Post on 05-Sep-2014
PROJECT REPORT
ON
EFFECTIVENESS OF SELECTION AND
RECRUITMENT PROCESS IN ONGC
FOR THE PARTIAL FULFILLMENT OF THE REQUIREMENT
FOR THE DEGREE OF
“MASTERS OF BUSINESS ADMINISTRATION”
UTTARANCHAL INSTITUTE OF TECHNOLOGY
(Approved by AICTE, Affiliated to Uttrakhand Technical University)
SUBMITTED TO: SUBMITTED BY:
Ms. SHILPI MITTAL KISHORE SINGH
FACULTY U.I.T. M.B.A UIT (2010-2012).
CERTIFICATE
I have the pleasure in certifying that Mr.Kishore Singh is a bonafide student of semester of the
MASTER'S Degree in Business Administration of Uttaranchal Institute Of technology,
Dehradun underclass roll no. 22
He has completed his summer training project entitled EFFECTIVENESS OF SELECTION
AND RECRUITMENT PROCESS IN ONGC under my guidance.
I certify that this is his original effort and has not been copied from any other source. This
project has also not been submitted in any other university for the purpose of award of any
degree.
The project fulfills the requirement of the curriculum prescribed by UTTARAKHAND
TECHNICAL UNIVERSITY, Dehradun for the said course. I recommend this project work for
evaluation.
Signature: ………………………
Name: ……………………………………………………
Date:
2
STUDENT DECLARATION
This project report has been under taken as a partial fulfillment of the requirement of the award
of the degree of the “Master of Business Administration “Uttarakhand Technical University,
Dehradun.
This project was executed during 3rd Sem. of MBA program under the supervisions of Ms. Shilpi
Mittal.
Further I declare that this project is my original work and the analyses are for academic purpose
only. This project has not been present in any seminar or submitted.
ACKNOWLEDGEMENT
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The satisfaction and euphoria that accompany a successful completion of
any task would be incomplete without mentioning the people who made it
possible whose consistent guidance and encouragement crowned the
efforts with success.
I would like to thanks for the faculty guide MS. SHILPI MITTAL, Uttranchal
Institute of Technology, (Dehradun), for her guidance and motivation,
which is pivotal in completion of my summer training report.
I would express my thanks to ONGC as I troubled them through my
queries at some stage of their work. I am really thankful for their patience
with which they resolve my doubts in between their busy schedule; I
express my sincere thanks to all of them.
Last but not least, I feel indebted to all those persons who have provided
help directly or indirectly in successful completion of this study.
KISHORE SINGH
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TABLE OF CONTENTS
1. Acknowledgement ……………………………………………04
2. Abstract ……………………………………………...06
3. Introduction
3.1) Objective ……………………………….....................
3.2) Need of the study.........................................................
3.3) Company profile …………………………………….
3.4) Industrial profile …………………………………….
3.5) Limitation ……………………………………………
4. Methodology …………………………………………...
4.1) Data Collection ………………………………………..
4.2) Sample Size ……………………………………………
5. Findings and suggestions
6. Conclusion ...…………………………………………………...
7. Suggestions..................................................................................
8. Recommendations ……………………………………………..
9. References ………………………………………………….
10. Appendices
10.1 Questionnaire …………………………………………….
10.2 Bibliography……………………………………………...
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PREFACE
As an integral part of the curriculum , I student of M.B.A , needed to get
exposed to the actual human resources environment to get a better
understanding of Human Resources Management by way of undergoing
practical training.
I consider myself fortunate enough that I had an opportunity to get practical
training at the Human Resource Dept, ONGC, Dehradun, for gaining
substantial knowledge of “A STUDY ON RECRUITMENT AND
SELECTION PROCESS IN ONGC”.
A progressive & forward-looking organization strives for the Improvement of
the system & procedures so as to improve the organizational effectiveness.
ONGC is one the pioneers in Exploration, Drilling and Production of Oil &
Natural Gas.
Human Resource is the major asset of any organization. ONGC has 38000
employees. Management of such a vast number requires a proper mix of
human, technical and conceptual skills to be effective and meet the
organizational goals.
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ABSTRACT
The research work aims at identifying the facility management at ONGC,The research work aims at identifying the facility management at ONGC,
Dehradun. During this research senior executives were interviewed and aDehradun. During this research senior executives were interviewed and a
survey was conducted through a questionnaire prepared to map the currentsurvey was conducted through a questionnaire prepared to map the current
status of facility management contract which was introduced about onestatus of facility management contract which was introduced about one
year back. An effort was made to know the employees’ opinion about theyear back. An effort was made to know the employees’ opinion about the
facility management systems at ONGC, Dehradun.facility management systems at ONGC, Dehradun.
On the basis of the research it is found that most of the employees feel thatOn the basis of the research it is found that most of the employees feel that
there some improvement required in the contract which is given to them.there some improvement required in the contract which is given to them.
There is no immediate action taken by the company after the complaintsThere is no immediate action taken by the company after the complaints
are lodged in.are lodged in.
An attempt was also made to project the services provided to the An attempt was also made to project the services provided to the
employees and there satisfaction level by the contract. To know do employees and there satisfaction level by the contract. To know do
employees think that there should be some modification for improvement. Itemployees think that there should be some modification for improvement. It
is recommended that quick action should be taken as the complaints are is recommended that quick action should be taken as the complaints are
lodged and there should be separate contract for different premises. lodged and there should be separate contract for different premises.
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INTRODUCTION
OBJECTIVE
To know the recruitment and selection process in ONGC,
Dehradun.
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NEED OF THE STUDY
To know that the procedure of recruitment.
To know that what problems are faced by the candidates
during recruitment.
To know after selection proper training is given by the
company
To know all level of recruitment procedure in ONGC.
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COMPANY PROFILE
Oil & Natural Gas Corporation Limited (ONGC) is one of the world’s
largest integrated exploration and production companies, having the
right expertise in exploration, drilling technology, reservoir studies,
engineering and ocean technology-dorm of over 4 decades of
experience. ONGC is producer of more then 22 Million Tones of oil.
