CEO: Mr.

Dharmendra Pradhan // Shashi Shanker

The ONGC Way: A career for posterity, not just a job

 Oil and Natural Gas Corporation Limited (ONGC) is a company with a global vision and
noble mission. It offers a diverse and exciting approach to human development which puts you
on the driver's seat and is therefore the best energy company to work for in India. Driving your
development and growth means that you have the exclusive opportunity for a 360 degree
learning from your peers and seniors through on-the-job experiences, which offers best-in-class
professional freedom.

 ONGC is the largest E&P company with a manpower of over 33,500 energy-soldiers (a
term coined for ONGCians by Hon’ble Prime Minister) dedicated to the common cause of Energy
Security of India, it can boast of having experts in the entire E&P business chain.

 Apart from a conducive atmosphere for growth, the company offers a remuneration
package that compares with the best in the Indian Industry in Cost-to-Company terms which
makes it the best PSU company to work with. It includes Basic pay, Variable Dearness
Allowance, 47% of Basic pay as Cafeteria Allowance, House Rent Allowance, Conveyance
Maintenance Reimbursement, Contributory Provident Fund unparalleled medical facilities for self
and dependents, Gratuity, Self-Contributory Post-Retirement Scheme, Composite Social Security
Scheme and soft loans, apart from a loaded Performance-Related-Pay.

 True to the ONGC Brand of being the best oil and gas company to work for in India, our
institution values commitment, dedication, integrity and sincerity. Right from the early stages,
employees are expected to leverage the professional freedom. Freedom to work and respect for
individual's opinion are the mantras that dominate day-to-day working of ONGC. Close working
relationship with peers & seniors, collaborative & supportive working ecosystem and informal
work culture are some of the facets of ONGC which makes it an exciting organization to work for.

 As a model employer, we provide generous social support system which not only
takes care of the employees but also their families.As our organization grows at a fast pace, we
invite you to join hands with us in our journey to even greater success and build a rewarding
career.
The Employee Engagement initiative at ONGC is all about creating the right conditions for all members of
the organization to give of their best each day, committed to their organization's goals and values,
motivated to contribute to organizational success, with an enhanced sense of their own well-being.
The HR policies and practices are reviewed at regular intervals taking cognizance of emerging realities.
Regular independent audits, both internal and external, gets carried out to gauge the level of employee
engagement and satisfaction. Wherever desired and warranted, expert advice from external agencies/
consultancies is solicited to ramp up our practices/ policies to best of industry standards. The company
has carried out independent audit/evaluation of HR policies. Frequent audits like ISO 9001:2008 Audit,
Internal Audit, External Audit by government agencies are carried out across the organization.
ONGC have an employee association that is recognized by management:
A. Executive Cadre: The Association of Scientific and Technical Officers (ASTO) has been recognized to
represent the issues related to the officers.
B. Non-Executive Cadre: Twelve recognized unions as under:
 1. ONGC (BOP) Karmachari Sanghatana, Mumbai

2. ONGC Workmens’ Association, Kolkata

3. Petroleum Employees Union, Chennai

4. Petroleum Employees Union, Karaikal

5. Petroleum Employees Union, Rajahmundry

6. Petroleum Mazdoor Sangh, Ahmedabad

7. ONGC Mazdoor Sangh, Ankleshwar

8. ONGC Employees Mazdoor Sabha, Baroda

9. ONGC Purbanchal Employees’Association Sivasagar

10. National Union of ONGC Employees, Dehradun

11. ONGC Workers Union, Agartala

12. Trade Union of ONGC Workers, Silchar. Besides above All India SC/ST Employees
Welfare Association and All India OBC/ MOBC are recognized by the Company.

ONGC has also created history with 6 of its employees successfully climbing the summit of Mount
Everest, thus joining the galaxy of few corporates globally achieving this feat. It is one-of-its-kind
of employee engagement initiative taken by ONGC during the FY’17. The team members were also
felicitated by the Hon’ble Minister of Petroleum and Natural Gas, Government of India.
In a unique Human Resource initiative, a homegrown team of amateurs from ONGC scales Mount
Everest to reach the top of the world. To know more about this unique HR initiative, visit Mount Everest
Expedition

Employees Welfare Committee, Bokaro organizes Diwali Bash 2017

Employees Welfare Committee, Bokaro organized ONGC Diwali Bash 2017 on 12 October 2017 to
celebrate the festival of lights among ONGC employees and their family members. This was the first
event to be organized by the newly constituted EWC body of CBM Asset, Bokaro. Under the table
guidance and continuous support from Asset Manager Mr. N. C. Pandey and Support Manager Mr. K. S.
Randhawa, EWC unit of Bokaro was constituted first time in CBM Asset, Bokaro in September 2017.
The event started with lighting lamp by Mr. Pandey and other senior officers of the asset. Speaking on the
occasion, Mr. Pandey wished everyone for Diwali and hoped for their healthy and prosperous life. He said
that festivals are good opportunities to engage employees in a proactive and incremental way, such
celebrations help in inter-departmental bonding and easy accessibility of all employees to senior
management and it is a very effective tool to motivate the employees towards achieving the
organizational goals. He also applauded EWC team for organizing efficiently such a mega event in short
span of time. Mr. Pandey also welcomed newly joined Graduate Trainees (GT’s) to the ONGC family and
urged the young brigade and all others present in the event to devote themselves to achieve their targets.

