ongc final report 2

8/2/2019 Ongc Final Report 2

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A Summer Training Project Report

On

PERCEPTION TOWARDS ONLINE RECRUITMENT

At

In a partial fulfillment of the requirements for the degree

Of

Masters in Business Administration

JAMIA HAMDARD, NEW DELHI

Submitted by: SNIGDHA SAMAL


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TABLE OF CONTENTS

CONTENT PAGE

NUMBER

ACKNOWLEDGEMENT 3

DECLARATION 4

COMPANY CERTIFICATE 5

CERTIFICATE 6

EXECUTIVE SUMMARY 7

COMPANY PROFILE 8-9

INDIAN PETROLEUM & OIL INDUSTRY 10-13

RECRUITMENT

Recruitment and its importance Recruitment policy of a company Sources of recruitment Recruitment process Recent trends in recruitment

14-20

14

15

16

17-18

19-20

RECRUITMENT METHODS ADOPTED BY

ONGC21-26

ONLINE RECRUITMENT 27-29

LITERATURE REVIEW 30-31

RESEARCH METHODOLGY 32

DATA INTERPRETATION AND ANALYSIS 33-50

LIMITATION AND SUGGESTION 51

CONCLUSION 52

REFERENCES 53

QUESTIONNAIRE SAMPLE 54-56


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ACKNOWLEDGEMENT

I am highly indebted to ONGC for providing me an opportunity to do my summer

internship project with their organization. I would like to express profound

gratitude to my mentor Mr. Mohan K Kapoor, for his invaluable support,

encouragement supervision and useful suggestions throughout this report work.

His moral support & continuous guidance enabled me to complete my work

successfully.

I would also like to express my gratitude to Ms. Brajbala for giving me such

attention and time.

I would also like to express my special gratitude and thanks to Prof. Sadaf Siraj,

Jamia Hamdard, for her guidance and support which helped me in completion of

this project.

Thanking you,

Snigdha Samal

Jamia Hamdard, New Delhi


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DECLARATION

I hereby declare that this summer internship project PERCEPTION TOWARDS

ONLINE RECRUITMENT Submitted for the partial fulfillment of the

requirements for the degree of Masters in business administration at JAMIA

HAMDARD is my original work.

SNIGDHA SAMAL

MBA, SEMESTER- II


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COMPANY CERTIFICATE


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CERTIFICATE

This is to certify that Ms Snigdha Samal, a student of Post Graduate Degree in

Masters of Business Administration, JAMIA HAMDARD, New Delhi has worked

for the project on PERCEPTION TOWARDS ONLINE RECRUITMENT

under the able guidance & supervision ofProf. Sadaf Siraj, Jamia Hamdard, New

Delhi.

This Project report is based on the information gathered during the course ofSummer Internship and is of requisite standard for the partial fulfillment of the

Post Graduate degree in Masters of Business Administration. To the best of our

knowledge no part of this report has been reproduced from any other source.

(Prof. Sadaf Siraj)

JAMIA HAMDARD


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EXECUTIVE SUMMARY

The primary objective of the project is to understand the perception towards ONLINE

RECRUITMENT. Also to understand methods adopted by ONGC for recruitment, to determine

the awareness of online recruitment, to identify the factors that influences online recruitment, to

find out the effectiveness of online recruitment services, to study the level of satisfaction of

online recruitment user.

Research included gathering both primary and secondary data. Primary data in the study most

of the data have been collected through questionnaire. Secondary data has been taken from

internet, newspaper, magazines and company web sites. Primary data collected from the new

employees at ONGC.

Action plan:-First and foremost, accumulating information from newspapers, Journals,Magazines and Internet. Secondly, taking a sample size (about 50) and doing a survey by filling

up questionnaires from trainees or fresher in the company to find out what is their perception

about online recruitment. Also taking into consideration their attitude, preferences and

suggestions. Thirdly, analyzing the data collected. Critical analysis of their perception their

choice and preferences. On the basis of analysis findings are summarized. Limitations and

suggestions are mentioned if required on the basis of the data analysis.


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OIL AND NATURAL GAS CORPORATION LIMITED

(ONGC)

Oil and Natural Gas Corporation Limited (ONGC) is an Indian state-owned oil and gas

company headquartered at Dehradun, India. It contributes 77% of India's crude oil productionand 81% of India's natural gas production.

ONGC is Asia's largest and most active company involved in exploration and production of oil.

It is involved in exploring for and exploiting hydrocarbons in 26 sedimentary basins of India. It

produces about 30% of India's crude oil requirement. It owns and operates more than 11,000

kilometres of pipelines in India. It is one of the highest profit making companies in India.

ONGC Videsh is the international arm of ONGC. ONGC has made major investments in

Vietnam, Sakhalin and Sudan and earned its first hydrocarbon revenue from its investment in

Vietnam. OVL (ONGC Videsh ltd.) is the biggest Indian multinational, with 44 oil and gasprojects in 18 countires.

PUBLIC SECTOR UNDERTAKING (PSU)

The business units owned, managed and controlled by the central, state or local government are

termed as public sector undertaking oe public sector enterprise. It is managed by government

with a motive to maximize social welfare and uphold public interest.

ONGC as a PSU (public sector undertaking) has the Maharatna status which gives more

autonomy in decision making. Maharatna status allow them to take decision or investment

decisions to Rs. 5000 crore without government approval. PSU or public enterprises are notguided by profit motive. Their major focus is on providing the service or commodity at

reasonable prices.

Indian oil industry has been categorized into following sectors:

1. Upstream processes: The upstream operations are confirmed to production andexploration of energy resources. ONGC is into upstream processes.

2. Downstream processes: The downstream processes include refining and marketing ofpetroleum products. Refining is a process where crude oil is processed and refined into

more useful petroleum products such as gasoline, diesel etc.

ONGC is the flagship company of India and making this possible is a team of nearly 40,000

professionals who toil round the clock. The company has adopted progressive policies in

scientific planning, acquisition, utilization, training and motivation of the team. At ONGC every

body matters, every soul counts. Over 18000 executives mostly scientists and engineers from

distinguished universities/ institutions of India and abroad forms the core of its manpower. They

include geologists, geophysicists, geochemists, drilling engineers, reservoir engineers, petroleum


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THE INDIAN PETROLEUM AND OIL

INDUSTRY.

The growth and development of a nation is driven by energy. Petroleum and related productsform the major component of contemporary energy sources. Oil has always been the lifeblood of

economies. On the other side it has made countries revise the strategic relations between

countries and has made the word 'oil politics' an integral part of international relations.

