You are on page 1of 56

PREFACE

Business and industry in India are going through a phase of change as never
witnessed before. Given the size of national economy, the role of Public
Enterprises and the emerging diversity & dynamism in the private sector, it is
difficult to describe accurately its scope. A healthy national economy is dependent
upon healthy growth in business and industry. A healthy growth in business and
industry, in turn, primarily depends upon the quality & potential of its Human
Resources. Thus, the most important factor for survival and development,
particularly in this age of rapid change and growth, is human capacity. Customer
oriented, quality conscious, cost efficient and multi-skilled manpower will
determine the core competency of modern organizations, for it is the man behind
the machine and not the machine alone that will provide the cutting edge.
During the last few years Bharat Petroleum Corporation Ltd. (BPCL) is also
striving to grow in a competitive global scenario. The Corporation continues its
quest for good quality products and customer delight to meet the challenge. In such
a situation, human resources and their competency play an important role, as the
real strength of organization depends upon the strengths and capabilities of its
human capital.

1

As part of Human Resource Function, Induction Program is the first line of
defense when it comes to bringing the right people into the organization. It
improves the personality, attitude, communication abilities, and other behavioral
characteristics that fit the organization. The overall aim of the Induction Program is
to welcome the Management Trainees and introduce them about the company’s
environment, their compensation and benefits, CSR, etc. It also helps to introduce
with company’s terms and conditions and visit them into plant of BPCL for
practical knowledge and know the culture of BPCL. In view of above, it becomes
imperative for any organization to conduct Induction Program.

2

EXECUTIVE SUMMARY
Bharat Petroleum Corporation Limited (BPCL) is the second largest oil
company in the India. It is one of the Indian representatives companies on the
Fortune 500 & Forbes 2000 listing and occupies the 3rd position amongst the six
Indian companies who have made into the list. It is NAVRATNA public sector
undertaking. Every year, BPCL visits the campuses of top ranked Engineering
colleges and Business Schools for hiring new talents all over India. The newly
joined employees undergo detailed Induction Program at its corporate office
located at Mumbai.
Company makes a call to the selected candidates for
Induction program of BPCL . After that Induction Program co-ordinator get the
confirmation from speakers and freezes the Induction Schedule.
At first day of Induction Program company do welcome of
Management Trainees. HRS(West) make complete their joining
formalities. At first day of Induction Program company call the
Bank person for open their salary account and also fill up the
Identity Card Form for issuing their Identity card. During this 2
weeks program company visit them into Refinery and Lubes
plants. After completion of their two weeks classroom program we
3

divided them into groups of 6 and send them for their 4 weeks
field training for Engineers at various Retail, LPG & Lubes plant; 2
weeks field training for Management

candidates and 1 week

training in Finance Department in Mumbai. Before that company
inform their territories Managers

“we are sending these MTs for

their field training in your plant, please help them” and also send
a feedback form so that they can give the feedback of each MTs.
During Classroom Training, company do all arrangement of their
accommodation and food and when they go to their field training
company booked their travelling ticket for up and down, and
territory arrange their accommodation with the help of HRD.
Company give amount of Rs. 20000 to each student for their
expenses and after completion of their field project, MTs return to
corporate office Mumbai. When MTs return to Mumbai company
again do all arrangement of their accommodation and food till
their allocation. In Corporate office, MTs have to present the
PowerPoint presentation to company’s senior panel. And after the
presentation MTs will allocate to various location at BPCL.
As a summer trainee I can’t directly intervene in
Induction Program. But with the help of my seniors I was interact
4

in Induction Program. I find that during the long classroom session
MTs get tired and they were not able to grasp complete thing. So,
for that Induction Program Co-ordinator/speaker should do some
fun activity which would remove their tiredness and they will get
refresh for next session.

TABLE OF CONTENT
1. Preface ………………………………………………………..……… 3
2. Acknowledgement ………………………………………………….. 5
3. Executive Summary ………………………………………………... 6
4.About the Company
3.1.

Introduction of Petroleum Industry ………………………….. 9

3.2.

Petroleum Industry in India …………………………………... 13

3.3.

Company overview …………………………………………… 15

3.4.

Board of Directors …………………………………………… 17

3.5.

BPCL Infrastructure …………………………………………. 18

3.6.

Vision of BPCL ……………………………………………… 19
5

7.……………………….13.. Bibliography ……………………………………………………….14..… 23 3.. 28 3...........12... 46 3... Recommendation ……………………………………. Introduction of Induction Program .About the Induction program 3..9..... 22 5. 50 3.... 29 3.3.... Objectives of Induction Program of BPCL ………………... Research Methodology …………………………………….11.. Structure of HRD of BPCL …………………………………..10.. 21 3. 51 4......8........ Induction Program of BPCL ……………………………….…. Job Groups …………………………………………………. Survey Questionnaire ……………………………….. 53 6 ..........

