promotion policies
TRANSCRIPT
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A PROJECT ON
(PROMOTION POLICIES OF ONGC LTD)
SUBMITTED BY
Miss AJITA. ANIL. RAHANE,
ROLL NO. 17, MASTER OF COMMERCE, PART-I
(ACCOUNTANCY) (SEMISTER-I),
K. J. SOMAIYA COLLAGE OF ARTS & COMMERCE, VIDYAVIHAR (EAST)
AFFILIATED
MUMBAI UNIVERSITY
ACADEMIC YEAR
2012-13,
PROJECT UNDER THE GUIDANCE OF
DR. (PROF.) SUSHAMA PATIL
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DECLARATION
I Miss AJITA. ANIL. RAHANE, student of M Com-I Roll Number 17 hereby declare that
the project for the paperSTRATEGIC MANAGEMENT ,
PROMOTION POLICIES OF ONGC LTD. submitted by me for Semester-I during
academic year 2012-13, is based on actual work carried out by me under the guidance and
supervision of DR. (PROF.) SUSHAMA PATIL
I further state that this work is original and not submitted anywhere else for any
examination.
Signature of student
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CERTIFICATE
This is to certify that Miss AJITA. ANIL. RAHANE of M.Com. (Accountancy), roll no.
17, semester-I (2012-2013), has successfully completed the project onPROMOTION
POLICIES OF ONGC LTD. Under the guidance ofDR. (PROF.) SUSHAMA PATIL.
Sign of Co-ordinator. Sign of principal.
Sign of Project Guide & Sign of External Examiner
Internal Examiner
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ACKNOWLEDGEMENT
I have great pleasure in presenting our project on PROMOTION POLICIES OF ONGC
LTD.
I wish to dedicate this work to my lovely parents for their physical and spiritual support
throughout the period I have spent on this thesis work.
I wish to express my profound gratitude DR. (PROF.) SUSHAMA PATIL my mentor for
his good advice, support and immense contributions toward this research work.
I am highly indebted to our principal DR. MRS. SUDHA VYAS & our Vice Principal DR.
MAYURESH MULE who took keen interest and allowed me to perform this project.
I would also like to thanks our librarian who sincerely helped me getting this information.
I am extremely thankful TO MR. S. K. SHARMA & MR. I. D. MALIK, Regional Training
Institute, ONGC for providing me with the needed information for this work.
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INDEX
SR.NO. TABLE OF CONTENTS PAGE NO.
1 Scope 6
2 Introduction 7
3 Industry analysis 14
4 Company detail 15
5 Recruitment & Promotion 23
6 General Administrative Welfare 24
7 Discipline & Appeals 27
8 Finding 30
9 Recommendation 31
10 Conclusion 32
11 Bibliography 33
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Scope
Promotion policy is very important and vital for any organization so it is very necessary to study
effectiveness of the policy. The study would be helping the organization in terms of any suggestion. As we all
know that each and every individual is unique they all have different needs and aspiration from the
organization. So it is a challenge for HR professional to make successful promotion and reward
policy, which would cater to need of all. The organization has ti keep a check on the efficiency of
the performance of the individual, to find out that whether it is giving the right promotion /career
growth for which the organization had created it. The following are the scope of a successful
promotion policy:
1) For the Organization:
Recognition of ideas for improvement. Increased motivation and job satisfaction. Enhanced
working relationships with the superior. Communication to people that they are valued. Improved of
task performed by each member of group. Increased sense of cohesiveness and loyalty. Managers are
better equipped to use their leadership skills and to develop their staff. Creation and maintenance
of a culture of continuous improvement. Increased sense of career growth and personal value for
employee. Opportunity to overcome the weakness by way of counseling and guidance from the
superior
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INTRODUCTION
1. The Industry Analysis
An Introduction of oil Exploration at Globally
Todays Petroleum Industry
Consumption
Oil Exploration: The Process
NELP
An Introduction of Oil Industry In India
Future Aspect of Oil
Industry Analysis
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An Introduction of Oil Exploration at Globally
Here's a way to make millions of dollars from the oil boom with little money down (andin the
economics of oil exploration)
Step 1: Start an independent exploration company. Raise $10 million with a listing on the
Toronto Stock Exchange or London's Alternative Investment Market (AIM).
