Final Report Hr1 On Ongc

Oil and Natural Gas Corporation Recruitment and Selection Process Shashank Dimri 1st Sem AGBS Section-C 10/2/2009

Oil and Natural Gas Corporation 200 9 10

EXECUTIVE SUMMARY

The project titled as ‘Recruitment and Selection Process’ has been undertaken with an objective of analysing the Recruitment and Selection strategies of the company of our choice. The Company that has been selected for this purpose is ‘Oil and Natural Gas Corporation’ which is among the fortune 500 companies of this world. Under the current rankings it stands at position of 152. It represents India’s energy needs and is the most valuable public enterprise. Various graphs in this report represents ONGC’s increasing trend of turnover, profitability etc. This company is segmented into various departments and has one of its key assets at Bombay high. It has a subsidiary called ‘MRPL’ located at Mangalore in Karnataka. ONGC Videsh is one of its very important subsidiary, undertakes all the overseas functions of ONGC. To gain knowledge about various recruitment and selection strategies of ONGC a deep interview with Mr. O.P Choudhary (HR Manager) was conducted. The facts that came out from the interview are discussed in detail in this report. An Interview draft is included in this report under the appendix section. Normally, ONGC conducts its recruitment program in three ways: Indirect, Direct, and with the help of third party agencies. These methods have been discussed in detail in this report. Recruitment and selection process of ONGC is the most trustworthy as it has a very strong Human Resource Department.

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Oil and Natural Gas Corporation 200 9 2.0 RESEARCH METHODOLGY 2.1 Research Journey When I started thinking for carrying out my research then the company whose name came first to my mind was of Oil and Natural Gas Corporation. The main reason for choosing this company was that this is amongst the fortune 500 companies and is called ‘Navratna’. The aim of the research was to gather information about this company. Researches basically are of two types: (1) Exploratory Research and (2) Conclusive Research. To fulfill the above mentioned objective I have carried out an exploratory research in the company. The table given below gives the details of my research journey.

Research Type: Exploratory Research

DAY

ACTIVITY

28th September

Gathering Information about the company and preparation of questionnaires.

29th September

Acquiring appointment from the interviewee.

30th September

Visiting the Company and conducting a deep interview.

1st October

Analysing the data and other facts acquired during interview.

2nd October

Reflecting the analysed data on the report. Table 2.1: Research Journey

2.2 Preunderstanding

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Oil and Natural Gas Corporation 200 9 It is important to have a preunderstanding when one would like to interpret and understand the collected material. Preunderstanding means prior knowledge of the subject, and one’s experiences from the field. A person’s experience can be extracted from both working and personal life and from others through books, reports and lectures.

2.3 Research Method Firstly, when one decides to prepare the design of the research then one has to consider that it would be a great idea if research is created in the way suitable to one’s personality, skills and knowledge. Moreover, there are two methods, quantitative and qualitative, where one is not better than the other; it all depends on how the researcher would like to conduct study. Quantitative method is recognized being scientific wherein researchers use mathematical and statistical surveys to investigate the phenomenon. Here, the focus is to explain cause and affect relationship and to be able to test whether hypothesis is applicable in reality. The measurement, tests and questionnaires are very controlled and the results lead to the generalization of the population. The researcher is seen as a outsider, and keeps a distance and objective view of the research. In contrast, qualitative method is pigeonholed by the fact that one wants to understand people and how they experience their reality. Qualitative researchers investigate different parts of the context to create a visible whole. In addition, it involves fieldwork, description and discovering the meaning of the hypothesis, where the researcher plays an important role in collecting data. The data can be retrieved from interviews and observations, where generalization is made by comparing individuals. Researcher is an active part and considered as an insider which is subjective in one’s judgement. The method of my research is qualitative research.

2.4 Data Collection There mainly two procedures for collecting information i.e. theoretical and empirical. Theoretical refers to the secondary data, which are collected or created by others where the purpose of that data might differ from our work. On the other hand,

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Oil and Natural Gas Corporation 200 9 empirical data is primary data, which the writers of thesis collect directly to investigate the specific problem. Theoretical data will be used to understand and interpret our research question, it will help us in broadening the base from which conclusion can be drawn. This type of information consists of books, historical studies, articles and online data, which need to be reviewed to see that whether it is useful to us and from reliable sources. To find suitable data I have referred ONGC’s resources and literature. Empirical data is collected in favour of research, with questions and objectives. It is important to decide which persons should be included in the study to see the accurate picture of the reality. As I had scarcity of time, I could conduct only one interview.

2.5 Research Quality When the research is being conducted it is of utmost importance to make sure that that information is reliable and trustworthy, the reader must be able to trust the hypothesis being presented. When talking about validity and reliability in qualitative research one has to take ethical aspect into consideration to make fair judgement. To test the trustworthiness of the report there are three are three different categories, to judge the quality one uses internal-external validity, reliability. Internal Reliability is how our findings match the reality, and if we as authors measure the things that are aimed to measured. Moreover, quality of research is an ongoing process; it always changes, due to the fact that what we study is how other people understand it. External Validity is primarily reusing the findings in other situations, if is possible to generalise the result of the study. To develop the results from qualitative research in external way different strategies can be used. Starting with rich, thick description, where researcher must provide much material so that the reader can decide if their situation matches the research. Additionally, typically or modal category is to make detailed description of the studied phenomenon so that it can be compared with other categories. Finally, multisite designs the researcher uses as much information and data collection is possible so that the reader can use it in other situations. Another aspect that must be considered is reliability, where the findings from research with same studied phenomenon, should reach the same conclusion,

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Oil and Natural Gas Corporation 200 9 independent of the researcher. However, when it comes to qualitative studies, which we are using in our thesis, the reliability is hard to define though human behavior is investigated. Moreover, it can be hard to segregate and it could be explained “researchers seek to describe and explain the world as those in the world experience it.