Kerosene soon became a convenient domestic heating fuel. Drake pioneered the method of drilling within a cast iron pipe to prevent collapse of the hole due to water seepage. Pennsylvania. is also called fossil oil. which in principle is the method used today. 7 . Originally it was called the Pennsylvania Rock Oil Company with the objective of collecting oil from a spring at Titusville.CHAPTER – I INTRODUCTION OF PETROLEUM INDUSTRY Petroleum is a natural resource that is created within the earth. Petroleum. which is natural oil found underground. because it was formed from the remains of tiny sea plants and animals that died millions of years ago. which was pumped up and stored in a bath tub. This technological success set the scene for rapid development of the oil industry throughout the USA and world. thus replacing whale oil. He struck a flow of oil at 70 feet producing 25 barrels per day. and 100 years later a jet engine fuel. They hired Edwin Drake to dig a well at nearby Oil Creek. The oil was refined to give kerosene which had a ready market as lamp oil. The first petroleum company was Seneca Oil founded in 1858 in Pennsylvania by George Bissell and Jonathan Eveleth.

the middle distillates (kerosene and diesel fuel) and fuel oil. given in order of decreasing of vitality. 8 . Shell and BP. a British company. Where did all this oil come from? 200 years ago there was none to be seen. This was the start of Middle East oil exploration and development on the Arabian Peninsula and around the Caspian Sea. and the Middle East only about 5%.90s oil exploration and production spread to Ohio and the Mid West and south to Oklahoma. after Saudi Arabia (1620 mb/day) and Russia (1570 mb/day). In 19th century. which required gasoline as fuel. The first major strike was in Persia in 1905 by the Burmah Oil. Today there are basically four important fuel fractions of oil refining viz. we had the internal combustion engine to power the automobile. producing about 60% of the world’s supply. gasoline. The USA now ranks third in World oil production with 1190 million barrels per day. The diesel engine soon found its niche area to power heavy machinery in industry and mining. Gulf Oil. Small companies merged to eventually become the giants of today.. Texas and the Gulf states. Mobil. with Exxon.During the 1870 . Texaco. Deeper drilling sometimes produced gushers and fortunes were made. About 90% of petroleum is refined into fuels and 10% used as feedstock for the petrochemical industry. At the start of the 1st World War the USA was a major exporter of oil.

whereas today it appears to be almost everywhere in abundance. and then it migrates upward through fissures and fault zones to be trapped in overlying 9 . which becomes covered over by sediments to form an oil deposit? No. The oil together with natural gas (methane) is localized in porous sandstone strata that is capped by an impermeable stratum such as a shale.5% organic matter. such as the mud of the present day Black Sea having as much as 35% organic matter. The Biotic Theory of oil genesis suggests that present day marine sediments should contain appreciable organic matter. Under reducing conditions this organic matter (called sapropel) is slowly converted into hydrocarbons. it either decomposes or is broken down into Carbon Dioxide and Water or. The natural gas being lighter always accumulates above the oil in saturated sandstones. The average marine sediment contains 2. Abiotic (non-biological) means deep within the earth’s crust. Oil is extracted from sedimentary rocks of marine origin by drilling holes to depths of 2000 meters on average. When something dies. in what is the basis of Biotic theory. which become a rich source of oil. Plankton is eaten by whales. Maybe whales have their special place to die. and is much higher in stagnant troughs and basins. Oil can migrate both horizontally and vertically until becoming trapped. hence the rise of the early whaling industry.

. I think we need to keep an open mind on the theories of petroleum genesis. the result being that Russia is the second largest oil producer in the world. Humbolt was the first to suggest a volcanic origin for petroleum. Vast amounts of carbonate rocks such as limestone and dolomites and old coal deposits etc.sediments? The two theories are not mutually exclusive. because it is so important for future exploration and production. The Russian oil geologists developed the Abiotic Theory of oil genesis and applied it to oil exploration from the 1950’s onwards. such as all along the Andean Cordillera and elsewhere. Our present standard of living is dependent on a ready supply of hydrocarbons for transport and heating purposes. 10 . The Earth is a unique planet having an active plate system with some plates being sub ducted to great depths of 70 kms or more and being melted into magma. It is by application of new theories and new technologies to petroleum that will ensure us a happy and prosperous future. and then up it comes to the earth’s surface through fracture zones. The history of the petroleum industry shows how we have got to our present prosperous state. In conclusion. which under reducing conditions are theorized to be converted in hydrocarbons of various types.

