NTPC Executive Director (Mining) Recruitment 2014, Delhi/NCR
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Here are the details of NTPC Executive Director (Mining) Recruitment 2014 job in NTPC. This job or placement paper has been sourced from either company website or newspaper or other media and from students who appeared for this job. User is requested to verify the data before applying for the job.
No of posts:- 01
Qualification:- Graduate in Mining Engineering with First Class Mine Manager's Certificate.
Experience Profile:- Should have experience in mine planning, Project implementation and Operation & Maintenance of coal mining project (preferably open cast mine). Significant contribution as a leader in development of mines (preferably open cast mine) starting from green field project to operation of mine. Should have expertise in dealing with Govt. Officials for getting various clearances for developing mines.
Experience Requirement:- 25 years of post-qualification experience in the executive cadre in the relevant area in a Govt./ Public Sector Undertaking or private company of repute, out of which 2 years experience in the post and scale of pay of Rs. 51300 - 73000 (IDA pay scale of GM/E8 grade of NTPC effective from 01.01.2007) or equivalent level/post profile.
Upper Age Limit:- 57 years
Scale(IDA Pattern):- Rs. 62000-80000/-
Last Date of Receipt of application:- 23-Jul-2014
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NTPC, India's largest power company, was set up in 1975 to accelerate power development in India. It is emerging as an ‘Integrated Power Major’, with a significant presence in the entire value chain of power generation business.
NTPC ranked 317th in the ‘2009, Forbes Global 2000’ ranking of the World’s biggest companies. With a current generating capacity of 33,194 MW, NTPC has embarked on plans to become a 75,000 MW company by 2017.
Why NTPC - Why should i join NTPC:-
NTPC has well established talent management systems in place to ensure that the company delivers on its promise of providing exponential growth and challenge to all employees.
* Performance Management - NTPC has a standardised and formalised performance management system. A KPA based system is designed to assess functional, managerial and potential competence in an objective and transparent manner. The system is designed to accomplish the overall organisational vision and mission by linking individual performance to the company’s objectives and strike a balance between performance and competence to help individuals excel in their fields.
* Career Paths - A formal career path and development process exists in NTPC. All career paths have an underlying management structure. Promotions within each career path are aligned with the needs of the organisation. Succession criteria for leadership positions in each career path have been identified, which provide basis for job rotation. Anyone joining the organisation can choose to pursue a business, function or staff career path and will be put through specific training interventions and job rotation path towards becoming a business, function or staff head.
* Leadership Development - Potential employees are assessed for leadership competence and are groomed to occupy leadership positions in the company. We have a system that enables measurement of leadership effectiveness, gap identification against an identified set of leadership competence. Individual development plans are made based on the gaps identified to ensure that the process of development and growth is meaningful.
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