Summer Project Title“Employee Motivation regarding incentive schemes

At ONGC” in JODHPUR

OIL AND NATURAL GAS CORPORATION LIMITED

RAJASTHAN FORWARD BASE JODHPUR

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S.L. No. Contents Page No.

1 PREFACE 3

2 ACKNOWLEDGEMENT 4

3. EXECUTIVE SUMAMRY 5

4 CORPORATION PROFILE 6

5 PURPOSE OF THE STUDY 7

6 INTRODUCTION OF ONGC 8-10

7 BASIC FEATURES OF ONGC 11

8 ORGANIZATIONAL SET OF ONGC 14

9 RECOGNIZATION AND AWARDS 15

10 HR AT ONGC 17

11 INCENTIVE SCHEMES AT ONGC 23-54

12 BIBLIOGRAPHY 55

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PREFACE:

The project is done on the Rajasthan Forward base at Jodhpur. I have done work on the incentive

schemes of Jodhpur branch of ONGC. Firstly I got information about the economic position of the

ONGC, then about the industry, then jodhpur branch after that I have done at incentive scheme in

ONGC ,jodhpur.

Incentive Scheme in ONGC has been in existence since late 60’s and with the passage of time has

under gone number of reviews. . Keeping the present business scenario in focus ONGC

management have realized that scheme has not able to achieve the desired objectives as intended in

the scheme.

The main purpose of the scheme is to motivate the employees to achieve the target set by the

Organization. , As organization face mounting competition across the world. Companies can’t

sustain or even survive in such a relentless environment without attempting to accurately assesses

and enhance employee productivity and development.

In view of the above an attempt has been made to compile the details of all incentive scheme in

reference to employee working at ONGC. A need is there fore strongly realized for compilation that

has been titled as “EMPLOYEE MOTIVATION REGARDING INCENTIVE SCHEMES AT

ONGC”.

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ACKNOWLEDGEMENT

It gives me immeasurable pleasure, to acknowledge the help and advice given by all the

concern people. It will be impertinent on my behalf if I do not thank each and every person who has

made an effort to put together this project.

I, first of all would like to acknowledge the cooperation and encouragement of the

Mr. S.K. VYAS, HEAD OF DEPARTMENT, MANAGEMENT DEPARTMENT OF ENG.

COLLEGE BIKANER. Who provides me an opportunity & motivated me to take my

summer training in such an esteemed organization.

I am debted to my advisor MR.S.S.V.PRASADA RAO, (Chief Manager HR / In-

charge HR/ER) whose guidance, patience, encouragement and trust has been a great source

of support for me throughout my completion of project report at ONGC. I was privileged

to work under him. He also helped me to set up and refine my research agenda and career

goals .

I would like to thank MR S.P.SOMANI, HR EXECUTIVE, ONGC, to help me

handle all the paper work and assistance during the project work.

At the completion of this project I would like to acknowledge the cooperation and

encouragement of the SHRI VIPIN SAXENA & SHRI GANPAT SINGH PARIHAR.

Besides this I would also like to extend my sincere thanks to entire staff people who

were instrumental in completion of my project report.

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EXECUTIVE SUMMARY

As the education of future managers would be incomplete without exposure to

working in an organization a summer training assignment is as essential requirement for

first year of MBA course.

The training report concerns the welfare schemes at ONGC with various

recommendations to make effective specially through looking at employees’ satisfaction

level.

The study was carried out in Mandore office at JODHPUR. Accordingly the training

was concluded (on 14th of august 2008) with recommendations to ONGC as regards certain

measures, which can be considered to have better satisfied executives contributing their best

for achieving organizational goals.

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CORPORATION PROFILE

Oil & Natural Gas Corporation Limited properly known as ONGC , republic India’s number

one company with significant company in industrial and economic growth of the country is a

leading National Oil and Natural Gas producing company of India engaged mainly in

exploration ,development and production of crude oil, Naturals gas and some value added products.

It has gone through its life cycle and now reached to its maturity stage after overcoming birth &

growth stage .The organization was born over about five decades ago on 14 th August 1956 ND

today ONGC is a fortune 500 company having more than 35000 employees as on date working in

different in India and abroad. The modest corporate house within serene Himalayan setting at

Dehradun and Registered office at Delhi.

ONGC has grown into a full fledge horizontally integrated upstream petroleum company

with adequate in house capabilities and infrastructure in the entire range of oil and gas exploration

and production activities and related oil fields engineering services .From a small directorate to a

monolith today ONGC is circumpassing the entire public gamut of public sector organization.

ONGC today is endeavoring to become a world –class oil and gas producing company in pursuit of

exploration and production business in the domestic and international area and related opportunity

specific energy business.

ONGC today is repositioning itself to fasten the principle of relational enterprise through

partnership\strategic alliances \joint ventures with preferred partners and adopt a business strategy

which relies on company skills and positional assets with focus on core business areas and

opportunity specific diversification.

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PURPOSE OF THE STUDY

Study on incentive schemes & employee motivation with special reference to national oil

company ONGC Rajasthan Forward Base, Jodhpur is part of the regular programme for MBA of

Rajasthan Technical University .

This project is carried out to find out the level of employee motivation regarding welfare

schemes & to find out how it can be made effective and implemented in day-to-day work of ONGC.

