Professional Documents
Culture Documents
Corporation
Recruitment and Selection Process
Shashank Dimri
1st Sem AGBS
Section-C
10/2/2009
Oil and Natural Gas Corporation 200
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When I started thinking for carrying out my research then the company whose
name came first to my mind was of Oil and Natural Gas Corporation. The main
reason for choosing this company was that this is amongst the fortune 500 companies
and is called ‘Navratna’. The aim of the research was to gather information about this
company. Researches basically are of two types: (1) Exploratory Research and (2)
Conclusive Research. To fulfill the above mentioned objective I have carried out an
exploratory research in the company. The table given below gives the details of my
research journey.
Research Type: Exploratory Research
DAY ACTIVITY
questionnaires.
1st October Analysing the data and other facts acquired during interview.
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2.2 Preunderstanding
It is important to have a preunderstanding when one would like to interpret and
understand the collected material. Preunderstanding means prior knowledge of the
subject, and one’s experiences from the field. A person’s experience can be extracted
from both working and personal life and from others through books, reports and
lectures.
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There mainly two procedures for collecting information i.e. theoretical and
empirical. Theoretical refers to the secondary data, which are collected or created by
others where the purpose of that data might differ from our work. On the other hand,
empirical data is primary data, which the writers of thesis collect directly to investigate
the specific problem.
Theoretical data will be used to understand and interpret our research question,
it will help us in broadening the base from which conclusion can be drawn. This type of
information consists of books, historical studies, articles and online data, which need to
be reviewed to see that whether it is useful to us and from reliable sources. To find
suitable data I have referred ONGC’s resources and literature.
Empirical data is collected in favour of research, with questions and objectives.
It is important to decide which persons should be included in the study to see the
accurate picture of the reality. As I had scarcity of time, I could conduct only one
interview.
other categories. Finally, multisite designs the researcher uses as much information and
data collection is possible so that the reader can use it in other situations.
Another aspect that must be considered is reliability, where the findings from
research with same studied phenomenon, should reach the same conclusion,
independent of the researcher. However, when it comes to qualitative studies, which we
are using in our thesis, the reliability is hard to define though human behavior is
investigated. Moreover, it can be hard to segregate and it could be explained
“researchers seek to describe and explain the world as those in the world experience it.
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The oil and gas industry is totally a global industry. However, its underlying
importance in India’s growth cannot be ignored. Current business scenario has raised
many challenges for oil and gas industry and policy makers.
In order to acquire and sustain competitive advantage, companies need to
continuously innovate; un-learn; learn; restructure; and improve their core and support
processes. It is not just enough to manage current processes; but go beyond the existing
model and framework to question and reassess how value is created and delivered.
Functional area challenges must be unique for this unique and growing industry.
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4.1GLOBAL RANKING
ONGC was ranked as the Numero Uno Oil & Gas Exploration &
Production (E&P) Company.
ONGC ranked 20th among the Global publicly-listed Energy companies
as per ‘PFC Energy 50” (Jan 2008)
ONGC is the only Company from India whose name appears in the
Fortune Magazine’s list of the World’s Most Admired Companies 2007.
Occupied 152nd rank in “Forbes Global 2000” 2009 list (up 46 notches
than last year) of the elite companies across the world; based on sales,
profits, assets and market valuation during the last fiscal. In terms of
profits, ONGC maintains its top ranking from India.
ONGC was ranked 335th position as per Fortune Global 500 - 2008 list;
up from 369th rank last year, based on revenues, profits, assets and
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Fig 4.2
All crudes are sweet and most (76%) are light, with sulphur percentage
ranging from 0.02-0.10, API gravity range 26°-46° and hence attract a
premium in the market.
Strong intellectual property base, information, knowledge, skills and
experience
Maximum number of Exploration Licenses, including competitive NELP
rounds. ONGC has bagged 85 of the 162 Blocks (more than 50%) awarded
in the 6 rounds of bidding, under the New Exploration Licensing Policy
(NELP) of the Indian Government.
It owns and operates more than 15000 kilometers of pipelines in India,
including nearly 3800 kilometers of sub-sea pipelines. No other company in
India operated even 50 per cent of this route length.
