Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
ON
INDUCTION PROGRAM
AT
SUBMITTED TO :-
University of Pune
SUBMITTED BY :-
Mr. Moinuddin Ansari
Specialization:- MPM(HR)
Roll No :-
1
Bonafide Certificate
CERTIFICATE
2
PREFACE
Business and industry in India are going through a phase of change as never
witnessed before. Given the size of national economy, the role of Public
Enterprises and the emerging diversity & dynamism in the private sector, it is
difficult to describe accurately its scope. A healthy national economy is
dependent upon healthy growth in business and industry. A healthy growth in
business and industry, in turn, primarily depends upon the quality & potential of its
Human Resources. Thus, the most important factor for survival and development,
particularly in this age of rapid change and growth, is human capacity. Customer
oriented, quality conscious, cost efficient and multi-skilled manpower will
determine the core competency of modern organizations, for it is the man behind
the machine and not the machine alone that will provide the cutting edge.
During the last few years Bharat Petroleum Corporation Ltd. (BPCL) is also
striving to grow in a competitive global scenario. The Corporation continues its
quest for good quality products and customer delight to meet the challenge. In such
a situation, human resources and their competency play an important role, as the
real strength of organization depends upon the strengths and capabilities of its
human capital.
3
CSR, etc. It also helps to introduce with company’s terms and conditions and visit
them into plant of BPCL for practical knowledge and know the culture of BPCL.
In view of above, it becomes imperative for any organization to conduct Induction
Program.
4
ACKNOWLEDGEMENT
Preparing a project is an arduous task, but I was fortunate enough to get support
from large number of people to whom I shall always remain grateful and who
helped me directly or indirectly in completion of the project on “Study of Induction
Program of BPCL”. The project has given me an opportunity to learn many aspects
of the organization and I was able to do this only by way of help and support
extended to me by all the employees whom I interacted with.
I would like to convey my sincere thanks to Mr. K.K Khushalani and Ms.
Yamini Krishnan for their invaluable guidance that helped me to complete my
project.
Moinuddin Ansari
5
EXECUTIVE SUMMARY
Bharat Petroleum Corporation Limited (BPCL) is the second largest oil
company in the India. It is one of the Indian representatives companies on the
Fortune 500 & Forbes 2000 listing and occupies the 3rd position amongst the six
Indian companies who have made into the list. It is NAVRATNA public sector
undertaking. Every year, BPCL visits the campuses of top ranked Engineering
colleges and Business Schools for hiring new talents all over India. The newly
joined employees undergo detailed Induction Program at its corporate office
located at Mumbai.
6
inform their territories Managers “we are sending these MTs for
their field training in your plant, please help them” and also send
a feedback form so that they can give the feedback of each MTs.
During Classroom Training, company do all arrangement of their
accommodation and food and when they go to their field training
company booked their travelling ticket for up and down, and
territory arrange their accommodation with the help of HRD.
Company give amount of Rs. 20000 to each student for their
expenses and after completion of their field project, MTs return to
corporate office Mumbai. When MTs return to Mumbai company
again do all arrangement of their accommodation and food till
their allocation. In Corporate office, MTs have to present the
PowerPoint presentation to company’s senior panel. And after the
presentation MTs will allocate to various location at BPCL.
7
TABLE OF CONTENT
1. Preface ………………………………………………………..……… 3
2. Acknowledgement ………………………………………………….. 5
8
3.11. Induction Program of BPCL ………………………………........ 29
4. Bibliography ………………………………………………………..... 53
CHAPTER – I
9
technological success set the scene for rapid development of the oil industry
throughout the USA and world.
10
porous sandstone strata that is capped by an impermeable stratum such as a shale.
Oil can migrate both horizontally and vertically until becoming trapped. The
natural gas being lighter always accumulates above the oil in saturated
sandstones.
11
surface through fracture zones. Humbolt was the first to suggest a volcanic origin
for petroleum.