ONGC has set up seven exclusive institutes to meet its R&D needs
and consultancy supports in all the areas of hydrocarbon sector, from
exploration to exploitation, multi- dimensional expertise in diverse fields
of upstream petroleum industry. ONGC institutes integrated services
(OISS) is a common platform for these institutes and provide
synergetic expertise in all the areas of upstream oil sector through
single window service, of international standards in terms of quality,
reliability, cost effectiveness and time consciousness.
ONGC has made important oil-gas discoveries in the country and
today the numbers of discovered fields are around 200. ONGC is
ranked among top 20 oil companies in the world and is ranked 1st
according to its net worth, reserves and profits. ONGC, which has
been granted the status of “NAVRATNA” is one of the eleven elite
public sector organization selected for development as global giants,
and may be accorded the status of “MAHANAVRATNA”.
Today, ONGC is Fortune2000 Company, the most valuable company in
India (by market capitalization) contributing 77% of Indian crude oil
production & 81% of India total gas production. It is the highest profit-
making corporation in India.
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ONGC VISION
“To be a world class oil and natural gas Company integrated in
energy business dominant Indian leadership and global presence.”
ONGC MISSION
Earlier ONGC’s Mission was “to stimulate, continue and accelerate
exploration efforts to develop and maximize the contribution of
hydrocarbons to the economy of the country”.
But with the Liberalization and Globalization in the economy, it
changed its mission. Now it is:
WORLD CLASS COMPANY -
Dedicated to excellence by leverage competitive advantages in R& D
and technology with involved people.
Imbibe high standards of business ethics and organizational values.
Abiding commitment to health, safety and environment to enrich
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.
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I NTEGRATED IN ENERY BUSINESS-
Focus on domestic and international oil and gas exploration and
production business opportunities.
Provide value linkages in other sector of energy business.
Create growth opportunities and maximize shareholder value.
DOMINANT INDIAN LEADERSHIP -
Retain dominant position in leadership in Indian petroleum sector and
enhance India’s energy availability.
ONGC OBJECTIVES
Optimize production of hydrocarbons.
Self-reliance in technology.
Promoting indigenous effort in oil and gas related equipment, material
and services
Assist in conservation of hydrocarbons, more efficient use of
energy and development of alternate sources of energy.
Develop scientifically oriented and technically competent human
resource through motivation and training.
SPECIALIZATION AREAS OF ONGC
Geo chemical studies, Bio-stratigraphic analysis.
Basic evaluation, prospect generation & techno-economic analysis.
Formation evaluation and reservoir modeling.
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Estimation of reservoir and reserves.
Application of secondary recovery and EOR techniques.
Drilling operations including horizontal and drain hole.
Well loading operations.
Reservoir management.
Design erection & maintenance of oil and gas production installation.
Artificial Lift design. Down whole completion system.
Stimulation techniques.
Long distance transportation of oil and gas.
Erection and maintenance of oil sweetening plants.
Corrosion studies in offshore structure.
Training of manpower.
Engineering and construction of offshore, platforms and pipelines.
Equipment management and quality assurance.
Safety audits and environmental studies.
MAJOR PRODUCTS OF O.N.G.C
Crude Oil.
Natural Gas.
Liquefied petroleum Gas.
Natural Gasoline.
Ethane/Propane.
Achromatic Naphtha.
Superior Kerosene Oil.
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ONGC AS “NAV RATAN COMPANY”
The liberalization of Indian economy and the consequent drive of
integration with world market have thrown up a plethora of opportunities
for ONGC to become globally competitive and access global markets.
The Indian Government has identified ONGC as leading ‘Navratna’ (Nine
Jewels). To support in its drive to become Global giant by granting
enhanced automation and delegation of powers.
The envisioned future of ONGC becoming a leading Global energy
company makes its imperative to move from the era of sole
ownership to partnership fostering the principal of extending enterprise
and adopts a growth strategy, which resolve to:
Rely on company skills & positional assets.
Focus on core business areas.
Opportunity specific diversification.
Strategic alliance/joint venture with preferred partners.
Market Focus: Domestic and overseas E & p, related and other
segment of energy sector.
Ensure highest possible levels of customer satisfaction through
quality, service and values.
Company promotion to achieve the image of most preferred
business ally/ service provider/ employer.
Natural consequences of the above growth strategy for both
medium & long term would be that ONGC would continue to
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access E&P business both in the domestic and international
sectors.
Strive to reach out to opportunities specific related of downstream
sector, core competence service business, energy and other
sector in general.
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INDUSTRIALPROFILE OF ONGC
During the pre-independence period, the ASSAM oil company in the
Northeastern and at tock Oil Company in northwestern part of the
undivided INDIA was the only oil producing oil in the country, with
minimal exploration input. The major part of INDIAN sedimentary basis
was seemed to be unfit for development of oil and gas resources.
In India, prospecting of oil started in upper Assam. Systematic drilling for oil
began in upper Assam in 1866. Oil was struck at Makum, near
Margherita at a depth of 36 meters on 26th March, 1867. In 1890; oil was
discovered at Borbline (later known as Digboi) in Assam. Before
independence, oil (black gold) was myth in India. After independence in
1954, the Ministry of Natural Resources & Scientific Research decided
to set up a separate Petroleum Explanatory Division in the Geological
Survey of India.
The Govt. of India in 1955 decided for setting up a separate
organization for Oil Exploration. Oil & Natural Gas Directorate was
established in 1956 & Dehradun was selected as the headquarters of
this Directorate. After that the Oil & Natural Gas directorate was
converted into a high powered Commission on August 14, 1956.
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On October 15, 1959 the Commission became a statutory autonomous
body by an act of the Parliament to take over the activities of the
Oil & Natural Gas Directorate.
The main function of Oil & natural Gas Commission subject to
provision of the act, were “To plan, promote, organize & implemented
program for development of Petroleum Resources and the production
sale of Petroleum & Petroleum products produced by it, and to
perform such other functions as the Central Government may, from
time to time, assign to it. The act further outlined the activities and
steps to taken by ONGC in fulfilling its mandate.
1961-1990
Since its inspection ONGC has been instrumental in transforming the
country’s limited upstream sector into a large viable playing field, with
its activities spread throughout India & significantly in overseas
territories. In the inland areas, ONGC not only found new resources in
ASSAM but also established new oil province. Combay basin
(GUJRAT), while adding new petroliferous areas in the ASSAM –
ARAKAN fold belt and east cost basins (both inland & offshore).
