ABOUT THE INDUSTRY

Natural history

Petroleum is a naturally occurring liquid found in rock formations. It consists of

a complex mixture of hydrocarbons of various molecular weights, plus other

organic compounds. It is generally accepted that oil is formed mostly from the

carbon rich remains of ancient plankton after exposure to heat and pressure

in the Earth's crust over hundreds of millions of years. Over time, the decayed

residue was covered by layers of mud and silt, sinking further down into the

Earth’s crust and preserved there between hot and pressured layers,

gradually transforming into oil reservoirs.

Early history

Petroleum in an unrefined state has been utilized by humans for over 5000

years. Oil in general has been used since early human history to keep fires

ablaze, and also for warfare.

Its importance in the world economy evolved slowly, with whale oil used for

lighting into the 19th century, and wood and coal used for heating and cooking

well into the 20th Century. A petroleum industry emerged in North

America in Canada and the United States. The Industrial

Revolution generated an increasing need for energy which was fueled mainly

by coal, with other sources including whale oil. However, it was discovered

that kerosene could be extracted from crude oil and used as a light and

heating fuel. Petroleum was in great demand, and by the twentieth century

had become the most valuable commodity traded on the world market.

The petroleum industry includes the global processes of

exploration, extraction, refining, transporting (often by oil

tankersand pipelines), and marketing petroleum products. The largest volume

products of the industry are fuel oil and gasoline (petrol). Petroleum is also the

raw material for many chemical products, including pharmaceuticals, solvents,

fertilizers, pesticides, and plastics.

The industry is usually divided into three major

components: upstream, midstream and downstream. Midstream operations

are usually included in the downstream category.

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UPSTREAM SECTOR:

The upstream sector, also known as the exploration and production (E & P)

sector, is concerned with the search for potential underground or underwater

oil and gas fields, the drilling of exploratory wells, and subsequently operating

in the wells that recover and bring the crude oil and/or raw natural gas to the

surface.

MIDSTREAM SECTOR:

The midstream sector processes, stores, market and transports commodities

such as crude oil, natural gas and natural gas liquids such as ethane, propane

and butane.

DOWNSTREAM SECTOR:

The downstream sector includes oil refineries, petrochemical plants, petroleum

product distribution, retail outlets and natural gas distribution companies. The

downstream sector reaches thousands of products such as gasoline, diesel, jet

fuel, heating oil, asphalt, lubricants, synthetic rubber, plastics, fertilizers,

antifreeze, pesticides, pharmaceuticals, natural gas and propane to consumers.

OIL INDUSTRY STRUCTURE

UPSTREAM :

Oil and Natural Gas co. ltd.

Oil India Ltd.

MIDSTREAM

Gas Authority of India Ltd.

DOWNSTREAM

Indian Oil Corporation Ltd.

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Bharat Petroleum Co. Ltd.(BPCL)

Hindustan Petroleum Co. Ltd. (HPCL)

Reliance

Manglore Refinery

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

maintenance of industrial civilization itself, and thus is a critical concern for

many nations. Oil accounts for a large percentage of the world’s energy

consumption, ranging from a low of 32% for Europe and Asia, up to a high of

53% for the Middle East.

Other geographic regions’ consumption patterns are as follows:

South and Central America (44%), Africa (41%), and North America (40%).

The world consumes 30 billion barrels (4.8 km³) of oil per year, with

developed nations being the largest consumers. The United States consumed

25% of the oil produced in 2007. The production, distribution, refining, and

retailing of petroleum taken as a whole represents the world's largest industry

in terms of dollar value.

Governments such as the United States government provide a heavy

public subsidy to petroleum companies, with major tax breaks at virtually

every stage of oil exploration and extraction, including for the costs of oil field

leases and drilling equipment.

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WORLD MARKET

The forecast for world economic growth in 2011 remains at 3.9% following off-

setting revisions in the US, Japan and Euro-zone. Growth in the developing

countries remains unchanged, with China growing by 9.0% and India by 8.1%

this year. In 2012, the world economy is expected to grow by 4.1%, slightly

higher than in 2011. The OECD is forecast to grow by 2.5%, compared with

this year’s growth of 2.1%. OECD growth is supported by the recovery in the

Japanese economy, which is expected to expand by 2.5%. US growth is

forecast at a higher 2.9%, while growth in the Euro-zone is seen slowing to

1.5%, due to planned austerity measures. The strong expansion in the

developing countries is expected to ease somewhat, with China forecast at

8.5% and India at 7.7%.

World oil demand is forecast to grow by 1.36 mb/d in 2011, slightly lower than in the previous year, as the unsteady global economy has added risks to the forecast. In 2012, global oil demand is expected to grow at a slightly lower 1.32 mb/d. The global economic recovery has been facing challenges across the OECD, adding to the uncertainties to next year’s forecast. The oil market has been volatile, making future oil demand estimates hard to predict. An unsteady world economy is negatively affecting the oil market and imposing a high range of uncertainty for the short term

Source: www.opec.org

Forecasted growth in 2011 world oil demand, by product

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Non-OPEC (ORGANISATION OF PETROLEUM EXPORTING COUNTRIS)

supply is expected to increase by 0.6 mb/d in 2011, representing a marginal

downward revision from last month, primarily due to weaker production data in

the first half of the year. In 2012, non-OPEC oil supply is expected to grow by

0.7 mb/d

The demand for OPEC crude in 2011 is estimated at 30.0 mb/d, around 0.1

mb/d higher than in the previous report. This indicates a rise of 0.4 mb/d over

the previous year. In 2012, the initial forecasts for world oil demand, non-

OPEC supply and OPEC NGLs indicate a demand for OPEC crude of 30.3

mb/d, an increase of 0.3 mb/d over the current year. However, these forecasts

could be impacted by unforeseen events.

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INDIAN MARKET

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GROWTH OF THE INDUSTRY

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MAJOR COMPANIES IN INDUSTRY

1. Indian Oil Corporation

2. ONGC

3. Bharat Petroleum

4. Reliance Petroleum Limited

5. Essar Oil Limited

6. Gas Authority of India

7. Hindustan Petroleum Corporation

8. Aban

9. Oil India Limited

10.Tata Petrodyne

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INTRODUCTION ABOUT IOCL

Indian Oil Corporation Ltd. Is India’s largest commercial enterprise. Indian Oil was incorporated on 30th June, 1959 under the name and style of Indian Oil Company Ltd. Upon merger with Indian Refineries Ltd. On September 1, 1964, the name of the company was changed to Indian Oil Corporation Ltd.

Guwahati Refinery, the first public sector refinery of the country, was built with Romanian collaboration and was inaugurated by the first Prime Minister of India, Pandit Jawaharlal Nehru, on 1st January 1962.

