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I cannot forget the contribution of my project guide for his able guidance and support throughout the tenure of the report. I would express my thanks to ONGC as I troubled them through my queries at every stage of their work. I am really thankful for their patience with which they resolve my doubts amidst their busy schedule; I express my sincere thanks to all of them. Last but not least, I feel indebted to all those persons who have provided help directly or indirectly in successful completion of this study.
Human Resource in ONGC 5. Recommendation 10. Research Methodology 6. Conclusions 9. Appendices 11. Introduction 1.2 Development 2.1 Training 1.TABLE OF CONTENTS SUMMARY 1. History of ONGC 4. Industry Profile 3. Findings 8. Data Analysis and Interpretation 7. Refrences .
an enterprise grows.INTRODUCTION HRP (Human Resource Planning) helps determine the number and type of people an organization needs. Recruitment 2. Infect. take over other unitsall necessitating hiring of new men and women. the hiring function stops only when the organization cease to exist. 1. . contrary to popular perception. Hiring involves two broad groups of activities.some retire and some die in the saddle. More importantly. it is useful to note that hiring. diversifies. is an ongoing process and not confined to the formative stages of an organization. Employee leaves the organization in search of greener pastures. The next logical step is to hire the right number of people of the right type to fill the jobs. Selection Before coming to details of “Recruitment”. .
The result is a pool of applicants from which new employees are selected”. “it is the process of finding and attracting capable applicants for employment. The process begins when their application are submitted. Accordingly. recruitment is understood as the process of searching for and obtaining applicants for jobs. the purpose of recruitment is to locate sources of manpower to meet job requirements and specifications. from among whom the people can be selected.Recruitment is understood as the process of searching for and obtaining applicants for jobs. In simple terms. The process begins when new recruits are sought and ends when their applications are submitted. As Yonder and other points out “Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employee effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. A formal definition of recruitment is. A formal definition of recruitment is that it is the process of finding and attracting capable applicants for employment. . from among whom the right people can be selected.
An analysis of these definitions reveals the following features of recruitment 1. It takes a recruiter and a recruit. as recruiter has a choice that to recruit or not similarly the prospective employee can choose for which organization to apply for a job. 2. Recruitment is an important function as it possible to acquire the number and type of persons necessary for the continued functioning of the organization. 3.FILLIP views: . Recruitment is a process or a series of activities rather then a single act or event. Recruitment is a two-way process. 5. . The basic purpose of recruitment is to locate the source required to meet job requirements and attracting such people to offer them for employment in the organization 4.“it is a process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization”. Recruitment is a positive function as it seeks to develop a pool of eligible persons from which most suitable ones can be selected.
Start identifying and preparing potential job applicants who will be appropriate candidate. 6. 3. Help increase the success rate of the selection process by reducing the number of obviously. 5. will leave the organization only after a short period of time. 2. Help reduce the probability that job applicants. Evaluate the effectiveness of various recruiting technique and sources for all type of job applicants. under qualified or overqualified applicants. 4. Increase the pool of job candidates with minimum cost.Purpose and Importance The general purposes of recruitment are to provide a pool of potentially qualified job candidates. Specifically. Meet the organization’s legal and social obligation regarding the composition of its workforce. 8. . Determine the present and future requirements of the organization in conjunction with the personnel planning and job analysis activities. once recruited and selected. the purpose is to:1. 7. Increase organization and individual effectiveness in the short and long term.
Recruitment Process .
where and how to look for individuals with the appropriate qualification and interests. Thus. by under/over selling the organization. or by inadequately screening applicants before they enter the selection process. individuals responsible for the recruitment process must know how many and what type of employees are needed. . what inducement to use (or avoid) for various type of applicant groups. to approach the ideal. Recruitment programmes can miss the ideal in many ways. how to distinguish applicants who are unqualified from those who have a reasonable chance of success. when offered.The ideal recruitment programme is the one that attracts a relatively large number of qualified applicants who will survive the screening process and accept position with the organization. and how to evaluate their work. by failing to attract an adequate applicant pool.
Recruitment policy can be of two type: General policy – on recruitment express top mgt.RECRUITMENT POLICY Policy is the guidelines for action. Specific process – on the other hand lay down polices on recruitment sources like internal or external recruitment procedure like type of advertisement. down it will be easy for the manager to work out the plans and programmes and implement the same with out referring to top management often and seeking their guidance repeatedly. effort and money. 5) Provide criteria for performance evaluation of persons involved in recruitment 6) Build employees enthusiasm & loyalty & increase their confidence. Once the policy is laid. 3) Offer guidelines to managers for taking action. 4) Improve communication & secure co-operation from employees. Advantage of recruitment policies are given below:1) Provide formal statement of corporate thinking. 2) Establishing consistency in application of polices over a period of time. This will save time. Philosophy on recruitment like equality and fairness in this process. .