Ongoing Employee Engagement Activities at Western Offshore Basin,

Mumbai-2016
Under the guidance of ED-Basin Manager, Western Offshore Basin Mr. G C Katiyar, a series of initiatives
for employee relationship managementand benefit have been taken in Western Offshore Basin,
Mumbai, which is enlisted as below:
Online Doctor’s Appointment Booking System
A Medical Camp for eye and dental camp
Khadi for Nation, Khadi for Fashion

Employee engagement program at Mumbai-2015

With the objective of initiating a program on Employee Engagement, Team HR/ER of Western Offshore
Basin, Mumbai started a new program “Masti Ki Paathshala” exclusively dedicated to our young brigade
of officers who would be holding the baton of this prestigious organization in future. The idea was heartily
welcomed by ED-Basin Manager Mr. A.K. Dwivedi, whose support and patronage made the task of
organizing and executing the program a smooth affair.
The following activities were undertaken:

1. Instructional Design Game

2. Self Motivating talk

3. Emotional Management

4. Conflict Management

5. Team Building

6. Leadership

7. Storytelling

8. Motivation Job Satisfaction

Employee Engagement most relevant focus area for HR says CMD

PM Employee Engagement, the theme of the 24th HR Strategy Meet (HR/ER Meet), is more relevant
today than ever before in the light of ONGC having gone through a disturbing bout of turmoil and remorse
in recent times noted Mr.R.S.Sharma, CMD inaugurating a three-day HR Strategy Meet at the world's
largest Corporate Training centre at Infosys Campus, Mysore. The Chief Guest was Padma Vibhushan
Mr.N.R. Narayana Murthy, Chief Mentor and Chairman of Infosys.
Various other ways of Employment Engagement which ONGC have adopted:

Business Games
Business Games in ONGC are being conducted for executives annually since 2007 in order to hone their
managerial business acumen in the present competitive scenario.
The preliminary round of this three-tier exercise consists of On-line Business quiz held all over ONGC
simultaneously on SAP platform. Multidisciplinary teams consisting of four executives register for the quiz.
The preliminary round winners compete at the sectoral level through case study presentations and
business games. The winners of this round qualify for the finals of this event which comprises Business
Games, Business Quiz, and Case Study.

Fun Team Games

Fun Team Games (FTG) competitions for non-executives have been introduced during the year 2010-11
in ONGC to enhance Business Awareness among the Class III, IV & E0 level employees. The format of
the game involves the participation of groups of four multi-disciplinary members. The team emerging as
winners at sectoral level is awarded cash prizes while the final winners are felicitated by the CMD on
Republic day celebration, at ONGC Headquarter, Dehradun with a Group Award.
These competitions are aimed at inspiring Multi-disciplinary Team Spirit; inculcate employee camaraderie
and belongingness to the organization. The competition has been held at three levels, namely the
preliminary screening at work center level which involves On-line Business quiz held all over ONGC
simultaneously on SAP platform, followed by level-II competition and finally, the national level competition.
The level II competition involves team building exercise and the national level involves outbound exercise.
The national winner is awarded by CMD on republic day celebrations at Dehradun.
Driven by the futuristic vision of Director (HR) Mr. D.D. Misra, ‘Passion Unlimited’ is a unique HR Initiative
that provides ONGCians over 150 options to enroll as interests/passions (up to 3 per employee) and hone
them in collaboration and consultation with fellow ONGCians, beyond office hours.This HR initiative
benefits both – the employees and the organization and has set new milestones in employee
engagement.Under this first of its kind employee engagement program, the management maps passions
of ONGCians through ONGC Reports. To know more about ‘Passion Unlimited’, visit Live Your Passion
Skill Development is a vital component for Human Resource Development. ONGC has recognized this as
a strategic imperative and for implementing this strategy has set up centers of learning and research in its
various work-centers. All learning and development activities are being coordinated centrally by Corporate
HRD and ONGC Academy.
With this set-up, ONGC provides world class learning opportunities to all levels of executives in different
disciplines commencing with induction training for new graduate trainees, refresher trainings to middle
and senior level executives in technical, techno-managerial and managerial domains, certification
programmes, project management training and leadership development programmes through a planned
calendar of training programmes with pre-identified training partners. In addition to the calendar
programmes arranged in India, executives are also being nominated for a vast number of training
programmes, seminars and workshops organized in India and abroad.

 ONGC Academy: Executive Induction and Management Development Training and Nodal
Centre

 Institute of Drilling Technology: Certified Training on Drilling and Well Control

 Geo-data Processing & Interpretation Centre: Seismic Data Processing & Interpretation
and Seismic Software Development

 Institute of Reservoir Studies: Training on Reservoir Modeling & Management

 Institute of Safety Health & Environment Management: Safety Training

 Institute of Oil & Gas Production Technology: Training of Production Technology

 Institute of Engineering & Ocean Technology: Training on Geotechnical &Structural

Engineering

 School of Maintenance Practices: Certified training courses of Oil Field Equipment

maintenance

 RTIs: Training for Staff

The spectrum of training programmes on offer at the ONGC Academy

includes:-

 Graduate Trainee programmes

 Functional Training programmes

 Management Development programmes

 Quality Management programmes

  International Certification programmes

Assessment Development Center (ADC)

ADC is a tool to assess the individuals on identified competencies required for senior level critical
business positions. It can also be used as a developmental tool to identify and bridge the gaps between
the required and the existing competencies. ONGC is utilizing ADC as a strategic tool to identify potential
employees for future business leadership positions since 2003. The tools and techniques comprising a
range of exercises for evaluation are being devised on the basis of critical competencies, unique to
ONGC.
This initiative involves the following:-

 Selection of candidates based on `approved criteria.

