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ONGC HR POLICIES HR Vision, Mission & Objectives HR Vision "To build and nurture a world class Human capital

for leadership in energy business". HR Mission "To adopt and continuously innovate best-in-class HR practices to support business leaders through engaged, empowered and enthused employees".

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. HR Parameters of MoU for 2009-2010 Mentoring and coaching HR Audit Engagement Survey Continuous professional education credit course for finance executives of ONGC.

A Motivated Team HR policies at ONGC revolve around the basic tenet of creating a highly motivated, vibrant & self-driven team. The Company cares for each & every employee and has in-built systems to recognise & reward them periodically. Motivation plays an important role in HR Development. In order to keep its employees motivated the company has incorporated schemes such as Reward and Recognition Scheme, Grievance Handling Scheme and Suggestion Scheme. Incentive Schemes to Enhance Productivity Productivity Honorarium Scheme Job Incentive Quarterly Incentive

Reserve Establishment Honorarium Roll out of Succession Planning Model for identified key positions Group Incentives for cohesive team working, with a view to enhance productivity

Training & Development An integral part of ONGCs employee-centred policies is its thrust on their knowledge upgradation and development. ONGC Academy, previously known as Institute of Management Development (IMD), which has an ISO 9001 certification, along with 7 other training institutes, play a key role in keeping our workforce at pace with global standards. ONGC Academy, is the premier nodal agency responsible for developing the human resource of ONGC. It also focuses on marketing its HRD expertise in the field of Exploration & Production of Hydrocarbons. ONGCs Sports Promotion Board, the Apex body, has a Comprehensive Sports Policy through which top honours in sports at national and international levels have been achieved.

Transforming The Organization ONGC has undertaken an organization transformation exercise in which HR has taken a lead role as a change agent by evolving a communication strategy to ensure involvement and participation among employees in various work centers. Exclusive workshops and interactions/brainstorming sessions are organized to facilitate involvement of employees in this project. Participative Culture Policies and policy makers at ONGC have always had the interests of the large and multi-disciplined workforce at heart and have been aware of the nuances and significance of cordial Industrial Relations. By enabling workers to participate in management, they are provided with an Informative, Consultative, Associative and Administrative forum for interactive participation and for fostering an innovative culture. In fact, ONGC has been one of the few organizations where this method has been implemented. It has had a positive impact on the overall operations since it has led to enhanced efficiency and productivity and reduced wastages and costs.

A Model Corporate Citizen Respect and dignity are the key values that underline the relationship ONGC has with its human assets. Conscious about its responsibility to society ONGC has

evolved guidelines for Socio-Economic Development programmes in areas around its operations all over the country. Health Care and Family Welfare Education Community Development Promotion of Sports and Culture Calamity Relief Development of Infrastructural Facilities Development of the Socially & Economically Weaker Sections of Society Benefit and Welfare Sports Around 150 sportspersons including 95 international level performers are on the rolls of ONGC representing your Company in 15 different games. ONGC hosted the ONGC Nehru Cup International Invitational Tournament during 2007-08. Chess Queen Koneru Humpy was conferred with Padmashri and Badminton ace Chetan Anand received the Arjuna Award. Reigning World Billiards Champion Pankaj Advani retained his title after an 'all ONGC Final' in which Dhruv Sitwala was the Runner-up Arjuna Awardee Virender Sehwag became the first Indian and third cricketer to score two triple Test centuries. Your Company won the Petroleum Minister's PSPB Trophy for Overall Best Performance in 2007-08 for the fifth year in succession Corporate Social Responsibility ONGC is spearheading the United Nations Global Compact - World's biggest corporate citizenship initiative to bring Industry, UN bodies, NGOs, Civil societies and corporate on the same platform. During the year, your Company has undertaken various CSR projects at its work centres and corporate level. Women Empowerment Women employees constitute about 5% of ONGC's workforce. Various programmes for empowerment and development, including programme on gender sensitization are organized regularly.

Lg Hr Policies LG has a On Line Recruitment Management System. Under this prospective candidates visit our website and can directly register their CV for any position listed on the site. Similarly all consultants are also required to post their CV thru this site. As a result duplication of CV is immediately identified and not accepted. The CV then comes to the data bank and for short listing/ screening both the functional users and HR dept has got the rights. Once a candidate is rejected, immediately an information goes to the consultant or the candidate. In case the candidate is selected for interview then the information goes for finalization of interview at specified date and time. This speeds up the whole process as it does the initial screening of the vital parameters in terms of age, qualification, experience etc. LG also asks the candidates to undergo Psychometric tests which throws up the complete profile of the person. Keeping in view the Organizational Requirements of mindset, we look into the aspect of organizational fit and decide whether the person shall fit into the system or not. Negative Interview is conducted to assess whether the candidate would be able to survive the organizational stress at different levels. The company has regular line meeting at the manufacturing lines in the factory with the workers to discuss and solve their problems then and there. Morning meeting are also the norm at LG where the whole team gets together to motivate each other. LG has come up with the unique concept of Pizza Meetings where the whole departments meets up for a pizza treat and discusses issues in an informal setting. HR melt-ins is also a regular feature at LG where the HR department meets up with the employee having a problem and their immediate senior to solve issues. Apart from the above, a host of facilities are provided to the employees to make feel as comfortable and much a part of the LG family as possible. All employees are given pick & drop facility and are served breakfast, lunch and dinner. Workers get a chance to take a half day break on request to come up with the innovation of the day, so as to make the production process more efficient. Team slogan shouting is done every morning to motivate workers. World renown six sigma training is provided to all employees. The blue collar employees are given English coaching classes and at the end of every month one employee gives a speech in English in front of MD and gets an incentive for the same. Another unique point in LG is the Joyful Working 5 programme at LG. To accelerate and strengthen the Culture at LGEIL a survey was conducted, which mainly focused on the monotony employees are facing at work and the boredom they are undergoing. Therefore, company came up with the new campaign which not only helped the company creating the compelling future, but also build the culture of striving for Number one position in the industry always. This Campaign was named as JW5 (i.e. Joyful working 5) Joyful Working 5 was mainly based on 5 Key factors our organization needed to focus upon. These core factors were Stress, Communication, Leadership, Target setting and working hours.