PROJECT REPORT

ON

FUNCTIONING OF
PERSONNEL DEPARTMENT
IN
KINETIC COMMUNICATIONS
LIMITED

GUIDED BY: submitted

by:
Mr. MILIND SHRINGEWAR Ambika thakur
Mrs. BHAKTI ISHWAR SUKHEJA
Mr. UMESH POTE

INDEX
 About KCL
 Recruitment

 Selection

 Induction Program

 Confirmation of Service

 Performance Evaluation

 Training & Development

 Facilities & Benefits

1. Medical Benefit
2. Quality Medical Reimbursement
3. Maternity Leave
4. LTA
5. ESIC Scheme
6. Employee Linked Deposit Insurance
7. Lunch/dinner,snacks & tea facility
8. Late sitting food allowance scheme
9. Local traveling Reimbursement

 Conveyance Rules

 Outdoor Duty

 Foreign Travel Policy

 Leave Rules

 Compensatory Off

 Annual Paid Holidays

 Salary Administration

 Factory’s Act,1948

 ID Act,1947

 Provident Fund

 Gratuity

 Disciplinary Procedures
 ACKNOWLEDGEMENT

We would like to thanks the Management team of Kinetic

Communications limited and their team members who co-operate with us to
complete this project.

Also we would like to thanks to Mr. Milind Shringewar-

Manager – HR & Admin and his team member for their true guidance and support
they gave us whenever needed.
 KINETIC PHILOSOPHY

There is nothing which can’t be improved upon

No feat that can’t be bettered , all is taken in a restless prodding mind

Are there any more sound areas to be pushed

More unknown yet to be conquered ,

A mind that never paused,

Except to ask itself that one daunting question,

WHAT NEXT!!!
 KINETIC PROFILE

Late Shri H.K Firodia-

Founder of kinetic group of companies .he was a man who independently laid
the foundation of present India automobile industry .

Mr Arun Firodia, son of Mr. H.K Firodia , leads the kinetic group . kinetic
has become pioneers in providing services to customer in the Indian automobile
industry era has attain a turnover exceeding 1000 crores . we have collaborated with
numerous fortune 500 companies all over the world like Daewoo and Hyundai from
south korea , Scraky technique of Switzerland and Zahnradfabric Friedrichschafenn
from Gremany.

We believe in creativity, quality along with ontious progress in products and

our people. The count on virtues like honesty, integrity and aim to provides on aim
where such committed is created.

KCL

KCL is a part of Firodia group of companies dealing with

Electronics Manufacturing products

 Electronics assemblies such as Capacitor Discharge Ignition (CDI) units,

Regulators, Rectifiers, Regulator cum Rectifier , flasher, PCB Design &
Assembly etc.

It supplies various electronic manufacturing products to

leading worldwide automotive, auto ancillary and non – automotive engineering
companies worldwide. It provides range of services in Engineering and Design center
located in Pune to global engineering companies for “Design Through
Manufacturing” requirements using CAD/CAE platforms.

DISCIPLINARY PROCEDURES
 Misconduct:

During employment with the company if employees are involved or

found guilty of dishonesty , negligence, indiscipline or involved in criminal cases /
activities or of any conduct considered detrimental to interest of the company or
of violation of one or more terms of employment it would amount to breach of
agreement and will be liable for disciplinary action including termination of
services without notice .

 Confidentiality:

The employees have to treat all information received by them during the
course of employment with the company as confidential .he shall not either during
his employment or thereafter divulge to any unauthorized person, any ideas or
any other information concerning the business and affairs of the company or any
of its dealing, transaction, trade affairs, trade secrets, which come to his
knowledge during the course of his employment or use any of the same for his
own benefit.

 Safeguarding company’s property:

Employees are responsible of safeguarding tools, equipments,

instruments, books etc. and all other company property kept in employee
possession .In case of damage of property the company reserves right to deduct
the money of all such value from employees or take disciplinary actions.

 Material Gate Pass:

• To carry any company property/documents/books etc. outside the company
premises.

• To carry any company’s movable property out of company premises,

material gate pass (available at stores) has to be filled and signed by
respective HOD and the stores incharge.

• Similarly, while bringing personal belongings inside the company

,employees are supposed to show the material to the security while
bringing inside (to avoid any inconvenience later while taking inside.)
 In-Out Record Register:

• Employee not been given swiping card ,must sign in time and out time during
beginning of the shift and after the shift ends in-out register at the gate.
• In case of non-availability of electronic power must sign on the gate register
to make the entries for their in card.

 Identity Card:

• All employees including field employees are required to display their identity
card while they are in company premises .The field employees are required to
display their id card while in the field also.

 No Smoking:

• KCL Company has been declared as no smoking zone. Smoking is prohibited

inside the company premises.

INDUCTION PROGRAM

 Aim of induction program:

• To welcome new employees “kinetic family” and to familiarize them with their
work condition and environment in a relaxes and family manner.

• Arrange and scheduled all participants in induction program and ensure that
all employment forms are completed and submitted.

• Meet new employees to discuss employment terms and condition along with
the contents of the intranet / office manuals ,provide information on work
hours ,lunch periods , over time policy , smoking policy, appropriate dress
and security monitors.

• Explain organization chart.

• Tour facility, including rest rooms, vending machines, cafeteria, copying

machines, parking and smoking areas.

