Welfare Schemes (Middle & Bottom Level)Summer Internship Ongc (Parshu)

7/28/2019 Welfare Schemes (Middle & Bottom Level)Summer Internship Ongc (Parshu)

1/97

OIL AND NATURAL GAS CORPORATION LIMTIED

ANNAMALAI UNIVERSITY {NIS ACADEMY AHMEDABAD} Page 1

A

Summer Internship Project Report

On

A STUDY ON WELFARE SCHEMES (MIDDLE &BOTTOM LEVEL

OF

EMPLOYEES)

Submitted By

PARSHU H ATTIGUDDA

ENROLLMENT NO. :

4741100044

PROJECT GUIDE:

RAKESH RANJAN

(HR EXECUTIVE & GA ESTALBISHMENT)

FROM 11stJUNE TO JULY 31st, 2012 (MEHSANA)


2/97



A STUDY ON WELFARE SCHEMES (MIDDLE &BOTTOM LEVEL

OF

EMPLOYEES)

A DISSERTATION SUBMITTED

TO

THE NATIONAL INSTITUTE OF SALES (NIS) ACADEMY

&

THE ANNAMALAI UNIVERSITY OF CHANNAI

IN THE PARTIAL FULFILMENT OF THE REQUIREMENT

FOR

THE DEGREE OF MASTERS OF BUSINESSADMINISTRATION (MBA)

(2011-2012)

RESEARCH GUIDE: RESEARCHER:

RAKESH RANJAN PARSHUHATTIGUDDA

(HR EXECUTIVE & GA ESTALBISHMENT)


3/97



PREFACE

In the era of rapid industrialization and technological innovation which has made Gujarat

emerge as industrial state with newer avenues and opportunities.

As per university, it is must for the student of MBA, to prepare report on practical study

by visiting a particular industry to acquire practical as well as theoretical knowledge

pertaining to that industry in different aspects about its internal environment.

My main focus and study was on A STUDY ON WELFARE SCHEMES (MIDDLE

&BOTTOM LEVELOFEMPLOYEES)

.

I have put up my best efforts and enumerated every possible information after observing

the activities carried over there, to make this report a satisfactory report.

It was a great opportunity and memorable experience interacting with people working

there, collecting information regarding their job and acquiring knowledge.

Lastly, I have tried my level best to prepare the best informative report.

PARSHU H ATTIGUDDA


4/97



ACKNOWLEDGEMENT

First of all I am greatly obliged to my institute and Director MR.AJAY

SHADfor his great support; I would also like to thank K.P.VERMA DGM (HR)In

charge of project for her support and guidance throughout the project. Also I

am under deep interellectual debt to my research Guide K.P.VERMA DGM

(HR)-HEAD HR-ER (CO-ORDINATOR TRAINING) ONGC LTD,MEHSANA)

&RAKESH RANJAN (HR EXECUTIVE & GA ESTALBISHMENT) who enlightened

the research on all the stage with their invaluable guidance inspiration and

knowledge.

I am also indebted to the Heads of different Personnel Departments at

O.N.G.C. LTD. Who gave me the permission for conducting the study in their

organization and guide me the same. I am equally indebted to all the

Respondents at ONGC HR Department. Without them this study would have

been an impossible dream.

I also take this opportunity to express my deep gratitude to my friends,

family members whose patience encouragement and co-operation have

contributed to the completion of the project.


5/97



EXECUTIVE SUMMARY

As the part of education of future I would be incomplete without exposure to working in

an organization a summer training assignment is as essential requirement for MBA

course.

A STUDY ON WELFARE SCHEMES (MIDDLE &BOTTOM LEVELOFEMPLOYEES)

Main objective of the analysis is known employee strength & weakness of ONGC LTD

for that I have to conducting some research on study of A STUDY ON WELFARE

SCHEMES (MIDDLE & BOTTOM LEVEL OF EMPLOYEES). I have to used reference

book and web information to covered current trend of the company and its competitor.

The researcher in a systematic manner with an objective to determine various manners.

The research design may be exploratory, descriptive and experimental for the present

study. The descriptive research design is adopted for this project. Study sample

constitutes 100 respondents constituting in the research area. The data collected by the

researcher is primary data through personal interview, where the researcher and the

respondent operate face to face.

This project is carried out to find out the level of WELFARE SCHEMES & to find out

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

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

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

as to how company can made its welfare schemes attractive to enable an organization

retain their human capital to pay best packages according to ones expertise in his job.

Work of the organization is done in many fields but this study was restricted to K.D.M

bhawan, MEHSANA. The answer & replies given were biased sometimes, & this was

due to disinterest of the employees.


6/97



INDEX

NO. CONTENTS PAGENO.

PREFACEACKNOWLEDGEMENT

EXECUTIVE SUMMARY

1. GENERAL INFORMATION1.1 INTRODUCTION OF ONGC 11.2 HISTORY 21.3 COMPANY PROFILE 51.4 ONGC IN INDIA MAP 6

2. PURPOSE OF THE STUDY 7

3. HR SWOT ANALYSIS 8

4. VISION, MISSION & VALUES OF ONGC 10

5. ONGC OBJECTIVES & ONGC ACTIVITIES 12

6. GENERAL ORGANIZATIONAL CHART 13

7. SPECIALIZATION OF ONGC 14

8. MAIN PRODUCTS OF ONGC & REGIONS AND WORKCENTRES OF O.N.G.C

15

9. ACHIEVEMENTS OF ONGC 16

10. HUMAN RESOURCE MANAGEMENT 18

11. OBJECTIVES OF HRD 19

12. WELFARE SCHEMES 20

13. OBJECTIVE OF THE STUDY 43

14. SCOPE OF THE STUDY 44

15. RESEARCH METHODOLOGY 45

16. DATA ANALYSIS CHART 47


7/97



17. FINDINGS 70

18. LIMITATIONS 72

19. CONCLUSION 73

20. BIBLIOGRAPHY 74

21. QUESTIONNAIRE 75


8/97




MAKING TOMORROW BRIGHTE

ANNAMALAI UNIVERSITYWITH COURAGE AND FAITH

NIS ACADEMY AHMEDABAD

BECAUSE BECOMING SUCCESSFUL CAN BE TAUGHT

In partial fulfillment of academic requirement of the MBA

Programme, year 2011-2012

SUBMITTED BY:

PARSHU H ATTIGUDDA

ENROLLMENT NO. :

4741100044


9/97



GENERAL

INFORMATION
http://www.google.co.in/imgres?q=ongc&um=1&hl=en&sa=N&biw=1360&bih=593&tbm=isch&tbnid=gnRzdt9Yox2MRM:&imgrefurl=http://www.govtjobshub.com/oil-company-jobs/recruitment-of-field-operator-in-ongc-limited/&imgurl=http://www.govtjobshub.com/wp-content/uploads/2011/06/ongc.jpg&w=1135&h=675&ei=4fw-ULj0PIvxrQf12YHQAw&zoom=1&iact=hc&vpx=669&vpy=183&dur=1530&hovh=173&hovw=291&tx=85&ty=49&sig=103920937842332286738&page=1&tbnh=95&tbnw=159&start=0&ndsp=21&ved=1t:429,r:4,s:0,i:151


10/97



INTRODUCTION OF ONGC

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

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

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

OVL) and Mangalore Refinery and Petrochemicals Limited (MRPL - a subsidiary of

ONGC). Oil and Natural Gas Corporation Limited (ONGC) is India's Most Valuable

Company, having a market share of above 80% in India's Crude Oil and Natural Gas

Exploration and Production. ONGC registered the highest profit among all Indian

companies at US $ 1.92 billion (Rs. 8664.4 Caror) in the year 2003-04. Its production of

Crude Oil in 2003-04 was 26.7 MMT and of Natural Gas 25.70 Billion Cubic Meters.

ONGC also produce Value- Added Products (VAP) like C2-C3; LPG; Naphtha and SKO.

