Ptc Essay

Number of grades in the company
The grades or positions in the organisation extends from G1 to G21. Below is the nomenclature of the grades:
Serial No. Grades Nomenclature
1 G1 to G3 Office Assistants
2 G4 to G8 Executive Assistants/ Secretaries
3 G9 to G12 Junior Managers
4 G13 to G15 Managers
5 G16 and G17 Assistant Vice President
6 G18 and G19 Vice President
7 G20 Senior Vice President
8 G20 A Executive Vice President
9 G21 Executive Director

And above all these positions, is CMD and Director which is board level position and directly hired, controlled and supervised by the Board of the company
1.3 SWOT analysis of the PTC India Ltd.
Below discussed the strengths, weaknesses, opportunities and threats of PTC:

1. Strengths:
i. One of

Threats & Weaknesses:

i. PTC inherits major part of its rules and policies from its promoter companies. At the time of incorporation of PTC, these policies were formulated by the promoter companies which are public sector companies and follows almost same working culture. But PTC was started as Public Private partnership and slowly it emerged to become a privatised company in overall. As time demands a change in those policies which might not suitable for any PPP company. ii. The vast customer segment and wide service range also create threats and weaknesses. It is a great challenge for being able to handle each service range and to deliver quality customer service for a huge segment of different kinds of customers. The company is in need to develop their competencies to be relevant to the industry. It has the capability to not only add to their profitability slab but to influence the market. iii. With a market, which is constantly evolving over time, it is necessary that the company should be more agile in its marketing strategy and positioning. The threat emerges with the increase in globalisation and other national companies entering the

A phase of transition came with the coming of fresh recruits in year 2002 at both, lower and mid-management levels (MBAs) but the number of new recruits was low. In the year 2008, company started campus recruitments from the top-notch graduate and post-graduate schools. The number of recruits at that time was very low (around 2-3 recruits/year). That’s why, the induction process at PTC has never been a conspicuous activity. It has always been a responsibility that everyone shares. Nor it has been a necessity because the company is very attentive in selecting new employees and the employees usually do not leave the company. But year 2014 has become a highest recruitment of new employees (approx. 7-8 recruits) in the company’s history. Today’s a total number of employees in the PTC India Ltd. is approx.100. As a pioneer in the power trading market in India, a case company is expanding its arena to maintain its position in the market with an aim of recruiting more people in future. With this aim, company is now focusing on designing a standard induction