Step 2: Negotiate an exploration license with a national government to drill wells off the
Gulf of Mexico, in Papua New Guinea, or in another far-off locate. Governments are keen
to cash in on the high price of oil and lack the expertise to develop their reserves themselves,
so they are fond of royalty agreements or production-sharing agreements, which require
them to put no capital down, and encourage investment in exploration, in exchange for a
share of revenues once production is underway.
Step 3: Drill four wells at a cost of $2.5 million each (the average cost of drilling a well in
2006).
Step 4: Suppose a 50% success rate for prospective well -drilling, which means you've got
two successful wells on your hands. In 2006,the average successful well drilled by"
independents" contained 160 mobs (million barrels of oil equivalent ), so you've now got
320mobs in reserves. These reserves are under the ground, without any equipment to extract
them or pipelines to distribute them.
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Step 5: Sell your wells to a "major" (e.g., Exxon Mobil (XOM), and Royal Dutch Shell). The
typical selling price, depending on location and degree of certainty in reserves, is roughly
$10 per boe of proven reserves. At 320 mboe, your two successful wells are worth $3.20
billion. Youve turned $10 million into $3.20 billion in as little as a year
Oil exploration represents the very first piece of the long petroleum value chain that
ultimately brings gasoline to the gas station at which you fill your Ford Explorer.
Exploration and production are often referred to as the "upstream" pieces of the value chain,
as compared to refining, distribution, and marketing, which are typically considered
downstream activities. The process of oil exploration looks a lot like the stylized example
above. A company identifies a potentially attractive area to drill, either onshore (i.e., on land)
or offshore (i.e., in the ocean). This area could be attractive because its near another major
discovery, or because it used to be an operating well that has now dried up, or because
government has released some data that suggest the presence of hydrocarbons (i.e., gas and oil)
Next, the company and/or the government conducts initial surveys, such as seismic mapping
(see photo) to better understand the presence and availability of hydrocarbons under the
surface. (A seismic map is created by exploding dynamite or by stamping the ground with a
large pillar and measuring the way in which the resulting seismic waves travel through the
underground formations) At this point, the company considers a number of factors in its
decision about whether to drill a well
:
How deep are the hydrocarbons? What rock formations are beneath the rock and above it? Is
there porous rock which might serve as a "sponge", soaking up oil? How big might a potential
hydrocarbon discovery be?
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Todays Petroleum Industry
Saudi Arabia, the United States of America and Russia are the top three oil producing
countries in the world.
Eighty percent of the worlds readily accessible oil reserves are located in the Middle East
Consumption
The sales/consumption of petroleum products during 2008-09 were 133.40 MT (including
sales through private imports), an increase of 3.45 per cent over sales of 128.94 MT during
2007-08, according to the Ministry of Petroleum.
Indias domestic demand for oil and gas is on the rise. As per the Ministry of Petroleum,
demand for oil and gas is likely to increase from 186.54 million tones of oil equivalent
(mmtoe) in 2009-10 to 233.58 mmtoe in 2011-12.
The refining capacity in the country increased to 177.97 million tones per annum (MTPA) as
on April 1, 2012 as compared to 148.968 MTPA as on April 1, 2
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Oil Exploration: The Process
Oil is found in geological formation at variable depths in the earths crust the
presence of oil is usually identified by visible features such as gas oozes, oil
seeps and crater formations due to leakage .Typically; oil is found trapped
within layers of porous sands tone, which l ies in the bed of non-porous
sediments. Natural gas is present below the non-porous layer and just above
the oil surface. Also, at t imes oil tends to break the layer crust to reveal i ts
presence.
Once the initial geological studies confirm the presence of oil , sophisticated
technology is employed to determine the quantity and depth. The branch of
science that deals with the study of oi l explorat ion is called exploration
geophysics The possible location of oil exploration is subjected to various
geology surveys such as magnetic survey, seismic reflection survey and gravity
survey. At a higher stage, elaborate seismic surveys are conducted to measure
the time taken by sound waves to travel through matter. If the presence of oil
is confirmed, the site is transferred to an oil exploration company.