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Oil and Natural Gas Corporation 200 9 3.0 INDUSTRY PROFILE The petroleum industry includes the global process of exploration, extracting and refining, transporting and marketing the petroleum product. The largest quantity products of the industry are fuel oil and Gasoline. Petroleum is also the raw material for many chemical products, including pharmaceuticals, fertilizers, solvents, pesticides and plastics. The oil industry is mainly divided into three major components: Upstream, Midstream and Downstream. Midstream operations are usually included in downstream industry. Petroleum is vital to many industries, and is of the importance to the maintenance of industrialised civilization itself, thus is of great concern for many countries. Oil accounts for the very large percentage of oil consumption worldwide, ranging from a low 32% for Europe and Asia, up to a high of 53% for Middle East.

3.1 Challenges faced by Oil and Gas Industry The oil and gas industry is totally a global industry. However, its underlying importance in India’s growth cannot be ignored. Current business scenario has raised many challenges for oil and gas industry and policy makers. In order to acquire and sustain competitive advantage, companies need to continuously innovate; un-learn; learn; restructure; and improve their core and support processes. It is not just enough to manage current processes; but go beyond the existing model and framework to question and reassess how value is created and delivered. Functional area challenges must be unique for this unique and growing industry.

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Oil and Natural Gas Corporation 200 9

4.0 COMPANY PROFILE 4.1GLOBAL RANKING

Fig 4.1 An Employee Working •

ONGC was ranked as the Numero Uno Oil & Gas Exploration & Production (E&P) Company.

•

ONGC ranked 20th among the Global publicly-listed Energy companies as per ‘PFC Energy 50” (Jan 2008)

•

ONGC is the only Company from India whose name appears in the Fortune Magazine’s list of the World’s Most Admired Companies 2007.

•

Occupied 152nd rank in “Forbes Global 2000” 2009 list (up 46 notches than last year) of the elite companies across the world; based on sales, profits, assets and market valuation during the last fiscal. In terms of profits, ONGC maintains its top ranking from India.

•

ONGC was ranked 335th position as per Fortune Global 500 - 2008 list; up from 369th rank last year, based on revenues, profits, assets and shareholder’s equity. ONGC maintains has maintained top rank in terms of profits among seven companies from India in the list.

•

the world, as per Platts 250 Global Energy Companies List in the year 2008 based on assets, revenues, profits and return on invested capital (ROIC).

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Oil and Natural Gas Corporation 200 9 4.2 REPRESENTS INDIA’S ENERGY NEEDS ONGC has single-handedly scripted India’s hydrocarbon saga by: •

Producing 6.61 billion tonnes of In-place hydrocarbon reserves with more than 300 discoveries of oil and gas; in fact, 6 out of the 7 producing basins have been discovered by ONGC: out of these In-place hydrocarbons in domestic acreages, Ultimate Reserves are 2.36 Billion Metric tonnes (BMT) of Oil + Oil Equivalent Gas (O+OEG).

•

Simultaneously producing 788.273 Million Metric Tonnes (MMT) of crude and 463 Billion Cubic Meters (BCM) of Natural Gas, from 111 fields.

•

ONGC has bagged 85 of the 162 Blocks (more than 50%) awarded in the 6 rounds of bidding, under the New Exploration Licensing Policy (NELP) of the Indian Government.

•

ONGC’s fully-owned subsidiary namely ONGC Videsh Ltd. (OVL) is the biggest Indian multinational company, with 44 Oil & Gas projects (7 of them producing) in 18 countries.

4.3 INDIA’S MOST VALUABLE PUBLIC ENTERPRISE •

It was ranked as the most respected Public Enterprise in India in 2007 “Business World Survey, with 19th position in the league of the mostrespected Indian Corporate(s).

•

It was rated ‘Excellent’ in MOU Performance Rating for 2006-07 by the Department of Public Enterprises, Ministry of Heavy Industries in Public Enterprises, GOI.

•

Oil Industry Safety Directorate (OISD) has selected ONGC’s Ahmedabad Asset and MRPL for the year 2006-07 (as number one in Group-4 category (Oil & Gas Assets) and Second in Group-1 Refinery category respectively).

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Oil and Natural Gas Corporation 200 9 •

It has topped the visibility metrics in Indian Oil and Gas Sector and the only PSU in the top 10 list of Indian Corporate newsmakers.

•

Golden Peacock was awarded to ONGC for the 3rd consecutive year.

•

Won the coveted winner’s trophy of the maiden “Earth Care Award for excellence in climate change mitigation and adoption” under the category of GHG mitigation in the small/medium and large enterprises.

•

Awarded with “Infraline Energy Excellence Award” for its services to the Nation in Oil & Gas Exploration and Production category.

•

Mr. R.S Sharma (CMD) was bestowed with “Amity Award for Excellence” in Cost Management.

4.5 PIONEERING EFFORTS •

Holds largest share of hydrocarbon acreages in India.

•

It contributes to over 80 per cent of Indian’s oil and gas production.

•

It contributes about one tenth of Indian refining capacity.

•

It created a record of sorts by turning Mangalore Refinery and Petrochemicals Limited around from being a stretcher case for referral to BIFR to the BSE Top 30, within a year.

•

It has interests in LNG and product transportation business.

4.6 COMPETITIVE STRENGTH

Fig •

4.2

All crudes are sweet and most (76%) are light, with sulphur percentage ranging from 0.02-0.10, API gravity range 26°-46° and hence attract a premium in the market.

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Oil and Natural Gas Corporation 200 9 •

Strong intellectual property base, information, knowledge, skills and experience

•

Maximum number of Exploration Licenses, including competitive NELP rounds. ONGC has bagged 85 of the 162 Blocks (more than 50%) awarded in the 6 rounds of bidding, under the New Exploration Licensing Policy (NELP) of the Indian Government.

