final report hr1 on ongc

Oil and Natural Gas Corporation

Recruitment and Selection Process

Shashank Dimri1st Sem AGBS

Section-C10/2/2009

Oil and Natural Gas CorporationOil and Natural Gas Corporation 20020099

1.0 EXECUTIVE SUMMARY

The project titled as ‘Recruitment and Selection Process’ has been undertaken

with an objective of analysing the Recruitment and Selection strategies of the company

of our choice. The Company that has been selected for this purpose is ‘Oil and Natural

Gas Corporation’ which is among the fortune 500 companies of this world. Under the current

rankings it stands at position of 152. It represents India’s energy needs and is the most valuable

public enterprise. Various graphs in this report represents ONGC’s increasing trend of turnover,

profitability etc. This company is segmented into various departments and has one of its key as-

sets at Bombay high. It has a subsidiary called ‘MRPL’ located at Mangalore in Karnataka.

ONGC Videsh is one of its very important subsidiary, undertakes all the overseas functions of

ONGC.

To gain knowledge about various recruitment and selection strategies of ONGC a deep

interview with Mr. O.P Choudhary (HR Manager) was conducted. The facts that came out

from the interview are discussed in detail in this report. An Interview draft is included in this

report under the appendix section.

Normally, ONGC conducts its recruitment program in three ways: Indirect, Direct, and

with the help of third party agencies. These methods have been discussed in detail in this re -

port.

Recruitment and selection process of ONGC is the most trustworthy as it has a very

strong Human Resource Department.

2Amity Global Business School, NoidaAmity Global Business School, Noida


2.0 RESEARCH METHODOLGY

2.1 Research Journey

When I started thinking for carrying out my research then the company whose

name came first to my mind was of Oil and Natural Gas Corporation. The main rea-

son for choosing this company was that this is amongst the fortune 500 companies and

is called ‘Navratna’. The aim of the research was to gather information about this

company. Researches basically are of two types: (1) Exploratory Research and (2)

Conclusive Research. To fulfill the above mentioned objective I have carried out an ex-

ploratory research in the company. The table given below gives the details of my re-

search journey.

Research Type: Exploratory Research

DAY ACTIVITY

28th September Gathering Information about the company and preparation of questionnaires.

29th September Acquiring appointment from the interviewee.

30th September Visiting the Company and conducting a deep interview.

1st October Analysing the data and other facts acquired during interview.



2nd October Reflecting the analysed data on the report.

Table 2.1: Research Journey

2.2 Preunderstanding

It is important to have a preunderstanding when one would like to interpret and

understand the collected material. Preunderstanding means prior knowledge of the sub-

ject, and one’s experiences from the field. A person’s experience can be extracted from

both working and personal life and from others through books, reports and lectures.

2.3 Research Method

Firstly, when one decides to prepare the design of the research then one has to

consider that it would be a great idea if research is created in the way suitable to one’s

personality, skills and knowledge. Moreover, there are two methods, quantitative and

qualitative, where one is not better than the other; it all depends on how the researcher

would like to conduct study.

Quantitative method is recognized being scientific wherein researchers use

mathematical and statistical surveys to investigate the phenomenon. Here, the focus is

to explain cause and affect relationship and to be able to test whether hypothesis is ap-

plicable in reality. The measurement, tests and questionnaires are very controlled and

the results lead to the generalization of the population. The researcher is seen as a out-

sider, and keeps a distance and objective view of the research.

In contrast, qualitative method is pigeonholed by the fact that one wants to un-

derstand people and how they experience their reality. Qualitative researchers investi-

gate different parts of the context to create a visible whole. In addition, it involves

fieldwork, description and discovering the meaning of the hypothesis, where the re-

searcher plays an important role in collecting data. The data can be retrieved from inter-

views and observations, where generalization is made by comparing individuals. Re-

searcher is an active part and considered as an insider which is subjective in one’s

judgement.

The method of my research is qualitative research.



2.4 Data Collection

There mainly two procedures for collecting information i.e. theoretical and em-

pirical. Theoretical refers to the secondary data, which are collected or created by oth-

ers where the purpose of that data might differ from our work. On the other hand, em-

pirical data is primary data, which the writers of thesis collect directly to investigate the

specific problem.

Theoretical data will be used to understand and interpret our research question,

it will help us in broadening the base from which conclusion can be drawn. This type of

information consists of books, historical studies, articles and online data, which need to

be reviewed to see that whether it is useful to us and from reliable sources. To find suit-

able data I have referred ONGC’s resources and literature.

Empirical data is collected in favour of research, with questions and objectives.

It is important to decide which persons should be included in the study to see the accu-

rate picture of the reality. As I had scarcity of time, I could conduct only one interview.

2.5 Research Quality

When the research is being conducted it is of utmost importance to make sure

that that information is reliable and trustworthy, the reader must be able to trust the hy-

pothesis being presented. When talking about validity and reliability in qualitative re-

search one has to take ethical aspect into consideration to make fair judgement. To test

the trustworthiness of the report there are three are three different categories, to judge

the quality one uses internal-external validity, reliability.

Internal Reliability is how our findings match the reality, and if we as authors

measure the things that are aimed to measured. Moreover, quality of research is an on-

going process; it always changes, due to the fact that what we study is how other people

understand it.

External Validity is primarily reusing the findings in other situations, if is pos-

sible to generalise the result of the study. To develop the results from qualitative re-

search in external way different strategies can be used. Starting with rich, thick descrip-

tion, where researcher must provide much material so that the reader can decide if their

situation matches the research. Additionally, typically or modal category is to make de-



tailed description of the studied phenomenon so that it can be compared with other cat-

egories. Finally, multisite designs the researcher uses as much information and data

collection is possible so that the reader can use it in other situations.

Another aspect that must be considered is reliability, where the findings from

research with same studied phenomenon, should reach the same conclusion, indepen-

dent of the researcher. However, when it comes to qualitative studies, which we are us-

ing in our thesis, the reliability is hard to define though human behavior is investigated.

Moreover, it can be hard to segregate and it could be explained “researchers seek to de-

scribe and explain the world as those in the world experience it.



3.0 INDUSTRY PROFILE

The petroleum industry includes the global process of exploration, extracting

and refining, transporting and marketing the petroleum product. The largest quantity

products of the industry are fuel oil and Gasoline. Petroleum is also the raw material for

many chemical products, including pharmaceuticals, fertilizers, solvents, pesticides and

plastics. The oil industry is mainly divided into three major components: Upstream,

Midstream and Downstream. Midstream operations are usually included in downstream

industry.

Petroleum is vital to many industries, and is of the importance to the mainte-

nance of industrialised civilization itself, thus is of great concern for many countries.

Oil accounts for the very large percentage of oil consumption worldwide, ranging from

a low 32% for Europe and Asia, up to a high of 53% for Middle East.

3.1 Challenges faced by Oil and Gas Industry

The oil and gas industry is totally a global industry. However, its underlying im-

portance in India’s growth cannot be ignored. Current business scenario has raised

many challenges for oil and gas industry and policy makers.

In order to acquire and sustain competitive advantage, companies need to

continuously innovate; un-learn; learn; restructure; and improve their core and support

processes. It is not just enough to manage current processes; but go beyond the existing

model and framework to question and reassess how value is created and delivered.

Functional area challenges must be unique for this unique and growing industry.



4.0 COMPANY PROFILE

4.1GLOBAL RANK - ING

Fig 4.1 An Employee Working

ONGC was ranked as the Numero Uno Oil & Gas Exploration & Pro-

duction (E&P) Company.

ONGC ranked 20th among the Global publicly-listed Energy companies

as per ‘PFC Energy 50” (Jan 2008)

ONGC is the only Company from India whose name appears in the For-

tune Magazine’s list of the World’s Most Admired Companies 2007.

Occupied 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 ranking from India.

