SINGALE 1-24.cdr - ONGC

Insights on performance
Director (Human Resource)
A K Balyan
The seed of sustainability is sown within the organization by nurturing a healthy and happy team. We presently employs
32826 people and considers them the prime source which sustains its operations and drives its growth. We live up to the
onus of developing and retaining employees who propel organizational success, by sharing a common vision and
acknowledging their immense contribution.
Three fourths of our employees are executives with specialized skills. This is necessary for a knowledge organization,
where the importance of skills and competencies are accentuated. This special character of our workforce is a competitive
edge as it presents the opportunity for outsourcing in low technology areas of work and allows us to focus on building and
nurturing core competencies.
Our initiatives on sustainability issues in human resources are as follows:
Strategy for having the right employee age profile
Many of our employees (about 21% of our executives) will be reaching their retirement age soon and we are working on a
retirement succession plan. This plan would ensure a smooth transition to deploy manpower resources and skills. The
aggressive workforce induction at the entry level (about 25 years age) will continue to be pursued at least for next 10 years.
This will help to realign the age profile of our employees.
To maintain the correct age balance for field operations, we have embarked upon the innovative “tenure base”
engagement policy. This scheme requires successive short (4 years) tenure engagement of workers up to the age of 45.
We have 1700 tenure based workers engaged in the area of field operations that have not only reduced the age profile
considerably, but have also helped raise operational efficiency.
We have taken several employee retention measures which has led to a decrease in the attrition rate. We are taking this a
step further and have recently launched an initiative to bring back our separated employees.
Diversity and equal opportunity
We ensure that all individuals are accorded equal opportunities to develop knowledge, skills and competencies that are
relevant to the job, he or she performs. We recruit employees with diverse background covering SC, ST, and OBC,
minorities as well as those who are specially challenged. Gender equality is one area where we have stressed upon leading
to strict compliance with the law relating to equal remuneration. Women representation as part of the work force in the
Indian E&P industry is inherently low. We have 6.1% women representation in our organisation, across all hierarchical
levels covering major disciplines in technical and non-technical areas. We have evolved a working environment that is
devoid of gender discrimination or bias. Other gender supportive and nurturing initiatives include focused training and
development programs for women and the setting up of the Women Development Forum.
Employee training and development
Our main training objective is to have sufficiently and adequately proficient manpower – an essential requirement for
sustainable growth. Knowledgeable and experienced employees are our biggest asset. We have a number of world-class
training institutes, such as the ONGC Academy, Dehradun, The School of Maintenance Practices, the Well Control School
and Institute of Petroleum Safety Health and Environment Management (IPSHEM), Goa. We also extend collaboration with
premier Indian and international institutes for the benefit our employees.
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