Organization’s objective: . department or branches where they should be placed and the particulars responsibilities which may be immediately assigned to them. Criteria of selection and preferences: . management may take the unilateral decision.Both the short-term and long-term objective are taken into consideration as a basic parameter for recruitment decisions and needs of the personnel-area-wise.g. Preferred sources of recruitment: . .e. job-family-wise. the recruiters should prepare profile for each category of workers and accordingly work out the man specification decide the sections.A good recruitment policy must contain these elements. Internal source and employment exchange preferred.These should be based on conscious though and serious declaration in other. Identification of the recruitment needs:.To take decision regarding the balance of the qualitative dimensions of the recruits i. for highly specialized categories and former. may be utilized. for skilled or semi-skilled manual workers.Which source would be tapped by the by the organization e.
• To be compatible with public policies. • To offer promising careers and security. To retain the best and most promising of those hired. 2. To offer promising opportunities for life time working career. To find employ the best qualified person for each job. To provide programs and facilities for personnel growth on the job. Following are the principles of recruitment policy • To find & employ the best qualified person for each job. 4. 3. • To provide facilities for personal growth on skill and knowledge. • To retain the best & the most promising ones.The cost of recruitment policy in its broadest sense involves a commitment by the employees to such general principles as:1. .
METHODS OF RECRUITMENT Method of recruitment depends on the source of recruitment most important of them are: Cost Effectiveness The method adopted must be such that. In addition it must involve optimum cost. Methods of recruitment may be:- RECRUITMEN T INTERNAL SOURCES EXTERNAL SOURCES . it is capable of attracting maximum number of potential candidates.
External Sources 1) Internal Source Search:⇒ ⇒ ⇒ ⇒ ⇒ Posted on Bulletin/notice Boards of the organization. Through memos circulated among the shop supervisor. Perusal of records/ P>C data bank.It consists of following ⇒ ⇒ ⇒ ⇒ ⇒ ⇒ ⇒ Scouting Campus recruitment Casual callers/unsolicited applicants b) Indirect Method Advertisement Employees trade association/clubs Professional association Reputed other firm . Advertisement in the in house employee magazine/bulletins/ handouts. Internal Sources b. Others methods like “word-of-mouth” and / or “who-youknow” system. 2) External Source Search The external source search consists of a number of methods a) Direct Method .a.
searching for prospective is affected by many factors like. the selection ratio is not as easy as it seems to be.c) Third party method Following are the important third party methods in recruitment ⇒ Public employment agencies ⇒ Private employment agencies ⇒ Placement cells in schools and colleges ⇒ Temporary help service ⇒ Management consultant ⇒ Professional bodies/ association ⇒ Computer data bank ⇒ Voluntary organization Complexity of the function of recruitment Performing the function of recruitment. This is because of hurdles created by the internal factor and external factors. The first activity of recruitment i. i.e. • Organizational policy regarding filling up of certain percentage of vacancies by internal candidate. . .e. • Local candidates • Influence of trade union. which influence an organization.
SELECTION .• Influence of recommendations and nepotism etc.
no-go’ gauges. Qualified applicants go on to the next hurdle. “The hiring process is of one or many ‘go. As Yoder states.The process of choosing the most suitable candidate for a job from among the available applicants is called selection. Candidates are screened by the application of these tools. while the unqualified are eliminated. ELEMENTS IN SELECTION PROCESS • Organizational objectives • Job design / Job description • Job specification • Competency modeling • Selection . the tasks and responsibility of the job and qualifications. experience and characteristics required in an individual to perform these tasks and responsibilities successfully. Selection is the most important stage of employment as the concept of ‘the right candidate for the right position’ takes its final shape here.” The selection process in an organization depends on the organization‘s strategy and objectives.
STEPS IN SELECTION PROCESS • Resumes/CVs Review • Initial Screening Interview • Analysis the application Blank • Conducting Tests and Evaluating Performance • Preliminary Interview • Core and Departmental Interviews • Reference Checks • Job Offer • Medical Examination • Placement .
. the greater will be scope for choosing right and potential persons. then new employees are like to be selected properly and on merit. If his ethical standards are high i. if he is not prone to corruption. Another factor that influences the process of selection is the character and ethical standards of the selector.e. But if he is lured by these considerations. then it would fail the selection process.. favoritism or nepotism.Factors influencing effectives selection One of the factors that influence the effectiveness of selection process is the number of recruits per job or per opening or what is called “the selection ratio” the greater the number of recruits per opening in the pool. The selection process is also affected by the limits and constraints imposed by the organization or its employment specialist such as the budget sanctioned reservation policy or any other affirmative program etc.
