlogging issues, highlighting the need for
better drainage management before monsoon periods.
Township roads received the highest satisfaction ratings, with 84.2% of employees agreeing that roads were in good condition.
This indicates efficient road maintenance and infrastructure planning in NTPC townships. However, dissatisfaction was noted in
public space maintenance, particularly in parks, public buildings, and clubs. While 61.7% of employees found township parks
well-maintained, 30.0% expressed dissatisfaction, citing poor landscaping and lack of proper recreational facilities. Similarly,
public buildings (62.5%) and clubs (60.8%) received moderate ratings, though some employees pointed out aging infrastructure
and inadequate maintenance.
Key Areas for Improvement
1. Enhance landscaping maintenance schedules, as over 50% of employees reported delays in grass cutting and tree
pruning, leading to overgrown areas and potential safety concerns.
2. Improve drainage system maintenance before monsoon seasons, addressing 27.5% dissatisfaction with waterlogging
issues.
3. Ensure more frequent cleaning of overhead tanks, as 23.3% of employees reported concerns about maintenance gaps.
4. Upgrade parks and recreational spaces, as 30.0% of employees found them poorly maintained, with a need for better
landscaping and play equipment maintenance.
5. Continue road maintenance efforts, particularly in older township areas, to address the 14.2% dissatisfaction rate.
Sanitation & Security
The assessment of sanitation, water quality, traffic control, and security in NTPC townships reveals moderate satisfaction levels,
with notable concerns regarding sanitation efficiency and township security (Table 5). While water quality and traffic control
were rated positively, a strong demand for stricter security measures emerged as a key finding.
Sanitation services received a moderate satisfaction rating, with 60.8% of employees expressing approval, indicating that basic
cleanliness is maintained. However, 31.7% of respondents were dissatisfied, pointing to inconsistent cleaning schedules and
inefficient waste disposal mechanisms in some areas. Employees suggested increasing the frequency of waste collection,
improving drainage cleaning schedules, and ensuring better supervision of sanitation staff to enhance overall hygiene standards.
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Water quality was rated favorably, with 79.2% of employees confirming that the water supplied in the township was of good
quality. However, 16.7% expressed concerns about occasional contamination and inadequate filtration in certain areas,
highlighting the need for regular monitoring and improved purification systems to ensure consistent water quality.
Table 5. Results of Sanitation & Security
Aspect
Yes (%)
No (%)
Can’t Say (%)
Sanitation & Water Supply
Are you satisfied with the sanitation work in the township?
60.80%
31.70%
7.50%
Is the quality of water supplied in the township good?
79.20%
16.70%
4.20%
Traffic Control & Security
Is traffic control in the township sufficient?
67.50%
30.80%
1.70%
Do you agree that more stringent security checks are needed?
81.70%
17.50%
0.80%
Traffic control within the township was considered adequate by 67.5% of employees, indicating that basic traffic regulations are
in place. However, 30.8% of respondents felt that improvements were necessary, citing issues such as unauthorized parking,
traffic congestion during peak hours, and a lack of proper speed control measures. Employees recommended better enforcement
of parking regulations, stricter speed monitoring, and designated pedestrian zones to enhance road safety.
Security emerged as the most significant concern, with 81.7% of employees strongly advocating for more stringent security
checks at township entry points. Employees emphasized the need for enhanced surveillance, stricter visitor verification, and
better-trained security personnel to prevent unauthorized access and improve overall township safety.
Key Areas for Improvement
1. Enhance sanitation services, as 31.7% of employees reported dissatisfaction, suggesting the need for more efficient
waste collection and cleaning schedules.
2. Ensure consistent water quality monitoring, as 16.7% of employees raised concerns about occasional contamination and
filtration issues.
3. Improve traffic management measures, addressing 30.8% dissatisfaction with parking violations, congestion, and speed
control.
4. Strengthen township security, as 81.7% of employees demanded stricter security measures, emphasizing better
surveillance, visitor verification, and trained security personnel.
Complaint Redressal & Employee Welfare
The evaluation of complaint redressal mechanisms and employee welfare in NTPC townships highlights moderate to high
satisfaction levels in essential services such as availability of shops, maintenance staff behavior, and horticulture work (Table 6).
However, significant concerns were raised regarding the sufficiency of weekly market arrangements and the need for improved
painting and maintenance of township buildings.
The availability of shops within the township received strong approval, with 84.2% of employees agreeing that the number of
shops was sufficient, indicating easy access to essential goods and services. However, 15.8% of employees expressed the need for
more variety in products and competitive pricing. In contrast, weekly market arrangements received lower satisfaction levels,
with only 58.3% agreeing that they were adequate, while 34.2% were dissatisfied, citing limited vendor participation, space
constraints, and crowd management issues. Employees suggested expanding the weekly market, increasing vendor participation,
and improving its overall organization.
Regarding maintenance staff behavior, 71.7% of employees expressed satisfaction, acknowledging responsive and cooperative
service. However, 23.3% of employees reported dissatisfaction, particularly concerning delays in complaint resolution and lack of
professionalism. Employees recommended customer service training for maintenance staff to improve their communication and
efficiency.