The focus of management will be to monetize the assets as well as to assetise the
money.
ONGC posted a net profit of 161.26 million profits despite volatile market
and crude prices.
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joint operator in 2 projects. OVL produces hydrocarbons from its 7 assets, namely,
Russia (Sakhalin-I), Syria (Al-Furat Project), Vietnam (Block 06.1), Colombia
(Mansarover Energy Project), Sudan (Greater Nile Oil Project and Block 5A) and
Venezuela (San Cristobal Project). Balance 5 projects are in development phase and 25
are in the exploration phase.
OVL’s international oil and gas operations produced 8.802 MMT of O+OEG in
2007-08 as against 0.252 MMT of O+OEG in 2002-03. Today, OVL’s cumulative
investment overseas has crossed USD 7.5 billion.
While OVL participates and operates in varied environments – both political
and geographical, it is committed to the highest standards of Occupational Health,
Safety and Environment protection and compliance to all applicable local laws and
regulations. Understanding well its Corporate Social Responsibility, OVL makes
valuable contributions to the communities and economies in which it operates by
investing in education and training, improving employment opportunities for nationals,
and providing medical, sports and/or agricultural facilities, besides payment of tax
revenues to local governments.
Some of the leading alliance partners of OVL are BP, CNPC, Ecopetrol, ENI,
Exxon, Norsk Hydro, PDVSA, Petrobras, Petronas, Petrovietnam, Repsol, Rosneft,
Shell, Sinopec, Total and TPOC.
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MRPL has a design capacity to process 9.69 million metric tonnes per annum
and is the only Refinery in India to have 2 Hydrocrackers producing Premium Diesel
(High Cetane). It is also the only Refinery in India to have 2 CCRs producing Unleaded
Petrol of High Octane.
MRPL has high standards in refining and environment protection matched by its
commitments to society. MRPL has also developed a Green Belt around the entire
Refinery with plant species specially selected to blend with the local flora.
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800,000
700,000
400,000
200,000
100,000
0
FY 05
FY06
FY07 Fig 6.3
FY 08
FY09 Turnovers (Rs
Million)
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350,000
300,000
250,000
Column2
200,000
150,000
100,000
50,000
0
FY 05
FY 06
FY 07
FY 08
FY 09
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7.0 THEORY
A contingency fee paid by the company when a recommended candidate accepts a job
with the client company (typically 20%-30% based and calculated of the candidates
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first-year base salary – though fees as low as 12.5% can be found online), which
usually has some form of guarantee (30–90 days standard), should the candidate fail to
perform and is terminated within a set period of time (refundable fully or prorated)
An advance payment that serves as a retainer, also paid by the company, non-
refundable paid in full depending on outcome and success (eg. 30% up front, 30% in 90
days and the remainder once a search is completed). This form of compensation is
generally reserved for high level executive search/headhunters
Hourly Compensation for temporary workers and projects. A pre-negotiated hourly fee,
in which the agency is paid and pays the applicant as a consultant for services as a third
party. Many contracts allow a consultant to transition to a full-time status upon
completion of a certain number of hours with or without a conversion fee.
7.3 Headhunters
A "headhunter" is industry term for a third-party recruiter who seeks out
candidates, often when normal recruitment efforts have failed. Headhunters are
generally considered more aggressive than in-house recruiters or may have preexisting
industry experience and contacts. They may use advanced sales techniques, such as
initially posing as clients to gather employee contacts, as well as visiting candidate
offices. They may also purchase expensive lists of names and job titles, but more often
will generate their own lists. They may prepare a candidate for the interview, help
negotiate the salary, and conduct closure to the search. They are frequently members in
good standing of industry trade groups and associations. Headhunters will often attend
trade shows and other meetings nationally or even internationally that may be attended
by potential candidates and hiring managers.
