Effectiveness of Recruitment and Selection at Ongc

A FINAL REPORT
ON
“STUDY OF EFFECTIVENESS OF
RECRUITMENT & SELECTION
PROCESS”
AT
SUBMITTED BY: SUBMITTED TO:

GEETA PANCHAL Mr. GURUDEV SINGH
0901120040 MT GUID
MBA IV (Faculty of FMS)
A FINAL REPORT
ON
“STUDY OF EFFECTIVENESS OF
RECRUITMENT &
SELECTIONPROCESS”
AT ONGC
SUBMITTED BY: SUBMITTED TO:

GEETA PANCHAL Mr. GURUDEV SINGH
MBA IV Faculty of FMS
Report submitted in partial fulfillment of the requirements of MBA

PROGRAM (Class of 2009-11)
ICFAI University
2
TABLE OF CONTENTS
1. Acknowledgement ……………………………………………04
2. Abstract ……………………………………………...06
3. Introduction
3.1) Objective ……………………………….....................07
3.2) Need of the study.........................................................08
3.3) Company profile …………………………………….09
3.4) Industrial profile …………………………………….14
3.5) Limitation ……………………………………………50
4. Methodology …………………………………………...51
4.1) Data Collection ………………………………………..52
4.2) Sample Size ……………………………………………53
5. Findings and suggestions
6. Conclusion ...…………………………………………………...74
7. Suggestions..................................................................................75
8. Recommendations ……………………………………………..77
9. References ………………………………………………….80
10. Appendices
10.1 Questionnaire …………………………………………….81
10.2 Bibliography……………………………………………...84
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ACKNOWLEDGEMENT
The satisfaction and euphoria that accompany a successful

completion of any task would be incomplete without mentioning
the people who made it possible whose consistent guidance and
encouragement crowned the efforts with success.
I would like to thanks for the faculty guide MR. GURUDEV
SINGH, Icfai University, (Dehradun), for her guidance and
motivation, which is pivotal in completion of my dissertation
report.
I would express my thanks to ONGC as I troubled them through
my queries at some stage of their work. I am really thankful for
their patience with which they resolve my doubts in between their
busy schedule; I express my sincere thanks to all of them.
Last but not least, I feel indebted to all those persons who have
provided help directly or indirectly in successful completion of this
study.
GEETA PANCHAL
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PREFACE
As an integral part of the curriculum , I student of M.B.A , needed
to get exposed to the actual human resources environment to
get a better understanding of Human Resources Management by
way of undergoing practical training.
I consider myself fortunate enough that I had an opportunity to get

practical training at the Human Resource Dept, ONGC,
Dehradun, for gaining substantial knowledge of “A STUDY ON
RECRUITMENT AND SELECTION PROCESS IN ONGC”.
A progressive & forward-looking organization strives for the
Improvement of the system & procedures so as to improve the
organizational effectiveness. ONGC is one the pioneers in
Exploration, Drilling and Production of Oil & Natural Gas.
Human Resource is the major asset of any organization. ONGC
has 38000 employees. Management of such a vast number
requires a proper mix of human, technical and conceptual skills to
be effective and meet the organizational goals.
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ABSTRACT
The research work aims at identifying the facility management at

ONGC, Dehradun. During this research senior executives were
interviewed and a survey was conducted through a questionnaire
prepared to map the current status of facility management
contract which was introduced about one year back. An effort was
made to know the employees’ opinion about the facility
management systems at ONGC, Dehradun.
On the basis of the research it is found that most of the
employees feel that there some improvement required in the
contract which is given to them. There is no immediate action
taken by the company after the complaints are lodged in.
An attempt was also made to project the services provided to the

employees and there satisfaction level by the contract. To know
do employees think that there should be some modification for
improvement. It is recommended that quick action should be
taken as the complaints are lodged and there should be separate
contract for different premises.
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INTRODUCTION
OBJECTIVE
To know the recruitment and selection process in ONGC,

Dehradun.
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NEED OF THE STUDY
 To know that the procedure of recruitment.

 To know that what problems are faced by the
candidates during recruitment.
 To know after selection proper training is given by the
company
 To know all level of recruitment procedure in ONGC.
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COMPANY PROFILE
Oil & Natural Gas Corporation Limited (ONGC) is one of the

world’s largest integrated exploration and production
companies, having the right expertise in exploration, drilling
technology, reservoir studies, engineering and ocean
technology-dorm of over 4 decades of experience. ONGC is
producer of more then 22 Million Tones of oil. ONGC has
set up seven exclusive institutes to meet its R&D needs
and consultancy supports in all the areas of hydrocarbon
sector, from exploration to exploitation, multi- dimensional
expertise in diverse fields of upstream petroleum industry.
ONGC institutes integrated services (OISS) is a common
platform for these institutes and provide synergetic expertise
in all the areas of upstream oil sector through single window
service, of international standards in terms of quality, reliability,
cost effectiveness and time consciousness.
ONGC has made important oil-gas discoveries in the country
and today the numbers of discovered fields are around 200.
9
ONGC is ranked among top 20 oil companies in the world
and is ranked 1st according to its net worth, reserves and
profits. ONGC, which has been granted the status of
“NAVRATNA” is one of the eleven elite public sector
organization selected for development as global giants, and
may be accorded the status of “MAHANAVRATNA”.
Today, ONGC is Fortune2000 Company, the most valuable
company in India (by market capitalization) contributing 77% of
Indian crude oil production & 81% of India total gas
production. It is the highest profit-making corporation in India.
ONGC VISION
“To be a world class oil and natural gas Company

integrated in energy business dominant Indian leadership and
global presence.”
ONGC MISSION
Earlier ONGC’s Mission was “to stimulate, continue and

accelerate exploration efforts to develop and maximize the
contribution of hydrocarbons to the economy of the country”.
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But with the Liberalization and Globalization in the economy,
it changed its mission. Now it is:
 WORLD CLASS COMPANY-
 Dedicated to excellence by leverage 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 and challenging experience for
our people.
 Strive for customer delight through quality products and
services.
 INTEGRATED IN ENERY BUSINESS-
 Focus on domestic and international oil and gas exploration