Oil extraction requires the deployment of heavy machines and the drill ing of
oil wells. First natural gas is extracted through pipes and later crude oil
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New Exploration Licensing Policy (NELP)
The New Exploration Licensing Policy (NELP) was launched by the Government
for accelerating the pace of hydrocarbon exploration in the country. So far two rounds of
NELP have been announced. In order to operationalise the NELP-I, consultations were held
with the State Governments on NELP terms and their concurrence was sought before
offering any block in their respective States. Based on the concurrence received from the
State Governments, the Centre invited bids under NELP-I in January 1999 and a total of 48
blocks(10 onshore + 26 shallow water offshore + 12 deepwater offshore blocks) were put on
offer. The 45 bids received on August 18, 1999 for 27 blocks were evaluated, production-
sharing contracts (PSCs) concluded and signed for 22 blocks in about 7 months time on
February14, 2000. In India, for the first time the PSCs have been signed in such a short time
after the bid closing date. Production sharing contracts for two more blocks were
subsequently signed on October 3, 2000 and February 8, 2001. The total sedimentary area
covering these 24 NELP-I blocks is about 0.232 million sq.km. This is the first instance in
the countrys hydrocarbon exploration history that deep-water acreages were offered for
competitive bidding. The NELP I demonstrated the positive response by NOC sand
medium to small private companies, both Indian and foreign.
Implementation of works in the NELP-I blocks has begun in right earnest immediately after
issuance of the petroleum exploration license. The tempo of works in some of these blocks
has already set a unique record in the exploration activity in the country as 7 seismic ships
were working at a time in the offshore blocks awarded by the government of India. Never
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before more than two seismic ships had operated in the country simultaneously. In addition
to the seismic campaigns undertaken in the NELP blocks, an exploratory drilling activity,
which usually takes up to 2 years after completion of seismic surveys, have also been carried
out in one of the offshore blocks. Encouragingly enough, results of these initial exploratory
efforts have already led to the discovery of a "gas strike" in offshore deepwater areas of the
Krishna-Godavari (KG) basin. While this discovery in the KG deepwater area, Annapurna, is
yet to be fully assessed, efforts would be continued in future to properly develop and make
the discovery productive. All these efforts reflect the great boost received so far in the
exploration activities of the country through the NELP route.
AN INTRODUCTION TO OIL INDUSTRY IN INDIA
The oil and gas industry has been instrumental in fuelling the ra pid growth of the Indian
economy. India has total reserves of 775 million metric tonnes (MT) of crude oil and
1074 billion cubic metres (BCM) of natural gas, according to the Ministry of Petroleum.
Petroleum exports during 2008-09 were US$ 26.2 billion according to the Ministry of Petroleum.
Under New Exploration Licensing Policy ( NELP VIII), 1.62 sq km of area comprising
70 blocks was put up for bidding.
The Cabinet Committee on Economic Affairs (CCEA) has approved award of 33 out of 36 oil
and gas blocks that were bid for in New Exploration Licensing Policy ( NELP-VIII), for which
bidding closed on October 12, 2010
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Industry Analysis
I learn from this Industry and from ONGC, that where we talk about the year 2011-12 Industry scenario the
economic meltdowns, oil prices nose-dived from the peak of USD 147 per barrel in July'2010 to USD 33 per
barrel in December' 2010. The prices crashed down not because of any supply glut, but due to sudden slump in
demand which increased the spare capacity and in turn sentiments got depressed in the oil markets. But in this
kind of situation OVL invested Rs. 16,105 Crore, again the highest-ever, towards overseas projects during
FY.10 We must realize that this spare capacity cushion is bound to erode once the economies recover which
seems to be happening faster than expected. The crude prices have already moved up steadily, and are currently
balanced around USD 70 per barrel. These investment guided by the strategic pursuits of ONGC and the listed
priorities which have been mapped for sustained growth. Where, During FY'11, the ONGC accreted 284.81
million metric tones of oil equivalent of in-place volume of hydrocarbons; the highest in the last two decades.
