NIPM NATIONAL AWARD

FOR BEST HR
PRACTICES – 2017

Best HR Practices
at
ONGC
1
We are the flagship ‘Maharatna’
National Oil Company of India,
with interests in
E&P, Refining, LNG, Power,
Petrochemicals & New sources of
energy

2
 WE ARE ONGC

COURAGE TO EXPLORE

KNOWLEDGE TO EXCEED

TECHNOLOGY TO EXCEL 3
 PRESENTATION OVERVIEW
1 ONGC- Vision, Mission and Company Profile

2 HR Vision and Mission

3 Initiatives to align Business Strategies with Business

Goals
4 HR Plan Vs Actual Achievement

5 Infrastructure for Development of HR

6 Steps taken to develop the employees

7 Steps taken to improve employee relations

8 CSR Initiatives

9 Steps to find feedback on HR systems

10 Unique Innovative HR Practices

4
OUR VISION

“To be global leader in

integrated energy
business through
sustainable growth,
knowledge excellence
and exemplary
governance practices”

5
 OUR MISSION

Integrated in Dominant Indian

World Class
Energy Business Leadership
• Dedicated to excellence by • Focus on domestic and • Retain dominant position in
leveraging competitive international oil and gas Indian petroleum sector and
advantages in R&D and exploration and production enhance India's energy
technology with involved business opportunities. availability
people.
• Imbibe high standards of • Provide value linkages in other
business ethics and sectors of energy business.
organizational values.
• Abiding commitment to safety, • Create growth opportunities and
health and environment to enrich maximize shareholder value
quality of community life.
• Foster a culture of trust,
openness and mutual concern to
make working a stimulating and
challenging experience for our
people.
• Strive for customer delight
through quality products and
services

6
 ONGC - Evolution
In 1955, GoI decided to
1955 Oil and Gas Division, GSI*
develop Oil and Natural
Gas resources in various 1955 Oil and Gas Directorate, GoI
regions of the country as a
part of Public Sector 1956 Oil & Natural Gas Commission
Development.
1959 Autonomous Statutory Body
With this objective, Oil
and Natural Gas division 1994 Public Limited Company
was set-up in Oct’1955
1997 A Navaratna PSU
under Geological Survey
of India. 2010 A Maharatna PSU

*Oil & Natural Gas division set-up in Oct’’1955 under Geological Survey of India to explore & develop hydrocarbon resources. 7
 ONGC GROUP
E&P
domestic
operations

Subsidiaries Joint Ventures Associates

Overseas E&P Refinery Petrochemicals Power

LNG
(100%)
(50%)

(71.62%) (49.36%)
Services
(12.5%)

(ONGC: 49%, MRPL: 51%) Logistics

(50%)

MRPL: Mangalore Refinery & Petrochemicals Ltd.

OPaL: ONGC Petro-additions Ltd.
Pipeline SEZ (49%)
OMPL: ONGC Managlore Petrochemicals Ltd.
OTPC: ONGC Tripura Power Company Ltd.
OTBL: ONGC TERI Biotech Ltd.
MSEZ: Mangalore SEZ Ltd.
DSL: Dahej SEZ Ltd. (28.77%)
PLL: Petronet LNG Ltd.
(26%) (50%)
PHL: Pawan Hans Ltd.

8
 ONGC VIDESH: GLOBAL FOOTPRINT
37 projects in Discovered/
Producing: 14 Exploration: 17 Pipeline: 2
17 countries Develop: 4
CIS

Azerbaijan 1

Russia 3

Kazakhstan 1 South East Asia

Vietnam 1 1

Myanmar 2 2

Bangladesh 2

Asia-Pacific
Middle East N.
1
Africa Zealand
Syria 1 1
Latin America Libya 1
Iraq 1
Venezuela 1 1 Sudan 1
Iran 1
Colombia 7 1 South Sudan 2

Brazil 1 1 Mozambique 1

9
 OIL&GAS PRODUCTION
 ONGC is the largest Crude Oil & Natural Gas producer in India;
contributed 72% of O+OEG production of the country in FY’17*.

