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Oil and Natural Gas Corporation Ltd. is a premier public sector co .engaged in exploration of hydrocarbons beneath the earth surface in India and abroad .It is mainly operation in upstream sector of petroleum and natural gas. The corporation has been potentially exploring offshore and on shore ,tapping natural bountiful gifts, oiling in the wheel of progress in the country. This was the dream of Pt. Jawahar Lal Nehru & Keshav Deva Malaviya, Father of oil industry in India, whose day & night relentless efforts has put India on the self reliance. Due to the vision & spirit of daring of these two great personalities ,India embarked on the challenging program of finding oil inspite of discouraging forecasts by foreign oil interest . The great architecture of India did not worry & goes on for his mission to build India a modern India & a self reliance India.
Oil and Natural Gas Corporation Ltd. is a premier public sector co .engaged in exploration of hydrocarbons beneath the earth surface in India and abroad .It is mainly operation in upstream sector of petroleum and natural gas. The corporation has been potentially exploring offshore and on shore ,tapping natural bountiful gifts, oiling in the wheel of progress in the country. This was the dream of Pt. Jawahar Lal Nehru & Keshav Deva Malaviya, Father of oil industry in India, whose day & night relentless efforts has put India on the self reliance. Due to the vision & spirit of daring of these two great personalities ,India embarked on the challenging program of finding oil inspite of discouraging forecasts by foreign oil interest . The great architecture of India did not worry & goes on for his mission to build India a modern India & a self reliance India.
INDEX CONTENTS Introduction Company’s Profile ONGC Vision ONGC Mission History International Ranking ONGC Objectives Human Resource Management New HR Vision 2009 Training & Development HRM in ONGC HSC Policy of ONGC Training Methodology Training system in ONGC Benefits of Training ONGC Academy Various Institute of ONGC Evaluation of training Recommendations Conclusions Bibliography INTRODUCTION OIL & NATURAL GAS CORPORATION Oil and Natural Gas Corporation Ltd. is a premier public sector co .engaged in exploration of hydrocarbons beneath the earth surface in India and abroad .It is mainly operation in upstream sector of petroleum and natural gas. The corporation has been potentially exploring offshore and on shore ,tapping natural bountiful gifts, oiling in the wheel of progress in the country. This was the dream of Pt. Jawahar Lal Nehru & Keshav Deva Malaviya, Father of oil industry in India, whose day & night relentless efforts has put India on the self reliance. Due to the vision & spirit of daring of these two great personalities ,India embarked on the challenging program of finding oil inspite of discouraging forecasts by foreign oil interest . The great architecture of India did not worry & goes on for his mission to build India a modern India & a self reliance India. The drilling of hydrocarbons in India dates back to 1866 when a no of oil wells drilled in oil seeps of Digboi in Assam. Since then search for hydrocarbons has been contributing in India .The establishing of Oil & Natural Gas Directorate in 1956 gave an impetus for systematic search for oil. In the same year the directorate was converted to Oil & Natural Gas Commission & it was made statutory body from October, 15, 1959 by the act of parliament .Since then ONGC has traveled a long way stepping success over success. There have been ups & downs, tough & terrain to make India self reliance in Petroleum & Natural Gas Technology. It is now catering the need of more than 52% of national requirement, whereas , in the past it has met about 68% of India’s oil consumption. HISTORY The origins of ONGC can be traced to the Industrial Policy Statement of 1948, which called for the development of petroleum industry in India. Until 1955, private oil companies such as Assam Oil Company at Digboi, Oil India Ltd (a 50% joint venture between Government of India and Burmah Oil Company) at Naharkatiya and Moran in Assam, and Indo-Stanvac Petroleum project (a joint venture between Government of India and Standard Vacuum Oil Company of USA) at West Bengal, were engaged in exploration work. The vast sedimentary tract in other parts of India and adjoining offshore were largely unexplored. In 1955, Government of India decided to develop the oil and natural gas resources in the various regions of the country as part of the Public Sector development. To achieve this objective an Oil and Natural Gas Directorate was set up in1955, as a subordinate office under the then Ministry of Natural Resources and Scientific Research. The Industrial Policy Resolution of 1956 placed mineral oil industry among the schedule 'A' industries. In August 1956, to ensure efficient functioning of the Oil and Natural Gas Directorate, the Directorate was raised to the status of a commission with enhanced powers. In October 1959, the Commission was converted into a statutory body by an act of the Indian Parliament, which enhanced powers of the commission further. In 1960s, ONGC found new resources in Assam and established new oil province in Cambay Basin (Gujarat). In early 1970s went offshore and discovered a giant oil field in the form of Bombay High. After liberalization in 1991, ONGC was re-organized as a limited Company under the Company's Act, 1956 in February 1994. Today, ONGC has grown into a full-fledged horizontally integrated petroleum company. Recently, ONGC has made six new discoveries, at Vasai West (oil and gas) in Western Offshore, GS-49 (gas) and GS-KW (oil and gas) in Krishna-Godavari Offshore, Chinnewala Tibba (gas) in Rajasthan, and Laipling-gaon (oil and gas) and Banamali (oil), both in Assam. ONGC has a fully owned subsidiary, ONGC Videsh Ltd (OVL) that looks for exploration opportunities in other parts of the world. OVL is pursuing exploration of oil and gas in Russia, Iran, Iraq, Libya Myanmar and other countries. ONGC has also acquired 72% stake in MRPL with full management control of the 9.69 tonne, state-of-the-art refinery. Major Achievements of ONGC * Judged as Asia's best Oil & Gas company, as per a recent survey conducted by US-based magazine 'Global Finance' * Ranked as the 2nd biggest E&P company (and 1st in terms of profits), as per the Platts Energy Business Technology (EBT) Survey. * Leads the list of Indian companies listed in Forbes 400 Global Corporates and Financial Times Global 500 by Market Capitalization. * Only fully-integrated petroleum company in India, operating along the entire hydrocarbon value chain. * Holds largest share of hydrocarbon acreages in India. CORE VALUES A task force was constituted to identify 5 core values in ONGC along with their attributes and a desired behavior associated with them. A task has identified the following core values. Core values S. NO. Attributes/desired behaviour on the job 1. Sense of belonging Commitment, loyalty, sense of ownership of the job and company properties, improvement in personal work area as a self starter, ensuring quality in individual work and values addition, sense of pride in company. 2. Integrity Personal/professional integrity by strictly abiding rules and regulation, processing/ deciding cases in an unbiased/ dispassionate way, sense of ethics in behaviour & interpersonal and professional interaction. 3. Team spirit Working in-group, trust and openness, cooperation, communication, sharing of knowledge and information, collective learning, target consciousness cost and quality consciousness. 4. Discipline Punctuality, work ethics, dress code, self-discipline as model to others, enforcing discipline in a fair and firm manager. 5. Self responsibility Caring of society and environment, projecting a lofty image of ONGC to society. 1947 – 1960 During the pre-independence period, the Assam Oil Company in the northeastern and Attock Oil company in northwestern part of the undivided India were the only oil companies producing oil in the country, with minimal exploration input. The major part of Indian sedimentary basins was deemed to be unfit for development of oil and gas resources. After independence, the national Government realized the importance oil and gas for rapid industrial development and its strategic role in defense. Consequently, while framing the Industrial Policy Statement of 1948, the development of petroleum industry in the country was considered to be of utmost necessity. Until 1955, private oil companies mainly carried out exploration of hydrocarbon resources of India. In Assam, the Assam Oil Company was producing oil at Digboi (discovered in 1889) 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 fields Naharkatiya and Moran in Assam. In West Bengal, the Indo-Stanvac Petroleum project (a joint venture between Government of India and Standard Vacuum Oil Company of USA) was engaged in exploration work. The vast sedimentary tract in other parts of India and adjoining offshore remained largely unexplored. In 1955, Government of India decided to develop the oil and natural gas resources in the various regions of the country as part of the Public Sector development. With this objective, an Oil and Natural Gas Directorate was set up towards the end of 1955, as a subordinate office under the then Ministry of Natural Resources and Scientific Research. The department was constituted with a nucleus of geoscientists from the Geological survey of India. A delegation under the leadership of Mr. K D Malviya, the then 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 U.S.S.R visited India and helped the government with their expertise. Finally, the visiting Soviet experts drew up a detailed plan for geological and geophysical surveys 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 and exclusive responsibility of the state. Soon, after the formation of the 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 office of the Government, to function efficiently. So in August, 1956, the Directorate was raised to the 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 further. The main functions of the Oil and Natural Gas Commission subject to the provisions of the Act, were "to plan, promote, organize and implement programmes for development of Petroleum Resources and the production and sale of petroleum and 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 steps to be taken by ONGC in fulfilling its mandate. 