PROJECT REPORT ON

EFFECTIVENESS OF SELECTION AND RECRUITMENT PROCESS IN ONGC

FOR THE PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE DEGREE OF MASTERS OF BUSINESS ADMINISTRATION
UTTARANCHAL INSTITUTE OF TECHNOLOGY (Approved by AICTE, Affiliated to Uttrakhand Technical University)

SUBMITTED TO:
Ms. SHILPI MITTAL FACULTY U.I.T.

SUBMITTED BY:
KISHORE SINGH M.B.A UIT (2010-2012).

CERTIFICATE

I have the pleasure in certifying that Mr.Kishore Singh is a bonafide student of semester of the MASTER'S Degree in Business Administration of Uttaranchal Institute Of technology, Dehradun underclass roll no. 22 He has completed his summer training project entitled EFFECTIVENESS OF SELECTION AND RECRUITMENT PROCESS IN ONGC under my guidance. I certify that this is his original effort and has not been copied from any other source. This project has also not been submitted in any other university for the purpose of award of any degree. The project fulfills the requirement of the curriculum prescribed by UTTARAKHAND TECHNICAL UNIVERSITY, Dehradun for the said course. I recommend this project work for evaluation. Signature: Name: Date:

STUDENT DECLARATION
This project report has been under taken as a partial fulfillment of the requirement of the award of the degree of the Master of Business Administration Uttarakhand Technical University, Dehradun. This project was executed during 3rd Sem. of MBA program under the supervisions of Ms. Shilpi Mittal. Further I declare that this project is my original work and the analyses are for academic purpose only. This project has not been present in any seminar or submitted.

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 MS. SHILPI MITTAL, Uttranchal Institute of Technology, (Dehradun), for her guidance and motivation, which is pivotal in completion of my summer training 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.

KISHORE SINGH

TABLE OF CONTENTS
1. Acknowledgement 04 2. Abstract 3. Introduction 3.1) Objective ..................... 3.2) Need of the study......................................................... 3.3) Company profile . 3.4) Industrial profile . 3.5) Limitation 4. Methodology ... 4.1) Data Collection .. 4.2) Sample Size 5. Findings and suggestions 6. Conclusion ...... 7. Suggestions.................................................................................. 8. Recommendations .. 9. References 10. Appendices 10.1 Questionnaire . 10.2 Bibliography... . ...06

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.

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.

INTRODUCTION

OBJECTIVE

To know the recruitment and selection process in ONGC, Dehradun.

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.

COMPANY PROFILE

Oil & Natural Gas Corporation Limited (ONGC) is one of the worlds largest integrated exploration and production companies, having the right expertise and in exploration, drilling ocean technology, reservoir studies, of

engineering

technology-dorm of

over 4 decades

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. ONGC is ranked among top 20 oil companies in the world and is ranked 1 st 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 profitmaking corporation in India.
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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 ONGCs Mission was to stimulate, continue and accelerate exploration efforts to develop and maximize the contribution of hydrocarbons to the economy of the country.

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.

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 INTEGRATED IN ENERY BUSINESS Focus on domestic and international oil and gas exploration and production business opportunities. 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 Indias 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. Basic evaluation, prospect generation & techno-economic analysis.
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 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.

MAJOR PRODUCTS OF O.N.G.C

Crude Oil. Natural Gas. Liquefied petroleum Gas. Natural Gasoline. Ethane/Propane. Achromatic Naphtha. Superior Kerosene Oil.
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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.

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.

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 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 26th 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 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.

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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
Since its inspection ONGC has been instrumental in transforming the countrys 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 70s 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
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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 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 others 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
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global field through its subsidiary, ONGC VIDESH LIMITED (OVL). ONGC has made major investment in Vietnam, Sakhalin & Sudan and earned its first hydrocarbons revenue from its investment in Vietnam.

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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 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 companys human capital and providing opportunities for growth, well being and enrichment".

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HR MISSION To create a value and knowledge based organization by inculcating a culture of learning, innovation with and team working of employees and aligning to

business capital.

priorities of an

aspiration

leading

development

empowered, responsive

and competent human

HR OBJECTIVE 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 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.

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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.

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.No Core Values Attributes and Desired Behavior on the job 1. Sense of Belonging Commitment, loyalty, sense of

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, cost and quality consciousness. 4.
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Discipline

Punctuality, work ethics, dress code,

self

discipline as model to others ,

enforcing discipline in a fair and firm manner 5. Social Responsibility Caring of society and environment, 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. 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.

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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 (a) Workmen i) Un-Skilled ii) Semi-Skilled iii) Skilled / Ministerial (b) Supervisor (c) Executive

GRADE

SCALE(IDA) Rs

W-0 W-2 W-4 S-1 E-2 E-2A

3750-2.5%-5450 4700-3%-9010 5800-3%-10790 7900-3.5%-13700 8600-250-13400 10750-300-16750

Direct Recruitment from outside :

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
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(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 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, (Code1576), Dehradun. No other mode of payment would be accepted.

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 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 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 deputations, 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 deputations 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 deputations on absorption shall be regulated as per the provisions in the Guidelines for Absorption of Deputations 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
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.