ONGC went offshore in early 70’s and a giant oil field in the form of
BOMBAY high, now known as MUMBAI HIGH. The discovery, along
with subsequent discoveries of huge oil & gas in western offshore
changed the oil scenario of the country. Subsequently, over 5 billion
tones of hydrocarbons, which were present in the country, were
discovered. The most important contribution of ONGC, however, is its
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self- reliance & development of core competence in E&P activities at
a globally competitive level.
AFTER 1990
The liberalized economic policy, adopted by the government of India
in July 1991, sought to deregulate and de-license the core sector
(including petroleum sector) with partial disinvestments of government
equity in public sector undertaking and other measures. As a
consequence thereof, ONGC was re-organized as a limited company
under the companies act, 1956 in February 1994.
After the conversion of business of the erstwhile oil & natural gas
commission to that of oil & natural gas Corporation limited in 1993,
the government disinvested 2% of its shares through competitive
bidding. Subsequently, ONGC expanded its by another 2% by offering
shares to its employees.
During March 1999, ONGC (IOC) a downstream giant & gas authority of
Indian Limited (GAIL) - the only gas marketing company, agreed to
have cross holding in each other’s stock. This paved the way for long
term strategic alliances both for the domestic & overseas business
opportunities in the energy value chain, amongst themselves.
Consequent to this the Government sold off 10% of its share holding
in ONGC to IOC & 2.5% to GAIL. With this the government holding in
ONGC came down to 84.11%.
In the year 2002-2003, after taking over MRPL from the A.V Birla
group, ONGC diversified in to the down stream sector. ONGC will soon
be entering in to the retailing business. ONGC has also entered the
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global field through its subsidiary, ONGC VIDESH LIMITED (OVL).
ONGC has made major investment in Vietnam, Sakhalin & Sudan and
earned its first hydrocarbons revenue from its investment in Vietnam.
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ORGANISATION CHART
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HUMAN RESOURCE IN ONGC
Human Resource is a very important asset for the success of an
organization. Every aspect of organizations’ activities is determined by
the competencies motivation, and general effectiveness of the human
resource of the particular organization. The effective and efficient
management and development of this crucial asset of an organization
is, therefore, a very important factor for the survival and success of an
organization in a fast changing and competitive environment. The
development of human resource by formulating progressive personnel
policies and welfare schemes has always been accorded the highest
priority in ONGC. The existing Human Resource Development Policies,
Compensation Package and Welfare Schemes are rated one of the
best in the industry. However, the continuous review and assessment
of the effectiveness of our Human Resource Development Policies is
necessary to meet the challenges of the fast changing environment
and maintaining our leading position in the industry. It is a big
challenges today how to utilize the unlimited potential of human
resource and how to fill in the gap between the desired and actual
level of performance of the employees.
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".
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HR MISSION
“To create a value and knowledge based organization by inculcating
a culture of learning, innovation and team working and aligning
business priorities with aspiration of employees leading to
development of an empowered, responsive and competent human
capital.”
HR OBJECTIVE
To develop and sustain core values.
To develop business leaders for tomorrow.
To provide job contentment through empowerment, accountability
and responsibility.
To build and upgrade competencies through virtual learning,
opportunities for growth and providing challenges in the job.
To enhance the quality of life of employees and their family.
To inculcate high understanding of 'Service' to a greater cause.
HR Strategy
1. To meet challenging demands of the business environment,
focus of the HR Strategy is on change of the employees’
‘mindset’.
2. Re-engineering and redeployment for maximizing utilization of HR
potential.
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3. To build and upgrade competencies through virtual learning,
opportunities for growth and providing challenges in the job.
4. Re-strengthening mutual faith, trust and respect.
5. Inculcating a spirit of learning & enjoying challenges.
6. Developing Human Resource through virtual learning, providing
opportunities for growth, inculcating involvement and exposure to
benchmarking in performance.
Role Of HR
1. Alignment of HR vision with corporate vision.
2. Shift from support group to strategic partner in business operations.
3. HR as a change agent.
4. Enhance productivity and performance by developing employee
competency and potential
5. Developing professional attitude and approach.
6. Developing ‘Global 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, to systematically and scientifically evaluate effectiveness of
HR Systems, which enables and facilitates time bound initiatives.
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CORE VALUES
A Task Force was constituted to Identify 5 core values in ONGC
along with their attributes and desired behavior associated with them.
S.No Core Values Attributes and Desired Behavior on the
job
1. Sense of
Belonging
Commitment, loyalty, sense of
ownership of the job and company
properties, improvements in personal
work area as a self starter, ensuring
quality in individual work and value
addition.
2. Integrity Personal/Professional integrity by
strictly abiding by rules & regulations,
processing/deciding cases in an
unbiased /dispassionate way, sense of
ethics in behavior
3. Team Spirit Working in groups, trust & openness,
cooperation, communication, sharing
knowledge and information, collective
learning, target consciousness, cost and
quality consciousness.
4. Discipline Punctuality, work ethics, dress code,
self discipline as model to others ,
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enforcing discipline in a fair and firm
manner
5. Social
Responsibility
Caring of society and environment,
projecting a lofty image of ONGC to
society
SOURCES OF RECRUITMENT
The posts under the corporation shall be filled in by resorting to one or
more of the following methods:
a) Promotion of existing employees from the lower scales who meet the
prescribed standards
b) Direct recruitment from outside candidates or through Press
Advertisement in Employment News, National Dailies or local News
Paper, as the need be or through internal induction by issue of
internal advertisement / circular for employees who meet the
prescribed qualification, job specifications, subject to any instructions
issued by the central Government in this regard from time to time.
c) Through Employment Exchange as per provisions of the Employment
Exchange (compulsory Notification of Vacancies) Act, 1959.
d) Deputation from Central/State Governments or Public Sector
Enterprises.
e) Recruitment of person declared as surplus by the Government and
other public Enterprises, etc.as per directives of Central Government.
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METHOD AND PRINCIPLES OF RECRUITMENT
LEVEL OF RECRUITMENT
Recruitment is generally made at the lowest of the grades in various
cadres / groups as indicated below, but can also be made in higher
grades, whenever considered necessary by the management.