Indian Oil refineries registered a record throughput of 35.3 million tonnes during the financial year surpassing the previous best of 33.8 million tonnes in 2001-2002.

Indian oil is investing Rs. 43,393 crore (US $ 10.8 billion) during the period 2007-2012 in augmentation of refining and pipeline capacities, expansion of marketing infrastructure and product quality up gradation as well as in integration and diversification project.

CORPORATE LOGO

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VISION AND VALUES

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VISION

“A major diversified, transactional, integrated energy company, with national leadership and a strong environment conscience, playing a national role in oil security & public distribution.”

VALUES

Care - stands for

Concern Empathy Understanding Cooperation Empowerment

Innovation - stands for

Creativity Ability to learn Flexibility Change

Trust - stands for

Delivered Promises Reliability Dependability Integrity Truthfulness Transparency

Passion - stands for

Commitment Dedication Pride Inspiration Ownership Zeal & Zest

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OBJECTIVES

To serve the national interest in the oil and related sector in accordance

and consistent with government policies.

To ensure and maintain continuous and smooth supplies of petroleum

products by way of crude Refining, Transportation and Marketing activities

and to provide appropriate assistance to the consumer to conserve and use

petroleum product efficiently.

To earn a reasonable rate of interest on investment. To work to words

the achievement to self sufficiency in the field of oil refining by setting up

adequate capacity and to build up expertise inlaying of crude oil and

petroleum product pipelines.

To create a strong research and development base in the field of oil

refining and stimulate the development of new product formulations with a

view to minimize / eliminate their imports and to have generation products.

To maximize utilization of the existing facilities in order to improve efficiency and increase productivity.

To optimize utilization of its refining capacity and maximize distillate yields from refining of crude oil to minimize foreign exchange to outgo.

To minimize fuel consumption in refineries and stock losses in marketing operations to effect energy conservation.

To further enhance distribution network for providing plan / government approval.

To avail of all viable opportunities, both national and global, arising out of the liberalization policies

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OBLIGATIONS

Towards customers and dealers to provide prompt courteous and efficient service and quality products at competitive prices.

Towards suppliers to ensure prompt dealings with integrity, impartiality and courtesy and help promote ancillary industries.

Towards employees to develop their capabilities and facilitate their advancement through appropriate training and career planning. To have fair dealings with recognized representatives of employees in pursuance of healthy industrial relations practices and sound personnel policies.

Towards community to develop techno-economically viable and environment-friendly products. To maintain the highest standards in respect of safety, environment protection and occupational health at all production units.

Towards Defense Services to maintain adequate supplies to Defense and other Para-military services during normal as well as emergency situations.

ORGANIZATION STRUCTURE

The organizational structure of Indian Oil Corporation Ltd is divided on the basis of the company’s functions comprising of pipelines, refineries, research & development, marketing, human resource, finance, planning and business.

Each division is headed by a director with general managers and executive directors working under him.

On the basis of my observations, I can state that the organization structure of Indian Oil is fairly flat with few levels of intervening management between staff and managers. Rather than being closely supervised by many layers of management, workers are more directly involved in the decision making process concerned with the company. There are many individual units within the organization which enables the existence of a horizontal organization structure. Employee involvement is thus encouraged through a decentralized decision making process.

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INDIAN OIL CORPORATION LIMITED

PIPELINE MARKETING R & D IBP

MAJOR DIVISONS OF IOCL

Corporate office : NEW DELHI Registered office : MUMBAI

BUSINESS IN IOCL

Refining

Pipelines

Marketing

Research & Development

Petrochemicals

Gas

Exploration & Production

REFININGIndian Oil presently owns and operates 10 out of India‟s 19 refineries with current combined capacity of 60.2 million tons per annum. During the year

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REFINERIES

2007-08 Indian Oil Refineries recorded a crude oil throughput of 40.4 million tones. The seven refineries together achieve a capacity utilization of 93.1%, higher than the Asia-Pacific average of 91.5% which also happen to be the highest in the last six years. The fiscal year 2007 also witnessed Indian Oil becoming the first public sector organization in the country to have its own ship chartering cell, which is functioning under the Refineries Division. All the refinery units are accredited with ISO 9002 and ISO 14001 certifications. The refineries are as follows:

Gujarat Refinery Ltd.

Koyali Refinery

Guwahati Refinery (Assam)

Digboi Refinery (Upper Assam)

Barauni Refinery (Near Patna, Bihar)

Haldia Refinery (Near Kolkata, West Bengal)

Mathura Refinery (Near Delhi)

Panipath Refinery (Near Delhi)

BRPL (Bongaigaon Refinery & Petrochemicals Ltd.)

CPCL (Chennai Petroleum Corporation Ltd.)

PIPELINESIndian Oil owns and operates a pipeline network of 9300 km, the largest network of crude oil and product pipelines in India. This widespread network of pipeline achieved the highest ever throughput of 45.35 million metric tons during the year 2008-09. The major pipelines of Indian Oil are:

Salaya Mathura Pipeline

Kandla Bhatinda Pipeline

Mathura Jalandhar Pipeline

Guwahati Siliguri Pipeline

Barauni Kanpur Pipeline

Haldia Barauni Pipeline

Koyali Roorkee Pipeline

MARKETING

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Indian Oil has a wide spread marketing network with over 23000 sales point. These include petrol/diesel stations, consumer outlets, lube distributors, SERVO shops and LPG distributors. The regional offices are in charge of the North, East, West and Southern Regions of India and Assam Division supplements operation in the North-East. State level, divisional and Indane area offices have also been set up in each region. Indian Oil commands a

dominant market share in the petroleum retail segment in India and has over 10144 petrol and diesel stations spread throughout the country along with an additional 3272 of the subsidiary company, IBP Company Ltd.

RESEARCH & DEVLOPEMENTOperating the first R&D Centre to get ISO 9002 and 14001 Certifications, Indian Oil boasts of having the best R&D center in Asia which is also one of the finest in the world. It has been involved in world class petroleum research and is carrying out extensive work on refinery processes and transportation pipelines.

PETROCHEMICALSIndian oil has been continuously striving for growth by incorporating its core business with opportunity available in the petrochemicals sector. The company is currently executing a plan to achieve Rs.30000 crores (US $ 6.8 billion) investment by the year 2011-12. In order to implement this plan, a world scale linear alklyl benzene (LAB) at Gujarat Refinery and an integrated Paraxylene/ Purified Terephthalic Acid (PX/ PTA) plant at Panipath are already in operation. A naphtha cracker with downstream polymer units, designed to produce 800000 tons per annum of propylene is coming up at Panipath. In order to strengthen its presence in the petrochemicals sector, Indian Oil also plans to develop a refinery cum petrochemicals complex at Paradip on the east coast of India.

