OIL & NATURAL GAS CORPORATION by shivamchugh173

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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.

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									                            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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