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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.

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 ministry of natural resources and scientific research. The department was constituted with a nucleus of geoscientists from the geological survey of India. A delegation under the leadership of Mr. K.D Malviya, the minister of natural resources, visited several European countries to study the status of oil industry in those countries and to facilitate the training of Indian professionals for exploring potential oil and gas reserves. 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 and drilling operations to be carried out in the 2nd five year plan (1956-57 to 1960-61).

In April 1956, the government of India adopted the industrial policy resolution, which placed mineral oil industry among the schedule ‘A’

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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.

After the conversion of business of the erstwhile oil &natural gas commission to that of Oil & Natural Gas Corporation Ltd. 1993, the government disinvested 2 percent of its share through competitive bidding. Subsequently, ONGC expanded its equity by another 2 percent by offering shares to its employees.

During March 1999, ONGC, Indian oil corporation (IOC) - a downstream giant and Gas Authority of India ltd. (GAIL) – the only

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.

In the year 2002-03, after taking A V Birla Group, ONGC diversified into the downstream sector. ONGC has also entered the global field through its subsidiary; ONGC Videsh Ltd. ONGC has made major investment in Vietnam, Sakhalin and Sudan and earned its first hydrocarbon revenue from its investment in Vietnam.

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MANAGEMENT TEAM

Mr. R.S SHARMA CHAIRMAN & MD. Dr. A.K BALYAN DIRECTOR(HR) Mr. A.K HAZARIKA DIRECTOR (onshore) Mr. N.K MITRA DIRECTOR (offshore) Mr. D.K PANDEY DIRECTOR (exploration) Mr. U.N BOSE DIRECTOR(technology ) Mr. D.K SARAF DIRECTOR (finance) Mr. S SUNDARESHAN DIRECTOR Mr. SINDHUSHREE KHULLAR DIRECTOR Dr. R.K PACHAURI DIRECTOR Mr. P.K CHOUDHURY DIRECTOR Mr. V. P SINGH DIRECTOR Dr. BAKUL H DHOLLAKIA DIRECTOR

DIRECTORS : SPECIAL INVITEES TO THE BOARD.

Mr. R.S BUTOLA : MD (ONGC VIDESH LTD.) Mr. M.R PASRIJA : MD (OIL INDIA LTD). Mr. A.R JAIN : DIRECTOR Mr. A.M UPLENHWAR : DIRECTOR.

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OIL & NATURAL GAS CORPORATION LTD.

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.

Imbibe high standards of business ethics and organization values.

Abiding commitment to health, safety and environment to enrich quality of community life.

Foster a culture of trust, openness and mutual concern to make working a stimulating & challenging experience for our people.

Strive for customer delight through quality products and services.

INDUSTRY SCENARIO.

In a world where efficiency power bottom lines, reliability becomes the key driver for productivity and performance. Consistent reliability can be achieved only through a focused approach and proficient implementation of world class practices.

O.N.G.C ltd is one of the leading companies of the world, which exploits oil & gas from the lap of the earth.

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 9th 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.

REPRESENTS INDIAS’S ENERGY SECURITY.

ONGC has single handedly scripted India’s hydrocarbon saga by:

Establishing 6.42 billion tones of in place hydrocarbon reserves with more than 300 discoveries of oil and natural gas; in fact, 6out of 7producing basins have been discovered by ONGC: out of these in place hydrocarbons in domestic acreages, ultimate reserves are 2.29 billion metric tones (BMT) of oil plus oil equivalent gas (O+ OEG).

Cumulatively producing 762.3 million metric tones (MMT) of crude and 440.7 billion cubic meters (BCM) of natural gas, from 115 fields.

PIONEERING EFFORTS.

ONGC is the only fully- integrated petroleum company in India, operating along the entire hydrocarbon value chain:

Holds largest share of hydrocarbon acreages in India. Contributes over 78 percent of India’s oil and gas production. About one tenth of Indian refining capacity.

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Created a record of sorts by turning Mangalore refinery and petrochemicals ltd. around from being stretcher case for referral to BIFR to the BSE top 30, within a year.

Interests in LNG and product transportation business.

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.

STRATEIGC VISION: 2001- 2020

To focus on core business of E&P, ONGC has set strategic objectives of:

Doubling reserves (i.e. accreting 6 billion tones of O+OEG). Improving average recovery from 28 percent to 40 percent. Tie up 20MMTPA of equity hydrocarbon from abroad.

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

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HUMAN RESOURCE DEPARTMENT

It consists of four sections

Personnel Administration Industrial relation Human resource development.