FY’17*: Crude oil production in India FY’17*: Natural gas production in India
36.02 MMT (FY’16: 36.95 MMT) 31.90 BCM (FY’16: 32.25 BCM)

Crude Oil Natural Gas

Private
Private
Operators
Operators
20%
18%

OIL OIL
9% 9%

ONGC
71% ONGC
73%

*ONGC’s production includes its share in PSC JVs 10

 ONGC: THE VALUE CREATOR
The Govt. of India promoted ONGC with equity of ₹ 342.85 Crore contributed
over 22 years during 1959 to 1981

Till 31st March 2017, Government of India realized ₹ 29,959 Crore through
disinvestment of 31.93 % equity in ONGC.

Dividend payment • Govt. of India - ₹ 80,364 Crore

₹ 1,09,252 Crore • Other shareholders - ₹ 28,928 Crore

Contribution to exchequer • Central exchequer - ₹ 3,58,606 Crore

₹ 4,84,830 Crore • State Governments - ₹ 1,26,224 Crore

Subsidy to OMCs • ₹ 3,10,116 Crore

Market Capitalization* • ₹ 2,23,170* Crore (Value of Govt. share 1,51,912 Crore)

* As on 02.06.2017 Total: ₹ 934,157 Crore > 15000 Crs. Each year 11

 VISION OF 10% IMPORT REDUCTION BY 2022
Hon’ble Prime Minister during “Urja Sangam 2015” on 27th March 2015 set out
a vision for the country’s “energy security”

 Increasing production of oil and gas

 Energy conservation and energy
efficiency
 Demand substitution
 Promoting alternate fuels/
renewables
 Improvement in refinery processes

12
AWARDS AND ACCOLADES
ICSI National Award for Excellence in Corporate
Governance from 2010-2014

Recognized as “The Most Attractive Employer”

in India in Randstand Survey 2011 and 2013

“Greening of Oil & Gas Business, Corporate”

Award by Petrotech 2016 for outstanding
contribution
Energy towards greening
and Environment of oil & gas
sustainability award
2016 for outstandingbusiness
contribution towards
making positive impact on environment

Hindustan Ratna PSU Award for Excellence in

CSR Practices

13
 HR VISION & MISSION

• "To build and nurture a world class Human

capital for leadership in energy business” .
HR VISION

• "To adopt and continuously innovate best-in-

class HR practices to support business leaders
through engaged, empowered and enthused
HR
employees.
MISSION

14
 MANPOWER SCENARIO
Regular Manpower Competency
Profile : August, 2017
Support
27% GeoSc Cadre Class I E0/Staff Total
13%
Geo
3762 540 4302
Sciences
Drill
Engg Drilling 2806 1533 4339
13%
27%
Production 4465 1884 6349

Prod Engineering 5700 3237 8937

20% Support 4189 4741 8930
Total 20922* 11935 32857

Secondary Workforce
Contractual Workmen/ Term/Tenure/ Dep-in 18318
Security personnel engaged through Gov. Agencies 13581
Total Secondary workforce 31900

15
 MANPOWER SCENARIO
Executive - Staff Tech-Non Tech

65% 35% 75% 25%

Executives Staff Tech Non-Tech

Gender Profile Class-I : Qualification Profile

42%
93%
7%
17%
41%

Male Female Q1 Q2 Q3 & below

16
 INITIATIVES TO ALIGN HR STRATEGIES WITH BUSINESS GOALS

Memorandum of Understanding ( MOU)

 ONGC Management with the MoPNG

 HR as one of the important parameters in MOU
 Organization’s performance is rated by the DPE based on MOU achievement

Performance Contracts and Service Level Agreements

 Heads of each Strategic Business Unit (SBU) with concerned Director

 HR is one of the important parameters in the performance contract
 The performance is evaluated by PMBG

