Promotion Policies

7/27/2019 Promotion Policies

1/34

A PROJECT ON

(PROMOTION POLICIES OF ONGC LTD)

SUBMITTED BY

Miss AJITA. ANIL. RAHANE,

ROLL NO. 17, MASTER OF COMMERCE, PART-I

(ACCOUNTANCY) (SEMISTER-I),

K. J. SOMAIYA COLLAGE OF ARTS & COMMERCE, VIDYAVIHAR (EAST)

AFFILIATED

MUMBAI UNIVERSITY

ACADEMIC YEAR

2012-13,

PROJECT UNDER THE GUIDANCE OF

DR. (PROF.) SUSHAMA PATIL

1


2/34

DECLARATION

I Miss AJITA. ANIL. RAHANE, student of M Com-I Roll Number 17 hereby declare that

the project for the paperSTRATEGIC MANAGEMENT ,

PROMOTION POLICIES OF ONGC LTD. submitted by me for Semester-I during

academic year 2012-13, is based on actual work carried out by me under the guidance and

supervision of DR. (PROF.) SUSHAMA PATIL

I further state that this work is original and not submitted anywhere else for any

examination.

Signature of student

2


3/34

CERTIFICATE

This is to certify that Miss AJITA. ANIL. RAHANE of M.Com. (Accountancy), roll no.

17, semester-I (2012-2013), has successfully completed the project onPROMOTION

POLICIES OF ONGC LTD. Under the guidance ofDR. (PROF.) SUSHAMA PATIL.

Sign of Co-ordinator. Sign of principal.

Sign of Project Guide & Sign of External Examiner

Internal Examiner

3


4/34

ACKNOWLEDGEMENT

I have great pleasure in presenting our project on PROMOTION POLICIES OF ONGC

LTD.

I wish to dedicate this work to my lovely parents for their physical and spiritual support

throughout the period I have spent on this thesis work.

I wish to express my profound gratitude DR. (PROF.) SUSHAMA PATIL my mentor for

his good advice, support and immense contributions toward this research work.

I am highly indebted to our principal DR. MRS. SUDHA VYAS & our Vice Principal DR.

MAYURESH MULE who took keen interest and allowed me to perform this project.

I would also like to thanks our librarian who sincerely helped me getting this information.

I am extremely thankful TO MR. S. K. SHARMA & MR. I. D. MALIK, Regional Training

Institute, ONGC for providing me with the needed information for this work.

4


5/34

INDEX

SR.NO. TABLE OF CONTENTS PAGE NO.

1 Scope 6

2 Introduction 7

3 Industry analysis 14

4 Company detail 15

5 Recruitment & Promotion 23

6 General Administrative Welfare 24

7 Discipline & Appeals 27

8 Finding 30

9 Recommendation 31

10 Conclusion 32

11 Bibliography 33

5


6/34

Scope

Promotion policy is very important and vital for any organization so it is very necessary to study

effectiveness of the policy. The study would be helping the organization in terms of any suggestion. As we all

know that each and every individual is unique they all have different needs and aspiration from the

organization. So it is a challenge for HR professional to make successful promotion and reward

policy, which would cater to need of all. The organization has ti keep a check on the efficiency of

the performance of the individual, to find out that whether it is giving the right promotion /career

growth for which the organization had created it. The following are the scope of a successful

promotion policy:

1) For the Organization:

Recognition of ideas for improvement. Increased motivation and job satisfaction. Enhanced

working relationships with the superior. Communication to people that they are valued. Improved of

task performed by each member of group. Increased sense of cohesiveness and loyalty. Managers are

better equipped to use their leadership skills and to develop their staff. Creation and maintenance

of a culture of continuous improvement. Increased sense of career growth and personal value for

employee. Opportunity to overcome the weakness by way of counseling and guidance from the

superior

6


7/34

INTRODUCTION

1. The Industry Analysis

An Introduction of oil Exploration at Globally

Todays Petroleum Industry

Consumption

Oil Exploration: The Process

NELP

An Introduction of Oil Industry In India

Future Aspect of Oil

Industry Analysis

7


8/34

An Introduction of Oil Exploration at Globally

Here's a way to make millions of dollars from the oil boom with little money down (andin the

economics of oil exploration)

Step 1: Start an independent exploration company. Raise $10 million with a listing on the

Toronto Stock Exchange or London's Alternative Investment Market (AIM).

