saikat's oil's final report 22june2015

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A Project Report On

“Employee Leave Rules and Executive Satisfaction “Undertaken in

Oil India Limited

Carried out at:

(PERSONNEL DEPARTMENT, OIL INDIA LIMITED)

DULIAJAN, ASSAM

From 5 th May to 30 th of June 2015

In the partial fulfillment of the requirement for the award of MBA (Human Resource) from Asia Pacific Institute of Management, New Delhi. Under the guidance of

Ms. Neelam Kumari (Personnel Officer) Oil India Limited, Duliajan.

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Name: Mr. Saikat Bose. Register No: 2K14G082

MBA (HR) 4th Trimester

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PREFACE

Internship is an indispensible part of any kind of professional education. They help us to have a particular exposure as well as better outlook of the subjects in which we pursue. Likewise, in professional careers like Human Resource Management, we are basically trained and equipped with strong theoretical and field knowledge of how HR operates and what are the methods of running and organization successfully. The program is designed to provide both portfolio of strong functional skills and the ability to apply, adapt and integrate those skills in different management settings.

Hence I did a study on “Employee Leave rules and Executive satisfaction” undertaken in Oil India Limited, Duliajan. To understand the process in a practical business scenario as my internship program. This project has given me the opportunity to gain profound insight into the practical applicalibility of HR concepts and theory.

In course of this internship, I was able to prepare a project report that depicts the findings on the subject I have been assigned to study, which contains suggestions and recommendations for improvement on the related subject. This report also offers a glimpse of the whole project work in all possible dimensions.

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ACKNOWLEDGEMENT

‘Knowledge is Power’, so in pursuing the journey for knowledge at Asia Pacific Institute of Management, New Delhi, I had the privilege to do a summer internship at Oil India Limited, Duliajan, Assam, in the Personnel Department which in true sense has really helped me immensely in my venture of attaining intellectualism.

I express my sincere gratitude to Ms. Neelam Kumari, (Personnel Officer), Oil, Duliajan, my organizational guide, for her inspiration and rendering all possible assistance to me at all times during the internship period.

I also offer my sincere thanks to Mr. Shyamal Baruah (Sr. Manager), Training and Development Department, OIL, Duliajan, for sparing some of their valuable time in guiding me whenever the need arose and to all the respondents for being patient enough to answer my questionnaire which helped me in completing the assignment.

Last but not the least; I would like to thank my institutional guide Dr. (Mrs.) Reema Chaudhury for being in constant touch from New Delhi and my parents for their never ending support and words of encouragement in all my endeavors in life.

Saikat Bose MBA (HR) 4th TrimesterAsia Pacific Institute of ManagementNew Delhi

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DECLARATION

I, SAIKAT BOSE, hereby declare that the project work entitled “Leave Rules of Oil India and

Executive Satisfaction.” submitted towards partial fulfillment of requirements for the award of

Post Graduate Diploma in Management is my original work and the dissertation has not formed

the basis for award of any degree, associate ship, fellowship or any similar title to the best of my

knowledge.

Place: Duliajan, Assam (Signature of Student)

Date: SAIKAT BOSE

([email protected])

Reg No. - 2K14G082

mailto:[email protected]

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EXECUTIVE SUMMARY

As per as globalization is concerned, modern economic networks are creating competitive

challenges which requires modern technology and methodology, most dedicated, talented and

skilled Executives run the organization. In order to find the satisfaction level of the Executives,

usage of appropriate leaves was mandatory at the right time and right place is the need of the

hour.

The story of Oil India Limited (OIL) traces and symbolizes the development and growth of the

India Petroleum industry. From the discovery of crude oil in the far east of India at Digboi,

Assam in 1889 to its present status as a fully integrated upstream petroleum company, OIL has

come far, crossing many milestones.

In this project the main objective is to know and study that how many of the executives are really

out to the fact that leaves are taken for granted and to carry forward or they are really useful to

keep the stress away. For this a questionnaire consisting of 13 questions were prepared and

distributed to the Executives of different departments. The questionnaire comprising of multiple

choice, yes / No, close ended questions and also an open ended question.

Organizational database, internet website and OIL’s internet website, management books and on

field study were used as tools for the collection of data which were required for the detailed

study of the subject. Also various departments of the company were visited for survey.

For conducting the survey, the sampling method selected and used here was the Random

Sampling. Adopting the method of convenient sampling, a sample size of 65 respondents was

finally selected. After the evaluation of the questionnaires, the results will be summarized with

the help of bar diagrams and pie charts.

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COMPANY PROFILE

COMPANY TYPE PUBLIC SECTOR

INDUSTRY OIL & GAS (Exploration & Production)

FOUNDED February 18, 1959, Nationalized in 1981

SHARE HOLDING PATTERN Gov of India- 67.64%, Public & Others- 32.36%

AREA OF OPERATIONS India,Libya,Gabon,Nigeria,Russia,Usa,Venezuala,

Mozambique,Yeman,Bangladesh,Mynmar

CHAIRMAN & MANAGING DIRECTOR

S.K. SRIVASTAVA

PRODUCTS Crude Oil, Natural Gas & LPG

NUMBER OF EMPLOYEES(as on 31/03/2015)

7,813 employees consisting of 1432 Executives, 241 Additional Officers and 6410 Unionized Employees

WEBSITE www.oil-india.com

http://www.oil-india.com/

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OVERVIEW:

The story of Oil exploration in India began in the dense jungles and swamps of Assam in the 19th

century. United by Geography with Burma and caught up in the cross – currents of history, the region and the common blessing of commercial Oil.

Soon after Edwin L. Drake drilled the world’s first Oil well in 1859 at Titusville, Pennsylvania, USA, history chronicles other exploratory effort in search of black liquid gold, across continents. In 1860’s sub surface Oil exploration activities started in the dense forest of Assam and in March 1867 Oil was struck in the well drilled near Makum. This was the first mechanically drilled well in Asia.

History of another kind was in the making in a remote corner of Assam in the midst of the dense and malaria infested jungles by a band of Intrepid Pioneers searching for black gold. Italian engineers, commissioned by the Assam Railways and Trading Company LTD (AR & T Co Ltd) , a registered company of London, which had already established Tea Gardens, Coal mines and Timber Miles in the remote NORTHEASTERN part of ASSAM. To build a railways line from Dibrugarh to Margherita (headquarters AR & T Co.) accidently discovered OIL at Digboi.

It was here in Digboi that the first commercially viable well in India, known locally as well no.1, was successfully drilled in sept 1889. The modest structure or ‘Derrick’ had little geometric or aesthetic appeal. Nevertheless, it marked the remarkable saga of the quest for the fugitive fuel-‘petroleum’, in Indian shores. The only visitors were pachyderms, the odd jackal, snakes and a hundred thousand of leeches. The rains soaked forest mingles with heavy odour of oil seepage all over and thus marked the beginning of oil industry in India.

Following the discovery of Digboi well no1, systemic drilling began in 1881 by AR & T Co Ltd. This then represented the final frontiers of technology and enterprise at a time when oil exploration was no more than just a gleam in the eye of most nations. However, the company had the vision to recognize that Oil business was a full time business, which could not be mixed up with timber, coal, railway, etc. therefore a new company known as ASSAM OIL COMPANY (AOC) was formed in 1889 with a capital of 310,000 pounds to take over the petroleum interests of the AR & T Co Ltd.