17
 HR PLAN VIS-A VIS ACTUAL ACHIEVEMENTS
Performance
2014-15 2015-16 2016-17
Indicators

ADC for succession ADC for succession Mentoring of young

planning planning executives

MOU/PC Training man days per Training on project Training

Parameters executive per year management

Training man days per

non-executive per year

Achievement Excellent ratings Excellent ratings Excellent

18
 PERFORMANCE PARAMETERS: 2014-15

No. of Training Man days per No. of Training Man days per
executive per year non-executive
7.47 1.69
7.48 1.7
7.46
7.44 7.4 1.6
7.42 1.5
7.4
1.5
7.38
7.36
1.4
Target Achievement Target Achievement

Assessment Development for

Succession Planning
192
157
200

100

0
Target Achievement

19
 PERFORMANCE PARAMETERS: 2015-16

Training on Project Management Assessment Development for

Succession Planning
152
155 551
150 600
145 500
140 400
130
200
135 300
130 200
125
100
120
0
115
Target Achievement
Target Achievement

20
INFRASTRUCTURE FOR DEVELOPMENT OF HR

21
 INFRASTRUCTURE FOR DEVELOPMENT OF HR
Institutes
G&G
KDMIPE Basin Modeling
Management
Development
ONGCA
Seismic Data
GEOPIC Processing
Technology hub
Well Logging Dehradun
CEWELL Drilling
Vadodara IDT Technology
Jorhat
Oil field Ahmedabad
equipment SMP Panvel Geo-microbial
maintenance INBIGS prospecting
Goa
Reservoir Geotechnical &
Management IRS IEOT Structural Enng.

Health, Safety & IPSHEM IOGPT Production

Environment Engineering

Regional SDCs –Mumbai, Chennai , Vadodara & Sivsagar 22

 WORLD CLASS OFFICE INFRASTRUCTURE

GREEN HILLS - DEHRADUN PDDU URJA BHAVAN – NEW DELHI

NBP GREEN HEIGHTS - MUMBAI VASUDHARA BHAVAN MUMBAI

23
 WORLD CLASS INFRASTRUCTURE

Generate
• Registered with UNFCCC under
735 CERs
clean development mechanism
every year

30% water • Bamboo plantation in the atrium

conserved and low flow sanitary fittings
GREEN HILLS - DEHRADUN

Use of energy
saving motors
• Around 43% energy saving
and rain water
harvesting

24
 PHYSICAL, PSYCHOLOGICAL AND SOCIAL WELL BEING

ONGC Officers’ Clubs ONGC Community Centres

ONGC Ambedkar Stadium Dehradun ONGC Golf Clubs

25
STEPS TAKEN TO DEVELOP THE EMPLOYEES

26
 People first : Our Motto
Building a
Talent Factory

Coaching Organizational Human Capital

Culture Engaged
Mentoring Employee

Human Resources
Management Work
Processes Environment
Disengaged
Employee

On Job Training Formal Training

Purity of Process 27
 STRUCTURED TRAINING OPPORTUNITIES AT ALL LEVELS –EXPONENT
Staff Induction Training GT Induction Training

Young/Junior Managers

TNI : Functional Programmes Management Development Programmes

Every year the
Foreign Faculty Programmes Outbound/ Team Building Programmes
training calendar &
Curriculum e updated Technical Work Association Business Games E-1
after extensive TNI To
Coaching and Mentoring E-4
Business Support Training
Agencies/Facilitators
Certification Programme
in Learning
• ONGC Academy Safety Training
• Skill Development
Center Senior Managers
• In-House Institutes
• International Training ADC
Agencies Advanced
SMP AMP LDP
functional
trainings/ Work- Life Balance Initiatives E-5
to
specializations International Conferences/Seminars/ Paper Presentations E-9
International Assignments/ JV Positions/ Key Executive
Roles

28
 TRAINING STATISTICS

TRAINING PROGRAMMES CONDUCTED BY ONGC ACADEMY

299 304
300 281 290
270
244 242 246 232
203
200 186 189

100

0
05-06 06-07 07-08 08-09 09-10 10-11 11-12 12-13 13-14 14-15 15-16 16-17
Prog. 186 203 244 242 246 281 270 299 304 290 189 232
Total Trained 4199 5688 7477 7510 7467 8107 8269 7754 7287 7893 6702 6175
GTs Trained 351 244 233 525 530 635 585 691 746 513 246 763

