INTRODUCTION OF ONGC

Oil and natural gas corporation limited properly known as ONGC , is India’s number one

company with significant company in industrial and economic growth of the company is a

leading national oil and natural gas producing company of India engaged mainly in exploration ,

development and production of crude oil, natural gas and some value added products.

It has gone through its life cycle and now reached to its maturity stage after overcoming birth

and growth stage. The organization was born over about five decades ago on 14th august 1956

and today ONGC is a fortune 500 company having more than 35000 employees as on e house

within serene Himalayan setting at Dehradun and registered office at Delhi.

ONGC has grown into full fledge horizontally integrated upstream petroleum company with

adequate in house capabilities and infrastructure in the entire range of oil and gas exploration.

From a small directorate to a monolith today ONGC is circumpassing the entire public gaunt of

public sector organization. ONGC today is endeavoring to become a world – class oil and gas

producing company in pursuit of exploration and production business in the domestic and

international area and related opportunity specific energy business.

ONGC today is repositioning itself to fasters the principle of relational enterprise through

partnership /strategic alliance/joint venture with preferred partners and adopt a business strategy

which relies on company skills and positional assets with a focus on core business areas and

opportunity specific diversification.

ONGC is India's Most Valuable Company, having a market share of above 80% in India's

Crude Oil and Natural Gas Exploration and Production. ONGC registered the highest profit

among all Indian companies at US $ 1.92 billion (Rs. 8664.4 crore) in the year 2003-04. Its

production of Crude Oil in 2003-04 was 26.7 MMT and of Natural Gas 25.70 Billion Cubic

Meters. ONGC also produce Value-Added Products (VAP) like C2-C3; LPG; Naphtha and SKO.

ONGC Group of Companies comprises of

Oil and Natural Gas Corporation Limited (ONGC - The Parent Company)

ONGC Videsh Limited (OVL – a wholly owned subsidiary of ONGC)

ONGC Nile Ganga BV (ONG BV - a wholly owned subsidiary of OVL) and

Mangalore Refinery and Petrochemicals Limited (MRPL - a subsidiary of ONGC).

BRIEF HISTORY OF THIS FIRM

In 1955, Government of India decided to develop the oil and natural gas in the various regions of

the country as a part of the Public Sector development. With this objective, an Oil and Natural

Gas Directorate was formed. In 1956 directorate raised the status of commission with enhanced

powers. The directorate was converted to statutory body by an act of Parliament. So ONGC was

setup to explore Oil and natural gas resources in the country.

Since its inception, ONGC has been important in transforming the country’s limited upstream

sector into a large viable playing field, with its activities spread throughout India and

significantly in overseas territories. ONGC went offshore in early 70’s and discovered a giant oil

field in the form of Bombay High, now known as Mumbai High. With the liberalized economic

policy, adopted by the Government of India in July 1991, ONGC was re-organized as a limited

company under the company’s Act, 1956 in February 1994.

SWOT ANALYSIS OF ONGC WITH RESPECT OF THE OIL SECTOR

Strengths:

State-owned

One of the biggest advantages & strength of the company is that it is state owned. This

led the company have great infrastructure with the governments support. The policy

making also becomes easier due to the same reason. Moreover any undue and sustained

pressure creates due impact on the government as well.

Growing demographics

ONGC went to global fields through its subsidiary, ONGC Videsh Ltd. (OVL). ONGC

has made major investments in Vietnam, Sakhalin and Sudan and earned its first

hydrocarbon revenue from its investment in Vietnam.

Top Technology

ONGC is the technological advancements that were implemented over the last few years.

The advancements were substantial and improved the company's ability to extract the

greatest amount of oil and gas.

Hard Industry for Competitor to enter

The oil sector is an industry wherein not many competitors can enter owing to the scale

and government intervention.