ONGC was 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 has maintained top rank in terms

of profits among seven companies from India in the list.

the world, as per Platts 250 Global Energy Companies List in the year

2008 based on assets, revenues, profits and return on invested capital

(ROIC).

4.2 REPRESENTS INDIA’S ENERGY NEEDS

ONGC has single-handedly scripted India’s hydrocarbon saga by:

Producing 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 produc-

ing basins have been discovered by ONGC: out of these In-place hydro-

carbons in domestic acreages, Ultimate Reserves are 2.36 Billion Metric

tonnes (BMT) of Oil + Oil Equivalent Gas (O+OEG).

Simultaneously 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 fully-owned subsidiary namely ONGC Videsh Ltd. (OVL) is

the biggest Indian multinational company, with 44 Oil & Gas projects (7

of them producing) in 18 countries.

4.3 INDIA’S MOST VALUABLE PUBLIC ENTERPRISE

It was 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).



It was rated ‘Excellent’ in MOU Performance Rating for 2006-07 by the

Department of Public Enterprises, Ministry of Heavy Industries in Pub-

lic Enterprises, GOI.

Oil Industry Safety Directorate (OISD) has selected ONGC’s Ahmed-

abad 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).

It has 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 was awarded to ONGC for the 3rd consecutive year.

Won the coveted winner’s trophy of the maiden “Earth Care Award for

excellence in climate change mitigation and adoption” under the cate-

gory of GHG mitigation in the small/medium and large enterprises.

Awarded with “Infraline Energy Excellence Award” for its services to

the Nation in Oil & Gas Exploration and Production category.

Mr. R.S Sharma (CMD) was bestowed with “Amity Award for Excel-

lence” in Cost Management.

4.5 PIONEERING EFFORTS

Holds largest share of hydrocarbon acreages in India.

It contributes to over 80 per cent of Indian’s oil and gas production.

It contributes about one tenth of Indian refining capacity.

It created a record of sorts by turning Mangalore Refinery and Petro-

chemicals Limited around from being a stretcher case for referral to

BIFR to the BSE Top 30, within a year.

It has interests in LNG and product transportation business.

4.6 COMPETITIVE STRENGTH

10


Fig 4.2

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 pre-

mium in the market.

Strong intellectual property base, information, knowledge, skills and experi-

ence

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.

It owns and operates more than 15000 kilometers of pipelines in India, in-

cluding nearly 3800 kilometers of sub-sea pipelines. No other company in

India operated even 50 per cent of this route length.

4.7 STRATEGIC VISION

For focusing on core business of E&P, ONGC has following Objectives:

To double Reserves.

To improve average recovery from 28% to 40%.

The focus of management will be to monetize the assets as well as to assetise the

money.

4.8 FINANCIALS (2008-2009)

ONGC posted a net profit of 161.26 million profits despite volatile market

and crude prices.



Net worth 781 million.

Practically zero debt corporate.

Contributed over 280 million to exchequer.

4.9 THE ROAD AHEAD

New discoveries and fast track development.

Equity oil from abroad.

Downstream value additions and forward integration.

Leveraging state of art technologies and global best practices.

New sources of energy.

Production from small and marginal field.



4.10 ONGC Videsh: Accreting hydrocarbon resources abroad

ONGC Videsh Limited (OVL) is a wholly-owned subsidiary of Oil and Natural

Gas Corporation Limited (ONGC) - the flagship national oil company of India. The pri-

mary business of OVL is to prospect for oil and gas acreages abroad including acquisi-

tion of oil and gas fields, exploration, development, production, transportation and ex-

port of oil and gas. Incorporated as Hydrocarbons India Private Limited on March 5,

1965 and rechristened as ONGC Videsh Limited on June 15, 1989, OVL, over a period

of time has grown to become the second-largest E&P company in India both in terms of

oil production and oil and gas reserve holdings.

Starting with the exploration and development of the Rostam and Raksh oil

fields in Iran and undertaking a service contract in Iraq, a major breakthrough was

achieved by OVL in 1992 in Vietnam with the discovery of two major free gas fields,

namely LanTay and LanDo, in partnership with British Petroleum and Petro-Vietnam.

The success carried on thereafter. In 2001, OVL acquired 20% stake in Sakhalin-1

project in the far east of Russia with an investment of over USD 2.1 billion – the single

largest Foreign Direct Investment made by an Indian company at that time.

The company, adopting a balanced portfolio approach, maintains a combination

of producing, discovered and exploration assets, working as operator in 18 projects and



joint operator in 2 projects. OVL produces hydrocarbons from its 7 assets, namely,

Russia (Sakhalin-I), Syria (Al-Furat Project), Vietnam (Block 06.1), Colombia

(Mansarover Energy Project), Sudan (Greater Nile Oil Project and Block 5A) and

Venezuela (San Cristobal Project). Balance 5 projects are in development phase and 25

are in the exploration phase.

OVL’s international oil and gas operations produced 8.802 MMT of O+OEG in

2007-08 as against 0.252 MMT of O+OEG in 2002-03. Today, OVL’s cumulative in-

vestment overseas has crossed USD 7.5 billion.

While OVL participates and operates in varied environments – both political

and geographical, it is committed to the highest standards of Occupational Health,

Safety and Environment protection and compliance to all applicable local laws and reg-

ulations. Understanding well its Corporate Social Responsibility, OVL makes valuable

contributions to the communities and economies in which it operates by investing in

education and training, improving employment opportunities for nationals, and provid-

ing medical, sports and/or agricultural facilities, besides payment of tax revenues to lo-

cal governments.

Some of the leading alliance partners of OVL are BP, CNPC, Ecopetrol, ENI,

Exxon, Norsk Hydro, PDVSA, Petrobras, Petronas, Petrovietnam, Repsol, Rosneft,

Shell, Sinopec, Total and TPOC.

Fig 4.3 Venezuela Asset



4.11 Mangalore Refinery and Petrochemicals Limited

MRPL, located in a beautiful hilly terrain north of Mangalore city, is a State of

Art Grassroots Refinery at Mangalore and is a subsidiary of ONGC. The Refinery has

got a versatile design with high flexibility to process Crudes of various API and with

high degree of Automation.

MRPL has a design capacity to process 9.69 million metric tonnes per annum

and is the only Refinery in India to have 2 Hydrocrackers producing Premium Diesel

(High Cetane). It is also the only Refinery in India to have 2 CCRs producing Unleaded

Petrol of High Octane.

MRPL has high standards in refining and environment protection matched by its

commitments to society. MRPL has also developed a Green Belt around the entire Re-

finery with plant species specially selected to blend with the local flora.



Fig 4.4 Location of MRPL

5.0 SEGMENTATION OF THE ORGANISATION



Fig 5.1 Segmentation of the Company

6.0 Financial Highlights of the Organisation



Fig 6.1 Net Worth ( Rs Million)


FY 05FY06

FY07FY 08

FY09

0

100,000

200,000

300,000

400,000

500,000

600,000

700,000

800,000


FY 05FY06

FY07FY 08

FY09

0

20,000

40,000

60,000

80,000

100,000

120,000

140,000

160,000

180,000 Net Profit

Net Profit

Fig 6.2 Net profit (Rs million)



Fy 05 FY 06

FY 07FY 08

FY 09

0

100,000

200,000

300,000

400,000

500,000

600,000

700,000

Turnover

Fig 6.3 Turnovers (Rs Million)



FY 05 FY 06 FY 07 FY 08 FY 09

0

50,000

100,000

150,000

200,000

250,000

300,000

350,000

Contribution of Ex-chequerColumn1Column2

Fig 6.4 Contribution of Exchequer



7.0 THEORY

Recruitment refers to the process of screening, and selecting qualified people

for a job at an organization or firm, or for a vacancy in a volunteer-based some compo-

nents of the recruitment process, mid- and large-size organizations and companies often

retain professional recruiters or outsource some of the process to recruitment agencies.

