No. 9 - Human Resources Department

[Oil and Natural Gas Corporation Ltd.]

Courage to Explore,

Knowledge to Exceed,

Technology to Excel


Hierarchy Structure of OrganizationHierarchy Structure of Organization

Courage to Explore,


Technology to Excel


Courage to Explore,


Technology to Excel


Definition of Human Resources ManagementDefinition of Human Resources Management

“The Human Resources Management means Planning, Organizing,

Directing and Controlling of Procurement, Development, Integration, Maintenance

of Human Resources Management to end that Individual, Organizational and

Societal objectives to be accomplished.”

Vision of Human Resources ManagementVision of Human Resources Management

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.

Mission of Human Resources ManagementMission of Human Resources Management

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.

Courage to Explore,


Technology to Excel


Objectives of Human Resources ManagementObjectives of Human Resources Management

To develop and sustain core values.

To develop business leaders for tomorrow.

To provide job contentment through empowerment, accountability and

responsibility.

To build and upgrade competencies through virtual learning, opportunities for

growth and 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.

Courage to Explore,


Technology to Excel


Activities of Human Resources DepartmentActivities of Human Resources Department

Management Function

1. Planning

Planning is the process of deciding the goal and formulation policies

and programme to achieve the goal. Planning involve forecasting and

research. Forecasting implies scientific anticipation of future

environment. Human Resource Management involves forecasting

need for human resource predicting trends in labour market, Wages,

Union Demand etc.

2. Organizing

Organizing is the process of allocating task among the member of the

group, establishing authority and responsibility relation among them

and integrating their activities toward the common objective.

Courage to Explore,


Technology to Excel


3. Directing

Directing is the process of motivating, activating, leading and

supervising people. Directing include all those activities by which a

managers influence the action of subordinates. Directing is the heart of

management’s process because it is concern with initiating action.

4. Controlling

Controlling implies checking, verifying and regulating to ensure that

every thing occurs in conformity with plan adopted and instruction

issued. Such as monitoring help to minimize the gap between desire

results and actual performance. Controlling the management of human

resource involve auditing training programmes, analyzing labour

turnover, directing morale survey etc.

Courage to Explore,


Technology to Excel


Operative Function

1. Procurement Function

This is Concern with securing and employing the right kind and proper

number of people requires accomplishing the organization objective. It

consisting following activities:

Job analysis

o Job Description and Job Specification

a) Engineering

Civil Engineering

Construction and Maintenance

Drilling

Electrical

Electronic and Telecommunication

Instrumentation

Marine Service

Production

Transport and Auto

b) Geo – Science

Chemistry

Computer Programming

Geology

Geophysics

Mathematics

Paleontology

Courage to Explore,


Technology to Excel


Reservoir

Shot hole Drilling

Map and Drawing

Photography

Surveying

c) Economics and Statistics

Finance and Account

Official Leverage

Industrial Relation

Interpretation and Translation

Legal

Library

Marketing

Medical

Para Medical

Personnel and Administration

Public Relation or Corporate communication

Security

Material management

Human Resource Planning

Recruitment

Selection

Placement

Courage to Explore,


Technology to Excel


2. Development

Human Resource Development is the process of improving the

knowledge, skills, aptitude and value of employee so that they can

perform the present and future job more effectively. This function

compromise the following activites:

Performance Potential Appraisal

Training

Executive Development

Career Planning & Development

3. Compensation Function

It refers to providing equitable and fair remuneration to employee for

their contribution to the attainment of organization objective. It consists

of following activities:

Job Evaluation

Wages and Salary Administration

Bonus

4. Integration

Integration involve motivating employee through various financial and

non- financial incentive, providing job satisfaction, handling employee

grievances through formal grievances procedure, collective bargaining,

worker participating in management, conflict resolution, Developing

Courage to Explore,


Technology to Excel


sound human relation, employee counseling, improving quality of work

life etc.

5. Maintenance function

It is concern with protecting and promoting the physical and mental

health of employee. For this purpose several type of fringe benefit

such as housing, medical aid, educational facilities, etc. Provided to

employee. Social security measures like provided fund, pension,

gratuity maternity benefit injury allowance, group insurance etc. are

also arrange helps, safe guard welfare measures are designed to

preserve the human resource of the organization.

Recruitment and SelectionRecruitment and Selection

Definition of Recruitment:

“Recruitment is the process of searching for prospective employees

and stimulating and encouraging them to apply for job in an organization.”

Process of Recruitment:

1. Recruitment Policy

3.12

PERSONNEL & ADMINISTRATION

1. General Manager E-7 - 3 years as

Courage to Explore,


Technology to Excel


( Personnel & Administration )

20500-26500

Deputy G.M.