 Identifications of competencies to be assessed

 Selection of tools and techniques required to measure the selected competencies

 Training of internal assessors.

 Assessment in Centers by a team of internal and external assessors.

 Submission of report and finalization of Individual development plans

In the year 2003 & 2004, ADC were conducted for key positions like Asset Managers and Basin Managers
for which services of M/s T V Rao Learning systems, one of the pioneers in Assessments in corporate
arena, and Prof. Indira Parikh of IIM, Ahmedabad, were engaged. Later-on the same was extended for
Chief of Services, Surface Manager and some other important new roles in subsequent years.
From the year 2009-10 onwards , the ADCs were further extended to the level of Deputy General
Managers ( DGM) so as to identify the prospective candidate in advance to gain time advantage and
compile repository of desired traits for our future key positions in terms of: areas of strength and areas of
development.
The tools and techniques for ADC evaluation are devised on the basis of critical competencies, unique to
ONGC. Evaluation is done by team of internal assessors of ONGC and external faculty/consultant. The
presence of the following 10 competencies are being assessed in the ADCs:-

 Strategic Orientation

 Managing Critical Partnerships

 Result Orientation

 Planning and Decision Making

 Problem Solving

 Influencing

 Team Leadership
  Developing Self

 Developing Others

 Personal Effectiveness

The participants are subjected to Psychometric tooll like Personality Profiling (PPA) done through the
Thomas Profiling Instrument.
At ONGC, we believe that learning is a never ending process. Company is willing to spend time, money
and resources for all its employees at various stages of their careers in order to help them to grow as a
professional and realize their full potential. Apart from providing functional and behavioral trainings to all
levels of employees, adequate exposure is given to employees through conferences, seminars, skill
building workshops, etc.
Strong emphasis is given on leadership development programs for executives at senior levels. In order to
assess the talent pool at senior level, executives are made to undergo Development Centers.
Developmental gaps identified through this process are mitigated through executive development
programs, job rotation and higher responsibilities

https://www.quora.com/How-was-your-ONGC-interview-experience
https://www.youtube.com/watch?v=Bf0V2cQDVwU
https://youtu.be/meoFIe8LY98

There are some Dos & Don’ts to follow when you appear for an interview. The same are listed below. Also, some frequently asked
questions with suggested answers are stated below.

1. Don't try to do anything unusual to impress the interviewers. (If you try to do something unusual, then it may look a bit odd and
may work against you.)

2. As the first impression definitely counts, dress well for all your interviews. Don't take dressing casually for any of the interviews.
Not even for the 2nd,3rd or ... th interview in a company.

3. Recommended dress code: Well ironed full sleeve shirt (preferably plain white or light), dark trousers, shoes. Short, trimmed hair.
For women, any conservative formal dress like Punjabi Dress is okay. (Dress for the job for which you are going to be interviewed. If
you are a software engineer and you are going for a marketing job, then dress like a marketing person.)

4. Give respect & importance to all panel members even if some of them are silent. Remember that all panel members give their
rating. Sometimes, the most silent or unimpressive person in a panel is the most important person. Only those people are selected
who are liked by the panel members. (Remember, out of many technically equal candidates, only those who are liked by panel
members are selected.)

5. PREPARE YOUR ANSWERS IN ADVANCE to these typical questions:

a. 'Tell us something about yourself': Tell only positive things about yourself in 10-20 sentences. Your education, experience,
something that you are good at... Make sure that whatever you say highlights those skills which are required for the job for which
you are being interviewed. Rehearse 5-10 times at home.

b. 'Tell us about key projects that you have executed': Make sure that you can explain 4-5 good projects well, including (1) What the
project was about,(2) Application (like Inventory control, Financial accounting, Device driver…),(3) Client name, (4) Industry, (5)
Technology, (6) Team size, (7) Your role,(8) YOUR contribution, (9) Challenges, (10) Highlights...(THIS IS THE MOST
IMPORTANT PART in any interview. So, prepare yourself well for this part.) Rehearse 5-10 times at home.

c. 'Why would you like to join our company?': Before going for an interview, Study the company's website well. Try to understand
what they do, How they are different, Read some latest press releases which are typically available on company websites. Based on
these, you will know what you find interesting about the company... You should know the following if you are going for a technical
interview (1) Company’s exact name (as many companies in the same business group have similar sounding names) (2)What are its
products & services? (3) Which products/services are of interest to you?