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

Exploration & Production Activities. It trans-nationally operates E&P Business in 10

countries, making ONGC the biggest Indian Multinational Corporation. In recent years, it

has laid footholds in hydrocarbon acreage in various countries including Ivory Cost and

Australia. ONGC Nile Ganga BV is a wholly owned subsidiary of OVL and has equity in

producing field in Sudan.

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

Petroleum Products through Tendering Procedure for all the Group Companies.However, it would be restricted to the Companies/ Firms/ Vendors registered with

ONGC on its approved Vendor Lists.


11/97



HISTORY OF ONGC

1947-1960

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 oil and gas for rapid industrial development and its strategic role in defense.

Consequently, while framing the Industrial Policy Statement of 1948, the development

of petroleum industry in the country was considered to be of utmost necessity.

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 newly

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 engaged in exploration work. The vast sedimentary

tract in other parts of India and adjoining offshore remained largely unexplored.

In 1955, Government of India decided to develop the oil and natural gas resources in

the various regions of the country as part of the Public Sector development. With this

objective, an Oil and Natural Gas Directorate was set up towards the end of 1955, as a

subordinate office under the then Ministry of Natural Resources and Scientific

Research. The department was constituted with a nucleus of geoscientists from the

Geological survey of India.

Foreign experts from USA, West Germany, Romania and erstwhile

U.S.S.R visited India and helped the government with their expertise. Finally, the visiting

Soviet experts drew up a detailed plan for geological and geophysical surveys anddrilling operations to be carried out in the 2nd Five Year Plan (1956-57 to 1960-61).


12/97



In April 1956, the Government of India adopted the

Industrial Policy Resolution, which placed mineral oil industry among the schedule 'A'

industries, the future development of which was to be the sole and exclusive

responsibility of the state.

Soon, after the formation of the Oil and Natural Gas Directorate, it became apparent

that it would not be possible for the Directorate with its limited financial and

administrative powers as subordinate office of the Government, to function efficiently.

So in August, 1956, the Directorate was raised to the status of a commission with

enhanced powers, although it continued to be under the government. In October 1959,

the Commission was converted into a statutory body by an act of the Indian Parliament,

which enhanced powers of the commission further. The main functions of the Oil and

Natural Gas Commission subject to the provisions of the Act, were "to plan, promote,

organize and implement programs for development of Petroleum Resources and theproduction and sale of petroleum and petroleum products produced by it, and to perform

such other functions as the Central Government may, from time to time, assign to it ".

The act further outlined the activities and steps to be taken by ONGC in fulfilling its

mandate.

1961-1990

Since its inception, ONGC has been instrumental in transforming the country's limited

upstream sector into a large viable playing field, with its activities spread throughout

India and significantly in overseas territories. In the inland areas, ONGC not only found

new resources in Assam but

Also established new oil province in Cambay basin (Gujarat), while

adding new petroliferous areas in the Assam-Arakan Fold Belt and East coast basins

(both inland and offshore).

ONGC went offshore in early 70's and discovered a giant oil field in the form of Bombay

High, now known as Mumbai High. This discovery, along with subsequent discoveries of

huge oil and gas fields in Western offshore changed the oil scenario of the country.Subsequently, over 5 billion tons of hydrocarbons, which were present in the country,

were discovered. The most important contribution of ONGC, however, is its self-reliance

and development of core competence in E&P activities at a globally competitive level.


13/97



After-1990

The liberalized economic policy, adopted by the Government of India in July 1991,

sought to deregulate and de-license the core sectors (including petroleum sector) withpartial disinvestments of government equity in Public Sector Undertakings and other

measures. As a consequence thereof, ONGC was re-organized as a limited Company

under the Company's Act, 1956 in February 1994.

After the conversion of business of the erstwhile Oil &

Natural Gas Commission to that of Oil & Natural Gas Corporation Limited in 1993, the

Government disinvested 2 per cent of its shares through competitive bidding.

Subsequently, ONGC expanded its equity by another 2 per cent by offering shares to its

employees.

During March 1999, ONGC, Indian Oil Corporation (IOC) - a

downstream giant and Gas Authority of India Limited (GAIL) - the only gas marketing

company, agreed to have cross holding in each other's stock. This paved the way for

long-term strategic alliances both for the domestic and overseas business opportunities

in the energy value chain, amongst themselves. Consequent to this the Government

sold off 10 per cent of its shareholding in ONGC to IOC and 2.5 per cent to GAIL. With

this, the Government holding in ONGC came down to 84.11 per cent. In the year 2002-

03, after taking over MRPL from the A V Birla Group,

ONGC diversified into the downstream sector. ONGC will

soon be entering into the retailing business. ONGC has also entered the global field

through its subsidiary, ONGC Videsh Ltd. (OVL). ONGC has made major investments in

Vietnam, Sakhalin and Sudan and earned its first hydrocarbon revenue from its

investment in Vietnam.


14/97



COMPANY PROFILE

Oil & Natural Gas Corporation Limited properly known as ONGC , republic Indias

number one company with significant company in industrial and economic growth of the

country is a leading National Oil and Natural Gas producing company of India engaged

mainly in exploration ,development and production of crude oil, Naturals gas and some

value added products. It has gone through its life cycle and now reached to its maturity

stage after overcoming birth & growth stage .The organization was born over about five

decades ago on 14th August 1956 ND today ONGC is a fortune 500 company having

more than 35000 employees as on date working in different in India and abroad. The

modest corporate house within serene Himalayan setting at Dehradun and Registered

office at Delhi.

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

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

exploration and production activities and related oil fields engineering services .From a

small directorate to a monolith today ONGC is circumpassing the entire public gamut of

public sector organization. ONGC today is endeavoring to become a world class oil

and gas producing company in pursuit of exploration and production business in the

domestic and international area and related opportunity specific energy business.ONGC

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

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

business strategy which relies on company skills and positional assets with focus on

core business areas and opportunity specific diversification.


15/97



ONGC IN INDIA


16/97



PURPOSE OF THE

STUDY


17/97



PURPOSE OF THE STUDY

A STUDY ON WELFARE SCHEMES (MIDDLE & BOTTOM LEVEL OF EMPLOYEES)in

ONGC with special reference to national oil company ONGC MEHSANA.

This project is carried out to find out the WELFARE SCHEMES (MIDDLE & BOTTOM

LEVEL OF EMPLOYEES) & to find out how it can be made effective and implemented

in day-to-day work of ONGC. Also to find out what are the weakness and how can be

rectified in the competitive edge of globalizations concept and changed economic

scenario of world The need has been felt as to how company can made its welfare

schemes attractive to enable an organization retain their human capital to pay best

packages according to ones expertise in his job.

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

employees .Superior and subordinates to maintain hormonal relationship between them

while giving emphasis on welfare schemes & its effectiveness. This scheme enhances

the compensation and needs improvement for covering all the employees in

organization.


18/97



HR ONGC SWOT

ANALYSIS


19/97



HR ONGC SWOT ANALYSIS

STRENGTHS

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

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

O.N.G.C being an international company has sufficient resources and capital to

invest.

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

WEAKNESSES

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

OPPURTUNITY

Energy utilization of buried coal resource (700 -1700M), estimated 63BT

Equivalent to 15000 BCM.

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

THREAT

Security of personnel & property especially crude oil continues to be a cause of

concern in certain area.

In some exploration Campaign Company involves high technology, hightechnology, High investment and high risk.

OBJECTIVES OF THE COMPANY

To maximize production of hydrocarbon, self-reliance in technology, promoting

indigenous efforts to achieve self-reliance in technology, promoting indigenous

efforts to achieve in all related equipment, material and services.

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

alternate source of energy.

Environmental protection.

Observe 100% safety in work.


20/97



DIFFERENT WORKING CONDITION

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

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

normal office hours some services like radio communication etc. are round the clock

jobs . The work force is approximately 200 with about 135 Officers and Remaining Staff.

ORGANIZATIONAL SET OF ONGC

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

35000 at present. There are about 15 broad disciplines under four main heading of

Engineering Services, Drilling Services.

