CORPORATE MISSION

To achieve international standards of excellence in all aspects of energy and diversified business with focus on customer delight through value of products and services, and cost reduction.

To maximize creation of wealth, value and satisfaction for the stakeholders. To attain leadership in developing, adopting and assimilating state-of-the-art technology for competitive advantage. To provide technology and services through sustained Research and Development. To foster a culture of participation and innovation for employee growth and contribution. To cultivate high standards of business ethics and Total Quality Management for a strong corporate identity and brand equity. To help enrich the quality of life of the community and preserve ecological balance and heritage through a strong environment conscience.

VISION A major diversified, trans - national, integrated energy company, with national leadership and a strong environment, conscience, playing a national role in oil security and public distribution.

VALUES Indian Oil nurtures the core values of Care, Initiative, Passion and Trust across the organization in order to deliver value to its stakeholders.

Care - stands for Concern Empathy Understanding Cooperation Empowerment

Innovation stands for Creativity Ability to Learn Flexibility Change

Passion - stands for Commitment Dedication Pride Inspiration Ownership Zeal and Zest Trust - stands for Delivered Promises Reliability Dependability Integrity Truthfulness ransparency

CORPORATE CITIZENSHIP Contributing to the welfare of communities in which it operates is a natural element of IOCLs activities. IOCL continues its unstinted efforts to clean environment and scientific development of oil wells as also support the government relief measures in natural calamities.

The company and its employees have lived up to the responsibilities as Corporate Citizens and have playing their role in the times of crisis in the country.

ORGANIZATION STRUCTURE IN IOCL

HUMAN RESOURCES AT PIPELINE DIVISION IOCL

The primary objectives of Personnel Department are as under: 1) Design and develop an organizational structure with well defined relationships commensurate with the business plans and corporate strategies.
2) Promote and develop cooperative attitude amongst employees by fostering harmonious

relations at all levels and inculcate a sense of belonging. 3) Evolve progressive and pragmatic personnel policies, procedures and practices and ensure its uniform interpretation and judicious implementation.

4) Develop the capability and proficiency of employees and their advancement through appropriate training and continuous knowledge updations to face corporate challenges and new technologies. 5) Promote and inculcate the culture of employees participation in management. 6) Ensure compliance of social and statutory obligations and Government directives. 7) Inculcate productivity consciousness amongst employees. 8) Administration of Electronic Performance Management System and Productivity Incentive Schemes. 9) Change agent to new initiatives FUNCTIONS 1) STAFFING Manpower Planning Determine the organizational structure and optimize manpower to effectively meet Companys objective. Job Description Personnel Records Promotion Transfer 2) PERSONNEL MAINTAINENCE Motivation Performance Appraisal Recreation

Communication Employee amenities canteen, clubs etc. Safety Medical Services Security
3) DEVELOPING THE HUMAN RESOURCES

Induction and apprentice training Training and developments of employees 4) INDUSTRIAL RELATIONS Productivity bargaining Grievance Handling Discipline Administration Providing joint consultative machinery-Joint Management Councils 5) COMPENSATION Wage and Salary surveys and controls Negotiations Incentives/bonus
6) PERSONNEL POLICY and PLANNING

Defining Organizational goals, Policy guidelines and strategies Formulating and implementing Personnel Policies

Significant HR Policies 2010-11 of IOCL comprise of: An exercise Vision to reality undertaken in association of M/s &Co to develop a business

model prioritizing the present and future value drivers. A landmark initiative was taken to use graduate aptitude test in Engineering (GATE) for

recruitment of engineers and the common Law Admission Test (CLAT-2011) score for recruiting legal professionals. During the year 2010-11, 579 executives were recruited. A strategy meet resulted in constitution of an interdivisional committee for giving

recommendations for strengthening of the ePMS system, reviewing the appraisal hierarchy and suggesting system improvements. Subsequently fresh role profiling has been done for all the officers and changes implemented. Pay revision for workmen has been implemented as per DPE policy for unionized workers. A Board committee has been constituted for Corporate Social responsibility, to monitor and