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EVOLUTION OF OIL INDIA LIMITED:

After the successful completion of the first well, Digboi well No 2 was started in February 1981 in the same area, only to be abandoned as dry at 720Ft. The drilling activities of AR & T progressed satisfactorily with 11 wells yielding Oil in 1894. A new form- The ASSAM OIL COMPANY (AOC) led by the same chairman, Lord Ribblesdale was promoted in 1899 to take over the petroleum interests of AR & T Co LTD, including the Digboi and Makum concessions.

The AOC inherited 14 producing wells with a total production of 50 barrels of OIL per day. Almost immediately on inception, the company expanded the concessional area of the field by purchasing the rights of the ASSAM OIL SYNDICATE.

By arrangement by Assam Railway and Trading Company Ltd the Burma Oil Company (BOC) of United Kingdom, who was at that time operating in Burma across the Pataki Hills, took over the operations of Assam Oil Company (AOC) in 1921. BOC / AOC continued the development of Digboi Oil Fields and intensified exploration activities. The first Oil discovery of independent India was made in 1953 at Naharkatia near Digboi and then in Moran in 1956.

Oil India Private Ltd was incorporated on February 18, 1959 for the development and production of the discovered prospects of Naharkatia and Moran and to increase the pace of exploration in North East India. It was registered as a Rupee Company with the 2/3rd shares owned by AOC/BOC and 1/3rd by the govt of India, via subsequent agreement on July 27, 1961, GOL & BOC transformed OIL into a Joint Venture Company (JVC) with equal partnership.

On Oct 14, 1981 Oil became a wholly- owned govt enterprise by taking over BOC’s 50% equity, and the management of Digboi Oil field changed hands from the erstwhile Assam Oil Company to Oil India Ltd. Growth, dynamism, adaptability and technological awareness have marked the activities of OIL from 1959 till today.

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CORPORATE PROFILE:

OIL is a premier National Company engaged in the business of exploration, production and transportation of crude oil and natural gas. A ‘ NAVARATNA’ Company under the Ministry of Petroleum and Natural Gas, Govt of India, it is the 2nd largest national Oil and Gas company in India as measured by total proved plus probable oil and natural gas reserves and production.

Oil has been present in the India Oil and Gas exploration and production industry over 5 decades. The authorized and paid up capital of the company are Rs. 500 Crore and Rs. 240.45 Crore respectively with 78.43% being held by the Govt of India. Oil is having over 1.69 sq.km of acreages including domestic and international for its exploration and production activities. Oil presently produces around 3.71 MMTPA of crude oil, around 7.00 MSCMD of natural gas and more than 45000 tonnes of LPG annually. The entire crude oil production and majority of the gas production comes from north east India (Assam and Arunachal Pradesh) and Rajasthan where it is producing 10% of the total gas production. The company is also currently exploring for Oil and Gas in blocks acquired by it in prospective basins pan- India and also spread it wings overseas in countries like- Libya, Gabon, Nigeria, Yemen, Etc.

OIL has interests in downstream activities through 26% equities take in Numaligarh refinery Ltd (NRL), a 10% stake in Brahmaputra cracker polymer Ltd (BCPL), Assam. The company operates crude oil pipeline in the North East for transportation of crude oil produced by oil and ONGCL in the region to feed Numaligarh, guwahati, bongaigaon a barauni refineries and branch to feed Digboi refineries. It also has an optical fiber network along its crude oil pipeline and is leasing out dark fibres to telecom companies like BSNL, Airtel etc.

The crude oil production which was 3.47 MMT during 2008-09 had increased to 3.57 MMT in 2009-10. It was the highest production in the history of the company. Natural Gas production for the year 2009-10 was 2415.59 MMSCM which was around 6% higher than the previous year. Oil has also achieved the highest daily Gas production rate of 6.67 MMSCMD.

With such excellent performance, Oil in 2009-10 earned a profit after taxation of Rs. 2610.52 Cr, which was the highest ever increase. Improved financial performance has helped Oil to increase its net worth to Rs. 13,745 crores as against Rs. 9,331 crores the previous facial. For 2009-10 OIL paid the highest ever dividend of 340% on paid up capital, which was Rs. 817.54 crore in absolute terms (excluding dividend tax).

In a recent CRISIL- India Today survey, OIL INDIA LIMITED was adjudged as one of the five best major PSU’s and one of three best energy sector PSU’s in the country

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OIL INDIA LIMITED CORPORATE SPREAD:

OIL’s core purpose statement:

“The Fastest Growing Energy Company with Global Presence providing value to stakeholders.

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ORGANIZATIONAL DEPARTMENTS AT OIL INDIA LIMITED

Oil India Limited has the following Departments operating at its Field Headquarter at Duliajan Assam.

Administration ContractsFinance and AccountsPersonnelPlanningResearch and DevelopmentLearning and DevelopmentInformation and TechnologyChemicalCivilDrillingElectrical EngineeringField EngineeringField-CommunicationGeology and ReservoirGeophysicsOIL Hospital (Medical Department)InstrumentationInternal AuditLandLPGMaterialsPipeline/ FieldWell logging Public Relation & Corporate CommunicationTransportSecurityProduction OILProduction GasProduction ProjectTechnical AuditCMT ERP Legal

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OIL’s VISION:

OIL's Vision

Oil India is the fastest growing Energy Company with highest profitability. Oil India delights the customers with quality products and services at competitive prices. Oil India is a Learning Organization, nurturing initiatives, innovations and aspirations with

best practices. Oil India is a team, committed to honesty, integrity, transparency and mutual trust creating

employee pride. Oil India is fully committed to safety, health and environment. Oil India is a responsible corporate citizen deeply committed to socio-economic development

in its areas of operations.

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Core Competencies of Oil

EXPLORATION:-

Oil India Limited’s synergic approach to exploration has been mirrored in its high exploration success of over 70%. Oil has been pioneer in the field of exploration and has E&P experience of more than 100 years in logistically difficult and geologically complex areas in North east India. It possesses state of art technology resources for 2D and 3D seismic data acquisition, possessing and interpretation. It owns advance equipments (Global Positioning Systems, Differential Global Positioning Systems, and Electronic Total Stations for Geodetic survey, GMC soft-ware for field survey design and state-of-art RSR and SN-388 equipments) for 2D and 3D seismic data acquisition.

The State of-art Processing Centre at Duliajan has capability to carry out 2D, 3D and VSP processing. Its advances interpretation work stations are extensively used for integrated interpretation of various geoscientific data such as Remote Sensing, Gravity-Magic, 2D, 3D seismic, VSP and other wire line logs. OIL is fully equipped in terms of resources to carry out Structural interpretations, seismic attribute analysis.

DRILLING AND WORK OVER SERVICES

The drilling professionals of OIL possess vast experience and experience of drilling around 1300 wells amounting to 3.90 million meters in a very difficult surface and sub-surface environment and extreme climate conditions. The drilling challenges contrast through shallow wells to super deep wells, sub normal to highly abnormal pressure & temperature.