Geophysical services and Administration and other support services. Up to 1968, there

was rapid advancement of individuals due to considerable expansion of

Work .Thereafter, some stagnation took place in the career advancement of theemployees.

GLOBALIZATION

ONGC operations are being internationalized with a view to acquiring exploration

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

followed by international oil companies .ONGC Videsh Limited .a subsidiary of ONGC ,

is managing the overseas ventures.


21/97



VISION, MISSION & VALUES OF ONGC

HR VISION, MISSION AND OBJECTIVE

Integrating Employees towards Organization Goals.

HR VISION

To attain organizational excellence by developing and inspiring the true potential of

companys human capital and providing opportunities for growth, well-being and

enrichment.

HR MISSION

To create a value and knowledge based organization by inculcating a culture oflearning, innovation and team working and aligning business priorities with aspiration of

employees leading to a development of an empowered, responsive and competent

human capital.

HR OBJECTIVE

To develop and sustain core values.

To develop business leaders for tomorrow.

To provide job contentment through empowerment, accountability and

Responsibility. To build and upgrade competencies through virtual learning, opportunities for

Growth and providing challenges in the job.

To foster a climate of creativity, innovation and enthusiasm.

To enhance the quality of life of employees and their family.

To inculcate higher understanding of Service to a greater cause.

HR STRATEGY

To meet challenging demands of the business environment, focus of the HR

strategy is on change of the employees mind set.

Building quality culture and resources.

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

To build and upgrade competencies through virtual learning, opportunities for

growth and providing challenges in the job.

Re-strengthening mutual faith, trust and respect.

Inculcating a spirit of learning & enjoying challenges.


22/97



ROLE OF HR

Alignment of HR vision with corporate vision.

Shift from support group to strategic partner in business operations.

HR as a change agent.

Enhance productivity and performance by developing employee competency andpotential. Developing professional attitude and approach. Developing Global

Managers for tomorrow to ensure the role of global players. Measuring HR

Performance

HR Parameters have been incorporated in the MOU by ONGC since 1994-95 to

systematically and scientifically evaluate effectiveness of HR Systems, which enables

and facilitates time bounds initiatives

To be a world-class Oil and Gas Company integrated in energy business with dominant

Indian leadership and global presence.

WORLD CLASS

Dedicated to excellence by leveraging competitive advantages in R&D and

technology with involved people.

Imbibe high standards of business ethics and organizational values.

Abiding commitment to safety, health and environment to enrich quality of

community life.

Foster a culture of trust, openness and mutual concern to make working a

stimulating and challenging experience for our people.

Strive for customer delight through quality products and services.

INTERGRATED IN ENERGY BUSINESS

Focus on domestic and international oil and gas exploration and production

business opportunities.

Provide value linkages in other sectors of energy business.

Create growth opportunities and maximize shareholder value.

DOMINANT INDIAN LEADERSHIP

Retain dominant position in Indian petroleum sector and enhance India's energy

availability.


23/97



ONGC OBJECTIVES

Optimize production of hydrocarbons.

Self-reliance in technology.

Promoting indigenous effort in oil and gas related equipments, material and

services.

Assist in conservation of hydrocarbons, more efficient use of energy and

development of alternative sources of energy.

Develop scientifically oriented and technically component human resources

through motivation and training.

Environment protection. Generate adequate resource for reinvestment.

ONGC ACTIVITIES

Main activities performed by ONGC are given below:-

Exploration

Production (Drilling and Extraction)

Transportation


24/97



GENERAL ORGANIZATIONAL CHART


25/97



SPECIALIZATION OF ONGC

Geological and Geophysical Surveys.

Basin evaluation, techno- economic analysis and project analysis.

Estimation of Resources and Reserves.

Drilling of wild cat, exploratory and development wells.

Open hole, cased hole and production logging.

Bottom hole reservoir studies.

Design erection and maintenance of Oil and Gas production installations.

Artificial lift design, down-hole competition system.

Repair and rehabilitation of sick wells. Stimulation techniques.

Long distance transportation of Oil & Gas.

Gas processing for production of LPG and C2/ C3.

Erection and maintenance of gas sweeting plants.

Corrosion studies in offshore structure.

Training of manpower.

Computer application in Petroleum industry.

Engineering and Construction of offshore platforms and pipelines.

Equipment Management and Quality assurance.

Material management and logistics: Onland, Marine & Air.

Construction and Maintenance: Onshore & Offshore.

Safely Audits and Environment studies.


26/97



MAIN PRODUCTS OF ONGC

1. Crude Oil 2.Natural Gas 3.LPG

OTHER PRODUCTS:

NGL, C2-C3, Kerosene, Aromatic rich Naphtha

REGIONS AND WORK CENTRES OF O.N.G.C

Head quarter region with Head-quarter at Dehradun

*Dehradun *Delhi Mumbai Off- shore Project with Head-quarter at Mumbai

*Regional office, Mumbai *Titan Project

*Port office *Urban Project

*Other establishment in Maharashtra Coast including Kerela, Lakshadeep

offshore.

Central Region with Head-quarter at Calcutta

*Regional office, Calcutta *Tripura Project

*West Bengal Project, Bihar *Easstern Ganga Valley

*Orissa *Madhya Pradesh

Eastern Region with Headquarter at Nazira

*Assam *Meghalaya

*Arunchal Pradesh *Nagaland

*Manipur *Mizoram

Northern Region with Headquarter at Jammu

*Jammu and Kashmir *Punjab

*Haryana *Western Ganga Valley other than Dehradun and Delhi.


27/97



ACHIEVEMENTS OF ONGC

ONGC: India's First National Integrated Oil & Gas Corporate

With the acquisition of the equity held by the Aditya Birla Group in Mangalore Refineries

and Petrochemicals Limited (MRPL), ONGC has become the first Indian integrated oil

and gas corporate.

Energy Packed Performance

Oil and Natural Gas Company (ONGC) is the largest producer of crude oil in the

country. It accounts for nearly four fifths of the country's output, with a significant part of

this production coming from the fields of Bombay High. It has also acquired rights for

several new blocks offered under the new exploration and licensing policy (NELP).

CEO Business Leader of the Year Award

ONGC's C&MD, Mr. SubirRaha, was awarded the CEO Business Leader of the Year

Award at the India Leadership Summit in Mumbai on Nov 21, 2002.

Mr. Y B Sinha Elected Director of International Body on Open Software

ONGC's Director (Exploration), Mr. Y B Sinha has been elected Director of

Petrotechnical Open Software Corporation (POSC), an international body on software

integration, standardization and benchmarking of oil industry.

AG Pramanik Elected Member of European Academy of Science

ED, Chief, Geophysics Services, Mr. AnandGopalPramanik, ONGC has been electedas Member to the prestigious European Academy of Sciences, Brussels, Belgium, for

his distinguished services to the Geosciences community.


28/97



ONGC bags three Grreentech Foundation Awards.

ONGC has bagged three Greentech Excellence awards for maintaining the highest

standards of safety at its installations and operational areas.

ONGC bags NPMP award in creativity and excellence

This was the second consecutive year and the third year in all, that ONGC has been

awarded the NPMP recognition for the best financially managed public corporation in

the petroleum industry.

Four ONGC Scientist Bagged National Mineral Award-2001

Four ONGC geoscientists, Dr Anil Bhandari, DGM (Geology), MrNarendra Kumar

Verma, Chief Geologist, Dr J V S Narayana Murthy, Suptdg Geophysicist (S) and

MrParthaPratimMitra, Suptdg Geophysicist (S) have bagged the National Mineral

Awards 2001 for their outstanding contribution in the field of Fundamental/Applied

Geosciences.


29/97



HUMAN

RESOURCE

MANAGEMENT


30/97



HUMAN RESOURCE MANAGEMENT

Human resources are a term with which some organizations describe the combination

of traditionally administrative personnel functions with performance, Employee Relationsand resource planning. The field draws upon concepts developed in

Industrial/Organizational Psychology. Human resources have at least two related

interpretations depending on context. The original usage derives from political economy

and economics, where it was traditionally called labor, one of four factors of production.

