Upload
ankitsuthar9
View
231
Download
0
Embed Size (px)
Citation preview
8/6/2019 Jalpa-recruitment and Selectionongc
1/65
Submitted to:
Hemchandracharya North Gujarat University,
PATAN
Guided by: Prepared by:
Mr. Amit Patel Kadiya Jalpa M.
T.Y. B.B.A.
Roll no: 04
Exam no: ______
SMT S. B. PATEL INSTITUE OF BUSINESS
MANAGEMENT,
VISNAGAR
ACADEMIC YEAR: (2007-08)
8/6/2019 Jalpa-recruitment and Selectionongc
2/65
CERTIFICATE
8/6/2019 Jalpa-recruitment and Selectionongc
3/65
PREFACE
This report has been prepared in accordance with the guideline of
SMT. S. B. PATEL INSTITUTE OF BUSINESS MANAGEMENT for
T.Y.B.B.A. curriculum to understand industrial training for duration of 21
days.
This report seeks to describe the various departments of large-scale
business organization. The report covers specifically main departments
HRM department.
The initial part contain brief introduction about organization, history
of organization about organization, history of organization management
aspects in brief etc. The principal concern of this report is to improve my
learning of business practical functionality, operations & management of
business organization.
In writing this report I have drawn vast amount of information from
various senior person 2 simultaneously supplementary by various other
people in annual report, important new letters, journals etc.
Obviously I owe an intellectual to all the people who supported me to
prepare report.
-Kadiya Jalpa M.
8/6/2019 Jalpa-recruitment and Selectionongc
4/65
8/6/2019 Jalpa-recruitment and Selectionongc
5/65
EXECUTIVE SUMMARY
In order to accomplish the given objective: the firm should select a
financing/capital/structure/financial leverage, which will help to achieve the
objective of financial management. As a consequence, the capital structure
should be examined from viewpoint of its impact on the value of the firm,
the firm should select such a financing-mix as will minimize the
shareholders wealth. Such a capital structure is referred as the optimum
capital structure.
The relationship between leverage and value of the firm can be viewed by
various arguments. Some believe that financing-mix i.e. debt and equity has
no impact on the shareholders wealth so the decision relative to capital
structure is irrelevant. In other words, there is a nothing like optimum capital
structure.
In theory, capital structure can affect the value of the firm by affect either its
expected earning or the cost of capital or both. While it is true that financing-
mix cant affect the expected earning of the firm, since they are determined
by the investment decisions, it can affect the share of earning belonging to
the shareholders. The capital structure decision can influence the value of the
firm through the cost of capital. Hence the main focus is to study the
relationship between leverage and cost capital from the standpoint of
valuation.
8/6/2019 Jalpa-recruitment and Selectionongc
6/65
INDEX
Preface
Acknowledgement
Executive Summsry
GENERAL INFORMATION
Company Profile
History & development of O.N.G.C.
Information about Mehsana assets
Vision & mission
Board of director
Size of the unit & form of Organization
PERSONNELDEPARTMENT
Introduction
Structure of HRM
Vision, Mission & objective of HR
Strategy & Role of HR
RECRUITMENT
Introduction
Feature of recruitment
Recruitment process
Recruitment policy
Recruitment organization
8/6/2019 Jalpa-recruitment and Selectionongc
7/65
Recruitment advantages
Recruitment disadvantages
Sources of Recruitment
Internal sources
External sources
Method of filling post
Filling up of vacancies by direct recruitment
Recruitment practice in India
SELECTION
Introduction
Objectives
Selection process condition satisfied
Selection process
Induction
WAGES & SALARY
Wages & salary Administration
Salary structure
Allowance structure
CONCLUSION
BIBLIOGRAPHY
8/6/2019 Jalpa-recruitment and Selectionongc
8/65
8/6/2019 Jalpa-recruitment and Selectionongc
9/65
COMPANY PROFILE
Name of the company
Oil & Natural Gas Corporation Limited.
Registered Office
Jeevan Bharti Tower-II,
124-Indian Chowk,
Connaught Place, New Delhi-110001
Address
Oil & Natural Gas Corporation Limited
KDM Bhavan,
Palavasna,
Near Palavasna chokdi,
Mehsana (N.G.)
Year of Establishment
15th August 1956
Banker of the company
State bank of India
Subsidiary of the company
O.V.L. (ONGC VIDESH LTD.)
MRPL (MANGLORE REFINARY & PETROCHEMICAL LTD.)
ONGC NILE GANGA BV
8/6/2019 Jalpa-recruitment and Selectionongc
10/65
HISTORY & DEVELOPMENT OF O.N.G.C.
1947-1960
During the pre-independence period, the Assam oil company in the
northeastern and attack oil companies producing oil the country, with
minimal exploration input. The major part of the Indian sedimentary basin
was deemed to be unfit for development of oil and gas resources.
After independence, the national government realized the importance
oil and gas for repaid industrial policy statement of 1948, the development
of petroleum industry in the country was considered to be of utmost
necessity.