29
 TRAINING STATISTICS: MANDAYS OF TRAINING 2016-17

SMP, 6678 IDT, 10764

IPSHEM, 12107

IOGPT, 6099

SDCs, 18226

ONGC Academy,
154386

TOTAL MANDAYS OF TRAINING : 208260

30
 ADC - COMPETENCY MODEL
ONGC Competency Model

Managing Critical Building Strategic

Partnership Business Orientation
B

Behavioral
Planning and Competencies
Decision Making have been Developing Self
divided into
three Clusters
Result Orientation Developing Others
Getting Capacity
Result Building
Problem Solving Team Leadership

Personal
Influencing Effectiveness

31
 BRIDGING COMPETENCY GAPS THROUGH ADC
250

199
200
Number of Executives

150

110
100

65
50

Cluster 1 Capacity Cluster 2 Getting Cluster 3 Building

Building Results Business

32
 ODC FOR MIDDLE LEVEL EXECUTIVES

Online Development Centre

(ODC) for all Middle level 2005 Executives
completed
executives to assess their assessment during
competency for taking 2017-18
leadership role in future.

33
HOLISTIC DEVELOPMENT

34
DEVELOPMENT THROUGH JOB ROTATION

Planned
rotation
At junior level, Rotation as
executives are developmental
given exposure tool for
to at least three multidimensional
different knowledge and
assignments skills
JRTP
Development
&
Cultural Diversity
Encourage
Grooming in female
three different employees for
sectors for field posting
Corporate level Initial posting
of executives to
field/
operations

35
 RECOGNITIONS AND AWARDS SCHEMES

Annual Award scheme for employees (all level) at Corporate Level

Awards for best performing SBUs, Plant, Asset, Basin as per P C

Key Executive Awards & Spot Awards at work centre level

36
STEPS TAKEN TO IMPROVE EMPLOYEE RELATIONS

37
 STEPS TAKEN TO IMPROVE EMPLOYEE RELATIONS

 Recognition to the Union through secret ballot

 Bilateral mechanism for negotiations.

 Regular meetings with collectives

 Rigorous Compliance to Labour Laws

 Structured grievance management system

Level Time Period

Reporting Officer Within 7 days

Section In- charge Within 15 days

Key Executive Within 45 days

Appeals Committee Within 90 days

38
 REGULAR ASSESSMENT OF IR CLIMATE

• Monthly IR Report
• Director(HR) monthly appraisal report
• Quarterly Legal Compliance and Corp. Governance
Report
• Quarterly Mandays report grievances, court cases,
disputes, mandays lost etc.
• Quarterly Contract Report
• Daily Situation Report

39
 EMPLOYEE SELF SERVICE –WEBICE
System for Automated Management of Personnel Activities Reimbursements
& Claims(SAMPARC)

Employee Self Service

HR Functions

Online Online
Online status Online view/correction Additional
Online of Approvals Applications Performance
of personal Services
Claims Appraisal
data & TNI

Personal data & Delegation of

Travel, Medical, Permissions for Leave, Transfers, For Staff &
Identification power, IPR/MPR,
Perks, CMRE etc. Passport, abroad Loans & Advances, Executives
of role based Savings, Surveys,
visit etc. etc.
training needs Feedback etc.