•

It owns and operates more than 15000 kilometers of pipelines in India, including nearly 3800 kilometers of sub-sea pipelines. No other company in India operated even 50 per cent of this route length.

4.7 STRATEGIC VISION •

For focusing on core business of E&P, ONGC has following Objectives:

•

To double Reserves.

•

To improve average recovery from 28% to 40%.

The focus of management will be to monetize the assets as well as to assetise the money.

4.8 FINANCIALS (2008-2009) •

ONGC posted a net profit of 161.26 million profits despite volatile market and crude prices.

•

Net worth 781 million.

•

Practically zero debt corporate.

Contributed over 280 million to exchequer.

4.9 THE ROAD AHEAD •

New discoveries and fast track development.

•

Equity oil from abroad.

•

Downstream value additions and forward integration.

•

Leveraging state of art technologies and global best practices.

•

New sources of energy.

•

Production from small and marginal field.

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Oil and Natural Gas Corporation 200 9

4.10 ONGC Videsh: Accreting hydrocarbon resources abroad ONGC Videsh Limited (OVL) is a wholly-owned subsidiary of Oil and Natural Gas Corporation Limited (ONGC) - the flagship national oil company of India. The

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Oil and Natural Gas Corporation 200 9 primary business of OVL is to prospect for oil and gas acreages abroad including acquisition of oil and gas fields, exploration, development, production, transportation and export of oil and gas. Incorporated as Hydrocarbons India Private Limited on March 5, 1965 and rechristened as ONGC Videsh Limited on June 15, 1989, OVL, over a period of time has grown to become the second-largest E&P company in India both in terms of oil production and oil and gas reserve holdings. Starting with the exploration and development of the Rostam and Raksh oil fields in Iran and undertaking a service contract in Iraq, a major breakthrough was achieved by OVL in 1992 in Vietnam with the discovery of two major free gas fields, namely LanTay and LanDo, in partnership with British Petroleum and Petro-Vietnam. The success carried on thereafter. In 2001, OVL acquired 20% stake in Sakhalin-1 project in the far east of Russia with an investment of over USD 2.1 billion – the single largest Foreign Direct Investment made by an Indian company at that time. The company, adopting a balanced portfolio approach, maintains a combination of producing, discovered and exploration assets, working as operator in 18 projects and joint operator in 2 projects. OVL produces hydrocarbons from its 7 assets, namely, Russia (Sakhalin-I), Syria (Al-Furat Project), Vietnam (Block 06.1), Colombia (Mansarover Energy Project), Sudan (Greater Nile Oil Project and Block 5A) and Venezuela (San Cristobal Project). Balance 5 projects are in development phase and 25 are in the exploration phase. OVL’s international oil and gas operations produced 8.802 MMT of O+OEG in 2007-08 as against 0.252 MMT of O+OEG in 2002-03. Today, OVL’s cumulative investment overseas has crossed USD 7.5 billion. While OVL participates and operates in varied environments – both political and geographical, it is committed to the highest standards of Occupational Health, Safety and Environment protection and compliance to all applicable local laws and regulations. Understanding well its Corporate Social Responsibility, OVL makes valuable contributions to the communities and economies in which it operates by investing in education and training, improving employment opportunities for nationals, and providing medical, sports and/or agricultural facilities, besides payment of tax revenues to local governments.

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Oil and Natural Gas Corporation 200 9 Some of the leading alliance partners of OVL are BP, CNPC, Ecopetrol, ENI, Exxon, Norsk Hydro, PDVSA, Petrobras, Petronas, Petrovietnam, Repsol, Rosneft, Shell, Sinopec, Total and TPOC.

Fig 4.3 Venezuela Asset

4.11 Mangalore Refinery and Petrochemicals Limited

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Oil and Natural Gas Corporation 200 9 MRPL, located in a beautiful hilly terrain north of Mangalore city, is a State of Art Grassroots Refinery at Mangalore and is a subsidiary of ONGC. The Refinery has got a versatile design with high flexibility to process Crudes of various API and with high degree of Automation. MRPL has a design capacity to process 9.69 million metric tonnes per annum and is the only Refinery in India to have 2 Hydrocrackers producing Premium Diesel (High Cetane). It is also the only Refinery in India to have 2 CCRs producing Unleaded Petrol of High Octane. MRPL has high standards in refining and environment protection matched by its commitments to society. MRPL has also developed a Green Belt around the entire Refinery with plant species specially selected to blend with the local flora.

Fig 4.4 Location of MRPL

5.0 SEGMENTATION OF THE ORGANISATION 2 Amity Global Business School, Noida

Oil and Natural Gas Corporation 200 9

Fig 5.1 Segmentation of the Company

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Oil and Natural Gas Corporation 200 9 6.0 Financial Highlights of the Organisation

Fig 6.1 Net Worth ( Rs Million)

Fig 6.2 Net profit (Rs million)

Fig 6.3 Turnovers (Rs Million)

Fig 6.4 Contribution of Exchequer

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Oil and Natural Gas Corporation 200 9

7.0 THEORY Recruitment refers to the process of screening, and selecting qualified people for a job at an organization or firm, or for a vacancy in a volunteer-based some components of the recruitment process, mid- and large-size organizations and companies often retain professional recruiters or outsource some of the process to recruitment agencies. External recruitment is the process of attracting and selecting employees from outside the organization. The recruitment industry has four main types of agencies: employment agencies, recruitment websites and job search engines, "headhunters" for executive and professional recruitment, and in-house recruitment. The stages in recruitment include sourcing candidates by advertising or other methods, and screening and selecting potential candidates using tests or interviews.

7.1 Agency types The recruitment industry has four main types of agencies. Their recruiters aim to channel candidates into the hiring organizations application process. As a general rule, the agencies are paid by the companies, not the candidates.