and production business opportunities.
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 Provide value linkages in other sector of energy business.
 Create growth opportunities and maximize shareholder
value.
 DOMINANT INDIAN LEADERSHIP-
 Retain dominant position in leadership in Indian petroleum

sector and enhance India’s energy availability.
ONGC OBJECTIVES
 Optimize production of hydrocarbons.
 Self-reliance in technology.
 Promoting indigenous effort in oil and gas related equipment,
material and services
 Assist in conservation of hydrocarbons, more efficient use
of energy and development of alternate sources of
energy.
 Develop scientifically oriented and technically competent
human resource through motivation and training.
SPECIALIZATION AREAS OF ONGC
 Geo chemical studies, Bio-stratigraphic analysis.
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 Basic evaluation, prospect generation & techno-economic
analysis.
 Formation evaluation and reservoir modeling.
 Estimation of reservoir and reserves.
 Application of secondary recovery and EOR techniques.
 Drilling operations including horizontal and drain hole.
 Well loading operations.
 Reservoir management.
 Design erection & maintenance of oil and gas production
installation.
 Artificial Lift design. Down whole completion system.
 Stimulation techniques.
 Long distance transportation of oil and gas.
 Erection and maintenance of oil sweetening plants.
 Corrosion studies in offshore structure.
 Training of manpower.
 Engineering and construction of offshore, platforms and
pipelines.
 Equipment management and quality assurance.
 Safety audits and environmental studies.
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MAJOR PRODUCTS OF O.N.G.C
 Crude Oil.
 Natural Gas.
 Liquefied petroleum Gas.
 Natural Gasoline.
 Ethane/Propane.
 Achromatic Naphtha.
 Superior Kerosene Oil.
ONGC AS “NAV RATAN COMPANY”
The liberalization of Indian economy and the consequent

drive of integration with world market have thrown up a
plethora of opportunities for ONGC to become globally
competitive and access global markets.
The Indian Government has identified ONGC as leading

‘Navratna’ (Nine Jewels). To support in its drive to become
Global giant by granting enhanced automation and delegation
of powers.
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The envisioned future of ONGC becoming a leading Global
energy company makes its imperative to move from the era
of sole ownership to partnership fostering the principal of
extending enterprise and adopts a growth strategy, which
resolve to:
 Rely on company skills & positional assets.
 Focus on core business areas.
 Opportunity specific diversification.
 Strategic alliance/joint venture with preferred partners.
 Market Focus: Domestic and overseas E & p, related and
other segment of energy sector.
 Ensure highest possible levels of customer satisfaction
through quality, service and values.
 Company promotion to achieve the image of most
preferred business ally/ service provider/ employer.
 Natural consequences of the above growth strategy for
both medium & long term would be that ONGC would
continue to access E&P business both in the domestic
and international sectors.
 Strive to reach out to opportunities specific related of
downstream sector, core competence service business,
energy and other sector in general.
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INDUSTRIALPROFILE OF ONGC
During the pre-independence period, the ASSAM oil company

in the Northeastern and at tock Oil Company in northwestern
part of the undivided INDIA was the only oil producing oil in
the country, with minimal exploration input. The major part of
INDIAN sedimentary basis was seemed to be unfit for
development of oil and gas resources.
In India, prospecting of oil started in upper Assam. Systematic

drilling for oil began in upper Assam in 1866. Oil was struck at
Makum, near Margherita at a depth of 36 meters on 26 th
March, 1867. In 1890; oil was discovered at Borbline (later known
as Digboi) in Assam. Before independence, oil (black gold) was
myth in India. After independence in 1954, the Ministry of
Natural Resources & Scientific Research decided to set up a
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separate Petroleum Explanatory Division in the Geological
Survey of India.
The Govt. of India in 1955 decided for setting up a separate
organization for Oil Exploration. Oil & Natural Gas Directorate
was established in 1956 & Dehradun was selected as the
headquarters of this Directorate. After that the Oil & Natural
Gas directorate was converted into a high powered
Commission on August 14, 1956.
On October 15, 1959 the Commission became a statutory

autonomous body by an act of the Parliament to take over
the activities of the Oil & Natural Gas Directorate.
The main function of Oil & natural Gas Commission subject

to provision of the act, were “To plan, promote, organize &
implemented program for development of Petroleum
Resources and the production sale of Petroleum & Petroleum
products produced by it, and to perform such other functions
as the Central Government may, from time to time, assign to
it. The act further outlined the activities and steps to taken
by ONGC in fulfilling its mandate.
1961-1990
17
Since its inspection ONGC has been instrumental in
transforming the country’s limited upstream sector into a
large viable playing field, with its activities spread throughout
India & significantly in overseas territories. In the inland
areas, ONGC not only found new resources in ASSAM but
also established new oil province. Combay basin (GUJRAT),
while adding new petroliferous areas in the ASSAM –
ARAKAN fold belt and east cost basins (both inland &
offshore).
ONGC went offshore in early 70’s and a giant oil field in the
form of BOMBAY high, now known as MUMBAI HIGH. The
discovery, along with subsequent discoveries of huge oil &
gas in western offshore changed the oil scenario of the
country. Subsequently, over 5 billion tones of hydrocarbons,
which were present in the country, were discovered. The
most important contribution of ONGC, however, is its self-
reliance & development of core competence in E&P activities
at a globally competitive level.
AFTER 1990
The liberalized economic policy, adopted by the government
of India in July 1991, sought to deregulate and de-license
the core sector (including petroleum sector) with partial
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disinvestments of government equity in public sector
undertaking and other measures. As a consequence thereof,
ONGC was re-organized as a limited company under the
companies act, 1956 in February 1994.
After the conversion of business of the erstwhile oil & natural