1961 – 1990 Since its inception, ONGC has been instrumental in transforming the country's limited upstream sector into a large viable playing field, with its activities spread throughout India and significantly in overseas territories. In the inland areas, ONGC not only found new resources in Assam but also established new oil province in Cambay basin (Gujarat), while adding new petroliferous areas in the Assam-Arakan Fold Belt and East coast basins (both inland and offshore). ONGC went offshore in early 70's and discovered a giant oil field in the form of Bombay High, now known as Mumbai High. This discovery, along with subsequent discoveries of huge oil and gas fields in Western offshore changed the oil scenario of the country. Subsequently, over 5 billion tonnes of hydrocarbons, which were present in the country, were discovered. The most important contribution of ONGC, however, is its self-reliance and development of core competence in E&P activities at a globally competitive level. After 1990 The liberalized economic policy, adopted by the Government of India in July 1991, sought to deregulate and de-license the core sectors (including petroleum sector) with partial disinvestments of government equity in Public Sector Undertakings and other measures. As a consequence thereof, ONGC was re-organized as a limited Company under the Company's Act, 1956 in February 1994. After the conversion of business of the erstwhile Oil & Natural Gas Commission to that of Oil & Natural Gas Corporation Limited in 1993, the Government disinvested 2 per cent of its shares through competitive bidding. Subsequently, ONGC expanded its equity by another 2 per cent by offering shares to its employees. During March 1999, ONGC, Indian Oil Corporation (IOC) - a downstream giant and Gas Authority of India Limited (GAIL) - the only gas marketing company, agreed to have cross holding in each other's stock. This paved the way for long- term strategic alliances both for the domestic and overseas business opportunities in the energy value chain, amongst themselves. Consequent to this the Government sold off 10 per cent of its share holding in ONGC to IOC and 2.5 per cent to GAIL. With this, the Government holding in ONGC came down to 84.11 per cent. In the year 2002-03, after taking over MRPL from the A V Birla 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. (OVL). ONGC has made major investments in Vietnam, Sakhalin and Sudan and earned its first hydrocarbon revenue from its investment in Vietnam COMPANY PROFILE Global Ranking • ONGC ranks as the Numero Uno Oil & Gas Exploration & Production (E&P) Company in the world, as per Platts 250 Global Energy Companies List for the year 2008 based on assets, revenues, profits and return on invested capital (ROIC). • ONGC ranks 20th among the Global publicly-listed Energy companies as per ‘PFC Energy 50” (Jan 2008) • ONGC is the only Company from India in the Fortune Magazine’s list of the World’s Most Admired Companies 2007. • Occupies 152nd rank in “Forbes Global 2000” 2009 list (up 46 notches than last year) of the elite companies across the world; based on sales, profits, assets and market valuation during the last fiscal. In terms of profits, ONGC maintains its top rank from India. • ONGC ranked 335th position as per Fortune Global 500 - 2008 list; up from 369th rank last year, based on revenues, profits, assets and shareholder’s equity. ONGC maintains top rank in terms of profits among seven companies from India in the list. Represents India’s Energy Security ONGC has single-handedly scripted India’s hydrocarbon saga by: • Establishing 6.61 billion tonnes of In-place hydrocarbon reserves with more than 300 discoveries of oil and gas; in fact, 6 out of the 7 producing basins have been discovered by ONGC: out of these In-place hydrocarbons in domestic acreages, Ultimate Reserves are 2.36 Billion Metric tonnes (BMT) of Oil Plus Oil Equivalent Gas (O+OEG). • Cumulatively producing 788.273 Million Metric Tonnes (MMT) of crude and 463 Billion Cubic Meters (BCM) of Natural Gas, from 111 fields. • ONGC has bagged 85 of the 162 Blocks (more than 50%) awarded in the 6 rounds of bidding, under the New Exploration Licensing Policy (NELP) of the Indian Government. • ONGC’s wholly-owned subsidiary ONGC Videsh Ltd. (OVL) is the biggest Indian multinational, with 44 Oil & Gas projects (7 of them producing) in 18 countries, i.e. Vietnam, Sudan, Russia, Iraq, Iran, Myanmar, Libya, Cuba, Colombia, Nigeria, Nigeria Sao Tome JDZ, Egypt, Brazil, Congo, Turkmenistan, Syria, Venezuela and United Kingdom. OVL has a committed overseas investment of over 5 billion US dollars. India’s Most Valuable Public Sector Enterprise Ranked as the most respected Public Enterprise in India in 2007 “Business World Survey, with 19th position in the league of the most-respected Indian Corporate(s). • Rated ‘Excellent’ in MOU Performance Rating for 2006-07 by the Department of Public Enterprises, Ministry of Heavy Industries in Public Enterprises, GOI. • Oil Industry Safety Directorate (OISD) has selected Ahmedabad Asset and MRPL for the year 2006-07 (as number one in Group-4 category (Oil & Gas Assets) and Second in Group-1 Refinery category respectively). • Topped the visibility metrics in Indian Oil and Gas Sector and the only PSU in the top 10 list of Indian Corporate newsmakers. •”Golden Peacock Global Award 2007 for Excellence in Corporate Governance 2007”, for the 3rd consecutive time, conferred by World Council for Corporate Governance. • Bagged the coveted winner’s trophy of the maiden “Earth Care Award for excellence in climate change mitigation and adoption” under the category of GHG mitigation in the small/medium and large enterprises. • Conferred with “Infraline Energy Excellence Award” for its services to the Nation in Oil & Gas Exploration and Production category. • Bestowed with “Amity Award for Excellence” in Cost Management. Pioneering Efforts ONGC is the only fully–integrated petroleum company in India, operating along the entire hydrocarbon value chain: Holds largest share of hydrocarbon acreages in India. Contributes over 80 per cent of Indian’s oil and gas production. About one tenth of Indian refining capacity. Created a record of sorts by turning Mangalore Refinery and Petrochemicals Limited around from being a stretcher case for referral to BIFR to the BSE Top 30, within a year. Interests in LNG and product transportation business. Competitive Strength All crudes are sweet and most (76%) are light, with sulphur percentage ranging from 0.02-0.10, API gravity range 26°-46° and hence attract a premium in the market. Strong intellectual property base, information, knowledge, skills and experience Maximum number of Exploration Licenses, including competitive NELP rounds. ONGC has bagged 85 of the 162 Blocks (more than 50%) awarded in the 6 rounds of bidding, under the New Exploration Licensing Policy (NELP) of the Indian Government. ONGC owns and operates more than 15000 kilometers of pipelines in India, including nearly 3800 kilometers of sub-sea pipelines. No other company in India, operates even 50 per cent of this route length. Strategic Vision: 2001-2020 To focus on core business of E&P, ONGC has set strategic objectives of: Doubling reserves (i.e. accreting 6 billion tonnes of O+OEG). Improving average recovery from 28 per cent to 40 per cent. Tie-up 20 MMTPA of equity Hydrocarbon from abroad. The focus of management will be to monetise the assets as well as to assetise the money. ONGC’S VISION & MISSION VISION &MISSION To be a world-class Oil and Gas Company integrated in energy business with dominant Indian leadership and global presence. 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 safety, health and environment to enrich quality of community life. Foster a culture of trust, openness and mutual concern to make working a stimulating and challenging experience for our people. Strive for customer delight through quality products and services. Intergrated In Energy Business Focus on domestic and international oil and gas exploration and production business opportunities. Provide value linkages in other sectors of energy business. Create growth opportunities and maximize shareholder value. Dominant Indian Leadership Retain dominant position in Indian petroleum sector and enhance India's energy availability. ORGASINATIONAL HIERACHY CHART CHAIRMAN & MANAGING DIRECTOR R S Sharma Chairman & Managing Director Dr. A K Balyan A K Hazarika D K Pande Director (HR) Director (Onshore) Director (Exploration) U N Bose D K Sarraf Sudhir Vasudeva Director Director (Finance) Director (Offshore) (Technology & Field Services) HR POLICIES OF ONGC Our People "Not only had India... set up her own machinery for oil exploration and exploitation... an efficient oil commission had been built where a large number of bright young men and women had been trained and they were doing good work." - Pandit Jawahar Lal Nehru, India's first Prime Minister to Lord Mountbatten, on ONGC (1959). Today, ONGC is the flagship company of India; and making this possible is a dedicated team of nearly 33,000 professionals who toil round the clock. It is this toil which amply reflects in the aspirations and performance figures of ONGC. The company has adopted 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 a company with in-house service capabilities in all the activity areas of exploration and production of oil & gas and related oil-field services. Needless to emphasize, this was made possible by the men & women behind the machine. Over 18,000 technically-competent experienced scientists and engineers, mostly from distinguished Universities / Institutions of India and abroad form the core of our executive profile. They include geologists, geophysicists, geochemists, drilling engineers, reservoir engineers, petroleum engineers, production engineers, engineering & technical service providers, financial and human resource experts and IT professionals. HR Vision, Mission & Objectives HR Vision "To build and nurture a world class Human capital for leadership in energy business". HR Mission "To adopt and continuously innovate best-in-class HR practices to support business leaders through engaged, empowered and enthused employees". HR Objectives Enrich and sustain the culture of integrity, belongingness, teamwork, accountability and innovation. Attract, nurture, engage and retain talent for competitive advantage. Enhance employee competencies continuously. Build a joyous work place. Promote high performance work systems. Upgrade and innovate HR practices, systems and procedures to global benchmarks. Promote work life balance. Measure and Audit HR performance. Promote work life balance.Integrate the employee family into the organisational fabric. Inculcate a sense of Corporate Social responsibilities among employees. 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 bound initiatives. HR Parameters of MoU for 2009-2010 Mentoring and coaching HR Audit Engagement Survey Continuous professional education credit course for finance executives of ONGC. A Motivated Team HR policies at ONGC revolve around the basic tenet of creating a highly motivated, vibrant & self-driven team. The Company cares for each & every employee and has in-built systems to recognise & reward them periodically. Motivation plays an important role in HR Development. In order to keep its employees motivated the company has incorporated schemes such as Reward and Recognition Scheme, Grievance Handling Scheme and Suggestion Scheme. Incentive Schemes to Enhance Productivity Productivity Honorarium Scheme Job Incentive Quarterly Incentive Reserve Establishment Honorarium Roll out of Succession Planning Model for identified key positions Group Incentives for cohesive team working, with a view to enhance productivity Training An integral part of ONGC’s employee-centred policies is it’s thrust on their knowledge upgradation and development. ONGC Academy, previously known as Institute of Management Development (IMD), which has an ISO 9001 certification, along with 7 other training institutes, play a key role in keeping our workforce at pace with global standards. ONGC Academy, is the premier nodal agency responsible for developing the human resource of ONGC. It also focuses on marketing its HRD expertise in the field of Exploration & Production of Hydrocarbons. ONGC’s Sports Promotion Board, the Apex body, has a Comprehensive Sports Policy through which top honours in sports at national and international levels have been achieved. DEFINITION It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviours to enhance the performance of employees. Training is activity leading to skilled behavior. It’s not what you want in life, but it’s knowing how to reach it It’s not where you want to go, but it’s knowing how to get there It’s not how high you want to rise, but it’s knowing how to take off It may not be quite the outcome you were aiming for, but it will be an outcome It’s not what you dream of doing, but it’s having the knowledge to do it It's not a set of goals, but it’s more like a vision It’s not the goal you set, but it’s what you need to achieve it Training is about knowing where you stand (no matter how good or bad the current situation looks) at present, and where you will be after some point of time. ROLE OF TRAINING .. Importance Of Training • Optimum Utilization of Human Resources - Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. • Development of Human Resources - Training and Development helps to provide an opportunity and broad structure for the development of human resources' technical and behavioral skills in an organization. It also helps the employees in attaining personal growth. • Development of skills of employees - Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees. • Productivity - Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal. • Team spirit - Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees. • Organization Culture - Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization. • Organization Climate - Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers. • Quality - Training and Development helps in improving upon the quality of work and work-life. • Healthy work-environment - Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal. • Health and Safety - Training and Development helps in improving the health and safety of the organization thus preventing obsolescence. • Morale - Training and Development helps in improving the morale of the work force. • Image - Training and Development helps in creating a better corporate image. • Profitability - Training and Development leads to improved profitability and more positive attitudes towards profit orientation. • Training and Development aids in organizational development i.e. Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organisational policies • Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display. Training and Development demonstrates a commitment to keeping employees on the cutting edge of knowledge and practice. OBJECTIVES OF TRAINING Initially, the Centre conducted long-term training courses of 10 months and 6 months durations. These courses were designed to meet the training needs of machinery users, supervisory and middle level functionaries sponsored by the Central and State Organisations/Departments who had been engaged in mechanized / agriculture. With the growth of farm equipment due to indigenous manufacture, to meet the increased demand of training, the courses have been rescheduled. Presently, the Institute is organizing short-term training courses in the use, repairs, maintenance and management of farm machinery for the benefit of thefarmers, technicians, rural youth, retiring defense personnel, nominees of the Central/ State Governments and organizations The objectives of the training are – • To develop human resources for mechanization – an indispensable condition for increasing the agricultural production. • To create awareness about judicious use of available machinery and power. • To transfer the proven technology from research institutes to the actual users. • To help farmers / technicians / engineering students / extension workers etc. in the selection, operation, repair, maintenance, management and other aspects of mechanization. • To upgrade social and economic condition of their rural youth by generating the employment further. • To help industries specially small sector in transplanting the research design of tested equipment / machines into industrial design for the production of quality machines. • To encourage the energy conservation in agriculture through various Training programmes. Methods of Training Human Resource Management is concerned with the planning, acquisition, training & developing human beings for getting the desired objectives & goals set by the organization. The employees have to be transformed according to the organizations' & global needs. This is done through an organized activity called Training. Training is a process of learning a sequence of programmed behavior. It is the application of knowledge & gives people an awareness of rules & procedures to guide their behavior. It helps in bringing about positive change in the knowledge, skills & attitudes of employees. Thus, training is a process that tries to improve skills or add to the existing level of knowledge so that the employee is better equipped to do his present job or to mould him to be fit for a higher job involving higher responsibilities. It bridges the gap between what the employee has & what the job demands. Since training involves time, effort & money by an organization, so an organization should to be very careful while designing a training program. The objectives & need for training should be clearly identified & the method or type of training should be chosen according to the needs & objectives established. Once this is done accurately, an organization should take a feedback on the training program from the trainees in the form of a structured questionnaire so as to know whether the amount & time invested on training has turned into an investment or it was a total expenditure for an organization. Training is a continuous or never ending process. Even the existing employees need to be trained to refresh them & enable them to keep up with the new methods & techniques of work. This type of training is known as Refresher Training & the training given to new employees is known as Induction Training. This is basically given to new employees to help them get acquainted with the work environment & fellow colleagues. It is a very short informative training just after recruitment to introduce or orient the employee with the organization's rules, procedures & policies. Training plays a significant role in human resource development. Human resources are the lifeblood of any organization. Only through trained & efficient employees, can an organization achieve its objectives. * To impart to the new entrants the basic knowledge & skills they need for an intelligent performance of definite tasks. * To prepare employees for more responsible positions. * To bring about change in attitudes of employees in all directions. * To reduce supervision time, reduce wastage & produce quality products. * To reduce defects & minimize accident rate. * To absorb new skills & technology. * Helpful for the growth & improvement of employee's skills & knowledge. METHODS OF TRAINING: - There are various methods of training, which can be divided into cognitive and behavioral methods. Trainers need to understand the pros and cons of each method, also its impact on trainees keeping their background and skills in mind before giving training. Cognitive methods are more of giving theoretical training to the trainees. The various methods under Cognitive approach provide the rules for how to do something, written or verbal information, demonstrate relationships among concepts, etc. These methods are associated with changes in knowledge and attitude by stimulating learning. The various methods that come under Cognitive approach are: LECTURES DEMONSTRATIONS DISCUSSIONS COMPUTER BASED TRAINING (CBT) INTELLEGENT TUTORIAL SYSTEM(ITS) PROGRAMMED INSTRUCTION (PI) VIRTUAL REALITY 2. Behavioral methods are more of giving practical training to the trainees. The various methods under Behavioral approach allow the trainee to behavior in a real fashion. These methods are best used for skill development. The various methods that come under Behavioral approach are: GAMES AND SIMULATIONS BEHAVIOR-MODELING BUSINESS GAMES CASE STUDIES EQUIPMENT STIMULATORS IN-BASKET TECHNIQUE ROLE PLAYS Both the methods can be used effectively to change attitudes, but through different means. Another Method is MANAGEMENT DEVELOPMENT METHOD – MANAGEMENT DEVELOPMENT – The more future oriented method and more concerned with education of the employees. To become a better performer by education implies that management development activities attempt to instill sound reasoning processes. The most widely used methods of training used by organizations are classified into two categories: On-the-Job Training & Off-the-Job Training. Management development method is further divided into two parts: ON THE JOB TRAINING – The development of a manager's abilities can take place on the job. The four techniques for on the job development are: COACHING MENTORING JOB ROTATION JOB INSTRUCTION TECHNIQUE (JIT) OFF THE JOB TRAINING – There are many management development techniques that an employee can take in off the job. The few popular methods are: SENSITIVITY TRAININGTRANSACTIONAL ANALYSIS STRAIGHT LECTURES/ LECTURES SIMULATION EXERCISES ON-THE-JOB TRAINING is given at the work place by superior in relatively short period of time. This type of training is cheaper & less time- consuming. This training can be imparted by basically four methods: - Coaching is learning by doing. In this, the superior guides his sub-ordinates & gives him/her job instructions. The superior points out the mistakes & gives suggestions for improvement. Job Rotation: - In this method, the trainees move from one job to another, so that he/she should be able to perform all types of jobs. E.g. In banking industry, employees are trained for both back-end & front-end jobs. In case of emergency, (absenteeism or resignation), any employee would be able to perform any type of job. OFF THE JOB TRAINING: - is given outside the actual work place. Lectures/Conferences:- This approach is well adapted to convey specific information, rules, procedures or methods. This method is useful, where the information is to be shared among a large number of trainees. The cost per trainee is low in this method. Films: - can provide information & explicitly demonstrate skills that are not easily presented by other techniques. Motion pictures are often used in conjunction with Conference, discussions to clarify & amplify those points that the film emphasized. Simulation Exercise: - Any training activity that explicitly places the trainee in an artificial environment that closely mirrors actual working conditions can be considered a Simulation. Simulation activities include case experiences, experiential exercises, vestibule training, management games & role-play. Cases: - present an in depth description of a particular problem an employee might encounter on the job. The employee attempts to find and analyze the problem, evaluate alternative courses of action & decide what course of action would be most satisfactory. Experiential Exercises: - are usually short, structured learning experiences where individuals learn by doing. For instance, rather than talking about inter-personal conflicts & how to deal with them, an experiential exercise could be used to create a conflict situation where employees have to experience a conflict personally & work out its solutions. Vestibule Training: - Employees learn their jobs on the equipment they will be using, but the training is conducted away from the actual work floor. While expensive, Vestibule training allows employees to get a full feel for doing task without real world pressures. Additionally, it minimizes the problem of transferring learning to the job. Role Play: - Its just like acting out a given role as in a stage play. In this method of training, the trainees are required to enact defined roles on the basis of oral or written description of a particular situation. Management Games: - The game is devised on a model of a business situation. The trainees are divided into groups who represent the management of competing companies. They make decisions just like these are made in real-life situations. Decisions made by the groups are evaluated & the likely implications of the decisions are fed back to the groups. The game goes on in several rounds to take the time dimension into account. In-Basket Exercise: - Also known as In-tray method of training. The trainee is presented with a pack of papers & files in a tray containing administrative problems & is asked to take decisions on these problems & are asked to take decisions on these within a stipulated time. The decisions taken by the trainees are compared with one another. The trainees are provided feedback on their performance. AWARDS ONGC Academy was awarded Golden Peacock Award, 2007 for occupational Health 7 Safety in the “Oil Sector” category, scoring a hat-trick of the prestigious