IF you are going for a marketing/finance… interview, then you should know (4) CEOs name (5) Names of prominent individuals, if
any, on the board of directors (6) Total Revenue (7) Profitability (8) Information stated in the latest press releases which are
typically available on company website (9)Competing companies………

d. 'Why do you want to leave your current company?': Have a logical answer for this. Don't say 'For better prospects' or 'For a higher
salary'. Talk more about the work content that you are looking for.

e. For each job-switch in the past, you should be able to give a 'logical reason for leaving and joining'. But, Don't criticize your
past/present company or boss.

f. For each gap in your education and job, you should have a justification.

g. 'On which technologies you would like to work?': You may like to ask them about the kind of technologies being used by the
company and then talk about which technologies would interest you and why?

h. 'What kind of role are you looking for?': You may like to ask them about the kind of roles available and then talk about which roles
would interest you and why?

i. 'What are your strengths?': Indicate your strengths keeping in mind the job for which you are being interviewed.

j. 'What are your weaknesses?': Indicate a weakness which will not come in the way of the job for which you are being interviewed.
(Like: I am a bit emotional compared to my friends.)

k. Don't say anything negative about yourself in the interview.

l. 'How much salary do you expect?': Be reasonable when you quote the figure.Neither quote a low figure nor a very high figure. OR,
just say 'as per your company standards'.

m. Prepare well for tests by giving free tests available on the net.

n. What do you see yourself doing after 5 years?

This is normally asked to know the following:

Are you clear about your career plans & career direction?

or Are you a directionless person?

If you are a directionless person then your interviewer may not like it.

If you are a person with a direction then he would like to know if your plans match with what his company can offer you in the next 5
years. If there is a substantial mismatch then you may not be offered the job.

Normally, when somebody is employed, we would like him to be with our company for a long period unless we don’t like him/ his
work.

So, if you say ‘I want to go for post-graduation in the next year’ or ‘I want to start my own business after 2 years’ or if a girl says ‘I am
planning to get married in the next year.’……….., then the interviewer may reject you as the interviewer would like you to be with the
company for a long period and not just for 1–2 years. Employees start producing substantial results only after 1–2 years and so
interviewers would like you to be with the company for a much longer period than just 1–2 years.

(‘I am planning to get married in the next year.’ can mean that she may have to relocate and so may leave because of that reason.)

Please note that employment is almost like a marriage. It is intended to be for a long term.

If you start talking about divorce (=leaving) for whatever reasons even before getting married, then the interviewer would not feel
comfortable with your selection.
Your answer to this question could be on these lines: “As I see it, I should be a team leader in 2–3 years handling larger projects, and
may be a manager leading a larger team in 5–6 years.”. Say whatever is reasonably logical.

If you say that you would like to be the General Manager or CEO in 5–6 years, then the interviewer would feel that you are a dreamer
with unrealistic expectations. If you give this impression then the interviewer may not select you.

(In reality, you may get quick promotions if your on-the-job-performance is very good. But, don’t sound unrealistic/ immature
during interviews.)

Oil and Natural Gas Corporation most rich PSU of India. Here find Top 10 ONGC
Interview Questions with their most suitable answers for ONGC Interview
1. What do you know about ONGC?
Ans: Oil and Natural Gas Corporation Limited (ONGC) is an Indian multinational oil and
gas company headquartered in Dehradun, Uttarakhand, India. It is a Public Sector
Undertaking (PSU) of the Government of India, under the administrative control of the
Ministry of Petroleum and Natural Gas. It is India’s largest oil and gas exploration and
production company. It produces around 77% of India’s crude oil (equivalent to around
30% of the country’s total demand) and around 62% of its natural gas.t is involved in
exploring for and exploiting hydrocarbons in 26 sedimentary basins of India. Maharatna
ONGC is the largest producer of crude oil and natural gas in India, contributing around
70 per cent of Indian domestic production. The crude oil is the raw material used by
downstream companies like IOC, BPCL, HPCL to produce petroleum products like
Petrol, Diesel, Kerosene, Naphtha, and Cooking Gas-LPG.

2. Where is the company headquarter?

Ans: ONGC is headquartered in Dehradun, Uttarakhand, India. Properly addressed at
Tel Bhavan, Dehradun, Uttarakhand, India.

3. When this company was established?

Ans: After the formation of the Oil and Natural Gas Directorate, it became apparent that
it would not be possible for the Directorate with its limited financial and administrative
powers as subordinate office of the Government, to function efficiently. So in August 14,
1956, ONGC was founded by Government of India.

4. Who is current MD/Chairman of this company?

Ans: Dinesh K Sarraf is the Chairman & Managing Director of Oil and Natural Gas
Corporation Ltd (ONGC), India’s most valuable Maharatna public sector enterprise and
one of the premier E&P companies in the world.

5. What was the company revenue and profit last year?

ANs: The total revenue of ONGC of financial year 2015-16 was ₹139,364.35 crore
(US$22 billion).
The profits in the same year was ₹14,300.93 crore (US$2.2 billion).
 6. What are the products/services offered by this company?
Ans: ONGC is India’s largest oil and gas exploration and production company. It
produces around 77% of India’s crude oil (equivalent to around 30% of the country’s
total demand) and around 62% of its natural gas. The products sold are Petroleum,
natural gas, and other petrochemicals.

7. Under which ministry of central government this company

function?
Ans: ONGC works under Ministry of petroleum and natural gas.