gas commission to that of oil & natural gas Corporation
limited in 1993, the government disinvested 2% of its shares
through competitive bidding. Subsequently, ONGC expanded its
by another 2% by offering shares to its employees.
During March 1999, ONGC (IOC) a downstream giant & gas
authority of Indian Limited (GAIL) - the only gas marketing
company, agreed to have cross holding in each other’s stock.
This paved the way for long term strategic alliances both for
the domestic & overseas business opportunities in the energy
value chain, amongst themselves. Consequent to this the
Government sold off 10% of its share holding in ONGC to
IOC & 2.5% to GAIL. With this the government holding in
ONGC came down to 84.11%.
In the year 2002-2003, after taking over MRPL from the A.V
Birla group, ONGC diversified in to the down stream sector.
ONGC will soon be entering in to the retailing business. ONGC
has also entered the global field through its subsidiary,
ONGC VIDESH LIMITED (OVL). ONGC has made major
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investment in Vietnam, Sakhalin & Sudan and earned its first
hydrocarbons revenue from its investment in Vietnam.
ORGANISATION CHART
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HUMAN RESOURCE IN ONGC
Human Resource is a very important asset for the success

of an organization. Every aspect of organizations’ activities is
determined by the competencies motivation, and general
effectiveness of the human resource of the particular
organization. The effective and efficient management and
development of this crucial asset of an organization is,
therefore, a very important factor for the survival and success
of an organization in a fast changing and competitive
environment. The development of human resource by
formulating progressive personnel policies and welfare
schemes has always been accorded the highest priority in
ONGC. The existing Human Resource Development Policies,
Compensation Package and Welfare Schemes are rated one
of the best in the industry. However, the continuous review
and assessment of the effectiveness of our Human Resource
Development Policies is necessary to meet the challenges of
the fast changing environment and maintaining our leading
position in the industry. It is a big challenges today how to
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utilize the unlimited potential of human resource and how to
fill in the gap between the desired and actual level of
performance of the employees.
HR Vision, Mission & Objectives
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 development of an empowered, responsive and
competent human capital.”
HR OBJECTIVE
 To develop and sustain core values.

 To develop business leaders for tomorrow.
 To provide job contentment through empowerment,
accountability and responsibility.
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 To build and upgrade competencies through virtual
learning, opportunities for growth and providing
challenges in the job.
 To enhance the quality of life of employees and their family.
 To inculcate high understanding of 'Service' to a greater
cause.
 HR Strategy
1. To meet challenging demands of the business

environment, focus of the HR Strategy is on change of
the employees’ ‘mindset’.
2. Re-engineering and redeployment for maximizing utilization
of HR potential.
3. To build and upgrade competencies through virtual
learning, opportunities for growth and providing
challenges in the job.
4. Re-strengthening mutual faith, trust and respect.
5. Inculcating a spirit of learning & enjoying challenges.
6. Developing Human Resource through virtual learning,
providing opportunities for growth, inculcating involvement
and exposure to benchmarking in performance.
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 Role Of HR
1. Alignment of HR vision with corporate vision.

2. Shift from support group to strategic partner in business
operations.
3. HR as a change agent.
4. Enhance productivity and performance by developing
employee competency and potential
5. Developing professional attitude and approach.
6. 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 bound initiatives.
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 CORE VALUES
A Task Force was constituted to Identify 5 core values in

ONGC along with their attributes and desired behavior
associated with them.
S.N Core Values Attributes and Desired Behavior on
o the job
1. Sense of Commitment, loyalty, sense of
Belonging ownership of the job and company
properties, improvements in
personal work area as a self
starter, ensuring quality in
individual work and value addition.
2. Integrity Personal/Professional integrity by
strictly abiding by rules &
regulations, processing/deciding
cases in an unbiased
/dispassionate way, sense of ethics
in behavior
3. Team Spirit Working in groups, trust &
openness, cooperation,
communication, sharing knowledge
and information, collective
learning, target consciousness,
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cost and quality consciousness.
4. Discipline Punctuality, work ethics, dress
code, self discipline as model to
others , enforcing discipline in a
fair and firm manner
5. Social Caring of society and environment,
Responsibility projecting a lofty image of ONGC
to society
SOURCES OF RECRUITMENT
The posts under the corporation shall be filled in by resorting to
one or more of the following methods:
a) Promotion of existing employees from the lower scales who
meet the prescribed standards
b) Direct recruitment from outside candidates or through Press
Advertisement in Employment News, National Dailies or
local News Paper, as the need be or through internal
induction by issue of internal advertisement / circular for
employees who meet the prescribed qualification, job
specifications, subject to any instructions issued by the
central Government in this regard from time to time.
c) Through Employment Exchange as per provisions of the
Employment Exchange (compulsory Notification of
Vacancies) Act, 1959.
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d) Deputation from Central/State Governments or Public Sector
Enterprises.
e) Recruitment of person declared as surplus by the
Government and other public Enterprises, etc.as per
directives of Central Government.
METHOD AND PRINCIPLES OF RECRUITMENT

 LEVEL OF RECRUITMENT
Recruitment is generally made at the lowest of the grades in
various cadres / groups as indicated below, but can also be
made in higher grades, whenever considered necessary by
the management.
CATEGORY GRADE SCALE(IDA) Rs

(a) Workmen
i) Un-Skilled W-0 3750-2.5%-5450
ii) Semi-Skilled W-2 4700-3%-9010
iii) Skilled / W-4 5800-3%-10790
Ministerial S-1 7900-3.5%-13700
(b) Supervisor E-2 8600-250-13400
(c) Executive E-2A 10750-300-16750
 Direct Recruitment from outside :

