ABOUT

ONGC

ONGC is an Indian Multinational Oil and Gas Company Headquartered at Dehradun and Regd Office at New Delhi.
One of the largest Asia-based Oil and Gas Exploration and Production Companies, and produces around 77% of India's Crude Oil equivalent to around 30% of the country's total demand. Sales Income for the Financial Year 2012 is Rs.76,130 Crore and Net Profit is Rs.25,123 Crore and adjudged Highest Profit making Company in India. has been ranked 357th in the Fortune Global 500 list of the World's Biggest Corporations for the Year 2012. It is also among the Top 250 Global Energy Company. Was founded on 14 August,1956 by the Indian State, which currently holds a 74.14% equity stake. Is involved in exploring for and exploiting Hydrocarbons in 26 Sedimentary Basins of India, and owns and operates over 11,000 kilometers of pipelines in India. Its international subsidiary ONGC Videsh currently has projects in 15 Countries.

INTRODUCTION TO

EMPLOYEE ENGAGEMENT

No proper definition to employee engagement.

It can be said that it is a measurable degree of an employee's positive or negative emotional attachment to his job, colleagues and organization which profoundly influences his willingness to learn and perform at work. Different from employee satisfaction, motivation and organizational culture. According to the academic literature by Schmidt et al. (1993), "an employee's involvement with, commitment to, and satisfaction with work. Employee engagement is a part of employee retention."

OBJECTIVE

of the STUDY

To determine the level of involvement and commitment of employees of ONGC, towards growth of ONGC, what various components and factors decide and lead to it, and what efforts ONGC could make to ensure better engagement.

RESEARCH

METHODOLOGY

Collection of Data:1. Primary Data- Survey through Questionnaire Method 2. Secondary Data- Annual Reports, PAR Rules, ONGC Communications- ONGCREPORTS.NET
Sample Size- 250 Research Design- Exploratory Research Sampling Method- Simple Random Sample Sample Area- Dehradun Data Analysis Method- 5 Point Likert Scale

DATA ANALYSIS

AND
INTERPRETATION

8%

5%

9%

Strongly Disagree Disagree Neutral

41%

37%

Agree Strongly Agree

Interpretation: From the above pie chart, 49% of the respondents are satisfied with ONGCs infrastructure, while almost 51% of them are not satisfied with the infrastructure.

1%3% 23% 19%

Strongly Dis agree Dis agree Neutral Agree Strongly Agree

54%

Interpretation: Around 77% of respondents on average agree that they had enough opportunities at work to learn and grow during last year.

21%

3%

3% 23%

Strongly Dis agree Dis agree Neutral Agree Strongly Agree

50%

Interpretation: Around 71% we can see of the respondents say that their superiors do take valuable advice or suggestions from them in departmental decision-making.

50% 26%

Strongly Dis agree Dis agree Neutral Agree Strongly Agree

68%

5% 1%

18%

Interpretation: Around 68% of respondents say that their new, creative ideas and ways of thinking are well appreciated and taken into due consideration, and even implemented by ONGC.

16%

8%

8% S.Dsagree Disagree Neutral 23% Agree S. Agree

45%

Interpretation: It is clear that 61% of employees say that they adequately receive training programs, and the rest do not quite agree.

10, 4%

20, 7% 41, 15% Strongl y Di s agree Di s agree Neutral Agree Strongl y Agree

99, 36%

107, 38%

Interpretation: Most of the employees i.e. 74% strongly agree to working usually past their timeline i.e. 9:30 to 5:30. But they are very much able to have equal balance between their personal and professional life nevertheless.

1% 4% 31%

17%

S.Dsagree Disagree Neutral Agree S.Agree

47%

Interpretation: From above, it is clear that almost all the respondents i.e. 78% agree that they are able to balance their both personal and professional life successfully.

0% 1% 10% S.Dsagree Disagree Neutral 58% 31% Agree S.Agree

Interpretation: A strong 89% of the respondents agree to being getting respect in the society for being an employee in ONGC.

a)

The employees at ONGC are highly engaged because of the salary and other benefits that they get. Employees are able to communicate with their supervisors/bosses and subordinates and are allowed to share their views during decisionmaking process.

b)

c)

ONGC ensures a good and healthy work-life balance.

There are hardly few employees who leave ONGC. Employees get immense respect for being associated with ONGC. Training is provided based on availability rather than on the need to acquire job specific skills. Promotion of employees is time bound and given based on the targets achieved laid down by their managers/bosses, and not tenure based.

d)

e) f)

g)

1)

Sample size was inappropriate and large with the total no. of employees. It was difficult to have the sample size of the huge no. of employees in ONGC. As a result, it took considerable amount of time and energy during distribution and collection of the questionnaire. In few cases the respondents felt minor difficulties in filling up the questionnaire, which were later on discussed. It was difficult to collect and comprehend all the information about HR Policies and techniques followed by ONGC.

2)

3)

4)

5)

Not all the respondents were very co-operative as some of them thought that filling the questionnaire was wastage of their time.
Due to busyness some of the respondents were unable to give sufficient time.

CONCLUSION

AND
RECOMMENDATIONS

Provide training programs based on specific Job 360 degree PAR System Improve Infrastructure of ONGC to meet expectations Better Management / Employee Relationship Decision-Making Process Succession Planning

FOR EMPLOYEES:

They They They They They

should focus more on Contribution should be responsible while holding others accountable should be strong should own their work must avoid the if only

BIBLIOGRAPHY

The Executive Guide to Understanding and Implementing Employee Engagement Programs, Patrick L. Townsend and Joan E. Gebhardt Understanding the Dynamics of Employee Engagement and Disengagement, Carol Nadlonek Human Resource Management, K Aswathappa, Tata McGraw-Hill Publishing, 2012, (9th Edition).

(B) JOURNALS:
HRM Review (In-house Publication)-ONGC, 2010-11

(C) INTERNET SITES:

1)

2)
3) 4)

http://en.wikipedia.org/wiki/employee_engagement www.ongcindia.com www.ongcreport.net www.google.com