8. Who are competitors of this company?

Ans: The competitors of ONGC are GAIL, Cairn India, Petro net LNG, Oil India and IGL.

9. Where are the manufacturing units of this company located?

Ans: The major manufacturing units of ONGC are situates in the following places:
1.Mumbai High Asset, Mumbai
2.Neelam & Heera Asset, Mumbai
3.Bassein & Satellite Asset, Mumbai
4.Uran Plant, Uran
5.Hazira Plant, Hazira
6.Ahmedabad Asset, Ahmedabad
7.Ankleshwar Asset, Mehsana
8.Mehsana Asset, Mehsana
9.Rajamundry Asset, Rajamundry
10. Karaikal Asset, Karaikal
11. Assam Asset, Nazira
12. Tripura Asset, Agartala

10. Why was this company in news in recent times?

Ans: The Company was in the recent news because ONGC has sought to do away with
conducting public hearing meetings for its next project of drilling 21 exploratory wells in
Ariyalur, Thanjavur, Tiruvarur, and Nagapattinam districts.

Prepare for ONGC and other PSU Interviews with PSU Officers

Learn the Interview Tricks & Crack PSU Job Interviews with Confidence
 What does leadership mean to you?
Inspire
 What is your management mantra?
Resilience and persistence will pay-off, you are running a marathon.

 What are the key priorities for your team?

Personal development
Diversity
Growth Mindset
 How do you see the telecom industry evolving in the next 5 to 10 years?
Will converge into other industries.
 How can each one of us make a difference in our work place?
Add value in others in return it adds value to you.

 How would you describe yourself in one word?

Catalyst
 How do you balance your professional and personal life?
Not missing both
 What are your hobbies?
Painting
 Tell us about your family.
Wife and one son. Son is in 7th Grade

 Creates, maintains and updates personnel files in complying with the

Egyptian Labor and University laws.

 Deals with governmental External offices such as Labor, Social

insurance offices etc.

 Handles UK Staff work permit procedures, Visas and issue regular

reports as required.

 Handles all related staff social insurance procedures and issue regular
reports as required.
  Supervises and revises Labor certificates / Labor forms, Social
insurance forms / Social insurance letters, Medical insurance Procedures.

 Creates, maintains and updates staff records on the HR data base and
issue regular reports as required.

 Handles staff attendance system and report as appropriate.

 Reply to all staff inquires.

 Helps in Monthly payroll reports

Managing all the people in an organization is the job of a personnel manager, therefore,
read the personnel manager job description to understand more about this profession.
This profession can also be referred by the title of human resources manager.
The word personnel means people. The personnel manager is the one who manages all
the people in an office. They have to look after all the professional doubts and queries
that they might have. They attend to the new employees and the existing ones.
For new employees, they help them get adjusted in their new jobs. They introduce them
to other employees, and induct them into the company by explaining to them all the
rules and regulation of the company. If the new employees are to undergo any training,
the manager will arrange for the training. The new employees are also given
identification cards and other important documents by the manager. These are the
duties of the personnel manager regarding new employees according to the personnel
manager job description.
For old employees, the personnel manager looks into all the complaints they might have
with the organization. The personnel managers design an internal complaint system
through which the employees can make complaints. They look into all the complaints
and solve them at the earliest. They also have the authority to reprimand any employee
who is found breaking any rule.
Personnel managers have access to all the data regarding employees. Even the leave
applications have to be approved by them. Any employee wanting help in resolving any
internal issues approach them. They have to maintain confidentiality of the
complainant, and have carry out separate investigations about the authenticity of the
complaint. The personnel manager is the only person to whom one can even compliant
about the highest authority in the organization.
Another important task handed to the personnel manager is of hiring talent for the
company. They have to search for candidates and call them in for an interview. In the
interview, they have to select the best candidate and hire them for the company. They
negotiate salaries with them. They also have to ensure that the employee stays in the
company for a long time.
The personnel manager job description goes even beyond the duties stated above. Given
below are details that about their duties, their education and the advancing
opportunities.
Duties and responsibilities of a personnel manager:

 Personnel managers handle all the employees in a company

 They are like a bridge between the management and the staff and should
help them both communicate with each other

 They in consultation with the senior management, have to formulate all

the company policies and implement them

 They have to inform all the employees about the policy changes

 They have to handle all the complaints made by the employees and have to
look into all the complaints in an impartial manner

 They have to design programs and events that will boost employee morale
and in turn increase productivity

 They have to hire employees for the company and they have to arrange for
their orientation and training

 They also have to oversee all the employee terminations

 They have to solve all salary related queries and hand out the paychecks to
the employees

 Personnel managers have to keep records of all the personnel

 They have to manage all the employees in their departments and have to
report all the major happenings in the company to the management

 They also have to look into all the legal matters of the company

Personnel managers are held in high regard in an organization. Their work ensures that
all the departments and the employees are functioning well. However, to be able to
handle all this, lots of education is required which is not cheap. Fortunately, the salary
drawn by a personnel manager more than makes up for the expensive education.
Educational requirements in becoming a personnel manager
  Nothing less than a master's degree in human resources or business
administration

 Good experience working at a junior level post in the personnel or human

resources department

Career Advancement
Personnel managers are well poised to enter the top brass of management. With
consistent hard work, they can also find themselves in the company's board.
The personnel manager job description is to manage all the personnel in the company.
They are one of the most important people in the company as they ensure that company
runs smoothly. The employees also trust them as they liaise between them and the
management.

