HRM Assignment – ONGC 1

ONGC HRM Policies

Introduction

Oil and Natural Gas Corporation Limited (ONGC) is a Public Sector Undertaking (PSU) of the Government of India, under the administrative control of the Ministry of Petroleum and Natural Gas. It is India's largest oil and gas exploration and production company. It produces around 70% of India's crude oil (equivalent to around 25% of the country's total demand) and around 60% of its natural gas. With a market capitalization of over INR 2 trillion, it is one of India's most valuable publicly-traded companies.

At ONGC, everybody matters, every soul counts.

Submitted By-

Alisha Samatrey

Deeksha Verma

N V Jagadeesh Kumar T

Nisha Agrawal

Susrita Maharana

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Recruitment

Newspaper advertisement, online ads and campus recruitment are the main sources of recruitment for the company.

They do outsourcing for aptitude and attitude tests. Only the final interviews are conducted by the members of the company.

The number of job openings depends upon the number of job requirements.

The applicants should be willing to move anywhere in India.

No bonds are to be signed by the selected employees because the company believes that bonds are of no use if the employees don’t want to work.

The employees are not bound to work or serve the company for certain period of time.

Maximum one month

Training & development

ONGC provides two types of training programmes.

After the selection of candidates they keep them under training for two years with full salary while in other companies there is usually a training programme 3 to 6 months in maximum

The other training starts with the joining the job and in between they will send the employees for training.

Mentors are allotted to the trainees.

This provision brings another point into limelight that the company is confident enough about their employees and employees are happy with the company’s work environment.

Compensation

ONGC provides medical facilities to employees, their spouse and children up to 60 years of age. Beyond 60 years the company doesn't provide medical assistance since the medical cost goes high after the age of 60.

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The company does not provide medical insurance rather it pays the medical expenses at the time whenever required by the employees. The employees can visit to the hospitals and get medical facilities in the name of the company and the company pays all the expenses incurred.

ONGC takes care of the quality of life of its employees by providing suitable working condition at all levels.

Pension facilities are provided to the employees including provident fund and gratuity. For the employees who have the same rank but paid less pension are provided extra money for meeting one rank one pay scheme.

Compensation facilities are provided in case of accidents at workplaces since the work is full of risk. Job offer is provided in case if the employees' family members are ready to work. But if there is no one in the family who can replace then monetary assistance is provided.

Jobs are graded by all the senior authorities according to the performance. Grading job is an open system where each employee can know what he/she is graded by each senior authority in the internal information system itself. If the employee finds that the grading is influenced by personal grudges or biasness he/she can ask the placement investigator for clarity.

Performance appraisal

They evaluated in interval of 3-4 months.

Appraises by the concerned committee which is meant to evaluate the employees on the basis of their performance.

They give feedback. Every evaluation of every employee is known to them. They do the evaluation online on their internal network so that every employee can able to see the evaluating done by committee just to avoid any grudge among them. As well as their result is also declared on their internal network to all.

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PMS training is given to concerned committee for the ease of measuring the employee performance.

Workforce diversity

Women employees constitute about 5% of ONGC's workforce. Various programmes for empowerment and development, including programme on gender sensitization are organized regularly.

A separate committee is formed regarding sexual harassment cases. The committee consists of both insiders (employees of the company) and outsiders as well in order to make it a fair decision. The committee gives focus on including women as well in this committee.

There is also a provision of Reservations from SC/ST/OBC.

Company growth depends upon the recruitment from different states and different background.

When there is a possibility of opening a new office we hire people who is familiar with that place (according to our policy) or local people. We also consider the MIX part where we have to follow the government rules in accordance with sum % of people from the state (local) in which the office is going to be open.

Industrial relation

They are not liberal because they have to face lot of issues regarding Industrial relation.

Staff of the company

Worker of the company

They are facing big challenges regarding industrial relation.

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Union leader

The Union Leader can be good and bad as well. Mostly they are facing bad union leader they manipulate workers for not doing work they wanted their demands to be fulfilled by management weather that is require or not.

Some good Union leader is also there who propose their requirements in front of management calmly.

How Company handle issues?

ONGC take care of these issues mechanically.

They allow the union to talk to them.

They handle these issues very softly.

ONGC tries to resolve the problems.

If 20 issues are raised by the union they tries to take at least 2-3 issues for addressing.

IR issues are healthy or not?

It depends on the situation what kind of situation they are facing.

Example: land acquisition, handing the workers etc.

Quality council?

ONGC provide with the labor officer who talk to the labor in particular time period and help them for making a conversation between them and management.

Suggestion box

Continuous Interaction process.

Employee participation if any?

Interaction program for the employee and labor for their views and problems to be share with concern person or with management.

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Others issues regarding Industrial relation

Recognized and Unrecognized group.

Salary in other forms

Corruption

Miss handling of issues

Drastic action

Discipline action

Time for action

Efforts made to resolve problems.

Executive Director appoints for IR jobs.

Regional Reservation for Jobs.

Situational jobs.

Complains regarding IR issues.

Carry good feelings.

Management should be concern.

Goodwill / Image

Comfortable environment.

Maintain relationship.