Strive to be environmentally friendly

The Company has in its guiding principles to cut down emission and become nature

friendly in due course of time

Strong Infrastructure 

The company implemented some well needed improvements to the infrastructure and

created a strength for the company

Weaknesses:

State-owned

Because of Huge govt. Of India control on ONGC many important decisions are being

taken by govt. of India and sometime it proved to be fatal for example govt's poor

decisions have come in way e.g. In case of APKO oilfields acquisition , government

blocked the deal which later went to Chinese CNOOC. This resulted in loss of face of

ONGC in international market

Ever changing laws

The ever changing laws pose a big threat to the company. The Company is bleeding due

to the rising crude oil prices in the international market but the government has its own

priorities

Opportunities:

Possible Mergers with Smaller Companies

ONGC has always great opportunities to get into mergers & acquisitions with companies

across the globe

Finding Alternative Fuels before competitor

It may itself get into the research operations in terms of finding alternative fuels before its

competitors

Expanding into more areas

The company has great opportunities to expand in offshore locations

Grow their hold in the energy market 

The Company can become more aggressive in locating new oil-fields across the globe.

Threats:

The company may be facing some real threat from alternative fuels in the next decade or

so

Corrupt Government may not have the company's best interest in mind

Could fall behind technology with the everything changing so quickly this day and age

Security of personnel and property especially crude oil continues to be a cause of concern

in certain areas.

In some exploration campaign company involves high technology, which means high risk

VISION OF ONGC

To be world class Oil & Gas Company Integrated in energy business with dominant Indian

leadership and global presence.

MISSION OF ONGC

Dedicated to excellence by leveraging competitive advantages in R&D and technology

with involved people.

Imbibe high standards of business ethics and organizational values.

Abiding commitment to health, safety and environment to enrich quality of Community

life.

Foster a culture of trust, openness and mutual concern to make working a stimulating &

challenging experience for our people.

Strive for customer delight through quality products and services.

Integrated in Energy Business.

Focus on domestic and international oil & gas exploration and production business

opportunities.

Providing value linkages in other sectors of energy business.

Creating growth opportunities and maximize shareholder value.

Retain dominant position in Indian Petroleum sector and enhance India's energy

availability.

OBJECTIVES OF THE COMPANY

To maximize production of hydrocarbon, self reliance in technology, promoting

indigenous efforts to achieve self reliance in technology, promoting indigenous efforts to

achieve in all related equipment, material and services.

Assist in conservation of oil, more efficient use energy and development of

alternate source of energy.

Environmental protection.

Observe 100% safety in work.

DIFFERENT WORKING CONDITION

Employees are working in different set-ups; at the drill sites where days ON/OFF pattern is

prevalent and the officers and staff 8 hours duty at base office where apart from normal office

hours some services like radio communication etc. are round the clock jobs . The work force is

approximately 33,000 with about 135 Officers and Remaining Staff.

ORGANIZATIONAL SET OF ONGC

From staff strength of 450 employees in the year 1956-57, ONGC staff has grown up to 32974 at

present.

There are about 15 broad disciplines under four main heading of

Engineering Services

Drilling Services

Geophysical services and

Administration and other support services.

Up to 1968, there was rapid advancement of individuals due to considerable

expansion of work. Thereafter, some stagnation took place in the career advancement of the

employees.

GLOBALIZATION

ONGC operations are being internationalized with a view to acquiring exploration

acreage and access to oil in other basics world over in line with the over strategy followed by

international oil companies .ONGC Videsh Limited .a subsidiary of ONGC , is managing the

overseas ventures.

ONGC- EXCELLENCE OF PERFORMANCE

Performance

Highest accretion of Ultimate reserves in last 18 years from domestic fields.

Reserve Replacement Ratio more than 1 for the fifth consecutive year.

Turnover and net worth recorded new highs.

The highest profit making Company, in private or public sector.

The net worth Rs. 16,126 crore, marginally lower than the previous year (Rs. 16,701),

was despite supporting downstream oil PSUs with the highest ever of subsidy discount of

Rs. 28,225 crore.

