INTRODUCTION OF ONGC

• ONGC Group of Companies comprises of Oil and Natural Gas Corporation

Limited (ONGC - The Parent Company); ONGC Videsh Limited (OVL – a

wholly owned subsidiary of ONGC); ONGC Nile Ganga BV (ONG BV - a

wholly owned subsidiary of OVL) and Mangalore Refinery and Petrochemicals

Limited (MRPL - a subsidiary of ONGC). Oil and Natural Gas Corporation

Limited (ONGC) is India's Most Valuable Company, having a market share of

above 80% in India's Crude Oil and Natural Gas Exploration and Production.

ONGC registered the highest profit among all Indian companies at US $ 1.92

billion (Rs. 8664.4 Caror) in the year 2003-04. Its production of Crude Oil in

2003-04 was 26.7 MMT and of Natural Gas 25.70 Billion Cubic Meters. ONGC

also produce Value-Added Products (VAP) like C2-C3; LPG; Naphtha and SKO.

• ONGC Videsh Limited (OVL) is overseas arm of ONGC, engaged in Exploration

& Production Activities. It trans-nationally operates E&P Business in 10

countries, making ONGC the biggest Indian Multinational Corporation. In recent

years, it has laid footholds in hydrocarbon acreage in various countries including

Ivory Cost and Australia. ONGC Nile Ganga BV is a wholly owned subsidiary of

OVL and has equity in producing field in Sudan.

ONGC envisages organizing Import/International Sale of Crude Oil and Export of

Petroleum Products through Tendering Procedure for all the Group Companies.
However, it would be restricted to the Companies/ Firms/ Vendors registered with
ONGC on its approved Vendor Lists.

SWOT ANALYSIS

1. STRENGTHS
 A) O.N.G.C LTD is perceived to be the leader in oil production industry.

B) O.N.G.C has a very efficient and professional management team.

C) O.N.G.C being an international company has sufficient resources

and capital to invest.

D) O.N.G.C has ISO-9001 & ISO 14001 registration.

2. WEAKNESSES

A) O.N.G.C facing difficulties to produce oil from aging reservoirs.

3. OPPURTUNITY

A) Energy utilization of buried coal resource (700 -1700M), estimated

63BT – Equivalent to 15000 BCM.

B) O.N.G.C facing difficulties to produce oil from aging reservoirs.

4. THREAT

A) Security of personnel & property especially crude oil continues to be

a cause of concern in certain area.

B) In some exploration Campaign Company involves high technology,

high technology, High investment and high risk.

VISION OF ONGC

To be world class Oil & Gas Company Integrated in energy business with

dominant Indian leadership and global presence.

MISSION OF ONGC

World Class

Dedicated to excellence by leveraging competitive advantages in R&D and

technology with involved people.

Imbibe high standards of business ethics and organizational values.

Abiding commitment to health, safety and environment to enrich quality of

Community life

Foster a culture of trust, openness and mutual concern to make working a

Stimulating & challenging experience for our people.

Strive for customer delight through quality products and services.

Integrated in Energy Business

Focus on domestic and international oil & gas exploration and production

business opportunities.

 Providing value linkages in other sectors of energy business.

 Creating growth opportunities and maximize shareholder value.

Dominant Indian Leadership

Retain dominant position in Indian Petroleum sector and enhance India's energy

availability.

OBJECTIVES OF THE COMPANY

To maximize production of hydrocarbon, self reliance in technology, promoting

indigenous efforts to achieve self reliance in technology, promoting indigenous efforts to

achieve in all related equipment, material and services.

• Assist in conservation of oil, more efficient use energy and development of alter

- nate source of energy.

• Environmental protection

• Observe 100% safety in work.

DIFFERENT WORKING CONDITION

Employee are working in different set-ups; at the drill sites where days

ON/OFF pattern is prevalent and the officers and staff 8 hours duty at base office where

apart from normal office hours some services like radio communication etc. are round the

clock jobs . The work force is approximately 200 with about 135 Officers and Remaining

Staff.

ORGANIZATIONAL SET OF ONGC

From staff strength of 450 employees in the year 1956-57 ONGC staff from

grown up to 35000 at present.

There are about 15 broad disciplines under four main heading of

• Engineering Services

• Drilling Services

• Geophysical services and

• Administration and other support services.

Up to 1968, there was rapid advancement of individuals due to considerable

expansion of work . Thereafter, some stagnation took place in the career advancement of

the employees.
GLOBALIZATION

ONGC operations are being internationalized with a view to acquiring

exploration acreage and access to oil in other basics world over in line with the over

strategy followed by international oil companies .ONGC Videsh Limited .a subsidiary of

ONGC , is managing the overseas ventures.