12
PETROLEUM INDUSTRY IN INDIA
The origin of oil & gas industry in India can be traced back to 1867 when oil was
struck at Makum near Margherita in Assam. At the time of Independence in 1947,
international companies controlled the Oil & Gas industry. India's domestic oil
production was just 250,000 tones per annum and the entire
production was from one state – Assam.
13
During 1960s, a number of oil and gas-bearing
structures were discovered by ONGC in Gujarat and Assam. Discovery of oil in
significant quantities in Bombay High in February, 1974 opened up new avenues
of oil exploration in offshore areas. During 1970s and till mid 1980s exploratory
efforts by ONGC and OIL India yielded discoveries of oil and gas in a number of
structures in Bassein, Tapti, Krishna-Godavari-Cauvery basins, Cachar (Assam),
Nagaland, and Tripura. In 1984-85, India achieved a self-sufficiency level of 70%
in petroleum products.
14
India is investing heavily in oil fields abroad. India's
state-owned oil firms already have stakes in oil and gas fields in Russia, Sudan,
Iraq, Libya, Egypt, Qatar, Ivory Coast, Australia, Vietnam and Myanmar. Oil and
Gas Industry has a vital role to play in India's energy security and if India has to
sustain its high economic growth rate.
COMPANY OVERVIEW
Bharat Petroleum Corporation Limited (BPCL) is the second largest oil
company in the India. It is one of the Indian representatives company on the
Fortune 500 & Forbes 2000 listing and occupy the 3rd position amongst the six
Indian companies who have made into the list. It is NAVRATNA public sector
undertaking. It is an employee oriented company and believes in the philosophy
that happy employee will put his best foot forward with the customers. Hence,
BPCL has taken many steps to make the organization a great place to work for.
Bharat Petroleum Corporation Limited (BPCL) traces its history to 1928 when
the Burmah Shell Oil Storage & Distribution Company of India was incorporated
in England to enter the petroleum products business in India.
15
changed to Bharat Refineries Limited (BRL) on 12th, February 1976.The entire
operations of Burmah Shell in India were nationalized in 1976 and the Refinery
and Marketing Companies were merged to form Bharat Petroleum Corporation
Limited (BPCL) on 1st August. In year 1992, 20% of the shares were sold by the
government to various financial institutions and Mutual Funds. Thus presently the
President of India holds 80% of the paid up capital. At present i.e as on 30th July
2010 BPCL has 13898 staff among them it has 4877 Management and 9021 Non-
Management staff and among Non-Management staff it has 2167 Clerical and
6854 Labour. BPCL’s Turnover is Rs.1, 31,499 crores and Net Profit is Rs.
1537.62 crores.
It has Seven following customer facing Strategic Business Unit (SBU) viz. Retail,
LPG, Lubes, Aviation, Industries & Commerce, Refinery, Gas. Currently, There
are 49 Bottling Plants, 4 Refineries and 29 Aviation of BPCL at all over India. Of
these 6 are International Airports, 4 are considered as major International Gateway
Airports, 2 to meet exclusive Indian Air force requirements, 1, at Gwalior, catering
to both Indian Air Force and Civil Aircrafts and remaining small domestic airports.
16
As on 30th July 2010
BOARD OF DIRECTORS
17
As on 30th July 2010
BPCL INFRASTRUCTURE
18
VISION OF BPCL
19
• We are a leading energy company with global presence through sustained
aggressive growth and high profitability.
20
As on 30th July 2010
BPCL AT A GLANCE
Staff Strength
( Marketing & Refineries) 13898
Management Staff 4877
Non-Management Staff
-Clerical 2167
-Labour 6854
21
Indian FIs/Banks/MFs – 19.65%
Employees / others – 16.76%
JOB GROUPS
K- C & MD
J - Director
I - Executive Director
H- General Manager
G- Deputy General Manager
F- Chief Manager
E- Senior Manager
D- Manager
C- Deputy Manager
B- Assistant Manager
A- Executive
DIRECTOR
HR
DGM DGM
(HRS)-W (HRD)
DGM DGM(HR)
(HRS)-CO Entities
GM GM (TALENT
(Admin) MGMT).
