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Oil & Natural Gas Co-Operation Ltd.
HISTORY
1947 – 1960
During the pre independence period, the Assam oil company
in northeastern and at tock 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.
industries, the future development of which was to be the sole and exclusive
responsibility of the state.
Soon, after the formation of the oil & natural gas directorate,
it become apparent that it would not be possible for the directorate with its
limited financial and administrative power 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 function of the
oil & natural gas commission subject to the provision of the act, were “to
plan, promote, organize and implement programs for development of
petroleum resources and the production and sale of petroleum and
petroleum products produce 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 cam bay 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. This discovery, along with
subsequent discoveries of huge oil & gas field in the western offshore
changed the oil scenario of the country. Subsequently, over 5 billion tones of
hydrocarbons, which were present in the country, were discovered. The
most important contribution of ONGC, however, is it self- reliance and
development of core competence in E&P activities at a globally competitive
level.
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After 1990
The liberalized economic policy, adopted by the government of
India in July 1991, sought to deregulate and de- lenience the core sectors
with partial disinvestment of government equity in public sector undertaking
and other measures. As a consequence thereof, ONGC was re- organized as a
limited company under the company’s Act 1956, in February 1994.
Gas marketing company, agreed to have cross holding in each other 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 percent of its
share holding in ONGC to IOC and 2.5 percent GAIL. With this, government
holding in ONGC came down to 84.11 percent.
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MANAGEMENT TEAM
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VISION, MISSION.
OUR VISION.
To be a world class oil & gas company integrated in energy
business with dominant Indian leadership and global presence.
OUR MISSION.
Dedicated to excellence by leveraging competitive advantages in R&D
and technology with involved people.
GLOBAL RANKING.
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ONGC ranks as the Numero Uno oil & gas exploration & production
(E&P) company in Asia, as per plats 250 global energy companies list
for the year 2007
ONGC ranks 23rd leading global energy major amongst the “top 250
energy majors of the world in the Platt’s”.
ONGC is the only company from India in the fortune magazine’s list of
the world’s most admired companies 2007 ONGC is 9 th position in the
industry of mining, crude oil production.
ONGC ranks 39th position in fortune global 500 list for the year 2006
based on revenues.
ONGC retails numero Uno position from India in terms of profits with
overall global ranking of 121st.
ONGC ranks 21st among the top 50 publicity traded companies in oil &
gas industry, based on the year –end (2007) market.
PIONEERING EFFORTS.
ONGC is the only fully- integrated petroleum company in India, operating
along the entire hydrocarbon value chain:
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Competitive strength:
All crudes are sweet and most (78%) are light, with sulphur
percentage ranging from0.02- 0.10, API gravity range 26dgree to 46
degree and hence attract a premium in the market.
Strong intellectual property base information, knowledge, skill and
experience.
Minimums number of exploration licenses, including competitive
NELP rounds.
ONGC owns and operates more than 15000 Km, of pipe lines in India,
including nearly 38000Km of sub – sea pipe lines. No other company
in India operates even 50% of this route length.
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Personnel
Administration
Industrial relation
Human resource development.
PERSONNEL:
It deals with personal problem like :
ADMINISTATION:
It is the sensitive department among the human resource and does the
following works:
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This section deals with the management of staff and workers in the company.
It fills the human requirements of the different department. The different
process involved is as follows:
Written test
Technical cum HR test
SALARY ADMINISTRATION;
Basic
Special pay
HRA
LTA
PF
Gratuity
Supper annulations
ESI
Education allowance
Car (petrol & maintenance allowance)
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HR MISSION:
To create a value and knowledge based organization by inculcating a culture
of learning, 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 OBJECTIVES:
To develop and sustain core values.
To develop business leaders for tomorrow
To provide job contentment through empowerment, accountability &
Responsibility
To build and upgrade competencies through virtual opportunities
for growth & providing challenges in the job.
To foster a climate of creativity, innovation and enthusiasm.
To enhance the quality of life of employees and their families.
To inculcate higher understanding of service to a greater cause.
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(Michael Armstrong)
(Flippo)
TRAINING METHODS:
Method of training that are generally used to impart training are categorized as:
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a) Experience.
b) Coaching.
c) Understudy.
d) Job rotation.
e) Apprenticeship.
f) Job instruction.
g) Training centre training
h) Vestibule training.
i) Simulation Internship training.
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i. Laboratory research
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2) METHODS:
In statistics there are different methods for evolution such as:
i. Chart method
ii. Co- relation regrration method
iii. Time series
iv. Index number etc.
Sample size:
For conducting the survey I 100 as a ample size. I think which is
appropriate.
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C
H
SE
O F
O
I
T
N
E
D
R
A
S
E Y
F
H
C
P
O
R
L
B M
E
I
S
E
D
N
G
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I. IDENTIFY PROBLEM
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In this stage first decided that to collect the data from primary sources
or secondary sources.
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In this stage researches have to carry out field survey therefore he has
to decide whether it is to be census or sample survey
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Once the filed survey is over and questions are had been receive the
beret task is to aggregate the data in meaningful manner. I have analyzed all
the data and find out the characteristics of each question.