Horticulture work, including landscaping and greenery management, received a moderate approval rating of 64.2%, with 25.0%
of employees dissatisfied due to irregular tree pruning, delayed garden maintenance, and uneven distribution of horticulture
services across different township sectors. Employees suggested more frequent maintenance schedules and improved resource
allocation for township greenery.
One of the most pressing concerns was the poor maintenance and painting of township buildings, with 74.2% of employees
stating that improvements were needed. Only 21.7% of employees were satisfied, while 4.2% were uncertain. The primary issues
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included peeling paint, lack of timely renovations, and poor-quality maintenance work. Employees strongly recommended a
systematic maintenance plan, the use of better-quality materials, and regular supervision of painting and repair work.
Table 6. Results of Complaint Redressal & Employee Welfare
Aspect
Yes (%)
No (%)
Can’t Say (%)
Shops & Market Arrangements
Are shops in the township sufficient?
84.20%
15.80%
0.00%
Are arrangements in the weekly market sufficient?
58.30%
34.20%
7.50%
Maintenance Staff & Horticulture Work
Are you satisfied with the behavior of maintenance staff?
71.70%
23.30%
5.00%
Do you feel good about the horticulture work in the township?
64.20%
25.00%
10.80%
Township Building Maintenance
Do you think the painting and maintenance of township buildings
need improvement?
74.20%
21.70%
4.20%
Key Areas for Improvement
1. Enhance weekly market arrangements, as 34.2% of employees found them insufficient, recommending better vendor
participation, increased space, and improved organization.
2. Improve maintenance staff efficiency and responsiveness, as 23.3% of employees were dissatisfied, suggesting the need
for customer service training.
3. Expand horticulture maintenance schedules, as 25.0% of employees expressed concerns over inconsistent landscaping
services.
4. Implement a structured maintenance plan for township buildings, as 74.2% of employees reported issues with painting
and overall upkeep, calling for higher-quality materials and routine inspections.
Chi-Square Analysis and hypothesis testing
To assess whether employee satisfaction with township services is uniformly distributed, a Chi-square goodness-of-fit test was
conducted using satisfaction percentages from various service categories (Table 7A). The analysis aimed to determine if there
were significant variations in satisfaction levels across different township services. The test results (Table 7B) showed a Chi-
square statistic (χ²) of 70.56 with 13 degrees of freedom and a highly significant p-value of 0.000 (p < 0.001). Since the p-value is
far below 0.05, we reject the null hypothesis (H₀) and conclude that employee satisfaction is not evenly distributed across
township services, meaning that some services perform significantly better than others.
Table 7. Chi-Square Analysis and hypothesis testing: (A) Various service categories taken into consideration for Chi-Square
Analysis (B) Results of Chi-Square Analysis
(A)
Category
Observed
Satisfaction (%)
Dissatisfied
(%)
Civil Maintenance (Complaint Resolution)
30.80%
68.30%
Electrical Maintenance
78.30%
20.00%
Sanitation Services
60.80%
31.70%
Water Quality
79.20%
16.70%
Traffic Control
67.50%
30.80%
Security Measures (Need for More Stringent Checks)
81.70%
17.50%
Township Roads
84.20%
14.20%
Parks Maintenance
61.70%
30.00%
Public Buildings Maintenance
62.50%
27.50%
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Shops Availability
84.20%
15.80%
Weekly Market Arrangements
58.30%
34.20%
Maintenance Staff Behavior
71.70%
23.30%
Horticulture Work
64.20%
25.00%
Township Building Painting & Maintenance
21.70%
74.20%
(B)
Test
Chi-Square (χ²)
df
p-value
Significance
Goodness-of-Fit Test
70.56
13
0.000
Significant
For this analysis, only "Yes" (Satisfied) and "No" (Dissatisfied) responses were considered, while "Can't Say" responses were
excluded. This decision was made to ensure that the analysis focused on definitive employee opinions rather than neutral or
uncertain responses, which could have introduced ambiguity in the interpretation of satisfaction levels. The "Can't Say" category
might reflect a lack of awareness or experience with a particular service, rather than an actual evaluation, making it unsuitable for
a direct satisfaction-dissatisfaction comparison.
The findings indicate that certain services show considerable dissatisfaction, particularly township building maintenance (21.7%)
and civil complaint resolution (30.8%), which received the lowest satisfaction ratings. Additionally, weekly market arrangements
(58.3%) had a high dissatisfaction rate (34.2%), highlighting concerns about vendor participation and space allocation. In
contrast, township roads (84.2%), security measures (81.7%), and water quality (79.2%) were among the highest-rated services,
indicating that employees are generally satisfied with infrastructure and basic utilities. Electrical maintenance (78.3%) also
received favorable ratings, reflecting efficient handling of power-related issues. The large disparity in satisfaction levels across
township services justifies the need for immediate intervention in areas such as civil complaint handling, township building
renovations, and weekly market improvements.