Ultimate reserve accretion of 68.90 MToE from domestic operated fields is again the highest in 18 years. This is
the result of the first strategic pursuit of the Company i.e., 'intensified exploration' which aims to create new oil
and gas assets on continuous basis. The strategic pursuit of the Company has been 'improving recovery factor'.
The Company has systematically been implementing Improved Oil Recovery (IOR) and Enhanced Oil
Recovery(EOR) schemes in 15 major fields. These schemes have helped in improving recovery factor in these
fields from 28% in 2000-01 to 33% in 2008-09. During this period Company invested over Rs. 14,000
Crore in fourteen IOR/EOR schemes, which have already been completed. Seven schemes are
under implementation with envisaged investment of over Rs.16,000 Crore. The Company maintained
production levels at 61.23 MToE of O+OEG duringFY'09, from its domestic and overseas assets; marginally
lower than the highest-ever production of 61.85 MToE during FY08.ONGC do this all things but they
achieved their financials profits that are, 1) ONGC posted a net profit of Rs. 161.26 billion despite volatile oil and
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crude prices. 2) Net worth Rs. 781 billion, 3) Practically Zero Debt Corporate, 4) Contributed over Rs. 280
billion to the exchequer
Company Detail
Vision and Mission
Integrated in Energy Business
Objectives
HR Strategy
ONGC Down the memory lane
Genesis of ONGC
The Petroleum Industry
Competitive Scenario
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Vision
To be Global Leader in integrated energy business through sustainable growth , knowledge
excellence and exemplary governance practces
Mission
Dedicated to excellence by leveraging competi tive advantages in R&D and technology
with
involved people.
Imbibe high standard of business ethics and organizational values.
Abiding commitment to health ,safetyandenrolment to enrich quality of community life.
Foster a culture of trust , openness and mutual concer n to make working a stimulating and
challenging experience for our people.
Strive for customer delight through quality products & service.
Integrated in Energy Business
Focus domestic and international oil and gas exploration and production business
opportunities.
Provide value linkages in other sectors of energy business.
Create growth opportunities and maximizes share holder values
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Objective
To develop and sustain core value
To develop business leaders for tomorrow.
To provide job contentment throug h empowerment , accountability and
responsibility.
To build and upgrade competencies thr ough virtual learning, opportunities for growth
and providing challenges to the job.
To foster a climate of creativity, innovation and enthusiasm.
To enhan c e the quality of life of employees and their fam ily.
Strategic Vision 2001-2020
To focus on core business of E&P, ONGC has set strategic objectives of :
Doubling Reserves
Improving average recovery from 28% to 40%
Tie-up 20 MMTPA of equity Hydrocarbon from abroad.
The Focus of management will be to monetize the assets as well as to assetize the money
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HR Strategy
To meet challenging demand of the business environment, focus of the HR Strategy is on
change of the employees mindset .
Building quality culture and resources.
Re-engineering and redeployment for maximizing Utilization of HR potential.
To build and upgrade competencies through virtual learning opportunities for growth
and providing challenges in the job.
Including a spirit of learning and enjoying challenges.
Re-strengthening mutual faith, trust and respect.