award. Oil and Natural Gas Corporation Ltd. (ONGC) secured the ‘Jury’s Special Appreciation Award ‘ Under the Employer Branding Awards 2007-08. The award came ONGC’s way as special tribute from the high-powered Jury who considered ONGC as “ the only organization among PSUs that is considered an Employer Brand”. “ONGC BECOMES THE FIRST EVER INDIAN CORPORATE IN THE FORTUNE MAGAZINE’s LIST OF WORLD’s MOST ADMIRED COMPANIES- 2007 OBJECTIVES OF TRAINING IN ONGC The objectives of training and development are as follows:- To develop entrepreneurship and expertise par excellence through training and retaining. To prepare executives to meet the strategic business goals in the fast changing environment. To create a learning environment in order to achieve a competitive edge through leveraging human resource. To develop training tools and techniques to facilitate effective learning. To organize interactive workshops in upstream industry areas. To strive for continuous improvement in all aspects of E&P activities through training in the emerging technologies. To inculcate quality consciousness. To promote IT as an instruments of organizational transformation. To cultivate creative and innovative thinking. Reducing gap between current and expected level of performance through systematic enrichment ok knowledge, skills and attitudes. Preparing executives for career advancement. TRAINING ACTIVITIES IN ONGC ONGC accords top-most priority in the development of human resource through quality training, qualification up gradation programs and accreditation programs. This is apparent from the sheer quantum and the variety of the programs which cater to all facets of ONGC activities. The aim is to equip the executives with the latest development in the specialized field of Oil and Gas sector and also to keep them abreast about the latest developments in their own disciplines. ONGC also emphasizes in inculcating managerial and soft skills to its executives through best in class management trainings to help them in discharging their duties efficiently, judiciously and ethically. This demands leadership skills, decision making abilities, team spirits, communication and negotiation skills and conflict resolution, to name a few. The academy conducts approximate 250 programs catering to over 5000 executives and over a lakh training man days every year. This in all probability is the biggest institute in the public sector in the country with the investment of Rupees Thirty crores every year on the development of human capital of the organization. The vast training programs of ONGC are divided into the following spectrums:- Induction Training In-service Training INDUCTION TRAINING Induction training as known is a must for new incumbents so that they can get well acquired with the actual working atmosphere of the organization and can easily adopt the work culture of the organization. In ONGC the induction training has two aspects the theoretical and the practical one. In former trainees are given information about the organization its objectives, its culture etc. Whereas the practical part of training is for the understanding of the actual work procedure that is field work and by the end of the induction training employees starts feeling as a part of the organization. ONGC Academy prepares young engineers, Scientists and Personnel from Finance, Administration, Industrial Relationship and others from 17 disciplines. Freshers from university through integrated 52 weeks modular induction training program with constant monitoring, evaluation and counselling through experienced faculty from ONGC, Management Experts, Industrial Psychologist. Induction training of ONGC is divided into the following modules:- Orientation Introductory Training (OIT) and Multi-disciplinary Theoretical Familiarization Training (MDIT):- This module covers introduction to ONGC mission, objectives, corporate planning, ONGC past, present and future, welfare schemes in ONGC, international Petro economics scenario, creativity & innovation discipline, code of conduct communication skills, personality development, social grace, presentation skills, safety and environment management. Multidisciplinary Field Familiarization Training (MDFF):- This module covers exposure of the newly inducted trainees to the various field operations in the following areas:- Introduction to Exploration management Exploration of Hydrocarbons Introduction to drilling technology Introduction to production technology Introduction to technical services General management Financial management Material management Information management. Functional Specialized Training (ST):- After the above two training, the trainees are regrouped disciplines wise for an in depth understanding of the core subject. Functional on the job training (FJIT):- In this module the trainees are out at field for in hand experiences and implement what they have learned during various modules of training. They are rotated in a planned manner to various jobs. Final Evaluation (FE):- This is the final stage of the induction training where the Evaluation of Graduation Trainees is done. The trainees are evaluated through objectives and descriptive tests throughout the training process on weekly basis. ONE YEAR INDUCTION TRAINING PROGRAM FOR GRADUATE TRAINEES S.NO MODULE DURATION VENUE 1. Orientation Introductory 04 weeks ONGC Academy Training 2. Multi-disciplinary 04 weeks ONGC Academy Theoretical Training (MDIT) 3. Multidisciplinary Field 02 weeks ONGC Academy Familiarization Training (MDFF) 4. Functional Specialized 10 weeks ONGC Training (ST) Academy/Work centre 5. Functional on the job training 04 weeks Different work (OJIT) centres of ONGC 6. Final Evaluation (FE) 02 weeks ONGC Academy IN-SERVICE TRAINING By in-service training program we mean the periodical training given to the working employees to enhance their knowledge and skills so that they can work efficiently. For ONGCians, these in service training programs are designed and conducted by ONGC Academy. The Academy design these programs discipline wise and prepare one annual calendar which contains information about all the training programs for the whole financial year. The various programs carried by ONGC under this type of training are as follows:- Technical training Exploration training Management training Product engineering training Finance training TECHNICAL TRAINING This year ONGC has conducted around 27 programs under the training. Some of the programs which are carried under this area as follows:- 1. COMPLETION TECHNOLOGY FOR SLIM/DRAIN HOLE/ HORIZONTAL/LATERAL/SIDETRACK/DEEP SEA WELLS Program Overview & Objectives:- The program is meant to update the knowledge of various types of well completion in wells like Slim, Drain, Horizontal, Lateral, Side track and Deep Sea Well. The training program will include features like well completion types, Cutting Window & Completing Wells, Advantages & Disadvantages, Work over & Well Intervention in wells, Fundamentals of Reservoir Engineering, Production Logging, Electro Logging, Tubing and Package System, Special Equipments and Instruments, Well Servicing Fluids, Special Well Completion Techniques in State- of-Art Technology, Recent Global Technology, Case studies etc. Who May Attend :- It will be attended by the E2 –E5 Level Executives from relevant fields. Faculty:- the program will be taught by the faculties from foreign countries. 2. MATERIAL MANAGEMENT FOR ALL EXECUTIVES Program Overview & Objectives:- The aim of this program is to provide an exposure of important functions of materials management to achieve functional excellence in MM related functions. The program has been specially designed to provide information like Role of MM, Store Procedures, SAP Application in MM, Contract Management-Service and Turnkey Contracts. Code of Ethics-Blacklisting of Suppliers and Contractors, e-Procurement, Codification, Inventory Control, Stock Verification, Disposal, Standard Terms and Conditions, Tax Management and Deemed Export Benefit, Case studies etc. Who May Attend:- It will be attended by the E-1-E-5 other than MM discipline Executives, preferably engaged in MM related functions. Faculty:- The program will be taught by the faculties of ONGC Academy. 3. MATERIAL MANAGEMENT FOR SENIOR EXECUTIVES Program Overview & objectives:- The aim of this program is to provide an exposure of important functions of materials management with a special stress on aspects pertinent to senior executives, to achieve functional excellence in MM related functions. The training program will include features like Developing Purchasing Strategy, Global Sourcing, e-commerce, Cost Management, Purchasing of Services, Purchasing of Capital Equipments, Spare Parts Management, Standardization & Variety Reduction, Value Engineering, Supplier Development – Creating World- class Supplier Base, Legal Issues In purchasing etc. Who May Attend:- It will be attended by the E-6 and above, all disciplines Executives including Material Managers. Faculty:- The program will be taught by the faculties of ONGC Academy. 4. CONTRACT MANAGEMENT & ARBITRATION Program Overview & Objectives The aim of this program is to impart knowledge of contract formulation, management and legal aspects, examine issues relating to execution of contracts and understand resolution of disputes, alternate dispute resolution and arbitration. The program has been specially designed to provide information like Contracts: General Principles, Legal Aspects of Tendering Process, Pre-contractual Elements, Post-contractual Issues, Bidding & Evaluation Procedures & Contracts, Legal Facets of Bid Evaluation Criteria, Legal Facets of Bid Evaluation Criteria, Legal Aspects of Project Management, Risk Management in Contracts, Breach of Contract, ADR and Arbitration Proceedings, Case Studies etc. Who May Attend: It will be attended by the E3-E6 Level Executives. Faculty: The program will be taught by the faculties of ONGC Academy in collaboration with the faculties of IIM Calcutta. 5. OCEAN TECHNOLOGY & OFFSHORE STRUCTURES Program Overview & Objectives The aim of this program is to impart Insight into Ocean Technology & Offshore Structures Including Deep-water Structures. The training program will include features like Introduction to Offshore Structures, Introduction to Ocean Technology, Soil Investigation for Offshore Structures, Overview of Design & Analysis of Offshore Platforms, Application of SESAM Software in Design & Analysis of Offshore Structures-Jackets, Fabrication, Transportation & Installation of Offshore Structures, Pile foundations for Jackets, Footings for Jack-up-Rigs and Newer Foundation Concepts for Deep – water Structures, Inspection, Maintenance and Repair of Fixed Offshore Platforms, Deep –water Field Development Concepts & Introduction to Deep –water Structures, Deep-water Drilling & Production Risers etc. Who May Attend: It will be attended by the E1and above Executives whose assignment is related/likely to be related to offshore design and maintenance. Faculty: The program will be taught by the faculties of ONGC Academy. 