Chief DGM
Mgr(HRS)- (C&B)
North/East/
South
23
CHAPTER - II
Q. What is Induction ?
Ans – Induction is a most important and vital role at the time of introduction to the
new recruit about the organisation. Based on the Induction the organisations
reputation will go further to the public. Induction is the process by which new
employees are integrated into organisation so that they become productive as soon
as possible. The dictionary meaning of “Induction” is initiation means a formal
entry into an organization.
a) Employee Handbook
b) Induction Training
a) EMPLOYEE HANDBOOK :-
24
Through the handbook scenario
employee supposed to know about everything to do with the company is
crammed into a booklet . These handbooks tend to be either turgidly written,
or written for simpletons. Sometimes the handbooks aren’t even in
handbook form, but are a stack of photocopied pages that are even more
difficult to read.
ii) It helps to know about the rules and regulations of the company.
iv) Company need not arrange the venue for the Training.
25
iii) It doesn’t create the sense of belongingness towards the
organization.
iv) Employees are unaware of information about their
compensations and benefits.
v) Employee are never aware of the mission and vision of the
organization.
vi) Organization reputations won’t go further to the public.
b) INDUCTION TRAINING :-
26
vii) They become more productive
i) It is expensive.
ii) It takes time.
iii) To take appointment from speakers is so difficult.
iv) Company needs venue for Training.
v) Company needs to arrange accommodation and travel allowance for their
employees.
27
which new employees are integrated into organization so that they become
productive as soon as possible.
• Make it Two-way.
programme.
• Be flexible.
• Have fun.
• Get them involved in describing and engaging with whatever your 'product'
is.
28
OBJECTIVES OF INDUCTION PROGRAM OF BPCL
2. Meet BPCL’s initial legal obligations, relating to joining formality, PF, gratuity,
superannuation schemes etc.
29
4. Support new employees so that they can effectively & competently carry out
their job as soon as possible.
7. Help support individuals & reduce turnover rates amongst newly appointed staff.
30
Interview, finally they are hired for the BPCL. And second way of recruitment is
Advertisement in national newspaper and Employment News. After receiving the
applications, company scrutinizes the candidates and those candidates who fulfill
the eligibility criteria of BPCL, will have to appear for written examination.
Written examination is conducted at different places as per candidates’
convenience. Those candidates, who pass their written examination, are called for
Group Discussion and Personal Interview. Group Discussion and Personal
Interview is conducted by company’s HRD and they form a panel for GD & PI.
Those who clear their GD & PI, are called for Medical test and after their Medical
Fitness they are hired for 1 year probation period.
FOR ENGINEERS
31
Mgr, Aviation Manager In-Charge, Director of different plants , etc. Arrange the
venue for the Induction program. And also arrange all essential equipment which
are necessary to conduct the Induction program such as flip chart, projector, tables,
chairs, computers, etc. Maximum strength of one batch is approx 50. Before start
the induction program we need to check that the table, chair, table clothes, etc. all
these should be arrange in a logical manner. BPCL provides 2 Week Classroom
Training and in these 2 weeks it covered various topic. These Training is provided
by the company’s senior executive and also BPCL provide 2 days Business
Communication/Etiquette, Transition Management/Team work etc. During these 2
weeks BPCL introduce about their product knowledge, Lubes, I & C business,
Brand and PR, overview of CSR activities, briefing on field training, etc. This is
common for all i.e Engineers, MBAs and CAs.
After completion of 2 weeks classroom Training split the Batches into small
groups of 6. It formed total 8 Groups or 10 groups as per the convenience of the
trainees and groups are formed radomizely for their field project but while forming
groups we need to take care,Trainees should not go to their native place for their
field project.
FIELD PROJECT FOR 4 WEEKS :- For their field project company send
them to BPCL’s plant such as Lubes, LPG, etc. where they have to prepare their
project within 4 weeks. Company bear all the expenses during the training period.