Step 2: Negotiate an exploration license with a national government to drill wells off the

Gulf of Mexico, in Papua New Guinea, or in another far-off locate. Governments are keen

to cash in on the high price of oil and lack the expertise to develop their reserves themselves,

so they are fond of royalty agreements or production-sharing agreements, which require

them to put no capital down, and encourage investment in exploration, in exchange for a

share of revenues once production is underway.

Step 3: Drill four wells at a cost of $2.5 million each (the average cost of drilling a well in

2006).

Step 4: Suppose a 50% success rate for prospective well -drilling, which means you've got

two successful wells on your hands. In 2006,the average successful well drilled by"

independents" contained 160 mobs (million barrels of oil equivalent ), so you've now got

320mobs in reserves. These reserves are under the ground, without any equipment to extract

them or pipelines to distribute them.

8


9/34

Step 5: Sell your wells to a "major" (e.g., Exxon Mobil (XOM), and Royal Dutch Shell). The

typical selling price, depending on location and degree of certainty in reserves, is roughly

$10 per boe of proven reserves. At 320 mboe, your two successful wells are worth $3.20

billion. Youve turned $10 million into $3.20 billion in as little as a year

Oil exploration represents the very first piece of the long petroleum value chain that

ultimately brings gasoline to the gas station at which you fill your Ford Explorer.

Exploration and production are often referred to as the "upstream" pieces of the value chain,

as compared to refining, distribution, and marketing, which are typically considered

downstream activities. The process of oil exploration looks a lot like the stylized example

above. A company identifies a potentially attractive area to drill, either onshore (i.e., on land)

or offshore (i.e., in the ocean). This area could be attractive because its near another major

discovery, or because it used to be an operating well that has now dried up, or because

government has released some data that suggest the presence of hydrocarbons (i.e., gas and oil)

Next, the company and/or the government conducts initial surveys, such as seismic mapping

(see photo) to better understand the presence and availability of hydrocarbons under the

surface. (A seismic map is created by exploding dynamite or by stamping the ground with a

large pillar and measuring the way in which the resulting seismic waves travel through the

underground formations) At this point, the company considers a number of factors in its

decision about whether to drill a well

:

How deep are the hydrocarbons? What rock formations are beneath the rock and above it? Is

there porous rock which might serve as a "sponge", soaking up oil? How big might a potential

hydrocarbon discovery be?

9


10/34

Todays Petroleum Industry

Saudi Arabia, the United States of America and Russia are the top three oil producing

countries in the world.

Eighty percent of the worlds readily accessible oil reserves are located in the Middle East

Consumption

The sales/consumption of petroleum products during 2008-09 were 133.40 MT (including

sales through private imports), an increase of 3.45 per cent over sales of 128.94 MT during

2007-08, according to the Ministry of Petroleum.

Indias domestic demand for oil and gas is on the rise. As per the Ministry of Petroleum,

demand for oil and gas is likely to increase from 186.54 million tones of oil equivalent

(mmtoe) in 2009-10 to 233.58 mmtoe in 2011-12.

The refining capacity in the country increased to 177.97 million tones per annum (MTPA) as

on April 1, 2012 as compared to 148.968 MTPA as on April 1, 2

10


11/34

Oil Exploration: The Process

Oil is found in geological formation at variable depths in the earths crust the

presence of oil is usually identified by visible features such as gas oozes, oil

seeps and crater formations due to leakage .Typically; oil is found trapped

within layers of porous sands tone, which l ies in the bed of non-porous

sediments. Natural gas is present below the non-porous layer and just above

the oil surface. Also, at t imes oil tends to break the layer crust to reveal i ts

presence.