7.2 Traditional Agency Also known as employment agencies, recruitment agencies have historically had a physical location. A candidate visits a local branch for a short interview and an assessment before being taken onto the agency’s books. Recruitment consultants then work to match their pool of candidates to their clients' open positions. Suitable candidates are short-listed and put forward for an interview with potential employers on a temporary ("temp") or permanent ("perm") basis.

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Oil and Natural Gas Corporation 200 9 Compensation to agencies take several forms, the most popular: •

A contingency fee paid by the company when a recommended candidate accepts a job with the client company (typically 20%-30% based and calculated of the candidates first-year base salary – though fees as low as 12.5% can be found online), which usually has some form of guarantee (30–90 days standard), should the candidate fail to perform and is terminated within a set period of time (refundable fully or prorated)

•

An advance payment that serves as a retainer, also paid by the company, nonrefundable paid in full depending on outcome and success (eg. 30% up front, 30% in 90 days and the remainder once a search is completed). This form of compensation is generally reserved for high level executive search/headhunters

•

Hourly Compensation for temporary workers and projects. A pre-negotiated hourly fee, in which the agency is paid and pays the applicant as a consultant for services as a third party. Many contracts allow a consultant to transition to a full-time status upon completion of a certain number of hours with or without a conversion fee.

7.3 Headhunters A "headhunter" is industry term for a third-party recruiter who seeks out candidates, often when normal recruitment efforts have failed. Headhunters are generally considered more aggressive than in-house recruiters or may have preexisting industry experience and contacts. They may use advanced sales techniques, such as initially posing as clients to gather employee contacts, as well as visiting candidate offices. They may also purchase expensive lists of names and job titles, but more often will generate their own lists. They may prepare a candidate for the interview, help negotiate the salary, and conduct closure to the search. They are frequently members in good standing of industry trade groups and associations. Headhunters will often attend trade shows and other meetings nationally or even internationally that may be attended by potential candidates and hiring managers. Headhunters are typically small operations that make high margins on candidate placements (sometimes more than 30% of the candidate’s annual compensation). Due to their higher costs, headhunters are usually employed to fill senior management and executive level roles. Headhunters are also used to recruit very specialized individuals;

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Oil and Natural Gas Corporation 200 9 for example, in some fields, such as emerging scientific research areas, there may only be a handful of top-level professionals who are active in the field. In this case, since there are so few qualified candidates, it makes more sense to directly recruit them oneby-one, rather than advertise internationally for candidates. While in-house recruiters tend to attract candidates for specific jobs, headhunters will both attract candidates and actively seek them out as well. To do so, they may network, cultivate relationships with various companies, maintain large databases, purchase company directories or candidate lists, and cold call prospective recruits.

7.4 In-House Recruitment Larger employers tend to undertake their own in-house recruitment, using their human resources department, front-line hiring managers and recruitment personnel who handle targeted functions and populations. In addition to coordinating with the agencies mentioned above, in-house recruiters may advertise job vacancies on their own websites, coordinate internal employee referrals, work with external associations, trade groups and/or focus on campus graduate recruitment. While job postings are common, networking is by far the most significant approach when reaching out to fill positions. Alternatively a large employer may choose to outsource all or some of their recruitment process (recruitment process outsourcing).

7.5 Passive Candidate Research Firms / Sourcing Firms These firms provide competitive passive candidate intelligence to support company's recruiting efforts. Normally they will generate varying degrees of candidate information from those people currently engaged in the position a company is looking to fill. These firms usually charge a per hour fee or by candidate lead. Many times this uncovers names that cannot be found with other methods and will allow internal recruiters the ability to focus their efforts solely on recruiting.

7.6 Process Job Analysis The proper start to a recruitment effort is to perform a job analysis, to document the actual or intended requirement of the job to be performed. This information is

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Oil and Natural Gas Corporation 200 9 captured in a job description and provides the recruitment effort with the boundaries and objectives of the search. Oftentimes a company will have job descriptions that represent a historical collection of tasks performed in the past. These job descriptions need to be reviewed or updated prior to a recruitment effort to reflect present day requirements. Starting recruitment with an accurate job analysis and job description insures the recruitment effort starts off on a proper track for success.

7.7 Sourcing Sourcing involves 1) advertising, a common part of the recruiting process, often encompassing multiple media, such as the Internet, general newspapers, job ad newspapers, professional publications, window advertisements, job centers, and campus graduate recruitment programs; and 2) recruiting research, which is the proactive identification of relevant talent who may not respond to job postings and other recruitment advertising methods done . This initial research for so-called passive prospects, also called name-generation, results in a list of prospects who can then be contacted to solicit interest, obtain a resume/CV, and be screened.

7.8 Screening and selection Suitability for a job is typically assessed by looking for skills, e.g. communication, typing, and computer skills. Qualifications may be shown through résumés, job applications, interviews, educational or professional experience, the testimony of references, or in-house testing, such as for software knowledge, typing skills, numeracy, and literacy, through psychological tests or employment testing. In some countries, employers are legally mandated to provide equal opportunity in hiring. Business management software is used by many recruitment agencies to automate the testing process. Many recruiters and agencies are using an Applicant tracking system to perform many of the filtering tasks, along with software tools for psychometric testing.

7.9 On boarding "On boarding" is a term which describes the introduction or "induction" process. A well-planned introduction helps new employees become fully operational quickly and is often integrated with a new company and environment. On boarding is included in the recruitment process for retention purposes. Many companies have on

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Oil and Natural Gas Corporation 200 9 boarding campaigns in hopes to retain top talent that is new to the company, campaigns may last anywhere from 1 week to 6 months.