Based on these findings, the key areas for improvement include enhancing civil maintenance response times, implementing a
structured renovation plan for township buildings, improving vendor participation in weekly markets, strengthening landscaping
and horticulture maintenance, and ensuring fair pricing in township shops. Addressing these concerns will significantly improve
employee well-being and create a more sustainable and well-maintained township environment. The Chi-square analysis confirms
that employee satisfaction levels vary significantly across different township services, reinforcing the need for targeted
improvements in low-performing areas to enhance overall township livability.
Suggestions for Improvement
Employee feedback on township maintenance, infrastructure, and HR policies highlights several key areas requiring improvement
to enhance overall living conditions in NTPC townships. A common concern among employees was the delayed resolution of
maintenance complaints, particularly related to painting, plumbing, and electrical repairs. Many suggested implementing faster
response times, better tracking mechanisms, and stricter supervision of contractor work to ensure higher-quality maintenance
services. Additionally, sanitation and waste management emerged as a priority, with employees recommending more frequent
garbage collection, improved drain cleaning, and additional waste bins in public areas.
Another major area of concern was landscaping and public amenities, where employees emphasized the need for timely grass
cutting, tree pruning, and park maintenance, especially before the monsoon season. Suggestions were also made for modernizing
parks, clubs, and recreational spaces by adding better seating, lighting, and sports equipment to improve employee well-being.
Security enhancements were strongly recommended, with employees advocating for stricter ID verification, increased CCTV
surveillance, and better-trained security personnel to prevent unauthorized access and ensure a safer township environment.
Regarding HR policies and township facilities, employees highlighted the need for regular painting and structural maintenance of
buildings, along with better regulation of pricing in township shops to ensure affordability and product variety. Several employees
also called for improved welfare schemes, including expanded medical benefits, flexible work policies, and professional training
programs to enhance job satisfaction and career development.
Key Areas for Improvement
Based on employee suggestions, the following improvements are urgently needed:
Faster response to civil and electrical maintenance complaints to reduce service delays.
Stricter supervision of contractor work to ensure higher-quality repairs.
More frequent sanitation, landscaping, and waste management efforts to maintain hygiene and cleanliness.
INTERNATIONAL JOURNAL OF LATEST TECHNOLOGY IN ENGINEERING,
MANAGEMENT & APPLIED SCIENCE (IJLTEMAS)
ISSN 2278-2540 | DOI: 10.51583/IJLTEMAS | Volume XIV, Issue III, March 2025
www.ijltemas.in Page 108
Upgradation of parks, clubs, and recreational spaces for better employee engagement and well-being.
Enhanced security measures, including stricter visitor verification and surveillance systems.
Regular painting and maintenance schedules for township residential and office buildings.
Better price regulation and increased vendor diversity in township shops and weekly markets.
Enhanced employee welfare policies, with better medical benefits and professional training opportunities.
V. Conclusion
The evaluation of employee welfare measures and HR policies at NTPC townships highlights both strengths and areas requiring
improvement. The study assessed various aspects of township infrastructure, maintenance services, sanitation, security, and
complaint redressal mechanisms, revealing significant disparities in employee satisfaction across different service categories.
While NTPC provides essential welfare benefits such as housing, healthcare, insurance, and recreational facilities, the research
identified critical gaps in areas like civil complaint resolution, township building maintenance, and weekly market arrangements.
The Chi-square analysis confirmed that employee satisfaction is not uniformly distributed, with services such as township roads
(84.2%), security measures (81.7%), and water quality (79.2%) receiving high satisfaction ratings, while civil maintenance
(30.8%) and building upkeep (21.7%) were among the lowest-rated aspects.
A major area of concern was the delay in maintenance work, where 68.3% of employees expressed dissatisfaction with the
timeliness of complaint resolution. Similarly, 74.2% of employees believed that township buildings required urgent painting and
structural maintenance. Additionally, sanitation services (60.8% satisfied) and landscaping efforts (only 42.5% satisfaction for
grass cutting and 37.5% for tree pruning) require better scheduling and supervision.
Security measures emerged as a pressing issue, with 81.7% of employees supporting stricter checks and improved surveillance to
prevent unauthorized access. Similarly, traffic control (67.5% satisfied) showed moderate approval, with 30.8% of employees
suggesting improvements in speed control and parking regulations. Based on the findings, the study recommends several key
improvements, including faster maintenance response times, stricter supervision of contractor work, better waste management,
and more structured township building renovations. Strengthening security protocols, expanding vendor participation in weekly
markets, and improving employee welfare schemes were also highlighted as critical areas for development.
By implementing these recommendations, NTPC can further enhance employee well-being, optimize township management, and
reinforce its position as a top employer in India. Addressing infrastructure gaps, improving complaint redressal mechanisms, and
maintaining a high standard of township services will lead to greater employee satisfaction and long-term sustainability in
NTPC’s residential facilities.
Acknowledgment
The authors would like to acknowledge NTPC Korba for its support in conducting this research. Special gratitude is extended to
Mrs. Debsmita Tripathi, Head of Department, NTPC Korba, for her invaluable guidance and insights. Appreciation is also
extended to Mr. Rohit Saxena, NTPC Industrial Guide, for his mentorship and technical support. Sincere thanks are given to the
employees of NTPC Korba for their participation and valuable feedback.
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