The history of Indian oil industry started way back in 1867 in Assam. The last fifty years have

seen the rise of giant oil companies like ONGC, IOC and Reliance etc. The oil industry has been

instrumental in fuelling the rapid growth of the Indian economy. The energy mix of the Indian

consumption is given below. Oil contributes about 32 % of the total energy consumption in the

country. India is the fifth largest consumer of oil in the world. But still per capita consumption of

oil is a meager 0.1 ton.

Market Overview

Till the early 90's the market was protected by the Government of India. Administered pricingmechanism (APM) was followed in which the domestic prices of petroleum products wasregulated and insulated from the volatility of international price fluctuations.The government approved the New Exploration Licensing Policy (NELP) in March 1997 to

ensure level playing field in the upstream sector between private and public sector companies in

all fiscal, financial and contractual matters. This resulted in increased exploration activity in

India.

The per capita consumption is expected to rise from the current level of 0.1 ton to 0.45 ton by

2010. One of the reasons for this rise is increasing number of automobiles."

The Administered Pricing Mechanism dominated the pre-liberalized India with the PSUs holding

absolute monopoly over the entire industry. The sequence of events starting with deregulating

few non-essential petroleum products in 1993, the NELP in 1997 and the dismantling the APM

which came into force in April 2002, when the sector has been completely liberalized from the

control of the Government of India, led to an enormous pace of activities in this industry in

India. 'With more than a billion people, with a structural demographic shift resulting in

exploding consumption expenditure and with full deregulation of a 125 m ton market growing at

twice world averages, India represents one of the most exciting oil markets in the world today' -

CLSA Asia Pacific.

The Demand Side Compared to the other developing countries the current per capita

consumption of oil is low.


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The per capita consumption is expected to rise from the current level of 0.1 ton to 0.45 ton by

2010. One of the reasons for this rise is increasing number of automobiles. Sales of cars alone

have increased by 34% and that of heavy automobiles by 40%.

Major policy changes are planned to make the oil industry globally competitive. With the

reforms package formulated and the expected high growth in all economic sectors, the demandfor petroleum products is expected to show a compound growth of about 7%.

Indian Oil Industry Structure

The structure of the Indian oil industry can be categorized into three: the Upstream, the

Downstream and the other industrial bodies.

Upstream The upstream operations are confined to production and exploration of energy

resources.

The mismatch between consumption and domestic production has made India very muchdependant on imports. The graph below shows the widening gap between domestic production

and demand till the year 2006.

In order to bridge this gap and decrease the dependence on oil imports India has expanded the

domestic exploration and production. Before NELP was introduced in 1997, only four major oil

fields were given for commercial exploitation to private sector players. The roll out of the NELP

has ensured a level playing field for private and international companies to participate in the

process of exploration and production. Powered by the India Hydrocarbons Vision- 2025 report,

which gave priority to a huge push in exploration efforts, the government has moved into

overdrive. As many as 110 blocks have been given out for exploration under the NELP sinceApril 2000 against just 22 blocks in the preceding 10 years. Presently 40 companies are

participating in the upstream E&P activities in India, of which 23 are actually operating.

India has 26 sedimentary basins spanning 3.14 million sq. km of which 1.35 million sq. km is

under deep water. A substantial part is unexplored or poorly explored. The domestic production

grew by 5.6 per cent in 2006-07 to 33.98 million ton (mt) from 32.19 mt in 2005-06, it has

increased to 34.11 mt during 2007-08. Still India has a long way to go in E&P being one of the

least explored countries in the world.

Downstream The downstream includes refining and marketing of petroleum products. Refining

is an industrial process where crude oil is processed and refined into more useful petroleum

products, such as gasoline, diesel fuel, asphalt base, heating oil, kerosene, and liquefied

petroleum gas. The refinery capacity in the country is expected to be 178 mtpa (million tones per

annum) at the end of 2008-09. At present there are 17 refineries in India of which seven are

owned by Indian Oil Corporation (IOC). Only one refinery, Reliance Petroleum's plant at

Jamnagar, is wholly owned by a private company. The Jamnagar facility is Reliance Petroleum's


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only current refinery, but it is India's largest, with a capacity of 6,60,000 barrels per day. When

the second plant is finished in 2008 Jamnagar would be the largest refining complex in the

world.

India has a global opportunity to emerge as a leading refinery center to the world. In the last five

years, the world-wide demand for petroleum products has grown by around 2.5 per cent, whilethe rate of refining capacity addition has been only around 0.7 per cent. No new refineries have

been set up in the US and Europe in the last 20 years due to strict environmental norms. The

average refining margins is $7 to $8 which $2 higher than the standard Singapore benchmarks is.

The high refining margins are fueling the rush by Indian companies to meet the deficit of

petroleum products. Also India's favorable geographical presence along side major sea routes

gives it an edge for refining and exporting crude oil. The country is planning to spend Rs.70, 000

crore in the next five years to add to refining capacity. The refining plants of Reliance and Essar

are solely export oriented.

An integral part of downstream operation is distribution. India is in a move to connect majorrefining areas with the urban cities. The pipelines would replace the present rail and road

transportation model.

A ministerial group was set up by the Prime Minister to give focus on long-term energy security

for India. It has developed the Hydrocarbon Vision 2025 for the years coming. "

Challenges The Petroleum and Natural gas regulatory board is the regulatory authority in India

for the oil and petroleum industry. The functions of PNGRB are:

To oversee and regulate refining, processing, storage, transportation, distribution,marketing and sale;

To protect interests of consumers and entities engaged in specified activities; To ensure uninterrupted and adequate supply; and To promote competitive markets.

These points look glamorous on paper, but in practice the policies of the government doesn't go

hand in hand. The subsidies given by government actually kill the competitive environment and

also burden the PSU s with huge losses. The oil prices rising at an alarming rate and the

government providing protection of about 40% has left the private sector out of business and has

spelt doom for more than 1200 retail units of Reliance. The protection by the government has

distorted a perfectly competitive market and left the PSUs bleeding with supernormal losses.

Energy is the driving force for economic growth. Public policy should ensure no scope for over-

pricing energy products, as that retards growth.

Vision 2025 A ministerial group was set up by the Prime Minister to give focus on long-term

energy security for India. It has developed the Hydrocarbon Vision 2025 for the years coming.

The main thrusts of action on this agenda are on:


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Assuring energy security by achieving self- reliance through increased indigenousproduction and investment in equity oil abroad.