Flagship energy major

ONGC has been ranked as the 3rd largest E&P Company in the world and 26th among

leading global energy majors as per Platts Top 250 Global Energy Company rankings

2009

ONGC has been ranked as the most valuable Indian PSU based on market capitalization

by Business Today, Nov’ 2009

ONGC has been ranked as No. 1 Blue Chip Company of India in the Finance Asia 100

list of 2009 with highest aggregate net profit for the period of 2006-2008; No. 1 among

Asian companies

Corporate Social Responsibility (CSR)

ONGC has resolved to earmark 2% of the net profit (compared to 0.75% earlier) for the various

CSR projects which will be looked after by a dedicated group at the corporate level.

ONGC AT A GLANCE

ORGANISATIONAL STRUCTURE

HR AT ONGC

PEOPLE AT ONGC

Today, ONGC is the Maha-Navratna company of India; and making this possible is

a dedicated team of approx. 32974 professionals who toil round the clock. It is this toil, which

amply reflects in the performance figures and aspirations of ONGC. The company has adapted

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 company with in house service capabilities

in all the activity areas of exploration and production of oil & gas and related oil field services.

Company has adapted progressive policies in scientific

The men & women behind this machine made this possible. Over 18,000

experienced and technically competent executives mostly scientists and engineers from

distinguished Universities /Institutions of India and abroad form the core of our manpower. They

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

engineers, production engineers, engineering & technical service providers, financial and human

resource experts IT professionals and so on.

Behind the excellent results achieved is a work force of 33000 strong belonging to

various discipline of the company actively in the persistent search of oil and infuse with a new –

ethos and productive work culture. The Company is aware that its success is mainly due to its

greatest assets –its people a multifaceted, multidisciplinary group with complete n- house

capabilities for all activities in the industry. To meet the requirement of manpower, revised

manpower norms for operation of drilling rigs have been approved and implemented.

To meet the challenges of the future ONGC has to diversify its activities with zero

manpower growth. Attempts have been made to form out the low technology jobs. A major

thrust is being given to the introduction of multi-craft manning. This will result in job

enrichment.

HR Vision

“To attain organizational excellence by developing and inspiring the

true potential of company’s human capital and providing opportunities for

growth, well being and enrichment. “

HR Mission

To create a value and knowledge based organization by inculcating a culture of learning,

innovation and team working and aligning business priorities with aspiration of employees

leading to a development of an empowered, responsive and competent human capital.

HR Objectives

• To develop and sustain core values.

• To develop business leaders for tomorrow.

• To provide job contentment through empowerment, accountability and responsibility.

• To build and upgrade competencies through virtual learning, opportunities for growth and

providing challenges in the job.

• To foster a climate of creativity, innovation and enthusiasm.

• To enhance the quality of life of employees and their family.

• To inculcate higher understanding of ‘Service’ to a greater cause.

HR Strategy

To meet challenging demands of the business environment, focus of the HR strategy is on

change of the employee’s ‘mind set’.

Building quality culture and resources.

Re-engineering and redeployment for maximizing utilization of HR potential.

To build and upgrade competencies through virtual learning, opportunities for growth and

providing challenges in the job.

Re-strengthening mutual faith, trust and respect.

Inculcating a spirit of learning & enjoying challenges.

Role of HR

• Alignment of HR vision with corporate vision.

• Shift from support group to strategic partner in business operations.

• HR as a change agent.

• Enhance productivity and performance by developing employee competency and potential.

• Developing professional attitude and approach.

• Developing ‘Global Managers ‘for tomorrow to ensure the role of global players.

Measuring HR Performance

HR Parameters have been incorporated in the MOU by ONGC since 1994-95 to

systematically and scientifically evaluate effectiveness of HR Systems, which enables and

facilitates time bounds initiatives

Some of the possible interventions that could help in enhancing retention are as follows:

Treating employees like customers

Companies should have a similar approach to employees and customers. A company should

strive to retain an employee in the same way it tries to retain a customer.

Vision and objectives

Mentoring and handholding new recruits from day one till few months are important tasks;

during this period, they should be familiarized with the culture of the company. They should be

exposed to the best values the company has. If they are informed about regular happenings in the

company, employees will be confident about the future and not try to look for better options.