administer CSR activities in Indian Oil. The number of Indian Oil Academic scholarships has been increased from 450 to 2600 per year for student pursuing professionals degree courses, the monthly scholarship amount has been hiked to Rs.3000 per year. The Indian Oil Rural mobile Healthcare scheme which envisages providing primary health

care to villages near our Kisan seva kendras in the states of Maharashtra, Gujarat, Orissa, Bihar, Jharkhand Rajasthan, Uttar Pradesh And North-Eastern states has been initiated. IPM conducted programs for non finance executives in middle grade sin association with Online PRMS Software

U21, Global Universities, Singapore.

PLHO, Noida has developed software for Retired employees for Online PRMS reimbursement claim through internet. (www.indianoilpipelines.in) The following are the main features of the Software:1) Online Reimbursement of Medical Claims: Retired employees can make the following type of medical reimbursement claims through software: 1) Domiciliary Claim every six months ( Self Certification) 2) Domiciliary Claim for Chronic Option 3) Reimbursement for tests above Rs 1000.00 / Biennial Health Check Up 4) Hospitalization Bill reimbursement

2) Facility to change self-address:Following self details can be changed by the employees Online: 1) Contact details like Residential address, mobile, telephone no. and email id. 2) Bank Details 3) Dependent details. 4) Reimbursement Option Domiciliary / Chronic 5) Payment Office PLHO, WRPL, ERPL Request for changes by the employee will be affected by the concerned Payment Offices after receipt of supporting documents wherever required.

REWARDS AND RECOGNITION AT PIPELINE HEAD OFFICE

Recognizing the achievers for their outstanding performance is a cautious process, which indeed, is reward and motivation to them. Indian Oil (Pipeline Division) employees who demonstrated Indian Oils Core Values of Care, Innovation, Passion and Trust in conducting them, in work performance or even beyond work assignments were short listed and felicitated on the Indian Oil Day on September 1, 2008. The achievers were rewarded at All India and Regional levels. The list of such achievers mostly comprised teams or a group of employees exhibiting the team spirit in full play in Pipelines installations for achieving the outstanding performance in the work area. The virtuous list of winners has always been compiled as an inspiration to others for achieving yet higher level of performance and excellence. While selecting the winners, such dimensions as creativity and innovation, extraordinary feat in the work area, enhancement of efficiency and productivity improvements in their work front were considered as criteria for evaluation. The scheme will be a tool for enhancement in operations and maintenance of over 10,000 km network of pipelines to serve in more businesslike manner to its customer. A large number of employees in Pipeline Division are engaged round the clock for smooth operation of petroleum pipelines, ensuring specification and timely supply of crude oil and petroleum products to various locations spread across the country. Besides, a substantial number of employees are working in the areas of Maintenance, Construction, Projects, Materials, Technical Services, Finance, Human Resources etc. In this competitive business scenario, it is imperative to identify the achievers and give timely recognition and reward to them in order to motivate and encourage such talents. Rewarding the

stakeholders for their performance would help generate goodwill and motivate them to continue their outstanding performance on a sustainable basis.

REWARD AND RECOGNITION SCHEME:

This is a two-tier Recognition Scheme for outstanding achievement by employees in Pipeline Division, for demonstrating Core Values of Indian Oil viz. Care, Innovation, Passion and Trust.
1) Regional Level: - A Regional Level committee comprising Regional Head, HR Head

and Finance Head of the Region shall evaluate the extraordinary feat achieved by the employee concerned. The committee shall award marks based on the criteria. The regional level committee shall send their recommendation along with score sheets for both regional and all India level reward to the all India level committee.

2) All India Level: - A central committee comprising Functional Heads ( Operations,

Projects, Finance and HR) at Pipelines Division Head Office (PLHO) shall evaluate the extraordinary feat achieved by the employees concerned at PLHO, Construction, Projects ( India and Overseas) and review the recommendations of the regional level committees.