The more common usage within corporations and businesses refers to the individuals

within the firm, and to the portion of the firm's organization that deals with hiring, firing,

training, and other personnel issues. This article addresses both definitions.

The objective of human resources is to maximize the return on investment from the

organization's human capital and minimize financial risk. It is the responsibility of human

resource managers to conduct these activities in an effective, legal, fair, and consistent

manner.

Human resource management serves these key functions:

1. Selection

2. Training and Development

3. Performance Evaluation and Management

4. Promotions

5. Redundancy

6. Industrial and Employee Relations

7. Record keeping of all personal data.

8. Compensation, pensions, bonuses etc in liaison with Payroll9. Confidential advice to internal 'customers' in relation to problems at work

10. Career development
http://en.wikipedia.org/wiki/Human_resource_managementhttp://en.wikipedia.org/wiki/Human_resource_management


31/97



OBJECTIVES OF HRD

The objectives of Human Resource Development are as follows:-

To prepare employees to take up challenges in aspect of upstream sector.

To contribute in improvement of managerial effectiveness and leadership

development.

To carry out management development studies, to help in upgrading systems

and procedures.

To cater the special needs in regard to managing and transfer and development

of technologies for ensuring an organizational culture, responsive to theenvironment.

The selection and training of the personnel, manpower forecasting, succession

planning and career development needs to be carefully studied.


32/97



WELFARE

SCHEMES
http://www.google.co.in/imgres?q=WELFARE+SCHEMES&um=1&hl=en&biw=1360&bih=593&tbm=isch&tbnid=aZUgvAonLb1vsM:&imgrefurl=http://www.facebook.com/AngelBrokingLtd&imgurl=http://sphotos-a.xx.fbcdn.net/hphotos-ash4/c23.0.403.403/p403x403/205978_10151166000966007_550864916_n.jpg&w=403&h=309&ei=Qf4-UOLrBIbKrAe9r4CgAw&zoom=1&iact=hc&vpx=312&vpy=245&dur=4169&hovh=197&hovw=256&tx=140&ty=149&sig=103920937842332286738&page=2&tbnh=135&tbnw=179&start=22&ndsp=28&ved=1t:429,r:15,s:22,i:188


33/97



HOUSING FACILITIES

COLONY ACCOMODATION:

In order to have uniform system in ONGC, the executive committee in its 161st meeting

held on 27.11.1997 at New Delhi approved the methodology as given below for

determining the seniority for allotment of various types of residential/ colony

accommodations.

D TYPE:

A. The executives shall be placed in order of seniority as per effective date ofpromotion to the post of DGM (E-6).

B. In case, there is more than one executive having the same effective date ofpromotion, they shall be placed in order of seniority with respect to their date of

joining in ONGC.C. In case, the effective date of promotion and date of joining in ONGC are the

same in respect of more than one executive then the seniority of executives shallbe decided as per their date of joining in that PLACE.

D. In case any executive has directly joined the post of DGM or the higher post, hisseniority shall be considered from the date of joining of that post.

C TYPE:

A. The executives shall be placed in order of seniority as per effective date ofpromotion to the post of E-3.

B. In case, there is more than one executive having the same effective date ofpromotion, they shall be placed in order of seniority with respect of their date of

joining in ONGC.C. In case, the effective date of promotion and date of joining in ONGC are the

same in respect of more than one executive then the seniority of executives shallbe decided as per their date of joining in that Place.

D. In case, any executive has directly joined the post of E-3 or higher upto E-5, hisseniority shall be considered from the date of joining of that post.


34/97



B TYPE:

A. Since executives (E-0 to E-2) and the employees of the unionised category areentitled for B type accommodation, the seniority shall be determined on the basis

of attaining the pay of Rs.7000/- (pre-revised) or effective date of promotion to E-0, whichever is earlier.

B. In case, there is more than one employee having the same effective date ofpromotion to E-0 orattainment of basic of Rs.7000/- they shall be placed in orderof seniority with respect to their date of joining in ONGC.

C. In case, the effective date of promotion or attainment of basic pay of Rs.7000/-and date of joining in ONGC are the same in respect of more than one employeethen their seniority shall be decided as per their date of joining in that place.

D. In case any employee has joined directly the post (E-0) or the higher post (E-2),his seniority shall be considered from the date of joining of that post.

ALLOTMENT PROCEDURE

Every employee who desires to have an allotment, shall apply to the Estate Officer inthe prescribed format so as to reach the Estate Officer not later than 30th June of theyear.The seniority list for the purpose of allotment of house will be drawn on 1st July of theyear.

RESERVATION IN ALLOTMENT OF ACCOMMODATION TO SC/ST EMPLOYEES:

Type of Accommodation% age Ratio SC/STA type 10% 2:1B type 10% 2:1C type 5% 2:1D type 5% 2:1

A. No backlog is to be carried forward to next allotment year.B. In case, in a particular allotment year, the number of applicants belonging to SC

category is less or nil, the reserved quota of SC category may be transferred to STapplicants and vis--vis. If there are no applicants either from SC or ST category,fresh applications are to be invited from SC/ST employees.

C. Reservation is to be based on actual acceptance of allotment offer and actualoccupation thereon and not on the basis of allotment order both for general as wellas reserved categories.


35/97



LEASING SCHEME:

ONGC takes houses on lease for its employees

COMPANY LEASE SCHEME

A. This scheme shall cover all work centers of the Oil and Natural Gas CorporationLtd.,

B. This scheme shall apply to all executives of E-0 level and above to whom thecompany is unable to provide entitled class of residential accommodation in itsown colony at their place of posting.

C. Provided:D. The executive or his/her dependent family members do not own a residential

accommodation at his/her place of posting.E. The executive does not reside with his/her parents in a house owned by them.F. The scheme shall also cover deputationists to the company in accordance with

the terms and Conditions of their deputation.

RENTAL VALUE ENTITLEMENT:

The maximum rental value entitlement of an executive for leased accommodation inHRA admissible plus 10% both counted at the maximum of his/her scale of pay.

RENTAL VALUE OF A HOUSE:

Rental Value of the area shall be determined by the Housing Committee constituted bythe

Assets/Basins/Regions/Institutes for the purpose. The committee shall consist memberseach from P&A, Finance, Civil and representative from ASTO/Union. Every houseintended to be taken on lease shall be inspected by the companys authorized civilengineer along with representative of P&A and its rental value assessed in terms ofplinth area offered/taken on lease. The rental value of the premises shall be determinedby multiplying the assessed plinth area by the square foot rental rate prevailing as onthe date of occupation. The square foot rate is decided by respective Regional Headson the basis of prevailing market rates at a place.

ADMISSIBLE RENT:

The admissible rent, at which the company may hire a residential house on lease shallbe:-

A. The rental value of the house, orB. The rent entitlement of the allotted officer, on date of occupation/allotment, or


36/97



C. The rent demanded, whichever is least.

In case the admissible rent is lower than the demanded rent, the house shall be hired atthe admissible rent. The difference shall be paid by the allotted officer directly to thelandlord and the Corporation shall have no liability whatsoever.

RENT REVISION:

The lease rent of house may be reviewed only on express request of the house ownerand after expiry of 3 years from the date of previous fixation of rents it shall also not beearlier than the date of applicable for revision of rent. The revised rent shall be lease of:

A. 30% over existing rent.B. Rental value of the house as on the effective date of revision.C. Rent entitlement of the allotted officer as on the date of effective revision.

LEASE AGREEMENT:

The owner of a house to be taken on lease shall have to enter an agreement with theCompany on the prescribed agreement form. The agreement shall be made on non-

judicial stamp paper of requisite value at house owners cost. Initially it shall be valid fora period of 11 months, after which the agreement may be extended by mutual consent.