Understanding an employee’s needs at various levels is a recommended HR practice. Under this

initiative, all team leaders meet regularly to exchange information about the challenges and

successes of their respective teams.

Exposure to newer technologies and well-managed succession plans cannot be ruled out in

managing attrition. Training in the employee’s area of specialization can glue him to the

company. The training and development should involve domain-specific, technology-specific

and behavioral skills. Identifying the right training for the right person is very important.

The use of new technologies, the support of learning and training, and a challenging environment

rank higher than competitive pay structures as effective retention practices.

Considering feedback

It is important to take feedback from employees through different means and work with the HR

department to iron out differences. As industry experts point out, feedback can be got in two

ways—during the employee’s tenure, and through Exit Interviews. Inputs can be secured from

existing employees through various employee relationship management tools. Exit interviews

help management learn the reasons why employees leave the company; based on their

revelations, the organization can address the problems of existing employees, thereby curb

attrition.

Employee’s advocateOne of the main reasons why employees leave companies is because of problems with their

managers. An HR professional should act as an employee’s advocate and a bridge between top

management and employees at all levels.

While most organizations want to blame turnover on wages and benefits, they actually do not

play a big role in why people leave their jobs.

First, lack of appreciation is itself a negative. There are many managers who are very nice

people, but who manage almost exclusively by negative reinforcement--not because of what they

do but because of what they don't do.

Second, when you give out positives, whether it is a pat on the back or a raise in pay--if you give

them equally to all performers, then you end up punishing the best performers. The third reason

that employees feel negative about the workplace is that even though managers think they are

creating a positive environment, they frequently fail to deal effectively and efficiently with

problem performers.

MOTIVATIONMOTIVATION

Performance, output, and productivity form the backbone of organizations. High performance,

high commitment and loyalty are the desired expectations of organizations. Individuals enter

organization with some needs, aspirations, and expectations about work life. Organizations, on

the other hand, focus on productivity, commitment and loyalty.

Performance = f (ability x motivation)

One of the fundamental challenges being faced by the organizations is to sustain the motivational

levels of their employees. There is a paradigm shift in the nature of functioning of today’s

organizations with delayering, downsizing, cultural diversity, job hoping and increased focus on

individual competencies. However, the bottom line, that is, employee performance, still remains.

Hence, in the present scenario it is quite crucial to maintain a self motivated work force that is

loyal towards their organizations.

Motivation in an individual may be considered to be the result of an intrinsic or extrinsic factor.

When individuals are self motivated, the rewards that they may experience are also more or less

personal and abstract in nature. It may take the form of satisfaction, commitment, enthusiasm, or

as loyalty in different degrees. In the absence of this, organizations may resort to various

techniques to create or sustain the motivation of the employees. It is here the role of management

in extrinsic rewards comes into play, and the rewards system becomes critical to employee

performance and organizational success. The organizations may have latest technology, well

thought-out strategies, detailed job descriptions and comprehensive training programs, but unless

the staff are rewarded for their performance-related behaviors, the entire process may be

meaningless the challenge for the management is to understand the behavioral reality, eliminate

the undesirable influences, and reward the desirable behaviour more effectively. Thus, the

organizational reward system becomes the key, often overlooked, factor in bringing about

improved performance and success.

As organizations are becoming leaner and attaining a global status, money is definitely playing

an important role. However, non-financial rewards are playing an even more important role in

motivating employees. According to recent employee behavioral surveys, employees placed far

more value on non-financial benefits and rewards than on financial ones. In a study of 1500

employees across the nation, it was found that instant recognition from the superiors was the

most important reward valued. In another study, the major reason cited for leaving the

organization was the lack of praise and recognition from superiors. In other words, there is little

doubt that non-financial factors can be very powerful, but as a reward technique to manage

behaviour and improve performance, these are often overlooked.