GAS

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As a step towards expanding its business in the Natural Gas sector Indian Oil has signed a Memorandum of Understanding (MOU) with Iran to implement the import of 1.75 million tons per annum.

Entry in the shipping business is being actively pursued in order to implement the corporation’s strategy to participate in the entire gas value chain.

Indian Oil has also embarked on a pilot project to supply Liquefied Natural Gas (LNG) through cryogenic road/ rail tankers as the limited gas pipeline infrastructure in the country presents good opportunities in this area

EXPLORATION & PRODUCTION

Having participated actively in the bidding rounds to increase the indigenous production of oil, Indian Oil under the New Exploration Licensing Policy (NELP) in consortium with other companies has bagged nine blocks in the first three rounds.

The corporation has also obtained participating interest in onshore blocks in Assam and Arunachal Pradesh.

Indian Oil has undertaken overseas ventures including two gas blocks in the Sirte basin of Libya, the Farsi exploration block in Iran and onshore farm in arrangement in Gabon.

Opportunity is being explored to acquire a suitable medium sized E&P

company in order to consolidate its upstream portfolio.

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PROFILE OF GUJARAT REFINERY

Gujarat Refinery a prestigious refinery of Indian Oil Corporation Limited began

its operation in 1965. Since then, the refinery has grown to be the company’s

largest and country’s second largest refinery.

The refinery’s success is built upon business and community partnerships

with the people of Vadodara, as well as production of quality products that are

compatible with the community and the environment. At the heart of Gujarat

Refinery’s success, are its employees and their commitment to Indian Oil’s

vision and mission.

Gujarat Refinery is situated at Jawaharnagar near Bajwa Railway station on

the broad gauge line between Bombay-Ahmedabad on Western Railway at a

distance of nearly 10 KM north of Baroda. Also it is connected with the

national highway No. 8, which is connecting both Bombay-Ahmedabad and

Bombay-Delhi is about 4 km east of Refinery Township. The Refinery is

spread over an area of 1950 acres including Asoj and Dumad terminal

operations. Refinery units cover about 850 acres. About 135 acres is

developed as green belt area, which is home to all wildlife botanical species

indigenous to this region.

The refinery township is situated at distance of about 2.5 km from the plant

which is spread over 250 acers comprising more than 1900 quarters,

shopping complex, bank and post office, two schools, stadium, open air

theatre, outdoor sports stadium, two guest houses and an officers’ club.

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PRODUCTS OF GUJARAT REFINERY & THEIR USES

1 Motor spirit (petrol) Fuel for vehicles2 Naphtha Feed for naphtha crackers of IPCL for

olefins productivity xylene. Manufacture of fertilizer.

3 Diesel Fuel for heavy vehicle. 4 Benzene petrochemicals5 Toluene As solvent, feed stock for other chemical6 N-heptane Solvent for IPC.7 Cracked LPG For manufacture of polypropylene.8 Low sulphur heavy

stock(L.S.H.S.)Fuel for fertilizer & power plan

9 Low Aluminium Rolling Oil (L.A.R.O)

For aluminium rolling factories.

10 Food Grade Hexan (F.G.H)

Solvent for oil extraction for vegetable oil industry

11 Sulphur Manufacture of Sulphuric acid.12 Solvent-90 Solvent for rubber industries13 Superior Kerosene Domestic fuel. 14 Aviation Turbine

Fuel (A.T.F) Fuel for aircraft.

15 Linear Alkyl Benzene Feed Stock (L.A.B.F.S)

Used for production of LAB (raw-material for detergent).

16 Light Diesel Oil (LDO)

For agriculture use

17 Furnace oil Fuel for industries18 Bitumen For carpeting roads.

HUMAN RESORCE AT IOCL

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The powers & duties of the officers and workmen of the Company are

derived mainly from job descriptions, manuals, terms and conditions of

appointment and Delegation of Authorities enunciated by the Corporation. The

officers & workmen of the Company are appointed for carrying out the

business operations of the Company, which are in line with the objectives

specified in the Memorandum of Association of the Company. 

While discharging duties and responsibilities, officers & workmen of

the Company are complying with the applicable provisions of statutes and

rules and regulations framed there under. Procedures followed in the

Decision-Making Process, Including Channels of Supervision and

Accountability.

1. Board of Directors

2. Chairman

3. Functional Directors

4. Executives

Overall management of the Company is vested with the Board of

Directors of the Company. The Board of Directors is the highest decision

making body within the Company. 

As per the provisions of the Companies Act, 1956 certain matters

require the approval of the shareholders of the Company in General Meeting.

The Board of Directors is accountable to the shareholders of the

Company, which is the ultimate authority of a Company. Indian Oil being a

Public Sector Enterprise (PSE), the Board of Directors of the Company is also

accountable to Government of India. 

The day-to-day management of the Company is entrusted on the

Chairman and the Functional Directors and other Officers of the Company.

The Board of Directors has delegated powers to the Chairman, Functional

Directors, who have in turn delegated powers to the Executives of the

Company through Delegation of Powers. The Chairman, Functional Directors

and other officers exercise their decision-making powers as per this

delegation of powers. 

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The Chairman, Functional Directors and other Executives are

accountable to Board of Directors for proper discharge of their duties &

responsibilities. 

The powers, which are not delegated, are exercised by the Board of

Directors subject to the restrictions and provisions of the Companies Act,

1956.

RECRUITMENT

IndianOil recruits bright and professionally qualified people for its

executive cadre. It follows a mix of open and campus recruitment. 

For open recruitment advertisements are published in leading

national dailies. Interested candidates meeting IndianOil’s requirements can

apply online. Applications are then scrutinised and checked for eligibility. The

candidates meeting the criteria set by IndianOil are then called for a written

test. Based on their performance in the written test, they are further called for

group discussion/ group task and interview. 

For campus recruitment, IndianOil visits the IITs, NITs and other

reputed technical institutes of the country for recruiting final year engineering

students, and prominent business management institutes for final year MBA

students. It also recruits Chartered Accountants from various centres of the

Institute of Chartered Accountants of India (ICAI). 

Qualifications

The prescribed qualifications are a minimum of 65% marks in Engineering or Business Management from recognised institutes

Pass class as declared by the respective Institute for SC/ST/PH candidates in the qualifying Degree examination

Only full-time regular courses from recognised Indian universities/ institutes are considered

For Boiler Operation Engineers (BOEs), the requirement of minimum 65%

marks in the qualifying Engineering Degree examination is not applicable.