PERSONNEL:

It deals with personal problem like :

Opening of bank accounts Dealing with attendance. Giving salary. Dealing with ESI and PF. Contact with union Maintaining records of different license like P.F., labors license.

ADMINISTATION:

It is the sensitive department among the human resource and does the following works:

Manage the thing according to the rules. Colony, canteen administration House keeping. Security and transport Labor colony. Gardening and dairy.

HUMAN RESOURCE DEVELOPMENT:

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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:

This department gives letter to the departments. The departments gives reply of this letter and give the profile or

eligibility of the candidate they want. Then the HR department shows the letter to the VPHR. Then with the permission of VPHR this department recruits the

candidate in the following ways.

Through advertisement in newspaper Through resources through references Attain candidates.

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 VISION, MISSIOM & OBJECTIVE:

HR VISION:

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

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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TRAINING AND DEVELOPMENT

INTRODUCTION:

Training is defined as “the act of increasing the knowledge and skills of an employee for doing a particular job.” Training implies activities that teach employees how to perform their present jobs better. It is the training that prepares people to perform their present jobs better. In short, training prepares people to perform their present more efficiently. Training teaches employees required skills, knowledge or attitude and helps them in improving their performance by improving new skills, new techniques of doing the work and by improving their work habits.

Development of employees refers to those activities that prepare them for future jobs or position. Development represents all those activities or programs of teaching skills, knowledge or attitudes that increase employee’s potential and prepare them for future positions. The distinction between training & developments is very thin. Whereas training prepares employees for performing present jobs, development prepares employees for future assignments.

Training is a short term process utilizing a systematic and organized procedure by which non- managerial personnel acquire technical knowledge and skills for a definite purpose.

Development is a long term educational process utilizing a systematic and organized procedure by which managerial personnel procedure get conceptual and theoretical knowledge or skill in operation, but to philosophical and theoretical educational concepts.

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“Training is the systematic modification of behavior through learning which occurs as result of education, instruction, development and planned experience”.

(Michael Armstrong)

“Training is the act of increasing the knowledge and skills of an employee for doing a particular job.”

(Flippo)

NEED AND IMPORTANCE OF TRAINING:

Heightens morale. Reduces supervision. Reduces labor problems. Minimum accident and wastage. Increases productivity. Increases organizational stability and flexibility. Fulfills manpower needs Benefits to employee’s obsolescence prevention. Learning time reduction.

TRAINING METHODS:

Method of training that are generally used to impart training are categorized as:

1) ON THE JOB TRAINING2) OFF THE JOB TRAINING.

ON THE JOB TRAINING:

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Numerous training methods can be used while the man is engaged in the process of productive work. On the job training methods are suitable for all levees of personnel. Various methods of on the job training are as follows:

a) Experience.b) Coaching.c) Understudy.d) Job rotation.e) Apprenticeship.f) Job instruction.g) Training centre trainingh) Vestibule training.i) Simulation Internship training.

OFF THE JOB TRAINING:

Under this training methods location of the training may be classroom or outside the place.

These methods are:

a) Lecturesb) Case studyc) Seminar or group discussiond) Brainstorminge) Role playingf) Self studyg) Sensitivity trainingh) Programmed instruction.

IMPORTANCE OF TRAINING AND DEVELOPMENT

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BENEFIT TO THE ORGANITION:

i. Leads to improved profitability & more positive attitudes towards profit orientation.

ii. Improves the job knowledge and skills at levels of the organization.iii. Improves the moral of the work force.iv. Help people identify with organizational goals Fosters authenticity,

openness and trust.v. Improve relationship between boss and subordinate.

vi. Helps prepare guidelines for work.vii. Reduces outside consulting cost by utilizing competent internal

consultation helps employees to adjust to change.viii. Learns from the trainee.

BENEFITS TO THE INDIVIDUAL

i. Helps the individual in making better decisions and effective problem solving.

ii. Aids in encouraging and achieving self development & self confidence.iii. Increases job satisfaction and recognition.iv. Develops a sense of growth in learning.v. Helps eliminate fear in attempting new task

vi. Satisfy personal needs of the trainer and trainee.

TRAINING AND DEVELOPMENT IN O.N.G.C

OBJECTIVE:

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The objectives of training and development areas follow:

To develop entrepreneurship and expertise par excellence through training.

To prepare executives to meet the strategic business goals in the fast changing

Environment To create a learning environment in order to achieve a competitive edge through leveraging human resource To develop training tools and techniques to facillate effective learning. To organize interactive workshops in upstream industry areas To inculcate quality consciousness To promote IT as an instruments of organizational transformation To cultivate creative and innovative thinking. Developing multicraft skill Preparing executives for career advancement.