Developing hydrocarbon sector as a globally competitive industry Having a free market and promoting healthy competition among players. Having a rational pricing, tariff and fiscal policy for hydrocarbons. Developing a regulatory and legislative framework for providing oil/gas security for the

country.

Pollution and other environmental hazards at the time of production have tagged petroleum with

a dirty image. But considering the rising demand for energy and the cost of substitutes,

petroleum and oil in the generic sense is going to be "the energy provider" for the next few

decades. It is not important how well a vision statement is on paper; rather actualizing the vision

statement is of prior importance. Government policies should address three important issues that

the Indian oil and petroleum industry faces today. The first relates to providing a competitive

market; the second, to increasing oil exploration; and the third, to making India a global oilrefining hub. Fuelling the Indian economy needs to figure prominently in the design and

implementation of policies.


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RECRUITMENT

Recruitment is an important part of an organizations human resource planning and their

competitive strength. Competent human resources at the right positions in the organization are a

vital resource and can be a core competency or a strategic advantage for it.

The objective of the recruitment process is to obtain the number and quality of employees that

can be selected in order to help the organization to achieve its goals and objectives. With the

same objective, recruitment helps to create a pool of prospective employees for the organization

so that the management can select the right candidate for the right job from this pool.

Recruitment acts as a link between the employers and the job seekers and ensures the placement

of right candidate at the right place at the right time. Using and following the right recruitment

processes can facilitate the selection of the best candidates for the organization.

In this is competitive global world and increasing flexibility in the labor market, recruitment isbecoming more and more important in every business. Therefore, recruitment serves as the first

step in fulfilling the needs of organizations for a competitive, motivated and flexible human

resource that can help achieve its objectives.

IMPORTANCE OF RECRUITMENT

1. Create a talent pool of candidates to enable the selection of best candidates for theorganization.

2. Determine present and future requirements of the organization in conjunction with itspersonnel planning and job analysis activities.

3. Recruitment is the process which links the employers with the employees.4. Increase the pool of job candidates at minimum cost.5. Help increase the success rate of selection process by decreasing number of visibly under

qualified or overqualified job applicants.

6. Help reduce the probability that job applicants once recruited and selected will leave theorganization only after a short period of time.

7. Meet the organizations legal and social obligations regarding the composition of itsworkforce.

8. Begin identifying and preparing potential job applicants who will be appropriatecandidates.

9. Increase organization and individual effectiveness of various recruiting techniques andsources for all types of job applicants.


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RECRUITMENT POLICY OF A COMPANY

In todays rapidly changing business environment, a well defined recruitment policy is necessary

for organizations to respond to its human resource requirements in time. Therefore, it is

important to have a clear and concise recruitment policy in place, which can be executed

effectively to recruit the best talent pool for the selection of the right candidate at the right place

quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A

clear and concise recruitment policy helps ensure a sound recruitment process.

It specifies the objectives of recruitment and provides a framework for implementation of

recruitment program. It may involve organizational system to be developed for implementing

recruitment programs and procedures by filling up vacancies with best qualified people.

COMPONENTS OF THE RECRUITMENT POLICY

The general recruitment policies and terms of the organization Recruitment services of consultants Recruitment of temporary employees Unique recruitment situations The selection process The job descriptions The terms and conditions of the employment A recruitment policy of an organization should be such that: It should focus on recruiting the best potential people. To ensure that every applicant and employee is treated equally with dignity and respect. Unbiased policy. To aid and encourage employees in realizing their full potential. Transparent, task oriented and merit based selection. Weight age during selection given to factors that suit organization needs. Optimization of manpower at the time of selection process. Defining the competent authority to approve each selection. Abides by relevant public policy and legislation on hiring and employment relationship. Integrates employee needs with the organizational needs.

FACTORS AFFECTING RECRUITMENT POLICY

Organizational objectives Personnel policies of the organization and its competitors. Government policies on reservations. Preferred sources of recruitment.


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Need of the organization. Recruitment costs and financial implications.

SOURCES OF RECRUITMENT

Every organization has the option of choosing the candidates for its recruitment processes fromtwo kinds of sources: internal and external sources. The sources within the organisation itself

(like transfer of employees from one department to other, promotions) to fill a position are

known as the internal sources of recruitment. Recruitment candidates from all the other sources

(like outsourcing agencies etc.) are known as the external sources of recruitment.

SOURCES OF RECRUITMENT

FACTORS AFFECTING RECRUITMENT

The recruitment function of the organizations is affected and governed by a mix of variousinternal and external forces. The internal forces or factors are the factors that can be controlled

by the organization. And the external factors are those factors which cannot be controlled by the

organization. The internal and external forces affecting recruitment function of an organization

are:


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FACTORS AFFECTING RECRUITMENT

RECRUITMENT PROCESS

The recruitment and selection is the major function of the human resource department and

recruitment process is the first step towards creating the competitive strength and the strategic

advantage for the organizations. Recruitment process involves a systematic procedure from

sourcing the candidates to arranging and conducting the interviews and requires many resources

and time. A general recruitment process is as follows:

Identifying the vacancy:The recruitment process begins with the human resource department receiving

requisitions for recruitment from any department of the company. These contain:

o Posts to be filledo Number of personso Duties to be performedo Qualifications required Preparing the job description and person specification. Locating and developing the sources of required number and type of employees

(Advertising etc).

Short-listing and identifying the prospective employee with required characteristics. Arranging the interviews with the selected candidates. Conducting the interview and decision making


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1. Identify vacancy2. Prepare job description and person specification3. Advertising the vacancy4. Managing the response5. Short-listing6. Arrange interviews7. Conducting interview and decision making

The recruitment process is immediately followed by the selection process i.e. the final interviews

and the decision making, conveying the decision and the appointment formalities.


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RECENT TRENDS IN RECRUITMENT

The following trends are being seen in recruitment:

OUTSOURCING

In India, the HR processes are being outsourced from more than a decade now. A company maydraw required personnel from outsourcing firms. The outsourcing firms help the organization by

the initial screening of the candidates according to the needs of the organization and creating a

suitable pool of talent for the final selection by the organization. Outsourcing firms develop their

human resource pool by employing people for them and make available personnel to various

companies as per their needs. In turn, the outsourcing firms or the intermediaries charge the

organizations for their services.

Advantages of outsourcing are:

Company need not plan for human resources much in advance.