Developing Human Resource through virtual learning, providing opportunities
for growth, inculcating involvement and exposure to benchmarking in performance
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ONGC- d own th e Mem ory lane
During the pre-independence period, the Assam Oil Company in the northeastern and
Attock 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 of oil and gas for rapid
industrial development and its strategic role in defense. Consequently, while framing the
Policy Statement of 1948, the development of petroleum industry in the country was
considered to be of utmost necessity
Gene sis of ONGC
Until 1955, private oil companies mainly carried out exploration of hydrocarbon resources
of India. In Assam, the Assam Oil Company was producing oil at Digboi (discovered in
1889)and the Oil India Ltd. (a 50% joint venture between Government of India and Burmah
Oil Company) was engaged in developing two nearly discovered large fields Naharkatiya
and Moran in Assam. In West Bengal, the Indo-Stanvac Petroleum project (a joint
venture between Government of India and Standard Vacuum Oil Company of USA) was
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engaged in exploration work. The vast sedimentary tract in other parts of India and adjoining
offshore remained largely unexplored
THE PETROLEUM INDUSTRY
The seeking and production of the crude oil and natural gas are generally referred to as
exploration and production phase of the total grant of function of the petroleum industry. A
divide has thus been made in the petroleum industry between the function relating to
exploration and production of crude oil and natural gas which is referred to as up-stream,
and refining transportation and marketing to the end consumer which are referred to
asdown-stream
COMPETITIVE SCENARIO
ONGCs main business is oil and exploration. It has monopoly in its field. Thus it faces less competition
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HR DEPARTMENTS IN ONGC
Organ gram of HR-ER Group,
Establishment
Recruitment and Promotion
General Administration (Welfare)
Hospitality
Role of Human Resource Department
Alignment of HR vision with corporate vision.
Enhance productivity and performance by developing employee competency
and potential.
Developing professional attitude and approach.
Shift from support group to strategic partner in business operations.
Developing Global Manager for tomorrow to ensure the role of global player
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ESTABLISHMENT
The Establishment department looks after general administration of the employees in the
organization like maintaining the personal files, service information, leave records,
transfer/posting information, pay increment record settlement of personal grievance, claims
Arguments. There are 2 Establishment departments in the organization
i) Establishment I
ii) Establishment II
The total strength of manpower at ONGC work-centre is about 1065. It is divided into two
divisions and both establishment departments handle personal files and service records
of employees. The primary aim of HR is to guide the organization to become a dynamic one in
order to achieve organizational effectiveness enthusing with high degree of morale and
satisfaction of the employees. It is concerned with getting results through people at work. It
is also concerned with employees as well as group and helping the employers to maximize
their capacities and responsibilities to the possible extent.
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Recruitment and Promoti on (R&P)
In this department 5 steps are there.
Roster
Recruitment
Selection
Seniority
Promotion.
R & P Deals with above activity. Roster includes qualification, age, written test, personal
interview. Also there are some categories with 7% SC, 15% ST, and 27% OBC.
Then, Recruitment is only depends upon the vacancies of each department which have
fulfillment by advertisement. Vacancies are also here for handicapped criteria, visual
handicapped, hearing handicapped, and orthopedic handicapped.
Than, Selections is totally based on written exam, personal interview, medical test.
Than, In Seniority is based on marks or rate system & in the basis of given priority for the
vacancies. There are 45 days joining time is essential.
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Than, in Promotion is based on PAR. They have A+ to +D Categories. These categories are
also applicable for contractual workers promotion period is 6 year in this company. Committee
of Board Member proceeding for promotion on the basis of master chart.
There are also other duties that is medical & paramedics recruitment contract basis. (Region
wise). It includes Doctors, Psyotheorapist, Nurse, Dressing and Hospital department.
For Doctor and Psyotheorapist they pass with walking interview. And for Nurse and Hospital department
they pass with written exam, personal interview
Gene ral Admini strat ion (Welfare)
There are different jobs undertaken in General Administration section that are:
Contract Management
Material Management
Budgeting Job
.CSR
Central Register Department Section
Managing Event
Details of the aforesaid jobs are
I. Contract Management:
This section has the duty of looking into the paper work of the finalized contracts and
maintaining the record relating of PR and PO contract also.
The cases were also moved for sanctions of the following bills.
1. Report Generation
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2. General Xeroxing
3. Water Bills
4. Speed Post Bills
5. Environment Management Bills
6. Charging of Franking Machine
7. Hiring of Xeroxing Machine
II. Material Management:
The Material Management job looks after the procurement of all the material required in
WOB, Baroda. It takes care of all type of Capital and Store Items. It gets the list of required
Items from respective departments and on basis of that they place order of the products.
Members are being approach for the finalization and procurement of preparing PR (purchase
release) and PO (purchase order).