and became a Commission in 1956. for marketing of petroleum products.000 tones per annum and the entire production was from one state – Assam. Indian Refineries Ltd was merged with Indian Oil Company Ltd. Government-owned National Oil Companies ONGC (Oil & Natural Gas Commission). a government company was set up. 1954. 11 . when the government announced that petroleum would be the core sector industry. In 1958. India's domestic oil production was just 250.PETROLEUM INDUSTRY IN INDIA The origin of oil & gas industry in India can be traced back to 1867 when oil was struck at Makum near Margherita in Assam. In 1959. ONGC was formed as a Directorate in 1955. and OIL (Oil India Ltd. Indian Refineries Ltd. 1954. international companies controlled the Oil & Gas industry. The Industrial Policy Resolution laid the foundation of the Oil & Gas Industry in India. In 1964. At the time of Independence in 1947. to form Indian Oil Corporation Ltd. IOC (Indian Oil Corporation).) were formed. In pursuance of the Industrial Policy Resolution. the government set up another company called Indian Refineries Ltd.

In 1984. three coastal refineries were established by multinational oil companies operating in India at that time. Mathura. In 1984-85. In the first decade after independence. 12 . The 17 Public sector refineries are located at Guwahati. India also made significant additions to its refining capacity. a number of oil and gas-bearing structures were discovered by ONGC in Gujarat and Assam. and Tripura. After Independence. 1974 opened up new avenues of oil exploration in offshore areas. Discovery of oil in significant quantities in Bombay High in February. (GAIL) was set up to look after transportation. and by Caltex at Visakhapatnam. there are a total of 18 refineries in the country comprising 17 in the Public Sector. During 1970s and till mid 1980s exploratory efforts by ONGC and OIL India yielded discoveries of oil and gas in a number of structures in Bassein. Cachar (Assam). Tapti.During 1960s. Haldia. India achieved a self-sufficiency level of 70% in petroleum products. Gas Authority of India Ltd. processing and marketing of natural gas and natural gas liquids. Krishna-Godavari-Cauvery basins. GAIL has been instrumental in the laying of a 1700 km-long gas pipeline (HBJ pipeline) from Hazira in Gujarat to Jagdishpur in Uttar Pradesh. and Esso Stanvac at Mumbai. Nagaland. one in the private sector. passing through Rajasthan and Madhya Pradesh. These included refineries by Burma Shell. Barauni. Koyali. Today.

It is the biggest oil refinery in Asia. Vishakapatnam. Qatar. Ivory Coast. Tatipaka. and two refineries in Mumbai. Panipat. India's state-owned oil firms already have stakes in oil and gas fields in Russia. Nagapatinam. 13 . Bongaigaon. Australia.Digboi. Iraq. Kochi. India is investing heavily in oil fields abroad. Sudan. Mangalore. Numaligarh. Libya. Egypt. Chennai. The private sector refinery built by Reliance Petroleum Ltd is in Jamnagar. Vietnam and Myanmar. Oil and Gas Industry has a vital role to play in India's energy security and if India has to sustain its high economic growth rate.

Bharat Petroleum Corporation Limited (BPCL) traces its history to 1928 when the Burmah Shell Oil Storage & Distribution Company of India was incorporated in England to enter the petroleum products business in India. The companies name 14 . Chembur (Mumbai) which has commissioned in January. The business of the Company grew substantially given the international backing of Shell and it achieved the leadership position in India.COMPANY OVERVIEW Bharat Petroleum Corporation Limited (BPCL) is the second largest oil company in the India. BPCL has taken many steps to make the organization a great place to work for. It is NAVRATNA public sector undertaking. It is an employee oriented company and believes in the philosophy that happy employee will put his best foot forward with the customers. The company introduced LPG as a cooking fuel to the Indian home and all along. The Company was incorporated on 3rd November 1952 . It is one of the Indian representatives company on the Fortune 500 & Forbes 2000 listing and occupy the 3rd position amongst the six Indian companies who have made into the list. Shell and Burmah Oil Company set up Burmah Shell Refineries (BSR) to set up a refinery in Mumbai. Hence. The Company has a well-established refinery at Mahul.