Unit 1955, private oil companies mainly carried out exploration of
hydrocabon resources of India. In assam, the Assam oil company was
producing oil at Digboi and the oil India ltd. (a 50% joint venture between
Government of India and Burmah oil Company) was engaged in developing
two newly discovered large field Naharkatiya & Moran in Assam. In west
Bengal, the indo-stanvac Petroleum project was engaged in exploration
work. The vast sedimentary tract in other parts of India & bad joining
offshore remained largely unexplored.
In 1955, Government of India decided to develop the oil & natural gas
resources in the various regions of the country as the public sector
development. With this objective, an oil & natural gas directorate was set up
towards the end of 1955, as a subordinate office under the Ministry of
Natural Resources & Scientific Research. The development was constituted
with a nucleus of geoscientist from the Geological survey of India.
8/6/2019 Jalpa-recruitment and Selectionongc
11/65
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 survey 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
industries the future development of which was to be the sole exclusive
responsibility of the state.
Soon, after the formation o oil and natural gas directorate, it became
apparent that it would not be possible for the directorate with its limited
financial and administrative powers as subordinate offices of government, to
function efficiently. So in August 1956, directorate was raised to 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 furthers. The main function of the oil & natural gas commissionsubject to the provisions of the act, were to plan, promote, organize and
implement programmer for development of petroleum resources and
production and sale of petroleum products produced 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 step to taken by
ONGC in fulfilling its mandate.
8/6/2019 Jalpa-recruitment and Selectionongc
12/65
1961-1990
Since its inception, ONGC has been instrumental in transforming the
countrys limited upstream sector into a large viable playing field, with its
activities spread throughout India and significantly in the overseas territories.
In the inland area, ONGC not only found new resources in Assam but also
established new oil Combay basin (Gujarat), while adding new petroliferous
areas in Assam-Arakan fold belt and east coast basins.
ONGC went offshore in early 70s & discovered a giant oil field in the
form of Bombay high, now known as Mumbai high. This discovery,
along with subsequently discoveries of huge oil & gas fields in
western offshore changed the oil scenario of the country. Over 5
billion tones of hydrocarbons, which were present in the country,
where present in the country, were discovered. The most important
contribution of ONGC, however, is its self-reliance & development
of core competence in E7P activities at a globally competitive level.
AFTER 1990
The liberalized economic policy, adopted by the government of Indian
in July 1991, sought to deregulate & de-license the core sector with partial
disinvestments of government equity in public sector undertakings & other
measures, as a consequence there of, ONGC was re organized as a limited
company under the companys act, 1956 in Feb, 1994.
After the conversion of business of the elsewhere Oil &natural Gas
Commission to that of Oil & Natural Gas Corporation limited in 1993, thegovernment disinvested 2% of it shares through competitive bidding.
8/6/2019 Jalpa-recruitment and Selectionongc
13/65
Subsequently, ONGC expanded its equity by another 2% by offering shares
to its employees.
During march 1999, ONGC, India Oil corporation a down stream
giant & Gas Authority of India limited the only Gas marketing company,
agreed to have cross holding in each others stock. This paved the way for
long-term strategic alliances both for the domestic & overseas business
opportunities in the energy value chain, amongst themselves. The
government sold off 10% of its share holding in ONGC to IOC 72.5% to
GAIL with this, the government holding in ONGC came down to 84.11%.
In the year 2003-04, after taking over MRPL from the A V group,
ONGC diversified into the downstream sector. ONGC will soon be entering
into the retailing business. ONGC has also entered the global field through
its subsidiary: ONGC Videsh ltd. ONGC has made major investments in
Vietnam, Sakhalin & Sudan and earned its first hydrocarbon revenue from
its investment in Vietnam.
8/6/2019 Jalpa-recruitment and Selectionongc
14/65
INFORMATION ABOUT MEHSANA ASSET
Mehsana asset is the largest oil production onshore asset. Mehsana
tectonic block is fairly well explored productive block of north combay with
nearly four decades exploration history. The exploration, development &
exploration activities are being undertaken in the asset intended. The earliest
success was achieved in 1967 with discovery of north kadi field, the largest
oil block of Mehsana block. Oil in Mehsana block is heavy as well as light.
The oil field with low gravity API gravity & high viscosity are
Santhal, Balol, and Bechraji & Lanva. Oil field with moderate API gravity is
North Kadi, Shobhasan, Jotana, Nandasan, Linch & Langnaj.
Mehsana block encompasses 6000 square kilometers. Exploration
success for large & small fields came about simultaneously in the first
decades. So far 28 fields have been discovered. The peak production was
achieved in the 22nd year of its existence. The decline has been arrested &
now production has been increasing from 1999. The revival has achieved
through better reservoir management, implementation of different IOR &
EOR.
Exploration todays is focused on subtle traps of & small amplitude
entrapment situation. Current efforts are best with problem related to shield
of middle scone market especially thick coals, which tends to mask seismic
reflections from deeper section.
