• ONGC supplies crude oil, natural gas, and value-added products to

major Indian oil and gas refining and marketing companies. Its
primary products crude oil and natural gas are for the Indian market
• As on 31 March 2017, the company has 33,600 employees, out of
which 2,208 are women (6.57%) and 245 are employees with
disabilities (0.73%).
• DIFFERENT WORKING CONDITION
• Employee are working in different set-ups; at the drill sites where days
ON/OFF patternis prevalent and the officers and staff 8 hours duty at
base office where apart from normal officehours some services like
radio communication etc. are round the clock jobs . The work force
isapproximately 200 with about 135 Officers and Remaining Staff.
• ORGANIZATIONAL SET OF ONGC
• From staff strength of 450 employees in the year 1956-57 ONGC staff from grown up to35000 at
present.There are about 15 broad disciplines under four main heading of
••
• Engineering Services
••
• Drilling Services
••
• Geophysical services and
••
• Administration and other support services.Up to 1968, there was rapid advancement of individuals
due to considerable expansion of work . Thereafter, some stagnation took place in the career
advancement of the employees.
• HR Objectives
••
• To develop and sustain core values.
••
• To develop business leaders for tomorrow.
••
• To provide job contentment through empowerment, accountability andresponsibility.
••
• To build and upgrade competencies through virtual learning, opportunities for growth and providing challenges in the job.
••
• To foster a climate of creativity, innovation and enthusiasm.
••
• To enhance the quality of life of employees and their family.
••
• To inculcate higher understanding of ‘Service’ to a greater cause
• HR Strategy
••
• To meet challenging demands of the business environment ,focus of the HR strategy is onchange of the employees ‘ mind
set’.
••
• Building quality culture and resources.
••
• Re-engineering and redeployment for maximizing utilization of HR potential .
••
• To build and upgrade competencies through virtual learning, opportunities for growth and providing challenges in the job
• •
• Re-strengthening mutual faith, trust and respect.
••
• Inculcating a spirit of learning & enjoying challenges
• 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 ‘Global Managers ‘ for tomorrow to ensure the role of global players.