CATEGORY GRADE SCALE(IDA) Rs
(a) Workmen
i) Un-Skilled
ii) Semi-Skilled
iii) Skilled / Ministerial
(b) Supervisor
(c) Executive
W-0
W-2
W-4
S-1
E-2
E-2A
3750-2.5%-5450
4700-3%-9010
5800-3%-10790
7900-3.5%-13700
8600-250-13400
10750-300-16750
Direct Recruitment from outside :
When a post is to be filled in by direct recruitment, including recruitment
from the sources indicated at items (b) to (e) under Rule 4 above, the
governing principle shall be to secure the services of the candidates most
suitable to the post(s). To achieve this objective, the method of recruitment
shall be:
1. To invite applications by open advertisement given full information
regarding the nature and duties of the post, qualifications, experience
and age limits, prospects of promotion and other relevant information.
2. Where direct recruitment is resorted to. Existing employees of the
Corporation (including its projects/units) may also apply for the post
26
(s) advertised in the press, provided they fulfill the prescribed
requirements. Relaxation in the qualifications / experience of internal
candidates may be considered by the Appointing Authority.
3. To prescribe where necessary, written competitive examination, test
and/or oral examination by means of interview of candidates by a
Selection Committee to be constituted by the Chairman / General
Manager / Chief Engineer / Chief Project Manager / Project
Administrator depending upon the status of the post .
4. The Selection Committee will arrange the names of selected
candidates in order of their merit and the Appointing Authority will
make appointments in that order , unless for any special reasons , to
be recorded, it is found necessary that order in any particular case.
Panel of selected candidates (kept in reserve), which normally shall
not exceed 50% of the number of advertised vacancies, will remain
alive for a period of one year.
CLARIFICATIONS
Demand draft of Rs. 300/- as registration amount and examination fee for
General and OBC Candidates and a demand draft of Rs. 30/- as
registration amount for SC/ST/Physically Challenged candidates. SC/ST &
PC candidates are required to submit a self-attested copy of
Caste/Disability certificate on prescribed format for Central Government
along with Demand Draft. Non-refundable Demand Draft should be made in
favor of F&AO (Cash), ONGC payable at SBI, Tel Bhavan Branch, (Code-
1576), Dehradun. No other mode of payment would be accepted.
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RECRUITMENT BY DEPUTATION
When a post is to be filled in by deputation, no organization will normally be
approached to lend a particular officer by name, but such relevant
particulars will be supplied to the concerned organization as will enable it to
suggest name / names of suitable persons for the posts (s) in question.
The deputation period will not normally be allowed to exceed the limits
prescribed by the Department of Public Enterprises from time to time
various categories of posts.
In the cause of each deputation’s, the management will decide with in a
period of one year from the date of appointment or at least threes months
before expiry of the deputation period, whichever is later, whether the
deputation’s has to continued on deputation, absorbed or reverted.
The retirement and other benefits such as Seniority, leave, Provident Fund,
Gratuity, etc. to be allowed to deputation’s on absorption shall be regulated
as per the provisions in the “Guidelines for Absorption of Deputation’s”
appended in Annexure-3 to these Rules.
APPOINTMENT BY PROMOTION
Rules relating to promotion of employees will be laid down separately by
the Corporation.
EXTENT OF RECRUITMENT
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Recruitment shall be in adherence to the overall manpower budget for the
year.
INTRODUCTION
HRP (Human Resource Planning) helps determine the number and type of
people an organization needs. The next logical step is to hire the right
number of people of the right type to fill the jobs. Hiring involves two broad
groups of activities.
1. Recruitment
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2. Selection
Before coming to details of “Recruitment”, it is useful to note that hiring,
contrary to popular perception, is an ongoing process and not confined to
the formative stages of an organization. Employee leaves the organization
in search of greener pastures- some retire and some die in the saddle.
More importantly, an enterprise grows, diversifies, take over other units-all
necessitating hiring of new men and women.. Infect, the hiring function
stops only when the organization cease to exist.
RECRUITMENT
Recruitment is understood as the process of searching for and obtaining
applicants for jobs, from among whom the people can be selected. A formal
definition of recruitment is that it is the process of finding and attracting
capable applicants for employment. The process begins when their
application are submitted.
In simple terms, recruitment is understood as the process of searching for
and obtaining applicants for jobs, from among whom the right people can
be selected.
A formal definition of recruitment is, “it is the process of finding and
attracting capable applicants for employment. The process begins when
new recruits are sought and ends when their applications are submitted.
The result is a pool of applicants from which new employees are selected”.
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As Yonder and other points out
“Recruitment is a process to discover the sources of manpower to meet the
requirements of the staffing schedule and to employee effective measures
for attracting that manpower in adequate numbers to facilitate effective
selection of an efficient working force. Accordingly, the purpose of
recruitment is to locate sources of manpower to meet job requirements and
specifications.
FILLIP views: - “it is a process of searching for prospective employees
and stimulating and encouraging them to apply for jobs in an organization”.
An analysis of these definitions reveals the following features of recruitment
1. The basic purpose of recruitment is to locate the source required to
meet job requirements and attracting such people to offer them for
employment in the organization
2. Recruitment is a positive function as it seeks to develop a pool of
eligible persons from which most suitable ones can be selected.
3. Recruitment is a two-way process. It takes a recruiter and a recruit,
as recruiter has a choice that to recruit or not similarly the prospective
employee can choose for which organization to apply for a job.
4. Recruitment is a process or a series of activities rather then a single
act or event.
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5. Recruitment is an important function as it possible to acquire the
number and type of persons necessary for the continued functioning
of the organization.
PURPOSE AND IMPORTANCE
The general purposes of recruitment are to provide a pool of
potentially qualified job candidates. Specifically, the purpose is to:-
1. Determine the present and future requirements of the organization
in conjunction with the personnel planning and job analysis activities.
2. Increase the pool of job candidates with minimum cost.
3. Help increase the success rate of the selection process by reducing
the number of obviously, under qualified or overqualified applicants.
4. Help reduce the probability that job applicants, once recruited and
selected, will leave the organization only after a short period of time.
5. Meet the organization’s legal and social obligation regarding the
composition of its workforce.
6. Start identifying and preparing potential job applicants who will be
appropriate candidate.