Also to find out what are the weakness and how can be rectified in the competitive edge of

globalizations concept and changed economic scenario of world The need has been felt as to how

company can made its welfare schemes attractive to enable an organization retain their human

capital to pay best packages according to one’s expertise in his job.

The supplementary objective of the study is to increase the efficiency and motivating the

employees .Superior and subordinates to maintain hormonal relationship between them while giving

emphasis on welfare schemes & its effectiveness. This scheme enhances the compensation and

needs improvement for covering all the employees in organization.

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INTRODUCTION OF ONGC

ONGC Group of Companies comprises of Oil and Natural Gas Corporation Limited (ONGC

- The Parent Company); ONGC Videsh Limited (OVL – a wholly owned subsidiary of

ONGC); ONGC Nile Ganga BV (ONG BV - a wholly owned subsidiary of OVL) and

Mangalore Refinery and Petrochemicals Limited (MRPL - a subsidiary of ONGC). Oil and

Natural Gas Corporation Limited (ONGC) is India's Most Valuable Company, having a

market share of above 80% in India's Crude Oil and Natural Gas Exploration and

Production. ONGC registered the highest profit among all Indian companies at US $ 1.92

billion (Rs. 8664.4 Caror) in the year 2003-04. Its production of Crude Oil in 2003-04 was

26.7 MMT and of Natural Gas 25.70 Billion Cubic Meters. ONGC also produce Value-

Added Products (VAP) like C2-C3; LPG; Naphtha and SKO.

ONGC Videsh Limited (OVL) is overseas arm of ONGC, engaged in Exploration &

Production Activities. It trans-nationally operates E&P Business in 10 countries, making

ONGC the biggest Indian Multinational Corporation. In recent years, it has laid footholds in

hydrocarbon acreage in various countries including Ivory Cost and Australia. ONGC Nile

Ganga BV is a wholly owned subsidiary of OVL and has equity in producing field in Sudan.

ONGC envisages organizing Import/International Sale of Crude Oil and Export of

Petroleum Products through Tendering Procedure for all the Group Companies.  However, it

would be   restricted to the Companies/ Firms/ Vendors registered with ONGC on its

approved Vendor Lists.

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Subsidiaries of ONGC

1 ONGC Videsh Limited (OVL)2 Mangalore Refinery & Petrochemicals Limited (MRPL)

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SWOT ANALYSIS

1. STRENGTHS

A)        O.N.G.C LTD is perceived to be the leader in oil production industry.

B)        O.N.G.C has a very efficient and professional management team.

C)        O.N.G.C being an international company has sufficient resources

and    capital to invest.

D)        O.N.G.C has ISO-9001 & ISO 14001 registration.

2. WEAKNESSES

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

3. OPPURTUNITY

A)        Energy utilization of buried coal resource (700 -1700M), estimated

63BT   – Equivalent to 15000 BCM.

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

4. THREAT

A)        Security of personnel & property especially crude oil continues to be

a  cause of concern in certain area.

B)        In some exploration Campaign Company involves high technology,

high  technology, High investment and high risk.

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BASIC FEATURES OF   ONGC

Company's vision & mission.

Objectives of the company.

Rajasthan forward base, Jodhpur.

Major Achievement Of ONGC

Different Working Condition.

Organizational .setup of ONGC

Globalization.

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VISION   OF   ONGC

To be world class Oil & Gas Company Integrated in energy business with

dominant Indian leadership and global presence.

  MISSION   OF   ONGC

World Class

Dedicated to excellence by leveraging 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 & challenging experience for our people.

Strive for customer delight through quality products and services.

Integrated in Energy Business

 Focus on domestic and international oil & gas exploration and production business

opportunities.

Providing value linkages in other sectors of energy business.

Creating growth opportunities and maximize shareholder value.

Dominant Indian Leadership

Retain dominant position in Indian Petroleum sector and enhance India's energy availability.

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  OBJECTIVES   OF   THE   COMPANY  

To maximize production of hydrocarbon, self reliance in technology, promoting indigenous efforts

to achieve self reliance in technology, promoting indigenous efforts to achieve in all related

equipment, material and services.

Assist  in  conservation  of  oil,  more  efficient  use  energy  and  development  of  alter

- nate source  of  energy.

Environmental protection

 Observe  100%  safety in work.  

Rajasthan forward base, Jodhpur

      The Rajasthan forward base is having its base office at jodhpur in the western Rajasthan. It

comes under the Western Onshore Basin of Oil and natural Gas corporation with its regional office

at Baroda and headquarters at Deharadun.The name Rajasthan Forward Base is given as the ONGC

is carrying out its operations in the vicinity of Thar Desert of Jaisalmer.

       The Basin is having its at Jodhpur Named KDM Complex, Mandore, jodhpur. The drilling and

geophysical activities of Rajasthan Forward Base operating in Indo pak border in jaisalmer District.

 

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DIFFERENT WORKING CONDITION

    Employee are working in different set-ups; at the drill sites where days ON/OFF pattern

is prevalent and the officers and staff 8 hours duty at base office where apart from normal office

hours some services like radio communication etc. are round the clock jobs . The work force is

approximately 200 with about 135 Officers and Remaining Staff.

ORGANIZATIONAL SET OF ONGC

From staff strength of 450 employees in the year 1956-57 ONGC staff from grown up to

35000 at present.