6. IT MANAGEMENT IN ONGC FOR NON-IT Program Overview & Objectives The aim of this program is to train participants on the Information Technology Scenario in ONGC. The training program will include features like introduction on It Scenario in ONGC, ERP Systems, Networking, Corporate Intranet, Super Computer Scenario in ONGC, Access Control System and Smart Card Technology Applications, ICNET, Satellite Communication, Offshore Communication, Lotus Notes Use in ONGC etc. Who May Attend: It will be attended by the E1-E5 Level from different disciplines. Faculty: The program will be taught by the faculties of ONGC Academy. EXPLORATION TRAINING This year ONGC has conducted a total of 36 programs under this training. Some of the programs which are carried under this are as follows:- 1. PETROLEUM RISK AND DECISION ANALYSIS Program Overview & Objectives This program has been designed for explorationists to arrive at the appropriate investment decisions in the highly competitive Oil sector, in which decision making process is required to be rationalized. It has been designed keeping in view of the present scenario in the Indian Oil Industry. The training will include features like Introduction: Management Decision Process, Decision Process and Modelling Under Conditions of Risk and Uncertainty, Decision and Risk Analysis of Oil and Gas E & P Ventures and Performance Measures , Monte-Carlo Simulation Technique of Risk Analysis, Model Development for Decision and Risk Analysis for Specific Situations:- i)Prospect Analysis, ii)Reserve Estimation, iii)Economic Analysis, Application of Monte-Carlo Simulation in above Situations, Risk Reduction Techniques to be adopted in Oil and Gas E & P Ventures etc. Who May Attend: It will be attended by the E2-E5 Level Executives from Reservoir, Geology, Chemistry, Geophysics & Finance disciplines. Faculty: The program will be taught by the Deputy General Manager of ONGC from various disciplines. 2. LATEST TRENDS AND DEVELOPMENT IN ESTIMATION OF OIL AND GAS RESERVES. Program Overview & Objectives The objective of this program is to expose the participants to the various methods of reserves estimation, reserves classification, drive mechanism and reservoir management. The program has been specially designed to provide information like Introduction Reservoir Fluid Properties and their Evaluation, Methods of Estimation of Hydrocarbon Reserves, Traps as Reservoirs, Drive Mechanism and Recovery Factor, Reservoir Simulation with Advanced Models, Classification of Reserves with Emphasis on Comparison of SEC and SPE/WPC Definitions, Latest Tools in Reserve Estimation, Reserve Management Economic Model and Pay Out Limitations. Who May Attend: It will be attended by the E4 Level Executives from Reservoir, Geology, Chemistry & Geophysics disciplines. Faculty: The program will be taught by the faculties from foreign countries. 3. WORKSHOP ON BASIN EVALUATION & MODELLING – AN INTEGRATED APPROACH Program Overview & Objectives Basins’ modelling plays a significant role for petroleum exploration and exploitation. This course deals with various aspects of basin evaluation and modelling. The program will cover features like Dynamics of Basin Formation, Reconstruction of Thermal Histories of Basins, Burial History Reconstructions, Source Rock Deposition, Quality and Maturity Assessment, Hydrocarbon Generation and Expulsion, Charge Calculation, Petroleum System Modelling, Migration Pathways, Theoretical Aspects of Problems in Basin Modelling etc. Who May Attend: It will be attended by the E2 & above Level geoscientists Executives working in related fields. Faculty: The program will be taught by the faculties from foreign countries. 4. CBM EXPLORATION AND RESOURCE ASSESSMENT Program Overview & Objectives ONGC is in the process of diversifying into the frontier area of Coal Bed Methane exploration & exploitation. Since it employs the latest technology, exposure of Geo-scientists and Engineers to this course will give them an insight to the technologies and managerial decisions required for a successful CBM Venture. The training has been designed to cover features like Coal Geology & Petrology, Resource Assessment, Prospect Generation, Drilling & Completion of CBM Wells, Stimulation Technology, Testing & Production Operations etc. Who May Attend: It will be attended by the E2 and above Level Executives from Reservoir, Geology, Chemistry ,Geophysics and other related disciplines. Faculty: The program will be taught by the Deputy General Manager, Chief Manager, S.G from chemistry department. 5. TECHNIQUES IN DEEP WATER DEPOSITIONAL SYSTEMS Program Overview & Objective The course provides Geoscientists a broad overview of petroleum systems of deepwater settings and emphasizes the geological aspects of deep water deposits. The training is designed to include features like Depositional Models and Play Types, Seismic Interpretation Methodology Including Quick Look Techniques, Log-Motif Analysis with Calibration from Multiple Data Sets, Exploration Examples of Deepwater Petroleum Systems, Production Variability of Deepwater Reservoirs, Outcrop Examples etc. Who May Attend: It will be attended by the E4 & above Level Executives from Reservoir, Geology, Chemistry & Geophysics disciplines. Faculty: The program will be taught by the faculties from foreign countries. 6. NUMERICAL RESERVOIR SIMULATION IN MANAGEMENT OF OIL FIELD. Program Overview & Objectives This course is designed to provide participants with a basic understanding of reservoir management strategies and how to evaluate them using reservoir simulation. The training will include feature like Reservoir Management Strategies- Overview, Recovery Method, Gas Injection, Steam Injection, Fire Flood, Water Flood Process Mechanism, Thermal Processes, Chemical Reactions & Interphase Mass Transfer, Miscible/Immiscible Gas Injection, Reservoir Modelling Segments and full field Nideks, up Scalling and Parallel Reservoir Simulation, Reservoir Modelling Process, Reservoir Description, Rock and Fluid Properties, Model Grid System and Grid Refinements, Rock and Fluid Properties, Reservoir Description, Rock and fluid properties, Reservoir using CMG Tools, Description of Wells, Radical Inflow Model, Well Management, Well Management in CMG Simulators, Analysis of Simulation Results, use of X-Plot of to Analyse Performance, use of 2D and 3D Graphics to understand Process Behaviour, Demonstration, Applications of Numerical Simulations, History Match, Forecasting, Case Histories etc. Who May Attend: It will be attended by the E2 to E5 Level Geoscientists engaged in areas of reservoir management/modelling and simulations. Faculty: The program will be taught by the faculties from foreign countries. MANAGEMENT TRAINING This year ONGC has conducted a total of 10 programs under this training. Some of the programs which are carried under this are as follows:- 1. ISO 9001:2000: QMS SENSITIZATION COURSE Program Overview & Objectives The aim of this program is to provide an understanding of the principles and practices of quality and quality systems. This also covers information on the international acceptance of ISO 9000 and its standard requirements. This program will provide sufficient amount of information about, principles of quality, how quality affects business and business relationships, benefits of the introduction of quality systems, basic ideas on the requirements of ISO9001:2000 quality management system, benefits(individual & company)etc. Who May Attend: It will be attended by the Executives of E1 to E5 level. Faculty: The program will be taught by the Chief Chemist of ONGC 2.QUALITY CIRCLE Program Overview & Objectives The aim of this program is to provide the depth knowledge of the concept of Quality Circle, its working and benefits to the organization. The training program will take into consideration features like Introduction to Quality Circle and its History, Brainstorming, Data Gathering, and Histograms, Cause and Effect Analysis, Pareto Analysis, Sampling, Control Charts, Presentation Techniques, Real Time Case Studies, Role Plays, Training to Top Management and Middle Management to Drive the Process. It will also cover the Conduct and Operation of Quality Circle including the following: Problem identification Problem analysis Preparation and recommendation for problem solution. Quality Circle administration. Who May Attend: It will be attended by the Executives of E1 to E5 level with involvement of top management of the unit. Faculty: The program will be taught by the external faculties. 2. BENCHMARKING – BUSINESS PROCESS RE-ENGINEERING AND ERP (BM-BPR & ERP) Program Overview & Objectives One of the basic requirements to become a TQM company is to develop Benchmarking process to attain continuous improvement through re-engineering of the Systems of the Organization. The program has been designed to: Identify Benchmarking outputs, inputs and procedures of best-in-class companies. Determine current performance gaps. Develop an action agenda for back home situation. Implement ERP for organizational growth. The training program will include features like Benchmarking-Concepts, overview of BPR, Process Mapping and Change Management, Business Process Simulation, Business Process Redesign, Mapping Key ONGC Processes, Process Analysis and Improvement, Business Process Outsourcing, Culture and People Issues, Basic ERP Model, ERP Initiatives in ONGC, Project Work Syndicate Presentations. Who May Attend: It will be attended by the Executives of E1 to E5 level. Faculty: The program will be taught by the faculties of ONGC Academy in collaboration with XIM College, Bhubaneswar. 3. BUSINESS WRITING SKILLS Program Overview & Objectives The program has been designed to highlight the skills of effective written communication and the fundamentals of letter writing techniques. The program aims: To provide appropriate guidelines for all forms of business correspondence in accordance with the established in-company guidelines. To examine real examples of how (and how not) to communicate a message in written form. To participate the art of business writing. The training will cover features like new Roles and Responsibilities of the Employees, Writing Business Letters: Formal, DO etc, Noting and Drafting: Tips for Good Writing, Choice of Words, Sentence Construction, Paragraph Design, Punctuation, Spellings etc, Circulars, Office Orders, e-mails, Faxes, Effective Memos, Minutes of Meeting, Report Writing, Role of Body Language in Effective Communication, Presentation Skills, Practical Working Sessions. Who May Attend: It will be attended by Non-Executives/Q2-Q3 Executives. Faculty: The program will be taught by the faculties of ONGC Academy. PRODUCT ENGINEERING TRAINING Program Overview & Objectives The program is meant for non Reservoir Engineers to bring out the importance of reservoir Engineering. The program has been specially designed to provide Information like Petro Physical Properties of Reservoir Rock Reservoir Fluid Properties, Fluid Flow through Porous Media, Drive Mechanism & Their Recovery Efficiency, Estimation of Reserves, Testing of Oil and Gas Wells, Development of Oil and Gas Reserves, enhanced Oil Recovery Techniques. Who May Attend: It will be attended by the E1 & above Level Executives from Geology, Chemistry & Geophysics disciplines. Faculty: The program will be taught by the faculties of ONGC Academy. 2. TRENDS IN ARTIFICIAL LIFT PRODUCTION, MONITORING & MAINTENANCE. Program Overview & Objectives The aim of this program is to provide overview of artificial lifting methods deployed for liquid production and detailed study of Installation, monitoring and maintenance of the modes deployed. The program will cover features like introduction to Artificial lift, Selection Basis for Different Modes of lifting, Study of Multiphase Flow Rregimes, IPR Generation, Detailed Discussion on various Artificial Lift methods like Gas Lift, SRP, ESP, Jet Pumps etc, Broad Outline for Instruments used in Gas lift, ESP and SRP’s, Static and Dynamic calibration of Gas lift valves, Two Pen Recording for Lifting wells, Gas Injection Timers and their Function, ESP Current Regulating Devices, SPR Instrumentation, Trouble Shooting, Case Histories, New Technological Advances in Lifting Technologies. Who May Attend: It will be attended by the Executives of E2 to E6 level from relevant fields. Faculty: The program will be taught by the faculties from the foreign countries. 