In order to minimize land acquisition time, OIL has resorted to cluster well drilling for developing its Oil and Gas fields. This has resulted in protection of green belt surrounding OIL’s operational areas.

The ceremony has a legal of pioneering innovations and achievements in Drilling. The all round excellence in performance could be attributed to drilling wells efficiently by the rig building team and proper maintenance of equipments at the Company’s well equipped workshop and have achieved peak performance level of over 20000 M/Rig year.

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PRODUCTION SERVICES

Oil has accumulated over a hundred years of experience in OIL and GAS production since the discovery of DIGBOI oilfield in 1889. From well completion to wellbore servicing installation, operation and maintenance of modern surface handling facilities, OIL has the expertise to manage the entire range of operations required for onshore oil and gas production. In particular, it has perfected the techniques to produce and condition the WAXY (paraffinic and sphaltenic) crude oil of Assam. It has been maintaining a steady growth in both crude oil and natural gas production since 2007-08. In 2009-10 the company produced 3.572 MMT of crude oil which was the highest ever in its history. It is currently producing at a rate of 3.71MTPA. Gas production potential has increased to 665 MMSUMD which is also another landmark in the company’s production history. The company also produces yearly more than 45000 tonnes of much wanted LPG in its Duliajan Plant.

Oil utilizes a SCADA (Supervisory Control and DATA Acquisition) system for online monitoring of production. Injection, storage- cum flow back and distribution of natural gas. It has the expertise to design install and commission gas compressor stations and gas collection and distribution networks. OIL achieved natural gas production of 2264.57 MMSCUM and sale 1767.505 MMSCUM during 2006-07.

The LPG plant was set up in 1982 to process 2.2 MMSCMD of gas using the TURBO Expander Technology for the first time in Asia. This plant is producing over 50,000 MT of LPG annually with feedstock supplied from OIL’s internal gas production, due to efficient operation and maintenance. The plant also handles LPG bottling.

WIRE LINE LOGGING SERVICES

The process of recording formation parameters against dept for locating reservoirs, their contents and the ability to produce oil, gas or water after interpretation is known as ‘WELL LOGGING’

Oil’s Well Logging Department (WLD) was set up in 1973 under the directive of the Ministry of Petroleum and Chemicals, to develop self reliance and save foreign exchange being paid to service contractors. This in-house setup, equipped with basic logging equipment, started its logging operations from 1979 by recording a Cement Bond Log (CBL) in Well Jorajan.

The WLD now provides around 75% of OIL’s total logging requirements. The balance 25% is supplemented by service contractors since the WLD has not invested in specialized logging equipment, which is extremely expensive and not cost effective. Log interpretation, which was earlier outsourced, is now executed by OIL’s personnel. The WLD uses RS 6000 work stations and software ‘ULTRA’. Procured from Halliburton Energy Services, USA common for log interpretation.

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The WLD has recorded continuous awards as the best engineering installation in Oil’s internal safety competitions from 1994 till date, besides a continous accident free record for several years. The WLD won the first prizes in the North eastern Oil Mines Safety Competition as the Best Engineering Installation and for the best safety performance.

The WLD has constantly stretched its man power and equipment to their limits to serve Oil’s internal projects. In the on shore Bay Exploration Project at Orissa, it provided the entire logging services for 4 wells in 1987-88. Similarly, in the Rajasthan Project 1988, the WLD provided logging services for the first well, followed by 3 drilling and 4 work over wells at Kumchai in Arunachal Pradesh in 92-93 and in Simen Chapori under BVEP in 2002. The WLD is also providing Cased Hole logging and performing services to the Rajasthan Project.

The WLD currently provides self designed, essential logging services as desired by the management. However, specialized logging services such as those for off shore, horizontal and multi lateral wells will be outsourced in the future as well.

RESERVOIR MANAGEMENT

Oil has pioneered the implementation of the concepts of modern reservoir management in the Indian Oil Industry. Numerical reservoir simulation, introduced by Oil in India for the first time in the early 70’s, has remained its forty since inception. Simulation has been used as an important tool for the management planning, production forecasting and decision making. Based on simulation studies, Gas and Water injection, and water and polymer flooding projects have been successfully implemented in Oil’s fields, yielding recoveries over 20% in excess of the recoverable solely by primary depletion. OIL has also developed special expertise in reservoir management of ageing fields. Today, OIL has state-of-the-art numerical simulators with dedicated workstations and a valuable knowledge-based to handle cost-effective evaluation, development and management in all demanding environments.

An integrated database management system designed and developed in-house has been extremely in processing/analyzing, reservoir monitoring data. Apart from routine activates for reservoir surveillance, many other operations such as transient well tests, nodal analysis, collection of crude/condensate/gas samples for PVT analysis, analysis of side-wall and conventional cores, etc. are carried out as an integral part of reservoir management.

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PIPELINE ACTIVITES:

The Company transports the entire crude oil Produced in the North-East India to five refineries, via: Digboi, Numaligarh, Guwahati, Bongaigaon, and Barauni.

An 1157 kms long fully automated Telemetric pipeline with 212 kms of looping having a total capacity to transport over 6.0 MMTPA, remains the lifeline of the Company. Commissioned in 1962, the double skinned crude oil pipeline traverses 78 river crossings including the mighty Brahmaputra River meandering through paddy fields, forests, and swamps. There are 9 pumping stations, 17 Repeater stations and a terminal at Baruani. It remains a symbol of exemplary maintenance work of our personnel. The engines that drive the giant pumps along the pipeline have crossed over two hundred thousand hour of service and established a world record of machine run-hours. Arrangements are being made to transport imported crude using the same pipeline by means of reserve pumping from Barauni to Bongaigaon, envisaging the requirement for more crude oil with an additional refinery come up at Numaligarh in Assam.

The Company’s Crude oil Conditioning Plant uses in-house technology to improve the rheological properties of waxy crude and prevent gelling in the pipeline. Commissioned in 1962, when chemical flow improvers were unheard of, this plant is the first of its kind in the world. Very recently, it has assumed tremendous importance after the realization that crude from our new fields responded better to thermal conditioning rather than chemical treatment.

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RESEARCH & DEVELOPMENT:

Oil India Limited’s world class R & D centre was established in the year 1985, has state of art facilities and has delivered pioneering results in source rock evaluation, formation water classification and re-injection, water-oil ration control, rheological studies of waxy crude and coal oil co-processing.

With a view to provide techno economically feasible solution of the problems encountered by OIL in its daily operations in the field of exploration, drilling, production, transportation and pollution control, the R & D Centre has been recognized by the Department of Science and Technology, Govt. of India recently Over the past two decades, OIL R & D Centre has developed the applications of latest techniques of Geochemistry for exploration and reservoir studies, process for produced formation of water clarification up to 10 ppm level, get fluid formation to reduce wax deposition problems, and the well performance optimization measures have led to improved production from many wells.

OIL has bagged the distinction of having the First Pilot Plant in India for conversion of coal to oil.

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CORPORATE SOCIAL RESPONSIBILITY:

CSR GOAL:

OIL is a Responsible Corporate Citizen deeply committed to socio-economic development in its areas of operations.