REIMBURSEMENT OF MAINTENANCE CHARGES TO THE OCCUPANT OF

LEASED ACCOMMODATION

MAINTENANCE AND REPAIRS:

Ordinarily, maintenance and repairs including white washing etc. of the house shall bethe liability of the owner. However, if the owner given his consent or fails or neglects tocarry out the necessary work, an amount not exceeding one months rent per lease yearmay be adjusted from the rent bill towards such work, carried out by the allotted officer.

A clause to this effect shall be included in the Agreement with the landlord.

REIMBURSEMENT:

Executives who are residing in the leased accommodation and incurring expenditurefrom time to time on minor repairs and maintenance are reimbursed the maintenance

charges equivalent to two month entitled lease rent or the actual lease rent to be paid tolandlord whichever is less after completion of one year stay in leased accommodation.

A. The period of one year stay shall be taken into account w.e.f. the actual date oftaking over leased accommodation.

B. The reimbursement of maintenance charges will be made on the basis of self-certificate supported along with details of expenditure incurred during the yearsubject to the following:-


37/97



Reimbursement will be admissible only where maintenance is not done by ONGC orany other agency or the lessor and his agent.

A. The expenditure is incurred on minor repair and maintenance only excludingwhite washing and painting.

B. Any expenses incurred on major type of jobs and limited to one months rententitlement shall not be allowed for reimbursement.C. If the house is occupied for less than a year prorates reimbursement will be

allowed.D. The conditions of prorate reimbursement shall apply to the cases of resignation,

Voluntary retirement, superannuation, transfer etc. The period of stay for 15 daysor more in a month shall be counted as one full month for the purpose ofcalculation and period of stay less than 15 days in a month will be ignored.

E. The claim of reimbursement in the prescribed format will be entertained once in ayear i.e. after completion of one year. The claim shall not be carried over to thenext year.

BACHELOR ACCOMMODATION SCHEME

APPLICABILITY:

This Scheme shall apply to employees of the company on their transfer/posting fromone work center to another as also to fresh appointees, until such time they arrangefamily accommodation at the new place of posting under any of the company schemeon accommodation.

ENTITLEMENT:

The facilities to be made available will be as under:The employees in the pay scale of Rs.7000/- and above will be entitled to one cot, onechair, one small table and a cupboard where cupboards/wardrobes are not built in.

RECOVERY:

The employees provided with Bachelor Accommodation will be charged a nominal rentof 3% of basic pay subject to maximum of Rs.25/-p.m. Generally no Electricity chargesfor normal consumption are recovered from the occupants of Bachelor Accommodation.

However in cases where the occupants use heavy electricity appliances shall pay actualelectricity consumption charges. In such cases separate energy meter shall be providedby such occupant for which installation charges of energy meter shall be borne by suchoccupant.


38/97



HOUSE RENT ALLOWANCE:

Considering non-availability of family accommodation at the place of posting, theemployeesproceeding on transfer/posting from one work center to another will be eligible for

drawal of house rent allowance for the family left behind as per the companys HRARules which will be regulated as under:a) at the rate applicable to the work center if the company has an office/establishmentthere.b) Unto the rate applicable to the employee at the new place of posting, if the familyresides at a third place i.e. neither the place of posting nor the work center, where thecompany has anOffice/establishment.


39/97



MEDICAL FACILITIES

REIMBURSEMENT:

A. Employees taking treatment as outpatient/inpatient in Government, ONGCAuthorized

B. hospitals/Dispensaries are reimbursed their medical claims as per admissibility andcounter signature by ONGC Medical Officer;

C. All medical claims for reimbursement (irrespective of the amount involved) must besubmitted supported with reference slip, prescription slip, cash voucher andessentiality certificate if applicable, to In charge, Medical Section, ONGC forscrutiny and counter signature before the bills are passed by the controlling officerand forwarded to Finance for pre-audit and payment;

D. Employees and their dependent family members are eligible to avail treatment fromthe empanelled AMAs/Specialists/Hospitals/Nursing Homes, wherever suchfacilities are being made available in the vicinity of their residence. In exceptionaland emergency circumstances, relaxation can be granted for reimbursing themedical expenses of the treatment availed from the Hospitals/AMAs who are not inthe panel of ONGC.

E. Cases involving large amount of reimbursement of medical expenditure pertainingto operative treatment relating Kidney transplantation; open heart surgery;installation of pace-makers etc. The proposal should contain self-contained noterequesting for approval of the competent authority interlaid specifying the date of

joining of the employee in the Company, his date of birth; his medical history asalso indicating therein whether the employee concerned has been periodicallyexamined and counseled by the Doctor; whether this could be attributed to any

negligence on the part of the employee and whether the individual had beenthoroughly medically examined for his fitness at the time of his joining theCompany. Cases required to be approved by Hqrs., the above information shouldinvariably be furnished.

F. The Companys employee or a member of his family if receives treatment from hisauthorized medical attendant at a place where he falls ill, whether it be hispermanent residence or place of his casual stay or the place where he may bespending leave, can be allowed reimbursement of the medical expenses. But so faras confinement is concerned, medical expenses are refundable irrespective ofplace provided the wife of the Company employee receives medical attendanceand treatment for confinement in a government recognized hospital or other

authorized sources.G. Reimbursement of charges in private hospitals/nursing homes in emergency and

rates thereof:Reimbursement of charges to the employees and their dependent members whoundergo treatment in private hospitals, in emergency, at the rates approved bythe Company at that place instead of restricting these to Government rates.


40/97



Special Sanction:

Special sanctions are to be considered only in very exceptional cases where treatmenthas to be undertaken in emergency to save a life or in case of an accident etc. In suchexceptional circumstances, the Controlling Officer of the employee should certify that

the circumstances of the case were such that the employee was forced to taketreatment from unauthorized / unrecognized Doctor / Hospital. The claim should alsoaccompany a certificate from the attending Doctor that immediate treatment wasnecessary and there was no time for the patient to be taken to a recognized Hospital orthe facilities for the treatment was not available in recognized Hospital. In such cases,the employee concerned has to intimate his controlling officer at the earliest.

Claims for special sanction in relaxation of the Medical Attendance Rules will beentertained only in emergencies or if there are no empanelled Hospitals/AMAS in theareas where such employees are residing. Claims will be restricted to GovernmentHospital rates at that place. Hence, employees are advised to avail medical facilities

from the empanelled Hospitals/Nursing Homes/AMAS/Specialists.

Wherever ONGC Hospital/Dispensary are not available, employees can avail medicalfacilities as per CSMA rules. However, CSMA Rules does not automatically apply toONGC. An amendment/endorsement to this effect by ONGC is required to be issued.

EMERGENCY:

A. In case of emergency, the employee admits himself or their dependent familymembers the following procedure is to be adopted:

B. Emergency certificate from AMA mentioning the nature of disease, position at the

time of Admission/report of the concerned doctor;C. Claims must be supported with Certificate A or B and the case may be having allrelevant details filled in correct and duly signed by the concerned doctor/Hospital;

D. All prescription slips in original with legible details of the Medicine/Pathological testsetc. with charges paid be attached;

E. OPD booklet in cases of Surgery and ANC card in cases of obstetrics be madeavailable for scrutiny;

F. Dental treatment relating to (I) Prosthetic Dental Work (ii) Orthodontia - correction ofMalocclusion (iii) Crown & Bridge work and (iv) Dentures - full or partial even if hadin a Government Hospital are not reimbursable even as a special case.


41/97



CEILING ON MEDICAL EXPENDITURE:A. Normal existing limit for expenditure on medical reimbursement in one year is three

times of current monthly emolument of the individual;B. If the medical charges exceed this maximum limit, and it is foreseen by the Head of

Regions that this would not exceed a further three times of monthly emolument of

the individual;C. Such cases shall be reviewed by the Regional Heads and in such cases thereimbursement on medical accounts would be upto six months as hitherto plus onemore month i.e. reimbursement on medial expenditure upto seven monthsemoluments can be approved by the Head of the Regions without any reference toHeadquarters;

D. Cases involving expenditure beyond seven months current monthly emoluments ofthe employee concerned would continue to be referred to Headquarters forapproval of the Director concerned.