7.10 Internet Recruitment / Websites

Fig 7.1 A Recruitment Center

Such sites have two main features: job boards and a résumé/curriculum vitae (CV) database. Job boards allow member companies to post job vacancies. Alternatively, candidates can upload a résumé to be included in searches by member companies. Fees are charged for job postings and access to search resumes. Since the late 1990s, the recruitment website has evolved to encompass end-to-end recruitment. Websites capture candidate details and then pool them in client accessed candidate management interfaces (also online). Key players in this sector provide e-recruitment software and services to organizations of all sizes and within numerous industry sectors, who want to e-enable entirely or partly their recruitment process in order to improve business performance. The online software provided by those who specialize in online recruitment helps organizations attract, test, recruit, employ and retain quality

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Oil and Natural Gas Corporation 200 9 staff with a minimal amount of administration. Online recruitment websites can be very helpful to find candidates that are very actively looking for work and post their resumes online, but they will not attract the "passive" candidates who might respond favorably to an opportunity that is presented to them through other means. Also, some candidates who are actively looking to change jobs are hesitant to put their resumes on the job boards, for fear that their current companies, co-workers, customers or others might see their resumes.

7.11 Job search engines The emergence of meta-search engines, allow job-seekers to search across multiple websites. Some of these new search engines index and list the advertisements of traditional job boards. These sites tend to aim for providing a "one-stop shop" for job-seekers. However, there are many other job search engines which index pages solely from employers' websites, choosing to bypass traditional job boards entirely. These vertical search engines allow job-seekers to find new positions that may not be advertised on traditional job boards, and online recruitment websites.

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8.0 The Selection Process blank check test examination Reception Application Selection Medical Reference Hiring interviews interview Screening Selection decision

Fig 8.1

8.1 Application Review Applications are reviewed to identify applicants meeting the minimum qualifications listed in the job announcement. Applicants who do not meet the minimum qualifications are notified by mail. Applicants who do meet the minimum qualifications proceed to the examination process.

8.2 Examination When filling a vacant position, the State of Colorado requires the use of an examination process to identify the top three candidates. If three or fewer candidates

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Oil and Natural Gas Corporation 200 9 meet the minimum qualifications of the position vacancy, the minimum qualifications are the exam and all of the applicants are referred to the supervisor for interview. However, if more than three applicants meet the minimum qualifications, an examination must be used to determine the top three candidates. The number and types of exams chosen for this process will depend on the job class of the position vacancy and the total number of qualified applicants on the initial list. The top three candidates identified via this examination process will be referred to the supervisor of the position vacancy for interview.

8.3 Supervisor Review and Consideration The supervisor of a position vacancy makes the hiring decision. Typically, supervisors interview each of the candidates on the referral list. However, a supervisor is not required to interview each of the candidates before making a hiring decision. A review of each candidate’s resume and an interview with the candidate who is deemed the best fit for the position is sometimes sufficient to make a hiring decision.

8.4 Job Offer After careful consideration of each candidate, the supervisor makes the final decision. Depending on type of work performed in the position, a job offer may be contingent on the results of a drug test, physical examination and/or criminal background check.

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9.0 Recruitment and selection procedure of ONGC

Fig 9.1 Recruitment Methods

Oil and Natural Gas Corporation carries out its recruitment process in the process as shown in the block diagram as shown in the figure above. The methods involved are: (1) Internal Recruitment. (2) Direct Recruitment. (3) Indirect Recruitment. (4) Third Party.

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Oil and Natural Gas Corporation 200 9 9.1 Internal Recruitment Internal Recruitment involves selecting the deserving candidates to various posts by promotions and transfer job posting. Internal Recruitment is also done on the basis of employee referrals.

9.1.1 Direct Recruitment Direct Recruitment involves conducting the campus recruitment. HR employees Of ONGC are responsible for conducting the recruitment process at the campuses of many Colleges and undertake the selection procedure that involves various tests that are discussed as follows: (a) Aptitude Test; (b) Group Discussion; (c) Personal or Technical Interview.

9.1.1 Indirect Recruitment Under the indirect recruitment, company informs about the vacancies through various advertisements on newspaper, internet etc. The aspirants need to fill the online application form which is available on ONGC’s website i.e. ongcindia.com. After filling the application form the aspirants are issued admit cards as they have to go through series of tests which were discussed above. After the completion of the all the above mentioned steps the final decision on hiring the candidates is taken. Now let us have a look at the eligibility for various posts in the company.

9.1.2 Third Party Recruitment Under third party recruitment, ONGC contact the following: •

Private Employment search firms.

•

Employment Exchange.

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Gate Hiring and Contractors.

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Unsolicited Applicants/ Walk-ins.

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10.0 Eligibility for various posts in Geo-Sciences Computer Programming Report GEO-SCIENCES

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SCHEDULE-I

Oil and Natural Gas Corporation 200 9 2.2

COMPUTER PROGRAMMING General Manager

1.

( Programming ) Deputy General Manager

2.

( Programming ) 3.

3 years as

E-7 2050026500

-

Chief Manager

E-5

( Programming )

1850023900

G.M.

( Programming ) 3

E-6 1950025600

Deputy

-

years as

Chief Manager ( Programming )

-

3 years as Manager ( Programming )

1st class graduate in Computer Engineering or 1st class post graduate in Computer Applications

4.

Manager

E-4

( Programming )

1750022300

Deputy Manager

5.

( Programming ) Senior Programming Officer.

6.

7.

1

Programming Officer

( MCA )/ Computer Science or ‘B’ level diploma as defined by Department of Electronics, GOI . 10 years experience for departmental candidates and 12 years for others in Class-I or equivalent position of which at least 3 years should be in the next lower scale.

-

-

4 years under Quantification as Programming Officer.

E-2 1375018700

E-1 12000-

( Programming ).

4 years for Merit and 5 years under Quantification as Senior Programming Officer.

E-3 1600020800

3 years for Merit or 4 years under Quantification as Deputy Manager

1st class graduate degree in Computer Engineering or 1st class post graduate in Computer Applications ( MCA )/ Computer

SCF criteria Qual.

No. of Years of

Experience as Assistant Programming

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Oil and Natural Gas Corporation 200 9 Table 10.1 Eligibility Criteria

Eligibility for Engineering Posts Marine Services

2

Oil and Natural Gas Corporation 200 9

Master Marine (Foreign Going )

E-6

1.