External recruitment is the process of attracting and selecting employees from outside

the organization.

The recruitment industry has four main types of agencies: employment agen-

cies, recruitment websites and job search engines, "headhunters" for executive and pro-

fessional recruitment, and in-house recruitment. The stages in recruitment include

sourcing candidates by advertising or other methods, and screening and selecting po-

tential candidates using tests or interviews.

7.1 Agency types

The recruitment industry has four main types of agencies. Their recruiters aim

to channel candidates into the hiring organizations application process. As a general

rule, the agencies are paid by the companies, not the candidates.

7.2 Traditional Agency

Also known as employment agencies, recruitment agencies have historically

had a physical location. A candidate visits a local branch for a short interview and an

assessment before being taken onto the agency’s books. Recruitment consultants then

work to match their pool of candidates to their clients' open positions. Suitable candi-

dates are short-listed and put forward for an interview with potential employers on a

temporary ("temp") or permanent ("perm") basis.

Compensation to agencies take several forms, the most popular:

A contingency fee paid by the company when a recommended candidate accepts a job

with the client company (typically 20%-30% based and calculated of the candidates



first-year base salary – though fees as low as 12.5% can be found online), which usu-

ally has some form of guarantee (30–90 days standard), should the candidate fail to per-

form and is terminated within a set period of time (refundable fully or prorated)

An advance payment that serves as a retainer, also paid by the company, non-refund-

able paid in full depending on outcome and success (eg. 30% up front, 30% in 90 days

and the remainder once a search is completed). This form of compensation is generally

reserved for high level executive search/headhunters

Hourly Compensation for temporary workers and projects. A pre-negotiated hourly fee,

in which the agency is paid and pays the applicant as a consultant for services as a third

party. Many contracts allow a consultant to transition to a full-time status upon comple-

tion of a certain number of hours with or without a conversion fee.

7.3 Headhunters

A "headhunter" is industry term for a third-party recruiter who seeks out candi-

dates, often when normal recruitment efforts have failed. Headhunters are generally

considered more aggressive than in-house recruiters or may have preexisting industry

experience and contacts. They may use advanced sales techniques, such as initially pos-

ing as clients to gather employee contacts, as well as visiting candidate offices. They

may also purchase expensive lists of names and job titles, but more often will generate

their own lists. They may prepare a candidate for the interview, help negotiate the

salary, and conduct closure to the search. They are frequently members in good stand-

ing of industry trade groups and associations. Headhunters will often attend trade

shows and other meetings nationally or even internationally that may be attended by

potential candidates and hiring managers.

Headhunters are typically small operations that make high margins on candidate

placements (sometimes more than 30% of the candidate’s annual compensation). Due

to their higher costs, headhunters are usually employed to fill senior management and

executive level roles. Headhunters are also used to recruit very specialized individuals;

for example, in some fields, such as emerging scientific research areas, there may only

be a handful of top-level professionals who are active in the field. In this case, since

there are so few qualified candidates, it makes more sense to directly recruit them one-



by-one, rather than advertise internationally for candidates. While in-house recruiters

tend to attract candidates for specific jobs, headhunters will both attract candidates and

actively seek them out as well. To do so, they may network, cultivate relationships with

various companies, maintain large databases, purchase company directories or candi-

date lists, and cold call prospective recruits.

7.4 In-House Recruitment

Larger employers tend to undertake their own in-house recruitment, using their

human resources department, front-line hiring managers and recruitment personnel who

handle targeted functions and populations. In addition to coordinating with the agencies

mentioned above, in-house recruiters may advertise job vacancies on their own web-

sites, coordinate internal employee referrals, work with external associations, trade

groups and/or focus on campus graduate recruitment. While job postings are common,

networking is by far the most significant approach when reaching out to fill positions.

Alternatively a large employer may choose to outsource all or some of their recruitment

process (recruitment process outsourcing).

7.5 Passive Candidate Research Firms / Sourcing Firms

These firms provide competitive passive candidate intelligence to support com-

pany's recruiting efforts. Normally they will generate varying degrees of candidate in-

formation from those people currently engaged in the position a company is looking to

fill. These firms usually charge a per hour fee or by candidate lead. Many times this un-

covers names that cannot be found with other methods and will allow internal recruiters

the ability to focus their efforts solely on recruiting.

7.6 Process

Job Analysis

The proper start to a recruitment effort is to perform a job analysis, to document

the actual or intended requirement of the job to be performed. This information is cap-

tured in a job description and provides the recruitment effort with the boundaries and

objectives of the search. Oftentimes a company will have job descriptions that represent



a historical collection of tasks performed in the past. These job descriptions need to be

reviewed or updated prior to a recruitment effort to reflect present day requirements.

Starting recruitment with an accurate job analysis and job description insures the re-

cruitment effort starts off on a proper track for success.

7.7 Sourcing

Sourcing involves 1) advertising, a common part of the recruiting process, often

encompassing multiple media, such as the Internet, general newspapers, job ad newspa-

pers, professional publications, window advertisements, job centers, and campus gradu-

ate recruitment programs; and 2) recruiting research, which is the proactive identifica-

tion of relevant talent who may not respond to job postings and other recruitment ad-

vertising methods done . This initial research for so-called passive prospects, also

called name-generation, results in a list of prospects who can then be contacted to so-

licit interest, obtain a resume/CV, and be screened.

7.8 Screening and selection

Suitability for a job is typically assessed by looking for skills, e.g. communica-

tion, typing, and computer skills. Qualifications may be shown through résumés, job

applications, interviews, educational or professional experience, the testimony of refer-

ences, or in-house testing, such as for software knowledge, typing skills, numeracy, and

literacy, through psychological tests or employment testing. In some countries, employ-

ers are legally mandated to provide equal opportunity in hiring. Business management

software is used by many recruitment agencies to automate the testing process. Many

recruiters and agencies are using an Applicant tracking system to perform many of the

filtering tasks, along with software tools for psychometric testing.

7.9 On boarding

"On boarding" is a term which describes the introduction or "induction"

process. A well-planned introduction helps new employees become fully operational

quickly and is often integrated with a new company and environment. On boarding is

included in the recruitment process for retention purposes. Many companies have on



boarding campaigns in hopes to retain top talent that is new to the company, campaigns

may last anywhere from 1 week to 6 months.

7.10 Internet Recruitment / Websites

Fig 7.1 A Recruitment Center

Such sites have two main features: job boards and a résumé/curriculum vitae

(CV) database. Job boards allow member companies to post job vacancies. Alterna-

tively, candidates can upload a résumé to be included in searches by member compa-

nies. Fees are charged for job postings and access to search resumes. Since the late

1990s, the recruitment website has evolved to encompass end-to-end recruitment. Web-

sites capture candidate details and then pool them in client accessed candidate manage-

ment interfaces (also online). Key players in this sector provide e-recruitment software

and services to organizations of all sizes and within numerous industry sectors, who

want to e-enable entirely or partly their recruitment process in order to improve busi-

ness performance. The online software provided by those who specialize in online re-


http://en.wikipedia.org/wiki/File:ArmyCareersOxford20051022_CopyrightKaihsuTai.jpg


cruitment helps organizations attract, test, recruit, employ and retain quality staff with a

minimal amount of administration. Online recruitment websites can be very helpful to

find candidates that are very actively looking for work and post their resumes online,

but they will not attract the "passive" candidates who might respond favorably to an op-

portunity that is presented to them through other means. Also, some candidates who are

actively looking to change jobs are hesitant to put their resumes on the job boards, for

fear that their current companies, co-workers, customers or others might see their re-

sumes.

7.11 Job search engines

The emergence of meta-search engines, allow job-seekers to search across mul-

tiple websites. Some of these new search engines index and list the advertisements of

traditional job boards. These sites tend to aim for providing a "one-stop shop" for job-

seekers. However, there are many other job search engines which index pages solely

from employers' websites, choosing to bypass traditional job boards entirely. These ver-

tical search engines allow job-seekers to find new positions that may not be advertised

on traditional job boards, and online recruitment websites.