1.3 RESEARCH METHODOLOGY .
RESEARCH DESIGN Descriptive Research has been used in order to conduct the study. 3. 2. To find out the effectiveness of employees at training. Suggest ways to make it more effective. To find out the improvements and upgradations. To analyze the awareness level of employees regarding training and development process of the company. DATA COLLECTION METHOD I took the help of primary and secondary data to achieve the objective of my project. 4.RESEARCH FORMULATION The research to be conducted can be formulated as:“A detail study on training and development ONGC” process followed by RESEARCH OBJECTIVES 1. 5. To study the training and development process in ONGC. which include:- Primary Data .
Views of only few members could be included because of time limitation. The problem discussed was more is technical terms. 2.• Observation • Questionnaire Secondary Data • • • • Websites Transcripts of Books Journals Handouts LIMITATAION OF THE STUDY 1. . thus was difficult to comprehend.
INDUSTRY PROFILE .
cost effectiveness and time consciousness. which has been granted the status of “NAVRATNA” is one of the eleven elite public sector organization selected for development as global giants. reservoir studies. Today. drilling technology.dimensional expertise in diverse fields of upstream petroleum industry. reliability. reserves and profits. ONGC. ONGC has made important oil-gas discoveries in the country and today the numbers of discovered fields are around 200. and may be accorded the status of “MAHANAVRATNA”. . engineering and ocean technology-dorm of over 4 decades of experience. having the right expertise in exploration. the most valuable company in India (by market capitalization) contributing 77% of Indian crude oil production & 81% of India total gas production. It is the highest profit-making corporation in India. ONGC institutes integrated services (OISS) is a common platform for these institutes and provide synergetic expertise in all the areas of upstream oil sector through single window service. ONGC is Fortune2000 Company. from exploration to exploitation. ONGC is ranked among top 20 oil companies in the world and is ranked 1 st according to its net worth. of international standards in terms of quality. multi. ONGC has set up seven exclusive institutes to meet its R&D needs and consultancy supports in all the areas of hydrocarbon sector.Oil & Natural Gas Corporation Limited (ONGC) is one of the world’s largest integrated exploration and production companies. ONGC is producer of more then 22 Million Tones of oil.
But with the Liberalization and Globalization in the economy. safety and environment to enrich quality of community life. • Imbibe high standards of business ethics and organizational values • Abiding commitment to health. continue and accelerate exploration efforts to develop and maximize the contribution of hydrocarbons to the economy of the country”. .” ONGC MISSION Earlier ONGC’s Mission was “to stimulate. it changed its mission. Now it is: WORLD CLASS COMPANY• Dedicated to excellence by leverage competitive advantages in R& D and technology with involved people.ONGC VISION “To be a world class oil and natural gas Company integrated in energy business dominant Indian leadership and global presence.
• Strive for customer delight through quality products and services. INTEGRATED IN ENERY BUSINESS• Focus on domestic and international oil and gas exploration and production business opportunities. . openness and mutual concern to make working a stimulating and challenging experience for our people. • Provide value linkages in other sector of energy business. DOMINANT INDIAN LEADERSHIP• Retain dominant position in leadership in Indian petroleum sector and enhance India’s energy availability.• Foster a culture of trust. • Create growth opportunities and maximize shareholder value.
• • Promoting indigenous effort in oil and gas related equipment. more efficient use of energy and development of alternate sources of energy. Self-reliance in technology.ONGC OBJECTIVES • Optimize production of hydrocarbons. . material and services • Assist in conservation of hydrocarbons. • Develop scientifically oriented and technically competent human resource through motivation and training.
Corrosion studies in offshore structure. prospect generation & techno-economic analysis.G. Well loading operations. Long distance transportation of oil and gas. platforms and pipelines. Safety audits and environmental studies. Engineering and construction of offshore. Bio-stratigraphic analysis. Application of secondary recovery and EOR techniques. • • • • • MAJOR PRODUCTS OF O. Formation evaluation and reservoir modeling. • Erection and maintenance of oil sweetening plants. Estimation of reservoir and reserves. • • • Design erection & maintenance of oil and gas production • • • Artificial Lift design. • Drilling operations including horizontal and drain hole.SPECIALIZATION AREAS OF ONGC • • • • • Geo chemical studies. Equipment management and quality assurance. Reservoir management. Training of manpower. Stimulation techniques.N. Basic evaluation. installation.C . Down whole completion system.