There are about 15 broad disciplines under four main heading of

Engineering Services

Drilling Services

Geophysical services and

Administration and other support services.

Up to 1968, there was rapid advancement of individuals due to considerable expansion of

work . Thereafter, some stagnation took place in the career advancement of the employees.

GLOBALIZATION

ONGC  operations are being internationalized with a view to acquiring exploration

acreage and access to oil in other basics world over in line with the over strategy followed by

international oil companies .ONGC Videsh Limited .a subsidiary of ONGC , is managing the

overseas ventures. 

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RECOGNITION AND AWARDS

Global ranking/Recognition

Ranking 402nd in the Fortune Global 500 list for 2006, up from 454th last year ,

based on revenues; ONGC is ranked 115th in new list (based on profits ). Leading

all Indian corporate

Topped the list of sensex Indian companies figured in Business Weeks first

annual ranking of Asia’s 50 best-performing listed companies drawn from a list of

625 Asian firms, ONGC was ranked ‘third’ among the 50 best Asian firms.

Ranked 158th amongst the world’s largest companies as per market capitalization

on 31st March 2006 in the 10th annual Financial Times Global listing.

Leads the list of Indian corporate titans, in the Forbes Global 2000, with 256 th

ranking in list of 2000 business entities (including 33indian firms) based on sales,

profits Assets and Market Valuation.

Sole Indian entry into the UNCTAD’s top 50, non financial Transnational

Corporations from developing countries ranked by foreign assets.

Ranked 18th amongst 50 publicly traded global companies in oil &Gas industry

based on market capitalization and 15thy amongst 2 listed integrated Oil & Gas

companies.

Conferred the Golden Peacock Award for the ‘Corporate Governance’ during the

International Conference on Corporate Governance.

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Indian Ranking/Recognition

Bagged the prestigious NDTV Profits Business Leadership Award in the Oil &

Gas category.

Topped the Business Today list of Most Valuable companies in India for the

second year in a row. In the ranking, ONGC topped all the three categories viz.

Market Capitalization, Net Profit and Net Worth.

Topped Business India’s 100 listed of Indian companies ,based on a weighted

average of several parameters, including Market Capitalization, Profit After

Tax(PA), Net Fixed and Net Sales.

Ranked 11th in the Economic Times 500 Ranking with the highest Market

Capitalization, and Net Profit k, mainly due to lower P/E ratio and Return on Net

Worth.

Ranked as the Most Respected Company in the PSU category in the 2006

Business World Survey released n Business World Magazine (June 2006).

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HR AT ONGC

PEOPLE AT ONGC

Today, ONGC is the navratna company of India; and making this possible is a dedicated

team of nearly 35,000-40,000 professionals who toil round the clock .It is this toil, which amply

reflects in the performance figures and aspirations of ONGC. The company has adapted progressive

policies in scientific planning, acquisition, utilization, training and motivation of the team. At

ONGC everybody matters, every soul counts.

ONGC has a unique distinction of being company with in house service capabilities in all

he activity areas of exploration and production of oil & gas and related oil field services. Company

has adapted progressive policies in scientific

The men & women behind this machine made this possible. Over 18,000 experienced and

technically competent executives mostly scientists and engineers from distinguished Universities

/Institutions of India and abroad from the core of our manpower.Theyinclude

geologists,geophysicists,geochemists,drilling engineers ,reservoir engineers ,petroleum

engineers ,production engineers ,engineering & technical service providers ,financial and human

resource experts IT professionals and so on.

Behind the excellent results achieved is a work force of 35000 strong belonging to various

discipline of the company actively in the persistent search of oil and infuse with a new –ethos and

productive work culture. The Company is aware that its success is mainly due to its greatest assets –

its people a multifaceted, multidisciplinary group with complete n- house capabilities for all

activities in the industry. To meet the requirement of manpower ,revised manpower norms for

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operation of drilling rigs have been approved and implemented .Exercise for other operational

utilization of existing human resource special need based studies are being carried out region-wise.

To meet the challenges of the future ONGC has to diversify its activities with zero

manpower growth. Attempts have been made to form out the low technology jobs. A major thrust is

being given to the introduction of multi-craft manning. This will result in job enrichment.

TOTAL STRENGTH OF RAJASTHAN FORWARD

BASIN AS ON 01.04.2008

1. Class 97

2. Class 37

3. Class 46

4. Class 20

Grand Total 200

P & A STAFF POSITION AS ON 01.04.2008

1. Class 03

2. Class 03

3. Class 02

4. Class 04

Grand Total 12

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STRENGTHS OF SC/ST EMPLOYEES AS ON 01.04.2008

CATEGORY

SC ST TOTAL

Class 1 11 05 16

Class 2 02 01 03

Class 3 08 03 11

Class 4 03 01 04

Total 24 10 34

HR VISION, MISSION AND OBJECTIVE

Integrating Employees towards Organization Goals

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 and team working and aligning business priorities with aspiration of

employees leading to a development of an empowered, responsive and

competent human capital.”

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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 higher 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 ‘ mind set’.

Building quality culture and resources.

Re-engineering and redeployment for maximizing utilization of HR potential .

To build and upgrade competencies through virtual learning, opportunities for growth and

providing challenges in the job.

Re-strengthening mutual faith, trust and respect.

Inculcating a spirit of learning & enjoying challenges.