WORK MOTIVATION

To work is an innate need, an inborn propensity, characteristics of human beings. Apparently,

activity is carried out for achieving satisfaction. Human beings are adapted to work and have

related their emotions, life and relations with their work. Our whole society revolves around the

work we do or the work the other people do.

Work plays such an important role in our lives that we link our esteem and well being with it.

That is why it is essential for every organization to keep its employees motivated and satisfied.

The role work plays in one’s life can be jotted down as:-

Work roles contribute to personal identity.

Work roles provide opportunities for interactions with others.

Having a work role enables an individual to sustain status and self-respect.

Work roles provide scope for personal achievement, meeting, and surpassing

objectives recognized by others as valuable or praiseworthy.

Work provides for assuring oneself of one’s capacity to deal effectively with one’s

environment and developing that capacity.

Work provides the individual with opportunities to relate him to society and to

contribute to society by providing needed goods and services.

It is then obvious that work serves many purposes. All the times there were many

scientists studying the working behaviour of employees so that it could get them into

some aspects that dealt with the productivity of the employees. But the bottom line is

that employees are more productive when they are motivated and they are satisfied

with their job.

MOTIVATION AT ONGCMOTIVATION AT ONGC

ONGC is an organization which is a pride for the nation, the reason being its excellence in its

performance. The reason behind this is its strategies outside as well as inside the organization.

ONGC is a firm which knows how to deal with the internal as well as the external environment

of its functioning.

If we deeply look into its smooth running work environment, then we would find the initiatives

this giant corporation has taken for the well being of its people. ONGC is committed to its value

and promise of creating a healthy work environment for its employees, which facilitates their

growth, builds up their confidence, and fosters in its employees a sense of belonging as well as

job satisfaction.

A lot has already being done here at ONGC, many are in process and much more is planned, for

the valuable employees of the renowned ONGC.

ONGC is a firm which believes that the non-financial benefits are as much important as the

financial ones, and hence has thoughtfully kept a balance between both, as both are great

motivating factors. Therefore, like any other employee friendly organization, ONGC too has two

types of motivating factors:-

FINANCIAL BENEFITS &

NON-FINANCIAL BENEFITS

FINANCIAL BENEFITS

Financial benefits, as we all know, are monetary incentives or rewards that are given to

employees for their performance or contribution in the organization. At ONGC there are ample

of such benefits which prove as a major motivating force for the employees. These monetary

rewards or incentives vary according to the performance as well as the rank of the employee

subtitled to it.

PERFORMANCE INCENTIVE SCHEME

INCENTIVE FOR ACQUIRING HIGHER QUALIFICATIONS

RESERVE ESTABLISHMENT HONORARIUM

RECOGNITION OF MERITORIOUS WORK

SCHOLARSHIPS FOR CHILDREN

OTHER INCENTIVES

PERFORMANCE INCENTIVE SCHEMEIncentive evaluation is on three-tier basis:

1. Project Level: Direct workers are eligible for job fulfillment incentive payment.

2. Regional Level: All personnel posted at Regional headquarters and their project

personnel (excluding Institute of Reservoir Studies at Ahemdabad) are eligible for

quarterly incentive on fulfillment of 100% weighted achievement.

3. Corporation Level: All employees in regular full time service of the Corporation

on fulfillment of 100% weighted achievement of annual target are eligible for annual

incentive.

Quarterly/Annual Incentive

a) Table for Quarterly Incentive

OVERALL PLAN RATE OF INCENTIVE ON

PERCENTAGE OF PAY EARNED

DURING THE QUARTER

100-105 7.2 + 0.2 for each 1% above 100%

105-110 8.0 + 0.3 for each 1% above 105%

110-115 9.5 + 0.4 for each 1% above 110%

115 & above 11.5 + 0.5 for each 1% above 115%

b) Annual incentive rates will be ¾ the of quarterly incentive rates. Incentive

calculations will be made on the minimum of the pay scale of an employee or on

Rs. 2,000/- , whichever is less.