8/6/2019 Jalpa-recruitment and Selectionongc
15/65
The major oil fields of Mehsana asset have been operating for last 25-
year.80% of well operate of artificial lift. About 400 works over operation
are carried out every year. Despite problems related to aging, asset has
between able to peg down the sick wells inventory well under control.
As a measure of build up to date for future coal bed methane
exploration, a number of coal cores have been taken from Shobhasan field as
a part of R&D efforts, this however will go a long way in chalking out
strategy for CBM exploration. Two wells drilled for underground coal
gasification in Mehsana city were evaluated for their utility exploration of
UCG. It is estimated that the asset has 63 billons tones of local reserves at
the depth of 700 to 1700 masters with expected producible energy of 15000
BCM. The Mehsana project came into 7th Nov 1967 when it has bifurcated
from Ahemadabad to facilitate administrative & operational convenience.
First well drilled-Mehsana structure-1 Spudded on 20-04-1964.
First oil well drilled-Mehsana II. Deepest well drilled-south warasan-
I depth 5000M.
Oldest formation encountered-granite basement well serau east-I
Deepest oil zone drilled 2198-2208M well Mehsana-II.
Shallowest oil zone drilled-1790-1794M well Langhnaj-II.
Shallowest gas zone drilled depth 644-651M cambay shale well
Mansa-II.
First hydrocarbon bearing field-Mansa-II
First EOR scheme-Balol instu combution pilot project 15.03.01990
First coal bed methane exploration well-Shobhasan 17.02.1991
8/6/2019 Jalpa-recruitment and Selectionongc
16/65
VISION & MISSION
To be world-class oil and Gas Company integrated in energy business with
dominanant Indian and global preseance.
WORLD CLASS
Dedicated to excellence by leveraging competitive advantage in R &
D and technology with involved people.
Imbibe high standard of business ethics and organization values.
Strive for customer delight through quality product & services.
Foster a culture of trust, openness and mutual concern to make
working a simulating and challenging experience for our people.
INTEGRATED IN ENERGY BUSINESS
Focus on domestic and international oil & gas exploration and
production business opportunities.
Provide value linkages in other sector of energy business.
Create growth opportunity & maximize shareholder value.
DOMINANT INDIAN LEADERSHIP
Retain dominant position in Indian petroleum sector & enhance
Indias energy availability.
8/6/2019 Jalpa-recruitment and Selectionongc
17/65
BOARD OF DIRECTOR
DIRECTORS OF COMPNY
Shri R. S. Shrma
Chairman & Managing director
Dr. A. K. Balyan
Director (Human Resources)
Shri A.K.Hazarika
Director (Onshore)
Shri D.K. Pande
Director (Exploration)
Shri Y. B. Sniha
Director (Exploration)
Shri U. N. Bose
Director (Technology & Field Service)
Shri Nathulal
Director (Technology & Field Service)
Shri Anil Razdan
8/6/2019 Jalpa-recruitment and Selectionongc
18/65
Shri M. S. Srinivasan
Shri P. K. Sniha
Shri M. M. Chitale
Shri Rajesh V. Shah
Shri U. Ssundarajan
Shri R. K. Pachauri
Shri V. P. Singh
Shri P. K. Chaudhary
Dr. Bakul H. Dholakia
8/6/2019 Jalpa-recruitment and Selectionongc
19/65
SIZE OF UNIT & FORM OF ORGANIZATION
Size Of The Unit
Size of the organization refers to the scale, operation and capital
employed in the organization.
According to the size of the organization, it can be divided into three
parts namely.
1. Small Scale Organization
2. Medium size scale Organization
3. Large scale Organization
Oil & Natural Gas Corporation Ltd. comes into the category of a
large-scale organization.
Forms Of Organization
Form of organization differs in terms of capital contribution,
managent and objective.
Generally there are forms of business organization. They are as under.
1. Sole Proprietorship
2. Partnership
3. Joint Stock Company
4. Private Organization
5. Public Organization
8/6/2019 Jalpa-recruitment and Selectionongc
20/65
Among these, Oil & Natural Gas Corporation Ltd. Can be classified as
Public Ltd. company.
8/6/2019 Jalpa-recruitment and Selectionongc
21/65
INTRODUCTION
Personnel department is one of the most vital department is any organization.
No business enterprise can exist and function without employees. The
success of business enterprise depends to a large extent on the quality of its
personnel.
The plan of business may be logically sound and structure of
organization may be perform but if the recruitment and training of personnel
are unscientific, business cannot grow. The growth of the business depends
mainly on the willingness and ability of its employees. Lawrence A apply,
the therefore wrote, Management is the development of people and not the
direction of things.
Personnel management is the art of acquiring, developing and
maintaining a competent workforce in such a manner that help its in
accomplishment of maximum efficiency and objectives of the organization.
Today, in the computer world, human power is to encourage by giving
training, development program, welfare activities, etc.