• Liquefied petroleum Gas. The Indian Government has identified ONGC as leading ‘Navratna’ (Nine Jewels). The envisioned future of ONGC becoming a leading Global energy company makes its imperative to move from the era of sole ownership to partnership fostering the principal of extending enterprise and adopts a growth strategy. • Superior Kerosene Oil. ONGC AS “NAV RATAN COMPANY” The liberalization of Indian economy and the consequent drive of integration with world market have thrown up a plethora of opportunities for ONGC to become globally competitive and access global markets. • Natural Gas. To support in its drive to become Global giant by granting enhanced automation and delegation of powers. • Achromatic Naphtha. . • Natural Gasoline. • Ethane/Propane.• Crude Oil. which resolve to: • Rely on company skills & positional assets.
core competence service business.• • • • Focus on core business areas. Ensure highest possible levels of customer satisfaction through quality. Company promotion to achieve the image of most preferred business ally/ service provider/ employer. Strategic alliance/joint venture with preferred partners. • • • • Strive to reach out to opportunities specific related of downstream sector. Natural consequences of the above growth strategy for both medium & long term would be that ONGC would continue to access E&P business both in the domestic and international sectors. related and other segment of energy sector. Opportunity specific diversification. Market Focus: Domestic and overseas E & p. energy and other sector in general. service and values. .
After that the Oil & Natural Gas directorate was converted into a high powered Commission on August 14. On October 15. 1956. near Margherita at a depth of 36 meters on 26th March. the ASSAM oil company in the Northeastern and at tock Oil Company in northwestern part of the undivided INDIA was the only oil producing oil in the country. oil was discovered at Borbline (later known as Digboi) in Assam. Oil & Natural Gas Directorate was established in 1956 & Dehradun was selected as the headquarters of this Directorate. 1959 the Commission became a statutory autonomous body by an act of the Parliament to take over the activities of the Oil & Natural Gas Directorate. 1867. Systematic drilling for oil began in upper Assam in 1866. with minimal exploration input. The Govt. oil (black gold) was myth in India. of India in 1955 decided for setting up a separate organization for Oil Exploration. the Ministry of Natural Resources & Scientific Research decided to set up a separate Petroleum Explanatory Division in the Geological Survey of India. In India. In 1890. The major part of INDIAN sedimentary basis was seemed to be unfit for development of oil and gas resources. Oil was struck at Makum. . After independence in 1954. Before independence.HISTORY OF ONGC During the pre-independence period. prospecting of oil started in upper Assam.
Subsequently. Combay basin (GUJRAT). ONGC not only found new resources in ASSAM but also established new oil province. with its activities spread throughout India & significantly in overseas territories. which were present in the country. ONGC went offshore in early 70’s and a giant oil field in the form of BOMBAY high.The main function of Oil & natural Gas Commission subject to provision of the act. adding new petroliferous areas in the ASSAM – ARAKAN fold belt and east cost basins (both inland & . The discovery. along with subsequent discoveries of huge oil & gas in western offshore changed the oil scenario of the country. over 5 billion tones of hydrocarbons. however. The most important contribution of ONGC.reliance & development of core competence in E&P activities at a globally competitive level. from time to time. is its self. promote. 1961-1990 Since its inspection ONGC has been instrumental in transforming the country’s limited upstream sector into a large viable playing field. while offshore). and to perform such other functions as the Central Government may. organize & implemented program for development of Petroleum Resources and the production sale of Petroleum & Petroleum products produced by it. were “To plan. were discovered. The act further outlined the activities and steps to taken by ONGC in fulfilling its mandate. assign to it. now known as MUMBAI HIGH. In the inland areas.
During March 1999. amongst themselves. Subsequently. sought to deregulate and de-license the core sector (including petroleum sector) with partial disinvestments of government equity in public sector undertaking and other measures.11%. With this the government holding in ONGC came down to 84. Consequent to this the Government sold off 10% of its share holding in ONGC to IOC & 2. .5% to GAIL.the only gas marketing company. the government disinvested 2% of its shares through competitive bidding. This paved the way for long term strategic alliances both for the domestic & overseas business opportunities in the energy value chain. 1956 in February 1994. ONGC (IOC) a downstream giant & gas authority of Indian Limited (GAIL) . agreed to have cross holding in each other’s stock. adopted by the government of India in July 1991. As a consequence thereof. After the conversion of business of the erstwhile oil & natural gas commission to that of oil & natural gas Corporation limited in 1993.AFTER 1990 The liberalized economic policy. ONGC expanded its by another 2% by offering shares to its employees. ONGC was re-organized as a limited company under the companies act.
In the year 2002-2003. ONGC VIDESH LIMITED (OVL). ONGC diversified in to the down stream sector.V Birla group. . after taking over MRPL from the A. ONGC will soon be entering in to the retailing business. ONGC has made major investment in Vietnam. ONGC has also entered the global field through its subsidiary. Sakhalin & Sudan and earned its first hydrocarbons revenue from its investment in Vietnam.
ORGANISATION CHART .
HUMAN RESOURCE IN ONGC .