 Why do you want to join ONGC and not a private company?

 What will you do if you are not selected for ONGC?
 Why do you want to work at ONGC?
 Who is chairman of ONGC?
 Tell me something about ONGC.
 Tell me five things that you like about India.
 Tell me something about yourself.
 Which assets of yours will be beneficial for ONGC?
 What are your favorite subjects?
 Do you know the price of an ONGC share?
 Do you have any problem with relocation?
 Why not a private job?
 State two advantages and two disadvantages of a government
job.
 Is our country oil deprived?
 What is the current share price of ONGC?

Role of Personnel Manager

Personnel manager is the head of personnel department. He performs both managerial and operative
functions of management. His role can be summarized as :
 1. Personnel manager provides assistance to top management- The top management are
the people who decide and frame the primary policies of the concern. All kinds of policies related
to personnel or workforce can be framed out effectively by the personnel manager.

2. He advices the line manager as a staff specialist- Personnel manager acts like a staff
advisor and assists the line managers in dealing with various personnel matters.

3. As a counsellor,- As a counsellor, personnel manager attends problems and grievances

of employees and guides them. He tries to solve them in best of his capacity.

4. Personnel manager acts as a mediator- He is a linking pin between management and

workers.

5. He acts as a spokesman- Since he is in direct contact with the employees, he is required

to act as representative of organization in committees appointed by government. He represents
company in training programmes.

Functions of Personnel Management

Follwoing are the four functions of Personnel Management:

1. Manpower Planning

2. Recruitment

3. Selection

4. Training and Development

Manpower Planning which is also called as Human Resource Planning consists of putting right number of
people, right kind of people at the right place, right time, doing the right things for which they are suited for
the achievement of goals of the organization. Human Resource Planning has got an important place in
the arena of industrialization. Human Resource Planning has to be a systems approach and is carried out
in a set procedure. The procedure is as follows:

1. Analysing the current manpower inventory

2. Making future manpower forecasts

3. Developing employment programmes

4. Design training programmes

Steps in Manpower Planning

1. Analysing the current manpower inventory-Before a manager makes forecast of future
manpower, the current manpower status has to be analysed. For this the following things
have to be noted-

 Type of organization

 Number of departments

 Number and quantity of such departments

 Employees in these work units

Once these factors are registered by a manager, he goes for the future forecasting.

2. Making future manpower forecasts- Once the factors affecting the future manpower
forecasts are known, planning can be done for the future manpower requirements in several work
units.

The Manpower forecasting techniques commonly employed by the organizations are as follows:

i. Expert Forecasts: This includes informal decisions, formal expert surveys and
Delphi technique.

ii. Trend Analysis: Manpower needs can be projected through extrapolation

(projecting past trends), indexation (using base year as basis), and statistical analysis
(central tendency measure).

iii. Work Load Analysis: It is dependent upon the nature of work load in a
department, in a branch or in a division.

iv. Work Force Analysis: Whenever production and time period has to be
analysed, due allowances have to be made for getting net manpower requirements.

v. Other methods: Several Mathematical models, with the aid of computers are
used to forecast manpower needs, like budget and planning analysis, regression, new
venture analysis.

3. Developing employment programmes- Once the current inventory is compared with

future forecasts, the employment programmes can be framed and developed accordingly, which
will include recruitment, selection procedures and placement plans.

4. Design training programmes- These will be based upon extent of diversification,

expansion plans, development programmes,etc. Training programmes depend upon the extent of
improvement in technology and advancement to take place. It is also done to improve upon the
skills, capabilities, knowledge of the workers.
Importance of Manpower Planning

1. Key to managerial functions- The four managerial functions, i.e., planning, organizing,
directing and controlling are based upon the manpower. Human resources help in the
implementation of all these managerial activities. Therefore, staffing becomes a key to all
managerial functions.

2. Efficient utilization- Efficient management of personnels becomes an important function

in the industrialization world of today. Seting of large scale enterprises require management of
large scale manpower. It can be effectively done through staffing function.

3. Motivation- Staffing function not only includes putting right men on right job, but it also
comprises of motivational programmes, i.e., incentive plans to be framed for further participation
and employment of employees in a concern. Therefore, all types of incentive plans becomes an
integral part of staffing function.

4. Better human relations- A concern can stabilize itself if human relations develop and
are strong. Human relations become strong trough effective control, clear communication,
effective supervision and leadership in a concern. Staffing function also looks after training and
development of the work force which leads to co-operation and better human relations.

5. Higher productivity- Productivity level increases when resources are utilized in best
possible manner. higher productivity is a result of minimum wastage of time, money, efforts and
energies. This is possible through the staffing and it's related activities ( Performance appraisal,
training and development, remuneration)

Need of Manpower Planning

Manpower Planning is a two-phased process because manpower planning not only analyses the current
human resources but also makes manpower forecasts and thereby draw employment programmes.
Manpower Planning is advantageous to firm in following manner:

1. Shortages and surpluses can be identified so that quick action can be taken wherever
required.

2. All the recruitment and selection programmes are based on manpower planning.

3. It also helps to reduce the labour cost as excess staff can be identified and thereby
overstaffing can be avoided.

4. It also helps to identify the available talents in a concern and accordingly training
programmes can be chalked out to develop those talents.