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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.

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 bounds initiatives

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HR Parameters of MOU for 2008-2009

Transformation of ONGC –HR as facilitator and change Agent .

Training and development.

Action Plan and Implementaion for achieving HR mission and objectives.

HR audit.

HR for enhancing efficiency and productivity.

Introducing the concepts of mentoring and knowledge management.

Conducing a Climate Survey to identify areas for Organizational development

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INCENTIVE SCHEME AT ONGC

1. Incentive for Acquiring Higher Qualification

(A) INCENTIVE FOR ACQUIRING HIGHER/ADDITIONAL PROFESSIONAL

QUALIFICATIONS.

(B) INCENTIVE FOR ACQUIRING Q-1, Q-2 OR Q-3 QUALIFICATIONS:

2. Scheme for grant of Incentive for Adopting Small Family norms

3. Incentive Scheme For ONGC Territorial Army Personnel

4. Incentive Scheme for Hindi Work Scheme

INCENTIVE FOR ACQUIRING HIGHER QUALIFICATIONS

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In suppression of all previous orders on the subject, the Scheme of Incentive for Acquiring

Higher Qualifications to employees of the Corporation shall be regulated as follows:

1.OBJECT:

To encourage the employees to enhance their professional competence by acquiring

higher/additional qualifications.

2. NATURE OF INCENTIVE:

(a).Incentive for acquiring higher/additional professional qualifications.

I. SCOPE

This incentive shall be payable to executives who acquire higher/additional professional

Qualifications in their respective disciplines.

II ELIGIBILITY

1. The incentive of two increments shall be given to the executives who attain First

Class or 60% level (where such grades are awarded) in professional qualifications

Higher than the qualifications prescribed at the induction level after joining the

Corporation provided that these qualifications are in line with the discipline in

which the executive is working. However, the condition of securing First Class or

60% level is not applicable in case of CA/ICWA w.e.f. 6.10.1998 and also in such

Cases where the executives had acquired the qualification of CA/ICWA prior to

6.10.1998 but after joining ONGC. However in such cases the increments shall be

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admissible only w.e.f. 6.10.1998.

2. Executives who had started their studies for acquiring higher/additional

Professional qualification prior to joining ONGC, but acquired the said qualification

after joining the Corporation are also eligible for benefit under the scheme.

3. ENTITLEMENT:

I. Two increments at the increment rate admissible at the time of acquiring the qualification

shall be treated as PERSONAL Pay and shall be carried over by the executive separately. The

increments are to be counted for payment of all allowances except Dearness Allowance; and are not

to be counted for determining the rate of annual increment and fixation of pay on promotion.

a) Rate of incentive increments to executives granted incentive for acquiring higher

qualification prior to 01.01.1997: Executives who had been granted incentive increments prior to

01.01.1997 and were in receipt of these increments in the pre-revised scales will be entitled to draw

incentive increments w.e.f. 01.01.1997 in the revised pay scales with reference to the post held by

them as on 01.01.1997. The incentive increments for this purpose will be calculated at the rate

applicable at the minimum of the revised basic pay of the post.

Illustration : If an executive was granted incentive increment prior to 01.01.1997, when he was at

E-2 level, and he is at E-4 level as on 01.01.1997, the amount of incentive increments will be

calculated at the minimum of E-4 scale of pay and not repeat not on the actual basic pay being

drawn by the individual in E-4 level.

c) Rate of incentive increments to executives granted incentive for acquiring higher

qualification after 01.01.1997: Executives who have been granted incentive increments for

acquiring higher qualification on or after 01.01.1997, will be entitled to draw the incentive

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increments on the revised basic pay drawn by the individual at the time of acquiring higher

qualification.

d) Executives who have been granted incentive increments w.e.f. 06.10.1998 in terms of Office

Orders No. 1(12)/97/Incentive/EP dated 06.10.1998 & 16.11.1998 will draw the increment w.e.f.

06.10.1998 with reference to the level as on 01.01.1997 or actual date of acquiring qualification

whichever is later on the same principle as enumerated in para (a) & (b) above.

e) Rate of Increments in case of retrospective promotion/pay fixation: In both these cases, the

amount of incentive increments shall be regulated as per (a) or (b) above depending upon the

effective date of promoted post deemed to be held or the basic pay deemed to have been drawn on

the date of grant of incentive increments for higher qualification as the case may be taking into

account whether the executive was granted incentive increment on or after 01.01.1997 or prior to it.

II The rate of increment is dynamic i.e. on subsequent pay revisions the increment rate gets

revised to an amount to be calculated on the minimum of the revised pay scale of the relevant post

held at the time of grant of such increment. Employees who are actually drawing incentive

increments at a higher rate than that admissible on the lowest scale of pay continue to draw

incentive increment at the old rates

III. TREATMENT OF PERSONAL PAY(HQ)

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The personal pay on account of grant of incentive increment for acquiring higher qualification

would count for all purposes at par with Basic Pay except Dearness Allowance and would not be

counted for determining the rate of annual incentive and fixation of pay on promotion

III a. ENTITLEMENT (For qualification acquired on or after 01/03/2008):

The revised monthly monetary incentive amount for qualification acquired on or after 1.3.2008 is

as follows:

Grade/Level Incentive Amount

E-0 860

E-1 960

E-2 1100

E-3 1280

E-4 1400

E-5 1480

E-6 1560

E-7/8 1640

E-9 1900

The above amounts are fixed and would have no bearing on change in pay scales.