ONGC TRAINING INSTITUTE:

GEOPIC Geodata Processing and Interpretation Center

KDMIPE Keshav Dev Malviya Institute of Petroleum Exploration

IDT Institute of Drilling Technology

IEOT Institute of Engineering and Ocean Technology

IMD Instate of Management Development

INBIGS Institute of Biotechnology & Geotectonic Studies

IOGPT Institute of Oil & Gas Production Technology

IPSHEM Institute of Petroleum Safety, Health & Environment Management

IRS Institute of Reservoir Studies

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REGIONAL TRAINING INSTITUTE:

Regional training institute, Vadodra Regional training institute, Chennai Regional training institute, Mumbai Regional training institute, Assam Regional training institute, Rajahmundry. Setting up of the institute of management development is a visible initiative of the company towards development of the human resource to achieve the goals and objectives of the organization.

In this pursuit, the institute of management development is acting as interface and stimulant between the company as a whole and its work force to keep them abreast with the latest technology. The institute is conducting training programs for different levels of executives in order to fill the gap between the practicing technology and state of art technology. The technology needs and improvisation, the present and future objectives and strategies as well as individual aspirations for achieving professional and managerial excellence are identified and a fruitful extensive interaction is made with the R&D institute and operating regions of the organization.

FUNCTION OF TRAINING INSTITUTE:

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Functions of training institute are as follow:

1. To survey existing work force to identify future training requirements.2. To prepare career linked training plans for officers keeping in view the job

rotation.3. To prepare the annual training calendar for the company and asset/ basins

chief of services / directors. With respects to the requirements.4. Toprepare common training syllabus for programs to be conducted by IMD in

association with RTIs and R& d institutes.5. To conducts induction training and training for officers risen from ranks.6. To conduct orientation programs for Goe scientist and engineers in emerging

technologies in emerging with R& D institutes.7. To develop SC/ST and women personnel through special programs.8. To coordinate training abroad.

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RESEARCH & METHODOLOGY

1) RESEARCH : Research means gathering and identifying information. There are different types of research methods such as

i. Laboratory researchii. Telephone survey.

iii. Personal interview

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iv. Questionnairev. Random survey etc.

To justify my training & report I used questionnaire survey& personal interview.

2) METHODS: In statistics there are different methods for evolution such as:

i. Chart methodii. Co- relation regrration method

iii. Time seriesiv. Index number etc.

I had used chart method for evolution of effectiveness of training.

Sample size:

For conducting the survey I 100 as a ample size. I think which is appropriate.

I hope the research & method I had used to justifying my report is

appreciated by readers.

4.1 RESEARCH PROCESS

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There are nine stages in research process they are as under:

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IDENTIFY PROBLEM


I. IDENTIFY PROBLEM

It is the first and most important stage for conducting research

properly formulated problem is half solution of research process. Here I am

just collecting information to discover employee about problem, incentive, to

moral, analysis performance.

II. CHOICE OF RESEARCH DESIGN

Research design is helpful to specify the method and procedures for

conducting a particular study.

I have chosen the descriptive research design out of three design

because it is based on the primary data. It focuses on the discovery of new

ideas and helpful to achieving objectives of study.

III. DETERMININIG SOURCES OF DATA

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In this stage first decided that to collect the data from primary sources

or secondary sources.

I am going to conduct research. So, I have to select primary sources to

get collected data.

IV. DECIDING DATA COLLECTION FORMS

There are two method of deciding data collection forms are as under

(a) Observational method

(b) Survey method

Here I have decided to conduct the survey and kind of survey is

personal. To collect the detailed information I have chosen personal survey

for this formulation of questionnaire is must.

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V. DETERMINING SAMPLING DESIGN AND SAMPLING SIZE

In this stage researches have to carry out field survey therefore he has

to decide whether it is to be census or sample survey

I have used tow or three methods of probability. I have used random

sampling, convenient sampling and area sampling.

VI. ORGANIZING AND CONDUCTING FIELD SURVEY

To conduct field survey I have used interviewing of field survey. It is

most difficult task because respondents are generally heisted in giving

information. But it is also initiative and intelligence.

VII. PROCESSING AND ANALYSING THE COLLECTED DATA

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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.

VIII. PREPARING PESEARCH PROCESS

After data has been tabulated, interpreted and on analyzed it is

required to prepare a report.