8/6/2019 Jalpa-recruitment and Selectionongc
22/65
STRUCTURE OF HRM
Asset Head
ST SST Assets Supports Supports
HR Engineering
MM
Medical
Logistic
Security
& Fire
Drilling
MUD
Cementing
ST = Surface Team
SST = Sub Surface Team
8/6/2019 Jalpa-recruitment and Selectionongc
23/65
VISION, MISSION AND OBJECTIVE
HR Vision
To attain organization excellence by developing and inspiring the
true potential of companys human capital and providing opportunities for
growth, well being and enrichment.
HR Mission
To create a value and knowledge based organization by inculcating a
culture of learning, innovation & team working and aligning business
priorities with aspiration of employees leading to development of an
empowered, responsive and competent human capital.
HR Objective 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 family
To inculcate high understanding of Service to a greater cause
8/6/2019 Jalpa-recruitment and Selectionongc
24/65
STRATEGY AND ROLE OF HR
Strategy of HR
To meet challenging demands of the business environment,
focus of the HR Strategy is on change of the employees mindset.
Building quality culture & recourses
Re-engineering & redeployment for maximizing utilization of
HR potential. To build & upgrade competences through virtual learning,
opportunities for growth & providing challenges in the job.
Re-strengthening mutual faith, trust & respects.
Inculcating a sprit of learning & enjoying challenges.
Roll of HR
Alignment of HR vision with corporate vision.
Shift from support group to strategic partner in business operations
HR as a challenge agent
Enhanced productivity and & performance by developing employee
competency & potential.
Developing professional attitude & approach.
Developing Global Managers for tomorrow to ensure the role of
global players.
8/6/2019 Jalpa-recruitment and Selectionongc
25/65
8/6/2019 Jalpa-recruitment and Selectionongc
26/65
8/6/2019 Jalpa-recruitment and Selectionongc
27/65
INTRODUCTION
Recruitment is the process of searching for prospective employees &
stimulating & encouraging them to apply for the job in an organization.
Recruitment is the process to discover the sources of manpower to
meet the recruitment of the staffing schedule & to manpower in adequate
number to facilitate effective of an efficient working force.
Recruitment needs are of there types planned, anticipated &
unexpected. Planned requirement policy, deaths, accidents & illness gives
rise to unexpected needs. Anticipated needs refer to those movements in
personnel, which an organization can predict by studying trends in the
internal & external environments.
8/6/2019 Jalpa-recruitment and Selectionongc
28/65
FEATURE OF RECRUITMENT
1. Recruitment is the process or a series of activities rather than a single
act or event. The activities in this process & described under the next
heading.
2. Recruitment is a linking activity as it brings together those with jobs
& those seeking jobs.
3. It is a positive function as it seeks to develop a pool of eligible persons
from which most suitable once can be selected.
4. The basic purpose of recruitment is to locate the sources of people
required to meet job requirements & attracting such people to offer
them for employment in the organization.
5. Careful recruitment of employees particularly important in India
because the chances of mismatching the job seeker tends to accept any
job irrespective of his suitability.
6. Recruitment is a pervasive function as all organization engages in
recruiting activity. But the volume & nature of recruitment varies or
not similarity, the prospective employees can choose for which
organization to apply for a job.
7. Recruitment is a two way process. It takes recruitment & a recruit just
as the recruiter has a choice that me recruit or not similarity the
prospective employee can choose for which organization to apply for
a job.
8/6/2019 Jalpa-recruitment and Selectionongc
29/65
RECRUITMENT PROCESS
1. Recruitment process generally begins when the personnel department
receives requisitions for recruitment from any department of the
company. The personnel requisitions contain details about the position
to be filled number of persons to be recruited the duties to be
performed, qualifications required form the candidate, terms &
conditions of employment & the time by which the person should be
available for appointment etc. A specimen of personnel requisition is
given.
2. Locating & developing the sources of required number & type of
employees.
3. Identifying the prospective employees with required number
characteristics.
4. Communicating the information about the organization the job & the
terms & condition of service.
5. Encouraging the identified candidates to apply for jobs in the
organization.
6. Evaluating the effectiveness of recruitment process.
According to the famulrao, recruitment process consists of five
elements, namely a recruitment policy, a recruitment organization,
developing sources & method of assessing the recruitment programmed.
8/6/2019 Jalpa-recruitment and Selectionongc
30/65
RECRUITMENT POLICY
Recruitment policy specified the objective of recruitment & provides a
framework for the implementation of the recruitment program. It may
involve commitment to principles such as enriching the organizations
human resources by filling vacancies with the best-qualified people, attitudes
towards recruiting handicaps, minority groups, women, friends relatives of
present employees, promotion from within. It may also involve the
organization system to be developed. Recruitment policy should be based on
the recognition that it is hard to be finding qualified executives. A
recruitment policy involves the employers commitment to such general
principles as.
To find & employ the best qualified persons for each job.
To retain the most promising of those hired.
To offer promising opportunities for life time working careers.