Company booked the ticket for sending them into various plant either by Airline or
Train whatever is convenience. Before that company send a request/inform to
various plant that our trainees are going to your plant for 4 weeks field work
project so trained them and help them to prepare their project. Corporate office
send a information mail to each plant to guide them and also send a Retail Training
32
Kit for MTs and a Questionnaire which is to be administered to the MTs at the end
of the training and the test marks are send to BPCL corporate office by each plant.
Send a feedback form to each palnts for responses. In mean while company
booked the ticket for their returning from their field work to company Corporate
Office.
33
FOR MBA
34
venue for the Induction program. And also arrange all essential equipment which
are necessary to conduct the Induction program such as flip chart, projector, tables,
chairs, computers, etc. Maximum strength of one batch is approx 50. Before start
the induction program we need to check that the table, chair, table clothes, etc. all
these should be arrange in a logical manner. BPCL provides 2 Week Classroom
Training and in these 2 weeks it covered various topic. These Training is provided
by the company’s senior executive and also BPCL provide 2 days Business
Communication/Etiquette, Transition Management/Team work etc. During these 2
weeks BPCL introduce about their product knowledge, Lubes, I & C business,
Brand and PR, overview of CSR activities, briefing on field training, etc. This is
common for all i.e Engineers, MBAs and CAs.
After completion of 2 weeks classroom Training split the Batches into small group
of 6. It formed total 8 Groups or 10 Groups and groups are formed radomizely for
their field project but while forming groups we need to take care, Trainees should
not go to their native place for their field project.
FIELD PROJECT FOR 2 WEEKS :- For their field project company send
them to BPCL’s plant such as Lubes, LPG, etc. where they have to prepare their
project within 2 weeks. Company bear all the expenses during the training period.
Company booked the ticket for sending them into various plant either by Airline or
Train whatever is convenience. Before that company send a request/inform to
various plant that our trainees are going to your plant for 2 weeks field work
project so trained them and help them to prepare their project. Corporate office
send a information mail to each plant to guide them and also send a Retail Training
Kit for MTs and a Questionnaire which is to be administered to the MTs at the end
of the training and the test marks are send to BPCL corporate office by each plant.
35
Corporate office also send a feedback form to each palnts for responses. In mean
while company booked the ticket for their returning from their field work to
companies Corporate Office.
FOR CAs
36
Mgr, Aviation Manager In-Charge, Director of different plants , etc. Arrange the
venue for the Induction program. And also arrange all essential equipment which
are necessary to conduct the Induction program such as flip chart, projector, tables,
chairs, computers, etc. Maximum strength of one batch is approx 50. Before start
the induction program we need to check that the table, chair, table clothes, etc. all
these should be arrange in a logical manner. BPCL provides 2 Week Classroom
Training and in these 2 weeks it covered various topic. These Training is provided
by the company’s senior executive and also BPCL provide 2 days Business
Communication/Etiquette, Transition Management/Team work etc. During these 2
weeks BPCL introduce about their product knowledge, Lubes, I & C business,
Brand and PR, overview of CSR activities, briefing on field training, etc.