BPCL’s Turnover is Rs. 15 . 2 to meet exclusive Indian Air force requirements. 1.The entire operations of Burmah Shell in India were nationalized in 1976 and the Refinery and Marketing Companies were merged to form Bharat Petroleum Corporation Limited (BPCL) on 1st August. Refinery. Of these 6 are International Airports.1. 1537. It has Seven following customer facing Strategic Business Unit (SBU) viz. Aviation. There are 49 Bottling Plants. LPG. 31.499 crores and Net Profit is Rs. 4 are considered as major International Gateway Airports. Industries & Commerce. catering to both Indian Air Force and Civil Aircrafts and remaining small domestic airports. 4 Refineries and 29 Aviation of BPCL at all over India. Retail. In year 1992. 20% of the shares were sold by the government to various financial institutions and Mutual Funds.62 crores.e as on 30th July 2010 BPCL has 13898 staff among them it has 4877 Management and 9021 NonManagement staff and among Non-Management staff it has 2167 Clerical and 6854 Labour. at Gwalior.changed to Bharat Refineries Limited (BRL) on 12th. February 1976. Lubes. At present i. Currently. Thus presently the President of India holds 80% of the paid up capital. Gas.

Director (Finance)  Shri R. Govt.Mohan. Rama Bijapurkar.K. Director  Prof. Radhakrishnan. A. Of Kerala  Shri P. Barua. Kalro.BOARD OF DIRECTORS  Shri Ashok Sinha. Director 16 .H. Chairman & Managing Director  Shri S. Venkiteswaran. Director  Prof. Principal Secretary (Industries & Commerce). Director (Refineries)  Shri T Balakrishnan. Director  Shri S. Additional Secretary and Financial Advisor  Smt. N.K. Sinha. Director (Marketing)  Shri S. Singh.K. Joshi.K. Director (Human Resources)  Shri S.

BPCL INFRASTRUCTURE 17 .

18 .

 We are a model corporate entity with social responsibility.  We exploit profitable growth opportunities outside energy.  We are the most environment friendly company.  We are a great organization to work for. BPCL AT A GLANCE Staff Strength ( Marketing & Refineries) 13898 19 .  We are a learning organisation .VISION OF BPCL  We are a leading energy company with global presence through sustained aggressive growth and high profitability. always.  We are the first choice of customers.

537.Management Staff 4877 Non-Management Staff -Clerical 2167 -Labour 6854 Turnover Rs.499 crores Profit After Tax Rs.62 crores Current Shareholding Pattern  Government – 54.66%  Indian FIs/Banks/MFs – 19. 1.31.93%  FIIs/OCBs/NRIs – 8.65% 20 . 1.

76% . Employees / others 21 – 16.

JOB GROUPS K- C & MD J - Director I - Executive Director H- General Manager G- Deputy General Manager F- Chief Manager E- Senior Manager D- Manager C- Deputy Manager 22 .

B- Assistant Manager A- Executive NOTE :.Management Trainee join in job group “A” As on 30th July 2010 23 .

STRUCTURE OF HR DIRECTORATE OF BPCL DIRECTOR HR ED (HRD) ED (HRS) DGM (QCC) DGM (HRS)-W DGM (HRD) DGM (HRS)-CO DGM(HR) Entities GM (TALENT MGMT). GM (Admin) 24 .

Chief Mgr(HRS)North/East/ South DGM (C&B) 25 .

engaging. The starting point of a good induction program is to welcome new people and introduce them to the culture of the organization. What is Induction ? Ans – Induction is a most important and vital role at the time of introduction to the new recruit about the organisation. The dictionary meaning of “Induction” is initiation means a formal entry into an organization. fun and do the job of reinforcing for people that they made the right choice. getting just the right people for their organization. indeed. Induction programs are creative.II Q.CHAPTER . to. There are two categories of Induction program :a) Employee Handbook b) Induction Training a) EMPLOYEE HANDBOOK :26 . Companies spend vast amount of money on Recruitment. Based on the Induction the organisations reputation will go further to the public. help them feel they've made the right decision and to get them to start their new job committed. engaged and productive. Induction is the process by which new employees are integrated into organisation so that they become productive as soon as possible.

27 . But since they are inadvertently designed to combat insomnia.Through the handbook scenario employee supposed to know about everything to do with the company is crammed into a booklet . ii) It helps to know about the rules and regulations of the company. Occasionally some companies test people on their company knowledge based on the assumption that people have read these tomes. iii) It doesn’t create the sense of belongingness towards the organization. Feeling hopeful. but most don't bother finding out what people got from this form of 'Induction'. Advantages of Employee Handbook :i) It saves time and cost. or written for simpletons. iii) Company need not take appointment from speakers. iv) Company need not arrange the venue for the Training. ii) Employee might not study the handbook. Disadvantages of employee handbook :i) Employee lacks culture of the organization. Sometimes the handbooks aren’t even in handbook form. new recruits have a go at reading them. but are a stack of photocopied pages that are even more difficult to read. These handbooks tend to be either turgidly written.

v) Employee are never aware of the mission and vision of the organization. vi) Organization reputations won’t go further to the public.iv) Employees are unaware of information about their compensations and benefits. 28 .