Headhunters are typically small operations that make high margins on candidate
placements (sometimes more than 30% of the candidate’s annual compensation). Due
to their higher costs, headhunters are usually employed to fill senior management and
executive level roles. Headhunters are also used to recruit very specialized individuals;
for example, in some fields, such as emerging scientific research areas, there may only
be a handful of top-level professionals who are active in the field. In this case, since
there are so few qualified candidates, it makes more sense to directly recruit them one-
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by-one, rather than advertise internationally for candidates. While in-house recruiters
tend to attract candidates for specific jobs, headhunters will both attract candidates and
actively seek them out as well. To do so, they may network, cultivate relationships with
various companies, maintain large databases, purchase company directories or
candidate lists, and cold call prospective recruits.
7.6 Process
Job Analysis
The proper start to a recruitment effort is to perform a job analysis, to document
the actual or intended requirement of the job to be performed. This information is
captured in a job description and provides the recruitment effort with the boundaries
and objectives of the search. Oftentimes a company will have job descriptions that
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represent a historical collection of tasks performed in the past. These job descriptions
need to be reviewed or updated prior to a recruitment effort to reflect present day
requirements. Starting recruitment with an accurate job analysis and job description
insures the recruitment effort starts off on a proper track for success.
7.7 Sourcing
Sourcing involves 1) advertising, a common part of the recruiting process, often
encompassing multiple media, such as the Internet, general newspapers, job ad
newspapers, professional publications, window advertisements, job centers, and
campus graduate recruitment programs; and 2) recruiting research, which is the
proactive identification of relevant talent who may not respond to job postings and
other recruitment advertising methods done . This initial research for so-called passive
prospects, also called name-generation, results in a list of prospects who can then be
contacted to solicit interest, obtain a resume/CV, and be screened.
7.9 On boarding
"On boarding" is a term which describes the introduction or "induction"
process. A well-planned introduction helps new employees become fully operational
quickly and is often integrated with a new company and environment. On boarding is
included in the recruitment process for retention purposes. Many companies have on
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boarding campaigns in hopes to retain top talent that is new to the company, campaigns
may last anywhere from 1 week to 6 months.
Such sites have two main features: job boards and a résumé/curriculum vitae
(CV) database. Job boards allow member companies to post job vacancies.
Alternatively, candidates can upload a résumé to be included in searches by member
companies. Fees are charged for job postings and access to search resumes. Since the
late 1990s, the recruitment website has evolved to encompass end-to-end recruitment.
Websites capture candidate details and then pool them in client accessed candidate
management interfaces (also online). Key players in this sector provide e-recruitment
software and services to organizations of all sizes and within numerous industry
sectors, who want to e-enable entirely or partly their recruitment process in order to
improve business performance. The online software provided by those who specialize
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in online recruitment helps organizations attract, test, recruit, employ and retain quality
staff with a minimal amount of administration. Online recruitment websites can be very
helpful to find candidates that are very actively looking for work and post their resumes
online, but they will not attract the "passive" candidates who might respond favorably
to an opportunity that is presented to them through other means. Also, some candidates
who are actively looking to change jobs are hesitant to put their resumes on the job
boards, for fear that their current companies, co-workers, customers or others might see
their resumes.
7.11 Job search engines
The emergence of meta-search engines, allow job-seekers to search across
multiple websites. Some of these new search engines index and list the advertisements
of traditional job boards. These sites tend to aim for providing a "one-stop shop" for
job-seekers. However, there are many other job search engines which index pages
solely from employers' websites, choosing to bypass traditional job boards entirely.
These vertical search engines allow job-seekers to find new positions that may not be
advertised on traditional job boards, and online recruitment websites.
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decision
Hiring
Reference check
Medical examination
Selection interview
Selection test
Application blank
Screening interviews
Reception
Fig 8.1
8.2 Examination
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When filling a vacant position, the State of Colorado requires the use of an
examination process to identify the top three candidates. If three or fewer candidates
meet the minimum qualifications of the position vacancy, the minimum qualifications
are the exam and all of the applicants are referred to the supervisor for interview.
However, if more than three applicants meet the minimum qualifications, an
examination must be used to determine the top three candidates. The number and types
of exams chosen for this process will depend on the job class of the position vacancy
and the total number of qualified applicants on the initial list. The top three candidates
identified via this examination process will be referred to the supervisor of the position
vacancy for interview.