Once the initial geological studies confirm the presence of oil , sophisticated

technology is employed to determine the quantity and depth. The branch of

science that deals with the study of oi l explorat ion is called exploration

geophysics The possible location of oil exploration is subjected to various

geology surveys such as magnetic survey, seismic reflection survey and gravity

survey. At a higher stage, elaborate seismic surveys are conducted to measure

the time taken by sound waves to travel through matter. If the presence of oil

is confirmed, the site is transferred to an oil exploration company.

Oil extraction requires the deployment of heavy machines and the drill ing of

oil wells. First natural gas is extracted through pipes and later crude oil

11


12/34

New Exploration Licensing Policy (NELP)

The New Exploration Licensing Policy (NELP) was launched by the Government

for accelerating the pace of hydrocarbon exploration in the country. So far two rounds of

NELP have been announced. In order to operationalise the NELP-I, consultations were held

with the State Governments on NELP terms and their concurrence was sought before

offering any block in their respective States. Based on the concurrence received from the

State Governments, the Centre invited bids under NELP-I in January 1999 and a total of 48

blocks(10 onshore + 26 shallow water offshore + 12 deepwater offshore blocks) were put on

offer. The 45 bids received on August 18, 1999 for 27 blocks were evaluated, production-

sharing contracts (PSCs) concluded and signed for 22 blocks in about 7 months time on

February14, 2000. In India, for the first time the PSCs have been signed in such a short time

after the bid closing date. Production sharing contracts for two more blocks were

subsequently signed on October 3, 2000 and February 8, 2001. The total sedimentary area

covering these 24 NELP-I blocks is about 0.232 million sq.km. This is the first instance in

the countrys hydrocarbon exploration history that deep-water acreages were offered for

competitive bidding. The NELP I demonstrated the positive response by NOC sand

medium to small private companies, both Indian and foreign.

Implementation of works in the NELP-I blocks has begun in right earnest immediately after

issuance of the petroleum exploration license. The tempo of works in some of these blocks

has already set a unique record in the exploration activity in the country as 7 seismic ships

were working at a time in the offshore blocks awarded by the government of India. Never

12


13/34

before more than two seismic ships had operated in the country simultaneously. In addition

to the seismic campaigns undertaken in the NELP blocks, an exploratory drilling activity,

which usually takes up to 2 years after completion of seismic surveys, have also been carried

out in one of the offshore blocks. Encouragingly enough, results of these initial exploratory

efforts have already led to the discovery of a "gas strike" in offshore deepwater areas of the

Krishna-Godavari (KG) basin. While this discovery in the KG deepwater area, Annapurna, is

yet to be fully assessed, efforts would be continued in future to properly develop and make

the discovery productive. All these efforts reflect the great boost received so far in the

exploration activities of the country through the NELP route.

AN INTRODUCTION TO OIL INDUSTRY IN INDIA

The oil and gas industry has been instrumental in fuelling the ra pid growth of the Indian

economy. India has total reserves of 775 million metric tonnes (MT) of crude oil and

1074 billion cubic metres (BCM) of natural gas, according to the Ministry of Petroleum.

Petroleum exports during 2008-09 were US$ 26.2 billion according to the Ministry of Petroleum.

Under New Exploration Licensing Policy ( NELP VIII), 1.62 sq km of area comprising

70 blocks was put up for bidding.

The Cabinet Committee on Economic Affairs (CCEA) has approved award of 33 out of 36 oil

and gas blocks that were bid for in New Exploration Licensing Policy ( NELP-VIII), for which

bidding closed on October 12, 2010

13


14/34

Industry Analysis

I learn from this Industry and from ONGC, that where we talk about the year 2011-12 Industry scenario the

economic meltdowns, oil prices nose-dived from the peak of USD 147 per barrel in July'2010 to USD 33 per

barrel in December' 2010. The prices crashed down not because of any supply glut, but due to sudden slump in

demand which increased the spare capacity and in turn sentiments got depressed in the oil markets. But in this

kind of situation OVL invested Rs. 16,105 Crore, again the highest-ever, towards overseas projects during

FY.10 We must realize that this spare capacity cushion is bound to erode once the economies recover which

seems to be happening faster than expected. The crude prices have already moved up steadily, and are currently

balanced around USD 70 per barrel. These investment guided by the strategic pursuits of ONGC and the listed

priorities which have been mapped for sustained growth. Where, During FY'11, the ONGC accreted 284.81

million metric tones of oil equivalent of in-place volume of hydrocarbons; the highest in the last two decades.