3. ADVANCES IN NATURAL GAS ENGINEERING Program Overview & Objectives The aim of this program is to identify the causes for excessive water production and finding the remedial methods for water control thereby enhancing Oil Productivity. The program will include features like Basics of Reservoir Engineering, Identification of Causes and Type of Excessive Water Production, General Discussion on all Types of Water Control Methods (Physical, Chemical & Polymer, Gel Applications), Candidate Well Selection, Polymer Gel Selection, Job Execution Techniques and Methodologies, Post Job Evaluation, Job Success Criteria, Oil Gain Estimates, Case Histories, New Technological Advances in Water Control Technologies & Placement Techniques. Who May Attend: It will be attended by the Executives of E2 and above level from relevant fields. Faculty: The program will be taught by the faculties from the foreign countries. 4. HYDRAULIC FRACTURE DIAGNOSTICS Program Overview & Objectives This short training program is tailored for Production Engineers, Fracturing Engineers, Geologists and Reservoir Engineers. It integrates the importance of Hydraulic Fracture Diagnostics and Techniques available for it. It will cover the advantages and disadvantages, limitations and requirements for each technique along with the case histories. The training will provide information like different Diagnostic Techniques, Requirements of Different Techniques, Case Histories, Advantages, Disadvantages and Limitations for Different Technique. Who May Attend: It will be attended by the Executives of E1 to E5 level of relevant fields. Faculty: The program will be taught by the faculties from the foreign countries. 4. RESERVOIR ENGINEERING FOR PRODUCTION OPERATIONS Program Overview & Objectives The aim of this program is to update knowledge of various artificial methods to lift the liquid to the surface at a given reservoir and well conditions for developing skill for selecting most suitable lift method to particular reservoir and well condition. The program is so designed that it will provide information like Introduction to Petroleum Exploration, Indian Oil Scenario, Fundamental Properties of Fluid Permeated Rocks, Fluid Flow through Porous Media, Concepts of Relative Permeability & Capillary Forces. Hydrocarbon Phase Behaviour, Reservoir Fluid Properties, PVT Analysis, Well Production Testing, Concepts of Bottom Hole Testing, Pressure Transient Analysis, Reservoir Drive Mechanism, Reserve Estimation, Volumetric, MBE & Decline Curves, Production Problems, Water Gas & Sand Problems, Concepts of Pressure Maintenance & EOR. Who May Attend: It will be attended by the Executives of E2 to E5 level of relevant fields. Faculty: The program will be taught by the faculties from the ISM Dhanbad. FINANCE TRAINING This year ONGC has conducted around 12 training under this. Some of the programs under this are as follows:- 1. ORGANIZATION BUDGET CAPEX AND OPEX ANALYSIS Program Overview & Objectives The aim of this program is to evaluate future investment synchronizing business resources, economy and targeted growth. The training will cover features like Planning the Existing and Future Requirement of Resources, Preparing the Target Budget based on Resources for Short Term and Long Term Period, Converting Target Budget into Financial Budget, Processing Budget Allocation and System Analysis Organization and Ice System, Benchmarking the Budget Owner, System of Monitoring Reporting the Utilization of Budget and Review and Revision of Budget, Case Studies on Budget and Risk in Achievement of Target. Who May Attend: It will be attended by the Executives of E1 to E5 level of relevant fields. Faculty: The program will be taught by the faculties from ICWAI, New Delhi. 2. PREPARATION AND ANALYSIS OF FINANCIAL STATEMENTS Program Overview & Objectives The aim of this program is to understand the techniques and improve the skill of preparation and analysis of accounting data in an effective manner. The training has been such designed that it will include features like Statutory Compliance to be taken in view while presenting accounting statements, ratio analysis ant interpretation of accounting statements. Who May Attend: It will be attended by the Executives of E1 to E4 level of relevant fields. Faculty: The program will be taught by the faculties from ICWAI, New Delhi. 3. FOREX AND RISK MANAGEMENT Program Overview & Objectives The aim of this program is to equip the participants with the latest industry techniques for best possible fund management and risk management. The training will include features like risk management- an overview, awareness of market instruments for fund raising, policies and procedures for investment of funds, Management of foreign exchange risk exposures, commodity risk management techniques, Resources mobilization from domestic and international market, risk management of ONGC Fixed Assets. Who May Attend: It will be attended by the Executives of E2 to E6 level of relevant fields. Faculty: The program will be taught by the faculties from ICWAI, New Delhi. DEVELOPMNENT INTRODUCTION Concept Development is an educational process which tries to enhance one’s ability to understand and interpret knowledge in a useful way. Development is different from training in that it often the results ofs experience and the maturity that comes with it. It is possible to train most people to drive a vehicle, operate a computer, or assemble a radio. However development in such a areas as judging what is right and wrong, taking the responsibility for results, thinking logically understanding cause and effect relationship, synthesizing experience to visualize relationship, improving communication skills etc, may or may not come through overtime. But when the intent is to enhance executive’s ability to handle diverse jobs and prepare them for future challenges, the focus must shift top executives development. Executive’s development focuses more on manager’s personal growth. It is more future oriented with education than is employee training. Definition Executive or management development is planned, systematic and continuous process of learning and growth manger develops their conceptual and analytical abilities to manage. It is the result of not only participation in formal courses of instruction but also of actual job experience. It is primarily with improving the performance of manager by giving them stimulating for and development. Objectives of Development Development means meeting basic needs, reducing poverty, inequality and unemployment, raising living standards, improving access to education, raising life expectancy, expanding economic and social choice (ie ends) through appropriate economic growth (ie means). Note: development is a means to an end and must affect the majority not the few. Todaro identifies three objectives of development (1) Increased in availability and improvements in the distribution of food, shelter, health, protection, etc (2) Improved ‘levels of living,’ including higher incomes, more jobs, better education, etc. (3) Expanded range of economic and social choices available to individuals and nations IMPORTANCE Executive development has become indispensable to modern organization in view of the reason:- Development efforts helps executive to realize their own career goals and aspiration in a planned way. Executives can show superior performance on the job. By handling varied jobs of increasing difficulty and scope, they become more useful, versatile and productive. The rich experiences that they gain over a period of time would help them step into the shoes of their superior easily. Executive development programmers help manger to broaden their outlook, look into various problems dispassionately, examine the consequences carefully, appreciate how other would react to a particular solution and discharge their responsibilities taking a holistic view of the entire organization. The special courses, committee assignments, jobs rotation and other exercises help managers to have a feel of how to discharge their duties without people(subordinates, peers, superiors, competition, customers etc) the wrong way. STEPS IN MANAGEMENT DEVELOPMENT PROGRAM Following are the important steps to be taken before a management development program:- Analysis of Organizational Development needs:- After deciding to launch a management program a close and critical examination of the present and future development needs of the organization has to be made. We should know how many and what type of managers are required to meet the present and future requirements. A comparison of the already existing talent with those that are required to meet the projected needs will help the top management to take a policy decision as to whether it wishes to fill those positions from within the organization to form outside sources. Appraisal of Present Management Talents:- In order to make the above suggested comparison, a qualitative assessment of the existing executives talent should be made and estimate of their potential for development should be added to that. Only then it can be compared with the projected required talents. Inventory of Management Manpower:-This is prepared to have complete set of information about each executive in each position. For each member of the executive team, a card is prepared listing such data as name, age, length of service, education, work experience, health cards, psychological test results and performance appraisal data etc, the selection of individual for management development program is made on the basis of the kind of background they possess. Such information, when analyze, disclose the strength as well as weaknesses of deficiencies of managers in certain function relating to the future needs of the organization. Planning of Individual Development Program:- It is guided by the performance appraisal that indicate the strength and weakness of each of the executives, this activity of planning of individual development program can be performed. Establishment of Development Programs:- It is the duty of the HR Department to establish the development opportunities. HR department has to identify the existing level of skills, knowledge etc of various executives and compare them with their respective job requirement. Thus, it identifies development needs and requirement and establishes specific development programs like leadership courses, management games, sensitivity training etc. Evaluation of Results:- Executive development programmers consume a lot of time, money and efforts. It is therefore essential to find out whether the programs have been on track or not. Programmer evaluation will cover the areas where changes need to be undertaken so that the participants would find the same would be relevant and useful in enriching their knowledge and experience in future. Opinion surveys, tests, interview, observation of trainee reaction, rating of the various components of training etc, could be used to evaluate executive development programs. DEVELOPMENT PROGRAMS IN ONGC ONGC accords top-most priority in the development of human resource and for this besides the various training programs it also conducts various development programs. This year ONGC has conducted around 30 development programs for its employees. It usually conducts the development programs under the following categories:- Management Development Programs Qualification Up gradation Programs QUALIFICATION UPGRADATION PROGRAM ONGC Academy is hub of many activities of the company apart from providing training solution to executives. These span from offering MBA’s, B.Tech and Engineering Diploma courses in partnership with premier Institutes in the country under qualification upgradation program to spreading quality movement across the organization through quality circles and consultancy services to work centres for ISO certification. It carries the following programs:- Unnati Prayas Scheme Super Unnati Prayas Scheme 1.UNNATI PRAYAS SCHEME It is considered as the most ambitious HR project of its kind ever undertaken by as Indian corporate. The aim of this program was to upgrade the technical qualification of the executives who are diploma holder and give them a chance to become a degree holder. The program was launched on 20th April 2006 in 4 disciplines mechanical, electrical, electronic and telecommunication. The degree will be awarded by the Punjab Technical University. Classes for this will be held at ONGC Academy by the various faculties of Punjab Technical University. Workshop and labs have been arranged by PTU and AICTE recognized engineering College at Dehradun. 