40
 WELFARE SCHEMES

World Class Medical Committees &

Facilities Loans & Associations
Communication Advances
facilities -> Own hospital & -> WDF
dispensary -> HBA
-> Laptop -> RWA
-> PME -> Vehicle
-> Mobile -> Mahila Samiti
-> Occupational health -> Education
-> Data Card -> Officer’s Club
-> White Goods
-> ONGCHA

41
INCLUSIVE DEVELOPMENT OF ALL SC, ST & OBC

Liaison officer

Welfare Associations

Component Plan

Seminars & Trainings

Gold Medal for academic excellence

Scholarship for students

42
 SEPARATION BENEFIT'S

AGRANI
CSSS PRBS SAMMAN
ASHA KIRAN

• Pension Scheme for employees based on individual contribution • Retiral Benefit Scheme for those not getting / getting inadequate • for meeting the emergency needs of employees who retied prior to
benefits under PRBS 01.01.2007 and their spouse,

• Support in case
of untimely
demise/
permanent
total
disablement of
employee
43
BANDHAN - WITH SEPARATED EMPLOYEES

44
 CONSIDERATION UNDER JRTP

Three years
Dedicated tenure at North Mobility Location Consideration
process for Eastern States constraints on for transfers of
preference on
posting of Medical superannuation ‘Divyang‘
spouses Option for grounds zone employees
Choice posting considered considered

45
 WELFARE OF SECONDARY WORKFORCE

Fair Wage policy of ONGC is an unique initiative for

improvement of labour standards

Benefits :
• Additional wage @ 35% of minimum wages
• Plus ₹ 50/- per day
• Group Insurance cover of ₹ 5.00 Lakhs

46
 SAHAYOG YOJANA

 Unique scheme of ONGC for welfare of secondary workforce

 Introduced in 2004
 One-time infusion of ₹ 10 crores by ONGC and annual contribution of ₹
1000/- from each ONGC employee
 Trust caters to the emergency financial requirements of
casual/contingent, contract labour for the following:-

1. Higher education of their wards (up to ₹ 0.40 lakh),

2. Medical treatment (up to ₹ 5.00 lakh),
3. Marriage of a girl child (up to ₹ 0.5 lakh)

 Total amount paid till date is ₹ 22.54 Crs ( since inception).

47
A COMPANY THAT CARES

48
 CSR AN INTEGRAL PART…..
CSR Practices
Planning I Development I Execution…

49
 CSR: THE JOURNEY IN ONGC…
ONGC Socio Economic Development Programme (SEDP)
1980

General Guidelines on CSR by

1994 DPE

ONGC SEDP
Guidelines 1996

ONGC Corporate Citizenship

Policy
- 0.75% of PAT for CSR
- 8 Focus Areas
Revised ONGC
2003 Corporate
Citizenship Policy

2007

50
 CSR: THE JOURNEY IN ONGC…
2% of PAT, 12 Focus Areas, Project Approach, Organizational
Structure, Implementation & monitoring mechanism
2009

Comprehensive Guidelines on CSR

2010 by DPE

Revised DPE
Guidelines 2013

Companies Act 2013,

Companies (CSR) Rules
2014, DPE Guidelines 2014

2014 ONGC CSR &

SD Policy

2014

51
 ONGC CSR & SD POLICY 2014

To support ONGC’s business agenda

through responsible and sustainable
initiatives while taking care of the
concern for People, Planet and Profit

52
 ONGC CSR & SD Policy 2014

Annual CSR budget

(2% of Avg. Net Profit for last 3 years)
to be equally spent (20%) in 5 Thrust Areas

1. Health
2. Environmental
3. Education
4. Rural Development
5. Protection of Heritage Monuments, setting up homes for
women and orphans, training to promote rural sports,
other activities etc.

53
 CSR INITIATIVES
Focus Areas CSR Expenditure of ₹ 2,559.93 Crore in
last 10 years
Women Education,
600
Empowerment Employment
CSR (₹ Crore)
500
Health Care – Swatch Bharat
Remote Areas Kosh 400

` Crore
Environment Promotion Of
300
Protection Artisans

526
421
Clean Ganga Infrastructure
200

269
Project Water

262
Devl.

219

216
183
170
169
Management 100

121
Slum Area 0
Promoting Sports Development FY'08 FY'09 FY'10 FY'11 FY'12 FY'13 FY'14 FY'15 FY'16 FY'17

Promoting Down PM’s National

Trodden Relief Fund
Benefits to Armed
Preservation to ONGC pursuing major projects like setting
Forces/ War
National Heritage up Educational Institutes, Hospitals etc.
Widows