( P & A)2. Deputy General

Manager


E-6

19500-25600

- 3 years as

Chief Manager

( P & A)

3. Chief Manager


E-5

18500-23900

- 3 years as Manager

( P & A)

4. Manager


E-4

17500-22300

1st class MBA with specialization in Personnel Management/ HRD/ HRM or 1st class post graduate degree in Personnel Management/ IR/ Labour Welfare

10 years experience for departmental candidate e & 12 years for others in class I or equivalent position of which at least 3 years should be in the next lower scale.

3 years for merit and 4 years under Quantification as Deputy Manager (P&A)

5. Deputy Manager


E-3

16000-20800

- 4 years for Merit and 5 years under Quantification as Senior

P & A Officer.

6. Senior Personnel & Administrative Officer

E-2

13750-18700

- 4 years under Quantification as P & A Officer.

7. Personnel & Administrative Officer

E-1

12000-17500

1st class MBA with specialization in Personnel Management/ HRD/ HRM or 1st class postgraduate degree in Personnel Management/

SCF criteria

Qual. No. of

Years of

Courage to Explore,


Technology to Excel


IR/ Labour Welfare.

Experience as Assistant P&A Officer/Private Secretary

Q-1 2 Yrs

Q-2 4 Yrs

Q-3 6 Yrs

Below Q-3 7 Yrs

8. Assistant Personnel

& Administrative Officer

E-0

10750-16750

- 4 years as Junior Superintendent

( P & A) or 6 years as Assistant Grade I

( P & A).

Job Linked Test for existing employees with Q-3 qualification.

9. Private Secretary E-0

10750-16750

- 4 years as Personnel Assistant or 6 years as Assistant Gd. I (Steno English).

Minimum Speed of 50 w.p.m. in Typing. (Condition of shorthand as prescribed under R&P'80 has been waived off vide O.O. No.1(125)/98/RP-I dated 3.3.98.

Tests Apply.

Job Linked Test for existing employees with Q-3 qualification.

10. Junior Superintendent


Open Ended

7000

Post Graduate degree in Business Administration/ Personnel Management/ IR/ Labour Welfare or Graduate degree with 2 years Diploma in Personnel & Administration .

11. Personal Assistant Open Graduate with minimum 2

Courage to Explore,


Technology to Excel


Ended

7000

years Diploma in Secretarial Practice/ Office Administration. Minimum speed 120 w.p.m. in shorthand and 40 w.p.m. in typing in English.

12. Chief Superintendent


S-IV

Open Ended

15200

- 5 years for Q3 & higher qualification holders and 6 years for below Q-3 qualified as Senior Superintendent (P&A).

13. Senior Superintendent


S-III

Open Ended

13070

- 5 years for Q3 & higher qualification holders and 6 years for below Q-3 qualified as Superintendent (P&A).

14. Superintendent


S-II

Open Ended

11400

- 5 years for Q3 & higher qualification holders and 6 years for below Q-3 qualified as Assistant Superintendent (P&A).

15. Assistant Superintendent ( Personnel & Administration)

S-I

Open Ended

10220

- 6 years as Assistant Grade I (Steno-English)/Assistant Grade-I

Test apply ( for Steno)

16. Assistant Grade I

(Steno-English)

A-IV

Open Ended

6500

- 6 years as Assistant Grade II (Steno-English)

Tests apply. Minimum speed 120 w.p.m. in shorthand and 40 w.p.m. in typing in English.

16A. Chief Superintendent S-IV - 5 years for Q3 & higher

Courage to Explore,


Technology to Excel


(Steno-English)Open Ended 15200

qualification holders and 6 years for below Q-3 qualified as Senior Superintendent

(Steno-English)

16B. Senior Superintendent

(Steno-English)

S-III

Open Ended 13070

- 5 years for Q3 & higher qualification holders and 6 years for below Q-3 qualified as Superintendent

(Steno-English)

16C. Superintendent

(Steno-English)

S-II

Open Ended 11400

- 5 years for Q3 & higher qualification holders and 6 years for below Q-3 qualified as Assistant Superintendent

(Steno-English)

16D. Assistant Superintendent

(Steno-English)

S-I

Open Ended 10220

- 3 years as Assistant Grade I (Steno-English).

Minimum speed of 50 w.p.m. in typing.

17. Assistant Grade II

(Steno-English)

A-III

Open Ended

5800

- 6 years as Assistant Grade III

(Steno-English)

Tests apply. Minimum speed 100 w.p.m. in shorthand and 40 w.p.m. in typing in English.