iii) To take appointment from speakers is so difficult. This is where companies actually put some real thought and effort into trying to make people feel welcome by meeting them face-to-face. Employee is aware of information about their compensation and benefits. ii) It takes time.INDUCTION TRAINING :Induction training is more usual kind of Induction. Advantages of Induction Program :i) ii) iii) iv) v) vi) vii) It helps to know the culture of the organization. They become more productive Disadvantages of Induction Program :i) It is expensive. Organization’s reputation will go further to the public. Employee is aware of the mission and vision of the organization. It creates sense of belongingness towards the organization. The starting point of a good induction programme is to welcome new people and introduce them to the culture of the organisation to. help them feel they've made the right decision and to get them to start their new job committed. Employee feels familiar with the company. indeed. iv) Company needs venue for Training. engaged and productive. 29 .

v) Company needs to arrange accommodation and travel allowance for their employees. 30 .

What is the importance of Induction programme ? Ans – Induction plays a vital role to the newly joined employees at the time of introduction to the new recruit about the organization.Q. Induction is the process by which new employees are integrated into organization so that they become productive as soon as possible. What is the need of Induction Programme ? Ans. Based on the Induction. They have made the right decision and to get them to start their new job committed. the clarity that they have about their role. the performance they can deliver and the passion with which they work & grow with the organization.Need of induction programme is to welcome new people and introduce them to the culture and environment of the organization. 31 . the productivity that they can achieve. engaged and productive. And also introduce them what are the mission and vision of the organization. Induction is an ongoing process and if done well impacts the duration of stay of employees. the organization’s reputation will go further to the public. Q.

Be flexible. Use ‘local heroes’. Find out what their expectations are. ‘Champions’. Find out what's going on for them. Make it personal. Let them know what the company expects of them. 32 . Be clear what your key messages are.There are some necessary things which should be considered :  Make it Two-way. Have fun. Get them involved in describing and engaging with whatever your 'product'  is. Let them know how things work.Q. Introduce new employees to BPCL in a positive way in line with good employment practice. OBJECTIVES OF INDUCTION PROGRAM OF BPCL 1. and enthusiastic spokesperson during        the programme. What are the necessary things which should be covered in Induction programme ? Ans.

4. INDUCTION PROGRAM OF BPCL BPCL provides both type of Induction Programs i. relating to joining formality. Begin the process of engendering a corporate culture & commitment within BPCL.2. Form the basis for further individual development. 7. Support new employees so that they can effectively & competently carry out their job as soon as possible. 3. superannuation schemes etc. Demonstrate BPCL’s commitment to investing in its talent (staff). 6. 5. It provides 2 months Induction Programme to their 33 . Meet BPCL’s initial legal obligations.e Employee Handbook as well as Induction Training. gratuity. PF. Help support individuals & reduce turnover rates amongst newly appointed staff.

employee. Those students who clear their Group Discussion and Personal Interview. who pass their written examination. company scrutinizes the candidates and those candidates who fulfill the eligibility criteria of BPCL. In the recruitment panel company must consist a SC/ST member in this panel so that there should not be any bias at the time of recruitment. 34 . After receiving the applications. Written examination is conducted at different places as per candidates’ convenience. are called for Medical test and after their Medical Fitness they are hired for 1 year probation period. Group Discussion and Personal Interview is conducted by company’s HRD and they form a panel for GD & PI. are called for Group Discussion and Personal Interview. CA). Those candidates. It provides separate Induction Programme to each group (MBA. Those who clear their GD & PI. BPCL goes to top ranked colleges for campus selection before that company form a panel of recruitment who go to the colleges campus and conduct the Group Discussion and Personal Interview. Engineers. And second way of recruitment is Advertisement in national newspaper and Employment News. finally they are hired for the BPCL. will have to appear for written examination. For Engineers and MBA recruitment.

35 .

Before start the induction program we need to check that the table. Plant Mgr. Mgr. 2 WEEKS CLASSROOM TRAINING :. ED (HRS).After completion of company’s recruitment process. chairs. Arrange the venue for the Induction program. etc. computers. Logistics Strategy Mgr (Lubes). DGM (QCC). DGM (HRD). Sr. projector. the speaker who addresses the Management Trainees are company’s senior executive such as Director HR. etc. Transition Management/Team work etc. tables. all these should be arrange in a logical manner. And also arrange all essential equipment which are necessary to conduct the Induction program such as flip chart. GM(Retail & ARB). etc. Then prepare the schedule for induction and get the conformation from relevant speaker. Maximum strength of one batch is approx 50.FOR ENGINEERS JOINING OF MANAGEMENT TRAINEES :. company formed the batches and called them for Induction Training for company’s Induction Program.Basically . table clothes. Mktg. Services (LPG). These Training is provided by the company’s senior executive and also BPCL provide 2 days Business Communication/Etiquette. BPCL provides 2 Week Classroom Training and in these 2 weeks it covered various topic. Aviation Manager In-Charge. During these 2 36 . Before that company arrange the accommodation and food for their employees. ED (HRD). Director of different plants . chair.