Hiring decision

Reference check

Medical examination

Selection interview

Selection test

Application blank

Screening interviews

Reception


8.0 The Selection Process

Fig 8.1

8.1 Application Review

Applications are reviewed to identify applicants meeting the minimum qualifi-

cations listed in the job announcement. Applicants who do not meet the minimum

qualifications are notified by mail. Applicants who do meet the minimum qualifica-

tions proceed to the examination process.

8.2 Examination



When filling a vacant position, the State of Colorado requires the use of an ex-

amination process to identify the top three candidates. If three or fewer candidates

meet the minimum qualifications of the position vacancy, the minimum qualifications

are the exam and all of the applicants are referred to the supervisor for interview. How-

ever, if more than three applicants meet the minimum qualifications, an examination

must be used to determine the top three candidates. The number and types of exams

chosen for this process will depend on the job class of the position vacancy and the to-

tal number of qualified applicants on the initial list. The top three candidates identified

via this examination process will be referred to the supervisor of the position vacancy

for interview.

8.3 Supervisor Review and Consideration

The supervisor of a position vacancy makes the hiring decision. Typically, su-

pervisors interview each of the candidates on the referral list. However, a supervisor is

not required to interview each of the candidates before making a hiring decision. A re-

view of each candidate’s resume and an interview with the candidate who is deemed

the best fit for the position is sometimes sufficient to make a hiring decision.

8.4 Job Offer

After careful consideration of each candidate, the supervisor makes the final de-

cision. Depending on type of work performed in the position, a job offer may be con-

tingent on the results of a drug test, physical examination and/or criminal background

check.



9.0 Recruitment and selection procedure of ONGC

Fig 9.1 Recruitment Methods

Oil and Natural Gas Corporation carries out its recruitment process in the

process as shown in the block diagram as shown in the figure above. The methods in-

volved are:

(1) Internal Recruitment.


METHODS

INTERNAL

PROMOTIONS AND TRANSFERSJOB POSTING

EMPLOYEE REFERRALS

DIRECT

CAMPUS RECRUITMENT

INDIRECT

ADVERTISEMENT

THIRD PARTY

PRIVATE EMPLOYMENT SEACH FIRMS

EMPLOYMENT EXCHANGEGATE HIRING AND

CONTRACTORSUNSOLICITED

APPLICANTS/WALK-INS


(2) Direct Recruitment.

(3) Indirect Recruitment.

(4) Third Party.

9.1 Internal Recruitment

Internal Recruitment involves selecting the deserving candidates to various

posts by promotions and transfer job posting. Internal Recruitment is also done on the

basis of employee referrals.

9.1.1 Direct Recruitment

Direct Recruitment involves conducting the campus recruitment. HR employees

Of ONGC are responsible for conducting the recruitment process at the campuses of

many Colleges and undertake the selection procedure that involves various tests that are

discussed as follows:

(a) Aptitude Test;

(b) Group Discussion;

(c) Personal or Technical Interview.

9.1.2 Indirect Recruitment

Under the indirect recruitment, company informs about the vacancies through

various advertisements on newspaper, internet etc. The aspirants need to fill the online

application form which is available on ONGC’s website i.e. ongcindia.com. After fill-

ing the application form the aspirants are issued admit cards as they have to go through

series of tests which were discussed above. After the completion of the all the above

mentioned steps the final decision on hiring the candidates is taken. Now let us have a

look at the eligibility for various posts in the company.

9.1.3 Third Party Recruitment

Under third party recruitment, ONGC contact the following:

Private Employment search firms.

Employment Exchange.



Gate Hiring and Contractors.

Unsolicited Applicants/ Walk-ins.

10.0 Eligibility for various posts in Geo-Sciences

Computer Programming Report

GEO-SCIENCES SCHEDULE-I

2.2 COMPUTER PROGRAMMING

1.

General Man-ager

( Program-ming )

E-7

20500-26500

-

3 years as

Deputy G.M.

( Programming )

2.

Deputy Gen-eral Manager

( Programming )

E-6

19500-25600

-

3 years as

Chief Manager

( Programming )

3.

Chief Manager

( Programming )

E-5

18500-23900

-3 years as Manager

( Programming )



4.

Manager

( Programming )

E-4

17500-22300

1st class graduate in Computer Engineer-ing or 1st class post graduate in Com-puter Applications

( MCA )/ Computer Science or ‘B’ level diploma as defined by Department of Electronics, GOI . 10 years experience for departmental candidates and 12 years for others in Class-I or equiva-lent position of which at least 3 years should be in the next lower scale.

3 years for Merit or 4 years under Quan-tification as Deputy Manager

( Programming ).

5.

Deputy Man-ager

( Programming )

E-3

16000-20800

-

4 years for Merit and 5 years under Quantification as Se-nior Programming Of-ficer.

6.Senior Program-ming Officer.

E-2

13750-18700

- 4 years under Quan-tification as Program-ming Officer.

7.Programming Officer

E-1

12000-17500

1st class graduate de-gree in Computer Engineering or 1st class post graduate in Computer Appli-cations

( MCA )/ Computer Science or ‘B’ level diploma as defined by Deptt. of Elec-tronics, GOI.

SCF criteria

Qual. No. of

Years of

Experience as Assistant Programming Officer

Q-1 2 Yrs

Q-2 4 Yrs

8.Assistant Pro-gramming Offi-cer

E-0

10750-16750

-4 years as Sr. Tech. Assistant (Program-ming)

9.Senior Techni-cal Assistant

Open Ended

Post graduate in Computer Applica-tions

-



(Programming) 7000

( MCA )/B.E./B.Tech. (Computer Science) or ‘B’ level diploma as defined by Deptt. of Electronics, GOI.

9A.Head Data Entry Operator

E-0

10750-16750

-

3 years as Tech. Assistant Gd I (DEO)

Test Apply.

Job Linked Test for ex-isting Em-ployees with Q-3 qualifi-cation.

10.

Chief Superin-tendent

(DEO)

S-IV

Open Ended

15200

-

5 years for Q3 & higher qualification holders and 6 years for below Q-3 quali-fied as Senior Superin-tendent(DEO)

11.

Senior Superin-tendent

(DEO)

S-III

Open Ended

13070

-

5 years for Q3 & higher qualification holders and 6 years for below Q-3 quali-fied as Superintendent (DEO)

12.Superintendent

(DEO)

S-II

Open Ended

11400

-

5 years for Q3 & higher qualification holders and 6 years for below Q-3 quali-fied as Assistant Su-perintendent

(DEO)

13.

Assistant Super-intendent

(DEO)

S-I

Open Ended

10220

-

6 years as

Tech. Asstt Grade I (DEO)

Tests Apply.

14.Tech. Asstt Grade I (DEO)

A-IV

Open Ended

6500

-

6 years as

Tech. Asstt II (DEO)

Tests apply.

15.Tech. Asstt II (DEO)

A-III

Open Ended

5800

-

6 years as Tech. Asstt Grade III (DEO) .

Tests apply.



16.Tech. Asstt Grade III (DEO)

A-II

Open Ended

5100

-

3 years as Jr. Tech. Assistant (Data Entry Optr)

Tests apply.

17.Jr. Tech. Assis-tant (Data Entry Optr)

A-I

Open Ended

4700

Matric with Science and Trade Certifi-cate in Data Entry Operation, recognised by NCTVT/Govt. of India OR Graduate with Certificate/Diploma of minimum duration of one year in Computer Application in office environment from reputed Institute/Organization.

Tests apply.

-

Table 10.1 Eligibility Criteria

Eligibility for Engineering Posts

Marine Services

1.Master Marine (Foreign Going )

E-6

19500-25600

3 years as Senior Chief Officer (For-eign Going )

2.Senior Chief Officer (For-eign Going )

E-5

18500-23900

3 years as Port Cap-tain.