28
When a post is to be filled in by direct recruitment, including
recruitment from the sources indicated at items (b) to (e) under
Rule 4 above, the governing principle shall be to secure the
services of the candidates most suitable to the post(s). To achieve
this objective, the method of recruitment shall be:
1. To invite applications by open advertisement given full
information regarding the nature and duties of the post,
qualifications, experience and age limits, prospects of
promotion and other relevant information.
2. Where direct recruitment is resorted to. Existing employees
of the Corporation (including its projects/units) may also
apply for the post (s) advertised in the press, provided they
fulfill the prescribed requirements. Relaxation in the
qualifications / experience of internal candidates may be
considered by the Appointing Authority.
3. To prescribe where necessary, written competitive
examination, test and/or oral examination by means of
interview of candidates by a Selection Committee to be
constituted by the Chairman / General Manager / Chief
Engineer / Chief Project Manager / Project Administrator
depending upon the status of the post .
4. The Selection Committee will arrange the names of selected
candidates in order of their merit and the Appointing
29
Authority will make appointments in that order , unless for
any special reasons , to be recorded, it is found necessary
that order in any particular case. Panel of selected
candidates (kept in reserve), which normally shall not
exceed 50% of the number of advertised vacancies, will
remain alive for a period of one year.
 CLARIFICATIONS
Demand draft of Rs. 300/- as registration amount and

examination fee for General and OBC Candidates and a demand
draft of Rs. 30/- as registration amount for SC/ST/Physically
Challenged candidates. SC/ST & PC candidates are required to
submit a self-attested copy of Caste/Disability certificate on
prescribed format for Central Government along with Demand
Draft. Non-refundable Demand Draft should be made in favor of
F&AO (Cash), ONGC payable at SBI, Tel Bhavan Branch, (Code-
1576), Dehradun. No other mode of payment would be accepted.
 RECRUITMENT BY DEPUTATION
When a post is to be filled in by deputation, no organization will

normally be approached to lend a particular officer by name, but
such relevant particulars will be supplied to the concerned
30
organization as will enable it to suggest name / names of suitable
persons for the posts (s) in question.
The deputation period will not normally be allowed to exceed the
limits prescribed by the Department of Public Enterprises from
time to time various categories of posts.
In the cause of each deputation’s, the management will decide
with in a period of one year from the date of appointment or at
least threes months before expiry of the deputation period,
whichever is later, whether the deputation’s has to continued on
deputation, absorbed or reverted.
The retirement and other benefits such as Seniority, leave,
Provident Fund, Gratuity, etc. to be allowed to deputation’s on
absorption shall be regulated as per the provisions in the
“Guidelines for Absorption of Deputation’s” appended in
Annexure-3 to these Rules.
 APPOINTMENT BY PROMOTION
Rules relating to promotion of employees will be laid down

separately by the Corporation.
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 EXTENT OF RECRUITMENT
Recruitment shall be in adherence to the overall manpower

budget for the year.
INTRODUCTION
32
HRP (Human Resource Planning) helps determine the number
and type of people an organization needs. The next logical step is
to hire the right number of people of the right type to fill the jobs.
Hiring involves two broad groups of activities.
1. Recruitment
2. Selection
Before coming to details of “Recruitment”, it is useful to note that
hiring, contrary to popular perception, is an ongoing process and
not confined to the formative stages of an organization. Employee
leaves the organization in search of greener pastures- some retire
and some die in the saddle. More importantly, an enterprise
grows, diversifies, take over other units-all necessitating hiring of
new men and women.. Infect, the hiring function stops only when
the organization cease to exist.
RECRUITMENT
33
Recruitment is understood as the process of searching for and
obtaining applicants for jobs, from among whom the people can
be selected. A formal definition of recruitment is that it is the
process of finding and attracting capable applicants for
employment. The process begins when their application are
submitted.
In simple terms, recruitment is understood as the process of

searching for and obtaining applicants for jobs, from among whom
the right people can be selected.
A formal definition of recruitment is, “it is the process of finding

and attracting capable applicants for employment. The process
begins when new recruits are sought and ends when their
applications are submitted. The result is a pool of applicants from
which new employees are selected”.
As Yonder and other points out
“Recruitment is a process to discover the sources of manpower to

meet the requirements of the staffing schedule and to employee
effective measures for attracting that manpower in adequate
34
numbers to facilitate effective selection of an efficient working
force. Accordingly, the purpose of recruitment is to locate sources
of manpower to meet job requirements and specifications.
FILLIP views: - “it is a process of searching for prospective

employees and stimulating and encouraging them to apply for
jobs in an organization”.
An analysis of these definitions reveals the following features of

recruitment
1. The basic purpose of recruitment is to locate the source

required to meet job requirements and attracting such
people to offer them for employment in the organization
2. Recruitment is a positive function as it seeks to develop a

pool of eligible persons from which most suitable ones can
be selected.
3. Recruitment is a two-way process. It takes a recruiter and a

recruit, as recruiter has a choice that to recruit or not
similarly the prospective employee can choose for which
organization to apply for a job.
4. Recruitment is a process or a series of activities rather then

a single act or event.
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5. Recruitment is an important function as it possible to acquire
the number and type of persons necessary for the continued
functioning of the organization.
PURPOSE AND IMPORTANCE
The general purposes of recruitment are to provide a pool of

potentially qualified job candidates. Specifically, the purpose
is to:-
1. Determine the present and future requirements of the

organization in conjunction with the personnel planning
and job analysis activities.
2. Increase the pool of job candidates with minimum cost.
3. Help increase the success rate of the selection process by

reducing the number of obviously, under qualified or
overqualified applicants.
4. Help reduce the probability that job applicants, once

recruited and selected, will leave the organization only after
a short period of time.
5. Meet the organization’s legal and social obligation regarding

the composition of its workforce.
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6. Start identifying and preparing potential job applicants who
will be appropriate candidate.
7. Increase organization and individual effectiveness in the

short and long term.
8. Evaluate the effectiveness of various recruiting technique

and sources for all type of job applicants.
Recruitment Process
37
The ideal recruitment programme is the one that attracts a
relatively large number of qualified applicants who will
38
survive the screening process and accept position with the
organization, when offered. Recruitment programmes can
miss the ideal in many ways, by failing to attract an adequate
applicant pool, by under/over selling the organization, or by
inadequately screening applicants before they enter the
selection process. Thus, to approach the ideal, individuals
responsible for the recruitment process must know how
many and what type of employees are needed, where and
how to look for individuals with the appropriate qualification
and interests, what inducement to use (or avoid) for various
type of applicant groups, how to distinguish applicants who
are unqualified from those who have a reasonable chance of
success, and how to evaluate their work.
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RECRUITMENT POLICY
Policy is the guidelines for action. Once the policy is laid, down it
will be easy for the manager to work out the plans and
programmes and implement the same with out referring to top
management often and seeking their guidance repeatedly. This
will save time, effort and money.
Recruitment policy can be of two type:-
 General policy – on recruitment express top mgt. Philosophy
on recruitment like equality and fairness in this process.
 Specific process – on the other hand lay down polices on
recruitment sources like internal or external recruitment
procedure like type of advertisement.
Advantage of recruitment policies are given below:-