E-5

2.

Senior Chief Officer (Foreign Going )

3.

Port Captain

1750022300

E-3

4.

Chief Officer (Foreign Going )

E-2

5.

Second Officer (Foreign Going )

Third Officer (Foreign Going )

7.

Chief Engineer

1

3 years as Port Captain.

1850023900

E-4

6.

3 years as Senior Chief Officer (Foreign Going )

1950025600

Ministry of Transport Foreign Going Master’s Certificate with 5 years experience as Chief Officer on a Foreign Going Vessel. Should be conversant with Customs, Ports, MMD Rule and Regulations or equivalent qualifications and experience in Indian Navy.

4 years for merit / 5 years for Quantification as Second Officer (Foreign Going ).

1600020,800

4 years for Quantification as Third Officer (Foreign Going ).

1375018700

E-1 1200017500

E-5 18500-

3 years for merit / 4 years for Quantification as Chief Officer (Foreign Going ).

Ministry of Transport Certificate of Second Mate with 1 year experience on a Foreign Going Vessel or equivalent qualifications and experience in Indian Navy.

3 years as Senior Second Engineer

Oil and Natural Gas Corporation 200 9 Table 10.2 Eligibility Criteria

Drilling Services

2

Oil and Natural Gas Corporation 200 9

1.

General Manager ( Drilling )

2.

3.

E-6

Chief Engineer

E-5

Suptdg. Engineer ( Drilling )

5.

Deputy Suptdg. Engineer

-

2050026500

Deputy General Manager( Dri lling )

( Drilling ) 4.

E-7

Deputy G.M. ( Drilling ) -

3 years as C.E. ( Drilling )

-

3 years as

1950025600

1850023900 E-4 1750022300

E-3

S.E.( Drilling )/ ( Cementing ) 1st class graduate in Mechanical/ Petroleum Engineering. 10 years experience for departmental candidates and 12 years for others in Class-I or equivalent position of which at least 3 years should be in the next lower scale.

3 years for Merit or 4 years under Quantification as

-

4 years for Merit and 5 years under Quantification as E.E. ( Drilling )

-

4 years under Quantification as A.E.E. ( Drilling )

1st class graduate degree in Mechanical/ Petroleum Engineering.

SCF criteria

1600020800

( Drilling ) 6.

Executive Engineer ( Drilling )

7.

Assistant Executive Engineer ( Drilling )

1

E-2 1375018700 E-1 1200017500

3 years as

Physical standard requirements as given

Deputy S.E. ( Drilling )

Qual. No. of Years of Experience as AE(Drill.) Q-1 Yrs

2

Q-2

4

Oil and Natural Gas Corporation 200 9 Table 10.3 Eligibility Criteria

Eligibility Criteria for Other posts

GEO-SCIENCES

1

SCHEDULE-I

Oil and Natural Gas Corporation 200 9 GEOPHYSICS ( SURFACE ) General Manager 1.

2.

3.

4.

2050026500

Deputy General Manager

1950025600

( Geophysics Surface)

1850023900

Suptdg. Geophysicist

E-4 1750022300

Deputy Suptdg. Geophysicist

Senior Geophysicist ( Surface )

-

Chief Geophysicist ( Surface )

-

3 years as Suptdg. Geophysicist ( Surface )

1st class postgraduate in Geophysics/ Physics with Electronics. 10 years experience for departmental candidates and 12 years for others in Class-I or equivalent position of which at least 3 years should be in the next lower scale.

-

3 years for Merit or 4 years under Quantification as Deputy Suptdg. Geophysicist ( Surface ).

4 years for Merit and 5 years under Quantification as Senior Geophysicist ( Surface ).

E-2 1375018700

G.M.

3 years as

E-3 1600020800

Deputy

( Geophysics )

E-5

Chief Geophysicist ( Surface )

( Surface )

6.

-

E-6

( Surface )

5.

3 years as

E-7

( GeophysicsSurface )

-

4 years under Quantification as Geophysicist ( Surface ).

SCF criteria

7.

Geophysicist ( Surface )

E-1 1200017500

1st class postgraduate degree in Geophysics or Physics, with Electronics.

Qual.

No. of Years of

Experience as Assistant Geophysicist (S) Q-1

2 Yrs

1 Amity Global Business School, Noida

Oil and Natural Gas Corporation 200 9 Table 10.4 Eligibility Criteria

1 Amity Global Business School, Noida

Oil and Natural Gas Corporation 200 9

2 Amity Global Business School, Noida

Oil and Natural Gas Corporation 200 9 FINANCE & ACCOUNTS 1.

2.

General Manager

E-7

( Finance & Accounts )

2050026500

Deputy General Manager

E-6

( Finance & Accounts ) 3.

4.

5.

6.

7.

-

Deputy

E-5

( Finance & Accounts )

1850023900

Manager

E-4

( Finance & Accounts )

1750022300

Deputy Manager

E-3

( Finance & Accounts )

1600020800

Senior Finance & Accounts Officer

E-2

Finance & Accounts Officer

E-1

-

3

Years as

Chief Manager (F&A)

-

3 years as Manager (F&A)

Graduate degree with ICWA/CA or 1st class MBA with specialization in Finance. 10 years experience for departmental candidates and 12 years for others in Class-I or equivalent position of which at least 3 years should be in the next lower scale.

3 years for Merit and 4 years under Quantification as Deputy Manager

-

4 years for Merit and 5 years under Quantification as Senior Finance & Accounts Officer.

-

4 years under Quantification as Finance & Accounts Officer.

Graduate degree with ICWA/CA or 1st class MBA with specialization in Finance.

SCF criteria

1375018700

1200017500

G.M.

(F&A)

1950025600

Chief Manager

3 years as

( F&A ).

Qual.

