HR Process & Policy Study Indian Oil Corporation Limited

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1. HR PROCESS & POLICY STUDY INDIAN OIL CORPORATION LIMITED Group 4
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2. About the Company State-owned oil and gas corporation, founded in 1964 The Central
govt./State govt. hold 78.92% stake in the company Indian Oil Corporation Ltd is one of the Maharatna
Company of India The largest commercial enterprise in India, ranking 96th in the list of global Fortune 500
companies in the world Operates 10 out of every 18 refneries in India Chairman Ashok Balasubramaniam
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3. Organization Structure (Business Verticals / Regions) Chairman of the Board (Ashok
Balasubramaniam) Refneries Division Digboi, Guwahati, Barauni, Gujarat, Mathura etc. Pipeline Division
Safety, health and Environment Finance Division Marketing Division Eastern Region Western Region Southern
Region Northern Region Human Resource Division Research & Development Energy and Sustainable
Development LubeTechnology R&D center
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4. Organization Structure (Business Verticals / Regions) Eastern Region West Bengal Office Bihar
State Office Orissa State Office Division Office Bhubaneshwar Sambalpur Supply Points Terminal Depot
Northeast Office
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5. HR Functions Training Interactive sessions with employees to promote interpersonal
efectiveness and bring down barriers to communication Motivational work groups, discussion forums
Appraisal and Reward system Recruitment
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6. Talent Acquisition (Recruitment & Selection) IOCL follows a mix of open and campus recruitment
For open recruitment advertisements are published in leading national dailies For campus recruitment, Indian
Oil visits the IITs, NITs and other reputed technical institutes of the country After 2010, IOCL stopped
conducting its own exam and start considering GATE scores
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7. Talent Acquisition (Recruitment & Selection) WrittenTest Group Discussion / Group Task Personal
Interview (2 + 1) Selection procedure through GATE score.
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8. Talent Management (Performance, Career & Competence Management) Implementation of nonmonetary and monetary rewards for enhancing corporate and individual performance Exercises in employer
branding Improved recruitment policy to attract the best talent Intra and inter-function job rotation
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9. Talent Management (Performance, Career & Competence Management) Challenging assignments
Inter-region and inter-division postings for pan-Indian experience Implementation of online performance
management system since 2005-06 Programs for mentoring to retain talent
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10. Learning & Development IOCL lays strong emphasis on training and motivating to keep its
workforce constantly engaged The learning services IOCL ofer are on a select basis to managers from the
industry on national and international basis Indian Oil in 1995 set up the Indian Oil Institute of Petroleum
Management (IIPM) as an apex centre for learning IIPM also ofers a 1-year MBA programme in Petroleum
Management IOCL conducts discipline-specifc training workshops from time-to- time so that employees can
constantly upgrade competencies and strengthen individual capacities for organizational efectiveness
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11. Total Rewards (Compensation & Benefts) 3 Categories of Employees Board level executives,
below board level executives, workmen Well defned pay structure for each category Compensation structure
consists of: Basic Pay & DA Accommodation Facilities Perquisites and Allowances Performance related
payments Superannuation Benefts
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12. Total Rewards (Compensation & Benefts) Car purchase advance immediately after induction
training - Rs 2.65 lakh (@ nominal interest of 2.5%) Computer and furniture at home House-building
advance after 5 years of service - Rs 12 lakh (@ nominal 5% interest). Insurance coverage for house is also
provided at nominal 0.5% Almost unlimited medical benefts and nomination facility at best of the hospitals
across the country for self and dependents Opportunity to avail of full fee reimbursement (up to Rs 3 lakh) for
part- time MBA programme at best of the institutes in India Individual performance-based incentives

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13. BENEFITS AND SERVICES One reason for high level of commitment among IOCL employee is
the way they treat every individual family as a part of the whole IOCL family The employee can be posted to
any location and IOCL ofers best quality of life through all amenities From education of children to health care
of parents everything is provided by IOCL to its employees Life-time medical care: Post-retirement medical
benefts
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14. Talent Retention (Employee Engagement Initiatives) Sport activities Club facilities Article
writing competition Recognition in annual magazines
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15. Unique HR Practices e-Sambandh Electronic Performance Management System (e-PMS) for
PerformanceAppraisal Women in Public Sector (WIPS) Cell. First company to take GATE scores for
recruitment to attract bright talent In-house training via IIPM
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16. Comparison of HR Practices with Industry Best Practices in the region Main Focus IOCL Reliance
Petrochemicals Recruitment Recruitment policy doesn't consider age as an important factor Reservation
Prefers young talents to build an efficient workforce in future No reservations Remuneration Pay scales,
allowances are governed by Dept. of Public Enterprise (GOI) Depends on the performance, responsibility and
accountability of the employee Appraisal System Have guidelines set to recognize the employees Have special
committee to ensure efficient delivery of HR services to employees
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17. Gaps & Recommendation More autonomy to HR department Lack of motivation for high
performance due to fxed compensation by the Government Diminish the process of favoritism to bring the
best talent
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18. Project Methodology Contact Name & Coordinates of the concern HR Person with Designation
Vivek Mishra HR Coordinator, Indian Oil Corporation Limited Kolkata (West Bengal) Email ID:
dvivekmishra@iocl.in
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19. References https://www.iocl.com/Peoplecareers/Recruitment.aspx
https://www.iocl.com/aboutus/NewsDetail.aspx?NewsID=15563&tID =7 http://www.theofficialboard.com/orgchart/indian-oil http://www.employerbrandingawards.com/award-winner-2012- mumbai.html
http://economictimes.indiatimes.com/directorsreport.cms?company id=11924&year=2008