1) Provide formal statement of corporate thinking.
2) Establishing consistency in application of polices over a
period of time.
3) Offer guidelines to managers for taking action.
40
4) Improve communication & secure co-operation from
employees.
5) Provide criteria for performance evaluation of persons
involved in recruitment
6) Build employees enthusiasm & loyalty & increase their
confidence.
A good recruitment policy must contain these elements.
Organization’s objective:-
Both the short-term and long-term objective are taken into

consideration as a basic parameter for recruitment decisions and
needs of the personnel-area-wise, job-family-wise.
Identification of the recruitment needs:-
To take decision regarding the balance of the qualitative

dimensions of the recruits i.e. the recruiters should prepare profile
for each category of workers and accordingly work out the man
specification decide the sections, department or branches where
they should be placed and the particulars responsibilities which
may be immediately assigned to them.
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Preferred sources of recruitment: -
Which source would be tapped by the by the organization e.g. for

skilled or semi-skilled manual workers. Internal source and
employment exchange preferred, for highly specialized categories
and former, may be utilized.
Criteria of selection and preferences: -
These should be based on conscious though and serious

declaration in other, management may take the unilateral
decision.
The cost of recruitment policy in its broadest sense involves a

commitment by the employees to such general principles as:-
1. To find employ the best qualified person for each job.
2. To retain the best and most promising of those hired.
3. To offer promising opportunities for life time working career.
4. To provide programs and facilities for personnel growth on

the job.
Following are the principles of recruitment policy

●To find & employ the best qualified person for each job.
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 To retain the best & the most promising ones.
 To offer promising careers and security.
 To provide facilities for personal growth on skill and

knowledge.
 To be compatible with public policies.
METHODS OF RECRUITMENT
Method of recruitment depends on the source of recruitment most

important of them are:-
 Cost
 Effectiveness
The method adopted must be such that, it is capable of attracting

maximum number of potential candidates. In addition it must
involve optimum cost.
Methods of recruitment may be:-
43
RECRUITMEN
T
INTERNAL EXTERNAL
SOURCES SOURCES
a. Internal Sources
b. External Sources
1) Internal Source Search:-

 Posted on Bulletin/notice Boards of the organization.
 Through memos circulated among the shop supervisor.
 Advertisement in the in house employee
magazine/bulletins/ handouts.
 Others methods like “word-of-mouth” and / or “who-you-
know” system.
 Perusal of records/ P>C data bank.
2) External Source Search
The external source search consists of a number of methods

44
a) Direct Method - It consists of following
 Scouting
 Campus recruitment
 Casual callers/unsolicited applicants
b) Indirect Method
 Advertisement
 Employees trade association/clubs
 Professional association
 Reputed other firm
c) Third party method
Following are the important third party methods in recruitment
 Public employment agencies

 Private employment agencies
 Placement cells in schools and colleges
 Temporary help service
 Management consultant
 Professional bodies/ association
 Computer data bank
 Voluntary organization
45
Complexity of the function of recruitment
Performing the function of recruitment, i.e. the selection ratio is
not as easy as it seems to be. This is because of hurdles created
by the internal factor and external factors, which influence an
organization. The first activity of recruitment i.e. searching for
prospective is affected by many factors like.
 Organizational policy regarding filling up of certain
percentage of vacancies by internal candidate.
 Local candidates
.
 Influence of trade union.
 Influence of recommendations and nepotism etc.
SELECTION
The process of choosing the most suitable candidate for a job

from among the available applicants is called selection. Selection
is the most important stage of employment as the concept of ‘the
right candidate for the right position’ takes its final shape here.
As Yoder states, “The hiring process is of one or many ‘go, no-

go’ gauges. Candidates are screened by the application of these
tools. Qualified applicants go on to the next hurdle, while the
unqualified are eliminated.”
46
The selection process in an organization depends on the
organization‘s strategy and objectives, the tasks and responsibility
of the job and qualifications, experience and characteristics
required in an individual to perform these tasks and
responsibilities successfully.
ELEMENTS IN SELECTION PROCESS
 Organizational objectives
 Job design / Job description
 Job specification
 Competency modeling
 Selection
47
STEPS IN SELECTION PROCESS
 Resumes/CVs Review
 Initial Screening Interview
 Analysis the application Blank
 Conducting Tests and Evaluating Performance
 Preliminary Interview
 Core and Departmental Interviews
 Reference Checks
 Job Offer
 Medical Examination
 Placement
48
49
Factors influencing effectives selection
One of the factors that influence the effectiveness of selection

process is the number of recruits per job or per opening or what is
called “the selection ratio” the greater the number of recruits per
opening in the pool, the greater will be scope for choosing right
and potential persons.
Another factor that influences the process of selection is the

character and ethical standards of the selector. If his ethical
standards are high i.e., if he is not prone to corruption, favoritism
or nepotism, then new employees are like to be selected properly
and on merit. But if he is lured by these considerations, then it
would fail the selection process.
The selection process is also affected by the limits and

constraints imposed by the organization or its employment
specialist such as the budget sanctioned reservation policy or any
other affirmative program etc.
50
LIMITATAION OF THE STUDY
1. The problem discussed was more is technical terms, thus

was difficult to comprehend.
2. Views of only few members could be included because of

time limitation.
3. Difficulty to attend the employees due to time
4. Specified area
5. Limited sample size
51
RESEARCH METHODOLOGY
RESEARCH FORMULATION
The research to be conducted can be formulated as:-
“A detail study on Recruitment and Selection process followed by

ONGC”
RESEARCH OBJECTIVES
To study the recruitment and selection process in ONGC.