Engineering Disciplines:

Bachelor’s Degree in Engineering /Technology from the following branches

are generally considered:

Chemical, including Petrochemical/ Polymer Engineering

Mechanical [excluding Production/Industrial] Engineering

Electrical

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Civil (Excluding Construction/ Structural)

Instrumentation & Control

Metallurgy

Computer Science

Boiler Operation Engineer (BOE):

Bachelor’s Degree in Engineering/Technology in Electrical or Mechanical with

Boiler Operation Engineer's Certificate (1st Class proficiency)

Minimum two years, post-BOE experience in the operation of large size

thermal power plant having a coal/oil/gas fuelled boiler

Period of experience relaxed to ONE year for SC/ST candidates

Business Management

Master of Business Administration (MBA) or its equivalent 2-year Post-

Graduate Diploma in Marketing and Finance

Master of Business Administration (MBA) or its equivalent 2-year Post-

Graduate Diploma with specialisation in Personnel Management & Industrial

Relations

Master of Business Administration (MBA) or its equivalent 2-year Post-

Graduate Diploma in Human Resource/Master of Social Work

It may be noted that recruitment from all branches of Engineering or Business

Management or BOE does not take place every year.

B. Age Limit

Not exceeding 26 years for Engineers/Graduate Apprentice Engineers

(GAEs)/ Management Graduates (HR) and 28 years for BOEs as on 30th

June of the year of joining IndianOil

Relaxation in upper age limit by 5 years is extended for SC/ST/Ex-

Servicemen applicants, 3 years for OBC & 10 years for physically

handicapped persons

C. Health

Pre-Employment Medical Guidelines

Prospective candidates seeking employment with IndianOil may please see

the pre-employment medical guidelines and criteria for physical fitness.

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D. Selection Process

For open recruitment, the selection methodology comprises - Written Test

(objective type consisting of two parts - General Aptitude and Discipline

Knowledge), Group Discussion / Group Task and Personal Interview for

assessment of different facets of knowledge, skill, attitude and aptitude

Candidates will have to pass through each stage of the selection process

successfully before being adjudged as suitable for final selection

Candidates applying for BOE discipline will not be required to appear in the

written test

E. Execution of Service Bond

All the selected candidates, irrespective of open or campus recruitment, will

have to execute a bond of Rs.1 Lakh (Rs.25,000/- for SC/ST/OBC & PH

candidates) giving a commitment to serve the Corporation for a minimum

period of three years from the date of joining

Perks and Perquisites

Car purchase advance immediately after induction training - Rs. 2.65 lakh (@

nominal interest of 2.5%)

Computer and furniture at home (provided by Company)

House-building advance after 5 years of service - Rs. 12 lakh (@ nominal 5%

interest). Insurance coverage for house is also provided at nominal 0.5%

Almost unlimited medical benefits and nomination facility at best of the

hospitals across the country for self and dependents

Opportunity to avail of full fee reimbursement (up to Rs. 3 lakh) for part-time

MBA programme at best of the institutes in India

Individual performance-based incentives

Life-time medical care: Post-retirement medical benefits

Holiday Homes facility during service & after retirement

Nominated hotels facility on tours / leave

Apart from attractive scales and perks, IndianOil provides its employees many

facilities and welfare measures, which are continuously upgraded. The

medical facilities extended to the employees are rated amongst the best in the

country. Apart from fully equipped hospitals at refinery townships, the

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Corporation has also nominated hospitals at various locations to meet

employee needs. Holiday homes at select locations throughout the country

help employees and their families unwind.

Induction

In a bid to facilitate the induction of a fresh recruit into the IndianOil family, all

new recruits are imparted induction training. The induction programme

consists of a Corporate Module as well Divisions-specific modules. These

modules provide not only a macro view of the business and endeavours of

IndianOil but also a micro insight of its various functions. A unique blend of

classroom training as well as field visits helps fresh entrants understand the

grassroots working of the organisation. Believing in the power of enriched

experience, these training modules also provide ample opportunity to the

officers for interacting with the senior management, including Directors on the

Board through open sessions.

Work opportunities at IOCL

IndianOil inducts officers at the junior-most level of the management

hierarchy(A Grade). First division professional degree holders and post-

graduates from relevant disciplines are recruited as management / engineer

trainees, accounts officers, medical officers, lab officers, systems officers,

communications officers, scientists, etc.

Job rotation and inter-location transfers throughout the country

facilitate planned development of careers and broaden outlook. Career growth

opportunities are based on the individual's performance and contribution to

the common goal of sustained growth. Most of IndianOil's top executives have

grown from within -- a testimony to the unlimited opportunities for growth

available to the meritorious.

IndianOil offers a world of opportunities across more than 600 locations In

India including refineries, pipeline, terminals, marketing units such as LPG

bottling plants, bulk storage terminals, Aviation Fuel Stations,

Retail/Consumer/Lubricants sales, and at the R&D Centre at the entry level.

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"CSR: A Cornerstone of our Enduring Success"

At IndianOil, corporate social responsibility (CSR) has been the cornerstone of success right from inception in the year 1964. The Corporation’s objectives in this key performance area are enshrined in its Mission statement: "…to help enrich the quality of life of the community and preserve ecological balance and heritage through a strong environment conscience."

We at IndianOil have defined a set of core values for ourselves – Care, Innovation, Passion and Trust – to guide us in all we do. We take pride in being able to claim all our countrymen as our customers. That’s why, we coined the phrase, “IndianOil – India Inspired", in our corporate campaigns. Public corporations like IndianOil are essentially organs of society deploying significant public resources. We, therefore, are aware of the need to work beyond financial considerations and put in that little extra to ensure that we are perceived not just as corporate behemoths that exist for profits, but as wholesome entities created for the good of the society and for improving the quality of life of the communities we serve.

As a constructive partner in the communities in which it operates, IndianOil has been taking concrete action to realise its social responsibility objectives, thereby building value for its shareholders and customers. The Corporation respects human rights, values its employees, and invests in innovative technologies and solutions for sustainable energy flow and economic growth. In the past five decades, IndianOil has supported innumerable social and community initiatives in India. Touching the lives of millions of people positively by supporting environmental and health-care projects and social, cultural and educational programmes.

Besides focusing primarily on the welfare of economically and socially deprived sections of society, IndianOil also aims at developing techno-economically viable and environment-friendly products&services for the benefit of millions of its consumers, while at the same time ensuring the highest standards of safety and environment protection in its operations.

Careers

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IndianOil is India's largest commercial enterprise & the flagship national oil company.

 

Working with IndianOil, you get a golden opportunity to work in an internationally growing industry.

