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Operative Function
1. Procurement Function
This is Concern with securing and employing the right kind and proper
number of people requires accomplishing the organization objective. It
consisting following activities:
• Job analysis
a) Engineering
Civil Engineering
Construction and Maintenance
Drilling
Electrical
Electronic and Telecommunication
Instrumentation
Marine Service
Production
Transport and Auto
b) Geo – Science
Chemistry
Computer Programming
Geology
Geophysics
Mathematics
Paleontology
Reservoir
Shot hole Drilling
Map and Drawing
Photography
Surveying
c) Economics and Statistics
Finance and Account
Official Leverage
Industrial Relation
[Oil and Natural Gas Corporation Ltd.]
• Recruitment
• Selection
• Placement
2. Development
Human Resource Development is the process of improving the
knowledge, skills, aptitude and value of employee so that they can
perform the present and future job more effectively. This function
compromise the following activites:
• Training
• Executive Development
3. Compensation Function
It refers to providing equitable and fair remuneration to employee for
their contribution to the attainment of organization objective. It consists
of following activities:
• Job Evaluation
• Bonus
[Oil and Natural Gas Corporation Ltd.]
4. Integration
Integration involve motivating employee through various financial and
non- financial incentive, providing job satisfaction, handling employee
grievances through formal grievances procedure, collective bargaining,
worker participating in management, conflict resolution, Developing
sound human relation, employee counseling, improving quality of work
life etc.
5. Maintenance function
It is concern with protecting and promoting the physical and mental
health of employee. For this purpose several type of fringe benefit
such as housing, medical aid, educational facilities, etc. Provided to
employee. Social security measures like provided fund, pension,
gratuity maternity benefit injury allowance, group insurance etc. are
also arrange helps, safe guard welfare measures are designed to
preserve the human resource of the organization.
Process of Recruitment:
1. Recruitment Policy
[Oil and Natural Gas Corporation Ltd.]
4. Manager E-4 1st class MBA with 3 years for merit and 4
specialization in Personnel years under Quantification
( Personnel & 17500-
Management/ HRD/ HRM or as Deputy Manager (P&A)
Administration ) 22300
1st class post graduate
degree in Personnel
Management/ IR/ Labour
Welfare
10 years experience for
departmental candidate e & 12
years for others in class I or
equivalent position of which at
least 3 years should be in the
next lower scale.
5. Deputy Manager E-3 - 4 years for Merit and 5
years under
( Personnel & 16000-
Quantification as Senior
Administration ) 20800
P & A Officer.
Definition of Selection:
“The Selection is the process of choosing the best applicant from the
available.”
Process of Selection:
A. Reception of Applicant
The Selection process begins with reception of the applicant in the HR
department. The receptionist provides information about the company and
current vacancies and also helps candidates in completion of application
forms.
B. Preliminary Interview
The primary purpose of the preliminary interview is to screen out those
who are visibly unsuitable for the job and select those who found suitable, he
is selected for further screening.
C. Application Blank
It Include detail information of candidate like the name of the candidate,
address, telephone no., physical information, experience, hobbies, reference,
etc.
D. Selection Test
Job seekers who pass the screening and preliminary interview are
called for test. Different types of the test may be taken depending up
on the job and company.
• Intelligence test
These measure the intellectual capacity of the candidate.
They use mainly for the selection of such candidates who
are required for the post of accountant, professor,
manager etc.
• Trade test
[Oil and Natural Gas Corporation Ltd.]
• Personality Test
Personality of the candidates should match the job
requirements. These tests discover his value systems,
emotional maturity relation moods etc. Which generally
affect his working.
E. Interview
Interviewing is the most widely used tool in selection procedure. In
many companies interview is the only tool used in selecting employee.
The major types of interview are.
• Planned Interview
Planned interview is carefully designed to have a high
degree of accuracy and precision. The question be ask
to the candidates are prepared in advance.
• Group Interview
It is a method of asking question in an interview which is
designed to examine in depth, the candidates
background and thinking. It uses questions in key area
[Oil and Natural Gas Corporation Ltd.]
G. Primary Selection
If a candidate is found eligible for the post on the basis of above steps,
he is appointed as an apprentice and then oriented and trained for a
definite period of times.
H. Physical Examination
After approved by the supervisor, the candidate is sent to the factory
physician for a complete medical check up.
The basic purpose of physical examination is to determine
the fitness of the candidates as per the job requirements. Different
[Oil and Natural Gas Corporation Ltd.]
Process of HRP:
1) Analyzing Organizational Plans:
First of all, the objective and strategic plans of the company are analyzed. HR
Plan needs to be based on organization objectives i.e. objectives of HR must be
derived form organization objectives. Specific requirement in terms of number and
characteristics of employees should be derived form these objectives. The role of
HRP is to fulfill the overall objective define by top management by assuring
availability and utilization of human resource.
2) Human Resource Need Forecast
HR need forecasting is the process of estimating in future quantity and quality
of people requirement on the basis of corporate and functional plans, and future
activates levels, the future need fort human resources in the organization are
anticipated. The number of people and the skills level needed in future de3pnad on
the production and sales budgets in a manufacturing enterprise.
4) HR Programming
[Oil and Natural Gas Corporation Ltd.]
Once an organization’s personnel and supply are forecast, the two just be
reconciled or glanced in order that vacancies can be filled by the right employees at
the right time. HR programming, the third step in the planning process therefore,
assumes greater importance.