Value creation, operational flexibility and competitive advantage turning themanagement's focus to strategic level processes of HRM

Company is free from salary negotiations, weeding the unsuitable resumes/candidates. Company can save a lot of its resources and time

POACHING/RAIDINGBuying talent (rather than developing it) is the latest mantra being followed by theorganizations today. Poaching means employing a competent and experienced person alreadyworking with another reputed company in the same or different industry; the organization mightbe a competitor in the industry. A company can attract talent from another firm by offering

attractive pay packages and other terms and conditions, better than the current employer of thecandidate. But it is seen as an unethical practice and not openly talked about. Indian software andthe retail sector are the sectors facing the most severe brunt of poaching today. It has become achallenge for human resource managers to face and tackle poaching, as it weakens thecompetitive strength of the firm.

E-RECRUITMENT

Many big organizations use Internet as a source of recruitment. E- recruitment is the use of

technology to assist the recruitment process. They advertise job vacancies through worldwide

web. The job seekers send their applications or curriculum vitae i.e. CV through e mail using the

Internet. Alternatively job seekers place their CVs in worldwide web, which can be drawn byprospective employees depending upon their requirements.

Advantages of e-recruitment are:

Low cost. No intermediaries


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Reduction in time for recruitment. Recruitment of right type of people. Efficiency of recruitment process.

ERECRUITMENT/ ONLINE RECRUITMENT

The buzzword and the latest trends in recruitment is the E-Recruitment. Also known as

Online recruitment, it is the use of technology or the web based tools to assist the recruitment

process. The tool can be either a job website like naukri.com, the organizations corporate web

site or its own intranet. Many big and small organizations are using Internet as a source of

recruitment. They advertise job vacancies through worldwide web. The job seekers send their

applications or curriculum vitae (CV) through an e-mail using the Internet. Alternatively job

seekers place their CVs in worldwide web, which can be drawn by prospective employees

depending upon their requirements. The internet penetration in India is increasing and has

tremendous potential. According to a study by NASSCOMJobs is among the top reasons why

new users will come on to the internet, besides e-mail. There are more than 18 million resumesfloating online across the world.

The two kinds of e- recruitment that an organization can use is

Job portalsi.e. posting the position with the job description and the job specification on thejob portal and also searching for the suitable resumes posted on the site corresponding to theopening in the organization.

Creating a complete online recruitment/application section in the companies own website. -

Companies have added an application system to its website, where the passive job seekers can

submit their resumes into the database of the organization for consideration in future, as andwhen the roles become available.

Resume Scanners: Resume scanner is one major benefit provided by the job portals to the

organizations. It enables the employees to screen and filter the resumes through pre-defined

criterias and requirements (skills, qualifications, experience, payroll etc.) of the job.

Job sites provide a 24 X 7 access to the database of the resumes to the employees facilitating the

just-in-time hiring by the organizations. Also, the jobs can be posted on the site almost

immediately and is also cheaper than advertising in the employment newspapers. Sometimes

companies can get valuable references through the passers-by applicants. Online recruitmenthelps the organizations to automate the recruitment process, save their time and costs on

recruitments.


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RECRUITMENT AT ONGC

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 distinguishedUniversities / Institutions of India and abroad form the core of our executive profile. They

include geologists, geophysicists, and 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 andinnovation.

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 organizational fabric. Inculcate a sense of Corporate Social responsibilities among employees.


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ONGC has various employment opportunities at lower, middle and senior executive levels in a

large number of disciplines for which candidates from the following streams can apply:

ENGINEERING GEOSCIENCES SUPPORT AND

ADMINISTRATION

Civil Chemistry Finance & accountsConstruction & maintenance Geology Economics & statistics

Drilling Geophysics Hindi

Electrical Mathematics Industrial

Electronics &telecommunication

Palyntolgy Engineering

Instrumentation Reservoir Industrial relations

Mechanical Physics Legal

Production Physics with electronics Marketing

Auto Medical and paramedical

Chemical Public relations/ corporate

communicationsPetroleum Security/Vigilance

Computer engineering &programming

Fire servicesMaterial management.

Modes of Recruitment

ONGC advertises its vacancies in newspapers and displays the same online. Only the

applications specific to the advertisements are entertained which are received during the time

limit stipulated in the vacancy notification/advertisement. Individuals applications which are

without reference to specific vacancy notification are neither entertained nor replied to.

How to Apply

Specified application form is provided along with each vacancy notification. Only those

applications which are as per the prescribed form and fulfill eligibility criteria of age,

qualification, application fee and are accompanied with copies and testimonials are accepted.

Detailed instructions for filling up application forms are given in the vacancy notification.

Terms & Conditions

Broad terms and conditions and general instructions which are specific to the advertised posts areincorporated in the advertisements/vacancy notification. Vacancies are notified or advertised as

and when there is manpower requirement for any discipline. The executives in ONGC are

transferable to any of its Projects, Regions, Institutions and Work centre in India or abroad.


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ONGC has its employees working in four categories:-

Class I

Technical and Scientific Officers are required by ONGC to carry out its range of diversified

activities covering exploration and production of oil and gas in Indian and foreign countries inacreages acquired or awarded. Officers are appointed by direct recruitment / promoted to this

level by various processes which are detailed here under:-

a)Direct recruitmentBy All India written test followed by personal interview.

b) Campus recruitmentWritten test and Spot Interview

c) In house promotionsPromotion of in-house experienced candidates.

Direct recruitment of Officers as Graduate Trainees:-

Through advertisement in all National dailies (English and Hindi) and its websitewww.ongcindia.com applications are invited for Class I officer posts for various

disciplines in ONGC for its operation in India and abroad .

The qualifications needed for induction as Graduate Trainees isBTech(Peod/Chem/Mech/Elect/E&T/Instrumentation),

MSc.(Physics/Geology/Geophysics/Chemistry), Asst Manager ( MM/HR/IE) .

Applications are to be filled online and a printed copy of the application with therequisite fees needs to be sent to the companys Headquarters for admission to the All

India Test.

The written test is conducted on a Sunday within six weeks after the last date forsubmission of applications.

The results are announced in four weeks after which personal interviews are conducted atDehradun for which candidates are paid to and fro charges by entitled class to appear for

the interview.

The appointment letters to successful candidates as Graduate Trainees are issued withinfour weeks.

The recruited Graduate Trainees are first posted to their workplaces for a period of eightweeks after which they are sent to the In house Institute of Management Development,

Kaulagarh , Dehradun . At the institute, the trainees are imparted a twenty four week training after which they are

returned to their work places.

Fifty weeks after induction all trainees are given a written test in Dehradun and onlysuccessful candidates are confirmed as Asstt Executive Engineer (Mech/Drilling/Elect as

per discipline) and placed on a probation of one year .