54
Flagship CSR Projects

55
SWACHH BHARAT ABHIYAN

Operation & Maintenance, Information, Education and

Communication (IEC) activities

Swachh Vidyalay Abhiyan

7958 Toilets

Open Defecation Free Initiative

3540 Individual House Hold Latrines

56
 MULTI-SPECIALTY HOSPITAL

 Multi-Specialty
Hospital at
Sivsagar, Assam
(300 beds)

 Project cost: Rs 313

Crore

57
 NATIONAL CANCER INSTITUTE AT NAGPUR

Setting up National
Cancer Institute at
Nagpur, Maharashtra

Project cost : ₹ 115 Crore

58
PRADHAN MANTRI UJJWALA YOJNA

 Project is implemented as
per the directives of
MoPNG

 ONGC contributed 20% of

its CSR budget for providing
new LPG connection to BPL
families free of cost

 In the year 2016-17 ONGC

has contributed ₹ 107.13
Crore

59
 ADOPTION OF MONUMENTS
Step Well at Rajasthan Kunds at Varanasi Park adjacent to Jantar Mantar

Project Cost
Sl No. State Projects
(₹ in cr.)
1 UP Cleaning & Restoration of 4 historic Kunds Varanasi 11.46
Rejuvenation/Beautification of Park adjacent to
2 Delhi 0.78
Jantar Mantar, New Delhi
3 Rajasthan Conservation of Ancient Step Well 0.75
4 Gujarat Adoption of Public Places at Baruch 0.27
Renovation/ Beautification of Clock Tower,
0.86
5 Uttarakhand Dehradun
Grand Total 14.12

60
 SWAMP DEER PROJECT

Detailed study of population estimates, radio

collaring to track data of male swamp deer,
collection of data on behaviour, identifying food
plants, veterinary interventions in rescue cases
Translocation of 36 Eastern Swamp Deers from
Kaziranga to Manas national Park to create a
new breading ground for Eastern Swamp Deer

 Project has been undertaken in 03 phases

 Project Location: Kaziranga National Park and
Manas National Park
 Project Partner : Wildlife Trust of India
 Project Cost: Rs.2.30 Crore
 Project Impact: Providing 2nd home to nearly
extinct habitat of Eastern Swamp Deer

61
 HARIT MOKSHA: GREEN WAY TO MOKSHA

 Green Cremation
System setup at 30
Locations (Pan-
India)

 Total Cost: ₹ 9.19

Crore

62
 ONGC ECO-EVEREST EXPEDITION

 Project Started on : April,

2017

 Mission to remove 1500-

2000 kg of garbage from
Mount Everest

 11 (including 02 Women
and 01 Physically
Challenged) cleaned
Mount Everest at an
attitude of closed to
8000 meters

63
FEEDBACK MECHANISM

64
 EMPLOYEE FEEDBACK

 Regular Employee Survey

 Feedback on ONGC website
 Open Forums
 Training feedback

65
STEPS TO FIND EMPLOYEE FEEDBACK

66
STEPS TO FIND EMPLOYEE FEEDBACK

67
STEPS TO FIND EMPLOYEE FEEDBACK

68
UNIQUE HR INITIATIVES & PRACTICES

69
70
ONGC MOVING TOWARDS YOUNGER WORKFORCE- 40 YRS

3201 Exe. joined in last 5 years

71
 EXPANSION OF ONGC’S MENTORING INITIATIVE
4500

3800
3500

2619 Current Focus

2500

is to make
ONGC’s
1500 1351 Mentoring
Programme
Best in industry
492
500 312

Mentors Mentees Basic Advanced Expert

-500

Trained Groomed Accreditations Accreditations Accreditations

• Through Consultants – Ernst & Young + Aon Hewitt

• Over 20,000+ Mentor-Mentee Sessions
• Mentoring is one of the HR paramenters for all SBUs in PC 2017-18