IX. CONCLUSION

These are the steps, which we required to follow while conducting

research study procedure in my study and preparation of these report an at

least I have interpret all the all the question rest of the products. I also have

given my findings and limitations for each question and suggestion too.

4.2 RESEARCH OBJECTIVES

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To make compensation plans more scientific and rational.

To help in the proper placement of the workers after the completion of

their training and probation.

To identify the need and areas for further training of the employees.

To reduce the grievances among the employees.

To improve the job performance and identify their potentialities for

other work.

To assist in determination of promotion and transfer policies

4.3 SOURCES OF COLLECTING DATA

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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.

Statistical investigation requires systematic collection of data, so that

all relevant groups are represented in the data. To determine the potential

market for a new product, for example, the researcher might study 500

consumers in a certain geographical area. It must be ascertained that the

group contains people representing variable such as income level, race,

education and neighborhood.

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.

We have used primary data in our research.

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Primary data sources; Questionnaire

Primary data is one which is collected by the investigator himself for

the purpose of specific inquiry or study. Such data is original in a character

and is generated by surveys conducted by individuals or research institutions.

Secondary data source: company web-site

4.4 SAMPLING METHOD

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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.

I have used non probability – judgment sampling. (Judgment: firms

employees)

Judgment sampling is one of the most commonly used sampling

methods in marketing research study. Here the sample is selected on the

basics on certain basic parameter such as age, sex, income, and occupation

that describes the nature of population so as to make it representative of the

population.

The investigator or field workers are instructed to choose the sample

that confirms to this parameter. The field workers are assigned the quota of

the number of units satisfying the required characteristics on which data

should be collected.

However, before collecting data on these units the investigator are

supposed to verify the unit qualify this characteristics.

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4.5 SAMPLING TECHNIQUE

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Sampling plays a vital role in carrying out any marketing research

study. There would be hardly any marketing research study, which does not

involve the use of sampling backbone of marketing research. A company

selling particular brand of toothpaste and interested in knowing what portion

of household in Delhi use its brand would involve the selection of sample of

household.

A market potential study aiming at finding the number, distribution

and socio – economic characteristics of potential customers of a product

would define definitely involve the selection of some kind of sample. A

company interested in introducing a new style of packaging for its product

would be interested in knowing the reaction of its customers – a study of

which would require the selection of some type of sample.

THE SAMPLING PROCEDURE

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We now turn to the sampling process. It is the procedure required

right from the defining the population to the actual selection of sample

elements. There are seven steps involved in this process.

SAMPLING SIZE

Here ,I am survey only 100 employees

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EVALUTING TRAINING EFFECTIVENESS

While evaluating training effectiveness one question arise in the mind of the reader that why we measure training effectiveness? The answer of this question is given below:

Why measure training effectiveness?

Measuring the effectiveness of training programs consumes valuable time and resource. As we know all too well, these things are in short supply in organization today.

Many training programs fail to deliver the expected organizational benefits. Having a well structured measuring system in place can help you determine where the problem lies. On a positive note, being able to demonstrate a real and significant benefit to your organization from the training you provide can help you gain more resources from important decision makers.

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.

The evolution is based on four levels of Kirkpatrick’s model essentially measure as under:

REACTION: what they thought & felt about training. LEARING: the resulting increase in knowledge or capability BEHAVIOUR: extent of behavior and capability improvement. RESULT: the effect on the business.

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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Do you think training is necessary for the growth and development of the organization as well as employees too?

Strongly agree 50%

Agree 45%Disagree 05%Strongly disagree 0%

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Strongly agreeAgreedisagreestronglydisagree


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.

Does training create opportunity for you?Strongly agree 20%

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Agree 70%

Disagree 8%

Strongly disagree 2%

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.

Senior management takes interest and spends time with the new staff during induction training.

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Chart Title

strongly agree

agree

disagree

strongly disagree


Strongly agree 25%Agree 20%Disagree 40%Strongly disagree 15

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.

The training is periodically evaluated and improved.

Strongly agree 10%Agree 05%

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Chart Title

strongly agree

agree

disagree

stongly disagree


Disagree 40%Strongly disagree 45%

Conclusion:

From the above pie chart we are getting that 85% of employees are disagree and only 15% of employees are agree evolution of training is necessary for the growth of the organization so training should be evaluated.

Human relation competencies are adequately developed in your organization through training in human skill.Strongly agree 50%Agree 45%Disagree 05%Strongly disagree 0%

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Chart Title

strongly agreeagreedisagreestongly 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.

