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  HR AUDIT

1. Definition of Dr. Parimalendu 

HR Audit means the systematic verification of job analysis and design, recruitment and

selection, orientation and placement, training and development, performance appraisal and jobevaluation, employee and executive remuneration, motivation and morale, participative

management, communication, welfare and social security, safety and health, industrial relations,

trade unionism, and disputes and their resolution.

3. Objectives of HR audit 

• The audit itself is a diagnostic tool, not a prescriptive instrument. 

• It is most useful when an organization is ready to act on the findings, and to evolve its HR function to a level where its full potential to support the organization’s mission and objectivescan be realized.

• It will helps to identify what you are missing or need to improve, and it may even tell you whatyou need to do to address these issues.

What is HR audit?

An HR audit helps to evaluate the HR department effects and contribution to the achievement of 

organizational goals and objectives. The senior management is, therefore, put in a position to

evaluate the effectiveness and efficiency of the human resource department. Through HR audit,any weaknesses in the human resources management programme are identified and corrective

action is taken.

How HR audit works

HR audit basically involves examining current HR policies, strategies and practices to evaluate

their effectiveness. The audit will engage interviewing of key staff, review of relevantdocumentation and the completion of a well structured questionnaire. All HR systems, including

HR development, HR information and the service role of human resource, are audited. The data

obtained is then compiled and customised to comprehensive report. Specific recommendations

are then made to improve the performance and efficiency of the human resource department.

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HR audit report

After complete assessment of systems in the HR audit, a report is submitted. The report identifiesareas of improvement and provides relevant and practical solutions. It may also advise on a

legally defensible frame-work, what is currently happening in the market place and the best way

to train employees. The report does not only look at the current human resource programmes, butalso the future implications to the organisation.

The importance of an HR audit

Employees are an asset to a company and play a vital role in the achievement of the goals and

objectives. The senior management, therefore, needs to understand how efficient its human

resource department functions are. Most companies work to ensure the minimum employeeturnover. The retention of employees is a key role played by the human resource department.

However, the department should also ensure that skilled employees are recruited, trained and

developed. An HR audit brings to light the success or the weaknesses of the human resourcedepartment in an organisation.

ONGC

Introduction

Our People 

  HR Vision, Mission, Objectives

  Measuring HR Performance

  A Motivated Team

  Training & Development

  Transforming the Organization

  A Model Corporate Citizen

  Sports

 Corporate Social Responsibility

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 Our people

"Not only had India... set up her own machinery for oil exploration and exploitation... an efficient oil

commission had been built where a large number of bright young men and women had been trained

and they were doing good work." 

- Pandit Jawahar Lal Nehru, India's first Prime Minister to Lord Mountbatten, on ONGC (1959).

Today, ONGC is the flagship company of India; and making this possible is a dedicated team of nearly

33,000 professionals who toil round the clock. It is this toil which amply reflects in the aspirations and

performance figures of ONGC. The company has adopted 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 a company with in-house service capabilities in all the activity

areas of exploration and production of oil & gas and related oil-field services.

Needless to emphasize, this was made possible by the men & women behind the machine. Over 18,000

technically-competent experienced scientists and engineers, mostly from distinguished Universities /

Institutions of India and abroad form the core of our executive profile. They include geologists,

geophysicists, geochemists, drilling engineers, reservoir engineers, petroleum engineers, production

engineers, engineering & technical service providers, financial and human resource experts and IT

professionals.

HR AUDIT OF ONGC

HR Vision

To build and nurture a world class Human capital for leadership in energy business

HR Mission

"To adopt and continuously innovate best-in-class HR practices to support business leaders

through engaged, empowered and enthused employees".

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HR Objectives

Enrich and sustain the culture of integrity, belongingness, teamwork, accountability and

innovation.

Attract, nurture, engage and retain talent for competitive advantage.

Enhance employee competencies continuously.

Build a joyous work place.

Promote high performance work systems.

Upgrade and innovate HR practices

Promote work life balance.

Audit HR performance.

Promote work life balance.Integrate the employee family into the organisational fabric.

.

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 timebound initiatives.

HR Parameters of MoU for 2009-2010 

Mentoring and coaching

HR Audit

Engagement Survey

Continuous professional education credit course for finance executives of ONGC.

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MOTIVATED TEAM

HR policies at ONGC revolve around the basic tenet of creating a highly motivated, vibrant &

self-driven team. The Company cares for each & every employee and has in-built systems to

recognise & reward them periodically. Motivation plays an important role in HR Development.In order to keep its employees motivated the company has incorporated schemes such as

Reward and Recognition Scheme, Grievance Handling Scheme and Suggestion Scheme.

Incentive Schemes to Enhance Productivity 

Productivity Honorarium Scheme

Job Incentive

Quarterly Incentive

Reserve Establishment Honorarium

Roll out of Succession Planning Model for identified key positions

Group Incentives for cohesive team working, with a view to enhance productivity

TRANNING AND DEVELOPMENT

An integral part of ONGC’s employee-centered policies is it’s thrust on their knowledge upgradation and

development. ONGC Academy, previously known as Institute of Management Development (IMD),

which has an ISO 9001 certification, along with 7 other training institutes, play a key role in keeping ourworkforce at pace with global standards.

ONGC Academy is the premier nodal agency responsible for developing the human resource of ONGC. It

also focuses on marketing its HRD expertise in the field of Exploration & Production of Hydrocarbons.

ONGC’s Sports Promotion Board, the Apex body, has a Comprehensive Sports Policy through which top

honours in sports at national and international levels have been achieved.

TRANSFORMING OF ORGANIZATION

ONGC has undertaken an organization transformation exercise in which HR has taken a lead role as a

change agent by evolving a communication strategy to ensure involvement and participation among

employees in various work centers. Exclusive workshops and interactions/brainstorming sessions are

organized to facilitate involvement of employees in this project.

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Participative Culture 

Policies and policy makers at ONGC have always had the interests of the large and multi-disciplined

workforce at heart and have been aware of the nuances and significance of cordial Industrial Relations.

By enabling workers to participate in management, they are provided with an Informative, Consultative,

Associative and Administrative forum for interactive participation and for fostering an innovativeculture.

In fact, ONGC has been one of the few organizations where this method has been implemented. It has

had a positive impact on the overall operations since it has led to enhanced efficiency and productivity

and reduced wastages and costs.

A MODEL COROPRATE CITIZEN

Respect and dignity are the key values that underline the relationship ONGC has with its human assets.Conscious about its responsibility to society ONGC has evolved guidelines for Socio-Economic

Development programmes in areas around its operations all over the country.

Education

Health Care and Family Welfare

Community Development

Promotion of Sports and Culture

Calamity Relief 

Development of Infrastructural Facilities

Development of the Socially & Economically Weaker Sections of Society Benefit and Welfare

CORPORATE SOCIAL RESPONSBILITY

ONGC is spearheading the United Nations Global Compact - World's biggest corporate

citizenship initiative to bring Industry, UN bodies, NGOs, Civil societies and corporate

on the same platform.During the year, your Company has undertaken various CSR projects at its work centers

and corporate level.

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WOMEN EMPOWERMENT

Women employees constitute about 5% of ONGC's workforce. Various programmes for

empowerment and development, including programme on gender sensitization are organized

regularly.

Conclusion 

Involving human resource department in the audit is very beneficial. This will help them to

improve the HR function. Conducting an HR audit helps the HR managers to increase their

efficiency in human resource functions. This adds value to the organisation and improves the HR

department as well.