1. To analyze the awareness level of employees regarding
recruitment and selection process of the company.
2. To study and analyze the recruitment and selection policy in
ONGC and its effects on the employees with reference to
executive and staff.
3. To assess whether the recruitment and selection policy in
ONGC have been effective in acquiring and maintaining
efficient manpower.
52
RESEARCH DESIGN
Descriptive Research has been used in order to conduct the

study.
DATA COLLECTION METHOD
I took the help of primary and secondary data to achieve the

objective of my project, which include:-
Primary Data
 Observation
 Questionnaire
Secondary Data
 Websites
 Transcripts of Books
 Journals
 Handouts
Hypothesis
We have taken the hypothesis as – that the recruitment &
selection procedure at ONGC is effective and time bound.
Research Methodology
The project was carried out through –
 Questionnaire
 Interviews / Discussions with selected respondents).
53
Research Design
The objective of the problem will be the main focus of research

design and to ensure that data collected is relevant to the
objectives. The right source of data collection, sampling & data
trimming will be pivotal to the research. The design will be
descriptive in nature.
SAMPLE SIZE
Sampling Method : - Non-Probability Sampling

(Convenient Sampling)
Sample Unit : - HR Personnel
Geographical Location : - DEHRADUN
Sample size : -100
SAMPLE
The whole universe was studied to fulfill the objectives of studying

the effectiveness of recruitment process at ONGC, DEHRADUN.
54
METHODS OF DATA COLLECTION
The executives of HR were put through a questionnaire &

personal discussion for data collection. Both primary & secondary
data are used.
PRIMARY SOURCE OF DATA COLLECTION –

 QUESTIONNAIRE
 INTERVIEWS
 OBSERVATIONS
SECONDARY SOURCE OF DATA COLLECTION –

 Profile of Sahara
 Magazines
 Manuals
 Brochures
The questionnaire was designed after a review of the existing

recruitment system. The questions were arranged in a sequence
to avoid confusion & misunderstanding.
Other features considered were –
 To make questions as concise as possible.
 To use words that is simple & familiar.
In order to ascertain the correctness of the information given by

the employees some counter check questions were given in the
questionnaire & they were also personally interviewed.
55
MAIN SAMPLE = 100
NON RESPONDENT = 10
SAMPLE SIZE = 90
SIGN TEST
To check that the training provided by the company to it

employees are sufficient
Sample size=100
Non respondent=10
HOP=success rate HOQ=failure rate
69 21
Stating hypothesis recruitment process is satisfactory
PHo=0.5
Hypnotized proportion of the population feel the recruitment is
satisfactory .
QHo=0.5
Hypnotized proportion of the population feels that the recruitment

process is unsatisfactory.
Hop=69/90=0.766(proportion of success in the sample)
HoQ=21/90=0.233(proportion of failure in the sample)
Calculation of standard error:
S.dp=∫pq/n
= ∫(0.5*0.5/90 =0.0027
56
Significance level 95% value=1.96
Findings the limits of the acceptance region for null hypothesis
s.dp=0.0025
pHo+1.96(SDp)=0.5+(1.96)(.0027)
=0.5052(upper limit)
Pho-1.96(SDp) = 0.5-(1.96)0(.0027)
=-0.4947(lower limit)
Acceptance Region
-1.96 +1.96
-0.4947 +0.5052
Critical Region
-1.96 +1.96
FIGURE
57
INTERPRETATION: The value falls in acceptance region the null
hypothesis is accepted, so it can conclude that the recruitment
process of ONGC is satisfactory.
DATA ANALYSIS
AND
INTERPETATION
Data Analysis & Interpretations
After collecting the data from the respondents the next step was
to analyze it & interpret it. The data was analyzed & interpreted by
the help of some graphs. The interpretation was done Question
wise & is as follows:-
58
Questionnaire
1. Do you think the Recruitment & Selection process in ONGC,
DEHRADUN is clear to me?
a) Strongly agree b) Agree c) Slightly Agree
d) Disagree
S. Recruitment & Selection Responden

No. process in ONGC, ts
DEHRADUN is clear to me
1. Strongly agree 50 %
2. Agree 40 %
3. Slightly Agree 5%
4. Disagree 5%
Most of the respondents are in favor that the Recruitment and

Selection process is clear to me.
59
2. Methods used in recruitment & selection process are
satisfactory?

d) Disagree
S. Methods used in recruitment Responden

No. & selection process are ts
satisfactory
2. Agree 62 %
3. Slightly Agree 13 %
4. Disagree 0%
Most of the respondents agree to the point that Process of

Recruitment and Selection is satisfactory where as only 25 %
respondents strongly agree that this process is satisfactory. Yet
most of the respondents are in favor that it needs improvement to
become the best system in Recruiting potential candidates.
60
3. More emphasis should be given to the internal sources
of selection for various posts?

d) Disagree
S. More emphasis should be Responden

No. given to the internal sources ts
of selection for various posts
2. Agree 25 %
4. Disagree 12 %
Majority is in favor that more emphasis should be given to the

internal sources of selection for the various posts. But there are
few people who favor that fresh blood should be allowed within
the Organization.
4. Campus recruitment for reporters and anchors should
only be done through premier institutes?
61
d) Disagree
S. Campus recruitment for Responden

No. reporters and anchors should ts
only be done through premier
institutes
2. Agree 25 %
4. Disagree 11 %
Majority of the respondents are in favor of recruiting from premier

institutes so as to get the cream. And less amount is spend on
their training and development. But still few people are their who
believe recruiting from other institutes also.
5. Recruitments should be done on the basis of
suggestions and recommendations made by the existing
staff?
62
d) Disagree
S. Recruitments should be done Responden

