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Group members :
Sonali Sonam Srivastav Sugandha Upadhyay Sunayna Sehgal Sukomal Pathania Vipasha Gera
12DM161 12DM162 12DM163 12DM167 12DM165 12DM182
• ONGC has been ranked as the no. 2 Exploration & Production company in the world. • Transparency International has ranked ONGC as most transparent company in India. • It operates in 15 countries. • Contribution to the economy of India: around 77% of crude oil production around 81% of natural gas production
HR VISION To attain organizational excellence by developing and inspiring the true potential of company’s human capital and providing opportunities for growth. . well being and enrichment.
HR Mission To create a value and knowledge based organization by inculcating a culture of learning. . responsive and competent human capital. innovation and team working and aligning business priorities with aspiration of employees leading to a development of an empowered.
written exam and interviews • Written.outsourced • Interviews.Conducted by ONGC .Recruitment & Selection RECRUITMENT • External.Through All India Exams • Internal-promotions. job rotations SELECTION and inter-departmental transfers • Includes.
coaching and counseling.Performance Management System in ONGC Performance Management System (PMS) in ONGC is about maintaining or improving employee’s job performance through performance assessment tools. Performance Appraisal is a process of assessing the work performance and potential for development of an employee and develop performance based records. .
Assessment components Performance and Potential a) PERFORMANCE APPRAISAL (P) Divided in 4 KRAs: KRA 1: KRA 2: KRA 3: KRA 4: Quantitative & Timeliness System Improvement HSE/Office Management and Qualitative Aspects .
. • Final Appraisal Report: The final assessment is done at the end of assessment year. Weight age for Performance & Potential varies with level of executives.Assessment Components : Performance and Potential b) POTENTIAL APPRAISAL (Q) • Mid-term Review: The system facilitates Mid-term Review of KPIs.
goals and targets need to be stated in quantifiable terms & defined in KRAs/KPIs. It helps in:Assessment of performance Identify potential for higher responsibility Develop a system of performance-based rewards Counsel and facilitate employees on areas for improvement • • • • .Assessment components Performance and Potential • b) Potential Appraisal (Q) To have objective assessment of an individual.
to ensure transparency Individual is made aware of the final PAR Grades and Marks along with remarks.PERFORMANCE APPRAISALS REPORTS • Counselling -reasons ascertained-includes system constraints and the behavioral dimensions of the employees and efforts made to develop self awareness in the employee for correcting personality traits. compensation linked to PAR . • Linkages with career progression. • Disclosure of PAR.promotions.
.TRAINING AND DEVELOPMENT • Need for training and learning has been imperative in order to absorb new and emerging upstream Oil & Gas technology. • ONGC has developed Multi Disciplinary Team (MDT) culture which requires all round development of team members.
functional streams. Dehradun School of Maintenance Practices. Mumbai Employees are also sponsored for out-company programmes wherever requirements are too specialized and focused groups are small. • • • • • . safety and quality at various training centresONGC Academy and Institute of Drilling Technology. Institute of Oil & Gas Production Technology (IOGPT).TRAINING AND DEVELOPMENT ONGC executives are exposed to trainings on management. Vadodara Institute of Petroleum Safety Health and Environment (IPSHEM) Goa.
FOCUS AREA OF TRAINING • • • • • • Induction training programmes Qualification Up-gradation programmes Special Programmes for focused Groups Management Training programmes Functional Training programmes Centre of Creative Leadership and Leadership Development programmes • Introduction of workshop mode of training .
5% of BP) Remote Locality Allowance Overtime Allowance Conveyance allowance Travelling allowance • • • • • • • • • . ALLOWANCES House Rent Allowance Hard Duty Allowance Offshore Compensation Allowance(8% of BP) Shift Allowance North Eastern Allowance(12.COMPENSATION Various pay scales for staff and executives (from E-0 to E-9).
SOCIAL SECURITY • Contributory Provident Fund 12% of the salary is deducted from the salary and an equal amount is given by ONGC. . • CSSS-Corporate Social Security Scheme In case of premature deathRs 40 Lakhs for Officer level employees Rs 20 Lakhs for staff.