EmployeeProfile

The Corporation’s employee strength as on March 31, 2010 was 34,363 including 14,210 officers. There are 2,624 women employees, constituting 7.64% of the total manpower.

IndianOil's unique work culture is based on trust, openness and a commitment to creativity and consultation. The organisation identifies each and everyone of its employees as an achiever who will make a difference. The experience and the knowledge gained by its people in building this mammoth organisation is now sought after by other developing countries.

Career Growth Opportunities

IndianOil inducts officers at the junior-most level of the management hierarchy. First division professional degree holders and post-graduates from relevant disciplines are recruited as management / engineer trainees, accounts officers, medical officers, lab officers, systems officers, communications officers, scientists, etc.

Job rotation and inter-location transfers throughout the country facilitate planned development of careers and broaden outlook. Career growth opportunities are based on the individual's performance and contribution to the common goal of sustained growth. IndianOil's top executives have grown from within -- a testimony to the unlimited opportunities for growth available to the meritorious.

Entrepreneurial Culture

IndianOil encourages employee participation in management and suitably rewards innovative suggestions. Participative forums in the form of joint management councils, quality circles, suggestions scheme, etc. enrich its work culture. IndianOil today has one of the best records in the industry for

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accident-free man-hours.

An Inspiring Work Environment

IndianOil's unique work culture is based on the core values of Care-Innovation- Passion-Trust and encourages openness and a commitment to creativity and consultation. The experience and the knowledge gained by its people in building this mammoth organisation is now sought after by other developing countries. 

IndianOil operates within transparent HR policies and procedures with a well-defined online performance measurement system in place. Potential decides promotion and it follows a well-defined career plan model for all officers, offering exposure to different functional areas through intra-functional & inter-functional job rotation to improve managerial capability.

Diverse Business Interests

IndianOil's diverse business interests range from Refining, Marketing & Distribution, Pipeline Transportation, R&D and Technology Solutions, Petrochemicals, Gas marketing, Exploration & Production and Green Fuels.

Continuous Learning Curve

IndianOil is an academy company with 21 training centres for mid-career skill-sets upgradation. You will get to rub shoulders with a peer group drawn from the best technical and B-schools in India. You will have a deep personal and job satisfaction when you get the wonderful opportunity to use cutting-edge technology in refinery & pipeline operations, projects, automation, reward management, etc.

IndianOil has an apex-learning institute - IndianOil Institute of Petroleum Management (IiPM) at Gurgaon - which conducts Management Development Programmes round the year on organisational goals and strategies, diversification and globalisation plans. 

The IndianOil Institute of Petroleum Management has been established with

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the objective of imparting management education. In a dynamic business environment, managers need to constantly upgrade competencies and strengthen individual capacities for organisational effectiveness. The Institute offers unique learning opportunities around contemporary management practices and applications through a wide range of learning strategies, including management development programmes in all major areas. 

The pedagogies and programmes are primarily focused on petroleum and energy management. The repertoire of learning services is on offer on select basis to managers from industry on national and international basis.

Welfare of Employees

Apart from attractive scales and perks, IndianOil provides its employees many facilities and welfare measures which are continuously upgraded. The medical facilities extended to the employees are rated amongst the best in the country. Apart from fully equipped hospitals at refinery townships, the Corporation also has nominated hospitals at various locations to meet employee needs. Holiday homes at select locations throughout the country help employees and their families unwind. 

HUMAN RESOURCE DEPARTMENT OF GUJARAT REFINERY

Objectives and Targets of HR

Induct and provide quality personnel to various departments/

function as per optimum requirement within 6 months of receipt of

requisition.

Continually promote and maintain conducive work environment.

Render ongoing support services to the satisfaction of customers in

the time bound manner.

Ensure fulfillment of relevant statutory obligation.

Carry out development works in the neighbouring community

spending 25% of the total funds allocated for purpose for backward

class and tribal.

Various sections of HR Department

28

1) Personal overview

a. Recruitment & Promotion

b. Establishment

c. Separation (Pre & Post)

2) Administration & Welfare

a. Canteen

b. Loan & Advances

c. Lease & HRA

d. Guest House

e. Ticketing

f. Travel Arrangement

g. PC/ Furniture Maintenance

h. Uniform

i. Quarter Allotment/ Shopping Complex

j. Printing & Stationary

k. Land Matters

l. Community Development

m. DAK System

n. LPG Connection

o. Hindi Matters

p. Territorial Army

3) Industrial relations

a. Contract Labor

b. VIP References

c. Statutory Obligations

d. RTI

e. IR & Legal matters

29

PART-2

PRIMARY STUDY

1. LITERATURE REVIEW

TRAINING

Training is the process which is used for increasing the knowledge and skills

of a person. It is a milestone in overall development of a person.

IOCL provides training because of the following reasons: -

As per job requirements

Due to technological reasons

To increase productivity

To increase quality of work

To reduce accident rate

To increase morale

For personal growth of employees

IOCL provides following type of training

Orientation training

Job training

Safety training

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Remedial training

Personality development training

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2. BACKGROUND OF THE STUDY

INTRODUCTION OF TRAINING

It is a learning process that involves the acquisition of knowledge, sharpening

of skills, concepts, rules, or changing of attitudes and behaviors to enhance

the performance of employees.

Training is activity leading to skilled behavior.

It’s not what you want in life, but it’s knowing how to reach it

It’s not where you want to go, but it’s knowing how to get there

It’s not how high you want to rise, but it’s knowing how to take of

Training is about knowing where you stand (no matter how good or bad

the current situation looks) at present, and where you will be after some point

of time. Training is about the acquisition of knowledge, skills, and abilities

(KSA) through professional development. Training and Development aids in

organizational development i.e. Organization gets more effective decision

making and problem solving. It helps in understanding and carrying out

organizational policies.

ROLE OF TRAINING

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IMPORTANCE OF TRAINING

Optimum Utilization of Human Resources – Training and

Development helps in optimizing the utilization of human resource that

further helps the employee to achieve the organizational goals as well

as their individual goals.

Development of Human Resources – Training and Development

helps to provide an opportunity and broad structure for the development

of human resources’ technical and behavioral skills in an organization. It

also helps the employees in attaining personal growth.

Development of skills of employees – Training and Development

helps in increasing the job knowledge and skills of employees at each

level. It helps to expand the horizons of human intellect and an overall

personality of the employees.

Productivity – Training and Development helps in increasing the

productivity of the employees that helps the organization further to

achieve its long-term goal.

Team spirit – Training and Development helps in inculcating the sense

of team work, team spirit, and inter-team collaborations. It helps in

inculcating the zeal to learn within the employees.