No. on the basis of suggestions ts
and recommendations made
by the existing staff
2. Agree 50 %
4. Disagree 25 %
75 % of the respondents are in favor of recruiting on the

recommendation of existing staff as they know the company
requirements better then anyone else as a result they can
suggest the best match this will save cost encured by the
company on recruitment.
6. Campus recruitment makes the process easier for the
organization?
63
d) Disagree
S. Campus recruitment makes Responden

No. the process easier for the ts
organization
2. Agree 13 %
4. Disagree 37 %
63 % of the Respondents believe that campus Recruitment

makes recruitment process easier for the organization to some
extent where as 37 % of the respondents do not agree that
campus recruitment makes recruitment process easy.
64
7. Effective HRP greatly facilitates the recruiting efforts?

d) Disagree
S. Effective HRP greatly Responden

No. facilitates the recruiting efforts ts
1. Strongly agree 45%
2. Agree 40%
4. Disagree 5%
Effective HRP definitely facilitates the recruitment process as

HRP is the first step to be taken care in Recruitment. This has
been proved by the research as 45% of the respondents strongly
believe that effective HRP facilitates the recruitment efforts. And
rests 40 % also agree to this point, 10% slightly agree, and 5% is
disagreeing.
65
8. The organization recruitment notices should be more
descriptive to stimulate the new talent?
d) Disagree
S. The organization recruitment Responden

No. notices should be more ts
descriptive to stimulate the
new talent
2. Agree 37 %
4. Disagree 13 %
Majority is in favor that Recruitment Notices should be more

descriptive so as to give clear picture of the job to the applicants
in order to ensure the right candidate to the right job combination.
Where as 13 % of the respondents disagree with the statement
and favor that recruitment notice should not be descriptive.
9. Recruitment at entry level should be given on contract
with reputed HR consultancies?
66
d) Disagree
S. Recruitment at entry level Responden

No. should be given on contract ts
with reputed HR
consultancies.
2. Agree 40 %
4. Disagree 4%
All the respondents are in favor that recruitment at entry level

should be outsourced to reputed HR consultancies as this will
save company cost and time and they will even get potential
candidates.
10. Recruitments at higher post should be done exclusively by

internal sources?
67
d) Disagree
S. Recruitments at higher post Responden

No. should be done exclusively by ts
internal sources
2. Agree 25 %
4. Disagree 0%
Every respondents favor that recruitment at higher level should be

done by internal sources only as existing employees know the
company and given their day and night and company can rely on
them and ideally they are the first one to get preference for the
vacancies within the company.
11. The current Recruitment and selection process fulfills the

company objective?
68
d) Disagree
S. The current Recruitment and Responden

No. selection process fulfills the ts
company objective
2. Agree 50 %
4. Disagree 0%
Current recruitment policy is sufficient in fulfilling the company

objective but we are operating in cut throat competition and need
up gradation each time to survive and get edge over others.
69
12. The rate of recruitment and selection should be in proportional
to the actual need within the organization?

d) Disagree
S. The rate of recruitment and Responden

No. selection should be in ts
proportional to the actual
need within the organization
2. Agree 50 %
4. Disagree 6%
Recruitment and Selection process should be in proportion with

the actual need of the company so as to avoid excess of
employee inflow within the company and respondents also favour
this as this saves employee retention cost to the company.
70
13. The policies for selection through promotion need to be
modified?
d) Disagree
S. The policies for selection Responden

No. through promotion need to be ts
modified
2. Agree 30 %
4. Disagree 5%
Majority is in favour that promotion policies of ONGC,

DEHRADUN need to be modified as now with the changing
Business Environment new methods of promotion has come into
picture and many of them is very effective like 360 Degree
Appraisal System. And this will also play important role in
employee motivation.
14. The percentage policies of promotion in ONGC, DEHRADUN
are satisfactory?
71
d) Disagree
S. The percentage policies of Responden

No. promotion in ONGC, ts
DEHRADUNare satisfactory
2. Agree 25 %
4. Disagree 13 %
62% of the respondents strongly believe that Percentage Policy of

Promotion in ONGC, DEHRADUN are satisfactory. On the
Contrary 13 % are not in their favour.
72
15. The actual practice of promoting executive is fair?

d) Disagree
S. The actual practice of Responden

No. promoting executive is fair ts
2. Agree 38 %
4. Disagree 0%
Respondents to some extent or strongly agree to the point that

Actual practice of Promoting Executives in company is fair
enough.
73
16. Any suggestion you would like to give for improving
recruitment and selection process in your companies?
……………………………………………………………………………
……………………………………………………………………………
……………………………………………………………………………
74
CONCLUSION
REQUIREMENT
‘Necessity is the mother of Invention’ this is true everywhere. In
the study first of all I tried to find out the cause of the process of
Recruitment and Selection.
I got the answer from employees that here in ONGC major cause
for the process is its Expansion Program as ONGC is growing
vastly. Few other reasons are Resignation and Replacement
vacancy. Retirement hardly takes place here.
From the survey it can be concluded that efforts were made to

select the knowledgeable and skilled person then emphasis is
given for experienced person. But outcome is not always the
same as desired. Till now candidates selected in ONGC,
DEHRADUN are more work Experienced with knowledge.
75
SUGGESTIONS
1. The Campus recruitment must be done to infuse fresh talent

and save on costs.
2. Successful planning, potential appraisal, job rotation to be
given weight age to facilitate recruitment from internal
source.
3. Re-engineering the human resource information system with
an emphasis on recruitment.
4. A constant research must be held to update the recruitment
& selection process.
5. Every detail should be in black and white including all HR
policies so as to provide a complete picture of the process.
6. There should be constant feedback from executives or
employees bench marking in order to have a check on
recruitment process.
7. Newly selected candidate who has come from competitor
companies must be asked about recruitment and selection
procedure followed in their companies.
8. Exit interviews must be held so as to trace any inefficiency in
the recruitment & selection procedure and also to know
about employees grievances.
76
9. There should be long term career planning which should be
implemented in order to increase the effectiveness in
77
RECOMMENDATION
Keeping in view my findings during my work, I am providing

certain recommendation, in hope that they will be appreciated and
some of them can be adopted to achieve better results
1. Decentralization of HR should be done & the capabilities of the