3. Port Captain

E-4

17500-22300

Ministry of Transport For-eign Going Mas-ter’s Certificate with 5 years ex-perience as Chief Officer on a For-eign Going Ves-sel. Should be conversant with Customs, Ports, MMD Rule and Regulations or equivalent quali-fications and ex-perience in In-dian Navy.

3 years for merit / 4 years for Quantifica-tion as Chief Officer (Foreign Going ).

4.Chief Officer (Foreign Going )

E-3

16000-20,800

4 years for merit / 5 years for Quantifica-tion as Second Offi-cer (Foreign Going ).

5.Second Officer (Foreign Going )

E-2

13750-18700

4 years for Quantifi-cation as Third Offi-cer (Foreign Going ).

6.Third Officer (Foreign Going )

E-1

12000-17500

Ministry of Transport Cer-tificate of Sec-ond Mate with 1 year experience on a Foreign Go-ing Vessel or equivalent quali-fications and ex-perience in In-dian Navy.

7.Chief Engineer (Marine)

E-5

18500-23900

3 years as Senior Second Engineer (Marine ).

8. Senior Sec-ond Engineer ( Marine )

E-4

17500-22300

Ministry of Transport’s First Class or Second Class Motor Certifi-cate of profi-ciency with 1 year experience as Second En-gineer or equiv-



alent qualifica-tion and experi-ence in Indian Navy.

9.

Deputy Man-ager

( Marine )

E-3

16000-20800

-

4 years for Merit and 5 years under Quantification as Senior Marine Offi-cer.

10.Senior Ma-rine Officer

E-2

13750-18700

-

4 years under Quantification as Marine Officer.

11.Marine Offi-cer

E-1

12000-17500

Ministry of Transport’s Cer-tificate of com-petency of Master Foreign Going with 3 years experi-ence as Second Officer. Should be conversant with Mercantile Marine Depart-ment/ Ports and Customs Rules and Regula-tions.

12.Senior Deck Hand

E-0

10750-16750

-

6 years as Deck Hand Grade I with Q-3 qualifications.

Job Linked Test for existing employees with Q-3 qualifica-tion.

13.Senior Roustabout

E-0

10750-16750

-

6 years as Roustabout Grade I with Q-3 qualifica-tions.

Job Linked Test for existing employees with Q-3 qualifica-tion.

14.

Chief Fore-man

( Marine)

S-IV

Open Ended

15200

-

5 years for Q3 qualified and 6 years for below Q-3 qualified as Senior Foreman ( Marine )

15.

Senior Fore-man

( Marine )

S-III

Open Ended

13070

-

5 years for Q3 qualified and 6 years for below Q-3 qualified as Fore-man

( Marine )



16.Foreman

( Marine )

S-II

Open Ended

11400

-

5 years for Q3 qualified and 6 years for below Q-3 qualified as Assis-tant Foreman

( Marine )

17.

Assistant Foreman

( Marine )

S-I

Open Ended

10220

-

6 years as Deck Hand Grade I or Roustabout Grade I

18.Deck Hand Grade I

A-IV

Open Ended

6500

-6 years as Deck Hand Grade II

19.Deck Hand Grade II

A-III

Open Ended

5800

-6 years as Deck Hand Grade III

20.Deck Hand Grade III

A-II

Open Ended

5100

-3 years as Junior Deck Hand

21.Junior Deck Hand

A-I

Open Ended

4700

Matric with 1-year experience on sea going vessel as Deck Hand or Matric with 1 year ex-perience in slinging, lash-ing, securing and handling of cargo prefer-ably on board vessels/ ports.

-



22.Senior Ma-rine Radio Officer

E-2

13750-18700

-

4 years under Quantification as Marine Radio Offi-cer.

Personal up- grada-tion up to E-4 level . No predation at E-3 and E-4 level. At E-5 level Marine Ra-dio Officers are to be merged in Logistic discipline as per EC decision (Ref:)

23.Marine Radio Officer

E-1

12000-17500

1st class certifi-cate of profi-ciency with 3 years experi-ence on a mer-chant vessel as Radio Operator.

SCF criteria

Qual. No. of

Years of

Experi-ence

as Marine Radio Op-erator

Q-1 2 Yrs

Q-2 4 Yrs

24.Marine Radio operator

E-0

10750-16750

-4 years as Asstt. Marine Radio Oper-ator.

25.Assistant Ma-rine Radio operator

Open Ended

7000

Matric with IInd class Cer-tificate with Proficiency/ competency in Marine Radio Operation recognised by Government of India with 1 year experience in line or Ra-



dio Telephone Operator’s cer-tificate of profi-ciency in Mar-itime Mobile Service with 1 year experience.

26.Roustabout Grade I

A-IV

Open Ended

6500

-6 years as Roustabout Grade II

27.Roustabout Grade II

A-III

Open Ended

5800

-6 years as Roustabout Grade III

28.Roustabout Grade III

A-II

Open Ended

5100

-3 years as Junior Roustabout

29.Junior Roustabout

A-I

Open Ended

4700

Matric with 1-year experience in lashing, loading and un-loading cargo and painting on ships/ boats.

-




Drilling Services

1. General

Manager

( Drilling )

E-7

20500-26500

- 3 years as

Deputy G.M.( Drilling )

2. Deputy Gen-eral Man-ager( Drilling )

E-6

19500-25600

- 3 years as C.E.( Drilling )

3. Chief Engi-neer

( Drilling )

E-5

18500-23900

- 3 years as

S.E.( Drilling )/ ( Cementing )

4. Suptdg. En-gineer

( Drilling )

E-4

17500-22300

1st class graduate in Mechanical/ Petroleum Engineering. 10 years ex-perience for departmental candidates and 12 years for oth-ers in Class-I or equivalent position of which at least 3 years should be in the next lower scale.

3 years for Merit or 4 years under Quantification as

Deputy S.E. ( Drilling )

5. Deputy E-3 - 4 years for Merit



Suptdg. En-gineer

( Drilling )

16000-20800

and 5 years un-der Quantifica-tion as E.E. ( Drilling )

6. Executive Engineer

( Drilling )

E-2

13750-18700

- 4 years under Quantification as A.E.E. ( Drilling )

7. Assistant Ex-ecutive Engi-neer

( Drilling )

E-1

12000-17500

1st class graduate de-gree in Me-chanical/ Pe-troleum En-gineering.

Physical stan-dard require-ments as given below.

SCF criteria

Qual. No. of Years of

Experi-ence as

AE(Drill.)

Q-1 2 Yrs

Q-2 4 Yrs

Q-3 6 Yrs

Below Q-3 7 Yrs

8. Assistant En-gineer

( Drilling )

E-0

10750-16750

- 4 years as Junior Engineer ( Drilling ) or 6 years as Top man (Drilling).

Job Linked Test for existing employees with Q-3 qualifi-cation.

9.

Junior Engi-neer

( Drilling )

Open Ended

7000

3 years Diploma in Mechanical/ Petroleum Engineering

10. Chief Fore-man

( Drilling )

S-IV

Open Ended

15200

-

5 years for Q3 & higher qualifi-cation holders and 6 years for below Q-3 quali-fied as Senior Foreman (Drilling )

11. Senior Fore-man

( Drilling )

S-III

Open Ended

-

5 years for Q3 & higher qualifi-cation holders and 6 years for



13070

below Q-3 quali-fied as Foreman (Drilling).

12. Foreman

( Drilling )

S-II

Open Ended

11400

-

5 years for Q3 & higher qualifi-cation holders and 6 years for below Q-3 quali-fied as Assistant Foreman (Drilling).

13. Assistant Foreman

( Drilling )

S-I

Open Ended

10220

-

6 years as Top-man (Drilling).

14. Topman

(Drilling)

A-IV

Open Ended

6500

- 6 years as Rig-man (Drilling).