Compensation Package and Welfare Schemes are rated one of the best in the industry. The development of human resource by formulating progressive personnel policies and welfare schemes has always been accorded the highest priority in ONGC. .Human Resource is a very important asset for the success of an organization. The effective and efficient management and development of this crucial asset of an organization is. The existing Human Resource Development Policies. and general effectiveness of the human resource of the particular organization. the continuous review and assessment of the effectiveness of our Human Resource Development Policies is necessary to meet the challenges of the fast changing environment and maintaining our leading position in the industry. It is a big challenges today how to utilize the unlimited potential of human resource and how to fill in the gap between the desired and actual level of performance of the employees. Every aspect of organizations’ activities is determined by the competencies motivation. However. a very important factor for the survival and success of an organization in a fast changing and competitive environment. therefore.
. Mission & Objectives HR VISION "To attain organizational excellence by developing and inspiring the true potential of company’s human capital and providing opportunities for growth. priorities with aspiration of employees leading to development of an empowered. To inculcate high understanding of 'Service' to a greater cause. well being and enrichment". To build and upgrade competencies through virtual learning. opportunities for growth and providing challenges in the job. responsive and competent human To provide job contentment through empowerment.• HR Vision. HR MISSION “To create a value and knowledge based organization by inculcating a culture of learning. innovation and team working and aligning business capital. To develop business leaders for tomorrow. To enhance the quality of life of employees and their family.” HR OBJECTIVE To develop and sustain core values. accountability and responsibility.
To build and upgrade competencies through virtual learning. Inculcating a spirit of learning & enjoying challenges. 6. 5. • Role Of HR Alignment of HR vision with corporate vision. opportunities for growth and providing challenges in the job. focus of the HR Strategy is on change of the employees’ ‘mindset’. Developing ‘Global Managers’ for tomorrow to ensure the role of global players. To meet challenging demands of the business environment. 3. 4. HR as a change agent. 6. 5. 2. Developing professional attitude and approach. providing opportunities for growth. Shift from support group to strategic partner in business operations.• HR Strategy 1. Re-strengthening mutual faith. Re-engineering and redeployment for maximizing utilization of HR potential. 3. . 2. Enhance productivity and performance by developing employee competency and potential 1. trust and respect. 4. Developing Human Resource through virtual learning. inculcating involvement and exposure to benchmarking in performance.
dress code. to systematically and scientifically evaluate effectiveness of HR Systems. cost and 4. work ethics. self discipline as model to others . trust & openness. knowledge communication. target consciousness.• Measuring HR Performance HR Parameters have been incorporated in the MOU by ONGC since 1994-95. sense of ownership of the job and company properties. • CORE VALUES A Task Force was constituted to Identify 5 core values in ONGC along with their attributes and desired behavior associated with them. Team Spirit behavior Working in groups. sense of ethics in 3.No 1. and information. ensuring quality in individual 2. which enables and facilitates time bound initiatives. Integrity work and value addition. cooperation. Core Values Sense of Belonging Attributes and Desired Behavior on the job Commitment. S. loyalty. processing/deciding cases in an unbiased /dispassionate way. Punctuality. Personal/Professional integrity by strictly abiding by rules & regulations. sharing collective learning. improvements in personal work area as a self starter. enforcing . Discipline quality consciousness.
1959. as the need be or through internal induction by issue of internal advertisement / circular for employees who meet the prescribed qualification. d) Deputation from Central/State Governments or Public Sector Enterprises. e) Recruitment of person declared as surplus by the Government and other public Enterprises. job specifications. Social Responsibility discipline in a fair and firm manner Caring of society and environment. METHOD AND PRINCIPLES OF RECRUITMENT • LEVEL OF RECRUITMENT .as per directives of Central Government. projecting a lofty image of ONGC to society SOURCES OF RECRUITMENT The posts under the corporation shall be filled in by resorting to one or more of the following methods: a) Promotion of existing employees from the lower scales who meet the prescribed standards b) Direct recruitment from outside candidates or through Press Advertisement in Employment News. etc.5. c) Through Employment Exchange as per provisions of the Employment Exchange (compulsory Notification of Vacancies) Act. subject to any instructions issued by the central Government in this regard from time to time. National Dailies or local News Paper.
5%-5450 4700-3%-9010 5800-3%-10790 7900-3. To achieve this objective. TO invite applications by open advertisement given full information regarding the nature and duties of the post. the governing principle shall be to secure the services of the candidates most suitable to the post(s).5%-13700 8600-250-13400 10750-300-16750 Supervisor • Direct Recruitment from outside : When a post is to be filled in by direct recruitment. . qualifications. the method of recruitment shall be : 1. including recruitment from the sources indicated at items (b) to (e) under Rule 4 above. but can also be made in higher grades. CATEGORY (a) Workmen i) ii) iii) (c) Un-Skilled Semi-Skilled Skilled / Ministerial Executive GRADE W-0 W-2 W-4 S-1 E-2 E-2A SCALE(IDA) Rs 3750-2. experience and age limits.Recruitment is generally made at the lowest of the grades in various cadres / groups as indicated below. whenever considered necessary by the management. prospects of promotion and other relevant information.