A properly & systematic recruitment policy is necessary to minimize
disruption of work due to changes in employees & to secure equitable
distribution of employment opportunities. A well considered & pre-planned
recruitment policy based on the goals, needs & environment of the
organization will help to avoid hasty or ill-conceived decisions & help to
man the organization with the right kind of personnel. The factors affecting
recruitment policy include organization objective, personnel policies of the
organization & its competitors, government policies on reservation & sons of
the soil, preferred sources of recruitment organization, costs & financial
implications selection, selection criteria & preference etc.
8/6/2019 Jalpa-recruitment and Selectionongc
31/65
RECRUITMENT OFFERS THE FOLLOWING
ADVANTAGES
It reduces the administrative cost by consolidating all recruitment
activities at one place.
It helps in better utilization of specialist.
It ensures uniformity in recruitment & selection of all types
employees.
It facilitates interchangeability of staff between different units
enabling them to concentrate on their operational activities.
It tends to reduce favoritism in recruitment & make the recruitment
process more scientific.
8/6/2019 Jalpa-recruitment and Selectionongc
32/65
RECRUITMENT SUFFERS THE FOLLOWING
ADVANTAGES
There is delay in recruitment as operating unit cannot recruit staff as
& when required.
The central office may not be fully familiar with job recruitment of
different unit & the most suitable source for the required staff.
Requirement is not flexible because operating units lose control over
the requirement process.
8/6/2019 Jalpa-recruitment and Selectionongc
33/65
SOURCES OF RECRUITMENT
(A) Internal SourcesInternal Sources are carried inside the organization. Those sources are
very crucial & beneficial to the organization. These sources are very crucial
& beneficial to the organization.
Present Employees
Former Employees
Previous application
Friends & relatives of the present employees.
RECRUITMENT
Internal Sources
Transfer
Promotion
External Sources
Advertisement
Education Institute
Placement agencies
Employment
exchange
8/6/2019 Jalpa-recruitment and Selectionongc
34/65
Present Employee
Permanent, temporary & casual employees already on the pay of the
organization are good source. Vacancies may be filled up from such
employees though promotion, transfers, and upgrading & even demotion.
Retired & retrenched employee who wants to return to the company
may be rehired.
Dependents & relatives of deceased & disables employees.
8/6/2019 Jalpa-recruitment and Selectionongc
35/65
Internal Sources Have Following Merits:
Moral & Motivation
Suitability of exiting employee
Stability of employment is improved.
Save the time & cost of orientation & training are low.
Expenditure for advertisement vacancies or arranging rigorous tests &
interviews
Relation with trade union remains good.
Labor turnover is reducing.
Internal Sources Have Following Demerits:
It may be glad to inbreeding
It discourages flow of new blood in to the organization
If promotion is based on seniority, really capable persons may left out
The choice in the selection is restricted
More talented outsider may not be employed
Growth of business is restricted by the limited talent of insiders
All the vacancies can not be fill up with in the origination
8/6/2019 Jalpa-recruitment and Selectionongc
36/65
(B) External Sources:
External source are outside of the origination. Sometime the
management of the company arranges recruitment from the external sources.
Advertisement in newspaper
Employment agencies
Employment exchange
Oil 2 Natural gas corporation Ltd. has accepted recruitment through
both the sources as per the recruitment. For the recruitment of the staff, the
company uses internal & external sources & for the recruitment of the
workers.
External Sources Of Following Merits:
People having the requite skill; education & training can
be obtained.
It helps to bring new blood & new ideas into the
organization.
This source of recruitment never dries up it is available to
even new enterprise.
External Sources Of Following Demerits:
8/6/2019 Jalpa-recruitment and Selectionongc
37/65
More expensive & time consuming to recruit people from
outside.
Employee being having information with the organization
so their training must be necessary
If the higher-level jobs are filled from external sources,
motivation & joyalty of existing staff are affected.
Method of filling post:
Recruitment methods or techniques are the means by which an
organization establishes contract with potential candidates, provides them
necessary information & encouragement them to apply for jobs. These
methods are different from the recruitment sources.
All posts in the corporation shall by fill by: -
(A) Direct Recruitment
(B) Promotion of employees already in the service of the corporation.
(C) Borrowing the services of persons from the central government of the
state government or public sector undertakings or local or other
authorities.
(D) 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.
Graduate Trainee Recruitment
8/6/2019 Jalpa-recruitment and Selectionongc
38/65
Job should search for persons should not search for a job.
Most valuable company of India inducts manpower from
the cream of talented workforce.
Age Limit For Direct Recruitment
Scale of Pay (Rs) Age Limit
Earlier
Provision
Enhanced
(A) Executive level
E-4 17500-22300 42 years 44 yearsE-1 12000-17500 28 years 30 years
(B) Class-III
Top of Class-III 7500 30 years 32 years
A-II (Asstt. Rigman Only) 5100 30 years 30 years
Bottom of Class-III 4700 28 years 30 years
(C) Class-IV
Bottom of class- IV 4300 25 years 27 years
8/6/2019 Jalpa-recruitment and Selectionongc
39/65
Filling Up Of Vacancies By Direct Recruitment:
1. The corporation shall cause all vacancies to be filled by direct
recruitment to be notified to the employment exchange in accordance
with the provisions of the employment exchange Act 1959 & in-house
circular & to be advertised in daily newspaper having circulation in
major parts of the country &in such daily news papers in the regional
languages as the corporation may consider suitable.
