About Ongc


ONGC ranks as the Numero Uno Oil & Gas Exploration & Production (E&P) Company in Asia, as per Platt¶s 250 Global Energy Companies List for the year 2007. ONGC ranks 23rd Leading Global Energy Major amongst the ³Top 250 Energy Majors of the World in the Platt¶s List´ based on outstanding performance in respect of Assets, Revenues, Profits and Return on Invested Capital (RIOC) for the year 2007. ONGC is the only Company from India in the Fortune Magazine¶s list of the World¶s Most Admired Companies 2007. ONGC is 9th position in the Industry of Mining, crude oil production.

A) O.N.G.C LTD is perceived to be the leader in oil production industry. B) O.N.G.C has a very efficient and professional management team. C) O.N.G.C being an international company has sufficient resources and capital to invest. D) O.N.G.C has ISO-9001 & ISO 14001 registration.

A) O.N.G.C facing difficulties to produce oil from aging reservoirs.

A) Energy utilization of buried coal resource (700 -1700M), estimated 63BT ± Equivalent to 15000BCM. B) O.N.G.C facing difficulties to produce oil from aging reservoirs.

A) Security of personnel & property especially crude oil continues to be a cause of concern in certain area. B) In some exploration Campaign Company involves high technology, high technology, High investment and high risk

HR Vision, Mission & Objectives HR Vision "To attain organizational excellence by developing and inspiring the true potential of company¶s human capital and providing opportunities for growth, well being and enrichment". HR Mission "To create a value and knowledge based organization by inculcating a culture of learning, innovation & team working and aligning business priorities with

responsive and competent human capital".aspiration of employees leading to development of an empowered. HR Objectives To develop and sustain core values To develop business leaders for tomorrow To provide job contentment through empowerment. innovation and enthusiasm To enhance the quality of life of employees and their family To inculcate high understanding of 'Service' to a greater cause HR Strategy To meet challenging demands of the business environment. opportunities for growth and providing challenges in the job To foster a climate of creativity. opportunities for growth and providing . accountability and responsibility To build and upgrade competencies through virtual learning. focus of the HR Strategy is on change of the employees' µmindset¶ Building quality culture and resources Re-engineering and redeployment for maximizing utilisation of HR potential To build and upgrade competencies through virtual learning.

trust and respect Inculcating a spirit of learning & enjoying challenges Developing Human Resource through virtual learning. providing opportunities for growth.challenges in the job Re-strengthening mutual faith. HR Parameters of MoU for 2000-2001 Transformation of ONGC-HR as facilitator and Change Agent for Pilot   Implementation at WRBC ERP for HR-Project SHRAMIK Training and development Action Plan and Implementation for achieving HR mission and objectives . to systematically and scientifically evaluate effectiveness of HR Systems. inculcating involvement and exposure to benchmarking in performance Role Of HR Alignment of HR vision with corporate vision Shift from support group to strategic partner in business operations HR as a change agent Enhance productivity and performance by developing employee competency and potential Developing professional attitude and approach Developing µGlobal Managers for tomorrow to ensure the role of global players Measuring HR Performance HR Parameters have been incorporated in the MOU by ONGC since 1994-95. which enables and facilitates time bound initiatives.

Roll out of Succession Planning Model for identified key positions HR audit IR for enhancing efficiency and productivity Introducing the concepts of mentoring and knowledge management Conducting a Climate Survey to identify areas for OD interventions A Motivated Team HR policies at ONGC revolve around the basic tenet of creating a highly motivated. The Company cares for each & every employee and has in-built systems to recognise & reward them periodically. vibrant & self-driven team. with a view to enhance productivity Transforming The Organization . In order to keep its employees motivated the company has incorporated schemes such asReward and Recognition Scheme. Grievance Handling Schemean d Suggestion Scheme Incentive Schemes to Enhance Productivity Productivity Honorarium Scheme Job Incentive Quarterly Incentive Reserve Establishment Honorarium Roll out of Succession Planning Model for identified key positions Group Incentives for cohesive team working. Motivation plays an important role in HR Development.

Exclusive workshops and interactions/brainstorming sessions are organized to facilitate involvement of employees in this project. In fact. ONGC has been one of the few organizations where this method has been implemented. they are provided with an Informative. Project Shramik To move towards world-class systems. Associative and Administrative forum for interactive participation and for fostering an innovative culture. a project for integrated System of Human Resource Automated Management Information for KAIZEN (SHRAMIK) based on software platform SAP R/3 has been launched which is an attempt to address key issues in HRM through comprehensive process re-engineering and remodelling of HR functions.ONGC has undertaken an organization transformation exercise in which HR has taken a lead role as a change agent by evolving a communication strategy to ensure involvement and participation among employees in various work centers. . By enabling workers to participate in management. Participative Culture Policies and policy makers at ONGC have always had the interests of the large and multi-disciplined workforce at heart and have been aware of the nuances and significance of cordial Industrial Relations. Consultative. It has had a positive impact on the overall operations since it has led to enhanced efficiency and productivity and reduced wastages and costs. processes and practices.

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