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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
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.
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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 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 organizations legal and social obligation regarding the composition of its workforce. 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.

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Recruitment Process

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The ideal recruitment programme is the one that attracts a relatively large number of qualified applicants who will 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. 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.

Organizations objective:-

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Both the short-term and long-term objective are taken into consideration as a basic parameter for recruitment decisions and needs of the personnelarea-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.

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.
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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.

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.

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Methods of recruitment may be:-

RECRUITMENT

INTERNAL SOURCES

EXTERNAL 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.

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2) External Source Search The external source search consists of a number of methods 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

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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. The selection process in an organization depends on the organizations strategy and objectives, the tasks and responsibility of the job and
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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

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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

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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.

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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

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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.

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:-

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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).

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 Sampling) Sample Unit
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: - Non-Probability Sampling (Convenient

: - 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.

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.

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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.
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 69 HOQ=failure rate 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
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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 Critical Region

+0.5052

-1.96 FIGURE

+1.96

INTERPRETATION: The value falls in acceptance region the null hypothesis is accepted, so it can conclude that the recruitment process of ONGC is satisfactory.

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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:-

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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. No. 1. 2. 3. 4.

Recruitment & Selection process in ONGC, DEHRADUN is clear to me Strongly agree Agree Slightly Agree Disagree

Respondent s 50 % 40 % 5% 5%

Strongly Agree Agree Slightly Agree Disagree

Most of the respondents are in favor that the Recruitment and Selection process is clear to me.

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2. Methods used in recruitment & selection process are

satisfactory?
a) Strongly agree Disagree S. No. 1. 2. 3. 4. b) Agree c) Slightly Agree d)

Methods used in recruitment & selection process are satisfactory Strongly agree Agree Slightly Agree Disagree

Respondent s 25 % 62 % 13 % 0%

Methods used in recruitment & selection process are satisfactory

13%

0%

25%

62%

Strongly agree

Agree

Slightly Agree

Disagree

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.

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

selection for various posts?

a) Strongly agree Disagree b) Agree c) Slightly Agree d)

S. No. 1. 2. 3. 4.

More emphasis should be given to the internal sources of selection for various posts Strongly agree Agree Slightly Agree Disagree

Respondent s 49 % 25 % 14 % 12 %

More emphasis should be given to the internal sources of selection for various posts

12% 14% 49%

25%

Strongly agree

Agree

Slightly Agree

Disagree

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.

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4. Campus recruitment for reporters and anchors should only be done through premier institutes?
a) Strongly agree Disagree S. No. 1. 2. 3. 4. b) Agree c) Slightly Agree d)

Campus recruitment for reporters and anchors should only be done through premier institutes Strongly agree Agree Slightly Agree Disagree

Respondent s 37 % 25 % 27 % 11 %

Campus recruitment for reporters and anchors should only be done through premier institutes.

11% 37% 27%

25%

Strongly agree

Agree

Slightly Agree

Disagree

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.

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5. Recruitments should be done on the basis of suggestions and recommendations made by the existing staff?
a) Strongly agree Disagree S. No. b) Agree c) Slightly Agree d)

1. 2. 3. 4.

Recruitments should be done on the basis of suggestions and recommendations made by the existing staff Strongly agree Agree Slightly Agree Disagree

Respondent s

25 % 50 % 0% 25 %

Recruitments should be done on the basis of suggestions and recommendations made by the existing staff

25%

25%

0%

50%

Strongly agree

Agree

Slightly Agree

Disagree

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.

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6. Campus recruitment makes the process easier for the organization?

a) Strongly agree Disagree b) Agree c) Slightly Agree d)

S. No. 1. 2. 3. 4.

Campus recruitment makes the process easier for the organization Strongly agree Agree Slightly Agree Disagree

Respondent s 37 % 13 % 13 % 37 %

Campus recruitment makes the process easier for the organization

37%

37%

13%

13%

Strongly agree

Agree

Slightly Agree

Disagree

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.

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7. Effective HRP greatly facilitates the recruiting efforts?

a) Strongly agree Disagree S. No. 1. 2. 3. 4. b) Agree c) Slightly Agree d)

Effective HRP greatly facilitates the recruiting efforts Strongly agree Agree Slightly Agree Disagree

Respondent s 45% 40% 10% 5%

Strongly Agree Agree Slightly Agree Disagree

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.

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8. The organization recruitment notices should be more descriptive to stimulate the new talent?
a) Strongly agree Disagree S. No. b) Agree c) Slightly Agree d)

1. 2. 3. 4.

The organization recruitment notices should be more descriptive to stimulate the new talent Strongly agree Agree Slightly Agree Disagree

Respondent s

37 % 37 % 13 % 13 %

The organization recruitment notices should be more descriptive to stimulate the new talent

13% 13% 37%

37%

Strongly agree

Agree

Slightly Agree

Disagree

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.

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9. Recruitment at entry level should be given on contract with reputed HR consultancies?

a) Strongly agree Disagree S. No. 1. 2. 3. 4. b) Agree c) Slightly Agree d)

Recruitment at entry level should be given on contract with reputed HR consultancies. Strongly agree Agree Slightly Agree Disagree

Respondent s 50 % 40 % 6% 4%

Strongly Agree Agree Slightly Agree Disagree

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.