Corporate office send a information mail to each plant to guide them and also send a Retail Training Kit for MTs and a Questionnaire which is to be administered to the MTs at the end of the training and the test marks are send to BPCL corporate office by each plant. FIELD PROJECT FOR 4 WEEKS :. Before that company send a request/inform to various plant that our trainees are going to your plant for 4 weeks field work project so trained them and help them to prepare their project.Trainees should not go to their native place for their field project. overview of CSR activities. Brand and PR. Send a feedback form to each palnts for responses. etc. After completion of 2 weeks classroom Training split the Batches into small groups of 6. I & C business. Company booked the ticket for sending them into various plant either by Airline or Train whatever is convenience. MBAs and CAs.e Engineers. Lubes. This is common for all i. where they have to prepare their project within 4 weeks. Company bear all the expenses during the training period. In mean while company 37 . briefing on field training.weeks BPCL introduce about their product knowledge.For their field project company send them to BPCL’s plant such as Lubes. etc. It formed total 8 Groups or 10 groups as per the convenience of the trainees and groups are formed radomizely for their field project but while forming groups we need to take care. LPG.

finally panel member would allocate them in different plants of BPCL as per their presentation. they have to represent a presentation in front of BPCL’s senior panel members and Panel members remarks the Management Trainee. performance . At first company hire Management Trainees for 1 year Probation period after completion of their 1 year if it find that their work was satisfactory then their job get permanent and if company find that their work was not satisfactory then company may extend their probation period for next 6 months.When they complete their field work.booked the ticket for their returning from their field work to company Corporate Office. ALLOCATION OF TRAINEES :.field project and manpower requirement of each plant. 38 . PRESENTATION OF PROJECT :.After the presentation.

Before start the induction program we need to check that the table. Mgr. Then prepare the schedule for induction and get the conformation from relevant speaker. During these 2 39 . Before that company arrange the accommodation and food for their employees. computers. Logistics Strategy Mgr (Lubes).After completion of company’s recruitment process. BPCL provides 2 Week Classroom Training and in these 2 weeks it covered various topic. And also arrange all essential equipment which are necessary to conduct the Induction program such as flip chart. ED (HRD). the speaker who addresses the Management Trainees are company’s senior executive such as Director HR. Transition Management/Team work etc. Director of different plants . GM(Retail & ARB). etc. etc.FOR MBA JOINING OF MANAGEMENT TRAINEES :. Sr. These Training is provided by the company’s senior executive and also BPCL provide 2 days Business Communication/Etiquette. tables. Services (LPG). Maximum strength of one batch is approx 50. ED (HRS). 2 WEEKS CLASSROOM TRAINING :. Plant Mgr. Arrange the venue for the Induction program. projector. all these should be arrange in a logical manner. table clothes. etc. DGM (QCC).Basically . company formed the batches and called them for Induction Training for company’s Induction Program. Aviation Manager In-Charge. chair. Mktg. chairs. DGM (HRD).

FIELD PROJECT FOR 2 WEEKS :. MBAs and CAs. overview of CSR activities. Corporate office send a information mail to each plant to guide them and also send a Retail Training Kit for MTs and a Questionnaire which is to be administered to the MTs at the end of the training and the test marks are send to BPCL corporate office by each plant. Trainees should not go to their native place for their field project.weeks BPCL introduce about their product knowledge. I & C business. Lubes. After completion of 2 weeks classroom Training split the Batches into small group of 6. where they have to prepare their project within 2 weeks. Corporate office also send a feedback form to each palnts for responses. etc. Before that company send a request/inform to various plant that our trainees are going to your plant for 2 weeks field work project so trained them and help them to prepare their project.For their field project company send them to BPCL’s plant such as Lubes. Brand and PR. etc. This is common for all i. In mean 40 . Company booked the ticket for sending them into various plant either by Airline or Train whatever is convenience. It formed total 8 Groups or 10 Groups and groups are formed radomizely for their field project but while forming groups we need to take care. LPG. briefing on field training. Company bear all the expenses during the training period.e Engineers.

field project and manpower requirement of each plant. 41 . ALLOCATION OF TRAINEES :.When Management Trainees complete their field work. performance . PRESENTATION OF PROJECT :.After the presentation. they have to represent a presentation in front of BPCL’s senior panel members and Panel members remarks the Management Trainee. At first company hire Management Trainees for 1 year Probation period after completion of their 1 year if it find that their work was satisfactory then their job get permanent and if company find that their work was not satisfactory then company may extend their probation period for next 6 months.while company booked the ticket for their returning from their field work to companies Corporate Office. finally panel member would allocate them in different plants of BPCL as per their presentation.

