Beruflich Dokumente
Kultur Dokumente
HR POLICIES
Group members :
Sonali Sonam Srivastav Sugandha Upadhyay Sunayna Sehgal Sukomal Pathania Vipasha Gera
Introduction
ONGC has been ranked as the no. 2 Exploration & Production company in the world. Transparency International has ranked ONGC as most transparent company in India. It operates in 15 countries. Contribution to the economy of India: around 77% of crude oil production around 81% of natural gas production
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 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.
Performance Appraisal is a process of assessing the work performance and potential for development of an employee and develop performance based records.
COMPENSATION
Various pay scales for staff and executives (from E-0 to E-9). ALLOWANCES House Rent Allowance Hard Duty Allowance Offshore Compensation Allowance(8% of BP) Shift Allowance North Eastern Allowance(12.5% of BP) Remote Locality Allowance Overtime Allowance Conveyance allowance Travelling allowance
SOCIAL SECURITY
Contributory Provident Fund 12% of the salary is deducted from the salary and an equal amount is given by ONGC. CSSS-Corporate Social Security Scheme In case of premature deathRs 40 Lakhs for Officer level employees Rs 20 Lakhs for staff.
CSR (cont.)
Some of the areas are: Educational advancement of the deprived students through vocational training Encouraging entrepreneurship building Protection of environment Providing infrastructure support in operational areas (of ONGC) Protection and preservation of heritage, arts and culture, etc
WOMEN EMPOWERMENT
Recruitment in the core disciplines like Geology, Geo-science, Engineering etc., besides sufficient representation in support services disciplines like HR, Finance, etc. Women Development Forum (WDF) Supportive policies to cope with the multiple roles and responsibilities. Lady employees are generally given posting along with their spouses. Workshops are organized on Empowerment of Women for Managerial and Leadership Effectiveness.
LEAVE
CASUAL LEAVE: 12 days/ year RESTRICTED HOLIDAYS: 2 / year out of published list of holidays. EARNED LEAVE: 30 days/ year. This leave can be accumulated upto 280 days and leave, accumulated beyond that will lapse. HALF-PAY LEAVE: 20 days. Not granted to an employee who has not completed 3 years of service. STUDY LEAVE: Duration of leave shall not exceed 2 years. MATERNITY LEAVE: for a period of 6 months. PATERNITY LEAVE : upto 15 days.
INDUSTRIAL RELATIONS
COLLECTIVE BARGAINING Asset / Basin Management resolve the local issues. Bilateral meeting held after every three months. Joint Committee Meeting is to be held after every six months. PARTICIPATION Certain issues with the unions, which are sorted out with mutual discussion.
IR (cont.)
GRIEVANCES HANDLING PROCEDURE a) Controlling Officer :- grievance before the Controlling Officer in writing and he will have to resolve the grievance for reply to the employee within given time frame. b) Level-2 level Officer:- If the employee is not satisfied he can raise his grievance to the Level 2 level officer. c) Key Executive:- If the individual is not satisfied with the decision of L2 level officer he can raise his grievance to Key Executive. d) Appeals Committee:- If the employee is still not satisfied with the decision of the Key Executive he can raise his remarks with the Appeals Committee wherein officers from Finance, HR, IR, Liaison Officer of Associations are co-opted, if needed.
SEPARATIONS
FORWARDING OF APPLICATIONS OF EMPLOYEES FOR POSTS OUTSIDE THE CORPORATION RESIGNATIONS EXIT INTERVIEW TERMINATION OF SERVICE SUPERANNUATION PREMATURE RETIREMENT SCHEME
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