Existing employees of the Corporation (including its projects/units) may also apply for the post (s) advertised in the press. To prescribe where necessary. provided they fulfill the prescribed requirements. to be recorded.as registration amount and examination fee for General and OBC Candidates and a demand draft of Rs. written competitive examination. 4. 30/. 3. unless for any special reasons . 300/. which normally shall not exceed 50% of the number of advertised vacancies. • CLARIFICATIONS Demand draft of Rs. Panel of selected candidates (kept in reserve). The Selection Committee will arrange the names of selected candidates in order of their merit and the Appointing Authority will make appointments in that order .as . test and/or oral examination by means of interview of candidates by a Selection Committee to be constituted by the Chairman / General Manager / Chief Engineer / Chief Project Manager / Project Administrator depending upon the status of the post .2. Where direct recruitment is resorted to. Relaxation in the qualifications / experience of internal candidates may be considered by the Appointing Authority. it is found necessary that order in any particular case. will remain alive for a period of one year.
registration amount for SC/ST/Physically Challenged candidates. In the cause of each deputation’s. (Code-1576). No other mode of payment would be accepted. ONGC payable at SBI. Tel Bhavan Branch. SC/ST & PC candidates are required to submit a self-attested copy of Caste/Disability certificate on prescribed format for Central Government along with Demand Draft. no organization will normally be approached to lend a particular officer by name. but such relevant particulars will be supplied to the concerned organization as will enable it to suggest name / names of suitable persons for the posts (s) in question. Dehradun. Non-refundable Demand Draft should be made in favour of F&AO (Cash). • RECRUITMENT BY DEPUTATION When a post is to be filled in by deputation. The deputation period will not normally be allowed to exceed the limits prescribed by the Department of Public Enterprises from time to time various categories of posts. the management will decide with in a period of one year from the date of appointment or at least threes months .
absorbed or reverted. whichever is later. whether the deputation’s has to continued on deputation. etc. ANALYSIS AND INTERPRETATION . leave.before expiry of the deputation period. to be allowed to deputation’s on absorption shall be regulated as per the provisions in the “Guidelines for Absorption of Deputation’s” appended in Annexure-3 to these Rules. Provident Fund. Gratuity. • APPOINTMENT BY PROMOTION Rules relating to promotion of employees will be laid down separately by the Corporation. The retirement and other benefits such as Seniority. • EXTENT OF RECRUITMENT Recruitment shall be in adherence to the overall manpower budget for the year.
Strongly disagree 1 Mean Score = 4. Agree 4 C. It was filled by the employees of ONGC. Scaling Scale Value A.27. Can’t say 3 D. It shows that majority of the employees agree that Training policy of ONGC is transparent.A questionnaire was designed to study the “Evaluation of Training and development Process Followed by ONGC”.27 70% 60% 50% 40% 30% 20% 10% 0% level of response Frequency 18 40 2 0 0 Percentage 30% 67% 3% 0% 0% strongly agree agree can't say disagree strongly disagree Since Mean score is 4. Strongly agree 5 B. And the result revealed the following observation:- 1) Recruitment process in ONGC is transparent. Disagree 2 E. .
Strongly agree B.2) Man power planning forms the basis for training. Agree C. Strongly disagree Mean Score =4.70. It shows respondents are strongly agreeing that Man power planning forms the basis for training. . Disagree E.70 70% 60% 50% 40% 30% 20% 10% 0% level of response strongly agree agree can't say disagree strongly disagree Since Mean Score is 4. Scale Value 5 4 3 2 1 Frequency 42 18 0 0 0 Percentage 70% 30% 0% 0% 0% Scaling A. Can’t say D.
69. It shows respondents agree that they are very clear about the attributes. Strongly agree B. attitudes and values they want in next employee.3) ONGC is very clear about the attributes. . Can’t say D. Disagree E. Strongly disagree Scale Value 5 4 3 2 1 Frequency 12 28 16 4 0 Percentage 20% 46% 27% 7% 0% Mean Score =3.69 50% 40% 30% strongly agree agree can't say 20% 10% 0% level of response disagree strongly disagree Since Mean Score is 3. competencies. Scaling A. attitudes and values they want in next employee. Agree C. competencies.