Ultimate reserve accretion of 68.90 MToE from domestic operated fields is again the highest in 18 years. This is

the result of the first strategic pursuit of the Company i.e., 'intensified exploration' which aims to create new oil

and gas assets on continuous basis. The strategic pursuit of the Company has been 'improving recovery factor'.

The Company has systematically been implementing Improved Oil Recovery (IOR) and Enhanced Oil

Recovery(EOR) schemes in 15 major fields. These schemes have helped in improving recovery factor in these

fields from 28% in 2000-01 to 33% in 2008-09. During this period Company invested over Rs. 14,000

Crore in fourteen IOR/EOR schemes, which have already been completed. Seven schemes are

under implementation with envisaged investment of over Rs.16,000 Crore. The Company maintained

production levels at 61.23 MToE of O+OEG duringFY'09, from its domestic and overseas assets; marginally

lower than the highest-ever production of 61.85 MToE during FY08.ONGC do this all things but they

achieved their financials profits that are, 1) ONGC posted a net profit of Rs. 161.26 billion despite volatile oil and

14


15/34

crude prices. 2) Net worth Rs. 781 billion, 3) Practically Zero Debt Corporate, 4) Contributed over Rs. 280

billion to the exchequer

Company Detail

Vision and Mission

Integrated in Energy Business

Objectives

HR Strategy

ONGC Down the memory lane

Genesis of ONGC

The Petroleum Industry

Competitive Scenario

15


16/34

Vision

To be Global Leader in integrated energy business through sustainable growth , knowledge

excellence and exemplary governance practces

Mission

Dedicated to excellence by leveraging competi tive advantages in R&D and technology

with

involved people.

Imbibe high standard of business ethics and organizational values.

Abiding commitment to health ,safetyandenrolment to enrich quality of community life.

Foster a culture of trust , openness and mutual concer n to make working a stimulating and

challenging experience for our people.

Strive for customer delight through quality products & service.

Integrated in Energy Business

Focus domestic and international oil and gas exploration and production business

opportunities.

Provide value linkages in other sectors of energy business.

Create growth opportunities and maximizes share holder values

16


17/34

Objective

To develop and sustain core value

To develop business leaders for tomorrow.

To provide job contentment throug h empowerment , accountability and

responsibility.

To build and upgrade competencies thr ough virtual learning, opportunities for growth

and providing challenges to the job.

To foster a climate of creativity, innovation and enthusiasm.

To enhan c e the quality of life of employees and their fam ily.

Strategic Vision 2001-2020

To focus on core business of E&P, ONGC has set strategic objectives of :

Doubling Reserves

Improving average recovery from 28% to 40%

Tie-up 20 MMTPA of equity Hydrocarbon from abroad.

The Focus of management will be to monetize the assets as well as to assetize the money

17


18/34

HR Strategy

To meet challenging demand 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.

Including a spirit of learning and enjoying challenges.

Re-strengthening mutual faith, trust and respect.

Developing Human Resource through virtual learning, providing opportunities

for growth, inculcating involvement and exposure to benchmarking in performance

18


19/34

ONGC- d own th e Mem ory lane

During the pre-independence period, the Assam Oil Company in the northeastern and

Attock Oil Company in northwestern part of the undivided India were the only oil

companies producing oil in the country, with minimal exploration input. The major part of Indian

sedimentary basins was deemed to be unfit for development of oil and gas resources.