Since its inception OIL has given top priority towards the all - round development of the people residing in and around the Company’s area of operation. OIL management understands that there is a need to strike a balance between the overall objectives of achieving corporate excellence Vis – a – Vis the corporate responsibility towards the community. It is the twin objective of business and social commitment that has infrastructure development.

CSR INITIAVITES:

A. OIL’S MOBILE DISPENSARY SERVICES(HEALTH)

The mobile hospital services of OIL have always been one of the most significant community welfare projects of the Company. The team of doctors and paramedical staff of OIL hospital cater to the basic health care needs of the villages in and around OIL’s operational areas.

B. GENERAL NURSING MIDWEFRY IN OIL HOSPITAL,DULIAJAN:

The nursing school in OIL Hospital Duliajan conducts 3 years General Nursing Midwifery training course which is recognized by the Directorate of Medical Education, Govt. of Assam.

C. EDUCATION:

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Since inception, OIL has been providing financial assistance and- round development of education from primary to higher education. The company has no far provided financial assistance towards construction of school building, libraries, auditoriums, etc.

D. PROJECT RUPANTAR:

Oil’s innovative approach for creating avenues for sustainable self employment in the agro based sector. In order to address the problem of growing unemployment and poverty. OIL in partnership with the State Institute of Rural Development, Assam has undertaken a long term project named ‘Rupantar’ (transformation) of investing in projects (through the Self Help Group Route) which can help the unemployed youths to find the alternative sources of employment.

The ‘Self Help groups are engaged in various agro based activities like farm mechanization, area based horticulture, floriculture and composite farming, mushroom cultivation, animal husbandry, micro- enterprise development of pultry, piggery, cottage industry or cane/bamboo handicraft, computer application and diversified handloom Upper Assam to a region of successful agro based industry.

E. OIL INDIA RURAL DEVELOPMENT SOCIETY

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AGRICULTURE DEVELOPMENT PROGRAMME:

OIL INDIA RURAL DEVELOPMENT SOCIETY provides assistance and Technical guidance to farmers in nearby villages of Oil’s operational areas for agricultural development. Extensive in- field training on modern methods of cultivation both in Kharif & Rabi, farming equipment, high yielding seeds, Organic fertilizers etc, are introduced and distributed to farmers of the region.

HANDICRAFT TRAINING & PRODUCTION CENTRE:

Established in 1984, Oil’s Handicraft Training and Production Centre, located in Duliajan, imparts training to women on handicraft, weaving, embroidery and trailoring on monthly stipendiary for a 9 months period. Till data, over 500 women have been trained, mostly of whom have setup their own small production units.

AWARDS & ACCOLADES:

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Rated No. 1 Public Sector Company, 2006 by the Department of Public Enterprises, Government of India based on performance."Excellent" performance rating by Government of India for past 4 years.Performance Excellence Award, 2005-06 by the Indian Institution of Industrial Engineering (IIIE).Counted among the 5 Best Public Sector Undertakings and the 3 Best in the Energy Category by the India Today-CRISIL Survey in 2005.Best Project Award for Corporate Social Responsibility, 2005 by TERI, among 130 participating companies.Corporate Social Responsibility Award, 2003-04, by TERI for good corporate citizenship and sustainable initiatives among comapnies with turnover above Rs 500 crore.Green Tech Award for Environment Management, 2002.Golden Peacock Award for Corporate Social Responsibility, 2002.Special Commendation Award for Human Resource Management, 2001-2002 by National Petroleum Management Programme - for OIL’s continuously evolving technology and business environment. Excellent Performing Public Sector Enterprise Award, 1998-99."Excellent" performance rating by Government of India for 1997-98, 1998-99 and 1999-2000.Longest Accident Free Period - 1997-98, 1998-99.Excellent Performing Public Sector Enterprise Award, 1998-99.Excellence in Riverbed Survey Award, 1998-99.Best Oil & Gas Processing Unit Award, 1997-98.International Green Land Society National Award, 1997-98 for best energy conservation and implementation.Corporate Performance Award 1985 from Harvard Business School Association of India and Economic Times.Ranked 1 fir Profitability in terms of paid-up capital, net assets and sales from 1981-82 to 1983-84 by the Indian Institute of Public Opinion, among 100 largest corporate enterprises in India.OIL bags "PSU with the highest Book Value" award. Greentech HR Excellence Award, 2010.Enterprise Excellence Award, 2010.Company of the Year Award, 2011.

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ACCREDITATION:

ISO-9000:2000 Certification (Quality Management System): LPG Plant.ISO-9001:2000 Certification: Gas Based Power Plant.ISO-9000:2000 (Quality Management System): Trunk Pipeline.ISO-9001:2000: OIL Hospital at Duliajan.ISO-14001 (Environment Management): Trunk Pipeline.OHSAS 18001 (Occupational Health and Safety Assessment Series): Trunk Pipeline.ISO/IEC 17025: 2005 accreditation by NABL, Government of India for OIL’s R&D Department, the first among E&P company laboratories to get this accreditation.

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2

HUMAN RESOURCE MANAGEMENT

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FEATURES OF HUMAN RESOURCE MANAGEMENT:

The features of Human Resource Management (HRM) are as follows:

Human Resource Management is concerned with the development of human resources that is knowledge, capability, skills and attaining and achieving employee goals including job satisfaction. HRM is a continuous and a never ending process.

Human Resource Management covers all levels low, medium, top and categories of employees. It covers both organized and unorganized employees. It applies to employees in all types of organization in the world that is industry, trade, service, government departments.

HRM aims at attaining goals of the organization, individual and society in an integrated approach. Organizational goals may include productivity, innovation and excellence. Individual employee goals consist of job satisfaction, job security, high salary, fringe benefits, status and opportunity for development. The goals of the society include equal employment opportunity, minimizing of inequalities in the distribution of income.

Human Resource Management is the organization function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.

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FUNCTIONS OF HUMAN RESOURCE MANAGEMENT:

Human Resource has earned a number of related interpretations in time, but continues to defend the need to ensure employee well-being. Every organization now has an exclusive Human Resource Management Department to interact with representatives of all factors of production. The department is responsible for the development and application of ongoing research on strategic advances while hiring, terminating and training staff.

Basically the Human Resource Management Department is responsible for:

Understanding and relating to employees as individuals, thus identifying individual needs and career goals.Developing positive interactions between workers, to ensure collated and constructive enterprise productivity and development of a uniform organizational culture.Innovate new operating practices to minimize risk and generate an overall sense of belonging and accountability.Identify areas that suffer lack of knowledge and insufficient training, and accordingly provide remedial measures in the form of workshops and seminars.Recruiting the required workforce and making provisions for expressed and promised payroll and benefits.Implementing resource strategies to subsequently create and sustain competitive advantage.Empowerment of the organization, to successfully meet strategic goals by managing staff effectively.

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Ideally, a Human Resource Management Department is responsible for an interdisciplinary examination of all staff members in the workplace. This strategy calls for applications from diverse fields such as Psychology, Paralegal Studies, Industrial Engineering, Sociology, and a critical understanding of theories pertaining to post- modernism and industrial structuralism.

