ONGC Head

What Do we Do??? >Talent Crunch ; High Attrition >Private Players; Tough Competition What is Wrong in our Organization????

We need Help!!!!!!!

OD Practioner

Dont Worry.

OD Interventions at Rescue

About the Company

Oil and Natural Gas Corporation Limited (ONGC) is a state owned oil and gas company in India

Global Rankings
ONGC ranks as the Numero Uno Oil & Gas Exploration & Production (E&P) Company in Asia, as per Platts 250 Global Energy Companies List for the year 2007

ONGC ranks 23rd Leading Global Energy Major amongst the Top 250 Energy Majors of the World in the Platts List based on outstanding performance in respect of Assets, Revenues, Profits and Return on Invested Capital (RIOC) for the year 2007 ONGC is the only Company from India in the Fortune Magazines list of the Worlds Most Admired Companies 2007. ONGC is 9th position in the Industry of Mining, crude oil production

PETROLEUM INDUSTRY
HR policies and role of HR professionals in keeping up employee motivation in a difficult and dangerous work environment. Difficult working conditions Risky nature of job Employees are rewarded with fantastic pay packages

Major Competitors
Assam Oil Company Ltd. (ACL), India Bharat Petroleum Corporation Limited, India Essar Oil, India Gujarat State Petroleum Corporation, India Hindustan Petroleum Corporation Ltd, India Indian Oil Corporation, India Petronet LNG Limited, India Reliance Industries Limited, India Tata Petrodine Schlumberger Halibourton Royal Dutch shell

ONGC VISION:
To be a world class Oil and Gas Company integrated in energy business with dominant Indian leadership and Global presence.

ONGC MISSION:
Dedicated to excellence by leveraging competitive advantages in R&D high standards of business ethics and organizational values Abiding commitment to safety Strive for customer delight

HR VISION : "To attain organizational excellence by developing and inspiring the true potential of companys 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, innovation & team working and aligning business priorities with aspiration of employees leading to development of an empowered, responsive and competent human capital".

HR Objectives
To develop and sustain core values To develop business leaders for tomorrow To provide job contentment through empowerment, accountability and responsibility To build and upgrade competencies through virtual learning, opportunities for growth and providing challenges in the job To foster a climate of creativity, innovation and enthusiasm To enhance the quality of life of employees and their family To inculcate high understanding of 'Service' to a greater cause

HR Strategy
To meet challenging demands of the business environment, focus of the HR Strategy is on change of the employees mindset Building quality culture and resources Re-engineering and redeployment for maximizing utilization of HR potential To build and upgrade competencies through virtual learning, opportunities for growth and providing challenges in the job Re-strengthening mutual faith, trust and respect Inculcating a spirit of learning & enjoying challenges Developing Human Resource through virtual learning, providing opportunities for growth, inculcating involvement and exposure to benchmarking in performance

Role Of HR
Alignment of HR vision with corporate vision Shift from support group to strategic partner in business operations HR as a change agent Enhance productivity and performance by developing employee competency and potential Developing professional attitude and approach Developing Global Managers for tomorrow to ensure the role of global players

Findings about ONGC

 Performance Appraisal System in ONGC is not transparent.  Individual feedback is not provided.  The system being not so transparent, employees are unable to identify the performance gaps in order to prepare for the future.  Appraisers are usually unbiased and the management is serious about the appraisal process.  The appraisal process provides the employees an opportunity for development and growth.  Superior-subordinate relations are good. Superior help the employees set and achieve meaningful goals. This made the environment amiable and congenial.  Relations with the superior affect the evaluation .  Employees are being rated on their knowledge and skills.  Greater weightage is given to the recent performances.  Most of the employees want that 360 degree feedback system should be introduced.

PROBLEMS AND CHALLENGES IN ONGC

Increased Competition Private Competitors in market;  Difficulty in Planning for sustained availability of workforce  Fulfilling Manpower Requirements Aging Workforce Difficulty to replenish Talent loss due to heavy retirement in the next five years as well as scarcity of fresh blood in organization Retirement 34% of the middle management level employees are expected to retire in 5-10 years

Problems and Challenges contd

Attrition Around 7 % attrition rate mainly due to lack of career opportunities and extreme working conditions Attracting Talent Difficulty to acquire or develop or retain the specialized skills required by the organization. Inadequate supply of talent from institutes being another reason Motivation  On account of differential with the market and insignificant differential within  No correlation seen between performance and complexity of role and pay  No incentive to perform beyond expectations. Increments are known and expected

 Leadership The focus on the coming times for the oil based companies would be to constantly innovate in the market place to maintain leadership. There will be a tremendous pressure on creating an atmosphere of innovative thinking and execution. This would also require superior management and communication skills Training - Creating training solutions that are cost effective and result oriented is a big challenge.

What is OD intervention?
An intervention is a set of sequenced and planned actions or events intended to help the organization increase its effectiveness

Characteristics of Effective Interventions Is it relevant to the needs of the organization? Does it transfer competence to manage change to organization members?

Intervention Overview
Human Process Interventions Techno structural Interventions Human Resources Management Interventions Strategic Interventions

Human Process Interventions

Coaching Training and Development Process Consultation and Team Building Third-party Interventions (Conflict Resolution) Organization Confrontation Meeting Intergroup Relationships Large-group Interventions

Techno structural Interventions

Structural Design Downsizing Reengineering Employee Involvement
Work Design

Human Resources Management Interventions

Goal Setting Performance Appraisal Reward Systems Career Planning and Development Managing Work Force Diversity Employee Stress and Wellness

Strategic Interventions
Mergers and Acquisitions Alliances and Networks Culture Change Self-designing Organizations Organization Learning and Knowledge Management

Intervention Techniques