2. The concerned section shall reregister all particulars of the
application received in response to the notification of vacancies to the
employment exchange, in-house circular & to the advertisement.
3. All applications for direct recruitment, shall be appointing
authority who shall reject such applications of the candidates who do
not fulfill the laid down criteria & submit the list of candidates who
fulfill the said criteria for consideration for direct recruitment by a
selection committee constituted by the corporation in this be half &
such selection committee shall consist of not less than three members.
Provided that where the vacancies to be filled by direct
recruitment are limited & the number of candidates who apply &
fulfill the said criteria are more the appointing authority shall decide
the number of candidates to be considered for such vacancies & may
accordingly enhance the criteria for qualification & experience.
8/6/2019 Jalpa-recruitment and Selectionongc
40/65
Provided further that the number of candidates to be considered
for such vacancies shall be five times the number of vacancies to be
filled & where the number of such candidates are less than five times
the vacancies to be filled all the English candidates shall be
considered by the selection committee.
4. Where the selection committee does not consider a candidate
who fulfills the said criteria it shall record in writing the reasons for
not considering such candidate.
5. The selection committee shall adjudge the suitability of a
candidate on the basis of written examination, practical test or
interview or any combination of these however there will be written
examination for all induction level posts of unionized category & at
E-1 level of the executive cadre.
6. After the issuance of appointment letters according to
availability of vacancies, the names of the remaining candidates shall
be kept in the said list for further use to fill up vacancies that may
arise in future.
Provided that the period of validity of the said list shall be six
months from the date of its approval by the appointing authority.
Provided that the said period may be extended to a furtherperiod of six months by the appointing authority for the reasons five
shall require the approval of the corporation.
8/6/2019 Jalpa-recruitment and Selectionongc
41/65
Advertisement
Designed & developed in recruitment section.
Sent for approval to HR.
After approval, dispatched to HR section.
Published pointers in leading newspaper.
Times Of India (Delhi & Mumbai edition)
Telegraph (Kolkatta)
Tribunal (Chandigarh)
Sentinel (Assam)
How To Apply
Only those applications which are as per the prescribed from & fulfill
eligibility criteria of age, qualification, application fee & are accompanied
with copies & testimonials are filling up application forms are given in the
vacancy notification.
Terms & Condition
8/6/2019 Jalpa-recruitment and Selectionongc
42/65
Board terms & condition & general instruction which are specific to
the instruction which are specific to the advertise post are incorporated in the
advertisement / vacancies notification. Vacancies are notified or advertise as
& when there is manpower requirement for any discipline the educative in
ONGC are transferable to any of its projects, regions, institution & work
centers in India or abroad.
Entrance Test
All India written tests is conducted in all major cities of
India.
To maintain transparency, preparation of question paper
is given to an out said agency of national repute.
Those candidates who are unable to receives the admit
cards within the stipulated time period can approach the head quarter
& get their center name & roll no confirmed.
On the day of the examination after the verification of the
records the individual candidates who had not receives there admit
cards can be issued provisional admit cards.
Interviews
General & OBC candidates have to secure minimum 60%
qualifying marks in the written test to be called for the interviews.
SC candidates have to secure minimum 55% marks.
In each of the above categories candidates are finally
called for these interview in the ratio of 1:5.
8/6/2019 Jalpa-recruitment and Selectionongc
43/65
Recruitment Practice In India:
Internal Sources
Public Employment Exchange
Campus recruitment
Executive search agencies
Labor
Contractors
Employee referrals.
The recruitment program should be evaluated periodically. The
criteria for the, hiring ratio, performance appraisal etc. The organization
should be first found out how the applicant was attracted to information
collected through evolution necessary improvement should be made in the
recruitment program.
8/6/2019 Jalpa-recruitment and Selectionongc
44/65
8/6/2019 Jalpa-recruitment and Selectionongc
45/65
INTRODUCTION
Selection process is the concerned with choosing the best candidates
among the best, means choosing candidates from the possible & potential
candidates. In this process relevant information about application is collected
through a series of steps so as to evaluate is process of matching the
qualifications of applicant with job to be filled. Selection is process of
matching the requirement it is process of weeding out unsuitable candidates
& finally identify the most suitable candidate. Selection divided all the
applicants into two categories.
Suitable
Unsuitable
8/6/2019 Jalpa-recruitment and Selectionongc
46/65
O.N.G.C. Selection procedure in concerned with securing relevant
information about an applicant. This information is secured in a number of
steps or stages. The objective of selection process is to determine whether an
applicant meets the qualification for a specific job & to choose the applicant
who is most likely to perform well in that job.