Organization Culture – Training and Development helps to develop

and improve the organizational health culture and effectiveness. It helps

in creating the learning culture within the organization.

Organization Climate – Training and Development helps building the

positive perception and feeling about the organization. The employees

get these feelings from leaders, subordinates, and peers.

Quality – Training and Development helps in improving upon the quality

of work and work-life.

Healthy work environment – Training and Development helps in

creating the healthy working environment. It helps to build good

employee, relationship so that individual goals aligns with organizational

goal.

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Health and Safety – Training and Development helps in improving the

health and safety of the organization thus preventing obsolescence.

Morale – Training and Development helps in improving the morale of

the work force.

METHODS OF TRAINING

On the Job

Off the Job

On the Job

The development of a manager's abilities can take place on the job. The four

techniques for on the job development are:

Coaching

Mentoring

Job rotation

Job Instruction Technique

Coaching - Coaching is one of the training methods, which is considered as a

corrective method for inadequate performance. According to a survey

conducted by International Coach Federation (ICF), more than 4,000

companies are using coach for their executives. These coaches are experts

most of the time outside consultants.

A coach is the best training plan for the CEO’s because:

It is one to one interaction

It can be done at the convenience of CEO

It can be done on phone, meetings, through e-mails, chat

It provides an opportunity to receive feedback from an expert

It helps in identifying weaknesses and focus on the area that needs

improvement

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Mentoring - Mentoring is an ongoing relationship that is developed between a

senior and junior employee. Mentoring provides guidance and clear

understanding of how the organization goes to achieve its vision and mission

to the junior employee.

Some key points on Mentoring

Mentoring focus on attitude development

Conducted for management-level employees

Mentoring is done by someone inside the company

It is one-to-one interaction

It helps in identifying weaknesses and focus on the area that needs

improvement

Job Rotation - For the executive, job rotation takes on different perspectives.

The executive is usually not simply going to another department. In some

vertically integrated organizations, for example, where the supplier is actually

part of same organization or subsidiary, job rotation might be to the supplier to

see how the business operates from the supplier point of view. Learning how

the organization is perceived from the outside broadens the executive’s

outlook on the process of the organization. Or the rotation might be to a

foreign office to provide a global perspective.

This approach allows the manger to operate in diverse roles and understand

the different issues that crop up. If someone is to be a corporate leader, they

must have this type of training. A recent study indicated that the single most

significant factor that leads to leader’s achievement was the variety of

experiences in different departments, business units, cities, and countries.

An organized and helpful way to develop talent for the management or

executive level of the organization is job rotation. It is the process of preparing

employees at a lower level to replace someone at the next higher level. It is

generally done for the designations that are crucial for the effective and

efficient functioning of the organization.

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Job Instruction Technique - Job Instruction Technique (JIT) uses a strategy

with focus on knowledge (factual and procedural), skills and attitudes

development.

Off the Job

There are many management development techniques that an employee can

take in off the job.

The few popular methods are:

Sensitivity training

Transactional analysis

Straight lectures/ lectures

Simulation exercises

Sensitivity Training - Sensitivity training is about making people understand

about themselves and others reasonably, which is done by developing in

them social sensitivity and behavioral flexibility.

Transactional Analysis - Transactional Analysis provides trainees with a

realistic and useful method for analyzing and understanding the behavior of

others. In every social interaction, there is a motivation provided by one

person and a reaction to that motivation given by another person. This

motivation reaction relationship between two persons is a transaction.

Straight Lectures/ Lectures - Straight lecture method consists of presenting

information, which the trainee attempts to absorb. In this method, the trainer

speaks to a group about a topic. However, it does not involve any kind of

interaction between the trainer and the trainees. A lecture may also take the

form of printed text, such as books, notes, etc. The difference between the

straight lecture and the printed material is the trainer’s intonation, control of

speed, body language, and visual image of the trainer. The trainer in case of

straight lecture can decide to vary from the training script, based on the

signals from the trainees, whereas same material in print is restricted to what

is printed.

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A good lecture consists of introduction of the topic, purpose of the lecture, and

priorities and preferences of the order in which the topic will be covered.

Simulation Exercises - Games and Simulations are structured and

sometimes unstructured, that are usually played for enjoyment sometimes are

used for training purposes as an educational tool. Training games and

simulations are different from work as they are designed to reproduce or

simulate events, circumstances, processes that take place in trainees’ job.

Training at iocl

Training programmes

Building human competence and a motivated workforce is one of the key strengths of IndianOil. Its pool of professionals, with excellent faculty members, regularly update their knowledge and skills in the areas of refining, marketing, pipeline transportation, R&D and general management. Their portfolio is enriched with academic inputs as well as hands-on field experience. The IndianOil Institute of Petroleum Management (IIPM), located at Gurgaon near Delhi, is the Corporation’s apex learning institute supported by 18 training Centers spread across India. 

The skilled manpower offers full support to clients in training their workforce through specialised programmes in various facets of the downstream petroleum sector. Many nations, including Bahrain, Iran, Iraq, Kenya, Kuwait, Libya, Madagascar, Malaysia, Nepal, Nigeria, Oman, Qatar, Sri Lanka, Sudan, Tanzania, Yemen and Zambia, have already benefited from such tie-ups, which may include on-the-job training.

IndianOil offers faculty assistance for ‘tailor-made’ training programmes that suit the requirement of refinery or pipelines personnel or a selection of programmes from the clients’ training calendar.

Training Amenities

IiPM has world class residential academic infrastructure spread over 17 acres of lush green natural environment highly conducive for learning, networking

37

and sharing of experiences. Excellence of its facilities has attracted many B Schools across the globe for conducting their management development programmes for Indian Executives, at IiPM. The institute is located at Sector 17, Gurgaon.

Training

Success is people driven. Building competencies through training is one of the

core strengths of IndianOil. 

The IndianOil Institute of Petroleum Management- a centre of excellence for

nurturing future leadership, situated on the outskirts of New Delhi, conducts

advanced management education programmes in collaboration with premier

business schools and top line professionals. IndianOil operates 18 training

centers across the country for up-skilling, re-skilling and multi-skilling of

employees in its pursuit of corporate excellence.

IndianOil has been serving as a source of technical support and expertise to

petroleum companies of carious countries across the globe. Some of these

countries, which have partnered for excellence, include Sri Lanka, Kuwait,

Bahrain Iraq, Abu Dhabi, Tanzania, Ethiopia, Algeria, Nigeria, Nepal, Bhutan,

Maldives, Malaysia and Zambia. 

38

Benefits of Employee Training

Leads to improved and/or more positive attitude towards profit

orientation, Improves the job knowledge and skills at all level of the

organization.