E. However, medical expenditure incurred by the Employees towards indoor treatmentin a recognized hospital shall not be taken into account while calculating and

limiting the financial powers of the Regional Directors.F. The restrictions for three months, six months and seven months emoluments of theIndividual will comprise of the following ingredients Pay, Dearness Allowance Interim relief / ad-hoc if any City Compensatory Allowance / DSCA Field Establishment Allowance

TRAVELING ALLOWANCE:

The employees of the Company and their families shall be entitled to travelingallowance at the rate and conditions specified below, for journeys undertaken by themto obtain appropriate medical attendance and treatment for which they are entitledunder the rules and orders issued by the Company;

Journey by rail:

For the employees: Fare of the entitled class or of the lower class by which theyactually travel plus daily allowance at ordinary rate for the journey period shall beadmissible as provided in TA rules but no daily allowance shall be admissibleduring the period of halt.

For the members of their families:Fare of the class by which the employee isentitled to travel on tour under these regulations or the lower class by which theyactually travel.


42/97



Journey by road:

For the employees : For the road portion of the journey or for journeys betweenstations connected by road only actual fare paid for the journey by Bus or other

Public conveyance or road mileage as on tour admissible under these regulationswhichever is less.

For the members of their families :Actual fare paid for the journey by Bus or otherPublic conveyance or road mileage at the rates admissible to the employee on tourunder these regulations, whichever is less, but no daily allowance would beadmissible to the members of the family for the period of journey/halt.

Journey by Air:

Traveling Allowance by air is not admissible for the journeys undertaken to

receive medical attendance and treatment authorised under the rules, However,the Company may consider refund of air fare paid in individual cases on meritsprovided they are satisfied that air travel was absolutely essential and that travelby any other means, i.e., rail or road etc., would have definitely endangered thelife of the patient or involved risk of serious aggravation of his/her condition. Inany case, an employee or a member of his family traveling by air for the purposeat his/her discretion is entitled to claim traveling allowance.

The officers entitled to travel by air or by 1st class ACC (Train) on tour, or/theirfamily members who are referred by the competent Medical Authority, formedical Consultation/treatment to outstation, can travel by their entitled class of

travel.

Journey by other means of conveyance: If the patient travels by means ofconveyance other than specified in these regulations or by his/her privateconveyance, traveling allowance shall be admissible to the extent otherwiseadmissible under this sub-regulation.

Conveyance charges : When the journeys are undertaken within the same City-Municipal or Corporation Area, Military Station and Cantonment Board area etc., -and the distance traveled is more than 8 Kms. each way, the employees andmembers of their families will be entitled to conveyance allowance only at the

following rates provided it is certified by the Authorised Medical Attendant in writingthat it was necessary for the employee or members of his/her family to travel by aconveyance :

For the employee :Actual conveyance charges limited to mileage allowance at tourrates (without daily allowance); and


43/97



For the members of their families: Actual conveyance charges limited to halfmileage allowance at tour rates (without daily allowance) admissible to employeesthemselves.

TA FOR ATTENDANT/ESCORT:

An attendant/escort will be entitled to traveling allowance both way at the ratesadmissible to a member of the family of the employee concerned provided it is certifiedin writing by the AMA that it is unsafe for the patient to travel unattended and that anattendant/escort is necessary to accompany him/her for the place of treatment. Similarlytraveling allowance will also admissible if it becomes necessary for an attendant/escortto travel again to fetch the patient on production of the necessary certificate. Twoescorts are not permissible in general. In exceptional cases prior permission ofcompetent authority is necessary

TRAVELING ALLOWANCES TO THE MEMBERS OF THE FAMILY OF AN

EMPLOYEE WHO DIES WHILE IN SERVICE:

A. In case an employee dies while in service of the Company, the members of hisfamily shall be paid traveling allowance as on transfer to proceed to their Home-town or the place where they want to settle, subject to the amount being limited toan amount admissible for home-town. The amount may be worked out based on theentitlement of the deceased employee and paid to the widow/widower or any othermember of the family, who is major and of sound mind. The decision of thesanctioning authority as to whom payment may be made shall be final.

B. In case an employee dies at work place and the body is to be cremated at thestation of death, the entire expenses for burial etc. are to be borne by the Company.

His family members who wish to attend the funeral/cremation from any third stationare also paid TA.C. In case an employee dies at work place / Hospital and his family member wishes to

cremate his body at a place other than workstation, his body is to be transported tothat place at the cost of Company.

D. No adjustment bill for the amount paid shall be insisted and the amount charged tothe final head of account after obtaining an undertaking from the payee that the

journey will be performed in the class of accommodation for which the fare hasbeen claimed.

The above facility is, however, not admissible to the dependent family members of the

Employee.


44/97



TREATMENT OUTSIDE INDIA:

Having regard to the improved medical facilities available in India, the managerialpersonnel should obtain specialised treatment abroad only in exceptional and deservingcases. All proposals for reimbursement on special medical treatment abroad must

invariably be accompanied by an essentiality certificate issued and signed by DirectorGeneral of Health Services of the concerned State Government./ Union Territory;A. The ceiling on reimbursement of medical expenses on specialised medical

treatment abroad (inclusive of air fare, boarding/lodging for the patient and theattendant, wherethe DGHS considers it necessary that the attendant shouldaccompany the patient) is Rs.9.00 lakhs only.

B. The proposal for increase in the remuneration by way of reimbursement of medicalexpenses on specialised treatment abroad is considered in respect of themanagerial personnel himself/herself and not his/her family members ordependents;

C. It should be noted that any claim for an amount in excess of Rs.9.00lakhs would not

be entertained by the Central Government.D. The application under section 310 of the Companies Act, 1956, in this regard,should be preferred with in the currency of the tenure of the managerial personnelconcerned.

E. Employees are permitted to obtain medical treatment outside India for himself or fora member of his family for any treatment specified below:- Cardio Vascular Surgery; Kidney transplant; Other organ transplants; Joint replacements and surgery; Bone marrow transplant;

Certain types of medical and oncological disorders such as Leukemia andneoplastic conditions; Micro vascular surgery and Neuron surgery; Treatment with Laser which obviates the need of open surgery; Treatment with Argon, Krypton and Yag Laser in Ophthalmic cases; Extra corporeal stone disintegration by Ultrasonic shock waves.

CHECK-LIST FOR TREATMENT OUTSIDE INDIA:

Since the cases of treatment outside India involve lot of back-up data of the patient, thefollowing checks should be exercised while examining and recommending the cases of

the employees and their dependent family members for treatment in a country otherthan India:-A. Whether it is a case of employee himself or it is for the dependent family members;B. Post history of the case;C. Since when detected;D. Medical expenditure already incurred;E. Whether thorough medical examination was done at the time of entry to the

Company in case it is for employee himself;


45/97



F. Whether the employee concerned has been periodically medically examined. If so,whether the ailment was detected or not. If yes, what treatment/counselling wasgiven;

G. Whether the ailment could be attributed due to any negligence inspite of affordingtreatment;

H. Age of the patient;I. Heather with rapid advancement of medic-science the treatment is prescribed

within the country. The above check-list has been evolved only to facilitate theinternal examination of the cases but BPEs guidelines issued on the subject fromtime to timeare to be followed. In case of any contradiction, it may be dealt inaccordance with the BPE guidelines only.

HEALTH INSURANCE COVER:

A. The Officers proceeding abroad may take out health insurance cover on their arrivalabroad;

B. Premium/fee paid in this regard is reimbursable to the individual;C. Any special case involving major sickness going beyond insurance cover, may beconsidered on merits, on the recommendations of appropriate authority includingIndian Embassy / High Commission / Consulate concerned.