2. SUPER UNNATI PRAYAS SCHEME This program was also launched after the Unnati Prayas Scheme and aim to upgrade the qualification of its executives in management discipline. Under this program the executive can receive MBA in International Business Management from MDI Gurgaon. MANAGEMENT DEVELOPMENT PROGRAMS This year ONGC has conducted around 30 programs under this. Some of the development programs are as follows:- 1. BASIC REGULATIONS FOR PRINCIPAL EMPLOYERS Program Overview & Objectives The aim of this program is to create awareness of roles and responsibilities of principal employers. The program will include features like Labour Laws, Enviornmental Laws, NELP, PSC & Joint Ventures, Standards Regulations & Procedures, Outsourcing. Who May Attend: It will be attended by L2 & L3. Faculty: The program will be taught by the ONGC/ External Faculty. 2. TRAINING FOR CORPORATE RESPONSIBILITIES Program Overview & Objectives The aim of this program is to understand the Domestic & International Business Profile of ONGC. The program will include features like ONGC Vision and Mission, ONGC Subsidiaries Emerging Business, Managing Change , Corporate Strategy, Corporate Social responsibilities, Geo-politics, Basic Laws on Industrial Relationship, Enviornment & Outsourcing, NELP, PSC & JVs, ERP-Material Management Procedures, Basic Financial Skills, Soft Skills, Value Chain Analysis, Building Customers Centric Organization. Who May Attend: It will be attended by E5 (Newly Promoted from E4) level Executives. Faculty: The program will be taught by the ONGC/ External Faculty. 3. EXECUTIVE EXCELLENCE THROUGH SMET AND YOGA TECHNIQUES Program Overview & Objectives The multi dimensional etiological factors for stress need a multidimensional solution at physical, mental, emotional, and intellectual levels. Yoga provides this holistic solution. The program aims to help participants understand the nature and source of stress in individuals and in organizations, and enable them to understand the relationship of Stress to Managerial Effectiveness, Familiarize the participants with the techniques dealing with Individual stress and Organizational Stress and give them an opportunity to practice some techniques of Stress Management. It will also take into consideration features like Concept of Stress, Research of Stress, Stress Management & Executive Growth, Group Dynamics, System of Management-TQM, Health Management, Personality Development, Concept of Prana, Basics of Yoga, Yoga Therapy, Yoga and Health. Who May Attend: It will be attended by E6-E7 & E4-E5 Level Executives. Faculty: The program will be taught by Swami Vivekananda Yoga Anusandhana Sansthana, Bangalore. 4. SKILLS AND COMPENTENCIES TO ACHIEVE GOALS Program Overview & Objectives Enhancing Managerial effectiveness is a vital issue in organization for achieving excellence in the present competitive environment. The program aims at: building the requisite competence and skills for achieving organizational goals, developing a healthy organizational culture, providing a holistic vision for managerial strategies and inculcating appreciation of cross functional areas of management, developing managers into successful leaders, stimulating innovative work culture. It will cover features like Listening Skills, Articulation, Non-verbal Communication and Body Language, Emotional Intelligence, Interpersonal Skills, Creating Positive Work Culture, team Work-Conflicts, Negotiating Skills, Empowering the Team, Leadership-Changing Paradigms, Delegation and Developing People, Problem Solving and Decision Making Skills, Communication and Presentation Skill, Changing Mind Set for Global Management Practices, Managing Stress without Yoga, Man Management, Thoughtful Management. Who May Attend: It will be attended by E1to E4 level Executives. Faculty: The program will be taught by the ONGC Academy in collaboration with Total Management. 5. TRANSFORMATIONAL LEADERSHIP AND ORGANIZATION BIULDING Program Overview & Objectives This program aims to help the participants to:- Manage the organizational change and growth, Lead Multidisciplinary Teams, Manage Conflicts through Role Efficacy, Develop and Counsel subordinates, Facilitate Participants to be Visionary and Transformational in their roles for, Organizational Excellence. It will also include features like Domestic and Global Scenario, Organization Vision, Mission and Core Values, Management Change-Change of Priorities, Changing Mind Set for Organization Building, Creating Positive Work Culture, Enviornment, team building and conflict management, leadership: change paradigms, strategic leadership for change, leadership for transforming the organization, managing quality through collaboration, cross cultural collaboration, organization building through effective growth strategies, building relationship and people competencies, building organization pride to the subordinates, project work for organization building-experience in organization. Who May Attend: It will be attended by E3-E5 level Executives. Faculty: The program will be taught by the ONGC Academy in collaboration with MDI Gurgaon. 6. SELF DEVELOPMENT PROGRAM FOR WOMEN EMPLOYEES Program Overview & Objectives The effectiveness of women employees depends upon the ability to manage multiple roles. The program has been specially designed to focus on the demands of these multiple roles and skills set required for effective performance. The program caters to up needs of women profession facing the challenges of work family balance. The objectives of the program are:-to develop basic value of life to make them effective at home and work place, to be able to identify individual goals and align those with organizational goals, To increase personal motivation to do the best possible in the most effective way, To appraise the participants on various issues involved in personal growth and effectiveness, To increase personal motivation to do best possible in the most effective way, To make the participants aware of their strength and areas of potential development. It will also cover features like Long Term Perspective and Commitment, Identify Self Development Goals, Self Esteem and Self confidence, Assertiveness and Networking, Team Work and Cooperation, Emotional Balance-Stress Management, Managing Conflict, Harmony between the Boss and Juniors, Communication Skills, Interpersonal Relationships, Business Etiquettes and Manners, Work-life Balance. Who May Attend: It will be attended by the Non-Executives from Dehradun/Delhi. Faculty: The program will be taught by the ONGC Academy in collaboration with Delhi Productivity Council, New Delhi. 7. NEURO LINGUISTIC PROGRAMMING Program Overview & Objectives The aim of this program is to create awareness among the participants about their inherent capabilities and enhancing their effectiveness through Neuro Linguistic programming techniques. It will cover features like Self Awareness, Thinking Patterns, Values, Goals, Vision, Dreams, Feelings, Beliefs, Imagination, Communication, Trust, Conflicts, Coaching, Managing Change. Who May Attend: It will be attended by E4-E5 level Executives. Faculty: The program will be taught by the ONGC Academy in collaboration with Leaders Forum, New Delhi. 8. SPORTS MANAGEMENT FOR GAMES COORDINATORS Program Overview & Objectives The aim of this program is to groom coordinators to plan and execute National/International sports events, to keep the moral of ONGC sports personnel high for best performance, to change the mind set and behaviour pattern of sports personnel to contribute meaningfully in ONGC business. It will cover features like organization of National/International Sports Events, Team Building, Attitude Building and Motivational Aspects, Stress Management and Yoga for Fitness, Group Dynamics and Conflict Resolution, Creativity and Problem Solving, Communication and Writing Skills. Who May Attend: It will be attended by the Games coordinators and associated sports personnel. Faculty: The program will be taught by the ONGC Academy in collaboration with IMT Ghaziabad. 9. TRADE UNION LEADERSHIP & ORGANIZATION DEVELOPMENT Program Overview & Objectives The program is aimed at developing a balanced perspective on achieving member’s welfare through enterprise success in a spirit of cooperation and working together without sacrificing Union’s Identity and goals. The motto of the program is “together we aspire, together we achieve and together we share”. The program will include features like Business Enviornment and Trade Unions, Competitive Pressures and Emerging Demands on Trade Unions, Conflict to Cooperative, Work for Enterprise success without Losing the Identity of Union, Working Together: Concepts, Structures & Mechanisms, Negotiated Changes, Role of Collective Bargaining, Non-Bargaining Roles of Trade Unions, Frameworks for Labour Management Cooperation, Mutual Roles and Obligations, Group Work, Presentation, Visit to Factories, Trade Unions, Institutes etc, for Exposure to Best Global Practices. Who May Attend: It will be attended by the Trade Unions Bearers. Faculty: The program will be taught by the ONGC Academy in collaboration with IMI, New Delhi. 10. SKILL UPGRADATION PROGRAMMING FOR NON GTS Program Overview & Objectives The program is designed to achieve objectives like to develop awareness of General Management and its implications for the present day environment, to understand the new role and role of managers in implementing ONGC policies, to take up leadership roles and face the challenges in future. It will also cover features like Aligning with ONGC’s Vision & Mission, New Business: Change of Priorities, Self Management-Adapting to Change, Motivation, Customers Satisfaction, Art of Learning, Break Stereotypes, Listening Habits, Communication Skills, Formal Correspondence with Case Analysis, Preparation of Reports, Presentation Skills, knowledge Sharing, Interpersonal Relations:- Socio- cultural Enviornment, Business Etiquette, Time Management, Positive Thinking And Attitude, Leadership and Team Building, Group Dynamics, Problem Solving and Decision Making, Productivity Improvement Basic Techniques, Business Ethics and values, Management in Changed Enviornment- PSU & MNCs, Corporate Work Culture. Who May Attend: It will be attended by E1-E4 (Executives from HR Discipline risen from ranks) Faculty: The program will be taught by the ONGC Academy in collaboration with MDI Gurgaon. OBJECTIVES OF STUDY The basic objectives of my study are as follows:- 1. To study the various training & development courses available in ONGC with respect to components like Induction Training In-service Training Management Development Programs 2. to study the facilities offered to the trainees with respect to components like Boarding and Lodging Transportation Facilities Stationary Financial Incentives Study material Medical facilities 3. To evaluate the strength and weaknesses of the training programs 4. To make suggestions for the improvement of training & development programs. RESEARCH METHODOLOGY INTRODUCTION For conducting any scientific research it becomes inevitable to select the appropriate research methods. By method we mean a systematic approach toward a particular aspect or phenomenon. This part will entail the details with regard to overall scheme adopted for study in term of research method, sample, research design, tool used and procedures. SAMPLING Sampling is the process by which a relatively small number of individual, objects or events are selected and analyzed in order to find out something about the whole population from which it has been selected, sampling is done because it is impracticable to interview or observe each unit of population. The target population in the