These Training is provided by the company’s senior executive and also BPCL provide 2 days Business Communication/Etiquette. Director of different plants . Aviation Manager In-Charge.Basically . computers. ED (HRD). the speaker who addresses the Management Trainees are company’s senior executive such as Director HR. Before start the induction program we need to check that the table. Sr. DGM (QCC). company formed the batches and called them for Induction Training for company’s Induction Program. Mktg. Plant Mgr. projector. And also arrange all essential equipment which are necessary to conduct the Induction program such as flip chart. Arrange the venue for the Induction program. Services (LPG). Then prepare the schedule for induction and get the conformation from relevant speaker. 2 WEEKS CLASSROOM TRAINING :. During these 2 42 . ED (HRS). Before that company arrange the accommodation and food for their employees. table clothes. GM(Retail & ARB). Transition Management/Team work etc. BPCL provides 2 Week Classroom Training and in these 2 weeks it covered various topic. DGM (HRD). all these should be arrange in a logical manner. etc.After completion of company’s recruitment process. etc. etc. Mgr. chair. chairs. tables. Logistics Strategy Mgr (Lubes).FOR CAs JOINING OF MANAGEMENT TRAINEES :. Maximum strength of one batch is approx 50.

At first company hire Management Trainees for 1 year Probation period after completion of their 1 year if it find that their work was satisfactory then their job get permanent and if company find that their work was not satisfactory then company may extend their probation period for next 6 months. Brand and PR. briefing on field training.weeks BPCL introduce about their product knowledge. overview of CSR activities. performance . ALLOCATION OF TRAINEES :. 43 . Lubes. I & C business.field project and manpower requirement of each plant.After completion of 2 weeks classroom training company also provide 1 week training in finance department in Mumbai.After the presentation. 1 WEEK TRAINING IN FINANCE DEPATRMENT :. etc. finally panel member would allocate them in different Finance Department of BPCL as per their presentation.

HR Resourcefulness 3. VG GD MG Speaker Director Director Director Director Executive Director Executive Director Executive Director DGM DGM Logistic Strategy Mgr. ability Retail Learning to (Ability to absorb & 12. 2 Hr. LPG analyse info.) 13. CSR 14. 1 Hr. HRD Punctuality 9. 1/2 Hr. 1 Hr. HRS 7. HRD Communication 6. Refinery Drive 4. 1 Hr. Lubes 11. 1 Hr. Aviation OS Duration 1/2 Hr. 1 Hr. Marketing 2.DESIGNATION AND DURATION OF SPEAKER :Participation in Group Activities S. 1 Hr. QCC Willingness to work with his own hands 10. Finance Discipline 5.No SBU/Entity Initiative 1. 1 Hr. 1 Hr. General Manager Senior Manager Assistant Manager DGM HR Manager In-charge MANAGEMENT TRAINEE LOCATIONAL TRAINING(FEEDBACK FORM) Name of Trainee :- Location :- SBU :- Details of project given :- 44 . 1 Hr. Compensation & Benefits 15. 1/2 Hr. 1 Hr. Gas Cooperation 8. 1/2 Hr.

outstanding Signature of Appraiser VG .Mention any specific feedback/observations:- OS .Good Designation :- MG .very good Name :- GD .Marginal Date :- 45 .

Flowchart for INDUCTION PROGRAMME FOR ENGINEERS JOINING OF MANAGEMENT TRAINEES 2 Weeks Classroom Training Field Project For 4 Weeks Presentation of Project Allocation of Trainees 46 .

STRUCTURE OF INDUCTION PROGRAMME FOR MBAs JOINING OF MANAGEMENT TRAINEES 2 Weeks Classroom Training Field Project For 2 Weeks Presentation of Project Allocation of Trainees 47 .

STRUCTURE OF INDUCTION PROGRAMME FOR CAs JOINING OF MANAGEMENT TRAINEES 2 weeks classroom training 1 week training in finance dept. Allocation of Trainees 48 .