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10. Recruitments at higher post should be done exclusively by internal sources? a) Strongly agree Disagree S. No. 1. 2. 3. 4. b) Agree c) Slightly Agree d)

Recruitments at higher post should be done exclusively by internal sources Strongly agree Agree Slightly Agree Disagree

Respondent s 37 % 25 % 38 % 0%

Recruitments at higher post should be done exclusively by internal sources

0% 38% 37%

25%

Strongly agree

Agree

Slightly Agree

Disagree

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.

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11. The current Recruitment and selection process fulfills the company objective? a) Strongly agree Disagree S. No. 1. 2. 3. 4. b) Agree c) Slightly Agree d)

The current Recruitment selection process fulfills company objective Strongly agree Agree Slightly Agree Disagree

and the

Respondent s 25 % 50 % 25 % 0%

The current Recruitment and selection process fulfills the company objective

25%

0%

25%

50%

Strongly agree

Agree

Slightly Agree

Disagree

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.

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12. The rate of recruitment and selection should be in proportional to the actual need within the organization? a) Strongly agree Disagree b) Agree c) Slightly Agree d)

S. No.

1. 2. 3. 4.

The rate of recruitment and selection should be in proportional to the actual need within the organization Strongly agree Agree Slightly Agree Disagree

Respondent s

40 % 50 % 4% 6%

Strongly Agree Agree Slightly Agree Disagree

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.

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13. The policies for selection through promotion need to be modified? a) Strongly agree b) Agree c) Slightly Agree Disagree S. No. 1. 2. 3. 4. The policies for selection through promotion need to be modified Strongly agree Agree Slightly Agree Disagree Respondent s 60 % 30 % 5% 5%

d)

Strongly Agree Agree Slightly Agree Disagree

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.

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14. The percentage policies of promotion in ONGC, DEHRADUN are satisfactory? a) Strongly agree b) Agree c) Slightly Agree d) Disagree

S. No. 1. 2. 3. 4.

The percentage policies of promotion in ONGC, DEHRADUNare satisfactory Strongly agree Agree Slightly Agree Disagree

Respondent s 62 % 25 % 0% 13 %

The percentage policies of promotion in Sahara India Media are satisfactory

0%

13%

25% 62%

Strongly agree

Agree

Slightly Agree

Disagree

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.

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15. The actual practice of promoting executive is fair? a) Strongly agree Disagree S. No. 1. 2. 3. 4. b) Agree c) Slightly Agree d)

The actual practice of promoting executive is fair Strongly agree Agree Slightly Agree Disagree

Respondent s 37 % 38 % 25 % 0%

The actual practice of promoting executive is fair

25%

0% 37%

38%

Strongly agree

Agree

Slightly Agree

Disagree

Respondents to some extent or strongly agree to the point that Actual practice of Promoting Executives in company is fair enough.

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16. Any suggestion you would like to give for improving recruitment and selection process in your companies?

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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.

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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. 9. There should be long term career planning which should be implemented in order to increase the effectiveness in recruitment process.

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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 freshers. 8. Successful planning, potential appraisal, job rotation to be given weight age to facilitate recruitment from internal source.

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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 recruitment process.

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. 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 recruitment process.

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APPENDICES
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? Strongly agree Agree Slightly Agree Disagree

3. More emphasis should be given to the internal sources of selection for various posts? Strongly agree Agree Slightly Agree Disagree

4. Campus recruitment for reporters and anchors should only be done through premier institutes? Strongly agree Agree Slightly Agree Disagree

5. Recruitments should be done on the basis of suggestions and recommendations made by the existing staff? Strongly agree Agree Slightly Agree Disagree

6. Campus recruitment makes the process easier for the organization? Strongly agree Agree Slightly Agree Disagree

7. Effective HRP greatly facilitates the recruiting efforts? Strongly agree Agree Slightly Agree Disagree

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8. The organization recruitment notices should be more descriptive to stimulate the new talent? Strongly agree Agree Slightly Agree Disagree

9. Recruitment at entry level should be given on contract with reputed HR consultancies? Strongly agree Agree Slightly Agree Disagree

10. Recruitments at higher post should be done exclusively by internal sources? Strongly agree Agree Slightly Agree Disagree

11. The current Recruitment and selection process fulfills the company objective? Strongly agree Agree Slightly Agree Disagree

12. The rate of recruitment and selection should be in proportional to the actual need within the organization? Strongly agree Agree Slightly Agree Disagree

13. The policies for selection through promotion need to be modified? Strongly agree Agree Slightly Agree Disagree

14. The percentage policies of promotion in ONGC, DEHRADUN are satisfactory? Strongly agree Agree Slightly Agree Disagree

15. The actual practice of promoting executive is fair? Strongly agree Agree Slightly Agree Disagree

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16. Any suggestion you would like to give for improving recruitment and selection process in your companies?

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BIBLIOGRAPHY

www.ongc.com Annual reports and Journals www.ongcindia.com www.forbes.com

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