15. Rigman

(Drilling)

A-III

Open Ended

5800

- 6 years as Assis-tant Rigman (Drilling)

16. Assistant Rigman

(Drilling)

A-II

Open Ended

5100

Post will be filled in by recruitment from within the ONGC. Employees who are Ma-tric and pos-sessing Trade Certifi-cate in Fit-ting/ Me-chanic Trades and have put in at least 3 years service in the A-I level or W-III level will be eligible for consider-ation for ap-pointment to this post.

Ref. Let. NO 2(117)/81 –RP-I dated 4.11.82 & 5.8.83

the Trades in respect of

Mechanic are: Diesel/Instt./ Turner/ Machining/Tractor/Motor Vehicle/Welding/Black Smithy/ Boiler Attendant and Ma-chinist Grinder.



Age limit 30 years and not re-laxable. In case depart-mental candi-dates are not available, the names can be called for from Employ-ment Ex-change.

17. Suptdg. En-gineer

( Cementing )

E-4

17500-22300

1st class graduate in Mechanical/ Petroleum Engineering. 10 years ex-perience for departmental candidates and 12 years for others in Class-I or equivalent position of which at least 3 years should be in the next lower scale.

3 years for Merit or 4 years under Quantifica-tion as Deputy S.E. ( Cementing)

18. Deputy Suptdg. En-gineer

( Cementing)

E-3

16000-20800

- 4 years for Merit and 5 years under Quantification as E.E . ( Cement-ing )

19.

Executive Engineer

( Cementing )

E-2

13750-18700

-

4 years under Quantification as A.E.E. ( Cement-ing )



20. Assistant Ex-ecutive Engi-neer

( Cementing )

E-1

12000-17500

1st class graduate de-gree in Me-chanical/ Pe-troleum En-gineering

SCF criteria

Qual. No. of

Years of

Ex-perience as

AE(Cmtg.)

Q-1 2 Yrs

Q-2 4 Yrs

Q-3 6 Yrs

Below Q-3 7 Yrs

21. Assistant En-gineer

( Cementing )

E-0

10750-16750

- (a) 4 years as Ju-nior Engineer

( Cementing )

(b) 6 years as Charge man (Ce-menting).

Job Linked Test for existing employees with Q-3 qualifi-cation.

22. Junior Engi-neer

( Cementing )

Open Ended

7000

3 years Diploma in Mechanical/ Petroleum Engineering

23. Chief Fore-man

( Cementing )

S-IV

Open Ended

15200

- 5 years for Q3 & higher qualifi-cation holders and 6 years for below Q-3 quali-fied as Sr. Fore-man (Cementing).

24. Senior Fore-man

( Cementing )

S-III

Open Ended

13070

- 5 years for Q3 & higher qualifi-cation holders and 6 years for below Q-3 quali-fied as Foreman (Cementing).

25. Foreman S-II - 5 years for Q3



( Cementing ) Open Ended

11400

& higher qualifi-cation holders and 6 years for below Q-3 quali-fied as Assistant Foreman (Ce-menting).

26. Assistant Foreman

( Cementing )

S-I

Open Ended

10220

- 6 years as Charge man (Cementing).

27. Chargeman (Cementing)

A-IV

Open Ended

6500

- 6 years as Junior Tech. (Ce-menting).

28. Junior Tech. (Cementing)

A-III

Open Ended

5800

- 6 years as Assis-tant Tech. (ce-menting).

Tests apply.

29. Assistant Tech. (Ce-menting)

A-II

Open Ended

5100

- 3 years as Ju-nior Assistant Tech. (cementing).

Tests apply.

30. Junior Assis-tant Tech. (Cementing)

A-I

Open Ended

4700

Matric with Science and Trade Certifi-cate in Auto/ Fitting/ Me-chanic Trade. Should have valid Heavy Vehicle Driv-ing License. Tests apply.

Ref. Let. NO 2(117)/81 –RP-I dated 4.11.82, 5.8.83 & 22.5.2001,

the Trades in respect of

Mechanic are: Diesel/Instt./ Turner/ Machining/Tractor/Motor Vehicle/Welding/Black Smithy/ Boiler Attendant and Ma-chinist Grinder.

· Physical requirements: (Minimum):

Height 170 cms., Weight 60 Kgs., Chest 85 Cms. (Unexpanded) with a minimum expan-sion of 6 Cms on full inspiration).

For candidates from Hill areas/ Tribes:

Height 167 cms., Weight 58 Kgs., Chest 81 Cms. (Unexpanded) with a minimum expan-



sion of 6 Cms on full inspiration).

Vision: 6X6 without glasses without any history of night/colour blindness etc.Table 10.3 Eligibility Criteria

E ligibility Criteria for Other posts

GEO-SCIENCES SCHEDULE-I GEOPHYSICS ( SURFACE )

1.

General Manager

( Geophysics- Sur-face )

E-7

20500-26500

-

3 years as

Deputy G.M.

( Geophysics )

2.

Deputy General Manager

( Geophysics - Sur-face)

E-6

19500-25600

-

3 years as

Chief Geophysicist

( Surface )

3.Chief Geophysi-cist ( Surface )

E-5

18500-23900

-

3 years as Suptdg. Geo-physicist

( Surface )

4.

Suptdg. Geophysi-cist

( Surface )

E-4

17500-22300

1st class postgradu-ate in Geophysics/ Physics with Elec-tronics. 10 years ex-perience for depart-mental candidates and 12 years for others in Class-I or equivalent position of which at least 3 years should be in the next lower scale.

3 years for Merit or 4 years under Quantification as Deputy Suptdg. Geo-physicist

( Surface ).

5.Deputy Suptdg. Geophysicist

E-3

16000-

- 4 years for Merit and 5 years under Quantification as Senior Geophysicist



( Surface ) 20800 ( Surface ).

6.Senior Geophysicist

( Surface )

E-2

13750-18700

-

4 years under Quantifica-tion as Geophysi-cist ( Sur-face ).

7.Geophysicist

( Surface )

E-1

12000-17500

1st class postgraduate degree in Geo-physics or Physics, with Electronics.

SCF criteria

Qual. No. of

Years of

Experience as Assis-tant Geophysicist (S)

Q-1 2 Yrs

Q-2 4 Yrs

8.Assistant Geophysi-cist ( Sur-face )

E-0

10750-16750

-4 years as SGA (Explo-sives)

9.

Senior Geophysical Assistant

(Explosives)

Open Ended

7000

Postgraduate degree in Geophysics/ Physics. One of the subjects in B.Sc. should be chemistry for SGA(Explosives)

Tests Apply.

-

GEOPHYSICS ( WELLS )

1.General Manager

( Geophysics-Wells )

E-7

20500-26500

-

3 years as

Deputy G.M.

( Wells )

2.


(Geophysics -Wells )

E-6

19500-25600

-

3 years as

Chief Geophysicist

( Wells )

3. Chief Geophysicist ( E-5 - 3 years as Suptdg. Geo-



Wells ) 18500-23900

physicist

( Wells )

4.Suptdg. Geophysicist

( Wells )

E-4

17500-22300

1st class postgrad-uate in Geo-physics/ Physics. 10 years experi-ence for depart-mental candidates and 12 years for others in Class-I or equivalent po-sition of which at least 3 years should be in the next lower scale.

3 years for Merit or 4 years under Quantifica-tion as Deputy Suptdg. Geophysicist

( Wells ).

5.

Deputy Suptdg. Geo-physicist

( Wells )

E-3

16000-20800

-

4 years for Merit and 5 years under Quantifi-cation as Senior Geo-physicist

( Wells ).

6.Senior Geophysicist

( Wells )

E-2

13750-18700

-

4 years under Quantifica-tion as Geophysicist ( Wells ).

7.Geophysicist

( Wells )

E-1

12000-17500

1st class postgrad-uate degree in Geophysics or Physics with Elec-tronics.