18. Assistant Grade III

(Steno-English)

A-II

Open Ended

5100

- 3 years as Junior Assistant

(Steno-English)

Tests apply. Minimum speed 90 w.p.m. in shorthand and 30 w.p.m. In typing in English.

Courage to Explore,


Technology to Excel


19. Junior Assistant

(Steno-English)

A-I

Open Ended

4700

Graduate with Typing speed 30 w.p.m. and Shorthand at 80 w.p.m. Certificate/Diploma of minimum duration of six months in Computer Applications in the office environment

2. Method of Filling Post

All posts in the Corporation shall be filled by:-

direct Recruitment; or

promotion of employees already in the service of the Corporation ; or

borrowing the services of persons from the Central Government or the State

Governments or Public Sector Undertakings or local or other authorities; or

Any other method, as may be decided by the Corporation, for reasons to be

recorded in writing, for appointment, to any post, of persons possessing

special merit, qualifications or experience.

3. Categories of posts, scales of pay, qualifications and other

matters connected therewith:

a) The categories of posts, scales of pay, method of recruitment,

qualification and other matters connected therewith for appointment or

promotion to the said posts, the percentage reserved for promotion and

for direct recruitment to the posts thereof shall be as Specified in

Courage to Explore,


Technology to Excel


Schedule I appended to these regulations, subject to any relaxation

from time to time by the Corporation.

b) Any revision in the scales of pay to any post, from time to time,

by the Corporation shall apply to the scales of pay specified in

Schedule I appended to these regulations.

c) The Board will be the Competent Authority to change/modify the

designations/grades or any other term/condition in these Regulations.

4. Age limit for Direct Recruitment and other matters to be followed

while making Recruitments and Promotions :

a) The age limit for direct recruitment and other matters to be

followed while making direct recruitment or promotion to the various

posts specified in Schedule-I referred to in Regulation-4 shall be as

given below.

b) The direct recruitment will be made at the following levels, to be

called induction levels :-

SCALE OF PAY (Rs.)

AGE LIMITEarlier

Provision Enhanced*

a) EXECUTIVE LEVEL E-4 17500-22300 42 yrs. 44 yrs. E-1 12000-17500 28 yrs. 30 yrs. b) CLASS-III Top of Class-III 7000 ( Open

ended ) 30 yrs. 32 yrs.

Courage to Explore,


Technology to Excel


A-II (Asstt. Rig man only) 5100 ( Open ended )

30 yrs. 30 yrs.

Bottom of Class-III 4700 ( Open ended )

28 yrs. 30 yrs.

c) CLASS-IV Bottom of Class-III 4700 ( Open

ended ) 25 yrs. 27 yrs.

Courage to Explore,


Technology to Excel


Definition of SelectionDefinition of Selection::

“The Selection is the process of choosing the best applicant from the

available.”

Process of SelectionProcess of Selection::

A. Reception of Applicant

The Selection process begins with reception of the applicant in the HR

department. The receptionist provides information about the company and

current vacancies and also helps candidates in completion of application

forms.

B. Preliminary Interview

The primary purpose of the preliminary interview is to screen out those

who are visibly unsuitable for the job and select those who found suitable, he

is selected for further screening.

C. Application Blank

It Include detail information of candidate like the name of the candidate,

address, telephone no., physical information, experience, hobbies, reference,

etc.

D. Selection Test

Job seekers who pass the screening and preliminary interview are

called for test. Different types of the test may be taken depending up

on the job and company.

Intelligence test

These measure the intellectual capacity of the candidate.

They use mainly for the selection of such candidates who

Courage to Explore,


Technology to Excel


are required for the post of accountant, professor,

manager etc.

Trade test

These are also called performance test. Company can

actually use these to measure the candidate claim ability

to perform the job. They measure there trade knowledge

and skills in the trade.

Personality Test

Personality of the candidates should match the job

requirements. These tests discover his value systems,

emotional maturity relation moods etc. Which generally

affect his working.

E. Interview

Interviewing is the most widely used tool in selection procedure. In

many companies interview is the only tool used in selecting employee.

The major types of interview are.

Planned Interview

Planned interview is carefully designed to have a high

degree of accuracy and precision. The question be ask

to the candidates are prepared in advance.

Courage to Explore,


Technology to Excel


Non Directive Interview

It is designed to let the candidates express his opinion for

the idea is to give him freedom to express himself.

Subject on which he is asked to express include his

expectations, motivation background, interests etc.

Group Interview

It is a method of asking question in an interview which is

designed to examine in depth, the candidates

background and thinking. It uses questions in key area

studied by the interviewer in advance and includes area

like home life, education, past experience etc.