After independence, the national Government realized the importance of oil and gas for rapid

industrial development and its strategic role in defense. Consequently, while framing the

Policy Statement of 1948, the development of petroleum industry in the country was

considered to be of utmost necessity

Gene sis of ONGC

Until 1955, private oil companies mainly carried out exploration of hydrocarbon resources

of India. In Assam, the Assam Oil Company was producing oil at Digboi (discovered in

1889)and the Oil India Ltd. (a 50% joint venture between Government of India and Burmah

Oil Company) was engaged in developing two nearly discovered large fields Naharkatiya

and Moran in Assam. In West Bengal, the Indo-Stanvac Petroleum project (a joint

venture between Government of India and Standard Vacuum Oil Company of USA) was

19


20/34

engaged in exploration work. The vast sedimentary tract in other parts of India and adjoining

offshore remained largely unexplored

THE PETROLEUM INDUSTRY

The seeking and production of the crude oil and natural gas are generally referred to as

exploration and production phase of the total grant of function of the petroleum industry. A

divide has thus been made in the petroleum industry between the function relating to

exploration and production of crude oil and natural gas which is referred to as up-stream,

and refining transportation and marketing to the end consumer which are referred to

asdown-stream

COMPETITIVE SCENARIO

ONGCs main business is oil and exploration. It has monopoly in its field. Thus it faces less competition

20


21/34

HR DEPARTMENTS IN ONGC

Organ gram of HR-ER Group,

Establishment

Recruitment and Promotion

General Administration (Welfare)

Hospitality

Role of Human Resource Department

Alignment of HR vision with corporate vision.

Enhance productivity and performance by developing employee competency

and potential.

Developing professional attitude and approach.

Shift from support group to strategic partner in business operations.

Developing Global Manager for tomorrow to ensure the role of global player

21


22/34

ESTABLISHMENT

The Establishment department looks after general administration of the employees in the

organization like maintaining the personal files, service information, leave records,

transfer/posting information, pay increment record settlement of personal grievance, claims

Arguments. There are 2 Establishment departments in the organization

i) Establishment I

ii) Establishment II

The total strength of manpower at ONGC work-centre is about 1065. It is divided into two

divisions and both establishment departments handle personal files and service records

of employees. The primary aim of HR is to guide the organization to become a dynamic one in

order to achieve organizational effectiveness enthusing with high degree of morale and

satisfaction of the employees. It is concerned with getting results through people at work. It

is also concerned with employees as well as group and helping the employers to maximize

their capacities and responsibilities to the possible extent.

22


23/34

Recruitment and Promoti on (R&P)

In this department 5 steps are there.

Roster

Recruitment

Selection

Seniority

Promotion.

R & P Deals with above activity. Roster includes qualification, age, written test, personal

interview. Also there are some categories with 7% SC, 15% ST, and 27% OBC.

Then, Recruitment is only depends upon the vacancies of each department which have

fulfillment by advertisement. Vacancies are also here for handicapped criteria, visual

handicapped, hearing handicapped, and orthopedic handicapped.

Than, Selections is totally based on written exam, personal interview, medical test.

Than, In Seniority is based on marks or rate system & in the basis of given priority for the

vacancies. There are 45 days joining time is essential.

23


24/34

Than, in Promotion is based on PAR. They have A+ to +D Categories. These categories are

also applicable for contractual workers promotion period is 6 year in this company. Committee

of Board Member proceeding for promotion on the basis of master chart.

There are also other duties that is medical & paramedics recruitment contract basis. (Region

wise). It includes Doctors, Psyotheorapist, Nurse, Dressing and Hospital department.

For Doctor and Psyotheorapist they pass with walking interview. And for Nurse and Hospital department

they pass with written exam, personal interview

Gene ral Admini strat ion (Welfare)

There are different jobs undertaken in General Administration section that are:

Contract Management

Material Management

Budgeting Job

.CSR

Central Register Department Section

Managing Event

Details of the aforesaid jobs are

I. Contract Management:

This section has the duty of looking into the paper work of the finalized contracts and

maintaining the record relating of PR and PO contract also.

The cases were also moved for sanctions of the following bills.

1. Report Generation

24


25/34

2. General Xeroxing

3. Water Bills

4. Speed Post Bills

5. Environment Management Bills

6. Charging of Franking Machine

7. Hiring of Xeroxing Machine

II. Material Management:

The Material Management job looks after the procurement of all the material required in

WOB, Baroda. It takes care of all type of Capital and Store Items. It gets the list of required

Items from respective departments and on basis of that they place order of the products.

Members are being approach for the finalization and procurement of preparing PR (purchase

release) and PO (purchase order).

III. Budgeting Job:

Budgeting Job do the Allocation of the budget of WOB.