8.3 Supervisor Review and Consideration
The supervisor of a position vacancy makes the hiring decision. Typically,
supervisors interview each of the candidates on the referral list. However, a supervisor
is not required to interview each of the candidates before making a hiring decision. A
review of each candidate’s resume and an interview with the candidate who is deemed
the best fit for the position is sometimes sufficient to make a hiring decision.
8.4 Job Offer
After careful consideration of each candidate, the supervisor makes the final
decision. Depending on type of work performed in the position, a job offer may be
contingent on the results of a drug test, physical examination and/or criminal
background check.
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METHODS
Oil and Natural Gas Corporation carries out its recruitment process in the
process as shown in the block diagram as shown in the figure above. The methods
involved are:
(1) Internal Recruitment.
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1st class graduate
degree in Computer Qual. No. of
Engineering or 1st
class post graduate
Years of
E-1 in Computer
Programming Applications
7. Experience as
Officer 12000-
Assistant Programming
17500 ( MCA )/ Computer
Officer
Science or ‘B’ level
diploma as defined
by Deptt. of
Electronics, GOI.
Q-1 2 Yrs
Q-2 4 Yrs
E-0
Assistant 4 years as Sr. Tech.
8. Programming - Assistant
Officer 10750- (Programming)
16750
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5800
A-II
3 years as Jr. Tech.
Tech. Asstt Assistant (Data Entry
Open Optr)
16. Grade III -
Ended
(DEO)
Tests apply.
5100
Matric with Science
and Trade
Certificate in Data
Entry Operation,
recognised by
A-I NCTVT/Govt. of
India OR Graduate
Jr. Tech. with
Open Certificate/Diploma of
17. Assistant (Data -
Ended minimum duration of
Entry Optr)
one year in Computer
4700 Application in office
environment from
reputed
Institute/Organization.
Tests apply.
Table 10.1 Eligibility Criteria
Marine Services
E-6
Master Marine 3 years as Senior
1. (Foreign Going Chief Officer
) 19500- (Foreign Going )
25600
2. Senior Chief E-5 3 years as Port
Officer Captain.
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(Foreign Going
) 18500-
23900
Ministry of
Transport
Foreign Going
Master’s
Certificate with
5 years
experience as
E-4 Chief Officer on 3 years for merit / 4
a Foreign Going years for
3. Port Captain Vessel. Should Quantification as
17500- be conversant Chief Officer
22300 with Customs, (Foreign Going ).
Ports, MMD
Rule and
Regulations or
equivalent
qualifications
and experience
in Indian Navy.
E-3 4 years for merit / 5
Chief Officer years for
4. (Foreign Going Quantification as
) 16000- Second Officer
20,800 (Foreign Going ).
E-2 4 years for
Second Officer
Quantification as
5. (Foreign Going
13750- Third Officer
)
18700 (Foreign Going ).
Ministry of
Transport
Certificate of
Second Mate
E-1 with 1 year
Third Officer
experience on a
6. (Foreign Going
12000- Foreign Going
)
17500 Vessel or
equivalent
qualifications
and experience
in Indian Navy.
E-5
3 years as Senior
Chief Engineer
7. Second Engineer
(Marine) 18500- (Marine ).
23900
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Ministry of
Transport’s
First Class or
Second Class
Motor
Certificate of
Senior E-4 proficiency
Second with 1 year
8.
Engineer 17500- experience as
( Marine ) 22300 Second
Engineer or
equivalent
qualification
and experience
in Indian
Navy.
Deputy E-3 4 years for Merit
Manager and 5 years under
9. - Quantification as
16000- Senior Marine
( Marine ) 20800 Officer.
4 years under
E-2
Senior - Quantification as
10. Marine Marine Officer.
Officer 13750-
18700
Ministry of
Transport’s
Certificate of
competency of
Master Foreign
Going with 3
years
E-1 experience as
Marine Second Officer.
11.
Officer 12000- Should be
17500 conversant with
Mercantile
Marine
Department/
Ports and
Customs Rules
and
Regulations.