SCF criteria

Qual. No. of

Years of

Experience as Assistant Geophysicist (W)

Q-1 2 Yrs

Q-2 4 Yrs

8.Assistant Geophysi-cist ( Wells )

E-0

10750-16750

-4 years as Senior Technical Assistant ( Wells )

9. Senior Technical As- Open Post graduate de-



sistant ( Wells )Ended

7000

gree in Geo-physics or Physics With Electronics




FINANCE & ACCOUNTS 1. General Manager

( Finance & Ac-counts )

E-7

20500-26500

- 3 years as

Deputy G.M.

( F & A )

2. Deputy General Manager


E-6

19500-25600

- 3 Years as

Chief Manager

( F & A )

3. Chief Manager


E-5

18500-23900

- 3 years as Manager

( F & A )

4. Manager


E-4

17500-22300

Graduate degree with ICWA/CA or 1st class MBA with specialization in Fi-nance. 10 years ex-perience for depart-mental candidates and 12 years for others in Class-I or equivalent position of which at least 3 years should be in the next lower scale.

3 years for Merit and 4 years under Quan-tification as Deputy Manager

( F&A ).

5. Deputy Manager


E-3

16000-20800

- 4 years for Merit and 5 years under Quantification as Se-nior Finance & Ac-counts Officer.

6. Senior Finance & Accounts Officer

E-2

13750-18700

- 4 years under Quan-tification as Finance & Accounts Officer.



7. Finance & Ac-counts Officer

E-1

12000-17500

Graduate degree with ICWA/CA or 1st class MBA with specialization in Fi-nance.

SCF criteria

Qual. No. of

Years of

Experience as Assistant F&A Officer

Q-1 2 Yrs

Q-2 4 Yrs

Q-3 6 Yrs

Below Q-3 7 Yrs

8. Assistant Finance & Accounts Offi-cer

E-0

10750-16750

- 4 years as Junior Su-perintendent (Ac-counts) or 6 years as Assistant Grade I (Ac-counts ) for Q1/Q2/Q3 qualification Trade test apply for Q2/Q3

9. Junior Superin-tendent (Ac-counts)

Open Ended

7000

Post Graduate degree in Commerce or graduate in Com-merce with one year Diploma in Finance & Accounts/ ICWA(Inter)/ CA(In-ter).

-

10. Chief Superinten-dent

(Accounts )

S-IV

Open Ended

15200

- 5 years for Q3 & higher qualification holders and 6 years for below Q-3 quali-fied as Senior Superin-tendent

(Accounts )

11. Senior Superin-tendent

(Accounts )

S-III

Open Ended

13070

- 5 years for Q3 & higher qualification holders and 6 years for below Q-3 quali-fied Superintendent

(Accounts )



12. Superintendent

(Accounts )

S-II

Open Ended

11400

- 5 years for Q3 & higher qualification holders and 6 years for below Q-3 quali-fied Assistant Superin-tendent

(Accounts )

13. Assistant Superin-tendent

(Accounts )

S-I

Open Ended

10220

- 6 years Assistant Grade I (Accounts )

Test Apply.

14. Assistant Grade I (Accounts )

A-IV

Open Ended

6500

- 6 years Assistant Grade II (Accounts )

15. Assistant Grade II (Accounts )

A-III

Open Ended

5800

- 6 years as Assis-tant Grade III (Ac-counts )

16. Assistant Grade III (Accounts )

A-II

Open Ended

5100

-

3 years as Junior As-sistant (Accounts )

17. Junior Assistant (Accounts )

A-I

Open Ended

4700

B.Com. with profi-ciency in typing 30 w.p.m. and Certificate/Diploma of minimum duration of six months in Com-puter Applications in the office environ-ment

-




OTHER SERVICES SCHEDULE-I 3.15 FIRE SERVICES

1.

General Man-ager

( Fire Ser-vices )

E-7

20500-26500

-

3 years as

Deputy G.M.

( Fire Services )

2.

Deputy Gen-eral Manager

( Fire Ser-vices )

E-6

19500-25600

-

3 years as

Chief Manager

( Fire Services )

3.

Chief Manager

( Fire Ser-vices )

E-5

18500-23900

-3 years as Manager

( Fire Services )

4.

Manager

( Fire Ser-vices )

E-4

17500-22300

1st class graduate degree in Fire Engineering. 10 years experience for de-partmental candidates and 12 years for others in Class-I or equivalent po-sition of which at least 3 years should be in the next lower scale.

3 years for Merit and 4 years under Quan-tification as Deputy Manager

( Fire Services ).

5.

Deputy Man-ager

( Fire Ser-vices )

E-3

16000-20800

-

4 years for Merit and 5 years under Quan-tification as Senior Fire Officer.

6.Senior Fire Of-ficer

E-2

13750-18700

- 4 years under Quan-tification as Fire Offi-cer.

7. Fire Officer E-1

12000-17500

1st class graduate degree in Fire Engineering.

SCF criteria

Qual. No. of

Years of

Experience as Assistant Fire Officer

Q-1 2 Yrs

Q-2 4 Yrs

Q-3 6 Yrs



Below Q-3 7 Yrs

8.Assistant Fire Officer

E-0

10750-16750

-

4 years as Senior Fire Inspector or 6 years as Fire In-spector Grade I for Q1/Q2 qualifi-cation holders and those Q3 who opt and qualify the test.

9.Senior Fire In-spector

Open Ended

7000

Graduate with relevant experience/ One year Diploma from National Fire Services College or equivalent

Physical standards :-

Minimum height – 171.6 cms. ( for tribes/ hillman – 166.4 cms. )

Chest- 83 cms. with ex-pansion of 5 cms.

Physical Efficiency Test Apply.

10.

Chief Inspec-tor

( Fire)

S-IV

Open Ended

15200

-

5 years for Q3 & higher qualification holders and 6 years for below Q-3 quali-fied as Deputy Chief Inspector (Fire)

11.

Deputy Chief Inspector

( Fire)

S-III

Open Ended

13070

-

5 years for Q3 & higher qualification holders and 6 years for below Q-3 quali-fied Sr. Assistant Chief Inspector

( Fire)

12. Sr. Assistant Chief Inspector (Fire)

S-II

Open Ended

11400

- 5 years for Q3 & higher qualification holders and 6 years for below Q-3 quali-fied as Assistant Chief Inspector



( Fire)

13.

Assistant Chief Inspector

( Fire)

S-I

Open Ended

10220

-6 years as

Fire Inspector Grade I

14.Fire Inspector Grade I

A-IV

Open Ended

6500

-6 years as Fire In-

spector Grade II

15.Fire Inspector Grade II

A-III

Open Ended

5800

-6 years as Fire Super-visor

16.Fire Supervi-sor

A-II

Open Ended

5100

-3 years as Junior Fire Supervisor

17.Junior Fire Su-pervisor

A-I

Open Ended

4700

Intermediate with 6 months' experience in fire services with minimum physical standards :-

Height- 171.6 cms.

( for tribes/ hillman- 166.4 cms. )

Chest- 83 cms with expan-sion of 5 cms.

Driving License for Heavy Vehicles essential.

Test Apply.

18. Chief Fireman W-VII

Open Ended

- 6 years for qualified and 7 years for under qualified as Deputy Chief Fireman



10220

19.Deputy Chief Fireman

W-VI

Open Ended

6500

-

6 years for qualified and 7 years for under qualified as Senior Fireman

20.Senior Fire-man

W-V

Open Ended

5800

-6 years as Fireman Grade I

21.Fireman Grade I

W-IV

Open Ended

5100

-6 years as Fireman Grade II

22.Fireman Grade II

W-III

Open Ended

4700

-6 years as Fireman Grade III

23.Fireman Grade III

W-II

Open Ended

4500

-3 years as Junior Fire-man

24. Junior Fireman

W-I

Open Ended

4300

Matriculate with Fireman’s training of three months' duration. physical stan-dards :-

Height- 171.6 cms.

