Not only had India... set up her own machinery for oil exploration and exploitation... an efficient oil commission had been built where a large number of bright young men and women had been trained and they were doing good work. Pandit Jawahar Lal Nehru, India's first Prime Minister to Lord Mountbatten, on ONGC (1959).
Today, ONGC is the flagship company of India; and making this possible is a dedicated team of nearly 33,000 professionals who toil round the clock. It is this toil which amply reflects in the aspirations and performance figures of ONGC. The company has adopted progressive policies in scientific planning, acquisition, utilization, training and motivation of the team. At ONGC, everybody matters, every soul counts.
ONGC has a unique distinction of being a company with in-house service capabilities in all the activity areas of exploration and production of oil & gas and related oil-field services.
Needless to emphasize, this was made possible by the men & women behind the machine. Over 18,000 technically-competent experienced scientists, engineers and specialist professionals, mostly from distinguished Universities / Institutions of India and abroad form the core of our executive profile. They include geologists, geophysicists, geochemists, drilling engineers, reservoir engineers, petroleum engineers, production engineers, engineering & technical service providers, financial and human resource experts and IT professionals.
"To build and nurture a world class Human capital for leadership in energy business".
"Adopt and continuously innovate best-in-class HR practices to support business leaders through engaged, empowered and enthused employees".
- Enrich and sustain the culture of integrity, belongingness, teamwork, accountability and innovation.
- Enhance employee competencies continuously.
- Build a joyous work place.
- Promote high performance work systems.
- Upgrade and innovate HR practices, systems and procedures to global benchmarks.
- Promote work life balance.
- Measure and Audit HR performance.
- Promote work life balance.Integrate the employee family into the organisational fabric.
- Inculcate a sense of Corporate Social responsibilities among employees.
HR Parameters have been incorporated in the MOU by ONGC since 1994-95, to systematically and scientifically evaluate effectiveness of HR Systems, which enables and facilitates time bound initiatives.
- Mentoring and coaching
- HR Audit
- Engagement Survey
- Continuous professional education credit course for finance executives of ONGC.
HR policies at ONGC revolve around the basic tenet of creating a highly motivated, vibrant & self-driven team. The Company cares for each & every employee and has in-built systems to recognise & reward them periodically. Motivation plays an important role in HR Development. In order to keep its employees motivated the company has incorporated schemes such as Reward and Recognition Scheme, Grievance Handling Scheme and Suggestion Scheme.
- Productivity Honorarium Scheme
- Job Incentive
- Quarterly Incentive
- Reserve Establishment Honorarium
- Roll out of Succession Planning Model for identified key positions
- Group Incentives for cohesive team working, with a view to enhance productivity
An integral part of ONGC’s employee-centred policies is its thrust on their knowledge upgradation and development. ONGC Academy, previously known as Institute of Management Development (IMD), which has an ISO 9001 certification, along with 7 other training institutes, play a key role in keeping our workforce at pace with global standards.
ONGC Academy is the premier nodal agency responsible for developing the human resource of ONGC. It also focuses on marketing its HRD expertise in the field of Exploration & Production of Hydrocarbons. ONGC’s Sports Promotion Board, the Apex body, has a Comprehensive Sports Policy through which top honours in sports at national and international levels have been achieved.
ONGC has undertaken an organization transformation exercise in which HR has taken a lead role as a change agent by evolving a communication strategy to ensure involvement and participation among employees in various work centers. Exclusive workshops and interactions/brainstorming sessions are organized to facilitate involvement of employees in this project.
Policies and policy makers at ONGC have always had the interests of the large and multi-disciplined workforce at heart and have been aware of the nuances and significance of cordial Industrial Relations. By enabling workers to participate in management, they are provided with an Informative, Consultative, Associative and Administrative forum for interactive participation and for fostering an innovative culture.
In fact, ONGC has been one of the few organizations where this method has been implemented. It has had a positive impact on the overall operations since it has led to enhanced efficiency and productivity and reduced wastages and costs.
Respect and dignity are the key values that underline the relationship ONGC has with its human assets. Conscious about its responsibility to society ONGC has evolved guidelines for Socio-Economic Development programmes in areas around its operations all over the country.
- Health Care and Family Welfare
- Community Development
- Promotion of Sports and Culture
- Calamity Relief
- Development of Infrastructural Facilities
- Development of the Socially & Economically Weaker Sections of Society Benefit and Welfare
Around 150 sportspersons including 95 international level performers are on the rolls of ONGC representing your Company in 15 different games.
- ONGC is spearheading the United Nations Global Compact - World's biggest corporate citizenship initiative to bring Industry, UN bodies, NGOs, Civil societies and corporate on the same platform.
- During the year, your Company has undertaken various CSR projects at its work centres and corporate level.
Women employees constitute about 5% of ONGC's workforce. Various programmes for empowerment and development, including programme on gender sensitization are organized regularly.