72
UNIQUE HR PRACTICES FOR COMPETENCY BUILDING

ADC: 2009
Bridge the
competency Mentoring:
gaps identified 2012
through ADCs
2017

HRI

Competency
assessment
Fun Team of E4-E5
Games: 2010 :2017
Business
Games:
2007

73
 PREFERRED WOMEN EMPLOYER INITIATIVES
 Prof. Indira Parekh hired for conducting study Initiatives Launched
 Recommendation under implementation

Posting
Constitutes Women Launch of
Launch of
7% of ONGC together in Online Gender
learning
workforce Challenging Sensitization
Field along from women
Roles / L&D Module
46% women with Safety leaders on
opportunities (25.01.2017) –
APP & ONGC
in technical Transport ONGC 1st PSU to
Reports
disciplines facilities
do so.

74
DIGITIZATION OF HR PROCESSES

Recruitment

Online
Promotion
assessment

Digitization
of
HR
processes

Online Employee
grievance Claims
management
system
Performance
Appraisal &
Appeal

75
PERFORMANCE APPRAISAL SYSTEM IN ONGC

KRA-2
System
Improvement
(10 marks)

KRA- 1
Quantitative KRA-3
40 Marks HSE/Office
Management
+ Timeliness
( 10 marks)
(20 marks)

KRA-4
Potential
Qualitative
Appraisal (Q)
Aspects
(50 marks)
(20 marks)

76
GYANODYAN- THE KMS OF ONGC
L

77
 GYANODYAN- PROGRESS

SI
No. Modules Nos.
242 (100%), 317 (75%),
1 Profiles completed 206 (50%), 437 (25%)
2 ONGCpedia 34
3 Knowledge Repository 6208
4 Lessons Learned 29
5 Knowledge Forum* 136
6 Knowledge Diaries* 252
7 Ask an Expert 91
8 Elder’s Experience 49

78
24X 7 MEDICAL HELP LINE

79
 24X 7 MEDICAL HELP LINE

Mar16-Jul17
Total Calls 3399
Call Drops/Disconnected/No Voice/Others 213
Medical bills enquiry/HR circular related 186
Conference Calls with Doctors 422
Ambulance Information/Emergency Facilitation 144
Information about Diagnostic
758
Centres/Chemists/General Enquiry
Information about Medical Helpline 524
Information about ONGC Hospitals/Health Centers 402
Information about Empanelled
750
Hospitals/Hospitalization Assistance

80
 INITIATIVES FOR ASPIRANT

Declaration of
Paperless & Declaring result
transparent Training for Equal
score card of immediately
recruitment selection candidates opportunity after
committee performance to fresher's completion of
interview.

81
 PIONEER IN PROMOTING SPORTS

- 179 active sportspersons

- 159 players on scholarships in 23 game
- 93 sportspersons are international players representing the country in Cricket, Chess,
Table Tennis, Athletics, Badminton, Volleyball, Hockey, Lawn Tennis, Football and
Shooting amongst other sports.

- ONGC is committed towards promoting sports and sponsors International and National
events
- Building of infrastructure, training , kits and instruments
-Scholarship for wards of employees

82
 INDIAN SPORT ICONS WITH ONGC
ONGC has the largest number of Khel Ratna, Arjuna and Padma Shri awardees
on its rolls among any Corporate in the country. We have 1 Khel Ratna, 2 Padma
Shri and 14 Arjuna Awardees in ONGC as detailed below:

Pankaj Advani Heena Sindhu

V.Diju

Archery - Deepika Kumari Para Athlete-Amit Saroha Shooting-Shagun Chowdhary

83
EMPLOYEE ENGAGEMENT SURVEY

Employee
Engagement

84
 EMPLOYEE ENGAGEMENT SURVEY
1400

1200

1000

800

600

400

200

0
Pay, perks and Challenging job Professional and Opportunity to Work life Team work
benefits and assignments personal growth innovate and do balance
new things