However, employees drawing incentive increments till 28.02.2008, as per the earlier scheme would

continue to draw the same amount during the entire service.

IV QUALIFICATIONS RECOGNISED FOR GRANT OF INCENTIVE INCREMENTS

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(upto 28/02/2008)

S.No. Qualification Discipline Effective Date

i) Ph.D./D.Sc. (in respective All disciplines 28.12.1981

Disciplines)

ii) Masters Degree in Industrial All disciplines 11.12.1991

Engineering & Management

iii) MBA All disciplines 28.12.1981

other than P&A

iv) Post Graduate Diploma in -do- 21.12.1987

Management recognized by

Govt. of India as equivalent

To Post Graduate Degree in

Management

v) Master in Admn. Management/ -do- 14.12.1992

Master in Management Studies

vi) M.E./M.Tech. Engineering disciplines 28.12.1981/29.07.1987

vii) C.A./I.C.W.A. F&A discipline 28.12.1981

viii) Company Secretary F&A, P&A, Legal 30.08.1982

Disciplines

ix) L.L.M. Legal & IR discipline 08.09.1990

x) Master in Financial Management F&A discipline 14.12.1992

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V QUALIFICATIONS RECOGNISED FOR GRANT OF INCENTIVE INCREMENTS,

(on or after 01/03/2008)

Higher Qualification Discipline

Ph.D./D.Sc./D Phil (in respective

disciplines)

All disciplines

Masters Degree in Industrial Engineering

& Management

All disciplines

MBA or any other Management course

equivalent to MBA

All disciplines other than HR & Finance

M.E./M. Tech/M.S Engineering disciplines

Company Secretary F&A, HR and Legal Disciplines

LLM Legal & HR discipline

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B) INCENTIVE FOR ACQUIRING Q-1, Q-2 OR Q-3

QUALIFICATIONS:

1. SCOPE:

This incentive is payable to employees who acquire Q-1, Q-2 or Q-3

qualifications in their respective disciplines.

2. ELIGIBILITY:

The incentive in the form of lump sum award is given to such employees,

who attain Q-1, Q-2 or Q-3 qualifications prescribed at induction level after joining

the Company, provided that these qualifications are in line with the discipline in

which the employee is working.

3. ENTITLEMENT (For qualification acquired upto 28/02/2008):

This scheme is meant for employees who do not possess Q-1, Q-2 or Q-3

qualifications. The scheme includes:

i) An incentive of Rs.7, 500/- For executives and Class-III employees

who acquire Q-1 qualification for E-1

level induction post.

ii) An incentive of Rs.5, 000/- For executives and Class-III employees

who acquire Q-2 qualification

prescribed for induction of top of

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Class-III.

iii) An incentive of Rs.2, 000/- For Class-IV employees who acquire

Q3 qualification prescribed for

induction at bottom of Class-III.

4. ENTITLEMENT (For qualification acquired on or after 1/03/2008):

i) An incentive of Rs.15, 000/- For executives and Class-III employees

who acquire Q-1 qualification for E-1

level induction post.

ii) An incentive of Rs.10, 000/- For executives and Class-III employees

who acquire Q-2 qualification

prescribed for induction of top of

Class-III.

iii) An incentive of Rs.5, 000/- For Class-IV employees who acquire

Q3 qualification prescribed for

induction at bottom of Class-III.

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5.. GENERAL CONDITIONS:

I) The Scheme is applicable only to those who acquire qualification after

01.11.1988 while in service.

ii) The employee should have completed at least one year of service in the

Corporation.

iii) The employee should have appeared in the examination for acquiring the

qualification after appointment and during service in the Corporation and not

prior to initial appointment in the ONGC.

iv) The qualification which will be taken into consideration for grant of

incentive, under the scheme, will be those which are relevant in the

respective discipline in which the employee is working. For this purpose,

qualifications as prescribed under R&P Regulations will be taken into

consideration. For example, Q-1 qualifications will be the same as prescribed

for the various E-1 induction level posts under these regulations as amended

from time to time and Q2 qualifications will be the qualifications as

prescribed in the regulations ibid for direct recruitment to the top of Class-III

posts in various disciplines. However, if an employee attains the

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qualifications of a discipline other than the discipline in which he/she is

working, he/she will not be entitled to payment in incentive, under the

scheme.

v) MBA which is a Q-1 qualification for P&A discipline is considered Q-1

qualification for other disciplines as well for grant of incentive under this

scheme to non-executives.

2(A). SCHEME FOR GRANT OF INCENTIVES FOR ADOPTING SMALL FAMILY

NORMS

PREAMBLE

(a) To motivate the employees to adopt small family norms in keeping with the

national objectives.

(b) To encourage employees to have an "Ideal family" with a view to improving

quality of life.

(c) To promote small family norms on voluntary basis.

1. SHORT TITLE AND COMMENCEMENT

This scheme may be called as Oil and Natural Gas Corporation Limited Scheme for

grant of Incentives for adopting small family norms.

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2. APPLICABILITY

This scheme shall be applicable to all employees in Regular Scales of pay in the

Company.

3. LANGUAGES

The Regional Languages like MARATHI, GUJARATI, TAMIL, TELUGU,

BANGLA, PUNJABI, ASSAMESE etc.

