Jalpa-recruitment and Selectionongc

8/6/2019 Jalpa-recruitment and Selectionongc

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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)


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CERTIFICATE


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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.


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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.


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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


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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


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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


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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.


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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.


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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.


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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.


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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.


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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


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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.


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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


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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


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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


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Among these, Oil & Natural Gas Corporation Ltd. Can be classified as

Public Ltd. company.


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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.


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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


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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


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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.


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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.


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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.


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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.


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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.


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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.


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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.


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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


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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.


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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


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(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:


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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


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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


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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.


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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.


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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


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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.


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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.


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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


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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.


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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.


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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


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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: -_______


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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.


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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


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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


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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.


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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


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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%


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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.


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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.


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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




maximum of Rs 1750

per month.

S-level 20% of basic pay




maximum of Rs 1750

per month.


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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.


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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


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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.


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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.


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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.


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BIBLIOGRAPHY

www.ongcindia.com
http://www.ongcindia.com/http://www.ongcindia.com/

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