OBJECTIVES
The objective of selection process to determine whether the applicant
meets the qualification for a specific job & choose the applicant who is most
likely to perform well job.
To select the best applicant & send call letter.
Then take interviews of that applicant for testing their knowledge for
the required work.
To check the background of the applicant.
Physical examination of the selected applicant in which the
candidates.
At last who have passed all the above procedure is selected in the
company.
8/6/2019 Jalpa-recruitment and Selectionongc
47/65
SELECTION PROCESS CONDITION
SATISFIED
Some one should have the authority to select. This authority comes
from employment requisition as developed through an analysis of the
workload & workforce.
There must be some standard of personnel with which applicant can
be compared. In other words a comprehensive job description & job
specification should be available beforehand.
There must be a sufficient number of applicants from whom the
require number of employees may be selected.
8/6/2019 Jalpa-recruitment and Selectionongc
48/65
SELECTION PROCESS
The selection process consists of a series of steps. At each stage facts
may come to light, which may lead to the rejection of the applicant. It is a
serried of successive handles or barriers, which an applicant must be cross.
This technique is called successive hardies technique. There is no standard
selection process to be used in all organization or for all jobs. The
complexity of selection process is increase with the level & responsibility.
Preliminary interview
Application Bank
Selection test
Employment interview
Medical examination
Reference checks
8/6/2019 Jalpa-recruitment and Selectionongc
49/65
Final approval
Preliminary Interview
Preliminary interview is essentially a sorting process is which
prospective candidate are given the necessary information about the nature
of job & the organization. Necessary information is also elicited from the
candidates about their educations, skills, experience, salary expected etc.
Application Bank
Application form is traditional & widely used device for collecting
information from candidates.
Identifying Information
Name: -_______
8/6/2019 Jalpa-recruitment and Selectionongc
50/65
Address: -_______
Telephone: -_______
Personal Information.
Age: -_______
Sex: -_______
Place of Birth: -___________
Date of Birth: -___________
Physical characteristics
Height: -________
Weight: -________
Eye sight: -________
Family background..
Education..
References.
Selection Test
Psychological tests are being increasingly used in employee selection.
A test is a sample of some aspect of an individuals attitudes, behavior &
performance. It also provides a systematic basis for comparing the behavior,
performance & attitudes of two more persons. Tests may be also provides a
systematic basis for comparing the behavior, performance & attitudes of two
more persons. Tests may be also revealing qualification, which remain
covered in application form & interview.
8/6/2019 Jalpa-recruitment and Selectionongc
51/65
Employment Interview
An interview is a conversation between two persons. In selection it
involves a personal, observation & face-to-face appraisal of candidates for
employment. Interview is an essential element of selection & no selection
procedure is complete without one or more personnel interviews.
Medical Examination
It determines whether the candidates are physically fit to perform the
jobs those who are physically unfit are rejected.
It reveals existing disabilities & provides records of employees health
at the selection.
It prevents the employment of people suffering from contagious
diseases.
Medical Examination Report
Post for which selected.
Name in fall
Father/Husbands Name...
Age
8/6/2019 Jalpa-recruitment and Selectionongc
52/65
Date of Birth..
Place of Birth..
Address
Reference Checks
The application is asked to mention in his application from the names
& address of two or three person who know him well.
Final approval
Types Of Test
Signature & Designation
of the personnel
Department
Tests
Aptitude
Tests
Achievement
Tests
Personality
Tests
Interest Tests
Mental
Tests
Job
Knowledge
Tests
Objective
TestsMechanical
Tests
Work Sample
Tests
Projective
Tests
8/6/2019 Jalpa-recruitment and Selectionongc
53/65
INDUCTION
Induction is the process of the receiving & welcoming an employee
when he first joins company & giving him the basic information.
I O.N.G.C Ltd there is nothing likes any special induction process but
it follows simple induction programmed by introducing new employee aboutwork environment & necessary in formation is provide so that he can adjust
himself easily with the organization.
8/6/2019 Jalpa-recruitment and Selectionongc
54/65
8/6/2019 Jalpa-recruitment and Selectionongc
55/65
WAGES & SALARY ADMINISTRATION
Wages & Salary administration refers to establishment &
implementation of sound policy & practices of employee compensation.
There are various factors, which may influence the process fixation of wages
for worker.
Oil & natural gas corporation Ltd, has a sound & satisfactory wages &
salary structure. The company pays salary to the employees as per their skill.
Rate of increment for offer is @ 4%.