6 years as Deck
E-0 Job Linked Test for
Hand Grade I with
Senior Deck Q-3 qualifications. existing employees
12. -
Hand 10750- with Q-3
16750 qualification.
6 years as
E-0 Roustabout Grade I Job Linked Test for
Senior with Q-3 existing employees
13. - qualifications.
Roustabout 10750- with Q-3
16750 qualification.
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S-IV
Chief 5 years for Q3
Foreman qualified and 6
Open
14. - years for below Q-3
Ended
qualified as Senior
( Marine) Foreman ( Marine )
15200
S-III 5 years for Q3
qualified and 6
Senior
years for below Q-3
Foreman Open
15. - qualified as
Ended Foreman
( Marine )
13070 ( Marine )
S-II 5 years for Q3
qualified and 6
Foreman years for below Q-3
Open qualified as
16. -
Ended Assistant Foreman
( Marine )
11400 ( Marine )
S-I
6 years as Deck
Assistant Open
Hand Grade I or
Foreman Ended
17. - Roustabout Grade I
( Marine ) 10220
A-IV
6500
A-III
Open
Deck Hand Ended 6 years as Deck
19. -
Grade II Hand Grade III
5800
A-II
5100
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Matric with 1-
year experience
on sea going
vessel as Deck
Hand or Matric
A-I with 1 year
experience in
slinging,
Junior Deck Open lashing,
21. -
Hand Ended securing and
handling of
4700 cargo
preferably on
board vessels/
ports.
Personal up-
gradation up to E-4
level . No predation
E-2 at E-3 and E-4
4 years under
Senior level. At E-5 level
Quantification as
22. Marine Radio - Marine Radio
13750- Marine Radio
Officer Officers are to be
18700 Officer.
merged in Logistic
discipline as per EC
decision
(Ref:)
SCF criteria
Qual. No. of
Years of
1st class
certificate of
E-1 proficiency Experience
Marine Radio with 3 years
23.
Officer 12000- experience on
a merchant as Marine Radio
17500
vessel as Radio Operator
Operator.
Q-1 2 Yrs
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E-0
4 years as Asstt.
Marine Radio
24. - Marine Radio
operator 10750- Operator.
16750
Matric with
IInd class
Certificate with
Proficiency/
competency in
Marine Radio
Operation
recognised by
Open Government of
Assistant Ended India with 1
25. Marine Radio year experience
operator in line or
7000 Radio
Telephone
Operator’s
certificate of
proficiency in
Maritime
Mobile Service
with 1 year
experience.
A-IV
6500
A-III
6 years as
Roustabout Open
27. - Roustabout Grade
Grade II Ended
III
5800
A-II
5100
29. Junior Matric with 1- -
Roustabout A-I year experience
in lashing,
Open loading and
Ended unloading cargo
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Drilling Services
1. General E-7 - 3 years as
Manager
20500- Deputy G.M.
( Drilling ) 26500 ( Drilling )
2. Deputy E-6 - 3 years as C.E.
General ( Drilling )
Manager( Dri 19500-
lling ) 25600
3. Chief E-5 - 3 years as
Engineer
18500- S.E.( Drilling )/
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Q-3 6
Yrs
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5800
16. Assistant A-II Post will be Ref. Let. NO 2(117)/81 –
Rigman filled in by RP-I dated 4.11.82 & 5.8.83
Open recruitment
(Drilling) Ended from within the Trades in respect of
the ONGC.
5100 Employees Mechanic are: Diesel/Instt./
who are Turner/
Matric and Machining/Tractor/Motor
possessing Vehicle/Welding/Black
Trade Smithy/ Boiler Attendant
Certificate in and Machinist Grinder.
Fitting/
Mechanic
Trades and
have put in
at least 3
years service
in the A-I
level or W-
III level will
be eligible
for
consideration
for
appointment
to this post.
Age limit
30 years
and not
relaxable. In
case
departmental
candidates are
not available,
the names can
be called for
from
Employment
Exchange.