No. of Years of

Experience as Assistant F&A Officer

1

Q-1

2 Yrs

Amity Global Business School, Noida

Oil and Natural Gas Corporation 200 9 Table 10.5 Eligibility Criteria

OTHER SERVICES 3.15

FIRE SERVICES General Manager

1.

( Fire Services ) Deputy General Manager

2.

( Fire Services ) 3.

4.

5.

SCHEDULE-I

2050026500

1950025600 E-5

( Fire Services )

1850023900

Manager

E-4

( Fire Services )

1750022300

Deputy Manager

E-3

6.

Senior Fire Officer

7.

Fire Officer

-

Deputy

G.M.

( Fire Services ) 3

E-6

Chief Manager

( Fire Services )

3 years as

E-7

-

years as

Chief Manager ( Fire Services )

1st class graduate degree in Fire Engineering. 10 years experience for departmental candidates and 12 years for others in Class-I or equivalent position of which at least 3 years should be in the next lower scale.

3 years as Manager ( Fire Services )

3 years for Merit and 4 years under Quantification as Deputy Manager ( Fire Services ).

-

4 years for Merit and 5 years under Quantification as Senior Fire Officer.

1375018700

-

4 years under Quantification as Fire Officer.

E-1

1st class graduate degree in Fire Engineering.

1600020800 E-2

1200017500

SCF criteria Qual.

No. of Years of

Experience as Assistant Fire Officer

1

Q-1

2 Yrs

Q-2

4 Yrs

Oil and Natural Gas Corporation 200 9 Q-3

6 Yrs

Below Q-3 7 Yrs 4

Assistant Fire Officer

8.

E-0 1075016750

-

years as Senior Fire Inspector or 6 years as Fire Inspector Grade I for Q1/Q2 qualification holders and those Q3 who opt and qualify the test.

Graduate with relevant experience/ One year Diploma from National Fire Services College or equivalent

Senior Fire Inspector

9.

Open Ended 7000

Physical standards :Minimum height – 171.6 cms. ( for tribes/ hillman – 166.4 cms. ) Chest- 83 cms. with expansion of 5 cms. Physical Efficiency Test Apply.

Chief Inspector

10.

( Fire)

Deputy Chief Inspector

11.

( Fire)

S-IV Open Ended

-

15200

S-III Open Ended

-

13070

5 years for Q3 & higher qualification holders and 6 years for below Q-3 qualified as Deputy Chief Inspector (Fire) 5 years for Q3 & higher qualification holders and 6 years for below Q-3 qualified Sr. Assistant Chief Inspector ( Fire)

Sr. Assistant Chief Inspector (Fire)

12.

S-II Open Ended 11400

-

5 years for Q3 & higher qualification holders and 6 years for below Q-3 qualified as Assistant Chief Inspector ( Fire)

1 Amity Global Business School, Noida

Oil and Natural Gas Corporation 200 9 Assistant Chief Inspector

13.

( Fire)

S-I Open Ended

-

6

years as

Fire Inspector Grade I

10220 A-IV

Fire Inspector Grade I

14.

Open Ended

-

6

years as Fire Inspector Grade II

6500 A-III Fire Inspector Grade II

15.

Open Ended

-

6 years as Fire Supervisor

-

3 years as Junior Fire Supervisor

5800 A-II Fire Supervisor

16.

Open Ended 5100

Intermediate with 6 months' experience in fire services with minimum physical standards :Junior Fire Supervisor

17.

A-I

Height- 171.6 cms.

Open Ended

( for tribes/ hillman- 166.4 cms. )

4700

Chest- 83 cms with expansion of 5 cms. Driving License for Heavy Vehicles essential. Test Apply.

W-VII 18.

Chief Fireman

Open Ended

-

6 years for qualified and 7 years for under qualified as Deputy Chief Fireman

-

6 years for qualified and 7 years for under qualified as Senior Fireman

-

6 years as Fireman Grade I

-

6 years as Fireman

10220 W-VI Deputy Chief Fireman

19.

Open Ended 6500 W-V

Senior Fireman

20.

Open Ended 5800

21.

Fireman

W-IV

1 Amity Global Business School, Noida

Oil and Natural Gas Corporation 200 9

Grade I

Open Ended

Grade II

5100 W-III Fireman Grade II

22.

Open Ended

-

6 years as Fireman Grade III

-

3 years as Junior Fireman

4700 W-II Fireman Grade III

23.

Open Ended 4500

Matriculate with Fireman’s training of three months' duration. physical standards :24.

Junior Fireman

•

W-I

Height- 171.6 cms.

Open Ended

( for tribes/ Hillman166.4 cms. )

4300

Chest- 83 cms with expansion of 5 cms. Driving License for Heavy Vehicles essential. Physical Efficiency Test Apply.

Physical requirements: (Minimum):

Height 170 cms., Weight 60 Kgs., Chest 85 Cms. (Unexpanded) with a minimum expansion of 6 Cms on full inspiration). For candidates from Hill areas/ Tribes: Height 167 cms., Weight 58 Kgs., Chest 81 Cms. (Unexpanded) with a minimum expansion of 6 Cms on full inspiration). Vision: 6X6 without glasses without any history of night/colour blindness etc.

Table 10.6 Eligibility Criteria

1

Oil and Natural Gas Corporation 200 9 GEOLOGY

1.

2.

General Manager ( Geology )

Deputy General Manager ( Geology )

3 years as

E-7 2050026500

-

-

E-5 3.

Chief Geologist

1850023900

E-4 4.

Suptdg. Geologist

5.

Deputy Suptdg. Geologist

6.

Senior Geologist

1750022300

-

1st class postgraduate in Geology. 10 years experience for departmental candidates and 12 years for others in Class-I or equivalent position of which at least 3 years should be in the next lower scale.

E-3 1600020800

-

E-2 1375018700

G.M.