4. TEACHING COURSES

Each language will consist of the following teaching courses:

5. ELIGIBILITY :

For Prabodh of the respective Regional Language employees of the categories of

drivers, technicians etc. in Class-III provided the mother tongue is not the respective

regional language.

For Praveen of the respective Regional Language, all employees in Class-III

categories excluding Class-IV, provided their mother tongue is not the respective

regional language.

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6. INTERPRRETATION

In case of any doubt regarding interpretation of any of the provisions of this scheme,

the matter shall be referred to the Director (HR), who shall decide the same in

consultation with Finance.

7. POWER TO RELAX

The power to relax any of the provisions under this scheme shall vest in the Head of

the Region/Institute, (now Asset/ Basin Services/ RO) who shall exercise such

powers in consultation with the associated Finance. At Headquarters, these powers

shall be exercised by the Head of the Business Group in consultation with the

associated Finance.

8. POWER TO AMEND

The Company may from time to time amend, modify or add to this scheme and all

such amendments, modifications or additions shall take effect from the date stated

therein.

9. REPEAL AND SAVING

10.1 The Existing instructions on "Oil and Natural Gas Commission Scheme on

Incentives for Learning Regional Languages" are hereby repealed.

35

10.2 Nothing in this scheme or any repeal affected thereby shall affect or be deemed

to affect any thing done or action taken under the said scheme before commencement

of this scheme.

2(B). SCHEME FOR GRANT OF INCENTIVES FOR ADOPTING SMALL

FAMILY NORMS

INCENTIVES

The following incentives are provided to the employees for adopting small family

norms subject to the condition

(a).CASH INCENTIVE

A lump sum cash incentive of Rs.300/- may be granted to employees where the

employee himself or his spouse undergoes sterilization operation. This cash incentive

is payable irrespective of the fact whether such employees are entitled to draw any

cash or other type of incentive from any other source for undergoing sterilization

operation.

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(b) SPECIAL INCREMENTS

Employees who undergo sterilization after having one surviving child and not more

than two or three surviving children may be granted a special increment in the form

of personal pay.

i. The personal pay would be equal to the amount of next increment due

at the time of grant of the incentive and will remain fixed during the

entire service except as stipulated in Rule 4.3(v) However, where the

employee is drawing the pay at the maximum of the pay scale the rate

of personal pay would be equal to the amount of increment last

drawn.

ii. The personal pay is granted from the 1st of the month following the

date of sterilization.

iii. The personal pay can be drawn at their choice by either the husband

or the wife where both of them are in the employment of ONGC, so

that they can avail the higher rate of increment available to them.

iv. The personal pay shall be admissible at the same rate even if the

employee is held up at efficiency bar, or he is reduced to a lower

grade/post by way of penalty.

v. The rate of personal pay upon Revision of pay scales:

37

(a) Employees who have adopted small family norms prior to pay revision will be

entitled to draw the personal pay equivalent to the increment fixed at the rate of

increment in the revised scales of pay of the post held as on 1.1.1997. However

employees who were actually drawing the personal pay at a rate higher than the

lowest rate of increment in the Revised scales may continue to draw at the old rates.

(b)Employees who have adopted small family norms on or after the date of Revision of pay scales

wef 1.1.1997 will be entitled to personal pay of the rate admissible in the actual revised basic pay of

an amount equal to the amount of next increment due at the time of grant of the concession.

The Incentive increments on revised rates due to pay revision w.e.f. 1.1.97

are admissible to the employees who do not get any issue during the first four

years of marriage as per the terms and conditions as laid down in the

O.O.No.11(3)/2000-Welfare dt. 7.8.00. (ClarificationNo. 11(3)/2000-Welfare

date 26.2.2001).

vi) The rate of personal pay consequent upon preponment of

promotion/deemed promotion with retrospective effect: sterilization

operation.

.

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3. INCENTIVE SCHEME FOR ONGC TERRITORIAL ARMY PERSONNEL

In supersession of all earlier circulars / office orders issued on the subject

matter, the incentive scheme for the benefit of the ONGC (Territorial Army)

personnel will be regulated as follows:

1. INITIALLY AT THE TIME OF JOINING T.A. :

ORs Rs. 4, 000/-

JCOs Rs. 6, 000/-

Officers Rs. 7, 500/-

2. SUBSEQUENT LUMPSUM AMOUNT AFTER ATTENDING TWO

CONSECUTIVE TRAINING EMBODIMENTS (FULL 30 DAYS

CAMP) :

ORs Rs. 3, 000/-

JCOs Rs. 4, 000/-

Officers Rs 5, 000/-

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3. REIMBURSEMENT FOR MUFTY DRESS:

At the time of joining TA & after every four consecutive training

embodiments (full training Camps)

ORs Rs. 1, 500/-

JCOs Rs. 3, 000/-

Officers Rs. 5, 000/-

4. OUT-FIT ALLOWANCE :

At the time of recruitment and after seven training embodiments including

basic military training

ORs Free uniform plus Rs. 1, 000/-

JCOs Free uniform plus Rs. 2, 000/-

Officers Rs. 7,500/-

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5. NON-MONETARY INCENTIVES :

i) House Allotment

One year notional seniority will be given after three consecutive

training embodiments subject to fulfillment of eligibility criteria.

ii) House Building and Conveyance Advance

One year notional seniority will be given after three consecutive

training embodiments subject to fulfillment of eligibility criteria.