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Trainees of the scientific cadres are appointed as Geophysict/Geologist /Chemists andtrained as explained above.

The unsuccessful candidates are discharged by the company. The pay scale onconfirmation is decided upon which additional allowances like Industrial DA , HRA ,

Drill Site Compensatory Allowance, Hard duty , Underground Mining Allowance are

paid, depending on the site of posting .

The inductees are promoted, if their performance, through the PAR (PerformanceAppraisal Review) is found to be satisfactory.

The promotions are made from E1 level to E 8 level (below board levels). All Class I appointments are made by ONGC Headquarters only.

Campus recruitments: -

ONGC conducts campus recruitments to meet its manpower needs pertaining to technicaland scientific cadres.

The recruitment teams visit campuses of reputed colleges like IITs and NITs andgovernment colleges to conduct written tests and shortlist candidates for spot interviews

after which offers are made for appointment as Graduate Trainees in ONGC or its

overseas subsidiaries like ONGC Videsh .

Promotions (Internal):-

Certain numbers of officers working at the class II level are also promoted every year in apredetermined proportion to Class I level based on seniority cum fitness basis (SCF).

The board level appointments are made by administrative ministry (MOP&NG- Ministryof Petroleum and Natural Gas) with the approval of the Cabinet Committee on

Appointments.

Board level appointments are made for Chairman cum Managing Director and Six otherfunctional directors.

The government is represented on the board by a Joint Secretary level officer. The fullboard consists of 16 directors including two Independent directors as per Clause 49 of the

Companies Act.

Class II

No direct appointments are made at this level. All officers of E0 grade fall in this category and are promoted from lower levels based on

Seniority Cum Fitness basis (SCF).

This level is one step below the Class I level.


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Class III

Junior Engineers, Junior Asst Technician and Junior Astt Geologist/Chemistand other MM and HR department related appointments are made at these levels.

Their recruitment is made by conducting a written test followed by interview. The recruitment tests are conducted at the regional levels for Class III level recruitments

and the qualifications for the posts vary between a diploma and an ITI depending on the

designation.

Class IV

Roustabouts required for handling heavy duty jobs on the derrick floor of drilling rigs andon production installations are recruited at this level.

They are recruited on the basis of employment exchange registration seniority number. The list of person registered on the employment exchange register are called for physical

tests and recruited, if found to be suitable.

Extended roles

The retirement age in ONGC is 60 years.

Due to shortage of skilled manpower, ONGC also offers its retiring employees Consultant posts

for a two year period after retirement also to ensure that skills sets are retained for a longer

period.

Advantages of Direct recruitment by ONGC:-

The best quality manpower is secured in abundance from the open market by conductingan All India examination.

The organization has an India demographic pattern within its manpower resources, whichcontributes well to the efficiency and builds up a strong multicultural environment.

Facilitates a phased and planned induction. Enables the company to secure for employment adequate number of technical and

scientific personnel, by conducting and All India exam. Getting the written exam conducted by a third party keeps it away from the domain of

influence peddling.


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Disadvantages of Direct recruitment by ONGC:-

Long lead time in recruitment (6 to 8 months), due to which a lot of talent finds alternateemployment in the intervening period thereby depleting the quality of the effort.

One year training during induction is a very lengthy one when new recruits tend to desertmid way after securing other jobs, leading to financial loss to the company . Hence thesame needs to be reduced in view of the existing job market. On the job training shouldbe preferred, so that the induction cost to company can be contained.

Though the application for the exam is to be filled online, the test is a physical one whoseresults take around four to six weeks to declare. An online testing arrangement couldhave halved the time period.

Limited test centers make it difficult for candidates from other cities and towns to appearfor the exams, due to prohibitive costs of travel.


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ONLINE RECRUITMENT SYSTEM

Online recruitment system is an online website in which job seekers can register themselves

online and can apply for job and attend the exam. Using web recruitment systems like

recruitment websites or jobsites also play a role in simplifying the recruitment process. Such

websites have facilities where perspective candidates can upload their CV and apply for jobs

suited to them. Such sites also make it possible for recruiters and companies to post their staffing

requirements and view profiles of interested candidates. Different companies can create their

own websites and recruit candidates through online examinations or tests.

Online recruitment techniques

Giving a detailed job description and job specifications in the job postings to attractcandidates with the right skill sets and qualifications at the first stage.

E-recruitment should be incorporated into the overall recruitment strategy of theorganization.

A well defined and structured applicant tracking system should be integrated and thesystem should have a back-end support.

Along with the back-office support a comprehensive website to receive and process jobapplications (through direct or online advertising) should be developed.

Therefore, to conclude, it can be said that e-recruitment is the Evolving face of recruitment.

Online Recruitment System enables the users to have the typical examination facilities and

features at their disposal. It resolves typical issues of manual examination processes and

activities into a controlled and closely monitored work flow in the architecture of the application.This multi platform solution brings in by default, the basic intelligence and immense possibilities

for further extension of the application as required by the user. The system makes it friendly to

distribute, share and manage the examination entities with higher efficiency and easiness. The

objective of these websites is to serve as a common meeting ground for jobseekers and

employers, both locally and globally, where the candidates find their dream jobs and recruiters

find the right candidate to fulfill their needs. These sites are specifically designed for those who

seek the most demanding and challenging positions in their chosen field, with the most dynamic

employers. Thousands of websites compete for your attention-each has its own unique interface,

URL and peculiarities.

A quick look at the overall trends in Online recruiting shows the rise in the importance ofmarketing the web site, online training, dawn of video interviews and emergence of professional

Internet Recruiters. Online recruiting and online recruiting systems, with its emphasis on a more

strategic decision making process is fast gaining ground as a popular outsourced function.

Online Recruitment System provides online help to the users all over the world. Using web

recruitment systems like recruitment websites or jobsites also play a role in simplifying the


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recruitment process. Such websites have facilities where prospective candidates can upload their

CV's and apply for jobs suited to them. Such sites also make it possible for recruiters and

companies to post their staffing requirements and view profiles of interested candidates. Earlier

recruitment was done manually and it was all at a time consuming work. Now it is all possible in

a fraction of second. It is all done online without much time consuming. Today's recruitment

applications are designed to do a whole lot more than just reduce paperwork. They can make a

significant contribution to a company's marketing and sales activity. Recruitment websites and

software make possible for managers to access information that is crucial to managing their staff,

which they can use for promotion decisions, payroll considerations and succession planning.