( for tribes/ Hillman- 166.4 cms. )

Chest- 83 cms with expan-sion of 5 cms. Driving License for Heavy Vehicles essential. Physical Effi-ciency Test Apply.

Physical requirements: (Minimum):




For candidates from Hill areas/ Tribes:


Vision: 6X6 without glasses without any history of night/colour blindness etc.


GEOLOGY

1.General Manager

( Geology )

E-7

20500-26500

-

3 years as

Deputy G.M.

( Geology )

2.


( Geology )

E-6

19500-25600

-3 years as

Chief Geologist

3. Chief Geologist

E-5

18500-23900

-3 years as Suptdg. Geologist

4. Suptdg. Geologist

E-4

17500-22300

1st class postgradu-ate in Geology. 10 years experience for departmental candidates and 12 years for others in Class-I or equiva-lent position of which at least 3 years should be in the next lower scale.

3 years for Merit or 4 years under Quantification as Deputy Suptdg. Geologist.

5. Deputy Suptdg. Ge-ologist

E-3

16000-20800

- 4 years for Merit and 5 years under Quantification as Senior Geologist.



6. Senior Geologist

E-2

13750-18700

- 4 years under Quantification as Geologist.

7. Geologist

E-1

12000-17500

1st class postgraduate degree in Geology.

SCF criteria

Qual. No. of

Years of

Experience as Assistant Ge-ologist

Q-1 2 Yrs

Q-2 4 Yrs

Q-3 6 Yrs

Below Q-3 7 Yrs

8. Assistant Geologist

E-0

10750-16750

-

4 years as Senior Technical Assistant (Geology) or 6 years as Technical Assistant Grade I

(Geology).

Tests Apply.

Job Linked Test for ex-isting em-ployees with Q-3 qualifi-cation.



9.Senior Technical Assistant ( Geology )

Open Ended

7000

Post Graduate de-gree in Geology.

-

10.

Chief Superinten-dent

( Geology )

S-IV

Open Ended

15200

-

5 years for Q3 & higher qualifica-tion holders and 6 years for below Q-3 qualified Senior Superintendent

( Geology )

11.

Senior Superinten-dent

( Geology )

S-III

Open Ended

13070

-

5 years for Q3 & higher qualifica-tion holders and 6 years for below Q-3 qualified Superin-tendent ( Geology ).

12.Superintendent ( Geology )

S-II

Open Ended

11400

-

5 years for Q3 & higher qualifica-tion holders and 6 years for below Q-3 qualified as As-sistant Superinten-dent

( Geology )

13.

Assistant Superin-tendent

( Geology )

S-I

Open Ended

10220

-

6 years Technical Assistant Grade I

( Geology )

Tests apply.

14. Technical Assistant Grade I

( Geology )

A-IV

Open Ended

6500

-6 years Technical Assistant Grade II

( Geology )

Tests apply.



15.

Technical Assistant Grade II

( Geology )

A-III

Open Ended

5800

-

6 years as Techni-cal Assistant Grade III ( Geology )

Tests apply.

16.

Technical Assistant Grade III

( Geology )

A-II

Open Ended

5100

-

3 years as Junior Technical Assistant ( Geology )

Tests apply.

17.Junior Technical Assistant ( Geology )

A-I

Open Ended

4700

B.Sc. with Geology as main subject.

Tests Apply.

-

Table 10.7 Eligibility criteria

3.1 ECONOMICS & STATISTICS

1.

Chief Manager

( Economics & Statis-tics )

E-5

18500-23900

-3 years as Manager

( E & S )

2.

Manager


E-4

17500-22300

-

3 years for Merit or 4 years under Quantification as Deputy Manager

( E & S )

3.

Deputy Manager


E-3

16000-20800

-

4 years for Merit and 5 years under Quantification as Senior Economist & Statistician.

4.Senior Economist & Statistician

E-2

13750-18700

-

4 years under Quantification as Economist & Statisti-cian.

5.Economist & Statisti-cian

E-1

12000-17500

As per R&P Regs. ‘80 ‘Post Graduate degree in Economics with Statistics’

SCF criteria

No induction w.e.f. 1.1.97 as per O.M. No. 25(1)/97-RP-I dated



Qual. No. of

Years of

Experience as Assistant Economist and Statistician

Q-1 2 Yrs

Q-2 4 Yrs

14.3.97 under clause 7.1

6.Assistant Economist & Statistician

E-0

10750-16750

-4 years as Senior Technical Assistant ( E & S ).

7.

Senior Technical As-sistant


Open Ended

7000

Post graduate in Economics with Statistics.

-




11.0 EMPERICAL RESEARCH

For conducting an empirical research I have conducted an interview of Mr. O.P

Choudhary who works at ONGC as Chief Chemist in Sub-Surface Specialist pool. He

has been working for this organisation for past 25years and has a plenty of knowledge

and experience as he was posted in various departments at different places during his

stint until now in this company. The interview draft given below gives the idea of the

information gathered during this interview.

11.1 INTERVIEW DRAFT

Company: Oil and Natural Gas Corporation Limited.Interviewee: Shri O.P Choudhary (HR Manager).

Date: 30/09/09.

Can you tell us shortly about your organization?

What kind of position do you have in your company? What tasks do you per-form?

What are your working hours?

How long have you been working for…. (The ONGC)?

How do you feel about your job?

Can you influence your work/ company decisions?

What is beneficial with your job? What are your benefits? (If there are any)



What role do they play in your life?

Can you tell us something about the recruitment and selection process followed in your Company?

What are steps undertaken by the company before conducting a recruitment and selection process?

What are the eligibility for various posts in the company?

12.0 SWOT ANALYSIS

Strengths:

Oil and Natural Gas Corporation is perceived as a leader in oil production

industry.

ONGC has a very efficient and professional management system.

ONGC being an international company has sufficient resources and funds to

invest.

ONGC has ISO-9001 and ISO- 14001 registration.

Weaknesses:

ONGC is finding difficulties in producing oil from ageing wells.

Opportunities:

Efficient energy utilization of buried coal reserve (700-1700M), estimated

63BT- Equivalent to 15000BCM.

Upgradation of the existing reservoirs.

Weaknesses:



Security of personnel and property especially crude oil remains a major con-

cern in certain areas.

In some exploration Campaigns Company uses high technology, high in-

vestment at very high risk.

Conclusion:

After studying the details of ONGC LTD I reached at conclusion that ONGC

has achieved its entire goal with its idea and unique idea. ONGC has good manpower

and provides good facilities to its employees. The majority of company’s profitability

ratios shows upward trend. The performance of the company can be considered as con-

sidered as satisfactory. As per my opinion ONGC has a wide scope to develop in fu-

ture.



13.0 F INDINGS A ND A NALYSIS

Number of Employees satisfied with their job



Yes65%

No35%

Fig 13.1 No. of Employees Satisfied with their job

Number of Employees satisfied .



Yes70%

No30%

Fig 13.2 No. of Employees satisfied with the recruitment process

Number of Employees reported Biasing and Politics



Yes17%

No83%

Fig 13.3 No. of Employees reporting biases and politics

R ECOMMENDATIONS

The Human Resource department of the Company needs to come up with poli-

cies and strategies so as to inculcate faith and feeling of satisfaction.



The concerned department should take the requisite steps to eradicate biasing

and politics involved in the recruitment process.

The Human Resource department needs work out a detailed plan or policy to

make internal job transfer system more efficient.

B IBILOGRAPHY



Books Referred

ONGC’s Annual Report 2008-09

Some sample reports.

Online References:

Intranet portal only for ONGC employees.

www.ongcindia.com

A PPENDIX



Financial and Operational Highlights

Financial Highlights



Operational Highlights



Board of Directors


final report hr1 on ongc

Documents