5. It helps in growth and diversification of business. Through manpower planning, human

resources can be readily available and they can be utilized in best manner.
 6. It helps the organization to realize the importance of manpower management which
ultimately helps in the stability of a concern.

Recruitment is of 2 types

1. Internal Recruitment - is a recruitment which takes place within the concern or

organization. Internal sources of recruitment are readily available to an organization. Internal
sources are primarily three - Transfers, promotions and Re-employment of ex-employees.

Internal recruitment may lead to increase in employee’s productivity as their motivation level
increases. It also saves time, money and efforts. But a drawback of internal recruitment is that it
refrains the organization from new blood. Also, not all the manpower requirements can be met
through internal recruitment. Hiring from outside has to be done.

Internal sources are primarily 3

a. Transfers

b. Promotions (through Internal Job Postings) and

c. Re-employment of ex-employees - Re-employment of ex-employees is one of

the internal sources of recruitment in which employees can be invited and appointed to fill
vacancies in the concern. There are situations when ex-employees provide unsolicited
applications also.

2. External Recruitment - External sources of recruitment have to be solicited from outside

the organization. External sources are external to a concern. But it involves lot of time and
money. The external sources of recruitment include - Employment at factory gate,
advertisements, employment exchanges, employment agencies, educational institutes, labour
contractors, recommendations etc.

a. Employment at Factory Level - This a source of external recruitment in which

the applications for vacancies are presented on bulletin boards outside the Factory or at
the Gate. This kind of recruitment is applicable generally where factory workers are to be
appointed. There are people who keep on soliciting jobs from one place to another.
These applicants are called as unsolicited applicants. These types of workers apply on
their own for their job. For this kind of recruitment workers have a tendency to shift from
one factory to another and therefore they are called as “badli” workers.

b. Advertisement - It is an external source which has got an important place in

recruitment procedure. The biggest advantage of advertisement is that it covers a wide
area of market and scattered applicants can get information from advertisements.
Medium used is Newspapers and Television.

c. Employment Exchanges - There are certain Employment exchanges which are

run by government. Most of the government undertakings and concerns employ people
 through such exchanges. Now-a-days recruitment in government agencies has become
compulsory through employment exchange.

d. Employment Agencies - There are certain professional organizations which

look towards recruitment and employment of people, i.e. these private agencies run by
private individuals supply required manpower to needy concerns.

e. Educational Institutions - There are certain professional Institutions which

serves as an external source for recruiting fresh graduates from these institutes. This kind
of recruitment done through such educational institutions, is called as Campus
Recruitment. They have special recruitment cells which helps in providing jobs to fresh
candidates.

f. Recommendations - There are certain people who have experience in a

particular area. They enjoy goodwill and a stand in the company. There are certain
vacancies which are filled by recommendations of such people. The biggest drawback of
this source is that the company has to rely totally on such people which can later on
prove to be inefficient.

g. Labour Contractors - These are the specialist people who supply manpower to
the Factory or Manufacturing plants. Through these contractors, workers are appointed
on contract basis, i.e. for a particular time period. Under conditions when these
contractors leave the organization, such people who are appointed have to also leave the
concern.

Employee Selection is the process of putting right men on right job. It is a procedure of matching
organizational requirements with the skills and qualifications of people. Effective selection can be done
only when there is effective matching. By selecting best candidate for the required job, the organization
will get quality performance of employees. Moreover, organization will face less of absenteeism and
employee turnover problems. By selecting right candidate for the required job, organization will also save
time and money. Proper screening of candidates takes place during selection procedure. All the potential
candidates who apply for the given job are tested.

But selection must be differentiated from recruitment, though these are two phases of employment
process. Recruitment is considered to be a positive process as it motivates more of candidates to apply
for the job. It creates a pool of applicants. It is just sourcing of data. While selection is a negative process
as the inappropriate candidates are rejected here. Recruitment precedes selection in staffing process.
Selection involves choosing the best candidate with best abilities, skills and knowledge for the required
job.

The Employee selection Process takes place in following order-

1. Preliminary Interviews- It is used to eliminate those candidates who do not meet the
minimum eligiblity criteria laid down by the organization. The skills, academic and family
background, competencies and interests of the candidate are examined during preliminary
interview. Preliminary interviews are less formalized and planned than the final interviews. The
candidates are given a brief up about the company and the job profile; and it is also examined
how much the candidate knows about the company. Preliminary interviews are also called
screening interviews.
 2. Application blanks- The candidates who clear the preliminary interview are required to
fill application blank. It contains data record of the candidates such as details about age,
qualifications, reason for leaving previous job, experience, etc.

3. Written Tests- Various written tests conducted during selection procedure are aptitude
test, intelligence test, reasoning test, personality test, etc. These tests are used to objectively
assess the potential candidate. They should not be biased.