F. Investigating Past Career

Usually applicants are asking to give reference of the past employer

and also of one or two respectable persons known him. References

and recommendation prove useful as a source of information regarding

the reputation of candidates.

To check references one may use the phone, postal

service or a personal visit to the reference given. It includes reference

and background checks basically many employees request names,

address, and contact no of reference for the purpose of verifying

information previous employers, university professor or friends can act

as a reference.

Courage to Explore,


Technology to Excel


G. Primary Selection

If a candidate is found eligible for the post on the basis of above steps,

he is appointed as an apprentice and then oriented and trained for a

definite period of times.

H. Physical Examination

After approved by the supervisor, the candidate is sent to the factory

physician for a complete medical check up.

The basic purpose of physical examination is to determine

the fitness of the candidates as per the job requirements. Different

jobs different type of capacities. A proper matching of job requirement

with physical ability results in better utilize of manpower.

I. Contracts For Employment

After the job offer has been made and the candidates accept the offer,

certain document need to be execute by the employee and the

Courage to Explore,


Technology to Excel


candidate may have to prepare a contract for employment that includes

information like job title, duties summary, date when continues

employment standard rate of pay, hours of work, holidays

arrangement, work rules etc.

Courage to Explore,


Technology to Excel


Human Resources PlanningHuman Resources Planning

Definition of HRP:

“Human Resources planning is the process of determining and assuming that

the organization will have adequate number of qualified person available at proper

time, performing job which meet the need of the organization and which provide

satisfaction to individual involved.”

Process of HRP:

1) Analyzing Organizational Plans:

First of all, the objective and strategic plans of the company are analyzed. HR

Plan needs to be based on organization objectives i.e. objectives of HR must be

derived form organization objectives. Specific requirement in terms of number and

characteristics of employees should be derived form these objectives. The role of

HRP is to fulfill the overall objective define by top management by assuring

availability and utilization of human resource.

2) Human Resource Need Forecast

HR need forecasting is the process of estimating in future quantity and quality

of people requirement on the basis of corporate and functional plans, and future

activates levels, the future need fort human resources in the organization are

anticipated. The number of people and the skills level needed in future de3pnad on

the production and sales budgets in a manufacturing enterprise.

Courage to Explore,


Technology to Excel


3) Human Resource Supply Forecast

Personal Demand analysis production the manager with no and qualified

people for employees that will be require. Nest logical step is to find out the number

of people likely to be available from within and outside organization.

4) HR Programming

Once an organization’s personnel and supply are forecast, the two just be

reconciled or glanced in order that vacancies can be filled by the right employees at

the right time. HR programming, the third step in the planning process therefore,

assumes greater importance.

5) HR planning implementation

Implementation requires converting HR plan into action. A series of action

Programmers are initiated as part o HR plan implementation. Some such program

recruitment, selection and placement; Training and development, retraining and

redevelopment, the retention plan; and the redundancy plan.

6) Control and Evaluation

Control and evaluation represents the fifth and the final phase in the HRP

process. The HR plan should include budgets, targets and standards. It should also

clarify responsibilities for implementation and control and establishes reporting

procedures which will enable achievements to be monitored against the plan. These

Courage to Explore,


Technology to Excel


may against the recruitment targets. But they should also report employment costs

against budget, and trends in wastage and employment ratios

Training and DevelopmentTraining and Development

Definition of Training & Development:

“Training is the sort term process utilizing a systematic and organizes

procedure by which non managerial personnel learn technological knowledge and

skills for definite purpose.”

“Development is long term education process utilizing a systematic an

organize procedure by which managerial personnel learn conceptual and theoretical

knowledge for general purpose.”

Objective of Training & Development:

1. To develop entrepreneurship and expertise par excellence through training

and retraining.

2. To prepare executives to meet the strategic business goals in the fast

changing environment.

Courage to Explore,


Technology to Excel


3. To create a learning environment in order to achieve a competitive edge

through leveraging human resource.

4. To develop training tools and techniques to facilitate effective learning

5. To organize interactive workshops in upstream industry areas.

6. To strive for continuous improvement in all aspects of E&P activities through

training in the emerging technologies.

7. To inculcate quality consciousness

8. To promote IT as an instruments of organizational transformation.

9. To cultivate creative and innovative thinking.

10.Reducing gap between current and expected level of performance through

systematic enrichment of knowledge, skills and attitudes.

11.Developing multi-craft skills.

12.Preparing executives for career advancement.

13.To impart training to all employees to motivate them towards actualization of

their potential.