IV.Central Register Department Section:

Central Register Section does the job of sending and receiving the posts, vise Ordinary Post,

Registered Post, Registered AD Post.

V.Managing the Events:

Every year this Department organizes the events such as:

15th August Independence Day

26th January Republic Day

25


26/34

14th August, ONGC Day

Farewell meeting for superannuating employee even month

Blood Donation Camp on Martyrs Day

Welcome Program for incoming transferee and fresh joined during 2009

Organized Pledge for Sadbhavna Divas

Business Game

Productivity Week

The Most Significant Reasons of Using Performance Appraisal are:

Making payroll and compensation decisions 80%

Training and development needs 71%

Identifying the gaps in desired and actual performance and its cause 76%

Deciding future goals and course of action 42%

Promotions, demotions and transfers 49%

Other purposes 6% (including job analysis and providing superior support,

assistance and counseling)

ESTATE

Organization provides the facility of quarters to its employees. Estate section looks after the

allotment of quarters. The allotment of quarter is done through Issuance of Circular in the

month of April till 15th June in office only. Allotment takes place in the month of August.

There are four types of quarter :

A type

B type

26


27/34

C type

D type

- An employee with basic pays of Rs. 6999/- can apply for a type Qtrs.

- 7000 and above can apply for Btype.

- E3-E5 can apply for C type.

- DGM-GM can apply for D type. Basic pay is not mentioned for D type accommodation.

This department is also made in order to take care of all the estates of ONGC and even the

allotting of houses to the transferees.

Maintaining Estates.

Making New Constructions.

Managing/Handling of Estates.

Allotting Quarters to Employees.

Paper Work and Maintaining Records.

Budgeting.

Predictions of Requirements in Future.

Looking Into All Civil Work

DISCIPILNE AND APPEALS

In disciplinary proceedings for an alleged fault of an employee, punishment is imposed not

in wrath. The main purpose of a punishment is to correct the fault of the employees concerned by making

him more alert in the future and to send a message to the other employees to be careful in the

discharge of their duties so that they do not expose themselves to similar punishment and

the approach to be made is the approach parents makes toward an earring or misguided child.

27


28/34

Punitive action should appear to be fully justified so that it does not create an atmosphere of

distrust among the employees

.It is the duty of every appointing, disciplinary and appellate authority, the head of the

department and office, one who has to act as enquiry officer and all those who have to deal

with the cases of employees to have to deal with the cases of employees to have thorough

knowledge of rules and latest important case law on the subject.

Conduct rules not only provides a code of conduct but also contains, what are the rules/procedures to be

followed by employers to take disciplinary action, who should issue charge sheet and award

a punishment, who should conduct enquiry, the duties of enquiry officer, rights of the charge

sheeted employees and like matter. The very important purpose of the conduct rules is to

safeguard the interest of the employees. However, the erring employee also gets punished under the

rules.

An employee can be booked under the conduct Rules (ONGC (CDA) Rules, 1994) only on the receipt of

some information and evidence about the alleged misconduct committed by the delinquent

employee.

28


29/34

Hospitality

Hospitality section mainly deals with following activities:

Main Functions

1. To arrange accommodation for all incoming persons on official tour to this work centre.

2.To book hotel/guest house accommodation and confirm the same for all outgoing persons on official

tour to other places e.g. Delhi, Mumbai, Kolkata, Dehrdun, Ahmadabad, Mehsana, Hazira,

Assam etc..(Through SAP system).

3. To empanel hotel for accommodation of touring officials.

4. To maintain guest house through contractual services.

5. Make contract with hotels and guest house contractor.

6. To arrange meeting/conferences.

7. To arrange official lunch/dinner/tea & snacks in meetings.

8. To arrange reception of VIP provide accommodation, transportation and all

other necessary services.

9. To arrange air/rail tickets for all out going official on tour to other places from this work

centre.

29


30/34

10.To verify and pass all bills from all parties concerned with above activities. In this

department I learn this all functions and in ONGC for employee for 15 day on and off duty

and 1 month on and off duty. So, that arrangement of tickets to look out this department

Findings

Based on Mean and Standard Deviation it was found that the Promotion Policy is effective as

well as employees are satisfied with the Promotion Policy.