6. BENEFITS DURING ANNUAL TRAINING EMBODIMENTS :

i) Salary as admissible in the Organization:

They will draw ONGC Salary including all applicable allowances

which were being drawn in the organization prior to TA duty.

ii) Basic Pay of the equivalent Rank in Army:

In addition to above ONGC salary, they will draw Basic Pay, as

admissible to corresponding rank in the Army (V th Pay Commission

rates will now apply).

41

iii) Lump sum payment for Annual Training Embodiment (full 30 days

camp):

ORs Rs. 4,000/-

JCOs Rs. 6,000/-

Officers

- Lieutenant Rs. 7,500/-

- Captain Rs. 9,000/-

- Major & Above Rs.10,500/-

iv) Ration:

Free food as admissible to corresponding rank in army.

v) Preparatory Time (Special casual leave) :

Six days time (excluding Sundays and Holidays) which may be split

into two parts at the discretion of the employee, at the time of joining

embodiment or on termination of embodiment for attending to

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personnel and family requirements. This period of six working days

shall be treated as “Special Casual Leave”.

vi) Annual Awards:

(a) Best all rounder of the year

Officer - Rs. 5, 000/-

JCOs - Rs. 3, 000/-

ORs - Rs. 2, 000/-

(b) Best annual performance for various events

- Battle proficiency & efficiency test Rs. 1,

000/-

- Physical proficiency test Rs. 750/-

- Turnout, Drill & Word of Command Rs. 750/-

-

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7. BENEFITS DURING SERVICE EMBODIMENTS:

i. Salary as admissible in the Organization:

They will draw ONGC Salary including all applicable allowances

which were being drawn in the organization prior to TA duty.

ii. Basic Pay of the equivalent Rank in Army:

In addition to above ONGC salary, they will draw Basic Pay, as

admissible to corresponding rank in the Army on pro-rata basis (Vth

Pay Commission rates will now apply).

iii. Lump sum payment during Service Embodiment period:

Double of the ATC rate, as given in Para 6(iii) above and on pro-rata

basis, since the service embodiment period is variable based on actual

exigencies.

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iv. Special Casual Leave:

As given in Para 6(v) above. However, in the case of exigencies the

same will be availed after the completion of service embodiment.

8. INCENTIVES / BENEFITS PROVIDED BY ARMY / TA UNIT:

i. Canteen Facilities

Canteen facilities provided to TA personnel during training and

service embodiment period, as available to Army.

ii. Medical facilities

Free medical and dental treatment as entitled to corresponding rank in

the Army.

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iii. Leave Travel Concession

Leave travel concession to the extent admissible to regular Army

personnel.

iv. Money Order facility

Pay and allowance will be paid free of charge to the families of TA

personnel through Registered Bank Draft TMO and through courier

then situation demands so, at the discretion of the unit / Coy Officer

commanding.

v. Miscellaneous Allowances:

Miscellaneous allowances like Kit maintenance / cleaning & washing

allowance, camp allowance, bounty and free hair cutting shall be

available as per rates / facilities fixed by Army authorities from time

to time.

vi. Grant of Regular Army commission to TA personnel:

Commissioned officers, Junior commissioned officers and Non

commissioned officers of Territorial Army are eligible to compete for

46

admission to Indian Military Academy against the percentage fixed

for them.

vii. TA Decoration & TA Medal:

TA officers are eligible for award of TA decoration and junior

commissioned officers and other Ranks for TA medal on completion

of prescribed period of meritorious service, as per Army Rule.

9. OTHER BENEFITS AND INSTRUCTIONS

i. Advance of pay / lump sum

In addition to normal advance for TA / DA for the journey period, as

per ONGC Regulations, the TA personnel can also draw 50% of the

lump sum payment as given in para-6(iii) above as advance; these

personnel may draw one months’ advance pay when called for

Training/ Service Embodiment, to be recovered in ten monthly

installments.

ii. Treating the period of embodiment as ONGC duty.

The period of training service embodiment including journey period

shall be treated as on ONGC duty.

47

iii. Drawl of lump sum payment for training and service embodiment

period:

The lump-sum payment permissible under para-6(iii) & 7(iii) above

will be admissible to all ONGC TA personnel on training/ service

embodiment irrespective of their place of posting i.e. the individual

embodied in ONGC (TA) at the station of his posting will also be

entitled to draw lump sum payment for that period.

iv. Special instructions

a) The above instructions are in supersession of all the earlier

orders on the subject. Any clarifications interpretation may be

referred through the Head of Security & Vigilance at HQs,

Dehradun to the Head of Corporate Personnel Department at

Dehradun.

b) Reimbursement for Mufti Dress shall be claimed on a

contingent bill form, as per entitlement.

c) The periodical benefits where condition of consecutive

embodiments has been prescribed will not be relaxed under

any circumstances.

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4.   INCENTIVE SCHEME FOR HINDI WORK . TITLE :

OIL AND NATURAL GAS CORPORATION LIBERALISED COMPREHENSIVE INCENTIVE

SCHEMES FOR HINDI WORK.