ONGC Training InstitutesONGC Training Institutes::

Courage to Explore,


Technology to Excel


Training & Development in the company is imparted through the following

Institutes:-

1. Institute of Management Development (IMD), Dehra Dun.

2. Regional Training Institute, Makarpura Road, Vadodara

3. Regional Training Institute, Chennai

4. Regional Training Institute, Panvel, Mumbai.

5. Regional Training Institute, Sibsagar, Assam.

6. 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.

The Institute is conducting training programs for different levels of executives

in order to fill the gap between the practicing technology and State of the art

technology. The technological 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 Institutes and operating regions of the organization. Also services of

the widely experienced retired personnel are utilized to execute the in-house training

programs.

Courage to Explore,


Technology to Excel


In its endeavor, Institute of Management Development is playing the pivotal

role in refining the micro and macro met culture of the organization with specific

reference to Human Resource Development.

Function of Training Institutes:

In view of the above, IMD along with its five Regional Training Institutes (Sibs agar,

Chennai, Vadodara, Mumbai) performs the following training activities.

a. To survey existing work force to identify present and future training

requirements for professional and managerial excellence.

b. To prepare career linked training plans for officers keeping in view the job

rotations in ONGC

c. To prepare the annual training calendar for the company in consultation with

the Assets/Basins/Chief of Services, Institute Heads and Top

Management/Directors etc. with respect to the organizational requirements

and individual perceptions.

d. To prepare common training syllabi for programs to be conducted by IMD in

association with RTIs and R & D Institutes.

e. To conduct induction training and training for officers risen from ranks.

f. To conduct orientation programs for Geo-Scientists and Engineers in

emerging technologies in association with R & D Institutes, through which the

technology transfer is taking place.

g. To develop SC/ST and Women personnel through special programs.

Courage to Explore,


Technology to Excel


h. To conduct training related to technology transfer including initial screening of

such requirements.

i. To coordinate training abroad.

Induction Training:

The fresh incumbents of the organization are exposed to wide gamut of

technology of petroleum industry through synergic approach covering multi-

disciplinary theoretical and practical aspects with emphasis upon on the job training.

Thus, a newly recruited executive undergoes an intensive classroom training

interspersed with field exposure to effectively specialize him in the Organisation. The

specialized modules of training on the advanced hydrocarbon exploration and

exploitation technology are inculcated in the newly recruited officer before he is put

on the job training for hands-on-experience.

Management Training:

One of the most important aspects of executive development is "Man-

Management"; suitable programs are being organized with special emphasis on

appreciation of roles played by various disciplines in the company. Environment and

public enterprises, principles of Management, Corporate planning, Project

Management, Management of Change, Management of Technology, Man-

Management, Team building and conflict Resolution, Management of R & D,

Courage to Explore,


Technology to Excel


Personal Effectiveness including Oral and Written communication, Presentation

skills, listening skills, Managing Stress etc. are wider areas covered through various

training modules.

For the personnel already engaged in different disciplines, a career linked

training plan is drawn to impart advance training in management.

The executives of E-4 and above levels are exposed to General Management

Training at reputed Institutions in India including ASCI & IIM’s to achieve the

perfection in development. Thus the training system in ONGC ensures overall

development of the officers.

Promotion and TransferPromotion and Transfer

Definition of Transfer:

“Transfer is a horizontal movement of employee from one job to another in the same

organization without any significant change in status and pay.”

Objective of Transfer:

i. To enable planned movement of employees from one job/station to another

to meet operational and/or administrative requirement of the organization from

time to time.

Courage to Explore,


Technology to Excel


ii. To enable employees acquire multi-dimensional knowledge and skills for self-

development, to shoulder higher supervisory and managerial responsibilities

through a structured job rotation profile and exposure to diversified

geographic and operational environments.

iii. To enable employees develop their own career path by opting for specific job

placement/change in job assignment and outstation placements so as to have

an effective linkage with their career development.

iv. To provide flexibility in pursuing specialist tasks.

Process of Transfer:

I. Process Generating transfer requirements

Sub-Process: (i) Generating Transfer requirement Optimum

manpower requirement for N.E. to be worked

out discipline/level wise by HRG each year and

transfer to NE to be limited to actual

requirement and not on replacement.

Courage to Explore,


Technology to Excel


(ii) Generating the list of candidates in the

transfer Zone and bio-data of all executives,

discipline-wise, Sector/Asset-wise-in order of

Sectoral stay seniority.

Responsibility: Office of Chief HRD (Assistance to be provided

by respective establishments).

Completion Date: August 15

II.Process: Obtaining Feedback

Sub-Process: Putting the generated list on the net and

circulation to the key executives. Obtaining the

feedback from the key executives/individuals

regarding requests/preference/constraints.