Overall Engagement level > 95%

Analysis on 1710 E4-E5 employees

85
IMPACT OF BEST HR PRACTICES

86
 EFFICIENCY PARAMETERS
RRR* (2P)
2
Commercial Speed 1.47 1.51 1.45
1.5 1.38
(meterage/rig-month) 1.25 1.24
1
2,000
0.5
1,800
1,600 0
Meterage/ Rig-month

FY'12 FY'13 FY'14 FY'15 FY'16 FY'17

1,400
1,200
1,000
1749
800
1472 Gas Flaring (%)
600 1150 1180 4 3.47
3.06
400 2.62 2.76
3 2.4
200 2.23
1.9
0 2
FY'15 FY'16 FY'17 FY'18-Q1
1

0
FY'12 FY'13 FY'14 FY'15 FY'16 FY'17 FY'18-Q1

Gas flaring reduced in FY’17 to 2.4% vs 3.06% in

* RRR – Reserve Replacement Ratio FY’16

87
 EFFICIENCY PARAMETERS

SAFETY RECORD
4.0

3.6

3.2

2.8 Accidents per thousand employees

2.4

2.0

1.6

1.2

0.8
Lost Time Injury Frequency
0.4

0.0
05- 06- 07- 08- 09- 10- 11- 12- 13- 14- 15- 16-
06 07 08 09 10 11 12 13 14 15 16 17
Accidents/'000 3.45 1.18 1.24 0.88 0.78 0.76 0.76 0.75 0.75 1.01 1.1 1.08
LTIF 0.56 0.84 0.48 0.42 0.31 0.39 0.4 0.445 0.402

wef 2006-07 accident figure includes total of fatal + major accidents & major + medium fire incidents.

88
 EFFICIENCY PARAMETERS

ISO / OHSAS CERTIFICATIONS

500
Nos.

412 420 412 412 412 412 412

408 402
400

260 258
356

300

200

100

0
05-06 06-07 07-08 08-09 09-10 10-11 11-12 12-13 13-14 14-15 15-16 16-17

Surveillance audits for sustaining ISO/OSHAS accreditations wef 07-08.

89
 EFFICIENCY PARAMETERS

FINDING COST
7

6 US $ / MMBTU

0
05-06 06-07 07-08 08-09 09-10 10-11 11-12 12-13 13-14 14-15 15-16 16-17
FC for 3P 2.33 2.07 2.56 3.2 3.25 3.67 3.27 3.34 3.44 4.04 3.89 2.85
FC for 2P 6.291761 2.31886 1.554447 4.474564 3.134556 4.875081 4.69 4.194449 5.202306 4.703167 2.91 2.53

Yearly Finding Cost. Data as per Costing Section. For ONGC excl. Pre-NELP JVs
Cost includes : Operating Cost, Depreciation, Depletion, & Amortisation (incl survey & dry well cost) & Statutory levies.

90
 OIL & GAS SALES

Crude oil & gas sales increased

ONGC: Crude oil sales (MMT) ONGC: Gas sales (BCM)

25 90.5 93.8 92.3 93.8 94.2 95.1 100 20

9.1%
Crude production/ sales (MMT)

Gas sales

Crude sales as % of production

19 8.4%
20 80 18 7.7%
7.0%
17
6.3%
15 60 16 5.6%
15 4.9%
4.2%
10 40 14 3.5%
13 2.8%
12 2.1%
5 20
1.4%
11 Gas flaring 0.7%
0 0 10 0.0%
FY'12 FY'13 FY'14 FY'15 FY'16 FY'17 FY'13 FY'14 FY'15 FY'16 FY'17

Oil Sales % Sales Gas sales (BCM) Gas flaing (%)

Increase in sale on account of improved Gas flaring reduced in FY’17 to 2.4% vs 3.06% in
processing, control and reduction of losses FY’16

91
CHALLENGING THE HIGHEST & THE DEEPEST

92
THE MISSION- EVEREST

VIDEO

93
CONCLUDING THOUGHT PARADIGM SHIFT?

Moving Toward Renewable Energy – Solar/Electric Vehicle

HR is ready even for such tectonic shifts

94
95