HR MANAGEMENT & DEVELOPMENT AT OIL:

PHILOSOPHY AND STRATEGY:

Oil exploration in India began in Assam in the early 19th Century. The roots of Company’s experience in the oil business stretch back through antecedent companies to the beginning of this century. Established with the B.O.C as the Government’s first joint venture, OIL became a public sector company in 1881. OIL has a long innings of record breaking organization performance and Technical excellence. It continues to be a model in the field of Human Resource Management. Its success has been primarily based on a strong foundation, highly values religion cultivated over the years. Its sustained organizational growth and excellence can be attributed to a systematic delivering of its human resource goals with its overall corporate mission.

Oil believes that people are its most precious assets and central to the organization. This has led to the development of an organizational policies and philosophy where development and

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continued growth of the people became an important objective of the company. Human Resource Management in OIL is therefore, an integrated approach focusing on the organization’s reaffirming faith to work with people and act through them to manage change and strive for continued excellence.

This is translated in major activities as follows:

Organizational Development and Manpower Review:

A systematic and planned organization structure and manpower analysis is undertaken periodically so that organization changes are effectively incorporated. For this purpose, external change agents from the premier management training institutes of the country carry out diagnostic survey. Additionally internal change agents in the form of task force are associated closely with the outside bodies for the effective implementation of the organizational pattern. The emphasis is an optimum utilization of the Human Resource to give better efficiency and productivity. The personnel policies are also reviewed and updated from time to time with a view of enhancing the carrier progression and aspirations of its personnel.

Training and Development:

A systematic thrust on training and development of its employees including managerial staff is carried out. The focus of training for the senior management personnel is to develop multi-functional decision making and leadership skill for strategic management. For the management, the accent is on building inter-personnel, teamwork and interdisciplinary affiliation. The junior management programs are based on developing appreciation of supervisory roles, cost control, productivity, and safety discipline with the emphasis on acquiring more and more job knowledge. The employee development process focuses on improving the skill, leadership training, productivity awareness, safety, discipline, and awareness.

Industrial Relations:

The company has been fortunate in having an excellent record in maintaining good industrial relation from its inception. The strategy today is to build up a cohesive and harmonious industrial relation climate through mutual co-operation, trust and integration of various unions in the fields

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and projects. This harmony has been seen in the successfully union negotiations between the union and the management and sorting the grievances and other issues bilaterally. The industrial relation is also reviewed periodically.

PERSONNEL DEPARTMENT AT OIL:

Personnel department plays a vital role in OIL Company. The functions of the personnel department are recruitment, selection, job rotation, promotion and transfer to the executives, Pays and allowances, separation. The personnel department takes care of its executives from the day of their selection till their separation. It takes proper steps to maintain relationship between every department and executives along with acclimatizing with the needs of the organization. It also looks after sorting out employees grievances so as to generate more performance orientation.

The objectives of the Personnel Department are generally divided into 5 basic categories, they are as follows:

Manpower Acquisition & Planning In this process the department basically deals with making the organizational structure of different departments, different disciplines, and different levels according to the skills of executives, manpower planning & recruitment of the executive & manpower in executive cadre with requisite qualification & competencies.

DEPARTMENTS RELATED TO HR & HR ACTIVITIES

ADMINISTRATION

PERSONNEL TRAINING & DEVELOPMENT

EMPLOYEE RELATIONS

SECURITY

P a g e | 29

COMPENSATION: The compensation process includes fixation and revision of pay scales periodic as per DPE guidelines maintenance of pay related data of all executives, reviewing perks, fixation of compensation packages for contract, temporary appointees, officer on deputation.

CAREER PLANNING: The main activities of maintenance and integration under the Personnel department are placements, transfer, job rotation, deputation. It also processes all types of promotion of executives.

PERFORMANCE MANAGEMENT: The activities include designing the framework, competencies, assessment centers, feedback etc. It also deals with making of annual performance report of employees.

SEPARATION: The separation processes under the Personnel Department are related with the activities of retirement, voluntary retirement, termination, exit interview, social security schemes.

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PERSONNEL DEPARTMENT: ORGANIZATION STRUCTURE

GROUP OF GENERAL MANAGERS- HR

HEAD - PERSONNEL

SENIOR MANAGER, PERSONNEL SENIOR MANAGER, PERSONNEL

MANAGER PERSONNEL

MANAGER PERSONNEL

SENIOR PERSONNEL OFFICER

PERSONNEL OFFICER

CHIEF MANAGER, PERSONNEL

EXECUTIVE TRAINEES

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TRAINING & DEVELOPMENT DEPARTMENT: (OIL)

Training and Development Department: The basic aim of Training & Development (T&D) Department is to achieve the following objectives:

Develop employee skills and competencies towards better performance.Increase awareness and implication of various rules and regulations governing the industry.Reduce the learning time for taking up new assignments.Develop people to take on higher responsibilities and new challenges.

The activities of the department are broadly categorized under the following headings:

Training needs Identification.Execution of Structured Training program of ETs.Preparation of Annual Training Plan and Budget.Management Program for Executives.Behavioral Program for Work persons and Executives.Skill & Competency Development Program.

Depending upon the availability of faculty, expertise and need of individuals, trainings are organized locally, in- country and abroad

TYPES OF TRAINING PROGRAMS

In House: Training organized In House with reputed External and Internal Faculties. In House training maybe- Technical, Behavioral, Managerial, Safety related and various statutory programmes.

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In Country: Based on need; technical as well as behavioral & managerial, employees are trained at various reputed agencies in the country like- ASCI, IIMs, ISB, NPC, AIMA, IDT, Dehradun, NCCBM, Cummins, Greaves Cotton, etc.

OVERSEAS: For specialized technical and managerial courses employees are sent Overseas for training.

MTDC also caters to the need of the various apprentices passed from the ITI’s and Polytechniques by providing them training. Summer and winter training is also provided to students from different Engineering Colleges and other Institutes/Universities.

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CONCLUSION

Research in any field of work implies gratitude, patience and the outcome of applying textual theories to the practical field. The Summer Internship which I undertook for a period of 60 days was not only important from the academic point of view but also helped me to acquire practical knowledge in the field of management.

A project is a medium through which we can implement our theoretical knowledge gained in classrooms, practically in an on the job environment. The topic on which I did my internship was on “Employee Leave Rules and Executive Satisfaction in OIL”

The Project has helped me to understand the various ways of looking into the same cases which measured the level of satisfaction of the Executives of Oil India Limited by performing a survey, it helped me to know the opinion of the Executives regarding the views involved in using the leaves provided by the Organization or carrying it forward for the next year.

In this project my main aim was to study the effectiveness of leave policies of the Organization and determine the level of satisfaction. In order to measure the satisfaction level of the Executives a set of 14 questions was prepared and distributed to the executives of different departments.

After the evaluation of the questionnaires, the results were summarized with the help of pie charts and a bar diagram. It has been found that most of the Executives are satisfied with the Leave Policies of the Organization. However there are some who think that Oil’s leave policies needs some more modifications.