Responsibility: Office of Chief HRD

Completion Date: September 15

III. Process: Developing draft transfer list

Sub-Process: Office of Chief HRD to work with respective

establishments at Head quarters.


Completion Date: October 15

IV. Process: Obtaining inputs from Key Executives

Sub-Process: (i) Draft transfer list to be circulated to Key

Executives

(ii) The input of the Key Executives is to be

considered before the transfer list is finalized.


Courage to Explore,


Technology to Excel


Completion Date: November 15

V. Process: Developing final transfer list

Sub-Process: Finalizing the transfer list after approval of

competent authority.


Completion Date: December 15

VI. Process: Issue of transfer orders.

Responsibility: Concerned Establishment at Headquarters

Completion Date: 2nd week of January.

Courage to Explore,


Technology to Excel


Performance AppraisalPerformance Appraisal

Definition of Performance Appraisal:

“Performance Appraisal Report is an Index of an Employee/Executive’s works

performance over a given period of time. It is crucial for his/her Career Growth as it

indicates the Strengths, Weaknesses (if any), Training needs, Nature of job being

performed, problems faced in work situation.”

Objective of Performance Appraisal:

To set Norms and Targets of Work Performance, as well as, to monitor the

Work Progress of Employees.

To facilitate placement of Employees in accordance with their suitability for

different types of Assignments.

To provide an Objective basis for determination of Merit, Efficiency and

Suitability for the purpose of promotion.

To identify areas requiring exposure for Training/Development.

Courage to Explore,


Technology to Excel


Process of Performance Appraisal:

PAR/ACR in respect of an employee is required to be assessed/written by

levels indicated below:-

1. by the Reporting Officer under whom employee is working.

2. by the Reviewing Officer

Class III/IV & E-0 employees:

The reporting officer for writing PAR of an employee of Class III/IV and E-0

level category will be the executive under whose control the employee is working.

The Reviewing officer will be of one grade above the grade of Reporting Officer.

The PARs in respect of Class III and IV employees duly

reviewed/accepted is maintained at Region/Institutes/Headquarters Group-wise

in the concerned establishment section/PAR Sections.

The PAR in respect of E-0 to E-6 level executives are being maintained in

PAR Department at Headquarters of R&P Division. As regards, E-7 and

above all such reports which are received from

Regions/Institutes/Headquarters are maintained at Chairman-cum-Managing

Director’s office.

Courage to Explore,


Technology to Excel


The Reporting officer will be the officer to whom the executive reports for his

day to day work. Review of the PAR will be done by the executives to whom

the Reporting officer is responsible for his functions. Accepting authority will

be the executive higher than the Reviewing officer at different stages

depending upon the nature of the grades, as per delegation of Powers in PAR

Rules.

The Performance Appraisal Reports of Executives of E-6 level i.e. Deputy

General Manager and above will be submitted to concerned Functional

Director for final review and acceptance.

1. The Performance Appraisal Reports of Executives of E-5 level i.e. CM

and equivalent will be reviewed by the RD/ED/Nominee of the Director

concerned.

2. The Performance Appraisal Reports of executives upto E-4 level i.e.

Manager and equivalent would be reviewed by the Functional

Head/GM/GGM not less than E-7.

Courage to Explore,


Technology to Excel


Wages and Salary StructureWages and Salary Structure

Designations Level Scale of Pay

Executive Director E-9 Rs. 23750-28550

Group General Manager E-8 Rs. 20500-26500

General Manager E-7 Rs. 20500-26500

Deputy General Manager E-6 Rs. 19500-25600

Chief Manager/Chief Geophysicist/ Chief Geologist/Chief Chemist/Chief Engineer

E-5 Rs. 18500-23900

Manager/Superintending Engineer/Superintending Geophysicist/ Superintending Geologist/Superintending Chemist

E-4 Rs. 17500-22300

Deputy Manager/Deputy Superintending Geophysicist/ Deputy Superintending Geologist/Deputy Superintending Chemist/ Deputy Superintending Engineer

E-3 Rs. 16000-20800

Senior (**) Officer/Executive Engineer/Senior Geophysicist/Senior Geologist/Senior Chemist

E-2 Rs. 13750-18700

(**) Officer/Assistant Executive Engineer/Geophysicist/Geologist/Chemist

E-1 Rs. 12000-17500

Assistant (**) Officer/Assistant Engineer E-0 Rs. 10750-16750

Chief Superintendent/Senior Foreman S-IV Rs. 15200 (OE)

Senior Superintendent/Senior Foreman S-III Rs. 13070 (OE)