03 70% 60% 50% 40% 30% 20% 10% 0% level of response strongly agree agree can't say disagree strongly disagree Since mean score is 4. It shows respondents agree that Complete training and development programmes is being laid down in an advance for training. Disagree E. Strongly disagree Scale Value 5 4 3 2 1 Frequency 11 40 9 0 0 Percentage 18% 67% 15% 0% 0% Mean Score = 4. Can’t say D. Strongly agree B.03. Agree C. .4) Complete training and development programmes is being laid down in an advance. Scaling A.
Strongly disagree Scale Value 5 4 3 2 1 Frequency 34 16 10 0 0 Percentage 56% 27% 17% 0% 0% Mean Score = 4. Scaling A.39 60% 50% 40% 30% 20% 10% 0% level of response strongly agree agree can't say disagree strongly disagree Since mean score is 4. Can’t say D. Strongly agree B. Agree C.39.5) ONGC is able to attract best applicants. Disagree E. It shows that respondents strongly agree that ONGC is able to attract best applicants. .
. Agree C.6) As a policy the training at higher level should be from internal source and of lower level position from external sources. Strongly disagree Mean Score = 3. Can’t say D. Strongly agree B. Scale Value 5 4 3 2 1 Frequency 8 31 4 10 7 Percentage 13% 52% 7% 17% 11% Scaling A. Disagree E. It shows that most of the respondents agree that training at higher level should be from internal source and of lower level position from external sources.51.51 60% 50% 40% 30% 20% 10% 0% level of response strongly agree agree can't say disagree strongly disagree Since mean score is 3.
Strongly disagree Scale Value 5 4 3 2 1 Frequency 14 37 3 6 0 Percentage 22% 63% 5% 10% 0% Mean Score = 3.97. Can’t say D. Disagree E. Agree C. Strongly agree B. Scaling A. It shows that most of the respondents agree that strict training procedure is being followed that is clear to all employees. .97 70% 60% 50% 40% 30% 20% 10% 0% lev el of re sponse strongly agre e agre e can't say disagre e strongly disagre e Since mean score is 3.7) A strict training procedure is being followed that is clear to all employees.
Can’t say D. Strongly disagree Scale Value 5 4 3 2 1 Frequency 20 33 3 4 0 Percentage 32% 56% 5% 7% 0% Mean Score = 4. 8) Scaling A. Strongly agree B.13.13 60% 50% 40% 30% 20% 10% 0% level of response strongly agree agree can't say disagree strongly disagree Since mean score is 4.Psychometric tests are being conducted for personality evaluation of candidates during training and development procedure. Agree C. Disagree E. It shows respondents agree that Psychometric tests are being conducted for personality evaluation of candidates during training and development procedure .
. Scaling A.9) Selected employee is made clear of his probation period on his joining in which period his services can be suspended in case of unfit performance.66 80% 70% 60% 50% 40% 30% 20% 10% 0% level of response strongly agree agree can't say disagree strongly disagree Since mean score is 4. It shows majority of respondents strongly agree that in probation period services can be suspended in case of unfit performance. Strongly agree B. Can’t say D. Agree C. Strongly disagree Scale Value 5 4 3 2 1 Frequency 44 16 0 0 0 Percentage 73% 27% 0% 0% 0% Mean Score = 4.66. Disagree E.
It shows respondents are satisfied with the preference being given to internal candidate at the time of training. Can’t say D. Strongly disagree Scale Value 5 4 3 2 1 Frequency 16 28 8 7 1 Percentage 27% 47% 13% 11% 2% Mean Score = 3. Agree C. Scaling A. Strongly agree B. Disagree E.10) You are satisfied with the preference being given to internal candidate at the time of training. .72 50% 40% 30% 20% 10% 0% level of response strongly agree agree can't say disagree strongly disagree Since mean score is 3.72.
Agree C.52.11) The company’s performance with its present workforce is excellent. . Can’t say D. Strongly disagree Scale Value 5 4 3 2 1 Frequency 31 29 0 0 0 Percentage 52% 48% 0% 0% 0% Mean Score = 4. It shows respondents strongly agree that company’s performance with its present workforce is excellent. Scaling A. Disagree E. Strongly agree B.52 60% 50% 40% 30% 20% 10% 0% level of response strongly agree agree can't say disagree strongly disagree Since mean score is 4.
It shows majority of respondents agree that process of training is completely free from all kind of personal biases .07. Agree C. Can’t say D. Strongly disagree Scale Value 5 4 3 2 1 Frequency 10 47 0 3 0 Percentage 17% 78% 0% 5% 0% Mean Score = 4. Scaling A.07 80% 70% 60% 50% 40% 30% 20% 10% 0% level of response strongly agree agree can't say disagree strongly disagree Since Mean Score is 4. Strongly agree B.12) The process of training is completely free from all kind of personal biases. Disagree E.