P a g e | 34

OTHER HR DEPARTMENTS AT OIL:

Administrative department deals with the field/ department problems, executive accommodation and the process of loans, perk, etc.

Employee Relations Department: The department basically deals with the recruitment of unionized employees (work persons). It deals with promotion, transfer, job rotation and welfare activities of work person. Apart from that this department also looks after the cultural programs, official sports, housing, oil market, medical benefits after retirement.

There are two other departments and they are Security department.

Security department looks after the maintenance of home guards, liasoning with district authorities for security measures. It is responsible for the safety of the people at offices and residential area.

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3

LEAVE RULES AND POLICIES

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Introduction: About Leave

Leave are important tools for the Organization, in the retention efforts for the current and future workforce and their upliftment. Leave benefits encompass paid and unpaid time off from the workplace for a variety of activities ranging from vacation and sick leave to maternity leave. Paid leave benefits provide employees with the opportunity to recharge themselves mentally and deal with non-work related issues; however, their associated costs are considerable.

Today’s organizations are facing the challenge of designing competitive and attractive paid leave programs for their employees while managing the related costs and administration requirements associated with operations of these programs, especially in the current economic climate.

This report is to provide insight into what OIL offers in the area of paid time off. The report examines aspects of paid time off, privilege leave, sick leave, study leave, casual leave, and maternity leave .

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Types of Leave in OIL

1. Casual Leave:

Casual leave is granted to meet special/ immediate and unforeseen circumstances an

executive.

Casual Leave Entitlement:

All Executives are entitled to 10 days Casual Leave in a calendar year.

Executives joining after the first day of January are entitled to proportional

number of days of casual leave for the remaining part of the calendar.

Condition for Privilege Leave:

CL can be taken up to maximum of six days at a time.

CL cannot be accumulated or carried forward from one year to year.

If CL for any reason is extended beyond six days, the entire period will be treated as

Privilege Leave or Leave without Pay, if there is no leave to the credit of the Executives.

CL cannot be claimed as a matter of right. When the exigencies of Company’s service so

require, Casual Leave may be refused or revoked by the Sanctioning Authority.

CL cannot be combined with any other kind of leave. Holidays (including Restricted

Holidays) occurring at the either end of the period of casual leave may be prefixed or

suffixed.

Sunday/ Holiday to a maximum of 2 days falling between CL will not be counted.

2. Privilege Leave (PL):

For the purpose of Privilege Leave, the accounting year will be the calendar year.

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All executives upon confirmation will earn PL @ 2.5 days for each completed

month of service.

The executives on probation earn 30 days of PL @ 2.5 days for each completed

month of service which will be credited to their leave account on completion of

12 months of probation.For PL, the accounting year will be the calendar year. All executives upon confirmation will earn PL at 2.5 days for each completed month of service. Calculation of PL

Number of days worked in month Leave earned26 to 30/31 days 2.5 days21 to 25 days 2 days16 to 20 days 1.5 days13 to 15 days 1 day06 to 12 days 0.5 day0 to 5 days NIL

Sundays and holidays falling in between PL period will be excluded from the leave period and

will be credited to PL account of the Executive , normally at the beginning of the next calendar

year

Accumulation of Privilege Leave

An executive can accumulate PL up to maximum of 300 days as on last day of calendar year i.e.

31st Dec.

Quantum of Leave to be taken:

Executives who are entitled to take PL can apply to avail leave on any single occasion not

exceeding more than 45 days. However, CMD/ Director has the authority to grant PL beyond 45

days up to maximum of 180 days.

3. LEAVE WITHOUT PAY (LWOP):

mailto:[email protected]

P a g e | 39

To meet exigencies of work the Management as its sole discretion may grants Leave without Pay

to any executive. The maximum LWOP that normally can be granted to an executive will not

exceed 45 days in once calendar year. LWOP can be availed only after the exhaustion of

accumulated PL to the credit of the executive.

4. SICK LEAVE:

Sick Leave is granted to an executive as recommended by the Company’s Head of the

Medical Department or any other Doctor authorized by the Company.

The concerned Executive will be made unfit for duties by the Medical Dept and the same

must be intimated to Personnel Dept, in writing by the Doctor in charge. The concerned

executive must obtain fitness certificate from the Doctor in charge of the executive clinic

in the OPD of OIL Hospital before resumption of duties.

5. Maternity Leave:-

A woman executive may be granted Maternity Leave with pay up to maximum 180 days subject to the condition that the female executive has less than two surviving children, subject to a certificate from the company’s Head of the Medical Department or any other doctor authorized by the company.

In case of miscarriage, a woman executive, on production of such Prof from the Head of Medical Department or any other Doctor authorized by the company, may be granted leave with pay, for a period of six weeks immediately following the day of her miscarriage.

A woman executive suffering from illness arising out of pregnancy, delivery, premature birth of child or miscarriage, on production of such proof from the Head of Medical Department or any other Doctor authorized by the company may be granted leave with pay, for maximum period for one month.

Maternity leave on Adoption:-

Woman executive may be granted leave on adoption for period of 135 days in following conditions:-

1. The Adoptive mother should have less than 2 surviving children at adoption time.

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2. The Age of adopted child is less than 1 year at the time of adoption.3. Necessary legal documents supporting such adoption are to be submitted at the time of

applying for the said leave

6. Study Leave :-

The company may grant study leave with or without Pay to an executive to undergo higher

studies / specialized training in a professional or technical subject having a direct and close

connection with the subject of interest of the company either against scholarship or private

arrangements.

Study Leave with pay:-

Eligibility:-

Subject to prior approval of CMD, the grant of study leave with pay will be considered for

regular executives who have completed four years of continuous service in the company.

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Study Leave without pay:-

Eligibility:-

In case an executive is not entitled to study leave with pay under the rules, the management at its

discretion may grant Study leave without pay to regular executives who have completed 3 years

service in the company with clean and satisfactory service record, for higher studies.

Holidays-

The company will declare a total of 19 paid holidays including 3 national holidays including 3 national holidays in a calendar year.

4

RESEARCH METHODOLOGY

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RESEARCH METHODOLOGY:

Introduction:

Every project work is based on certain methodology, which is a way to systematically solve the

problem or attain its objectives. It is very important guideline and lead to completion of any

project work through observations, data collection, and data analysis.

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According to Clifford Woody, “Research Methodology comprises of defining and redefining

problems, collecting, organizing and evaluating data, making deduction and researching to

conclusions”

Research Methodology: Research comprises of defining and redefining problems, formulating hypothesis (suggested solutions) collecting, organizing and evaluating data, making deduction and reaching conclusions and eventually testing the conclusions to determine whether they fit the formulated hypothesis.

Research methodology is the research technique. The type of research methodology applied in this study is both exploratory and descriptive in nature. The important aspects of this research are given below:

RESEARCH METHODS:

Initially an extensive exploratory research was undertaken to gain insights into general nature of the research objectives, the possible decision alternative and relevant variables that need to be considered while designing the questionnaire.

Along the line of exploratory research the research objective were redefined and the questionnaire was designed. With the help of questionnaire a conclusive (descriptive and casual) survey was conducted in OIL, Duliajan, Assam.