IX. CONCLUSION
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To identify the need and areas for further training of the employees.
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Once the researcher has decided the ‘research design’, the next job is
of data collection. For data to be useful, our observation needs to be
organized so that we can get some patterns and come to logical conclusions.
The quality of data will greatly affect the conclusion and hence, utmost
importance must be given to this process and every possible precaution
should be taken to ensure accuracy, while gathering and collection data.
Depending upon the resources utilized. Whether the data has come
from actual observation or from records that are kept for normal purpose,
statistical data can be classified in to categories: Primary and secondary.
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The sampling method indicates how the sample units are selected. The
most important decision in this regard is to determine which of the two –
probability or non probability sample is to be chosen.
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SAMPLING SIZE
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Consider also that the business environment is not standing still. Your
competitors, technology, legislation and regulation are constantly changing.
Being able to measure results will help you adept to such changing
circumstances.
I also use Kirkpatrick’s four level models for evolution of the effectiveness of
training. I hope it will help the readers.
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Agree 45%
Disagree 05%
Strongly disagree 0%
Strongly agree
Agree
disagree
stronglydisagree
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CONCLUSION:
From the above pie chart we conclude that50% of employees
strongly agreed & 45% of employees agreed & 5% of employees are disagree
it means employees are in the favor of training they think that training is
necessary for organization.
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Agree 70%
Disagree 8%
Strongly disagree 2%
Chart Title
strongly agree
agree
disagree
strongly disagree
CONCLUSION:
From the above chart get to know that training creates an
opportunity to the employees because 70% percent of employees are agreed
for this. Only 10% percent employees are not agreed. It means they are not
interested in training.
Chart Title
strongly agree
agree
disagree
stongly disagree
Conclusion:
From the above pie chart we conclude that 55% of employees
are disagree that senior manager takes interest only45% of employees
agreed that senior management takes interest so for the welfare of the of
the organization senior management should take interest in training
programs.
strongly agree
agree
disagree
stongly disagree
Conclusion:
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Chart Title
strongly agree
agree
disagree
stongly disagree
Conclusion:
From the above pie chart we are getting that 95% of
employees are agree that human relation competencies are develop only 5%
of employees are disagree it is good for the growth of the industry.
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Chart Title
strongly agree
agree
disagree
stongly disagree
Conclusion:
strongly agree
agree
disagree
stongly disagree
Conclusion:
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Chart Title
strongly agree
agree
disagree
strongly disagree
Conclusion:
From the above pie chart we can conclude that 100%of
employees are agreed it means that all are aware of that training increase
&improves productivity.
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Strongly agree 1%
Agree 3%
Disagree 45%
Strongly disagree 51%
Chart Title
strongly agree
agree
disagree
strongly disagree
Conclusion:
From the above pie chart we are getting that 96% of employees
are disagreeing it means they know that it is not sheer wastage of time and
money.
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Chart Title
strongly agree
agree
disagree
strongly disagree
Conclusion:
From the above chart we conclude that 70% of employees
are disagree and 30% of employees are agree it shows that the HR
department does not conduct briefing & debriefing session. So HR
department have to conduct briefing & debriefing session.
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Chart Title
strongly agree
agree
disagree
strongly disagree
Conclusion:
From the above pie chart we conclude that everyone agreed that
training programs are handled by competent faculty. This is beneficial for the
organization.
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Chart Title
strongly agree
agree
disagree
strongly disagree
Conclusion:
The pie chart shown above says everything.
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strongly agree
agree
disagree
strongly disagree
Conclusion
From the above chart we can conclude that 100% are strongly agreed it
means ONGC have well designed training policy. This help in the future
growth of the organization.
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Suggestion:
In view of nature of job, specialization of services and vast area of
expatriation, ONGC need even better planning of training to appropriate
person
.
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CONCLUSION
The training period in ONGC is a golden period of my life. Here I learned lot
of things. How HR department works by systematically and what process is
going on. And the important thing I get to know that how training is
conducted in ONGC. ONGC is one of the leading multinational company
which exploits oil & natural gas from the lap of the earth. It expands its
business not only in India but out of the country also. In ONGC every section
of the department aware of their responsibility and their authority, human
resource is the power of the ONGC & they knew it. ONGC have a bright
future because every employee working with ONGC aware by its
responsibility & authority and this is enough for any business to grape the
success.
I wish that ONGC will expands and grow & also innovates if ONGC develops
our nation also develops and if our nation develops than our economy also
develops become strong.
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NAME :
DESIGNATION :
NO OF YEAR IN ONGC :
AGE :
Do you think training is necessary for the growth & development of the
organization as well as employees too?
Senior management takes interest and spends time with the new staff
during induction training.
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Do you agree that training is a sheer wastage of time & money compared
to what is expected off by the company?
Senior line managers are eger to help their juniors develop through
training.
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There is well designed & widely shared training policy in the company.
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BIBLIOGRAPHY
The sources from where I get the information are shown below
Website:
Book:
HR & PM
(Mahajan publication)
ONGC’S HR book
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