Superintendent/Foreman S-II Rs. 11400 (OE)

Assistant Superintendent/Assistant Foreman S-I Rs. 10220 (OE)

Junior Engineer/Junior Superintendent/Junior Accountant A-V Rs. 7000 (OE)

Topman/Chargeman/Assistant Grade - I A-IV Rs. 6500

Courage to Explore,


Technology to Excel


(OE)Junior Technician/Rigman/Assistant Grade - II A-III Rs. 5800

(OE)Assistant Technician/Assistnant Rigman/ Assistant Grade - III A-II Rs. 5100

(OE)Junior Assistant Technician/ Junior Assistant A-I Rs. 4700

(OE)Head Worker W-VII Rs. 10220

(OE)Deputy Head Worker W-VI Rs. 6500

(OE)Senior Worker W-V Rs. 5800

(OE)Attendant Grade - I W-IV Rs. 5100

(OE)Attendant Grade - II W-III Rs. 4700

(OE)Attendant Grade - III W-II Rs. 4500

(OE)Junior Attendant W-I Rs. 4300

(OE)Abbreviations in use

Superintending = S./Suptdg.

Deputy = Dy.

Executive = Ex.

Senior = Sr.

Assistant = Asstt.

Superintendent = Suptdt.

Accountant = Acctt.

Assistant Grade = A.G.

Technician = Tech.

Open Ended = OE

Courage to Explore,


Technology to Excel


Incentive Scheme for Hindi Workers:Incentive Scheme for Hindi Workers:

1. TITLE: OIL AND NATURAL GAS CORPORATION LIBERALISED

COMPREHENSIVE INCENTIVE SCHEMES FOR HINDI WORK.

2. SCOPE: All Offices of the Corporation irrespective of their place of location.

3. COMMENCEMENT: From the date of its adoption i.e. w.e.f. 21.6.1991.

4. INCENTIVES: The various incentives covered under the Scheme are:

i. Incentive for original Hindi Noting and drafting in official work.

ii. Grant of Hindi Incentive Allowance to Stenographers and Typists for doing

their official work in Hindi in addition to English.

iii. Hindi Incentives for in-service Training Courses.

iv. Lump-Sum Award and (V) Personal Pay.

Courage to Explore,


Technology to Excel


INCENTIVES FOR ORIGINAL HINDI NOTING AND DRAFTING IN

OFFICIAL WORK:

i. ELIGIBILITY

a. Officers/employees of the categories who are expected to do original

noting/drafting in official work can participate in this scheme.

b. Stenographers/Typists who are covered under some other incentives

for encouraging the use of Hindi in official work under this scheme will

not be eligible for incentives for original Hindi noting and drafting.

Stenographers and Typists can opt for Hindi incentive allowance to

Stenographers and Typists for doing their official work in Hindi in

Courage to Explore,


Technology to Excel


addition to English as stipulated in para 4.2 of this scheme.

Stenographers and Typists can opt only for one type of an incentive.

c. Hindi Officers and Translators who generally do their work in Hindi will

not be eligible to participate in the scheme. However, Hindi

Stenographers and Hindi Typists doing English work in addition to their

Hindi work to meet out the bilingual preparation of the documents to be

issued under Sec.3 (3) of the Official Languages Act, 1963 may opt for

the incentives under Para I91)(b).

ii. PRIZES

The following cash prizes in each Asset/Basin/Services/Institutes/Regional Offices or

work centers may be given to the participants every year according to the work done

by them in Hindi :

(a)First Prizes: Two Prizes : Rs.700/-

(Seven Hundred each)

(b)Second Prizes: Three Prizes : Rs.500/-

(Five Hundred each)

(c)Third Prizes: Five Prizes : Rs.350/-

(Three Hundred Fifty each)

(d)Consolation : Five Prizes : Rs.200/-

Prizes (Two Hundred each)

iii. CRITERIA

Courage to Explore,


Technology to Excel


a. For facilitating assessment, a total of 100 marks will be allotted. Out of

this, 70 marks will be earmarked for the quantum of work done in Hindi

and 30 for the quality of noting and drafting in Hindi.

b. A person who writes a minimum of Twenty Thousand words in Hindi in

Regions ‘A’ & ‘B’ and Ten Thousand works in Region ‘C’ in an year will

be eligible to compete for the prizes. The prizes will be awarded to the

first ten persons in order they stand on the basis of the marks allotted

by the Assessment Committee referred to in Para (iv) below.