7. Increase organization and individual effectiveness in the short and
long term.
8. Evaluate the effectiveness of various recruiting technique and
sources for all type of job applicants.
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Recruitment Process
33
The ideal recruitment programme is the one that attracts a relatively
large number of qualified applicants who will survive the screening
process and accept position with the organization, when offered.
Recruitment programmes can miss the ideal in many ways, by failing
to attract an adequate applicant pool, by under/over selling the
organization, or by inadequately screening applicants before they
enter the selection process. Thus, to approach the ideal, individuals
responsible for the recruitment process must know how many and
what type of employees are needed, where and how to look for
individuals with the appropriate qualification and interests, what
inducement to use (or avoid) for various type of applicant groups,
how to distinguish applicants who are unqualified from those who
have a reasonable chance of success, and how to evaluate their
work.
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RECRUITMENT POLICY
Policy is the guidelines for action. Once the policy is laid, down it will be
easy for the manager to work out the plans and programmes and
implement the same with out referring to top management often and
seeking their guidance repeatedly. This will save time, effort and money.
Recruitment policy can be of two type:-
General policy – on recruitment express top mgt. Philosophy on
recruitment like equality and fairness in this process.
Specific process – on the other hand lay down polices on
recruitment sources like internal or external recruitment procedure like
type of advertisement.
Advantage of recruitment policies are given below:-
1) Provide formal statement of corporate thinking.
2) Establishing consistency in application of polices over a period of
time.
3) Offer guidelines to managers for taking action.
4) Improve communication & secure co-operation from employees.
5) Provide criteria for performance evaluation of persons involved in
recruitment
6) Build employees enthusiasm & loyalty & increase their confidence.
A good recruitment policy must contain these elements.
Organization’s objective:-
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Both the short-term and long-term objective are taken into consideration as
a basic parameter for recruitment decisions and needs of the personnel-
area-wise, job-family-wise.
Identification of the recruitment needs:-
To take decision regarding the balance of the qualitative dimensions of the
recruits i.e. the recruiters should prepare profile for each category of
workers and accordingly work out the man specification decide the
sections, department or branches where they should be placed and the
particulars responsibilities which may be immediately assigned to them.
Preferred sources of recruitment: -
Which source would be tapped by the by the organization e.g. for skilled or
semi-skilled manual workers. Internal source and employment exchange
preferred, for highly specialized categories and former, may be utilized.
Criteria of selection and preferences: -
These should be based on conscious though and serious declaration in
other, management may take the unilateral decision.
The cost of recruitment policy in its broadest sense involves a commitment
by the employees to such general principles as:-
1. To find employ the best qualified person for each job.
2. To retain the best and most promising of those hired.
3. To offer promising opportunities for life time working career.
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4. To provide programs and facilities for personnel growth on the job.
Following are the principles of recruitment policy
●To find & employ the best qualified person for each job.
To retain the best & the most promising ones.
To offer promising careers and security.
To provide facilities for personal growth on skill and knowledge.
To be compatible with public policies.
METHODS OF RECRUITMENT
Method of recruitment depends on the source of recruitment most
important of them are:-
Cost
Effectiveness
The method adopted must be such that, it is capable of attracting maximum
number of potential candidates. In addition it must involve optimum cost.
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RECRUITMENT
INTERNAL SOURCESEXTERNAL SOURCES
Methods of recruitment may be:-
a. Internal Sources b. External Sources
1) Internal Source Search:-
Posted on Bulletin/notice Boards of the organization.
Through memos circulated among the shop supervisor.
Advertisement in the in house employee magazine/bulletins/
handouts.
Others methods like “word-of-mouth” and / or “who-you-know”
system.
Perusal of records/ P>C data bank.
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2) External Source Search
The external source search consists of a number of methods
a) Direct Method - It consists of following
Scouting
Campus recruitment
Casual callers/unsolicited applicants
b) Indirect Method
Advertisement
Employees trade association/clubs
Professional association
Reputed other firm
c) Third party method
Following are the important third party methods in recruitment
Public employment agencies
Private employment agencies
Placement cells in schools and colleges
Temporary help service
Management consultant
Professional bodies/ association
Computer data bank
Voluntary organization
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Complexity of the function of recruitment
Performing the function of recruitment, i.e. the selection ratio is not as easy
as it seems to be. This is because of hurdles created by the internal factor
and external factors, which influence an organization. The first activity of
recruitment i.e. searching for prospective is affected by many factors like.
Organizational policy regarding filling up of certain percentage of
vacancies by internal candidate.
Local candidates.
Influence of trade union.
Influence of recommendations and nepotism etc.
SELECTION
The process of choosing the most suitable candidate for a job from among
the available applicants is called selection. Selection is the most important
stage of employment as the concept of ‘the right candidate for the right
position’ takes its final shape here.
As Yoder states, “The hiring process is of one or many ‘go, no-go’
gauges. Candidates are screened by the application of these tools.
Qualified applicants go on to the next hurdle, while the unqualified are
eliminated.”
The selection process in an organization depends on the organization‘s
strategy and objectives, the tasks and responsibility of the job and
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qualifications, experience and characteristics required in an individual to
perform these tasks and responsibilities successfully.
ELEMENTS IN SELECTION PROCESS
Organizational objectives
Job design / Job description
Job specification
Competency modeling
Selection
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STEPS IN SELECTION PROCESS
Resumes/CVs Review
Initial Screening Interview
Analysis the application Blank
Conducting Tests and Evaluating Performance
Preliminary Interview
Core and Departmental Interviews
Reference Checks
Job Offer
Medical Examination
Placement
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Factors influencing effectives selection
One of the factors that influence the effectiveness of selection process is
the number of recruits per job or per opening or what is called “the
selection ratio” the greater the number of recruits per opening in the pool,
the greater will be scope for choosing right and potential persons.
Another factor that influences the process of selection is the character and
ethical standards of the selector. If his ethical standards are high i.e., if he
is not prone to corruption, favoritism or nepotism, then new employees are
like to be selected properly and on merit. But if he is lured by these
considerations, then it would fail the selection process.
The selection process is also affected by the limits and constraints imposed
by the organization or its employment specialist such as the budget
sanctioned reservation policy or any other affirmative program etc.