37
DESIGNATION AND DURATION OF SPEAKER :-
S.No SBU/Entity Duration Speaker
1. Marketing 1/2 Hr. Director
2. HR 1/2 Hr. Director
3. Refinery 1 Hr. Director
4. Finance 1/2 Hr. Director
5. HRD 1/2 Hr. Executive Director
6. HRS 1 Hr. Executive Director
7. Gas 1 Hr. Executive Director
8. HRD 1 Hr. DGM
9. QCC 1 Hr. DGM
38
10. Lubes 1 Hr. Logistic Strategy Mgr.
11. Retail 1 Hr. General Manager
12. LPG 1 Hr. Senior Manager
13. CSR 1 Hr. Assistant Manager
14. Compensation & Benefits 2 Hr. DGM HR
15. Aviation 1 Hr. Manager In-charge
Initiative
Resourcefulness
Drive
Discipline
Communication
Cooperation
Punctuality
Name of Trainee :-
Location :-
SBU :-
Details of project given :-
39
Mention any specific feedback/observations:-
GD - Good Designation :-
MG - Marginal Date :-
Flowchart for
INDUCTION PROGRAMME FOR ENGINEERS
JOINING OF
MANAGEMENT
TRAINEES
2 Weeks Classroom
Training
Presentation of
Project
40
Allocation of
Trainees
STRUCTURE OF INDUCTION PROGRAMME FOR
MBAs
JOINING OF
MANAGEMENT
TRAINEES
2 Weeks Classroom
Training
Presentation of
Project
41
Allocation of
Trainees
STRUCTURE OF INDUCTION PROGRAMME
FOR CAs
JOINING OF
MANAGEMENT
TRAINEES
2 weeks
classroom
training
1 week training
in finance dept.
Allocation of
Trainees
42
METHODOLOGY
The Petroleum sector is marked with a high level of attrition and therefore
Induction Program becomes a crucial function of the organization. At BPCL,
Induction Program is all time high during June-July and Nov-Dec. The Induction
Program is high during these months because BPCL recruit the candidate through
campus.
I was directly involved with the Induction of BPCL for Engineers who were
hired from various IITs, NITs and Top ranking college of India such as IIT, Delhi;
IIT, Mumbai; NIT, Calicut; NIT Durgapur; NIT, Allahabad; MNIT, Jaipur;
SVNIT, Surat; Jadavpur University; College of Engineering, Pune; MGIT, JNTU
Hyderabad; RGPV Bhopal; HBIT Kanpur; AEC BEED; BIT Mesra, Ranchi; BITS
43
Pilani, Delhi college of Engg; NIT, Jamshedpur; NIT, Patana; SPCE, Mumbai;
VJTI, Mumbai; VNIT,Nagpur; WCE, Sangli;etc.
Before any task was undertaken, I was asked to go through the Induction
Program of BPCL so that I get a better understanding of the process followed by
them :-
44
• Handle the Induction Program means Induction was going on
properly or not. Is there any problem during the Induction
program.
• Take care when Management Trainees are going to field visit.
• Ensure that program is running smoothly.
• Make travelling facility for their field project.
• Send a information mail to each plant to guide them and also
send a Retail Training Kit for MTs and a Questionnaire which
is to be administered to the MTs at the end of the training and
the test marks are send to BPCL corporate office by each plant.
• Send a feedback form to each palnts for their responses.
• Send the trainees in various plant for their field work project.
• Arrange the Traveling facility for returning them from their
field work project.
• Arrange the accommodation for Management Trainees after
returning form their field project.
• Get the confirmation from senior panel members to whom
Management Trainees will present their presentation.
• Arrange the essential equipment for their presentation.
• After their presentation Management Trainees will allocate at
various plant of BPCL as per their feedback from Territory
Managers and their Presentation.
45
RECOMMENDATION
• During the Induction Program, Speaker should use the collar
microphone in the training room because some speaker’s voice is not
audible till the last bench due to that some session is not become
interactive .
46
SUGGESTED SURVEY QUESTIONNAIRE
NAME :- ………………………………………………………………………………..
DESIGNATION :- ………………………………………………………………………………
AGE :-………………………………………………DATE :- / /
Ans - ………………………………………………………………………………………………
Q.2. Have you attended any Induction program before this Induction Program?
Yes No
Q.3. If yes, where and which company’s induction program you have attended ?
Ans - ………………………………………………………………………………………………
Ans - ……………………………………………………………………………………………….
Q.5. How was the BPCL’s induction program please rate the following topics:- (1- Very Poor,
2- Poor, 3- Good, 4- Very Good, 5- Excellent). 1 2 3 4 5
Yes No
Q.8. Any thing extra would you like to suggest to improve this Induction program?
Ans- ………………………………………………………………………………………………..
……………………………………………………………………………………………………
……………………………………………………………………………………………………
……………………………………………………………………………………………………
……………………………………………………………………………………………………
……………………
48
BIBLIOGRAPHY
1. BPCL’s intranet.
2. www.citehr.com
3. www.iocl.com
4. www.hpcl.com
5. www.gail.com
6. www.google.com
8. Employee of Infosys.
49
50