What Do we Do???

>Talent Crunch ; High Attrition

>Private Players; Tough Competition

What is Wrong in our Organization????

We need Help!!!!!!!

Don’t Worry…….

“ OD Interventions at Rescue ”

ONGC Head

OD Practioner

About the Company

• Oil and Natural Gas Corporation Limited (ONGC) is a state owned oil and gas company in India

Global Rankings• ONGC ranks as the Numero Uno Oil & Gas Exploration &

Production (E&P) Company in Asia, as per Platts 250 Global Energy Companies List for the year 2007

• ONGC ranks 23rd Leading Global Energy Major amongst the Top 250 Energy Majors of the World in the Platts 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 Magazines list of the Worlds Most Admired Companies 2007. ONGC is 9th position in the Industry of Mining, crude oil production

PETROLEUM INDUSTRY• HR policies and role of HR professionals in keeping up

employee motivation in a difficult and dangerous work environment.

• Difficult working conditions • Risky nature of job • Employees are rewarded with fantastic pay packages

Major Competitors• Assam Oil Company Ltd. (ACL), India • Bharat Petroleum Corporation Limited, India • Essar Oil, India • Gujarat State Petroleum Corporation, India • Hindustan Petroleum Corporation Ltd, India • Indian Oil Corporation, India • Petronet LNG Limited, India • Reliance Industries Limited, India • Tata Petrodine• Schlumberger• Halibourton• Royal Dutch shell

ONGC VISION:

“ To be a world class Oil and Gas Company integrated in energy business with dominant Indian leadership and Global

presence.”

ONGC MISSION:• Dedicated to excellence by leveraging competitive advantages

in R&D• high standards of business ethics and organizational values• Abiding commitment to safety• Strive for customer delight

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 aspiration of employees

leading to development of an empowered, responsiveand competent human capital".

HR Objectives

• 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 foster a climate of creativity, 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, focus of

the HR Strategy is on change of the employees ‘mindset’• 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• Developing Human Resource through virtual learning, providing

opportunities for growth, 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 ‘Global Managers’ for tomorrow to ensure

the role of global

players

Findings about ONGC Performance Appraisal System in ONGC is not transparent. Individual feedback is not provided. The system being not so transparent, employees are unable to identify the

performance gaps in order to prepare for the future. Appraisers are usually unbiased and the management is serious about the

appraisal process. The appraisal process provides the employees an opportunity for development

and growth. Superior-subordinate relations are good. Superior help the employees set and

achieve meaningful goals. This made the environment amiable and congenial. Relations with the superior affect the evaluation . Employees are being rated on their knowledge and skills. Greater weightage is given to the recent performances. Most of the employees want that 360 degree feedback system should be

introduced.

PROBLEMS AND CHALLENGES IN ONGC

• Increased Competition- Private Competitors in market; Difficulty in Planning for sustained availability of workforce

Fulfilling Manpower Requirements

• Aging Workforce – Difficulty to replenish Talent loss due to heavy retirement in the next five years as well as scarcity of fresh blood in organization

• Retirement – 34% of the middle management level employees are expected to retire in 5-10 years

Problems and Challenges contd…• Attrition – Around 7 % attrition rate mainly due to lack of career

opportunities and extreme working conditions

• Attracting Talent – Difficulty to acquire or develop or retain the specialized skills required by the organization. Inadequate supply of talent from institutes being another reason

• Motivation -On account of differential with the market and

insignificant differential within No correlation seen between performance and complexity

of role and payNo incentive to perform beyond expectations. Increments

are known and expected

• Leadership – The focus on the coming times for the oil based companies would be to constantly innovate in the market place to maintain leadership. There will be a tremendous pressure on creating an atmosphere of innovative thinking and execution. This would also require superior management and communication skills

• Training - Creating training solutions that are cost effective and result oriented is a big challenge.

What is OD intervention?

• An intervention is a set of sequenced and planned actions or events intended to help the organization increase its effectiveness

Characteristics of Effective Interventions

• Is it relevant to the needs of the organization?

• Does it transfer competence to manage change to organization members?

Intervention Overview

• Human Process Interventions• Techno structural Interventions• Human Resources Management Interventions• Strategic Interventions

• Coaching• Training and Development• Process Consultation and Team Building• Third-party Interventions (Conflict Resolution)• Organization Confrontation Meeting• Intergroup Relationships• Large-group Interventions

Human Process Interventions

Techno structural Interventions

• Structural Design

• Downsizing• Reengineering• Employee Involvement• Work Design

Human Resources Management Interventions

• Goal Setting• Performance Appraisal• Reward Systems• Career Planning and Development• Managing Work Force Diversity• Employee Stress and Wellness

Strategic Interventions

• Mergers and Acquisitions• Alliances and Networks• Culture Change• Self-designing Organizations• Organization Learning and Knowledge

Management

Intervention Techniques