STRENGTH ONGC is the only company in India who is involved for more than two decades. The company has an established network in India. The company has gained expertise in the field of onshore and offshore oil exploration. It has rich experiences over the last 25 years in its execution and possesses abundant data associated with these project. ONGC is one of the few companies in the world, which owns and operates a large number of oil field services such as drilling, production testing, geophysical and logistic services. The organization possesses highly skilled manpower at a low cost. ONGC contributes 90% of Indian crude oil production. in
offshore construction activities related to oil and gas project
Behaviors of the certain reservoir in Mumbai had not been inline with the expectations. 132 well platforms and more than 4000 km submarine pipelines. Another area of strength of ONGC is its commitment and quality of maintenance management. It is highly regulated by the government therefore is restricted or constraint. WEAKNESSES The purchase procedure of ONGC does not lead to feasible and past purchase decisions.The operational cost of ONGC is lowest in the world its reserve level is equivalent to 23 years of production. and ONGC can boost of installing 28 processor platforms. which would enroll investment in the future. the functioning of the organization. as a commercial organization . There has been no major discovery in the past.
. out of which only 17 have been discovered. moreover. production has been commenced in 6 of them hence. this opens up the opportunity to augment ONGC’s profitability through value addition in consumer & retail marketing. ONGC has an opportunity for growth in the overseas market through the subsidiary ONGC Videsh Ltd. there is tremendous opportunity for growth in the future. hence ONGC can overcome resource crunch by setting up joint venture with foreign companies. OPPORTUNITIES The number of sedimentary basins in India is about 26.There is lower realization per barrel as compared international prices. Oil exploration & development has been opened to the private sector. (OVL) ONGC has already obtained marketing rights for transportation fuels. to The company’s earnings were insulated from the vagaries of global crude oil prices. This will be a weakness for the company when the government decontrols the oil sector.
The company has entered into strategic alliance with IOC to form a national oil entity for domestic and global operations. ONGC has a lot of exposure to the group companies in the form of cross holdings. it has signed a share purchase agreements to acquire 37.4% equity held by M/S Aditya Birla Group in Mangalore Refineries & Petrochemicals Limited (MRPL). there has been increase in the international competitiveness. THREATS The unemployed basins are of poor acreage & would increase ONGC’s funding as development cost. to insulate the financials from the volatility inherent in sectoral activities. it could face greater challenges from private players. After the bigger refineries in tatipaka. This is in line with global integrated business model with the business industry. With the opening door of oil exploration & development to the private sectors.ONGC is poised to enter down stream refining in a big way. .
as the recruitment policy is very much centralized which some time act as a hurdle when the organization is operating outside India. it can be concluded that the corporation with its present recruitment and selection policy have been able to get man power in quality & quantity. • More no. Of years of his service but also by seeing to his or her contribution in ONGC. . of employees are managing lesser number of people so there is a problem of overstaffing at seniority level in ONGC. • • Professional having multi skills and required at ONGC. The employees in the corporation are totally satisfied with their job & they believe that the company’s recruitment and selection policy have been able to get the right person for the right job.Study has been conducted on Recruitment and Selection in ONGC. Through there are certain areas which need improvement. Experience of an employee not only to be measured by no. • Due to high age difference the employees are unable to get feedback and thus affecting the dynamics of the organization. Through the research being conducted.
The corporation has projects outside India. so the corporation can also recruit capable candidates of respective countries. .
Training should be through case studies and examples and not bookish. . Cost reduction techniques should be taught to compete in the future. The art of man-management should be taught by designing specific training programmes. cost reduction and organization development. Application of creativity should be taught for productivity. The focus of HRD should be on the training needs identification. Corporation should adopt new techniques for training and development in order to satisfy global demand & day-to-day updating of management demands.
It was filled by the employees of ONGC .A questionnaire was designed to study the “Evaluation of Recruitment and Selection Process Followed by ONGC”.
competencies. 6) As a policy the recruitment at higher level should be from internal source and of lower level position from external sources. . 4) Complete job description and specification is being laid down in an advance for recruitment. 5) ONGC is able to attract best applicants. attitudes and values they want in next employee. 11) The company’s performance with its present workforce is excellent. 9) Selected employee is made clear of his probation period on his joining in which period his services can be suspended in case of unfit performance. 12) The process of selection is completely free from all kind of personal biases. 7) A strict selection procedure is being followed that is clear to all employees.1) 2) 3) Recruitment process in ONGC is transparent Man power planning forms the basis for recruitment ONGC is very clear about the attributes. 8) Psychometric tests are being conducted for personality evaluation of candidates during selection procedure. 10) You are satisfied with the preference being given to internal candidate at the time of selection.
com .V Gangkar www.google. Kandula Human Resource Management by S.R.REFRENCES Human Resource Management by Gary Dessler Human Resource Development by S.
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