Based on pie charts results found are as follow:

A. Employees Strongly Agreed with following statements:

B. Promotion is the motivational factor for me.

C. Promotion is to a great extent vital and beneficiary level in my service.

D. Delay of Promotion De-motivate the employee.

After getting Promotion, Ill try to acquire make the most of my skills and knowledge.

Employees Agreed with following statements:

Promotion is elevation in organization, which increase the job liability.

I am aware of Promotion Policy in ONGC.

I concur that the span of functional experience required for next promotion is proper.

Qualification is the main factor that affects the promotion / elevation of the employee.

Functional experience is exaggerated to promotion policy in ONGC.C.

30


31/34

Employees Neutral or Undecided with following statements:

I am contented with the amendments made in the Modified Recruitment and

Promotion Regulation 1980 (MRPR-80).

I feel that Promotion Policy under Seniority Cum Fitness (SCF) is better than skill

based Promotion.

Employees Disagreed with following statements:

The Promotional Policy in ONGC is transparent to all employees.

Functional experience is exaggerated to promotion policy in ONGC.E.

Employees Strongly Disagreed with following statements:

After getting Promotion my responsibility and accountability towards my work is

supplementary.

RECOMMENDATIONS

Based on the study findings I am recommend that Organization should also introduce new

skills based Promotion Policy to motivate the Employees.

To find out talented employees and involve in continuous learning process as well as to give

them environment for continuous learning process so that they can update their knowledge

and extra skills.

Provide opportunity within the organization for cross-training and career succession. People

like to know that they have scope for career movement.

31


32/34

To Study once in 6 months a satisfaction level to all employees that is for Workers, Technician,

Supervisory and Executive employees. So, organization will know their employees are

satisfied with their job or not.

To give opportunity for higher studies. So, they can hike their salary, career growth, span of

control and promotion also.

Mentoring and handholding all fresh entrants from day one are important tasks; during this

period, they should be familiarized with the culture, vision and mission of the company. It is

at this time that new entrants experiment with different options. Hence they should be exposed to

the best values the organization

CONCLUSION

As per the analysis and findings, it can be concluding that the Promotion Policy of the

organization is effective. The employees are overall satisfied with the Promotion Policy.

Organization is not only concentrating on career growth of new entrants joining but also

updating knowledge of existing employees in term of better career growth through giving incentives for

higher education and training and development programmed as well as through higher

education under Unnati Prayas Scheme and Super Unnati Prayas Scheme.

Organization is taking the initiative to enhance better skills and output for its employees by

lunching Gyandhara and e-learning through 24x7 Learning, India's premier talent lifecycle

management company. 24x7 Learning has entered into strategic alliance with Scotland-based

32


33/34

Atlas Interactive Ltd, an oil and gas industryeL earning content specialist, and Option, a

renowned oil and gas academy that provides certifications to the sector. The partnership deal

is worth around Rs 30 crore.24x7 Learning has built, implemented and managed Gyandhara

for ONGC. It provides employees with opportunities for self-development and a range of oil

andgas related e-learning products.

Organization is also applying effectively, changes in promotion policy time to time to

compete in current global scenario

BIBLOGRAPHY

SITES:

1. www.googlebooks.com

2. www.ongcindia.com

3. www.ongcreports.net

4. www.wikipedia.com

5. www.citeHR.com

6. www.socialresearchmethods.net

7. www.mendeley.com

33
http://www.googlebooks.com/http://www.ongcindia.com/http://www.ongcreports.net/http://www.wikipedia.com/http://www.citehr.com/http://www.socialresearchmethods.net/http://www.mendeley.com/http://www.googlebooks.com/http://www.ongcindia.com/http://www.ongcreports.net/http://www.wikipedia.com/http://www.citehr.com/http://www.socialresearchmethods.net/http://www.mendeley.com/


34/34

BOOKS

1. Recruitment & Promotion Regulation

2. Business Research Method by Alan Bryman and Emma Bell, Second Edition

Promotion Policies

Documents

Transcript of Promotion Policies