SOURCES OF DATA:

Both Primary and SECONDARY data were used to collect information from the executive respondents.

1) Primary Data: includes the following:

Survey through Questionnaire. Personal Interview.

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2) Secondary Data: includes the following:

Organizational magazines. Information provided by the Organization. Official websites. Various books.

3) RESEARCH INSTRUMENT:

The research instrument was carried out through questionnaire and personnel interview. A structured questionnaire with close ended questions and a open ended question was used for the survey.

4) QUESTIONNAIRE DESIGN/ PREPERATION:

The questionnaire being the primary data collection technique has been designed with care keeping in view the objectives of the research work. Questionnaire is of multiple choice types Subjective questions were also included at the end of multiple type questions for the respondents to express their own views. The questionnaire consisted 14 questions which were combination of multiple & open ended questions.

5) SAMPLING FRAME:

Sampling frame was Random sampling of the OIL Executives.

6) SAMPLEING AREA:

The questionnaire was distributed in various departments of OIL INDIA LIMITED, DULIAJAN, ASSAM. Departments covered are Electrical, Geophysics, Well logging, Drilling,

P a g e | 45

Civil, IT, Contracts, Instrumentation, Field Engineering, Materials, Transport, Employee Relation department.

7) SAMPLE SIZE:

A sample size of 65 respondents was selected.

8) CONTACT METHOD:

All the Executives were approached directly and personally.

9) ANALYSIS TECHNIQUE:

The collected data has been analyzed using statistical tools of percentage, pie charts, bar chart. In order to extract meaningful information from the collected data, data analyzing has been carried out. This is first classified, coded, edited and tabulated for analyzing and interpreting the same using tools to provide a scope to understand from the analysis of the various implications.

LIMITATIONS OF THE RESEARCH:

Time being the main limitation of the project, all angles of the subject might not have been covered. However, all possible efforts have been made to cover maximum areas regarding the subject of study.

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Collecting information from executives during work hours was difficult. Some were busy in attending their departmental meetings and conferences, some went for field operations scattered away from Duliajan, and some on leave.

Some Executives refused to fill up the questionnaire. They did not want or reluctant to disclose their views and opinions. So the collected data may not be error free.

Non response might have occurred because some of the respondents provided an incomplete response to some questions mentioned in the questionnaire.

Since the report was based on primary data and personal interviews, occurrence of personal bias cannot be ruled out. For respondents, bias might take if one tried to reflect his/her personality.

5

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FINDINGS:

Q1. Number of Years of Service

OPTIONS No. of Respondents

%

Less than 6 6 9%

DATA ANALYSIS & INTERPRETATION

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monthsUp to 1-2 years

13 20%

Up to 2-5 years

26 40%

More than 5 years

20 31%

Analysis:- Here the no. of years of experience of an Executive is surveyed. 40% are having 2-5 years of experience, followed by 31% having more than 5 years and 20% were having 1-2 years of experience and 9% were less than 6 moths experienced.

Conclusion: - This survey was done to check the experience demographic of the Employees, where majority of the people were experienced for 2 to 5 years followed by 31% people having experience of more than 5 years.

Q2. I feel Oil India Ltd Leave Policy is able to meet my needs

Analysis: - 54% of Executives responded very positively followed by 46% with agree.

Conclusion: - All the respondents supported that Oil India’s Leave Policy satisfies their needs and they can cope up very easily.


%

Strongly Agree

35 54%

Agree 30 46%

Disagree 0 0%

Strongly Disagree

0 0%

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Q3. My Department Head approves my leave request easily.

Analysis: - 61% of the respondents positively agreed that the Dept. Head approves their leave request, followed by 33% who strongly agree and only 6% of them disagreed.

Conclusion: - Oil India Ltd, Dept. Head manages perfectly with their employees and co-operates well for the excellent performance from the Executives.

Q4. How far are you satisfied with the leave encashment provided by the organization?


%

Strongly Agree

21 33%

Agree 39 61%

Disagree 4 6%

Strongly Disagree

0 0%


%

Strongly Agree

36 56%

Agree 23 35%

Disagree 6 9%

Strongly Disagree

0 0%

P a g e | 50

Analysis: - 56% strongly agrees to the fact, followed by 35% who agreed and 9% are dissatisfied with the leave encashment provided by the Organization.

Conclusion: - Majority of the respondents are satisfied with the leave encashment of the company.

Q5. I prefer to utilize all leaves rather than carry forward

Analysis: - 59% preferred to utilize the leave, while 41% preferred to carry it forward.

Conclusion: - According to the survey Executives mostly prefers to utilize the leave, but at the same time equivalent to it, many executives prefer to carry it forward.

Q6. I am completely aware about all leave rules and policies


%

Strongly Agree

24 37%

Agree 14 22%

Disagree 21 32%

Strongly Disagree

6 9%

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Analysis: - 40% strongly agreed and majority 57% agreed to the fact that they are completely aware about all leave policies followed by the 3% disagreed with this fact.

Conclusion: - The majority of the Executives are completely aware about all leave rules and policies of Oil India Limited.

Q7. I utilize ___ number of leaves per year


%

Strongly Agree

26 40%

Agree 37 57%

Disagree 2 3%

Strongly Disagree

0 0%

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Analysis: - 52% opts for 1 to 2 leaves, 23% are not fixed, 17% accepts NIL no. of leaves and 8% of the respondents take an average of more than 5 leaves per year.

Conclusion: - Majority of the respondents take an average leave of 1 to 2 per year but there are very few like 17% who does not take any leave per year.

Q8. My Department functioned decently without frequently leaves


%

Nil 11 17%

One - Two 34 52%

More than 5 5 8%

Not Fixed 15 23%


%

Strongly Agree

13 20%

Agree 37 57%

Disagree 11 17%

Strongly Disagree

4 6%

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Analysis: - 57% agreed that their department functioned decently without frequent leaves followed by 20% who strongly agreed. But 17% disagreed to this point and 6% who strongly disagrees that their department cannot function decently without frequent leaves.

Conclusion: - According to the work load and stress of every Department, respondents were justifiable to their facts. Departments with excessive physical labor needs frequent leave for the better performance of the Executives.

Q9. I am aware about absent/ paid leave/ unpaid leave

Analysis: - 55% strongly agrees, 37%


%

Strongly Agree

36 55%

Agree 24 37%

Disagree 5 8%

Strongly Disagree

0 0%

P a g e | 54

agrees to an extent that they are aware of absent, paid and unpaid leave, except 5% who disagrees about it.

Conclusion: - According to the survey majority of the Executives are completely aware about absent/ paid/ unpaid leaves.

Q10. Do you think your Co- workers are satisfied with company leave policies?

Analysis: - 48% agreed and 40% strongly agreed that the co- workers are satisfied and 12% respondents were not satisfied with the leave policies of the company.

Conclusion: - Yes Indeed, after the survey, it is acceptable to the fact that majority of the Executives and their Co- workers were satisfied with the company and their leave policies

Q11. Rank the following which motivates you the most?