INCENTIVE FOR ACQUIRING HIGHER QUALIFICATIONS

This incentive is entitled to executives who acquire higher/additional professional qualifications

in their respective disciplines.

1. The incentive of two increments shall be given to the executives who attain First

Class or 60% level (where such grades are awarded) in professional qualifications

higher than the qualifications prescribed at the induction level after joining the

Corporation.

2. Executives who had started their studies for acquiring higher/additional

professional qualification prior to joining ONGC, but acquired the said

qualification after joining the Corporation, are also eligible for benefit under the

scheme.

QUALIFICATIONS RECOGNISED FOR GRANT OF INCENTIVE

INCREMENTS

S.No. Qualification Discipline Effective Date

1. Ph.D./D.Sc.(in respective

disciplines)

All disciplines 28.12.1981*

2. Masters Degree in Industrial

Engineering & Management

All disciplines 11.12.1991

3. MBA All disciplines other

than P&A

28.12.1981

4. Post Graduate Diploma in

Management recognized by Govt. of

India as equivalent to Post Graduate

-do- 21.12.1987

Degree in Management.

S.No. Qualification Discipline Effective Date

5. Master in Admn.

Management/Master in Management

Studies

-do- 14.12.1992

6. M.E./M.Tech. Engineering

disciplines

28.12.1981/29.7.1987

7. C.A./I.C.W.A. F & A discipline 28.12.1981

8. Company Secretary F&A, P&A, Legal

disciplines

30.8.1982

9. L.L.M. Legal & IR disciplines 8.9.1990

10. Master in Financial Management F&A discipline 14.12.1992

11. Master in Marketing Management Marketing &

Production disciplines

14.12.1992

RESERVE ESTABLISHMENT HONORARIUM

For recognition of special and significant role played by employees of the Corporation in

establishment of In-place Reserves, a scheme for payment of Reserve Establishment Honorarium

has been formulated.

i) Employees other than those covered under the provisions of Bonus/Ex-gratia

payment are eligible for REH.

ii) Amount available for disbursement is the money value of 2% of accreted

recoverable reserves of Oil and OEG.

iii) Amount permissible is 20% of pay + DA subject to a maximum of Rs. 8400/- p.a.

RECOGNITION OF MERITORIOUS WORK

(i) The Corporation has a scheme for granting recognition for sustained good work or

outstanding performance in the discharge of one’s duties in the technical or

administrative fields, or invention, or suggestions which may give rise to a new find or

result in improved efficiency or outstanding distinction in sports/adventure etc.

The employees selected for such a recognition are rewarded as follows:-

advance increment(s); or

A sum of Rs.10,000/- per annum is placed at the disposal of Regional Heads, Institutional

Heads/Designated Heads of Business Groups, Personnel and Finance at Hqrs. (by whatever

designation they may be called) for grant of cash award in recognition of meritorious work

done by the employees up to the level of Deputy Manager/E-3.

A sum of Rs.5,000/- is placed at the disposal of Deputy General Managers In charge of

independent Project/Manager/Heads of Directorates (by whatever designation they may be

called) for grant of cash award in recognition of meritorious work to employees up to the

level of Deputy Manager/E-3

Directors may sanction cash award amounting to Rs.1,000/- in each case.

OTHER INCENTIVES

There are various other benefits like loans available at low interest rate,

pension provision,

Employees are also sent for training programs to international work stations to facilitate their growth and enhance their skills.

Laptops and cell phones are also provided to the employees.

NON FINANCIAL FACTORS

These are the benefits or incentives that do not involve any monetary benefits or rewards and are associated by status security and recognition and also removing the fear of risk from the minds of the employees.

PERFORMANCE APPRAISAL

RECOGNITION OF MERITORIOUS WORK

SUGGESTION SCHEME

PUBLICITY

MEDICAL FACILITIES

EMPLOYEE WELFARE COMMITTEES

OTHER INCENTIVES

PERFORMANCE APPRAISAL

Performance of each individual is very crucial for each organization. It is an important factor

which decides whether the organization will flourish or crumble to the competition? And as

much important is performance for an organization so is employee performance appraisal to an

employee.