IMPORTED MEDICINES & REIMBURSEMENT THEREOF:

Reimbursement of imported medicines, essentially required for life saving and otherpurposes where cash memo/cash receipts are not issued by the chemists, has to bemade as below in relaxation of CSMA Rules:A. A certificate from the employee that the purchase of medicine was tried from the

Chemist possessing Import License of the relevant Act., but either medicine wasnot available or the cash-memo is not being issued.B. The prescription of such medicine should be from specialist/authorised Medical

attendant in the respective specialty in Hospital/Institute/specialist in ONGCHospital/Dispensaries in direct need only.

C. The dosage and the stipulated period of administration of the medicine is also to beclearly certified by the AMA (Specialist).

D. The claim should invariably be supported by a certificate from the AMA(Specialists)that the use of imported medicine is unavoidable for saving the life of the patientand that no substitute having equal therapeutical value are available in thecountry.

E. The M.O. In charge at the Hqrs./ Regional Office has to certify the responsibility ofthe cost of drug/ medicine after confirming it from the available sources in thecentre.

F. The subsequent prescription of the medicine and its purchase will be made onlyafter certifying the improvement in the condition of the patient from the previousdosages and further use of stipulated quantity is absolutely necessary for therecovery/life saving of the patient.


46/97



G. All such cases are to be maintained/entered in the ledger separately for specialsanction of competent authority.

H. The employee should also produce empty phial, cartons etc. to the AMA(Specialist) who should destroy them and record a certificate to this effect,on theclaim papers.

ISSUE OF MEDICINES:

A. Medical Officers of ONGC are authorized to issue medicines prescribed byAuthorized Medical Attendants of ONGC and Government whenever any patient isreferred for outside treatment;

B. I Employees are issued medicines for a period which will be decided by the ONGCAuthorized Medical Officer; as he is the best judge in prescribing the medicine andduration;

C. I No medicines will be issued against the prescription of Private MedicalPractitioners.

MEDICAL ADVANCE:

In case of emergency, In charges of Medical branches have been authorised tosanction medical advance of Rs.4,000/- in each case. However, such advance shall bedeposited directly with the hospital on the basis of the recommendations of theconcerned doctor of the hospital. The Head of Regions/Institutes/Business Groups andthe GGM (Admn.) at HQ shall sanction such advance.

AVAILING MEDICAL FACILITIES BY A NON-BENEFICIARY:

In case of a non-beneficiary impersonating, as a beneficiary whenever noticed, shouldbe brought to the notice of Vigilance Branch directly the Medical Officer concernedsuggesting disciplinary action against the employee concerned. The medical facilities tosuch employees should also be permanently stopped if they are found guilty.

PERIODICAL MEDICAL EXAMINATION OF EMPLOYEES:

Guidelines on PME are:A. Frequency of PME upto 45 years of age should be once in 5 years, between 45-51,

once in 3 years,between 51-55 once in 2 years and above 55 years of age once inevery year;

B. Each workcentre is required to make age wise grouping of employees and preparedates for PME as per the above frequency cycles (I);C. Employees appearing for PME to be treated on duty;D. All PME data be given for IBM PC for programming and maintaining the records in

IBM compatible PC in the respective workcentre;E. The data shall be transferred to the new workcentre along with transfer documents

of the employees;


47/97



F. Each workcentre shall arrange compilation of data as per format centrally approvedwhether on owned PC or on hired to be decided by local management;

G. MHCV for PME is not necessary.

FIRST-AID TRAINING:

As per the statutory provisions of Mines Rules, the First Aid Training is a basic trainingwhich should be given to all employees, especially those employed in Drilling,Mechanical Workshops,Laboratories, Transport, Production installations and thoseworking with movable machinery. The Company has decided to impart the First-AidTraining to the employees posted at all work-centres by a Medical Officer of theCompany in association with the local branch of St.John Ambulance Association, in themanner as provided under:-A. The training should be imparted in a class room of sitting in batches of 20-25

employees at a time.B. The training course should consist of 8-10 lectures with demonstration as specified

in the First Aid. Manual of St.john Ambulance Association of India. As perprocedure laid down in the Manual, maximum of 2 lectures may be given in a weekand the total period of the course shall be 4 weeks.

C. On completion of course, tests shall be conducted by another doctor. Theattendance and test answer copies of the employees concerned with prescribedshall be sent to the St.John Ambulance Association Office for evaluation and issueof First Aid Certificates to the successful candidates. Thereof refresher courses,after interval of two years shall be arranged for the trained First Aid Personnel.

D. At each Work Centre, trained First Aid Personnel shall be made available as alsoFirst Aid

E. equipment shall provisions of the Mines Rules, at conveniently accessible stations

where injured persons may receive treatment as follows:- above ground, a first aid training station; In every workshop ; and at every other place where more than 50 persons are employed at one time.


48/97



LOANS AND ADVANCES

The following types of loans and advances are made available by the Company for its

employees:

HOUSE BUILDING ADVANCE:A) First HBA: 75 months Basic Pay + D.A. OR approved estimated cost of

construction including cost of land OR Rs.7.5 lakhs whichever is least.B) Second HBA: Approved estimated cost for extension OR Rs.3 lakhs whichever is

less.

ELIGIBILITY FOR HBA

A. House Building Advance may be granted to the Employees of the Company, who

have put in a minimum of 7 years continuous service or have completed 10(ten)years total service including service rendered in Government/Public SectorUndertaking and have completed probation period satisfactorily.

B. Provided that the above stipulation shall not be applicable in respect of suchemployees of Government/Public Sector Undertaking/Statutory Corporations/ Quasi-Government Bodies, who in continuation of their deputation/lien service in thecompany are absorbed in the services of the company or joined the company afreshfrom such organization after applying through proper channel and agreed by ONGCfor repayment of the balance amount of House Building Advance drawn from theirparent organization/department and interest accrued thereon.

C. The period of training in respect of all those employees who are absorbed in the

Companys regular service immediately after successful training will be counted forthe purpose of eligibility of the advance provided there is no break in training/service.

D. In respect of ad-hoc employees who have been appointed in the Companys regularservice, their period of ad-hoc employment will be counted for the purpose ofeligibility for the advance provided there is no break in their ad-hoc appointment andtheir regular appointment is in continuation of their ad-hoc appointment without anybreak.

E. In case both husband and wife are employed in the Company, and are otherwiseeligible for the grant of advance, only one of them shall be eligible for the grant ofadvance, at their option.

F. House Building Advance may be granted to the Employees of the Company, whohave put in a minimum of 7 years continuous service or have completed 10(ten)years total service including service rendered in Government/Public SectorUndertaking and have completed probation period satisfactorily.

G. Provided that the above stipulation shall not be applicable in respect of suchemployees of Government/Public Sector Undertaking/Statutory Corporations/ Quasi-Government Bodies, who incontinuation of their deputation/lien service in thecompany are absorbed in the services of the company or joined the company afresh


49/97



from such organisation after applying through proper channel and agreed by ONGCfor repayment of the balance amount of House Building Advance drawn from theirparent organisation/department and interest accrued thereon.

H. The period of training in respect of all those employees who are absorbed in theCompanys regular service immediately after successful training will be counted for

the purpose of eligibility of the advance provided there is no break in training/service.I. In respect of ad-hoc employees who have been appointed in the Companys regular

service, their period of ad-hoc employment will be counted for the purpose ofeligibility for the advance provided there is no break in their ad-hoc appointment andtheir regular appointment is in continuation of their ad-hoc appointment without anybreak.

J. In case both husband and wife are employed in the Company, and are otherwiseeligible for the grant of advance only one of them shall be eligible for the grant ofadvance, at their option.

RATE OF INTEREST:

Amount of HBA Rate ofInterest

First Rs.30,000/- 5.5%

30,001 - 3,00,000/- 6%

3,00,001 - 7.5 lakhs 8%

Provided that a rebate of % in the interest is admissible to the employees undergoingsterilization under small family norms scheme.

PENAL INTEREST:

Penal interest@15% over and above the normal interest is charged in case of non-utilization of HBA within the stipulated period as required under ONGC HBA rules.