5) HR planning implementation
Implementation requires converting HR plan into action. A series of action
Programmers are initiated as part o HR plan implementation. Some such program
recruitment, selection and placement; Training and development, retraining and
redevelopment, the retention plan; and the redundancy plan.
Induction Training:
The fresh incumbents of the organization are exposed to wide gamut of
technology of petroleum industry through synergic approach covering multi-
disciplinary theoretical and practical aspects with emphasis upon on the job training.
Thus, a newly recruited executive undergoes an intensive classroom training
interspersed with field exposure to effectively specialize him in the Organisation. The
specialized modules of training on the advanced hydrocarbon exploration and
exploitation technology are inculcated in the newly recruited officer before he is put
on the job training for hands-on-experience.
Management Training:
One of the most important aspects of executive development is "Man-
Management"; suitable programs are being organized with special emphasis on
appreciation of roles played by various disciplines in the company. Environment and
public enterprises, principles of Management, Corporate planning, Project
Management, Management of Change, Management of Technology, Man-
Management, Team building and conflict Resolution, Management of R & D,
Personal Effectiveness including Oral and Written communication, Presentation
skills, listening skills, Managing Stress etc. are wider areas covered through various
training modules.
For the personnel already engaged in different disciplines, a career linked
training plan is drawn to impart advance training in management.
The executives of E-4 and above levels are exposed to General Management
Training at reputed Institutions in India including ASCI & IIM’s to achieve the
perfection in development. Thus the training system in ONGC ensures overall
development of the officers.
Objective of Transfer:
[Oil and Natural Gas Corporation Ltd.]
Process of Transfer:
[Oil and Natural Gas Corporation Ltd.]
Performance Appraisal
Definition of Performance Appraisal:
“Performance Appraisal Report is an Index of an Employee/Executive’s works
performance over a given period of time. It is crucial for his/her Career Growth as it
indicates the Strengths, Weaknesses (if any), Training needs, Nature of job being
performed, problems faced in work situation.”
Objective of Performance Appraisal:
➢ To set Norms and Targets of Work Performance, as well as, to monitor the
Work Progress of Employees.
➢ To facilitate placement of Employees in accordance with their suitability for
different types of Assignments.
➢ To provide an Objective basis for determination of Merit, Efficiency and
Suitability for the purpose of promotion.
➢ To identify areas requiring exposure for Training/Development.
(OE)
Senior Worker W-V Rs. 5800
(OE)
Attendant Grade - I W-IV Rs. 5100
(OE)
Attendant Grade - II W-III Rs. 4700
(OE)
Attendant Grade - III W-II Rs. 4500
(OE)
Junior Attendant W-I Rs. 4300
(OE)
Abbreviations in use
iii. CRITERIA
a. For facilitating assessment, a total of 100 marks will be allotted. Out of
this, 70 marks will be earmarked for the quantum of work done in Hindi
and 30 for the quality of noting and drafting in Hindi.
b. A person who writes a minimum of Twenty Thousand words in Hindi in
Regions ‘A’ & ‘B’ and Ten Thousand works in Region ‘C’ in an year will
be eligible to compete for the prizes. The prizes will be awarded to the
first ten persons in order they stand on the basis of the marks allotted
by the Assessment Committee referred to in Para (iv) below.
Consolation prizes will be awarded on the recommendation of the
Assessment Committee to such persons who do work in Hindi
meritoriously but are not covered under First, Second and third prizes.
of
Sectional
notes/drafts notes/drafts words Head
written in written in
Hindi Hindi
1 2 3 4 5 6 7
[Oil and Natural Gas Corporation Ltd.]
Employee Welfare
Definitions of Employee Welfare:
“Employee Welfare means anything done for the comfort and improvement,
intellectual and social of employee or and above the wages paid which is not a necessary for
the industry.”
Objective of Employee Welfare:
• It helps to improve the recruitment.
• Employee welfare improves will moral and loyalty of workers.
• It reduces labour turnover and absenteeism.
• It helps to improves employee productivity and efficiency.
• It help to improve to Industrial Relation.
• It helps to improve goodwill and public image of the company.
Intramural
These services are provided within the establishment. These include
Canteen, Library, Uniform, Latrine, Urinals, Refreshment Room, Parking,
Wash Basing, AC Cabin and free and subsidized food etc.
A. Extramural
These services are provided outside the establishment. These
consist of housing accommodation, transport, maternity benefits, Childers’s
education, sport fields, family planning and a child welfare, holiday homes; leave
travels facilities, works cooperative stores, fair price shops, credit societies,
vocational guidance, interest free loans etc.
a. Housing
[Oil and Natural Gas Corporation Ltd.]
c. Education
d. Co-operative Stores
The Indian labour conference in 1963 adopted for the setting up of the
consumer co operative stores in all industrial establishment including
plantation and mine employing 300 or more workers. This store provides the
item in concessional rates.
e. Recreational
[Oil and Natural Gas Corporation Ltd.]
Recreational in the form of music, art, theatre, sports and games can
play important role in physical and mental development of employees. This is
provided in order to fit the labour force.
f. Medical
[Oil and Natural Gas Corporation Ltd.]
The ONGC has their on private hospital where the employee can check
up at reasonable rate. It also providedmedical store facilities outside the
campus. There the Employee can purchase medicine at free or concessional
rates.