17. Suptdg. E-4 1st class 3 years for
Engineer graduate in Merit or 4 years
17500- Mechanical/ under
( Cementing ) 22300 Petroleum Quantification as
Engineering. Deputy S.E.
10 years ( Cementing)
experience
for
departmental
candidates
and 12
years for
others in
Class-I or
equivalent
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position of
which at
least 3 years
should be in
the next
lower scale.
18. Deputy E-3 - 4 years for
Suptdg. Merit and 5
Engineer 16000- years under
20800 Quantification as
( Cementing) E.E .
( Cementing )
Executive E-2 4 years under
Engineer Quantification as
19. 13750- - A.E.E.
( Cementing 18700 ( Cementing )
)
20. Assistant E-1 1st class SCF criteria
Executive graduate
Engineer 12000- degree in Qual. No.
17500 Mechanical/ of
( Cementing Petroleum
) Engineering Years
of
Experience as
AE(Cmtg.)
Q-1 2
Yrs
Q-2 4
Yrs
Q-3 6
Yrs
Below Q-3 7
Yrs
21. Assistant E-0 - (a) 4 years as Job Linked Test for existing
Engineer Junior Engineer employees with Q-3
10750- qualification.
( Cementing ) 16750 ( Cementing )
(b) 6 years as
Charge man
(Cementing).
22. Junior Open 3 years
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6500
28. Junior Tech. A-III - 6 years as
(Cementing) Assistant Tech.
Open (cementing).
Ended
Tests apply.
5800
29. Assistant A-II - 3 years as
Tech. Junior Assistant
(Cementing) Open Tech. (cementing).
Ended
Tests apply.
5100
30. Junior A-I Matric with Ref. Let. NO 2(117)/81 –
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Height 170 cms., Weight 60 Kgs., Chest 85 Cms. (Unexpanded) with a minimum
expansion of 6 Cms on full inspiration).
Height 167 cms., Weight 58 Kgs., Chest 81 Cms. (Unexpanded) with a minimum
expansion of 6 Cms on full inspiration).
Vision: 6X6 without glasses without any history of night/colour blindness etc.
Table 10.3 Eligibility Criteria
GEO-SCIENCES SCHEDULE-I
GEOPHYSICS ( SURFACE )
General Manager
3 years as
E-7
( Geophysics-
1. - Deputy G.M.
Surface ) 20500-
26500
( Geophysics )
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Qual. No. of
Q-1 2 Yrs
Q-2 4 Yrs
E-0
Assistant
4 years as SGA
8. Geophysicist -
10750- (Explosives)
( Surface )
16750
9. Senior Geophysical Open Postgraduate degree -
Assistant Ended in Geophysics/
Physics. One of the
(Explosives) 7000 subjects in B.Sc.
should be chemistry
for SGA(Explosives)
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Tests Apply.
GEOPHYSICS ( WELLS )
3 years as
E-7
General Manager Deputy G.M.
1. -
20500-
( Geophysics-Wells ) ( Wells )
26500
3 years as
Deputy General E-6
Manager
2. - Chief Geophysicist
19500-
(Geophysics -Wells ) 25600
( Wells )
E-5 3 years as Suptdg.
Chief Geophysicist ( Geophysicist
3. -
Wells ) 18500-
23900 ( Wells )
1st class
postgraduate in 3 years for Merit or 4
Geophysics/ years under
Physics. 10 years Quantification as
experience for Deputy Suptdg.
E-4 departmental Geophysicist
Suptdg. Geophysicist
candidates and
4.
17500- 12 years for ( Wells ).
( Wells ) others in Class-I
22300
or equivalent
position of which
at least 3 years
should be in the
next lower scale.
4 years for Merit and
Deputy Suptdg. E-3 5 years under
Geophysicist Quantification as Senior
5. - Geophysicist
16000-
( Wells ) 20800
( Wells ).
4 years under
E-2 Quantification as
Senior Geophysicist
Geophysicist
6. ( Wells ).
13750-
( Wells ) -
18700
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SCF criteria
Qual. No. of
1st class
E-1 postgraduate
Geophysicist Years of
degree in
7.