III. Budgeting Job:
Budgeting Job do the Allocation of the budget of WOB.
IV.Central Register Department Section:
Central Register Section does the job of sending and receiving the posts, vise Ordinary Post,
Registered Post, Registered AD Post.
V.Managing the Events:
Every year this Department organizes the events such as:
15th August Independence Day
26th January Republic Day
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14th August, ONGC Day
Farewell meeting for superannuating employee even month
Blood Donation Camp on Martyrs Day
Welcome Program for incoming transferee and fresh joined during 2009
Organized Pledge for Sadbhavna Divas
Business Game
Productivity Week
The Most Significant Reasons of Using Performance Appraisal are:
Making payroll and compensation decisions 80%
Training and development needs 71%
Identifying the gaps in desired and actual performance and its cause 76%
Deciding future goals and course of action 42%
Promotions, demotions and transfers 49%
Other purposes 6% (including job analysis and providing superior support,
assistance and counseling)
ESTATE
Organization provides the facility of quarters to its employees. Estate section looks after the
allotment of quarters. The allotment of quarter is done through Issuance of Circular in the
month of April till 15th June in office only. Allotment takes place in the month of August.
There are four types of quarter :
A type
B type
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C type
D type
- An employee with basic pays of Rs. 6999/- can apply for a type Qtrs.
- 7000 and above can apply for Btype.
- E3-E5 can apply for C type.
- DGM-GM can apply for D type. Basic pay is not mentioned for D type accommodation.
This department is also made in order to take care of all the estates of ONGC and even the
allotting of houses to the transferees.
Maintaining Estates.
Making New Constructions.
Managing/Handling of Estates.
Allotting Quarters to Employees.
Paper Work and Maintaining Records.
Budgeting.
Predictions of Requirements in Future.
Looking Into All Civil Work
DISCIPILNE AND APPEALS
In disciplinary proceedings for an alleged fault of an employee, punishment is imposed not
in wrath. The main purpose of a punishment is to correct the fault of the employees concerned by making
him more alert in the future and to send a message to the other employees to be careful in the
discharge of their duties so that they do not expose themselves to similar punishment and
the approach to be made is the approach parents makes toward an earring or misguided child.
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Punitive action should appear to be fully justified so that it does not create an atmosphere of
distrust among the employees
.It is the duty of every appointing, disciplinary and appellate authority, the head of the
department and office, one who has to act as enquiry officer and all those who have to deal
with the cases of employees to have to deal with the cases of employees to have thorough
knowledge of rules and latest important case law on the subject.
Conduct rules not only provides a code of conduct but also contains, what are the rules/procedures to be
followed by employers to take disciplinary action, who should issue charge sheet and award
a punishment, who should conduct enquiry, the duties of enquiry officer, rights of the charge
sheeted employees and like matter. The very important purpose of the conduct rules is to
safeguard the interest of the employees. However, the erring employee also gets punished under the
rules.
An employee can be booked under the conduct Rules (ONGC (CDA) Rules, 1994) only on the receipt of
some information and evidence about the alleged misconduct committed by the delinquent
employee.
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Hospitality
Hospitality section mainly deals with following activities:
Main Functions
1. To arrange accommodation for all incoming persons on official tour to this work centre.
2.To book hotel/guest house accommodation and confirm the same for all outgoing persons on official
tour to other places e.g. Delhi, Mumbai, Kolkata, Dehrdun, Ahmadabad, Mehsana, Hazira,
Assam etc..(Through SAP system).
3. To empanel hotel for accommodation of touring officials.
4. To maintain guest house through contractual services.
5. Make contract with hotels and guest house contractor.
6. To arrange meeting/conferences.
7. To arrange official lunch/dinner/tea & snacks in meetings.
8. To arrange reception of VIP provide accommodation, transportation and all
other necessary services.
9. To arrange air/rail tickets for all out going official on tour to other places from this work
centre.
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10.To verify and pass all bills from all parties concerned with above activities. In this
department I learn this all functions and in ONGC for employee for 15 day on and off duty
and 1 month on and off duty. So, that arrangement of tickets to look out this department
Findings
Based on Mean and Standard Deviation it was found that the Promotion Policy is effective as
well as employees are satisfied with the Promotion Policy.