HR professionals should be relied upon.
2. The Campus recruitment must be done to infuse fresh talent

and save on costs
3. The system of recruiting executives should be reviewed and

improved upon at definite intervals.
4. Too much time is taken in the recruitment and selection

procedures which may result in loss of capable candidates to
competitors and is also a burden on costs.
5. Every detail should be in black and white including all HR

policies so as to provide a complete picture of the process.
6. A system to know what is happening in competition is also

needed.
7. Campus recruitment to be only means of recruiting fresher’s.
78
8. Successful planning, potential appraisal, job rotation to be
given weight age to facilitate recruitment from internal source.
9. There should be need-based improvisation.
10. Too much stress and rigidity on joining formalities even some
of the formalities are outdated.
11. Re-engineering the human resource information system with

an emphasis on recruitment.
12. A constant research must be held to update the recruitment

& selection process.
13. There should be constant feedback from executives or

employees bench marking in order to have a check on
14. Newly selected candidate who has come from competitor

companies must be asked about recruitment and selection
procedure followed in their companies.
15. Exit interviews must be held so as to trace any inefficiency in

the recruitment & selection procedure and also to know about
employees grievances.
79
16. Dedicated HR executive to work on this including other
developmental activities – not involved in IR.
17. There should be long term career planning which should be

implemented in order to increase the effectiveness in
80
REFERENCES
 Some websites
 Market research
 Company officials
 ICFAI books
APPENDICES
81
QUESTIONNAIRE
1. Do you think the Recruitment & Selection process in ONGC,

DEHRADUN is clear to me?
Strongly agree Agree Slightly Agree Disagree
2. Methods used in recruitment & selection process are

satisfactory?
3. More emphasis should be given to the internal sources of

selection for various posts?
4. Campus recruitment for reporters and anchors should only be

done through premier institutes?
5. Recruitments should be done on the basis of suggestions and

recommendations made by the existing staff?
6. Campus recruitment makes the process easier for the

organization?
82
7. Effective HRP greatly facilitates the recruiting efforts?
8. The organization recruitment notices should be more

descriptive to stimulate the new talent?
9. Recruitment at entry level should be given on contract with

reputed HR consultancies?
10. Recruitments at higher post should be done exclusively by

internal sources?
11. The current Recruitment and selection process fulfills the

company objective?
12. The rate of recruitment and selection should be in proportional

to the actual need within the organization?
13. The policies for selection through promotion need to be

modified?
83
14. The percentage policies of promotion in ONGC, DEHRADUN

are satisfactory?
15. The actual practice of promoting executive is fair?
16. Any suggestion you would like to give for improving

recruitment and selection process in your companies?
……………………………………………………………………………
……………………………………………………………………………
……………………………………………………………………………
……………………………………………………………………………
…
84
BIBLIOGRAPHY
www.google.com
www.ongc.com
www.yahoo.com
www.wikipedia.com
Magazines
85

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A FINAL REPORT

SUBMITTED BY: SUBMITTED TO:

SUBMITTED BY: SUBMITTED TO:

Report submitted in partial fulfillment of the requirements of MBA

The satisfaction and euphoria that accompany a successful

As an integral part of the curriculum , I student of M.B.A , needed

to get exposed to the actual human resources environment to

get a better understanding of Human Resources Management by

way of undergoing practical training.

I consider myself fortunate enough that I had an opportunity to get

The research work aims at identifying the facility management at

An attempt was also made to project the services provided to the

To know the recruitment and selection process in ONGC,

 To know that the procedure of recruitment.

Oil & Natural Gas Corporation Limited (ONGC) is one of the

“To be a world class oil and natural gas Company

Earlier ONGC’s Mission was “to stimulate, continue and

 WORLD CLASS COMPANY-

 Dedicated to excellence by leverage competitive advantages

 INTEGRATED IN ENERY BUSINESS-

 Focus on domestic and international oil and gas exploration

 DOMINANT INDIAN LEADERSHIP-

 Retain dominant position in leadership in Indian petroleum

SPECIALIZATION AREAS OF ONGC

 Geo chemical studies, Bio-stratigraphic analysis.

ONGC AS “NAV RATAN COMPANY”

The liberalization of Indian economy and the consequent

The Indian Government has identified ONGC as leading

During the pre-independence period, the ASSAM oil company

In India, prospecting of oil started in upper Assam. Systematic

On October 15, 1959 the Commission became a statutory

The main function of Oil & natural Gas Commission subject

After the conversion of business of the erstwhile oil & natural

Human Resource is a very important asset for the success

HR Vision, Mission & Objectives

 To develop and sustain core values.

1. To meet challenging demands of the business

1. Alignment of HR vision with corporate vision.

HR Parameters have been incorporated in the MOU by

A Task Force was constituted to Identify 5 core values in

METHOD AND PRINCIPLES OF RECRUITMENT

CATEGORY GRADE SCALE(IDA) Rs

 Direct Recruitment from outside :

Demand draft of Rs. 300/- as registration amount and

When a post is to be filled in by deputation, no organization will

Rules relating to promotion of employees will be laid down

Recruitment shall be in adherence to the overall manpower

and type of people an organization needs. The next logical step is

Hiring involves two broad groups of activities.

Before coming to details of “Recruitment”, it is useful to note that

hiring, contrary to popular perception, is an ongoing process and

not confined to the formative stages of an organization. Employee

leaves the organization in search of greener pastures- some retire

and some die in the saddle. More importantly, an enterprise

grows, diversifies, take over other units-all necessitating hiring of

the organization cease to exist.

In simple terms, recruitment is understood as the process of

A formal definition of recruitment is, “it is the process of finding

As Yonder and other points out

“Recruitment is a process to discover the sources of manpower to

FILLIP views: - “it is a process of searching for prospective

An analysis of these definitions reveals the following features of

1. The basic purpose of recruitment is to locate the source

2. Recruitment is a positive function as it seeks to develop a