Advantages of online recruitment are:

There are many benefitsboth to the employers and the job seekers but the e-recruitment is not

free from a few shortcomings. Some of the advantages and the disadvantages of e- recruitment

are as follows:

Lower costs to the organization. Also, posting jobs online is cheaper than advertising inthe newspapers.

No intermediaries. Reduction in the time for recruitment (over 65 percent of the hiring time) Facilitates the recruitment of right type of people with the required skills. Improved efficiency of recruitment process. Gives a 24*7 access to an online collection of resumes. Online recruitment helps the organizations to weed out the unqualified candidates in an

automated way.

Recruitment websites also provide valuable data and information regarding thecompensation offered by the competitors etc. which helps the HR managers to take

various HR decisions like promotions, salary trends in industry etc

Disadvantages of E-Recruitment

Apart from the various benefits, e-recruitment has its own share of shortcomings and

disadvantages. Some of them are:

Screening and checking the skill mapping and authenticity of million of resumes is aproblem and time consuming exercise for organizations.

There is low Internet penetration and no access and lack of awareness of internet in manylocations across India.

Organizations cannot be dependant solely and totally on the online recruitment methods.


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In India, the employers and the employees still prefer a face-to-face interaction ratherthan sending e-mails.


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LITERATURE REVIEW

In 2000, Bartram suggests a sequence of three events involved in internet recruitment andselection processes: attraction, recruitment and selection. Initially, only attraction andrecruitment was suggested to play a major role in e-Recruiting, but selection duties areincreasingly influenced by e-Recruiting processes.

In 2000 and 2002 respectively, both Thomas and Galanaki suggested future research onthe effectiveness of e-Recruiting services. Galanaki proposed establishing a connectionbetween employee satisfaction and size of an organization, number of e-Recruitmentpractices, the extent of use and the integration of e-Recruiting in the overall recruitmentprocesses. Thomas suggested examining criteria such as demographic characteristics ofindividuals who were recruited online, determining yield ratios, retention and developing

turnover measures. Consequently, in future, outcome measures such as job performance,job satisfaction and organizational commitment may be compared between individualswho were recruited online with those who were recruited via traditional recruiting meanssuch as newspaper ads, career fairs or personal recommendations. The relevance of theseresults regarding the effectiveness of e-Recruiting together with the research suggestionsof both Thomas and Galanaki, have yet to be addressed within the published academicfield.

In 2003 Braddy and Cober both state that navigational usability can affect organizationalattraction, In the same year Williamson tested a model in which he proposed that theorientation of a website and individual differences of applicants may have an indirect

influence on organizational attraction by affecting the perception of a websites usability.Williamson showed that this was the case. Following up on Wil liams research, in 2004Cober showed that individuals perceptions of a websites usability impacts applicants

positive or negative evaluation of employers. He showed that recruiting websites with alogical navigational flow positively affect applicants perception of employers.

In 2005 Terzis classified e-Recruiting papers into four categories. The first categoryconsists of papers stating the advantages and disadvantages of e-Recruiting for business,economy and society. The second category reflects papers that provide information andtips for applicants. The third category concentrates on information and help for recruiters.The fourth category of papers analyzes and compares job sites. The categories of Terzis

can be compared, enhanced and split into smaller and more detailed groups. The firstcategory of Terzis (advantages and disadvantages of e-Recruiting for business, economyand society) relates to our identified organizational and Other perspective. Terzis

second category (information and tips for applicants) relates to our applicantsperspective and our proposed theme one (applicants attraction/image/perception of an

organization); web-based versus paper-based job postings, online job search, andapplicants decision or willingness to apply. The third category of Terzis focuses on therecruiters perspective. Further, Terzis fourth category which clusters papers that analyze


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and compare job sites can be related to our corporate or commercial recruiting websites,rsums and or the selection process, fit, online job search, technologies, techniques,frameworks or models general e-Recruiting research.

One major achievement in the literature is Lees categorization of e-Recruiting sourcesinto six major categories: general-purpose boards, niche job boards, e-Recruitingapplication service providers, hybrid recruiting service providers, e-Recruitingconsortiums, and corporate career websites. Lee summarizes the recruiters perspectives

on these six categories. Moreover, Lee describes the e-Recruiting process of corporatecareer websites as consisting of eleven consecutive steps divided into four clusters. Thefirst cluster offers the following steps: identification of hiring needs, submission of jobrequisition, approval of job requisition and job posting on the Internet. The second clusterincludes online job search by applicants and the submission of applications.

Braddy showed in 2008 that organizations with easy navigational websites received morefavorable organizational evaluations. Putting these findings together, a positive influence

on applicants organizational attraction seems to exist organizations have easy to navigate(recruiting) websites.


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RESEARCH METHODOLOGY

A systematic design, collection, analysis and reporting of data and finding relevance to a specific

situation is an important aspect of any relevant study. The objective of this chapter is to describe

the research procedure and methods that has been adopted for the successful completion of theproject.

RESERCH DESIGN:-The research approach used survey method which is a widely used

method for data collection and best suited for exploratory type of research survey includes

research instrument like questionnaire which can be structured and unstructured.

DATA DESIGN:-The data design involves different aspects like the nature of the data, the data

sources and the tools used for the analysis of data.

SOURCES OF DATA:-Research included gathering both Primary and Secondary data.

Primary data in the study most of the data have been collected through questionnaire. Secondarydata has been taken from internet, newspaper, magazines and companies web sites.

SAMPLING TECHNIQUE:-The study has been based on convenient sampling. The

population has been taken on the basis of age, gender and work experience.

DATA COMPLETION AND ANALYSIS:-After the data has been collected, it was tabulated

and findings of the project were presented followed by analysis and interpretation to reach

certain conclusions.

DATA COLLECTION:-Keeping in mind the objectives of the study, the primary data has been

collected from a sample of 50 respondents.

SCOPE OF STUDY:-The whole project is based on To study the Perception towards online

recruitment


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PRIMARY DATA ANALYSIS

The data analysis and interpretation has been done accordingly question wise. So the data has

been analyzed by using the graphs and charts are prepared with the help of excel for that case.

Thus charts have shown the results obtained from the developed questionnaire. Questionnaire

was divided into 4 parts, Part-A of the questionnaire was made to collect information regarding

respondents work experience and personal details. Analysis of other parts are given below:

PART B

1. How did you get to know about the ONGC recruitment?Newspapers 8%

Website/other online methods. 80%

Others 12%

INTERPRETATION:

According to the survey done through the questionnaires maximum number ofrespondents or the new employees of the company (ONGC) got to know about the

ONGC recruitment through websites. A very few number of respondents were

informed through colleges and friends, say about 12%.it was also analyzed that

newspaper as a source of information was used by a very less number of

respondents, i.e. 8% only.