Consolation prizes will be awarded on the recommendation of the

Assessment Committee to such persons who do work in Hindi

meritoriously but are not covered under First, Second and third prizes.

c. iv. CONSTITUTION OF ASSESSMENT COMMITTEE

d. The Assessment Committee in each

Asset/Basin/Services/Institutes/Regional Offices or Work centers may

consist of the following:

(a) An officer not below the level of E4.

(b) A Senior P&A Officer

(c) A Senior P&A Officer (Hindi)/Hindi Officer/PAO looking after Hindi

work.

v. PROFORMA

Courage to Explore,


Technology to Excel


WEEKLY STATEMENT OF THE HINDI NOTING/DRAFTING WORK

DONE BY SHRI/SMT./KM.______________________________

DESIGNATION_____________________ C.P.F. No._________

FOR THE WEEK ENDING ON __________

Sr No Date File No Quantum of Quantum of No. of

Signature

of

notes/drafts notes/drafts words

Sectional

Head

written in written in

Hindi Hindi

1 2 3 4 5 6 7

Courage to Explore,


Technology to Excel


Employee WelfareEmployee Welfare

Definitions of Employee Welfare :

“Employee Welfare means anything done for the comfort and improvement,

intellectual and social of employee or and above the wages paid which is not a necessary for

the industry.”

Objective of Employee Welfare :

It helps to improve the recruitment.

Employee welfare improves will moral and loyalty of workers.

It reduces labour turnover and absenteeism.

It helps to improves employee productivity and efficiency.

It help to improve to Industrial Relation.

It helps to improve goodwill and public image of the company.

.

Courage to Explore,


Technology to Excel

Welfare Activities

Intramural Extramural

1. Canteen2. Library3. Uniform4. Latrine5. Urinals 6. Refreshment Room7. Parking8. Wash Basing9. AC Cabin

1. Housing2. Transportation3. Education4. Co-operative Stores5. Recreational6. Medical7. Interest free Loan8. Concessional Rate

of Air ticket


Types of Welfare ActivitiesTypes of Welfare Activities ::

Courage to Explore,


Technology to Excel


Intramural

These services are provided within the establishment. These include

Canteen, Library, Uniform, Latrine, Urinals, Refreshment Room, Parking,

Wash Basing, AC Cabin and free and subsidized food etc.

A. Extramural

These services are provided outside the establishment. These consist of housing accommodation, transport, maternity benefits, Childers’s education, sport fields, family planning and a child welfare, holiday homes; leave travels facilities, works cooperative stores, fair price shops, credit societies, vocational guidance, interest free loans etc.

Courage to Explore,


Technology to Excel


a. Housing

Amount Up to Rs.30,001/- to Above

Rs. 30,000 to Rs. 3,00,000/- Rs. 3,00,000/-

Rate of interest 5.50% 6% 8%

Courage to Explore,


Technology to Excel


0.5% rebate on rate of interest to employees who have adopted small

family norms is admissible.

The repaying capacity of an employee will be calculated as shown below:

Service Period Salary

Retiring after 20 years 50%

Retiring within 10 to 20 years 60% + 80% Gratuity

Retiring within 10 years* 66.67% + 90% Gratuity

b. Transportation

The distance between the workplace and residence of worker has

increased considerable. It is therefore, necessary to provide proper transport

facilities to and from the factory. Such facilities will reduce strain and

absenteeism.

Employer should also advance loans for purchase of bicycle, scooters

etc., by employees.

Generally, Most of the employers travel the distance between house

and workplace with the help of TATA Bolero provided by ONGC LTD.

Courage to Explore,


Technology to Excel


c. Education

Merit Scholarship is granted to the wards of the employees who secure

the following percentages of marks in the aggregate of the last examination

passed:

a) Wards studying in classes from

i) Vth to Xth – 70%

ii) XI & XII – 60%

iii) Diploma courses – 70%

b) Graduation, Post Graduation, Professional Courses

Courage to Explore,


Technology to Excel


(i) Science 65%

(ii) Commerce / Humanities stream 60%

d. Co-operative Stores

The Indian labour conference in 1963 adopted for the setting up of the

consumer co operative stores in all industrial establishment including

plantation and mine employing 300 or more workers. This store provides the

item in concessional rates.

e. Recreational

Courage to Explore,


Technology to Excel


Recreational in the form of music, art, theatre, sports and games can

play important role in physical and mental development of employees. This is

provided in order to fit the labour force.

Courage to Explore,


Technology to Excel


f. Medical

Courage to Explore,


Technology to Excel


The ONGC has their on private hospital where the employee can check

up at reasonable rate. It also provided medical store facilities outside the

campus. There the Employee can purchase medicine at free or concessional

rates.

Courage to Explore,


Technology to Excel

No. 9 - Human Resources Department

Documents