4. Employment Interviews- It is a one to one interaction between the interviewer and the
potential candidate. It is used to find whether the candidate is best suited for the required job or
not. But such interviews consume time and money both. Moreover the competencies of the
candidate cannot be judged. Such interviews may be biased at times. Such interviews should be
conducted properly. No distractions should be there in room. There should be an honest
communication between candidate and interviewer.

5. Medical examination- Medical tests are conducted to ensure physical fitness of the
potential employee. It will decrease chances of employee absenteeism.

6. Appointment Letter- A reference check is made about the candidate selected and then
finally he is appointed by giving a formal appointment letter.

Training of employees takes place after orientation takes place. Training is the process of enhancing the
skills, capabilities and knowledge of employees for doing a particular job. Training process moulds the
thinking of employees and leads to quality performance of employees. It is continuous and never ending
in nature.

Importance of Training
Training is crucial for organizational development and success. It is fruitful to both employers and
employees of an organization. An employee will become more efficient and productive if he is trained well.

Training is given on four basic grounds:

1. New candidates who join an organization are given training. This training familiarize them
with the organizational mission, vision, rules and regulations and the working conditions.

2. The existing employees are trained to refresh and enhance their knowledge.

3. If any updations and amendments take place in technology, training is given to cope up
with those changes. For instance, purchasing a new equipment, changes in technique of
production, computer implantment. The employees are trained about use of new equipments and
work methods.

4. When promotion and career growth becomes important. Training is given so that
employees are prepared to share the responsibilities of the higher level job.
The benefits of training can be summed up as:

1. Improves morale of employees- Training helps the employee to get job security and job
satisfaction. The more satisfied the employee is and the greater is his morale, the more he will
contribute to organizational success and the lesser will be employee absenteeism and turnover.

2. Less supervision- A well trained employee will be well acquainted with the job and will
need less of supervision. Thus, there will be less wastage of time and efforts.

3. Fewer accidents- Errors are likely to occur if the employees lack knowledge and skills
required for doing a particular job. The more trained an employee is, the less are the chances of
committing accidents in job and the more proficient the employee becomes.

4. Chances of promotion- Employees acquire skills and efficiency during training. They
become more eligible for promotion. They become an asset for the organization.

5. Increased productivity- Training improves efficiency and productivity of employees. Well

trained employees show both quantity and quality performance. There is less wastage of time,
money and resources if employees are properly trained.

Ways/Methods of Training
Training is generally imparted in two ways:

1. On the job training- On the job training methods are those which are given to the
employees within the everyday working of a concern. It is a simple and cost-effective training
method. The inproficient as well as semi- proficient employees can be well trained by using such
training method. The employees are trained in actual working scenario. The motto of such training
is “learning by doing.” Instances of such on-job training methods are job-rotation, coaching,
temporary promotions, etc.

2. Off the job training- Off the job training methods are those in which training is provided
away from the actual working condition. It is generally used in case of new employees. Instances
of off the job training methods are workshops, seminars, conferences, etc. Such method is costly
and is effective if and only if large number of employees have to be trained within a short time
period. Off the job training is also called as vestibule training,i.e., the employees are trained in a
separate area( may be a hall, entrance, reception area,etc. known as a vestibule) where the
actual working conditions are duplicated.

Following are the elements of Personnel Management:

1. Organization- Organization is said to be the framework of many activities taking place in

view of goals available in a concern. An organization can be called as a physical framework of
various interrelated activities. Right from manpower planning to employees’ maintainance, all
activities take place within this framework. The nature of the organization is dependent upon it’s
goal. The business concern goal being profit- making. Clubs, hospitals, schools,etc. their goal
being service. The objective of consultancy being providing sound advice. Therefore, it is
organizational structure on which the achievement of goals of an enterprise depends upon. In
personnel management, a manager has therefore to understand the importance of organizational
structure.

2. Job- The second element, i.e., jobs tell us the activities to be performed in the
organization. It is said that the goals of an enterprise can be achieved only through the functional
department in it. Therefore, seeing the size of organization today, the nature of activities are
changing. In addition to the three primary departments, personnel and research department are
new additions. Various types of jobs available are :

a. Physical jobs

b. Creative jobs

c. Proficiency jobs

d. Intellectual jobs

e. Consultancy jobs

f. Technical jobs

3. People- The last and foremost element in personnel management is people. In a

organizational structure, where the main aim is to achieve the goals, the presence of manpower
becomes vital. Therefore, in order to achieve departmental goals, different kinds of people with
different skills are appointed. People form the most important element because :

a. The organizational structure is meaningless without it.

b. It helps to achieve the goals of the enterprise.

c. It helps in manning the functional areas.

d. It helps in achieving the functional departmental goals.

e. They make a concern operational.

f. They give life to a physical organization.

The different types of people which are generally required in a concern are :

g. Physically fit people

h. Creative people

i. Intellectuals
 j. Technical people

k. Proficient and skilled people

In personnel management, a personnel manager has to understand the relationship of the three elements
and their importance in organization. He has to understand basically three relationships: -

i. Relationship between organization and job

ii. Relationship between job and people

iii. Relationship between people and organization.

Relationship between organization and job helps making a job effective and significant. Relationship
between job and people makes the job itself important. Relationship between people and organization
gives due importance to organizational structure and the role of people in it.