EXECUTIVE
8/6/2019 Jalpa-recruitment and Selectionongc
56/65
Level Old Before 1-9-1997 New After 1-9-1997
Min. Scale Max. Scale Min. Scale Max. Scale
E0 4500 7150 10750 16750
E1 5000 8275 12000 17500
E3 6000 9425 13750 18700E4 7000 9600 16000 20800
E5 8250 10050 18500 23900
E6 9000 10500 19500 25600
E7/E8 9500 11500 20500 26500
E9 11500 13500 23750 28550
STAFF
Scope Open Ended Rate of
IncrementOld New
S-1 4280 10220 4%
S-2 4750 11400 4%
S-3 5700 13070 4%
S-4 6650 15200 4%
STAFF (Open Ended)
Scope Open Ended Rate of
IncrementOld New
1 2282 4300 2.5%
2 2340 4500 2.5%
3 2370 1700 2.5%
8/6/2019 Jalpa-recruitment and Selectionongc
57/65
4 2472 5100 3%
5 2532 5800 3%
6 2718 6500 3.5%
7 2802 7000 3.5%
SALARY STRUCTURE
SALARY
Salary is the most important aspect in any of the organization. No
person will work for any organization until his dose not get the sufficient
amount of money what he has done for the organizational. The question
arrives in our mind that what should be the salary of the person in the
organization well.
BASIC PAY
This basic pay is the pay, which is given to employee at every month.
It is allocated at different level according to the designation & position of the
employees.
8/6/2019 Jalpa-recruitment and Selectionongc
58/65
INCOME TAX
The tax, which is taken from the person from their total income,
knows an income tax. This tax is change every year with the changes made
in the income tax policies made by the government.
PRBS SELF
PRBS self for the post retirement benefit scheme. This is also a trust
made by the ONGC & some percentage of amount deducted from the
employee salary.
GAS CHARGES
The gas, which is supplied by the ONGC to its employees at their
house in the resident colony, the charges of Rs25 is deducted from the salary
of the employee & paid to the organization.
8/6/2019 Jalpa-recruitment and Selectionongc
59/65
OFFICER CLUB
The sum of Rs20 is deducted from the employees salary & paid to
the officer club management of the club.
ALLOWANCE STRUCTURE
Drilling Allowance
Category of
Employees
Normal Areas North-Eastern States
Executives 20% of basic pay
subject to a maximum
of Rs 3100 per month.
27.5% of pay subject to
maximum of Rs 3500
per month.
Other then S-level 20% of basic pay
subject to a maximum
of Rs 1550 per month.
27.5% of pay subject to
maximum of Rs 1750
per month.
S-level 20% of basic pay
subject to a maximum
of Rs 2650 per month.
27.5% of pay subject to
maximum of Rs 1750
per month.
8/6/2019 Jalpa-recruitment and Selectionongc
60/65
HRA For Executive
Work Centers On Production Of Rent Receipt
Delhi, Mumbai, Kolkatta, Chennai,
Ahemadabad
303% of basic pay or actual rent paid
which ever is less.
Baroda, Ankleswar, Mehsana, Surat 22.5% of basic pay or actual rent
paid which every is less.
Jodhpur, Goa 17.5% of basic pay or actual rent
paid which ever is less.
All work center in northeast,
combay, Jammu.
15% of basic pay or actual rent paid
which ever is less.
8/6/2019 Jalpa-recruitment and Selectionongc
61/65
Over Time Allowance
Overtime shall be calculated on basic pay plus DA only & no other
allowance is to be taken into consideration. Overtime allowance is calculated
on actual working house, which exclude lunch break & absence of any kind
including weekly off holiday.
Colony Accommodation
Quarter Type Category Of Employees
D Type DGM (E6)
C Type E3
B Type EO to E
Traveling Allowance
BY AIR
Pay Range Description
Rs 20,000 & Above At their description
Rs 16,000 to 19,999 At there is a direct train cannot
8/6/2019 Jalpa-recruitment and Selectionongc
62/65
perform more than 500kms & over
night journey.
BY RALL
Pay Range Description
Rs 20,000 & Above 1st A.C.
Rs 6300 to Below Second Class
BY ROAD
If pay was 7000 & above than actual fare public bus or Rs 2.10 paisa
per km for journey by motor paisa per km for journey by motor cycles
of Rs1.50 per km by moped.
If we have own car than 4.20 per km.
8/6/2019 Jalpa-recruitment and Selectionongc
63/65
Leaving Allowance
Casual Level
Maximum 12 days in a year.
Half Pay level
Account of every employee shall be credited with half pay level in
advance in to installment of days each on 1st day of every calendar year.
Extraordinary level
The period of extraordinary leave granted on any one occasion
shall not exceed 3 month.
Accident level
Accident leave shall not be granted employee has reported the
accident during 3 month.
8/6/2019 Jalpa-recruitment and Selectionongc
64/65
CONCLUSION
The training of oil & natural Gas Corporation Ltd, A response from
personnel department to collect information help me lot to quite experience
old well as a management student & I am very much thankful to ONGC Ltd.
The main purpose of the visit is to develop among student practical training
of industrial activity which may be not get be only getting through looks.
This point helps me more to get practical experience with knowledge. So
that I am thankful to all those persons who are helpful during my industrial
visit.
8/6/2019 Jalpa-recruitment and Selectionongc
65/65
BIBLIOGRAPHY
www.ongcindia.com
http://www.ongcindia.com/http://www.ongcindia.com/