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LIMITATAION OF THE STUDY
1. The problem discussed was more is technical terms, thus was difficult to comprehend.
2. Views of only few members could be included because of time limitation.
3. Difficulty to attend the employees due to time
4. Specified area
5. Limited sample size
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RESEARCH METHODOLOGY
RESEARCH FORMULATION
The research to be conducted can be formulated as:-
“A detail study on Recruitment and Selection process followed by ONGC”
RESEARCH OBJECTIVES
To study the recruitment and selection process in ONGC.
1. To analyze the awareness level of employees regarding recruitment
and selection process of the company.
2. To study and analyze the recruitment and selection policy in ONGC
and its effects on the employees with reference to executive and
staff.
3. To assess whether the recruitment and selection policy in ONGC
have been effective in acquiring and maintaining efficient manpower.
RESEARCH DESIGN
Descriptive Research has been used in order to conduct the study.
DATA COLLECTION METHOD
I took the help of primary and secondary data to achieve the objective of my project, which include:-
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Primary Data
Observation Questionnaire
Secondary Data
Websites Transcripts of Books Journals Handouts
Hypothes is
We have taken the hypothesis as – that the recruitment & selection procedure at ONGC is effective and time bound.
Research Methodology
The project was carried out through –
Questionnaire
Interviews / Discussions with selected respondents).
Research Design
The objective of the problem will be the main focus of research design and to ensure that data collected is relevant to the objectives. The right source of data collection, sampling & data trimming will be pivotal to the research. The design will be descriptive in nature.
SAMPLE SIZE
Sampling Method : - Non-Probability Sampling (Convenient
Sampling)
Sample Unit : - HR Personnel
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Geographical Location : - DEHRADUN
Sample size : -100
SAMPLE
The whole universe was studied to fulfill the objectives of studying the effectiveness of recruitment process at ONGC, DEHRADUN.
METHODS OF DATA COLLECTION
The executives of HR were put through a questionnaire & personal discussion for data collection. Both primary & secondary data are used.
PRIMARY SOURCE OF DATA COLLECTION –
QUESTIONNAIRE
INTERVIEWS
OBSERVATIONS
SECONDARY SOURCE OF DATA COLLECTION –
Profile of Sahara
Magazines
Manuals
Brochures
The questionnaire was designed after a review of the existing recruitment system. The questions were arranged in a sequence to avoid confusion & misunderstanding.Other features considered were –
To make questions as concise as possible.
To use words that is simple & familiar.
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In order to ascertain the correctness of the information given by the employees some counter check questions were given in the questionnaire & they were also personally interviewed.
MAIN SAMPLE = 100 NON RESPONDENT = 10
SAMPLE SIZE = 90
SIGN TEST
To check that the training provided by the company to it employees are sufficient
Sample size=100
Non respondent=10
HOP=success rate HOQ=failure rate
69 21
Stating hypothesis recruitment process is satisfactory
PHo=0.5
Hypnotized proportion of the population feel the recruitment is satisfactory
.
QHo=0.5
Hypnotized proportion of the population feels that the recruitment process
is unsatisfactory.
Hop=69/90=0.766(proportion of success in the sample)
HoQ=21/90=0.233(proportion of failure in the sample)
Calculation of standard error:
S.dp=∫pq/n
= ∫(0.5*0.5/90 =0.0027
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Significance level 95% value=1.96
Findings the limits of the acceptance region for null hypothesis
s.dp=0.0025
pHo+1.96(SDp)=0.5+(1.96)(.0027)
=0.5052(upper limit)
Pho-1.96(SDp) = 0.5-(1.96)0(.0027)
=-0.4947(lower limit)
Acceptance Region
-1.96 +1.96
-0.4947 +0.5052 Critical Region
-1.96 +1.96 FIGURE
INTERPRETATION: The value falls in acceptance region the null
hypothesis is accepted, so it can conclude that the recruitment process of
ONGC is satisfactory.
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DATA ANALYSIS AND
INTERPETATION
Data Analysis & Interpretations
After collecting the data from the respondents the next step was to analyze it & interpret it. The data was analyzed & interpreted by the help of some graphs. The interpretation was done Question wise & is as follows:-
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Questionnaire
1. Do you think the Recruitment & Selection process in ONGC, DEHRADUN is clear to me?a) Strongly agree b) Agree c) Slightly Agree d) Disagree
S. No.
Recruitment & Selection process in ONGC, DEHRADUN
is clear to me
Respondents
1. Strongly agree 50 %2. Agree 40 %3. Slightly Agree 5 %4. Disagree 5 %
Strongly AgreeAgreeSlightly AgreeDisagree
Most of the respondents are in favor that the Recruitment and Selection process is clear to me.
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2. Methods used in recruitment & selection process are satisfactory?
a) Strongly agree b) Agree c) Slightly Agree d) Disagree
S. No.
Methods used in recruitment & selection process are satisfactory
Respondents
1. Strongly agree 25 %2. Agree 62 %3. Slightly Agree 13 %4. Disagree 0 %
Methods used in recruitment & selection process are satisfactory
25%
62%
13% 0%
Strongly agree Agree Slightly Agree Disagree
Most of the respondents agree to the point that Process of Recruitment and Selection is satisfactory where as only 25 % respondents strongly agree that this process is satisfactory. Yet most of the respondents are in favor that it needs improvement to become the best system in Recruiting potential candidates.
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3. More emphasis should be given to the internal sources of selection for various posts?
a) Strongly agree b) Agree c) Slightly Agree d) Disagree
S. No.
More emphasis should be given to the internal sources of selection for various posts
Respondents
1. Strongly agree 49 %2. Agree 25 %3. Slightly Agree 14 %4. Disagree 12 %
More emphasis should be given to the internal sources of selection for various posts
49%
25%
14%
12%
Strongly agree Agree Slightly Agree Disagree
Majority is in favor that more emphasis should be given to the internal sources of selection for the various posts. But there are few people who favor that fresh blood should be allowed within the Organization.
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4. Campus recruitment for reporters and anchors should only be done through premier institutes?
a) Strongly agree b) Agree c) Slightly Agree d) Disagree
S. No.
Campus recruitment for reporters and anchors should only be done through premier institutes
Respondents
1. Strongly agree 37 %2. Agree 25 %3. Slightly Agree 27 %4. Disagree 11 %
Campus recruitment for reporters and anchors should only be done through premier institutes.