Improves the morale of the workforce

Helps people identify with organization goals

Helps create a better corporate image

Fosters authenticity, openness and trust

Improves relationship between boss and subordinate

Aids in organization development

Helps prepare guidelines for work

Aids in understanding and carrying out organizational policies.

Provides information for future needs in all areas of the organization

Organization gets more effective decision-making and problem-solving

skills

Aids in development for promotion from within

Aids in developing leadership skills. Motivation, loyalty, better attitudes,

and other aspects that successful workers and manager usually display

Aids in increasing productivity of promotion from within

Helps keep costs down in many areas, e.g. production, personnel,

administration, etc

Develops a sense of responsibility to the organization for being

competent and knowledgeable

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Improves labor-management relations

Reduces outside consulting costs by utilizing competent internal

consultation

Creates an appropriate climate for growth, communication

Helps employees adjust to change.

3. OBJECTIVE OF THE STUDY

To know the perception of employees towards the Training and

Development in IOCL.

4. RESEARCH METHODOLOGY

Data collection : Primary : Questionnaire and Interview

Secondary: Internet, Website of IOCL, Magazines

Population: Gujarat Refinery unit

Sampling Method : Random Sampling

Data collection Instrument : Questionnaire

Sample Size : 30

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5. DATA ANALYSIS AND INTERPRETATION

(A) Personal Details

1. GENDER DISTRIBUTION

Particulars

Frequency Percentage (%)

Male 21 70

Female 9 30

Total 30 100

Gender

malefemale

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From the above table it can be revealed that, out of 30 respondents 21 respondents (70%) are male and 9 respondents (30%) are female.

2. Age Distribution

Particulars Frequency Percentage (%)

20-30 9 30

31-40 6 20

41-50 7 23.33

51-60 8 26.67

Total 30 100

age

21-3031-4041-5051-60

From the above table it can be revealed that, out of 30 respondents, 8 respondents (26.67%) are of the age group of 51 – 60, 7 respondents

42

(23.33%) are of the age group of 41 – 50, 6 respondents (20%) are of the age group of 31-40 and 9 respondents (30%) are of the age group of 21-30.

3. Experience wise Distribution

Particulars Frequency Percentage (%)

0-10 10 33.33

11-20 7 23.33

21-30 9 30

31-40 4 13.33

total 30 100

Experience

0 to 1011 to 2021 to 3031 to 40

From the above table it can be revealed that, out of 30 respondents 10 respondents (33.33%) have an experience of 0 – 10 years, 7 respondents have an experience of 11-20 years, 9 respondents (30%) have an experience

43

of 21 – 30 years and 4 respondents (13.33%) have an experience of 31-40 years.

(B) Organizational Details

1. Employees are given appraisal in order to motivate them to attend the

training.

Particulars Frequency Percentage (%)

Strongly Disagree 0 0

Disagree 4 13.33

Neutral 11 36.67

Agree 11 36.67

Strongly Agree 4 13.33

Total 30 100

1

Strongly DisagreeAgreeNeutralAgreeStrongly Agree

From the above table it can be revealed that, out of 30 respondents, 4 are strongly agree (13.33%) and same % of respondents are Disagree about this

44

statement, 11 respondents(36.67%) are Agree and same % of respondents are Neutral on this statement.

2. Induction training is given adequate importance in this organization.

Particulars Frequency Percentage (%)

Strongly Disagree 0 0

Disagree 6 20

Neutral 5 16.67

Agree 13 43.33

Strongly Agree 6 20

Total 30 100

2

Strongly DisagreeDisagreeNeutralAgreeStrongly Agree

45

From the above table it can be revealed that, out of 30 respondents, 6

respondents (20%) are Disagree, 5 respondents (16.67%) are neutral, 13

respondents (43.33%) are agree and 6 respondents (20%) are strongly agree

on this statement.

3. You have good understanding of the training opportunities available

to you.

Particulars Frequency Percentage (%)

Strongly Disagree 0 0

Disagree 0 0

Neutral 10 33.33

Agree 14 46.67

Strongly Agree 6 20

Total 30 100

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3

Strongly DisagreeDisagreeNeutralAgreeStrongly Agree

From the above table, it can be revealed that, out of 30 respondents , nobody

is strongly disagree and disagree. 10 respondents (33.33%) are neutral, 14

respondents (46.67) are agreed and 6 respondents (20%) are strongly agree

with this statement.

4. The Workplace of the training is physically very excellent organized

and innovation at workplace.

Particulars Frequency Percentage (%)

Strongly Disagree 0 0

Disagree 1 3.33

Neutral 6 20

Agree 14 46.67

Strongly Agree 9 30

Total 30 100

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4

Strongly DisagreeDisagreeNeutralAgreeStrongly Agree

From the above table, it can be revealed that, out of 30 respondents, 1

respondent (3.33%) is Disagree, 6 respondents (20%) are neutral, 14

respondents (46.67%) are agree, 9 respondents (30%) are Strongly agree.

5. Enough practice is given during training session.

Particulars Frequency Percentage (%)

Strongly Disagree 0 0

Disagree 4 13.33

Neutral 7 23.33

Agree 17 56.67

Strongly Agree 2 6.67

Total 30 100

48

5

Strongly DisagreeDisagreeNeutralAgreeStrongly Agree

From the above table, it can be revealed that out of 30 respondents, 4

respondents (13.33%) are Disagree, 7 respondents (23.33%) are neutral, 17

respondents (56.67%) are Agree and 2 respondents (6.67%) are strongly

Agree with this statement.

6. The training programme is periodically evaluated and improved.

Particulars Frequency Percentage (%)

Strongly Disagree 0 0

Disagree 4 13.33

Neutral 7 23.33

Agree 16 53.33

Strongly Agree 3 10

Total 30 100

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6

Strongly DisagreeDisagreeNeutralAgreeStrongly Agree

From the above table, we can reveal that, out of 30 respondents, 4

respondents (13.33%) are disagree, 7 respondents (23.33%) are neutral, 16

respondents (53.33%) are agree and 3 respondents (10%) are strongly agree.

7. Superiors communicate well about your performance after training

programme.

Particulars Frequency Percentage (%)

Strongly Disagree 0 0

Disagree 5 16.67

Neutral 11 36.67

Agree 13 43.33

Strongly Agree 1 3.33

Total 30 100

50

7

Strongly DisagreeDisagreeNeutralAgreeStrongly Agree

From the above table, it can be revealed that, out of 30 respondents, 5

respondents (16.67%) are disagree, 11 (36.67%) are neutral, 13 respondents

(43.33%) are agree and 1 respondent (3.33%) is strongly agree with this

statement.