Performance appraisal is linked to promotions, satisfaction, and career planning from the

employee point of view and from the organization’s perspective. Individual performance is a

highly varying factor. A lot of subjective and work-related aspects contribute to the effectiveness

of the performance of an individual.

Performance appraisal can be described as the process of reviewing employee performance,

documenting the review, and delivering it to the employee in the form of feedback.

AT ONGC In an organization as huge and well functioning as ONGC, special attention is given to

performance appraisal. For strengthening the organization, it is essential to help employees grow.

ONGC there are various ways of performance appraisal and it also results in rewards and awards

at events of this firm.

Appreciating the work of the employee in the employee book is the most common one; it plays a

great role in promotions and other awards.

RECOGNITION OF MERITORIOUS WORK

The Corporation has a scheme for granting recognition for sustained good work or

outstanding performance in the discharge of one’s duties in the technical or

administrative fields, or invention, or suggestions which may give rise to a new find or

result in improved efficiency or outstanding distinction in sports/adventure etc.

The employees selected for such a recognition are rewarded as follows:-

A certificate of merit, a copy of which is placed in their confidential report

dossiers.

Such recognition is also given due publicity in the Corporation’s house journal and other

media.

Powers for grant of awards for meritorious work.

SUGGESTION SCHEME

So as to give workers an incentive to think constructively, to keep their interest alive in

the progress and development of the expanding activities of the Corporation, and above all to

create in them a greater sense of participation in the programs and activities of the Corporation

and, further, to ensure that their contributions do get due recognition, a “Suggestion Scheme”

has been introduced in the Corporation.

This scheme gives the employees an opportunity to put forward their suggestions/ideas

for cutting down cost, increasing output, eliminating waste, ameliorating working conditions,

improving quality of products and services etc. leading to a greater efficiency and higher

productivity. The object of the scheme is to recognize and reward inventiveness, originally of

approach and other allied qualities.

PUBLICITY

The prizes are awarded at formal ceremonies by the heads of the projects/offices concerned and

entries on this account are also made in character rolls/service records of the recipients

concerned.

The prize lists, with the relevant suggestions, as accepted with the photographs of winners, are

given wide publicity by exhibiting the same on notice boards, publishing the same in the

Corporation’s house journal etc.

MEDICAL FACILITIES

Free Medical Facilities are provided to the employees and their dependent family

members through dispensaries and hospitals of the Corporation, authorized Medical Attendants

and also through Government/Recognized Dispensaries and Hospitals. These facilities are

available to the employees even after the completion of their service term.

There are provisions in the medical policies that if a particular treatment is not available at

the ONGC hospital then the patient is referred to other well known hospitals like AIIMS etc, and

all the medical as well as travelling expenses are taken care of by ONGC, putting no financial

strain on employees.

EMPLOYEE WELFARE COMMITTEES

To organize, maintain and improve various welfare amenities, Employee Welfare

Committees are set up in various offices/projects of the Corporation. These Committees are

responsible for provision of following types of amenities:-

(i) Indoor games

(ii) Outdoor games

(iii) Sports, annual sports and any other athletic activity

(iv) Cultural activities, like dramas, variety shows, etc. including audio-visual

activities

(v) Library-cum-reading room.

OTHER INCENTIVES

To encourage exceptionally good performance, in all the activities of the Corporation,

scheme of Non-monetary Incentive has also been introduced in the Corporation. In pursuance of

this scheme:-

names of employees who render exceptionally good performance, with their photograph,

together with details of exceptionally good performance, are published in the House

journal;

Photographs of such employees, with brief resume of their good performance, are

displayed for a minimum period of 3 months on a Board set up at a prominent place of

the work centre under a bold tile “PACE SETTERS”

Such employees are made special invitees on such occasions as Independence Day,

Republic Day etc. and

Such employees are especially introduced to the CMD and Directors, whenever they visit

the respective work centers.