HR AT ONGC

PEOPLE AT ONGC

Today, ONGC is the navratna company of India; and making this possible is a

dedicated team of nearly 35,000-40,000 professionals who toil round the clock .It is this

toil, which amply reflects in the performance figures and aspirations of ONGC. The

company has adapted progressive policies in scientific planning, acquisition, utilization,

training and motivation of the team. At ONGC everybody matters, every soul counts.

ONGC has a unique distinction of being company with in house service

capabilities in all he activity areas of exploration and production of oil & gas and related

oil field services. Company has adapted progressive policies in scientific

The men & women behind this machine made this possible. Over 18,000

experienced and technically competent executives mostly scientists and engineers from

distinguished Universities /Institutions of India and abroad from the core of our

manpower.Theyinclude geologists,geophysicists,geochemists,drilling engineers ,reservoir

engineers ,petroleum engineers ,production engineers ,engineering & technical service

providers ,financial and human resource experts IT professionals and so on.

Behind the excellent results achieved is a work force of 35000 strong belonging

to various discipline of the company actively in the persistent search of oil and infuse

with a new –ethos and productive work culture. The Company is aware that its success is

mainly due to its greatest assets –its people a multifaceted, multidisciplinary group with

complete n- house capabilities for all activities in the industry. To meet the requirement of

manpower ,revised manpower norms for operation of drilling rigs have been approved

and implemented .Exercise for other operational utilization of existing human resource

special need based studies are being carried out region-wise.

To meet the challenges of the future ONGC has to diversify its activities with

zero manpower growth. Attempts have been made to form out the low technology jobs. A

major thrust is being given to the introduction of multi-craft manning. This will result in

job enrichment.

TOTAL STRENGTH OF RAJASTHAN FORWARD

BASIN AS ON 01.04.2008

1. Class 97

2. Class 37

3. Class 46

4. Class 20

Grand Total 200

 P & A STAFF POSITION AS ON 01.04.2008

1. Class 03

2. Class 03

3. Class 02

4. Class 04

Grand Total 12

STRENGTHS OF SC/ST EMPLOYEES AS ON 01.04.2008

CATEGORY

SC ST TOTAL
Class 1 11 05 16
Class 2 02 01 03
Class 3 08 03 11
Class 4 03 01 04
Total 24 10 34

HR VISION, MISSION AND OBJECTIVE

Integrating Employees towards Organization Goals

HR Vision

“To attain organizational excellence by developing and inspiring the true

potential of company’s human capital and providing opportunities for growth, well being

and enrichment.
HR Mission

“To create a value and knowledge based organization by inculcating a culture of

learning, innovation and team working and aligning business priorities with aspiration of

employees leading to a development of an empowered, responsive and

competent human capital.”

HR Objectives

• To develop and sustain core values.

• To develop business leaders for tomorrow.

• To provide job contentment through empowerment, accountability 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 higher understanding of ‘Service’ to a greater cause.

HR Strategy

• To meet challenging demands of the business environment ,focus of the HR

strategy is on change of the employees ‘ mind set’.

• 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.

 • Re-strengthening mutual faith, trust and respect.

• Inculcating a spirit of learning & enjoying challenges.

Role of HR

• Alignment of HR vision with corporate vision.

• Shift from support group to strategic partner in business operations.

• HR as a change agent.

• Enhance productivity and performance by developing employee competency and

potential.

• Developing professional attitude and approach.

• Developing ‘Global Managers ‘ for tomorrow to ensure the role of global players.

Measuring HR Performance

HR Parameters have been incorporated in the MOU by ONGC since 1994-95 to

systematically and scientifically evaluate effectiveness of HR Systems, which enables

and facilitates time bounds initiatives

HR Parameters of MOU for 2008-2009

• Transformation of ONGC –HR as facilitator and change Agent .

• Training and development.

• Action Plan and Implementaion for achieving HR mission and objectives.

• HR audit.

• HR for enhancing efficiency and productivity.

• Introducing the concepts of mentoring and knowledge management.

• Conducing a Climate Survey to identify areas for Organizational development

DRAWBACKS OF PROJECT

Although the project was carried out with the motive of ensuring most exhaustive

and comprehensive coverage of the facts but still it suffers through certain limitations,

these are the followings:

• The training was carried out in the prescribed time frame of 8 weeks, which is a

short time span to carry out a full training in a large organization.

• Though the sample size was small it was ensured that almost all the departments

were covered and equitable representation was taken from each departments by

covering various grade. Also, the research was limited to Refineries Jodhpur head

office of ONGC.