DISBURSEMENT OF LOAN: is made in installments as per details given below:

Purchase of plot and constructionof house thereon

a) 20% of total advance is released forpurchase of plot; andb) the balance advance of 80%is released

in three installments of30%,40%and30% for constructionConstruction of house on existingplot

3 installments of 30%, 40%, 30%

Outright purchase of house/flat In one lump sum installmentSecond Advance for extension ofhouse.

Two installments of 50% each


50/97



CONVEYANCE ADVANCE:

MODE OF RECOVERY:

The advance for the purchase of a motor car and motor cycle shall be recovered astated below:-

Car a) First Occasion 200 equal monthly installments for newand oldcar

b)Second/SubsequentOccasion

150 equal monthly installments for newand oldcar

Scooter/MotorCycle/Moped

a) First Occasionb) Second occasion

100 equal monthly installments

A. Recovery should be made directly at source form the first pay bill of the employeeafter the advance is drawn.

B. The authority sanctioning an advance may permit recovery to be made in a smallernumber of installments, if the employee-receiving advance so desire.

REFUND OF AMOUNT NOT SPENT:If the actual price paid for the purchase of the conveyance is less than the amount ofthe advance drawn the employee shall forth-with refund the balance in a lump-sum.

INTEREST RATE:-A. The interest chargeable on the advance shall be at the rate decided by the

Company for such advances from time to time and shall be recovered in one ormore installments after the advance has been recovered in one or moreinstallments in full, each such installment being not appreciably greater than theinstallment by which the Principal was recovered. The recovery of interest shall bemade from the month following that in which the repayment of the Principal hasbeen completed. The existing rate of interest on conveyance advance is 5 % perannum.

B. However, in case an employee does not purchase the vehicle within one monthfrom the date of withdrawal of the advance and fails to refund the total amount, thepanel interest @ 18% (over and above the applicable rate of interest) will becharged. The extension of one month for purchase of vehicle can be granted inexceptional circumstances by the Controlling Officer.

C. The rate of interest to be charged on any advance granted under these instructionsshall be

D. Mentioned in the order sanctioning the advance, and shall remain unaltered duringthe entire period of the recovery of the advance.


51/97



CONDITIONS:An employee of the Company may be granted an advance for the purchase of aconveyance providedA. He submits an application in the prescribed formB. He completes his probation period successfully on initial appointment;

C. The Competent Authority shall satisfy himself that the employee is likely to continuein service till such time as the advance is completely recovered.D. In the event of an employee being discharged before the advance s completely

recovered, the balance of the advance including interest shall be recovered in onelump-sum.

AVAILABILITY OF FUNDS:A Certificate that necessary funds are available out of the sanctioned budget estimatefor the year, shall be obtained from the appropriate financial authorities by thesanctioning authority on every application for an advance for the purchase ofConveyance.

PRIORITY OF DISBURSEMENT of conveyance advance for purchase of car will be as

under:-A. E-4 and above level officersB. E-1 to E-3 level officers with at least 5 years of service left.C. E-0 level officersD. Officers drawing second advance.

DRAWAL OF ADVANCE DURING LEAVE:An employee of the Company who is on leave or is about to proceed on leave and forwhom an advance has been approved shall not be allowed to draw the advance earlier

than a week before the expiry of the leave.

EMPLOYEES ON DEPUTATION EX-INDIAThe grant of an advance for the purchase of car/motor cycle/scooter to an employeewho proceeds on deputation out of India is not admissible.

CERTIFICATION OF PURCHASE:An employee, who takes an advance under these instructions, shall, within one monthafter drawing the advance furnish to the competent authority with a certificate giving fullparticulars of the conveyance purchased with the advance and the cash receiptobtained for the amount actually paid for it.

TRANSFER OF CAR/SCOOTER/ MOTOR CYCLE TO ANOTHER EMPLOYEE:If an employee wishes to transfer the car/ scooter / motor cycle purchased with the aidof an advance sanctioned by the Company, which, with the interest accrued, has notbeen fully repaid, to another employee, who performs the duties of a kind that rendersthe possession of the conveyance necessary, he may be permitted by the Competent

Authority to transfer the liability attaching to the car/ scooter / motor cycle to the latteremployee provided the transferee records a declaration that he accepts that the


52/97



conveyance transferred to him remains subject to the mortgage bond and that he isbound by its terms and provisions and that he undertakes the liability to repay thebalance of advance outstanding together with interest accrued thereon.

RESALE OF CAR/SCOOTER / MOTOR CYCLE:

Except as provided in para 14 above, the car/ scooter / motor cycle purchased with theaid of an advance shall not be sold/transferred, mortgaged or otherwise disposed ofwithout the written permission of the authority sanctioning the advance before theadvance with interest accrued has been fully repaid. In cases where the sanctioningauthority has permitted the sale, the sale proceeds must be applied, so far as may benecessary, towards the repayment of such outstanding amounts, provided that whenvehicle is sold only in order that another similar vehicle may be purchased, the authoritysanctioning the sale may permit the application of sale proceeds to such purchase,subject to the following conditions:-A. The cost of new car / scooter/motor cycle shall not be more than the balance of the

advance, unless employee is himself prepared to pay additional cost;

B. The amount outstanding shall continue to be repaid at the rate previously fixed.C. In the case of a car/ scooter / motor cycle, the new vehicle shall be insured asrequired under this instructions and in all cases the new vehicle shall be mortgagedto the Company.

REFUND ON FAILURE OF PURCHASE:A. An employee who draws an advance for the purchase of a conveyance is expected

to complete his negotiations for the purchase of the conveyance and pay finallythere for within one month of the date on which he draws the advance; failing suchcompletion and payment, the full amount of the advance drawn with interest thereonfor one month shall be refunded to the company, unless the period regarding

purchase in extended by the Company at the request of the employee. Thiscondition shall always be mentioned in letters sanctioning such advances.B. Where an Executive draws an advance for purchase of a new car and he deposits

the entire amount with the authorised dealer within 15 days, the time limit forpurchase of a new car is extended to the actual date of delivery or six months which-so-ever is earlier; subject to:- The actual interest earned on the amount drawn from the ONGC by depositing

with the dealer will be passed on to ONGC; He will continue to pay normal interest on the conveyance advance as applicable

to other cases, during the said period; In case the Executive fails to get delivery of a new car within a period of six

months, he will be liable to pay penal interest for the period beyond six months. The terms and conditions mentioned at clause (b) above are also applicable forpurchase of new scooter/motor cycle but it will not be applicable to the cases,where there is no waiting period in the delivery of Scooter / Motor Cycle.


53/97



LUMP-SUM INTEREST FREE ADVANCE:

EXECUTIVES:

A. A lump sum advance is granted to all Executives on annual basis.B. All executives having one year service in ONGC will be eligible for payment ofLump sum advance of Rs.7,500.00 per annum which shall be recoverable in 10equal monthly installments.

C. Incase where both husband and wife are employees of ONGC and are stationed atsame place, the advance shall be granted to only one of them on the certificationthat the facility has not been availed by the other.

D. Subsequent advance shall be admissible only after the earlier advance has beenfully recovered and after 12 months of payment of the previous advance.

E. Executives, who submit requests for voluntary retirement or resignations, shall notbe eligible for payment of the advance during the Pendence of such requests.

NON-EXECUTIVES:

A. A lump sum interest free advance of Rs.7,500/- is granted to the non-executivesonce in a calendar year, upon their request.

B. The Advance is recoverable in ten consecutive equal monthly installments.C. Subsequent advance is admissible only after the previous advance is fully

recovered.D. The advance may also be granted to fresh appointees during their probation period

on furnishing a surety bond from a regular employee of equal or higher rank.

7/28/2019 Welfare Schemes (Middle & Bottom Level)Su

Welfare Schemes (Middle & Bottom Level)Summer Internship Ongc (Parshu)

Documents

Transcript of Welfare Schemes (Middle & Bottom Level)Summer Internship Ongc (Parshu)