8%

80%

12%

%

Newspapers

Website/otheronline methods

Others


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2. Are you familiar with online recruitment processes?Yes 100%

No 0%

INTERPRETATION:

According to the questionnaire it was analyzed that all respondents are familiar with the

online recruitment processes.

100%

0%

%

Yes

No


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3. What is your comfort level with online processes? (1 describes high comfort zoneand 5 describes least comfort zone).

1 44%2 24%

3 4%

4 12%

5 12%

INTERPRETATION;

According to the survey done through questionnaire it was analyzed that more than 60% of

respondents are comfortable with online processes. It was also analyzed that there are

many respondents who do not find online processes easy but the number is less say 24%. In

this survey about 4% did not respond to this question.

44%

24%

4%

12%

12%4%

%

1

2

3

4

5

No

response


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4. How you were acknowledged after the submission of the application?E-mail 68%

Company website 30%Telephone 2%

Other 0%

INTERPRETATION;

On the basis of this survey it was analyzed that more than 90% of respondents were

acknowledged through internet, either through e-mails or through websites. Also it was

observed that less than 5% were acknowledged through telephones.

68%

30%

2% 0%

%

E-mail

Company website

Telephone

Other


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5. How do you rate the importance of online recruitment in present scenario? (1 asvery important and 5 as not important).

1 48%2 20%

3 16%

4 12%

5 4%

INTERPRETATION:

On the basis of questionnaire survey it was analyzed that maximum number of respondents

feel that it is important to have online recruitment facilities. About 48% respondents

agreed that online recruitment is very important and 20% respondents stated it is

important to have an online facility for recruitment whereas 4% respondents feel that it isnot important to have online recruitment facilities. 12% respondents stated online

recruitment facilities are least important and 16% of them were neutral with their views.

48%

20%

16%

12%

4%

%

1

2

3

4

5


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6. What should be the best method of fee submission?Online fee submission 84%

DD (Demand draft) 0%

Money order 0%

Depositing from any bank

branch

16%

INTERPRETATION:

According to this survey it was analyzed that 84% respondents feel that online fee

submission is the best method for fee submission whereas 16% of respondents believed that

depositing from bank branches is a best method for fee submission.

84%

0%

0%16%

%

Online fee submission

DD

Money order

Depositing from bankbranches


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PART-C

1. Do you feel online recruitment should be followed in all industries?Yes 80%

No 20%

INTERPRETATION:

According to the survey through the questionnaire it was observed that:

About 80% of respondents feel that all industries should follow online recruitment because

they feel:

It is easy to use. It saves money and time. It is user friendly It reduces paper wastage It reduces paper disparity.

Everybody uses internet in one or the other way so it is better to use onlinerecruitment system.

About 20% of respondents feel that all industries should not adopt online recruitment

system because they feel that there is an e- communication gap in locale and it is not

suitable for all industries.

80%

20%

%

Yes No


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2. Do you feel that the process is eco friendly in the context of environment?Yes 100%

No 0%

INTERPRETATION:

On the basis of the survey it was analyzed that all respondents feel that online recruitmentprocess is an eco friendly because:

It reduces paper wastage. Source of paper is trees; hence reduction in paper usage reduces deforestation. Eliminates paper work.

No one disagreed that it is an eco friendly process.

100%

0%

%

Yes

No


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3. The information provided on web portals was sufficient for you to apply for thejob?

Yes 92%

No 8%

INTERPRETATION:

On the basis of this survey it was observed that 92% of respondents got sufficient

information on web portals

About 8% respondents did not get right amount of information on web portals. Also they

stated that information provided on web portals need to have more clarity portion of the

subject matter.

92%

8%

%

Yes

No


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4. Was the system flexible enough?Yes 76%

No 24%

INTERPRETATION:

Through questionnaires it was found that 76% people said yes the system was flexible for

them and 24% of them said it was not a flexible system instead it was a complex process.

76%

24%

%

Yes

No


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PART-D

1. ONGC should go for complete online process from recruitment to selection.

Strongly Agree Agree Neutral Disagree Strongly

Disagree

32% 28% 8% 24% 8%

INTERPRETATION:

According to the survey based on questionnaire it was analyzed that 60% people (include

agreed and strongly agreed people) agreed that ONGC should go for complete online

process from recruitment to selection and 32% disagreed to the same. Only 8% remain

neutral.

The number of respondents who disagreed to the statement is not very less in number,

therefore it is not advisable to change the recruitment system completely at present

situation.

32%

28%

8%

24%

8%

%

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree


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2. There is a need of technological up gradation to make the process user friendly.


Disagree

52% 44% 4% 0% 0%

INTERPRETATION:

On the basis of this survey it was analyzed that almost everybody agreed to the statement

There is a need of technological up gradation to make the process user friendly. 96%

respondent agreed that technological up gradation will make system more user friendly

and 4% respondents were neutral for the statement.

52%44%

4%

0% 0%

Need of technological up gradation

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree


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3. This process saves time and cost for both recruiter and candidate.


Disagree

56% 36% 4% 0% 4%

INTERPRETATION:

According to the survey through questionnaires it was analyzed that majority of

respondents strongly agreed that this process save time and cost for both recruiter &

candidate. A very few number of respondents disagreed to this statement.

About 56% respondents strongly agreed to the statement and36% agreed to the same.

Whereas just 4% strongly disagreed to this statement and 4% remain neutral.

56%

36%

4%

0%

4%

Online recruitment saves time & cost

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree


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4. Online recruitment eliminates the eligible candidates who are unable to access theinternet from rural areas.


Disagree28% 48% 4% 16% 4%

INTERPRETATION:

On the basis of this survey it was observed that maximum respondents agreed to the

statement that online recruitment eliminate the eligible candidates who are unable to access

internet from rural areas. And a very few number of respondents disagreed to this

statement. Therefore we can say that accessibility to internet is an important aspect of

online recruitment.

About 76% respondents agreed to this statement and 20% of them disagreed to the

statement. Only 4% of them had a neutral view.

28%

48%

4%

16%

4%

%

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree


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5. ONGC should opt for centralized recruitment for all its vacancies.