37%
25%
27%
11%
Strongly agree Agree Slightly Agree Disagree
Majority of the respondents are in favor of recruiting from premier institutes so as to get the cream. And less amount is spend on their training and development. But still few people are their who believe recruiting from other institutes also.
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5. Recruitments should be done on the basis of suggestions and recommendations made by the existing staff? a) Strongly agree b) Agree c) Slightly Agree d) Disagree
S. No.
Recruitments should be done on the basis of suggestions and recommendations made by the existing staff
Respondents
1. Strongly agree 25 %2. Agree 50 %3. Slightly Agree 0 %4. Disagree 25 %
Recruitments should be done on the basis of suggestions and recommendations made by the
existing staff
25%
50%
0%
25%
Strongly agree Agree Slightly Agree Disagree
75 % of the respondents are in favor of recruiting on the recommendation of existing staff as they know the company requirements better then anyone else as a result they can suggest the best match this will save cost encured by the company on recruitment.
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6. Campus recruitment makes the process easier for the organization?
a) Strongly agree b) Agree c) Slightly Agree d) Disagree
S. No.
Campus recruitment makes the process easier for the organization
Respondents
1. Strongly agree 37 %2. Agree 13 %3. Slightly Agree 13 %4. Disagree 37 %
Campus recruitment makes the process easier for the organization
37%
13%13%
37%
Strongly agree Agree Slightly Agree Disagree
63 % of the Respondents believe that campus Recruitment makes recruitment process easier for the organization to some extent where as 37 % of the respondents do not agree that campus recruitment makes recruitment process easy.
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7. Effective HRP greatly facilitates the recruiting efforts?
a) Strongly agree b) Agree c) Slightly Agree d) Disagree
S. No.
Effective HRP greatly facilitates the recruiting efforts
Respondents
1. Strongly agree 45%2. Agree 40%3. Slightly Agree 10%4. Disagree 5%
Strongly AgreeAgreeSlightly AgreeDisagree
Effective HRP definitely facilitates the recruitment process as HRP is the first step to be taken care in Recruitment. This has been proved by the research as 45% of the respondents strongly believe that effective HRP facilitates the recruitment efforts. And rests 40 % also agree to this point, 10% slightly agree, and 5% is disagreeing.
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8. The organization recruitment notices should be more descriptive to stimulate the new talent? a) Strongly agree b) Agree c) Slightly Agree d) Disagree
S. No.
The organization recruitment notices should be more descriptive to stimulate the new talent
Respondents
1. Strongly agree 37 %2. Agree 37 %3. Slightly Agree 13 %4. Disagree 13 %
The organization recruitment notices should be more descriptive to stimulate the new talent
37%
37%
13%
13%
Strongly agree Agree Slightly Agree Disagree
Majority is in favor that Recruitment Notices should be more descriptive so as to give clear picture of the job to the applicants in order to ensure the right candidate to the right job combination. Where as 13 % of the respondents disagree with the statement and favor that recruitment notice should not be descriptive.
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9. Recruitment at entry level should be given on contract with reputed HR consultancies?
a) Strongly agree b) Agree c) Slightly Agree d) Disagree
S. No.
Recruitment at entry level should be given on contract with reputed HR consultancies.
Respondents
1. Strongly agree 50 %2. Agree 40 %3. Slightly Agree 6 %4. Disagree 4 %
Strongly AgreeAgreeSlightly AgreeDisagree
All the respondents are in favor that recruitment at entry level should be outsourced to reputed HR consultancies as this will save company cost and time and they will even get potential candidates.
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10. Recruitments at higher post should be done exclusively by internal sources?
a) Strongly agree b) Agree c) Slightly Agree d) Disagree
S. No.
Recruitments at higher post should be done exclusively by internal sources
Respondents
1. Strongly agree 37 %2. Agree 25 %3. Slightly Agree 38 %4. Disagree 0 %
Recruitments at higher post should be done exclusively by internal sources
37%
25%
38%
0%
Strongly agree Agree Slightly Agree Disagree
Every respondents favor that recruitment at higher level should be done by internal sources only as existing employees know the company and given their day and night and company can rely on them and ideally they are the first one to get preference for the vacancies within the company.
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11. The current Recruitment and selection process fulfills the company objective?
a) Strongly agree b) Agree c) Slightly Agree d) Disagree
S. No.
The current Recruitment and selection process fulfills the company objective
Respondents
1. Strongly agree 25 %2. Agree 50 %3. Slightly Agree 25 %4. Disagree 0 %
The current Recruitment and selection process fulfills the company objective
25%
50%
25%0%
Strongly agree Agree Slightly Agree Disagree
Current recruitment policy is sufficient in fulfilling the company objective but we are operating in cut throat competition and need up gradation each time to survive and get edge over others.
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12. The rate of recruitment and selection should be in proportional to the actual need within the organization?
a) Strongly agree b) Agree c) Slightly Agree d) Disagree
S. No.
The rate of recruitment and selection should be in proportional to the actual need within the organization
Respondents
1. Strongly agree 40 %2. Agree 50 %3. Slightly Agree 4 %4. Disagree 6 %
Strongly AgreeAgreeSlightly AgreeDisagree
Recruitment and Selection process should be in proportion with the actual need of the company so as to avoid excess of employee inflow within the company and respondents also favour this as this saves employee retention cost to the company.
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13. The policies for selection through promotion need to be modified? a) Strongly agree b) Agree c) Slightly Agree d) Disagree
S. No.
The policies for selection through promotion need to be modified
Respondents
1. Strongly agree 60 %2. Agree 30 %3. Slightly Agree 5 %4. Disagree 5 %
Strongly AgreeAgreeSlightly AgreeDisagree
Majority is in favour that promotion policies of ONGC, DEHRADUN need to be modified as now with the changing Business Environment new methods of promotion has come into picture and many of them is very effective like 360 Degree Appraisal System. And this will also play important role in employee motivation.