Based on pie charts results found are as follow:
A. Employees Strongly Agreed with following statements:
B. Promotion is the motivational factor for me.
C. Promotion is to a great extent vital and beneficiary level in my service.
D. Delay of Promotion De-motivate the employee.
After getting Promotion, Ill try to acquire make the most of my skills and knowledge.
Employees Agreed with following statements:
Promotion is elevation in organization, which increase the job liability.
I am aware of Promotion Policy in ONGC.
I concur that the span of functional experience required for next promotion is proper.
Qualification is the main factor that affects the promotion / elevation of the employee.
Functional experience is exaggerated to promotion policy in ONGC.C.
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Employees Neutral or Undecided with following statements:
I am contented with the amendments made in the Modified Recruitment and
Promotion Regulation 1980 (MRPR-80).
I feel that Promotion Policy under Seniority Cum Fitness (SCF) is better than skill
based Promotion.
Employees Disagreed with following statements:
The Promotional Policy in ONGC is transparent to all employees.
Functional experience is exaggerated to promotion policy in ONGC.E.
Employees Strongly Disagreed with following statements:
After getting Promotion my responsibility and accountability towards my work is
supplementary.
RECOMMENDATIONS
Based on the study findings I am recommend that Organization should also introduce new
skills based Promotion Policy to motivate the Employees.
To find out talented employees and involve in continuous learning process as well as to give
them environment for continuous learning process so that they can update their knowledge
and extra skills.
Provide opportunity within the organization for cross-training and career succession. People
like to know that they have scope for career movement.
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To Study once in 6 months a satisfaction level to all employees that is for Workers, Technician,
Supervisory and Executive employees. So, organization will know their employees are
satisfied with their job or not.
To give opportunity for higher studies. So, they can hike their salary, career growth, span of
control and promotion also.
Mentoring and handholding all fresh entrants from day one are important tasks; during this
period, they should be familiarized with the culture, vision and mission of the company. It is
at this time that new entrants experiment with different options. Hence they should be exposed to
the best values the organization
CONCLUSION
As per the analysis and findings, it can be concluding that the Promotion Policy of the
organization is effective. The employees are overall satisfied with the Promotion Policy.
Organization is not only concentrating on career growth of new entrants joining but also
updating knowledge of existing employees in term of better career growth through giving incentives for
higher education and training and development programmed as well as through higher
education under Unnati Prayas Scheme and Super Unnati Prayas Scheme.
Organization is taking the initiative to enhance better skills and output for its employees by
lunching Gyandhara and e-learning through 24x7 Learning, India's premier talent lifecycle
management company. 24x7 Learning has entered into strategic alliance with Scotland-based
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Atlas Interactive Ltd, an oil and gas industryeL earning content specialist, and Option, a
renowned oil and gas academy that provides certifications to the sector. The partnership deal
is worth around Rs 30 crore.24x7 Learning has built, implemented and managed Gyandhara
for ONGC. It provides employees with opportunities for self-development and a range of oil
andgas related e-learning products.
Organization is also applying effectively, changes in promotion policy time to time to
compete in current global scenario
BIBLOGRAPHY
SITES:
1. www.googlebooks.com
2. www.ongcindia.com
3. www.ongcreports.net
4. www.wikipedia.com
5. www.citeHR.com
6. www.socialresearchmethods.net
7. www.mendeley.com
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http://www.googlebooks.com/http://www.ongcindia.com/http://www.ongcreports.net/http://www.wikipedia.com/http://www.citehr.com/http://www.socialresearchmethods.net/http://www.mendeley.com/http://www.googlebooks.com/http://www.ongcindia.com/http://www.ongcreports.net/http://www.wikipedia.com/http://www.citehr.com/http://www.socialresearchmethods.net/http://www.mendeley.com/ -
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BOOKS
1. Recruitment & Promotion Regulation
2. Business Research Method by Alan Bryman and Emma Bell, Second Edition