Disagree

48% 40% 8% 0% 4%

INTERPRETATION:

According to the survey done through questionnaires it was observed that maximum

number of respondents strongly agreed to the statement that there should be a centralized

recruitment system for all vacancies in ONGC. 91% respondents agreed to the statement

and only 8% remain neutral.

Just 4% strongly disagreed to the statement.

48%

40%

8%

0%

4%

Centralized recruitment for all vacancies in

ONGC

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree


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6. Media management is required for HR recruiters.


Disagree24% 48% 28% 0% 0%

INTERPRETATION:

On the basis of the survey it was observed that maximum number of respondents agreed

that media management is important for HR recruiters. 72% people agreed to the

statement and 28% were neutral with their views.

24%

48%

28%

0% 0%Media management

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree


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7. This process is more transparent.


Disagree

24% 52% 8% 16% 0%

INTERPRETATION:

According to the survey it was analyzed that maximum number of respondents believed

that online recruitment process is a transparent process but a very number of respondents

disagreed to this statement.

24%

52%

8%

16%

0%Transparent process

Strongly Agreed

Agreed

Neutral

Disagree

Strongly Disagree


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8. Online recruitment process is simple and easy.


Disagree

36% 32% 12% 20% 0%

INTERPRETATION:

On the basis of this survey it was analyzed that 68% respondents agreed that this process is

simple and easy. 20% of them disagreed to this statement and 12% had neutral views.

36%

32%

12%

20%

0%

Online recruitmnet is simple & easy

Strongly AgreedAgreed

Neutral

Disgareed

Strongly Disagreed


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LIMITATIONS

Some of the limitations are mentioned as under:-

The research is carried on respondents as per the convenience thus the results may vary. Reluctance on the part of respondents to provide an accurate account of their personal

details

Scope of the study being limited to Dehradun, the finding of the study cannot begeneralized for the universe on the whole.

Sample size was very small, hence the observation may vary.SUGGESTIONS

Online tests are yet not accepted widely as people find it complicated to handle thetechnicalities during the test. Hence, upgrading the technology to make it user friendly is

required for online tests.

Online fee submission should be emphasized as it is a fast and easy process. Online recruitment should be user friendly. Every one uses internet for one or the other purpose so it is better to promote online

recruitment system as it is a fast and convenient process.

--------------------------------


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CONCLUSION

Most of the people are aware of online recruitment system, either fully orpartially.

Advertisements or media play a major role in making people aware of onlinerecruitment facilities.

People find online recruitment simple, easy and transparent. Internet accessibility is one of the major aspects of online recruitment, if an

eligible person is unable to access internet then his chance of getting the

opportunity is eliminated. Problems related to internet accessibility are more

found in rural areas.

People want that the system should be more users friendly. Online recruitment saves time and cost. Online recruitment reduces paper wastage. On the basis of this survey majority of people are comfortable with online

processes but the number of people who are not comfortable are not less.

Therefore computer & internet knowledge is an important aspect of online

recruitment process.

Most of the people found online fee submission an easy and convenientprocess.

Websites generally provide sufficient information to apply for any job but attimes information clarity is not there, which should be avoided or eliminated

by the recruiter.

Majority of respondents supported that ONGC should go for completeonline process from recruitment to selection. Also they appreciated the

thought of adopting centralized recruitment for all vacancies in ONGC.

Everybody is using internet for one or the other purpose so it is better toincorporate online recruitment processes in every organization.

__________________


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REFERENCES:

Thomas, S. L. and Ray, K., "Recruiting and the web: High-tech hiring,"BusinessHorizons, vol. 43, no. 3, pp.43-52, 2000.

Stone, D. L., Stone-Romero, E. F., and Lukaszewski, K., "Factors affecting theacceptance and effectiveness of electronic human resource systems,"Human ResourceManagement Review, vol. 16, no. 2, pp. 229-244, 2006.

Young, J. and Foot, K., "Corporate E-cruiting: The construction of work in fortune 500recruiting Websites,"Journal of Computer-Mediated Communication, vol. 11, no. 1,2005.

P.Subba Rao, Human Resource Management and industrial relationsReference to web pages:

www.google.com www.wikipedia.com www.ongc.com
http://www.google.com/http://www.wikipedia.com/http://www.ongc.com/http://www.ongc.com/http://www.wikipedia.com/http://www.google.com/


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ONLINE RECRUITMENT

Dear sir/madam,

This questionnaire is part of my project work on online recruitment. The data is foracademic purpose only and it would be kept confidential. So kindly fill this questionnaire to help me in

my study.

NAME (Optional)

GENDER:

Male Female

Age in years:

Under 25 years 25-35 years 35-45 years 45 years and above

Length of service in ONGC:

Less than 1 year 1-5 years 5 years and more

NAME: SNIGDHA SAMAL

STUDENT OF JAMIA HAMDARD, NEW DELHI

PROJECT GUIDE AT ONGC: MR. MOHAN KAPOOR

A


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Please mark the appropriate option

i. How did you get to know about the ONGC recruitment? Newspaper Website/other online methods Other (please specify) _________________

ii. Are you familiar with online recruitment processes? Yes No

iii. What is your comfort level with online processes? ( 1 describes high comfort zone and 5describes least comfort zone)

1 2 3 4 5

iv. How you were acknowledged after submission of the application? E-mail Telephone Website Other (please specify) __________

v. How do you rate the importance of online recruitment in present scenario? (1 as very important &5 as not important)

1 2 3 4 5

vi. What should be the best method of fee submission? Online fee submission

DD Money order Depositing from any bank branch.

________________________________________________________________________________

Please mark the appropriate option

I. Do you feel online recruitment should be followed in all industries? Yes No

Why? _________________________________________________________________________

II. Do you feel that the process is eco friendly in the context of environment? Yes No

Why?_________________________________________________________________________

_

III. The information provided on web portals was sufficient for you to apply for the job?

B

C


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Yes No

If no, why?

_____________________________________________________________________

IV. Was the system flexible enough? Yes No

Please tick the appropriate option

Strongly

Agree

Agree Neutral Disagree Strongly

Disagree

ONGC should go for complete online process fromrecruitment to selection

There is a need of technological up gradation tomake process user friendly

This process saves time & cost for both recruiter &candidate

Online recruitment eliminates the eligiblecandidates who are unable to access the internetfrom rural areas.ONGC should opt for centralized recruitment forall its vacancies.Media management is required for HR recruiters.

This process is more transparent.

This process is very simple and easy.

ANY OTHER SUGGESSTIONS:

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

_____________________________________________________________________________________

D

ongc final report 2

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