METHODOLOGY The Petroleum sector is marked with a high level of attrition and therefore Induction Program becomes a crucial function of the organization. Delhi. AEC BEED. NIT Durgapur. Allahabad. SVNIT. I was directly involved with the Induction of BPCL for Engineers who were hired from various IITs. Since my summer training was in the months of June-July. HBIT Kanpur. it requires great amount of research work. Calicut. MGIT. Pune. This project is centered on improving the Induction Process of BPCL. NIT. Jadavpur University. BIT Mesra. IIT. Surat. Mumbai. The methodology adopted was planned in advance so as to collect data in the most organized way. RGPV Bhopal. Ranchi. College of Engineering. The Induction Program is high during these months because BPCL recruit the candidate through campus. At BPCL. Therefore. MNIT. JNTU Hyderabad. NIT. it gave me the opportunity of involving myself directly with the Induction Program and analyzing the process so that suitable recommendations can be given. NITs and Top ranking college of India such as IIT. Jaipur. Induction Program is all time high during June-July and Nov-Dec. BITS 49 .

Pilani. WCE. Sangli. Delhi college of Engg. DGM HR. Before any task was undertaken.  Arrange the venue for Induction.  Get the confirmation from relevant speaker who will take the lecture such as Director HR.  Arrange the travel facility from Trainees’s accommodation to Venue of Training. Patana.  The first task was to prepare a schedule for Induction Program. Jamshedpur. NIT. Mumbai.Nagpur. Director of various plant. etc. ED HR. VJTI. SPCE. 50 . Mumbai.etc. VNIT. NIT. I was asked to go through the Induction Program of BPCL so that I get a better understanding of the process followed by them :-  Arrange the Accommodation for Trainees.

51 .  Make travelling facility for their field project. Tables and Chairs. Arrange all essential equipments which would be require at the time of Induction Program such as Projector.  Take care when Management Trainees are going to field visit.  Welcome the trainees in BPCL and Inaugurate the Induction Program.  Handle the Induction Program means Induction was going on properly or not.  Ensure that program is running smoothly. Flip Chart. Computer.  Open their S.  Distribute Induction Kit along with program .  Arrange Breakfast and Lunch facility for the Trainee. etc. Is there any problem during the Induction program.  Complete the joining formalities.B Account for salary payment.

 Send the trainees in various plant for their field work project. Send a information mail to each plant to guide them and also send a Retail Training Kit for MTs and a Questionnaire which is to be administered to the MTs at the end of the training and the test marks are send to BPCL corporate office by each plant.  Get the confirmation from senior panel members to whom Management Trainees will present their presentation.  Send a feedback form to each palnts for their responses.  Arrange the Traveling facility for returning them from their field work project.  After their presentation Management Trainees will allocate at various plant of BPCL as per their feedback from Territory Managers and their Presentation.  Arrange the essential equipment for their presentation.  Arrange the accommodation for Management Trainees after returning form their field project. 52 .

RECOMMENDATION  During the Induction Program.. Speaker should use the collar microphone in the training room because some speaker’s voice is not audible till the last bench due to that some session is not become interactive .  During the classroom training operating the PPTs. 53 an operator should be assigned for .

……………………………………………………………………………….……………………………………………………………………………… AGE :-………………………………………………DATE :- / / Q.  Company should give equal importance to each batch because after completion classroom training of one or two batches company never give the importance of rest batches as compare to first or second batch. SUGGESTED SURVEY QUESTIONNAIRE NAME :.There should be at least one Session addressed by the M. If yes. And session would be interactive.2..……………………………………………………………………………………………… Q. DESIGNATION :. What is your specialization? Ans .3.  During the induction program Co-ordinator/Speaker should conduct some fun activity/game for Management Trainee which will help them to get refresh and it would also help them to grasp more from speakers.D to motivate the trainees.1. where and which company’s induction program you have attended ? 54 . Have you attended any Induction program before this Induction Program? Yes No Q.

iii) How was induction training room? Iv) How much you have grasped from induction program? v) How was the power point presentation? Q.8. ii) How was the snacks and food? . 2Poor..……………………………………………………………………………………………….6.Ans .Good. What was the duration of induction program? Ans .. Any thing extra would you like to suggest to improve this Induction program? Ans. 1 2 3 4 5 i) Session was interactive. 4.5. ……………………………………………………………………………………………………… ……………………………………………………………………………………………………… 55 . Q.……………………………………………………………………………………………….……………………………………………………………………………………………… Q.(1. Q. Was the duration of Classroom Induction Program sufficient? Yes No Q. How was the BPCL’s induction program please rate the following topics:. Who was the best speaker? Ans .Very Poor. 3.4.Very Good.Excellent).……………………………………………………………………………………………….7. 5.

56 . 2.com www. 6.com www.com Human Resources Management by C. 8. 7. www.com www. 4.google.hpcl.iocl. BPCL’s intranet. Employee of Infosys. 3.B.……………………………………………………………………………………………………… ……………………………………………………………………………………………………… ………… BIBLIOGRAPHY 1.gail.Memoria.com www. 5.citehr.