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14. The percentage policies of promotion in ONGC, DEHRADUN are satisfactory? a) Strongly agree b) Agree c) Slightly Agree d) Disagree
S. No.
The percentage policies of promotion in ONGC, DEHRADUNare satisfactory
Respondents
1. Strongly agree 62 %2. Agree 25 %3. Slightly Agree 0 %4. Disagree 13 %
The percentage policies of promotion in Sahara India Media are satisfactory
62%25%
0%13%
Strongly agree Agree Slightly Agree Disagree
62% of the respondents strongly believe that Percentage Policy of Promotion in ONGC, DEHRADUN are satisfactory. On the Contrary 13 % are not in their favour.
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15. The actual practice of promoting executive is fair?
a) Strongly agree b) Agree c) Slightly Agree d) Disagree
S. No.
The actual practice of promoting executive is fair
Respondents
1. Strongly agree 37 %2. Agree 38 %3. Slightly Agree 25 %4. Disagree 0 %
The actual practice of promoting executive is fair
37%
38%
25%0%
Strongly agree Agree Slightly Agree Disagree
Respondents to some extent or strongly agree to the point that Actual practice of Promoting Executives in company is fair enough.
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16. Any suggestion you would like to give for improving recruitment and selection process in your companies?
………………………………………………………………………………………………………………………………………………………………………………………………………………………………………
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CONCLUSION
REQUIREMENT
‘Necessity is the mother of Invention’ this is true everywhere. In the study
first of all I tried to find out the cause of the process of Recruitment and
Selection.
I got the answer from employees that here in ONGC major cause for the
process is its Expansion Program as ONGC is growing vastly. Few other
reasons are Resignation and Replacement vacancy. Retirement hardly
takes place here.
From the survey it can be concluded that efforts were made to select the
knowledgeable and skilled person then emphasis is given for experienced
person. But outcome is not always the same as desired. Till now
candidates selected in ONGC, DEHRADUN are more work Experienced
with knowledge.
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SUGGESTIONS
1. The Campus recruitment must be done to infuse fresh talent and
save on costs.
2. Successful planning, potential appraisal, job rotation to be given
weight age to facilitate recruitment from internal source.
3. Re-engineering the human resource information system with an
emphasis on recruitment.
4. A constant research must be held to update the recruitment &
selection process.
5. Every detail should be in black and white including all HR policies so
as to provide a complete picture of the process.
6. There should be constant feedback from executives or employees
bench marking in order to have a check on recruitment process.
7. Newly selected candidate who has come from competitor companies
must be asked about recruitment and selection procedure followed in
their companies.
8. Exit interviews must be held so as to trace any inefficiency in the
recruitment & selection procedure and also to know about employees
grievances.
9. There should be long term career planning which should be
implemented in order to increase the effectiveness in recruitment
process.
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RECOMMENDATION
Keeping in view my findings during my work, I am providing certain
recommendation, in hope that they will be appreciated and some of them
can be adopted to achieve better results
1. Decentralization of HR should be done & the capabilities of the HR
professionals should be relied upon.
2. The Campus recruitment must be done to infuse fresh talent and save
on costs
3. The system of recruiting executives should be reviewed and improved
upon at definite intervals.
4. Too much time is taken in the recruitment and selection procedures
which may result in loss of capable candidates to competitors and is
also a burden on costs.
5. Every detail should be in black and white including all HR policies so as
to provide a complete picture of the process.
6. A system to know what is happening in competition is also needed.
7. Campus recruitment to be only means of recruiting fresher’s.
8. Successful planning, potential appraisal, job rotation to be given weight
age to facilitate recruitment from internal source.
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9. There should be need-based improvisation.
10. Too much stress and rigidity on joining formalities even some of the
formalities are outdated.
11. Re-engineering the human resource information system with an
emphasis on recruitment.
12. A constant research must be held to update the recruitment &
selection process.
13. There should be constant feedback from executives or employees
bench marking in order to have a check on recruitment process.
14. Newly selected candidate who has come from competitor companies
must be asked about recruitment and selection procedure followed in
their companies.
15. Exit interviews must be held so as to trace any inefficiency in the
recruitment & selection procedure and also to know about employees
grievances.
16. Dedicated HR executive to work on this including other
developmental activities – not involved in IR.
17. There should be long term career planning which should be
implemented in order to increase the effectiveness in recruitment
process.
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APPENDICES
QUESTIONNAIRE
1. Do you think the Recruitment & Selection process in ONGC, DEHRADUN is clear to me?
Strongly agree Agree Slightly Agree Disagree
2. Methods used in recruitment & selection process are satisfactory?
Strongly agree Agree Slightly Agree Disagree
3. More emphasis should be given to the internal sources of selection for various posts?
Strongly agree Agree Slightly Agree Disagree
4. Campus recruitment for reporters and anchors should only be done through premier institutes?
Strongly agree Agree Slightly Agree Disagree
5. Recruitments should be done on the basis of suggestions and recommendations made by the existing staff?
Strongly agree Agree Slightly Agree Disagree
6. Campus recruitment makes the process easier for the organization?
Strongly agree Agree Slightly Agree Disagree
7. Effective HRP greatly facilitates the recruiting efforts?
Strongly agree Agree Slightly Agree Disagree
8. The organization recruitment notices should be more descriptive to
72
stimulate the new talent?
Strongly agree Agree Slightly Agree Disagree
9. Recruitment at entry level should be given on contract with reputed HR consultancies?
Strongly agree Agree Slightly Agree Disagree
10. Recruitments at higher post should be done exclusively by internal sources?
Strongly agree Agree Slightly Agree Disagree
11. The current Recruitment and selection process fulfills the company objective?
Strongly agree Agree Slightly Agree Disagree 12. The rate of recruitment and selection should be in proportional to the actual need within the organization?
Strongly agree Agree Slightly Agree Disagree
13. The policies for selection through promotion need to be modified?
Strongly agree Agree Slightly Agree Disagree
14. The percentage policies of promotion in ONGC, DEHRADUN are satisfactory?
Strongly agree Agree Slightly Agree Disagree
15. The actual practice of promoting executive is fair?
Strongly agree Agree Slightly Agree Disagree
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16. Any suggestion you would like to give for improving recruitment and selection process in your companies?
………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………
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BIBLIOGRAPHY
www.ongc.com
Annual reports and Journals
www.ongcindia.com
www.forbes.com
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