8. Employees are sponsored for training programmes on the basis of

carefully identified developmental needs.

Particulars Frequency Percentage (%)

Strongly Disagree 1 3.33

Disagree 5 16.67

Neutral 7 23.33

Agree 13 43.33

Strongly Agree 4 13.33

Total 30 100

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8

Strongly DisagreeDisagreeNeutralAgreeStrongly Agree

From this table, it can be revealed that, out of 30, 1 respondent (3.33%) is

strongly disagree with this statement. 5 respondents (16.67%) are disagree

with this statement, 7 respondents (23.33%) are neutral, 13 respondents

(43.33%) are agree and 4 respondents(13.33%) are strongly agree with this

statement.

9. The training develops the ownership attitude or belongingness feeling

for the organization.

Particulars Frequency Percentage (%)

Strongly Disagree 0 0

Disagree 1 3.33

Neutral 10 33.33

Agree 15 50

Strongly Agree 4 13.33

Total 30 100

52

9

Strongly DisagreeDisagreeNeutralAgreeStrongly Agree

From the above table , it can be revealed that, out of 30 respondents, 1

respondent (3.33%) is disagree, 10 respondents (33.33%) are neutral, 15

respondents (50%) are agree and 4 respondents (13.33%) are strongly agree

with this statement.

10. After Training sessions, employees are able to manage difficult tasks

easily than earlier.

Particulars Frequency Percentage (%)

Strongly Disagree 0 0

Disagree 0 0

Neutral 8 26.67

Agree 16 53.33

Strongly Agree 6 20

Total 30 100

53

10

Strongly DisagreeDisagreeNeutralAgreeStrongly Agree

From the above table, out of 30 respondents, 8 respondents (26.67%) are neutral, 16 respondents (53.33%) are agree and 6 respondents (20%) are strongly agree with this statement.

11. Handling job competently.

Particulars Frequency Percentage (%)

Strongly Disagree 0 0

Disagree 1 3.33

Neutral 6 20

Agree 16 53.33

Strongly Agree 7 23.33

Total 30 100

54

11

Strongly DisagreeDisagreeNeutralAgreeStrongly Agree

Out of 30 respondents, 1 respondent (3.33%) is disagree, 6 respondents (20%) are neutral, 16 respondents (53.33%) are agree and 7 respondents (23.33) are Strongly agree with this statement.

12. The skill learnt on Training and development courses help you to perform your job effectively.

Particulars Frequency Percentage (%)

Strongly Disagree 0 0

Disagree 1 3.33

Neutral 3 10

Agree 19 63.33

Strongly Agree 7 23.33

Total 30 100

55

12

Strongly DisagreeAgreeNeutralAgreeStrongly Agree

From the above table, it can be revealed that, out of 30 respondents, 1 respondent (3.33%) is disagree, 3 respondents (10%) are neutral, 19 respondents (63.33%) are agree and 7 respondents (23.33%) are strongly agree with this statement.

13. The training programme helped you to increase your productivity.

Particulars Frequency Percentage (%)

Strongly Disagree 0 0

Disagree 1 3.33

Neutral 1 3.33

Agree 17 56.67

Strongly Agree 11 36.67

Total 30 100

56

13

Strongly DisagreeDisagreeNeutralAgreeStrongly Agree

From the above table, it can be revealed that, out of 30 respondents, 1 respondent (3.33%) is disagree. The same percentage of respondent is neutral. 17 respondents (56.67%) are agreed and 11 respondents (36.67%) are strongly agreed with this statement.

14. Training is necessary for the progressive development of an individual.

Particulars Frequency Percentage (%)

Strongly Disagree 0 0

Disagree 1 3.33

Neutral 1 3.33

Agree 13 43.33

Strongly Agree 15 50

Total 30 100

57

14

Strongly DisagreeDisagreeNeutralAgreeStrongly Agree

From the above table, it can be revealed that, out of 30 respondents, 1 respondent (3.33%) is disagree. The same percentage of respondent is neutral. 13 respondents (43.33%) are agreed and 15 respondents (50%) are strongly agreed with this statement.

RESULTS AND FINDINGS

1. According to the responses of the employees for the last question of the questionnaire “Which personal traits do you think, have been improved because of training?” are as follows:

Self confidence at job work

Accuracy

Time management

People management

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Leadership style

Knowledge

TPM activities

2. Training programmes are necessary for the progressive development of an individual. 50% respondents are strongly agree for this.

3. After the training, employees can handle the job competently. 53% respondents are agree with this and 23% respondents are strongly agree.

4. Training helps in increasing the job performance.

5. The training and development activity also increase the belongingness feeling for the organization. 50% respondents are agree with this statement.

6. After training sessions, employees are able to manage difficult task than earlier.

7. Superiors communicate well about the performance after training. 43% responses are agree. But 17% responses are disagree and 34% are neutral.

8. Most of the respondents have a good understanding of the training opportunities available to them.

9. Most of the respondents are agree the the enough practice is given during the training session. But 13% are disagree and 34% are neutral.

10. Induction training is given adequate importance in this organization. 44% are agree and 20% are disagree with this statement.

11. The training programme helped the respondents to increase their productivity.

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LIMITATION OF THE STUDY

In this project only Gujarat refinery unit (Vadodara) is to be taken for the study.

The area is too big. Therefore it is not possible to cover all the employees of the organization. Only a sample size of 30 employees is taken for convenience.

The topic of my project is so broad and also difficult to carry out in short duration.

Some of the respondents in spite of the request made were not ready to fill the questionnaire due to lack of time & interest.

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I do not have previous experience in research, despite of that I have done at best of my knowledge & ability.

It should be noted that in consideration with the limitation the conclusions & suggestions have been drawn to the best of my understanding.

CONCLUSION / SUGGESTIONS

1. Training helps in increasing the job performance.

2. Training has a direct relevance with the job performance.

3. Training helps in problem solving.

4. Training given to the employees helps them in their personal life too.

5. Training helps in creating self awareness.

6. Training is necessary for the progressive development of an individual.

7. Training helps in cost reduction and effective utilization of time and

resources.

8. Training is an instrument that brings desired change.

9. Training is a means of increasing organizational technical skills.

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10.Training helps in the overall development and improvement of the

employees.

11.Employees should be motivatedto attend the training.

12.The training programme should be periodically evaluated and

improved.

13. I can conclude that, employees have good understanding of the

training opportunities available to them in the organization. Most of the

employees are satisfied regarding the developmental training given in

IOCL. But some employees are neutral and some are Disagree also.

So, the improvement should be done in training activity by IOCL.

BIBLIOGRAPHY

www.iocl.com

Magazines of IOCL

Last five years project reports

Other websites on Internet

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