1. SCOPE: All Offices of the Corporation irrespective of their place of location.

2. COMMENCEMENT : From the date of its adoption i.e. w.e.f. 21.6.1991.

3. INCENTIVES: The various incentives covered under the Scheme are:

i. Incentive for original Hindi Noting and drafting in official work.

ii. Grant of Hindi Incentive Allowance to Stenographers and Typists for doing

their official work in Hindi in addition to English.

iii. Hindi Incentives for in-service Training Courses.

iv. Lump-Sum Award and (V) Personal Pay.

(a) INCENTIVES FOR ORIGINAL HINDI NOTING AND DRAFTING

IN OFFICIAL WORK:

i. ELIGIBILITY

a. Officers/employees of the categories who are expected to do original

noting/drafting in official work can participate in this scheme.

49

b. Stenographers/Typists who are covered under some other incentives

for encouraging the use of Hindi in official work under this scheme

will not be eligible for incentives for original Hindi noting and

drafting. Stenographers and Typists can opt for Hindi incentive

allowance to Stenographers and Typists for doing their official work

in Hindi in addition to English as stipulated in para 4.2 of this scheme.

Stenographers and Typists can opt only for one type of an incentive.

c. Hindi Officers and Translators who generally do their work in Hindi

will not be eligible to participate in the scheme. However, Hindi

Stenographers and Hindi Typists doing English work in addition to

their Hindi work to meet out the bilingual preparation of the

documents to be issued under Sec.3 (3) of the Official Languages Act,

1963 may opt for the incentives under para I91)(b).

ii. PRIZES

The following cash prizes in each Asset/Basin/Services/Institutes/Regional Offices

or work centers may be given to the participants every year according to the work

done by them in Hindi :

50

(a) First Prizes: Two Prizes Rs.700/-

    (Seven Hundred each)

(b) Second Prizes: Three Prizes Rs.500/-

    (Five Hundred each)

(c) Third Prizes: Five Prizes Rs.350/-

    (Three Hundred Fifty each)

(d) Consolation : Five Prizes Rs.200/-

Prizes   (Two Hundred each)

iii. CRITERIA

a. For facilitating assessment, a total of 100 marks will be allotted. Out

of this, 70 marks will be earmarked for the quantum of work done in

Hindi and 30 for the quality of noting and drafting in Hindi.

b. A person who writes a minimum of Twenty Thousand words in Hindi

in Regions ‘A’ & ‘B’ and Ten Thousand works in Region ‘C’ in an

year will be eligible to compete for the prizes. The prizes will be

awarded to the first ten persons in order they stand on the basis of the

marks allotted by the Assessment Committee referred to in para (iv)

below. Consolation prizes will be awarded on the recommendation of

the Assessment Committee to such persons who do work in Hindi

meritoriously but are not covered under First, Second and Third

prizes.

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c. The competitors will maintain a record of the words written by them

every day in the Performa (given below). Each week’s record will be

verified and countersigned by the next higher officer. If Section Head

himself keeps a record then it won’t be necessary for employee to

maintain such record. At the end of the year, every competitor will

submit the record of his/her work done in Hindi to the Assessment

Committee through the countersigning officer. If countersigning

officer or Section Head himself keeps an overall watch and account of

work, then this would not be necessary and he would furnish details.

d. The willing participants will apply in advance of their being

participants to the scheme.

iv. CONSTITUTION OF ASSESSMENT COMMITTEE

The Assessment Committee in each Asset/Basin/Services/Institutes/Regional Offices

or Work centers may consist of the following:

(a) An officer not below the level of E-4.

(b) A Senior P&A Officer

(c) A Senior P&A Officer (Hindi)/Hindi Officer/PAO looking after Hindi work.

52

v. PROFORMA

WEEKLY STATEMENT OF THE HINDI NOTING/DRAFTING WORK

DONE BY SHRI/SMT./KM.______________________________

DESIGNATION_____________________ C.P.F. No._________

FOR THE WEEK ENDING ON __________

Dat

e

Fil

e

No

Quantum

of 

Quantum

of 

No.

of 

Signatur

e of 

  notes/drafts  notes/drafts 

word

s

Sectiona

l Head

  written in  written in 

  Hindi Hindi

1 2 3 4 5 6 7

53

DRAWBACKS OF PROJECT

Although the project was carried out with the motive of ensuring most exhaustive and

comprehensive coverage of the facts but still it suffers through certain limitations, these are the

followings:

The training was carried out in the prescribed time frame of 8 weeks, which is a short time

span to carry out a full training in a large organization.

Though the sample size was small it was ensured that almost all the departments were

covered and equitable representation was taken from each departments by covering various

grade. Also, the research was limited to Refineries Jodhpur head office of ONGC.

Source of Data Collection:

Library

Office Files

Journals

Internet

Different departments

54

BIBLIOGRAPHY

Books

‘Personnel Management’ by C.B.Memoria.

Human Resource Management’ by L.M.Prasad.

‘Personnel Management’ by S.P.Subba Rao.

Published Reports:

Annual Reports of ONGC Ltd.

Financial report of ONGC Ltd.

Various News letters of ONGC

ONGC POLICY MANUAL:

News Papers:

Economic Times of India

Financial Express

Websites:

www.ongcindia.com

www.ongc.com

www.rajasthanforwardbase.com

www.ONGCNet..in

http://10.205.55.5/

Miss Dimple SharmaM.B.A.

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