Employees are sponsored fore the training programs take the training seriously.

Strongly agree 55%Agree 45%Disagree 0%Strongly disagree 0%

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Chart Title

strongly agreeagreedisagreestongly disagree

Chart Title

strongly agree

agree

disagree

stongly disagree


Conclusion:

From the above pie chart we conclude that100% of employees agree that trainees takes training seriously it is beneficial for the organization.

Employees nominated for the training go with a clear understanding of the skills and knowledge they are expected to acquire from the training.


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Chart Title

strongly agree

agree

disagree

stongly disagree

Chart Title

strongly agree

agree

disagree

stongly disagree


Conclusion:

From the above chart we get to know that 90% of employees are agree & 10% of employees are not agree from that maximum employees are nominated for the training go with a clear understanding of the skills and knowledge they are expected to acquire from the training.

Training improves the productivity and quality of work.Strongly agree 55%Agree 45%Disagree 0%Strongly agree 0%

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Chart Title

strongly agree

agree

disagree

stongly disagree

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.

Do you agree that training is a sheer wastage of time &money compared to what is expected off by the company?


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Chart Title

strongly agree

agree

disagree

strongly disagree

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.

The HR department conducts briefing and debriefing session for employees sponsored for training.Strongly agree 10%Agree 20%Disagree 60%Strongly disagree 10%

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Chart Title

strongly agree

agree

disagree

strongly disagree

Chart Title

strongly agree

agree

disagree

strongly disagree

a


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.

In company programs are handled by competent faculty. Strongly agree 40%Agree 60%Disagree 0%Strongly disagree 0%

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Chart Title

strongly agree

agree

disagree

strongly disagree

a


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.

Line managers utilize & benefit from the training programs.

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Chart Title

strongly agreeagreedisagreestrongly disagree

a



Conclusion:

The pie chart shown above says everything.

There is well designed & widely shared training policy in company. Strongly agree 60%Agree 40%Disagree 0%Strongly disagree 0%

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Chart Title

strongly agreeagreedisagreestrongly disagree

a

Chart Title

strongly agree

agree

disagree

strongly disagree

a


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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Chart Title

strongly agree

agree

disagree

strongly disagree

a


FINDINGS & SUGGESTION:

FINDINGS:

In my duration I had taken training in HR department & my topic was “training and development” and I found that training given to employees in ONGC is a vital area. This contributes employees as well as production & growth of the organization; best training facility were given to their employees in the training institute of ONGC. And I also find that there is a training requirements but training given to them is not appropriate. And sometimes the training in ONGC is imparted to a selected few persons (10%) that too once in5to 10 years on subject / concern is related or some time not related to his profession.

Suggestion:

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In view of nature of job, specialization of services and vast area of expatriation, ONGC need even better planning of training to appropriate person

.

The training of employees should be based on proper identification of training needs to address the gray areas in an employee’s skill / competencies.

Training is must to stay afloat in the cut throat competition arising out of globalization since change is the rule of the game one has to be at par with the change module by acquiring knowledge. And so there is no end of training.

Business ethics and sense of belongingness must be given more emphasis.

Training system in ONGC needs to be systematized& rationalized.

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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

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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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QUESTIONNAIRE ON THE EFFECTIVNESS OF TRAINING PROGRAMES IN ONGC:

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?

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Strongly agree Agree Disagree Strongly disagree

Does training create an opportunity for you?


Senior management takes interest and spends time with the new staff during induction training.


The training is periodically evaluated and improved.


Human relation competencies are adequately developed in your organization through training in human skill.


Training of workers is given adequate importance in your organization.


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Employees are sponsored for the training programs take training seriously.


Employees in the organization participate in determining the training they need.


Employees nominated for the training go with a clear understanding of the skills & knowledge they are expected to acquire from the training.


Training improves the productivity and quality of work.


Do you agree that training is a sheer wastage of time & money compared to what is expected off by the company?


The HR department conducts briefing & debriefing session for employees sponsored for training.


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In company training programs are handled by competent faculty.


The quality of training programs in your organization is excellent.


Senior line managers are eger to help their juniors develop through training.


Line managers utilize & benefit from the training programs.


There is well designed & widely shared training policy in the company.


Since I am trainee in ONGC from N.A Patel College of computer & management I like to request to contribute a line on training & development aspect.

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BIBLIOGRAPHY

The sources from where I get the information are shown below

Website:

ONGC India. Com

Book:

Human Resource And Personnel Management (K Aswathappa)

HR & PM (Mahajan publication)

ONGC’S HR book

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