%

Strongly Agree

26 40%

Agree 31 48%

Disagree 8 12%

Strongly Disagree

0 0%

P a g e | 55

(Rank 1, 2,3,4,5 respectively)

Analysis:- 31% felt CL motivated them the most, followed by 23% PL, and remaining 17% motivated for maternity leave and 18% for study leave and least motivated was 11% for sick leave.

Conclusion: - Casual leave is meant for exigency as the situation is unavoidable, for Privilege leave rest and recuperation is must and to have a change on the mechanical life.

Q12. Whether leave releases the mental pressure & change in mechanical / monotonous life

Analysis: - 65% strongly agrees that leave releases mental pressure and change in mechanical / monotonous life followed by 34% who simply agree and 1% disagreed with the fact.

Option No. of Respondents

%

Privilege Leave 15 23%Maternity Leave

11 17%

Casual Leave 20 31%Sick Leave 7 11%Study Leave 12 18%


%

Strongly Agree

42 65%

Agree 22 34%

Disagree 1 1%

Strongly Disagree

0 0%

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Conclusion: - As demanded too much physical labor puts into pressure and results in hesitation from workplace. Therefore leave really helps to release mental pressure and bring positive changes for the Organization.

Q13. Whether uncomfortable job place leads to absenteeism and urge for leave

Analysis: - 54% of the respondents strongly agree to this fact, followed by 41% who simply agrees that uncomfortable job place leads to absenteeism and urge for leave but 5% disagrees that it really doesn’t matter.

Conclusion: - absenteeism, occurs only when the job place is uncomfortable, therefore from this survey, it can be noted that Executives really enjoy work at their workplace.


%

Strongly Agree

35 54%

Agree 27 41%

Disagree 3 5%

Strongly Disagree

0 0%

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Analysis:

From the above findings, we can say that the company shares a very healthy relationship with its employees and helps them grow as individuals. Thus, it proves that the employee expectations related to leave are met by the management. The relevant questionnaire reveals the attitude of employees towards the company’s leave policy is good and the level of satisfaction among the employees which is very high. The company operates for 6 days a week with Saturdays as half working days. In relation to leave policies, the Executives are well aware of the various leave rules and policies of the company.

6

SUGGESTIONS & RECOMMENDATION

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Q14. Please suggest and give opinion for any modification required in the existing leave policy?

Leave application should not be discarded outright, which owns an emotion of the applicants, as leave happens to be most needed.

The executive trainees should be motivated to work in a group with proper guidance from the senior executives so that they can cope up well rather than using their leaves purposingly and the department might function slowly.

Feedback acquiring procedure should be strengthened.

Proper intimate discussion with the applicants creating the sense of belongingness to the institution, which will indirectly motivate the concerned applicant for their best output in future.

Training cum excursion to the place of attraction to motivate the worker with healthy frame of body and mind.

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Recommendations:

A successful enterprise depends on the synchronically in all levels of functioning and one of the core dimensions of a business is to achieve elite performance, manage stress, deepen commitment and increase productivity. To achieve this, company must be wide enough to enter new opportunities.

The recommendations are made based on the collected data, responses to the queries and interview and discussion. According to the study the company should work on the following areas for making the recruitment and selection process as well as performance of executives more.

Under circumstances leave application should be looked after with humanity, rather than strict framework of the leave rules which ultimately boosts up the efforts to maximize the profit of the organization in the long run, and the sanction of the leave under the unavoidable situation is granted keeping aside the strict company rule.

CL can be increased to 1 CL per month, i.e. 12 CL in a year.

Since, the leave rules of OIL INDIA LTD. Is guided by various GOVT of INDIA guidelines on the matter much changes are not possible.

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7

CONCLUSION

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CONCLUSION

.

A project is a medium through which we can implement our theoretical knowledge gained in classrooms, practically in an on the job environment. The topic on which I did my internship was on “Employee Leave Rules and Executive Satisfaction in OIL”

The Project has helped me to understand the various ways of looking into the same cases which measured the level of satisfaction of the Executives of Oil India Limited by performing a survey, it helped me to know the opinion of the Executives regarding the views involved in using the leaves provided by the Organization or carrying it forward for the next year.

In this project my main aim was to study the effectiveness of leave policies of the Organization and determine the level of satisfaction. In order to measure the satisfaction level of the Executives a set of 14 questions was prepared and distributed to the executives of different departments.

After the evaluation of the questionnaires, the results were summarized with the help of pie charts and a bar diagram. It has been found that most of the Executives are satisfied with the Leave Policies of the Organization. However there are some who think that Oil’s leave policies needs some more modifications.

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8

REFERENCES

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REFERENCES:

www.oilindia.in

http://www.citehr.com

http://www.web-books.com/elibrary/NC/B0/B66/057MB66.HTML

http://en.hr.india.org/policies

http://www.wikipedia.com

Books:

OIL Executive Personnel Policy Manual. (Rules, Regulations and Policies)

http://en.hr.india.org/policies

http://www.web-books.com/elibrary/NC/B0/B66/057MB66.HTML

http://www.citehr.com/

http://www.oilindia.in/

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9

APPENDICES

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Respected Sir/Madam, I, Saikat Bose, am doing summer internship training under Oil India Ltd. As a part of my summer Internship I am required to submit a report on one of the HR related topics of OIL. The topic of my summer internship report is “Leave rules of Oil India and Level of Executive satisfaction”.

I shall be most grateful if you could provide your valuable input and complete the questionnaire which would enable me to complete my survey and summer internship report. Your kind cooperation and feedback is highly appreciated.

THANKING YOU

Yours Sincerely

(SAIKAT BOSE)

MBA HR 4th SEM

ASIA PACIFIC INSTITUTE OF MANAGEMENTNEW DELHI

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QUESTIONNAIRE:

(Please provide the following information)

Name of the Executive: (optional) __________________

Gender : M F Marital Status: __________________

Department : ________________________________________

Grade : _______________

Q1. Number of Years of Service

a. Less than 6 months

b. up to 1-2 year

c. up to 2-5 year

d. More than 5 yrs

Q2. I feel Oil India Ltd Leave Policy is able to meet my needs

a. Strongly Agree b. Agree c. Disagree d. Strongly Disagree

Q3. My Department Head approves my leave request easily

a. Strongly agree b.Agree c. Disagree d. Strongly Disagree

P a g e | 67

Q4. How far you are satisfied with the leave encashment provided by the organization?


Q5. I prefer to utilize all leaves rather than carry forward to next year


Q6. I am completely aware about all leave rules and policies


Q7. I utilize ______ number of leaves per year

a. Nil b. One-two c. More than five d. Not Fixed

Q8. My department functioned decently without frequently leaves


Q9. I am aware about absent / paid leave /unpaid leave


Q10. Do you think that your co-worker is satisfied with company leave policies?


Q11. Rank the following factors which motivates you the most?(Rank 1, 2, 3, 4, and 5 respectively)

a. Privilege Leave b. Maternity Leave c. Casual Leave d. Sick Leave

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e. Study Leave

Q12. Whether leave releases the mental pressure & change in the mechanical / monotonous life


Q13. Whether uncomfortable job place leads to absenteeism and urge for leave


Q14. Please suggest and give opinion for any modification required in the existing leave policy?

__________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________.

saikat's oil's final report 22june2015

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