INCENTIVE & REWARD SCHEME • Performance Incentive Scheme • Incentive to Promote Small Family Norms • Incentive for Acquiring Higher Qualification • Recognition of Meritorious Work • Group Awards .
awareness campaigns and assistance for better health of the community.CORPORATE SOCIAL RESPONSIBILITY • Guidelines issued by the Department of Public Enterprises and Ministry of Corporate Affairs. • ONGC has identified 12 focus areas where the CSR is contributing and most significantly the sustainable development is an essence of every activity. • In health sector it has supported the varied programs through mobile medical vans. .
) • • • • • Some of the areas are: Educational advancement of the deprived students through vocational training Encouraging entrepreneurship building Protection of environment Providing infrastructure support in operational areas (of ONGC) Protection and preservation of heritage. etc .CSR (cont. arts and culture.
‘Women Development Forum’ (WDF) Supportive policies to cope with the multiple roles and responsibilities.WOMEN EMPOWERMENT • Recruitment in the core disciplines like Geology. Workshops are organized on “Empowerment of Women for Managerial and Leadership Effectiveness”. Finance. besides sufficient representation in support services disciplines like HR. Lady employees are generally given posting along with their spouses. etc.. Geo-science. • • • • . Engineering etc.
with employees registering their options. etc. • It has provisions to deal with Superannuation settlement issues.JOB ROTATION &TRANSFER POLICY • Freedom to an executive to plan his movement across various assignment and locations. education constraints of ward. HR Planners have been able to achieve a percentage of > 90% in accommodating the 1st & 2nd choices. Medical constraints of employees and the families. Only the actual process of obtaining approval from Director is manual. • The entire process is online. generation of tentative transfer lists. . issuing the orders etc. • Employees can opt for 3 choice places for their posting .
About 700 posts identified which are sensitive in nature.JOB ROTATION (contd. Some posts under CVC guidelines reserved for IAS/ IPS officers which are filled by mentioned officers who come in ONGC on deputation. Dealing with high value contracts. Sensitive due toPublic interface involved. .) A must every 3 years for sensitive posts.
Not granted to an employee who has not completed 3 years of service. • STUDY LEAVE: Duration of leave shall not exceed 2 years. accumulated beyond that will lapse. This leave can be accumulated upto 280 days and leave. • EARNED LEAVE: 30 days/ year. • MATERNITY LEAVE: for a period of 6 months. • HALF-PAY LEAVE: 20 days. • PATERNITY LEAVE : upto 15 days. .LEAVE • CASUAL LEAVE: 12 days/ year • RESTRICTED HOLIDAYS: 2 / year out of published list of holidays.
INDUSTRIAL RELATIONS COLLECTIVE BARGAINING • Asset / Basin Management resolve the local issues. • Bilateral meeting held after every three months. . PARTICIPATION • Certain issues with the unions. which are sorted out with mutual discussion. • Joint Committee Meeting is to be held after every six months.
Liaison Officer of Associations are co-opted.) GRIEVANCES HANDLING PROCEDURE a) Controlling Officer :. c) Key Executive:. d) Appeals Committee:. if needed.If the employee is not satisfied he can raise his grievance to the Level 2 level officer.If the individual is not satisfied with the decision of L2 level officer he can raise his grievance to Key Executive. IR.If the employee is still not satisfied with the decision of the Key Executive he can raise his remarks with the Appeals Committee wherein officers from Finance.IR (cont. b) Level-2 level Officer:. HR. .grievance before the Controlling Officer in writing and he will have to resolve the grievance for reply to the employee within given time frame.
SEPARATIONS • FORWARDING OF APPLICATIONS OF EMPLOYEES FOR POSTS OUTSIDE THE CORPORATION • RESIGNATIONS • EXIT INTERVIEW • TERMINATION OF SERVICE • SUPERANNUATION • PREMATURE RETIREMENT SCHEME .
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