( Geology )

E-6 1950025600

Deputy

-

3

years as

Chief Geologist

3 years as Suptdg. Geologist

3 years for Merit or 4 years under Quantification as Deputy Suptdg. Geologist.

4 years for Merit and 5 years under Quantification as Senior Geologist.

4 years under Quantification as Geologist.

SCF criteria Qual.

1 Amity Global Business School, Noida

No. of

Oil and Natural Gas Corporation 200 9 Table 10.7 Eligibility criteria

3.1

ECONOMICS & STATISTICS

1.

2.

3.

Chief Manager

E-5

( Economics & Statistics )

1850023900

Manager

E-4

( Economics & Statistics )

1750022300

Deputy Manager

E-3

( Economics & Statistics )

1600020800

Senior Economist & Statistician

4.

-

-

(E&S) 3 years for Merit or 4 years under Quantification as Deputy Manager (E&S)

-

4 years for Merit and 5 years under Quantification as Senior Economist & Statistician.

-

4 years under Quantification as Economist & Statistician.

E-2 1375018700

3 years as Manager

SCF criteria Qual. E-1

Economist & Statistician

5.

1200017500

As per R&P Regs. ‘80 ‘Post Graduate degree in Economics with Statistics’

E-0 6.

7.

Assistant Economist & Statistician

1075016750

-

Senior Technical Assistant

Open Ended

Post graduate in Economics

No. of Years of

Experience as Assistant Economist and Statistician Q-1

2 Yrs

Q-2

4 Yrs

4 years as Senior Technical Assistant ( E & S ). -

1 Amity Global Business School, Noida

No induction w.e.f. 1.1.97 as per O.M. No. 25(1)/97RP-I dated 14.3.97 under clause 7.1

Oil and Natural Gas Corporation 200 9 ( Economics & Statistics )

7000

with Statistics.

Table 10.8 Eligibility Criteria

11.0 EMPERICAL RESEARCH For conducting an empirical research I have conducted an interview of Mr. O.P Choudhary who works at ONGC as Chief Chemist in Sub-Surface Specialist pool. He has been working for this organisation for past 25years and has a plenty of knowledge and experience as he was posted in various departments at different places during his stint until now in this company. The interview draft given below gives the idea of the information gathered during this interview.

11.1 INTERVIEW DRAFT

1 Amity Global Business School, Noida

Oil and Natural Gas Corporation 200 9

Company: Oil and Natural Gas Corporation Limited. Interviewee: Shri O.P Choudhary (HR Manager).

Date: 30/09/09. •

Can you tell us shortly about your organization?

•

What kind of position do you have in your company? What tasks do you perform?

•

What are your working hours?

•

How long have you been working for…. (The ONGC)?

•

How do you feel about your job?

•

Can you influence your work/ company decisions?

•

What is beneficial with your job? What are your benefits? (If there are any)

•

What role do they play in your life?

•

Can you tell us something about the recruitment and selection process followed in your Company?

•

What are steps undertaken by the company before conducting a recruitment and selection process?

•

What are the eligibility for various posts in the company?

12.0 SWOT ANALYSIS Strengths: •

Oil and Natural Gas Corporation is perceived as a leader in oil production industry.

•

ONGC has a very efficient and professional management system.

•

ONGC being an international company has sufficient resources and funds to invest.

•

ONGC has ISO-9001 and ISO- 14001 registration.

2 Amity Global Business School, Noida

Oil and Natural Gas Corporation 200 9 Weaknesses: •

ONGC is finding difficulties in producing oil from ageing wells.

Opportunities: •

Efficient energy utilization of buried coal reserve (700-1700M), estimated 63BT- Equivalent to 15000BCM.

•

Upgradation of the existing reservoirs.

Weaknesses: •

Security of personnel and property especially crude oil remains a major concern in certain areas.

•

In some exploration Campaigns Company uses high technology, high investment at very high risk.

Conclusion: After studying the details of ONGC LTD I reached at conclusion that ONGC has achieved its entire goal with its idea and unique idea. ONGC has good manpower and provides good facilities to its employees. The majority of company’s profitability ratios shows upward trend. The performance of the company can be considered as considered as satisfactory. As per my opinion ONGC has a wide scope to develop in future.

1 Amity Global Business School, Noida

Oil and Natural Gas Corporation 200 9

13.0 FINDINGS AND ANALYSIS  Number of Employees satisfied with their job

Fig 13.1 No. of Employees Satisfied with their job

3 Amity Global Business School, Noida

Oil and Natural Gas Corporation 200 9

 Number of Employees satisfied .

Fig 13.2 No. of Employees satisfied with the recruitment process

Number of Employees reported Biasing and Politics



Fig 13.3 No. of Employees reporting biases and politics

RECOMMENDATIONS •

The Human Resource department of the Company needs to come up with policies and strategies so as to inculcate faith and feeling of satisfaction.

3 Amity Global Business School, Noida

Oil and Natural Gas Corporation 200 9 •

The concerned department should take the requisite steps to eradicate biasing and politics involved in the recruitment process.

•

The Human Resource department needs work out a detailed plan or policy to make internal job transfer system more efficient.

BIBILOGRAPHY Books Referred

1 Amity Global Business School, Noida

Oil and Natural Gas Corporation 200 9 •

ONGC’s Annual Report 2008-09

•

Some sample reports.

Online References: •

Intranet portal only for ONGC employees.

•

www.ongcindia.com

APPENDIX Financial and Operational Highlights Financial Highlights

1 Amity Global Business School, Noida

Oil and Natural Gas Corporation 200 9

Operational Highlights

1 Amity Global Business School, Noida

Oil and Natural Gas Corporation 200 9

1 Amity Global Business School, Noida

Oil and Natural Gas Corporation 200 9 Board of Directors

1 Amity Global Business School, Noida

Oil and Natural Gas Corporation 200 9

1 Amity Global Business School, Noida

Oil and Natural Gas Corporation 200 9

3 Amity Global Business School, Noida