present study covered all the employees of ONGC Dehradun. From these 30 employees were selected randomly. Out of these 5 were Deputy Manager, 5 were Chief Manager, 5 were Deputy General Manager, 10 were Engineers and 5 were from accounts department. The distribution of the sample is given below: Sr.No Designation Male Female Total 1. Deputy 3 1 4 Manager 2. Manager 9 0 9 3. Deputy General 2 0 2 Manager 4. Accounts 4 1 5 Officer 5. Senior Engineer 10 0 10 TOTAL 27 3 30 QUESTIONNAIRE Name__________________________________________ Sex_____________________________________________ Age_____________________________________________ Designation______________________________________ Experience_______________________________________ Dear Sir or Madam, I am collecting data for my MBA Dissertation entitled “Effectiveness of Training & Development in ONGC”. This questionnaire has been prepared to elicit the information regarding the Training & Development in ONGC so you are requested to spare some of your valuable time to provide relevant information. The information and opinion furnished by you will be kept strictly confidential. It is for your kind information that you are required to respond to the questions in the questionnaire in different ways. In some questions you are to tick mark the response and in some questions you are to provide information or suggestions. Thanking you Yours faithfully, Geeta Bhatia 1. Which of the following training and development courses are offered in your organization. a) Induction training b) In-service training c) Management Development Training d) Any other please mention _________________________________________ 2. Were the objectives of training and development made clear to you prior to the commencement of the training? a) Yes b) No c) Can’t say 3) What are the various educational aids available for training and development purpose? a) LCD Projectors b) Overhead Projectors c) White Board d) Electronic Board e) Any other please specify 4) What do you feel about the duration of the training and development program? a) Too long b) Too Short c) Normal 5) What benefits have you gained from training and development programs? a) Skilled development b) Behavioural development c) Intellectual development d) Job satisfaction e) Any other please specify 6) Should training and development programs be same for all the Employees? a) Yes b) No c) Can’t say 7) Do you think that the faculties selected for the training were able to train you according to your needs? a)Yes b) No c) Can’t say 8) Did your trainers take feedback from you after the completion of training? a)Yes b) No c) Can’t say 9) Is it viable to invest large sum of money on training and development programs? a) Yes b) No c) Can’t say 10) Do you feel training programs are well planned, implemented and communicated? a) Yes b) No c) Can’t say ANALYSIS AND INTERPRETATION OF DATA The data as such has no meaning unless it is analysed and interpreted by suitable methods. Analysis of data means studying the tabulated material in order to determine the inherent facts or meaning. It involves breaking of the complex facts into simpler parts and putting them into new arrangements for the purpose of interpretation. The data studied from as many angles as possible to explore the new facts. Analyses require an alert, flexible and open mind. The data in the present study has been collected from the employees of ONGC with the help of the questionnaire. The analysis and interpretation of the data obtained is given as under:- 1. COURSES OFFERED Table 1 Courses offered in ONGC Sr.No Description N-30 Frequency %age 1. Induction Training 30 100 2. In-service Training 30 100 3. Management Development 30 100 Programs 4. Others 0 0 Table 1 indicates that all the employees (100%) have responded that Induction Training, In service Training, Management Development Programs are the training courses offered in ONGC.Thus it may be inferred that ONGC conducts Induction, In-service Training and Management Development Programs for its employees.The above analysis has been shown with the help of the following bar graph 100 80 60 40 20 0 Induction TrainingInservice Training management Development Training 2. PRIOR INFORMATION ABOUT TARINING OBJECTIVES Table 2 Prior information about training objectives Sr.No Description N-30 Frequency %age 1. Yes 26 86.67 2. No 4 13.33 Table 2 indicate that 86.67% of the employees responded that the objectives about the training programs were made clear to them prior to the commencement of the training. However about 13.33% of the employees responded that they were not aware about the training objectives. The above analysis has been shown with the help of the following pie diagram. YES No 3. EDUCATIONAL AIDS Table 3 Educational Aids Sr.No Description N-30 Frequency %age 1. LCD Projector 30 100 2. Overhead 30 100 Projector 3. White Board 30 100 4. Electronic 0 0 Board 5. One to One 2 6.67 Computer Networking It indicate that about 100 % of the employees responded that LCD projector, white board and overhead projector are used during training while only 6.67 replied that one to one computer networking is also used for imparting training whereas none of the trainees indicated the use of electronic board during the training. 100 80 60 East 40 West 20 North 0 LCD White One to One projector Board Computer Networking 4. Training Duration Table 4 Duration of Training Sr.No Description N-30 Frequency %age 1. Too long 1 3.33 2. Too Short 3 10 3. Normal 26 86.67 Table 4 indicates that 86.67% employees considered the duration of the training normal while 10% thought it to be too short whereas only 3.33% indicated that the training period aws too long. The above analysis has been shown with the help of following pie graph. Too Long Too Short Normal 5. BENEFITS Table5 Benefits of the Training Sr.No Description N-30 Frequency %age 1. Skilled 30 100 Development 2. Behavioural 26 86.67 Development 3. Intellectual 28 93.33 Development 4. Job Satisfaction 5 16.67 Table 5 indicates that 100 % revealed that these training programs help in their skill development.93.33 to 86.67 % indicated that training also helps in intellectual and behavioural development of the trainees. Whereas only 16.67 revealed that training program helps to achieve job satisfaction. Hence it may be inferred that majority of the trainees have indicated that training program help in skill development as well as intellectual and behavioural development. 100 80 60 3-D Column 1 40 3-D Column 2 3-D Column 3 20 0 Skilled Development Behavioural Development Intellectual Development Job Satisfaction 6. TRAINING BE SAME FOR ALL Table 6 Training be same for all Sr.No Description N-30 Frequency %age 1. Yes 0 0 2. No 30 100 Table 6 indicates that all the trainees (100%)have responded that the training program should not be same for all the trainees rather they should be based on their interest , choices and more importantly on their job profile. The above analysis has been shown with the help of following pie graph. Yes No 7. FACULTIES EFFICENCY Table 7 Faculties Efficiency Sr.No Description N-30 Frequency %age 1. Yes 30 100 2. No 0 0 Table 7 indicates that all the trainees (100%)replied that efficient faculties were employed to train them who were able to satisfy their individual needs effectively. The above analysis has been shown with the help of following pie graph. Yes No 8. FEEDBACK Table 8 Feedback Sr.No Description N-30 Frequency %age 1. Yes 30 100 2. No 0 0 Table 8 indicates that all the Trainees (100%) replied that feedback was taken from them regarding their satisfaction and usefulness & effectiveness of the programs. The above analysis has been shown with the help of following pie graph. Yes No 9. INVESTMENT IN TRAINING AND DEVELOPMENT Table 9 Investment in Training & Development Sr.No Description N-30 Frequency %age 1. Yes 29 96.67 2. No 1 3.33 Table 9 reveals that majority of the trainees i.e 96.67% are the opinion that is viable to invest large sum of money on training and development because f its usefulness. Whereas only 3.33% indicated that so much investment should be avoided. The above analysis has been shown with the help of following pie graph. Yes No 10. PLANNING, IMPLEMENTATION & COMMUNICATION OF T&D Table 10 Sr.No Description N-30 Frequency %age 1. Yes 26 86.67 2. No 4 13.33 Table 10 indicates that 86.67 % trainers responded that all the training programs are well planned implemented and communicated. Whereas 13.33% were not in agreement with this view. The above analysis has been shown with the help of following pie graph. Yes No SUMMARY Every organization needs to have well-trained and experienced people to perform the activities. If the current or potential job occupant can meet the requirement, training is not important. But when this is not the case then it becomes necessary to raise the skill levels and increase the versatility and adaptability of employees. Workers must be trained to operate machines, reduce scrap & avoid accidents. It is not only the workers who need training. Supervisor, manager and executives also need to be developed in order to grow and acquire maturity of thought and action. RESEARCH METHODOLOGY In the present study descriptive survey method of research is used to collect data from the employees regarding the Training and Development of ONGC. Sample From the population under study 30 employees were selected randomly. Out of these 5 were deputy managers, 5 were chief managers, 5 were deputy general managers, 10 were engineers and 5 were from accounts department. Tools Used To collect data for the present study questionnaire for the employees of ONGC was developed and used. Analysis of Data Percentage analysis was used for the analysis of responses obtained from the employees through questionnaire. The frequencies of each response were noted, converted into percentage and interpretation was done. CONCLUSIONS On the basis of analysis and interpretation of data following conclusion can be laid down:- 1. Almost all the employees have indicated that ONGC conducts Induction, In- Service Training and Management Development Programs for its employees. 2. Almost all the employees have indicated that they have undergone the various modules of induction training at the joining of the organization. 3. Maximum number of employees indicated that the objectives of training and development were made clear to them prior to the commencement of the programs. 4. Maximum number of employees indicated that LCD Projectors, white board and overhead projectors are used as teaching aids in the training.. 5. Maximum number of employees considered the duration of the training to be normal. 6. Majority of employees have indicated that training program help in skill development as well as intellectual and behavioural development. 8. Almost all the employees responded that the training program should not be same for all. 9. Maximum number of employees indicated that it is viable to invest large sum of money on training and development. Thus we can say that most of the employees are satisfied with the Training and Development Program of ONGC. Limitations o Sample size is relatively small as compare to the big organization. o Research is subjected to the mood swings of employees o It may be possible that employees are biased while filling the questionnaire AWARDS ONGC Academy was awarded Golden Peacock Award, 2007 for occupational Health 7 Safety in the “Oil Sector” category, scoring a hat-trick of the prestigious award. Oil and Natural Gas Corporation Ltd. (ONGC) secured the ‘Jury’s Special Appreciation Award ‘ Under the Employer Branding Awards 2007-08. The award came ONGC’s way as special tribute from the high-powered Jury who considered ONGC as “ the only organization among PSUs that is considered an Employer Brand”. “ONGC BECOMES THE FIRST EVER INDIAN CORPORATE IN THE FORTUNE MAGAZINE’s LIST OF WORLD’s MOST ADMIRED COMPANIES- 2007
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