12000- Geophysics or
( Wells ) Physics with Experience as
17500
Electronics. Assistant Geophysicist
(W)
Q-1 2 Yrs
Q-2 4 Yrs
E-0
Assistant 4 years as Senior
10750-
8. Geophysicist - Technical Assistant
16750
( Wells ) ( Wells )
Post graduate
degree in
Open
Geophysics or
Senior Technical Ended
9. Physics With
Assistant ( Wells ) Electronics
7000
Table 10.4 Eligibility Criteria
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Years of
Experience as
Assistant F&A Officer
Q-1 2 Yrs
Q-2 4 Yrs
Q-3 6 Yrs
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Q1/Q2/Q3
qualification Trade
test apply for Q2/Q3
9. Junior Open Post Graduate degree -
Superintendent Ended in Commerce or
(Accounts) graduate in
7000 Commerce with one
year Diploma in
Finance & Accounts/
ICWA(Inter)/
CA(Inter).
10. Chief S-IV - 5 years for Q3 &
Superintendent higher qualification
Open holders and 6 years
(Accounts ) Ended for below Q-3
qualified as Senior
15200 Superintendent
(Accounts )
11. Senior S-III - 5 years for Q3 &
Superintendent higher qualification
Open holders and 6 years
(Accounts ) Ended for below Q-3
qualified
13070 Superintendent
(Accounts )
12. Superintendent S-II - 5 years for Q3 &
higher qualification
(Accounts ) Open holders and 6 years
Ended for below Q-3
qualified Assistant
11400 Superintendent
(Accounts )
13. Assistant S-I - 6 years Assistant
Superintendent Grade I (Accounts )
Open
(Accounts ) Ended Test Apply.
10220
6500
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5800
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Qual. No. of
Years of
Experience as
E-1
Assistant Fire
1st class graduate degree Officer
7. Fire Officer
12000- in Fire Engineering.
17500
Q-1 2 Yrs
Q-2 4 Yrs
Q-3 6 Yrs
Physical standards :-
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166.4 cms. )
S-I
Assistant Chief
6 years as
Inspector Open
13. -
Ended
Fire Inspector Grade I
( Fire)
10220
A-IV
6500
15. Fire Inspector A-III - 6 years as Fire
Grade II Supervisor
Open
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Ended
5800
A-II
5100
Intermediate with 6
months' experience in fire
services with minimum
physical standards :-
Test Apply.
W-VII
6 years for qualified
Open and 7 years for under
18. Chief Fireman -
Ended qualified as Deputy
Chief Fireman
10220
W-VI
6 years for qualified
Deputy Chief Open and 7 years for under
19. -
Fireman Ended qualified as Senior
Fireman
6500
W-V
5800
W-IV
5100
22. Fireman W-III - 6 years as Fireman
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4700
W-II
4500
Matriculate with Fireman’s
training of three months'
duration. physical
standards :-
W-I
Height- 171.6 cms.
Open
24. Junior Fireman ( for tribes/ Hillman-
Ended
166.4 cms. )
4300
Chest- 83 cms with
expansion of 5 cms.
Driving License for Heavy
Vehicles essential. Physical
Efficiency Test Apply.
Physical requirements: (Minimum):
Height 170 cms., Weight 60 Kgs., Chest 85 Cms. (Unexpanded) with a minimum
expansion of 6 Cms on full inspiration).
Height 167 cms., Weight 58 Kgs., Chest 81 Cms. (Unexpanded) with a minimum
expansion of 6 Cms on full inspiration).
Vision: 6X6 without glasses without any history of night/colour blindness etc.
Table 10.6 Eligibility Criteria
GEOLOGY
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3 years as
E-7
General Manager
1. - Deputy G.M.
20500-
( Geology )
26500
( Geology )
E-5
3 years as Suptdg.
3. Chief Geologist -
18500- Geologist
23900
1st class
postgraduate in
Geology. 10 years 3 years for Merit
experience for or 4 years under
departmental Quantification as
E-4 candidates and 12 Deputy Suptdg.
years for others in Geologist.
4. Suptdg. Geologist Class-I or
17500-
22300 equivalent position
of which at least 3
years should be in
the next lower scale.
4 years for Merit
E-3 and 5 years under
Deputy Suptdg. Quantification as
5. - Senior Geologist.
Geologist 16000-
20800
E-2
4 years under
6. Senior Geologist - Quantification as
13750- Geologist.
18700
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SCF criteria
Qual. No. of
Years of
Experience
as Assistant
Geologist
E-1
1st class postgraduate
7. Geologist
12000- degree in Geology.
17500
Q-1 2 Yrs
Q-2 4 Yrs
Q-3 6 Yrs
4 years as Senior
Technical Assistant Job Linked
(Geology) or 6 Test for
E-0 years as Technical existing
Assistant Grade I employees
8. Assistant Geologist - with Q-3
10750-
16750 qualification.
(Geology).
Tests Apply.
Open
Senior Technical Ended Post Graduate
9. Assistant -
degree in Geology.
( Geology )
7000
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Superintendent
( Geology )
5 years for Q3 &
higher
Senior S-III qualification
Superintendent holders and 6
Open years for below Q-
11. - 3 qualified
( Geology ) Ended
Superintendent
13070 ( Geology ).
5 years for Q3 &
higher
qualification
S-II holders and 6
years for below Q-
Superintendent Open 3 qualified as
12. - Assistant
( Geology ) Ended
Superintendent
11400
( Geology )
6 years Technical
S-I Assistant Grade I
Assistant
Superintendent Open ( Geology )
13. -
Ended
( Geology ) Tests apply.
10220
6 years Technical
A-IV Assistant Grade II
Technical Assistant
Grade I Open ( Geology )
14. -
Ended
( Geology ) Tests apply.
6500
A-III 6 years as
Technical Assistant Technical
Grade II Open Assistant Grade III
15. - ( Geology )
Ended
( Geology )
5800 Tests apply.
16. Technical Assistant A-II -
Grade III 3 years as Junior
Technical Assistant
Open
( Geology )
( Geology ) Ended
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2. - (E&S)
( Economics & 17500-
Statistics ) 22300
Deputy Manager E-3 4 years for Merit
and 5 years under
3. - Quantification as
( Economics & 16000- Senior Economist &
Statistics ) 20800 Statistician.
E-2 4 years under
Senior Economist & Quantification as
4. -
Statistician 13750- Economist &
18700 Statistician.
SCF criteria
No induction
E-1 As per R&P Qual. No. of w.e.f. 1.1.97
Regs. ‘80 ‘Post as per O.M.
Economist &
5. Graduate degree No. 25(1)/97-
Statistician 12000- Years of
in Economics RP-I dated
17500 with Statistics’ 14.3.97 under
Experience as clause 7.1
Assistant Economist
and Statistician
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Q-1 2 Yrs
Q-2 4 Yrs
E-0
4 years as Senior
Assistant Economist 10750-
6. - Technical Assistant
& Statistician 16750
( E & S ).
Senior Technical
Assistant
Open
Ended Post graduate
7. ( Economics & in Economics -
Statistics ) with Statistics.
7000
Table 10.8 Eligibility Criteria
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Date: 30/09/09.
What kind of position do you have in your company? What tasks do you
perform?
What is beneficial with your job? What are your benefits? (If there are any)
Can you tell us something about the recruitment and selection process followed
in your Company?
What are steps undertaken by the company before conducting a recruitment and
selection process?
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Strengths:
Weaknesses:
Opportunities:
Weaknesses:
Conclusion:
After studying the details of ONGC LTD I reached at conclusion that ONGC
has achieved its entire goal with its idea and unique idea. ONGC has good manpower
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and provides good facilities to its employees. The majority of company’s profitability
ratios shows upward trend. The performance of the company can be considered as
considered as satisfactory. As per my opinion ONGC has a wide scope to develop in
future.
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No
35%
Yes
65%
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No
30%
Yes
70%
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Yes
17%
No
83%
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RECOMMENDATIONS
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BIBILOGRAPHY
Books Referred
Online References:
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APPENDIX
Financial Highlights
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Operational Highlights
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Board of Directors
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