• Introduce employees to supervisor and team.

 CONFIRMATION OF SERVICE

• The purpose of probationary period is to allow time for employee to

demonstrate satisfactory or skills in the performance of the work requirement
and expectations of the position. The probationary period is also intended to
afford the employee on opportunity to become adapted and the work required,
to the department and to determine whether he or she will continue the position.

• A probationary review shall be conducted annually .The supervisor will make a

written evaluation of the employees performance. The evaluation shall be
discussed and shared with the employee and then it will be send to HR.

• Upon successful completion of the probationary period an employee

will be given confirmation letter that he or she has satisfactorily completed
the probationary period.

PERFORMANCE APPRAISAL

• Annual performance evaluation of each KCL employee based upon mutually

agreed written criteria consistent with the position description. The procedure
includes a self evaluation and will include a personal and a written review ,as
well as summary of performance for the year based on these criteria. The
employer being evaluated shall sign the evaluation indicating he or she has
read the document.

• An opportunity for the employee being evaluated to comment on his or her

achievements and organizational contributions.

• Identification of any areas of outstanding performance.

• Identification of any areas needing improvement

• Identification of objective for the employee next performance period.

• Opportunity for response by the employee the date of the evaluation will be
documented and maintained in a format suitable for review by the appropriate
HOD .Original evaluation shall be maintained in the employee’s personal file
and HRD.
 FACILITIES AND BENEFITS:

MEDICAL BENEFITS

 The Reliance Insurance Scheme:

This insurance scheme given to KCL employees who are not covered under ESIS. The
benefits are self, spouse and two children .

Medical reimbursement of hospitalization expenses incurred against the illness,

diseases, included within this scheme. Hospitalization for illness /diseases existing at
the time of nomination under the scheme will not be covered under this scheme. All
employees are requested to keep HR informed about the hospitalization of family
members. All claims should be submitted within a month. Proper receipts, bids,
prescription, reports etc should support claims.

Reliance Insurance

Group Personal Accident Insurance Scheme:

All KCL employees not covered under ESIS are eligible to recruit compensation
in case of injuries caused due to external violent and visible means(e.g. accident,
fall, fracture, injury etc)

 To avail these benefits:

• The employee, who meets with an accidents, has to inform HR dept. within 24
hrs of occurrence of accident, mentoring the date ,time and peace of accident
at the earliest.

• On receipt of such information, the HR department will inform concerned

insurance company.

• On resumption of duties, the employees has to send all the prescription,

medical tests, x-ray films, etc reports to HR department for lodging the
insurance claim.
 QUALITY MEDICAL REIMBURSEMENT

• Medical reimbursement for dominator treatment given to KCL employees can

be claimed every quarter of the year upon submission of medical bills.

• The quarterly entitlement can be accumulated & claimed at once but need to be
claimed at the end of the particular financial year without being carried
forward to the next financial year.

• The claim is available with accounts department. Medical reimbursement can

claimed during probation.

MATERNITY LEAVE FOR WOMEN EMPLOYEES

KCL gives maternity benefits to female employees of KCL who are out of ESIC
coverage for her maternity leave.

 Benefits:

• Leave with wages for max 12 weeks (3 months) at the rate of the average daily
wage. The average daily wage during the period of three calendar months
immediately preceding the date from which she proceeds on leave on account of
maternity.

• The payment of total 12 weeks is given only by the ESIC after completing the
documentary formalities.
• If the employees is not cover under the ESIC scheme the employees will get same
benefits from the Company as define in the ESIC Act. i.e. 90 days paid leaves.
 LTA (LEAVE TRAVEL ALLOWANCE) :

Permanent KCL employees in grade six and above are paid LTA , claim forms are
available with accounts department , after clearance from HR they should be
handed back to accounts.

• LTA can be claimed against minimum three days of earned leaves or holidays.

• LTA can be claimed max one month advance from the date of travel.LTA is paid
through monthly salary and the plain form should reach to accounts max upto 25th
day of month.

• To avail LTA benefit for tax purpose employee must submit relevant documents
and get approval of income tax department

PROVIDENT FUND

All employees joining KCL are eligible to become the member of PF and family
pension .

1. PF and FPS contribution:

• PF@ 12% of basic from an employee . The employer pays equal amount . This
contribution is bifurcated @8.33% towards family pension scheme and the
balance 3.67% towards PF .

• If basic is 10000 employees contribution is 1200 pm under the head EPF .BUT Rs
541 of that 1200 is diverted to pension fund and only Rs 654 goes into your
provident fund .

• Irrespective of the basic salary an employee earns , the employer contribution to

pension fund cannot exceed Rs 541 per month .
 GRATUITY

2. Applicability of gratuity:

• An employee who has completed 5 years or more is entitled to receive gratuity .

The gratuity amount payable is on the basis of last drawn salary of the person
or the at the time of his separation.

3. Requirements for the annual renewal for the gratuity:

• Full data of existing members with the LIC id.

• Full data of new entrants with the joining entrants.
• Particulars of member in case of resignation /retirement and death.
• In case of death, a grace period of 30 days is allowed

4. Data for gratuity:

1. Name:-
2. DOB:-
3. DOA:-
4. Age:-
5. Basic salary:-

5. Calculation of amount of gratuity payable:

• It is payable to employee at the rate of 15 days wages for every completed year
of service or part thereof in excess of 6 months based on the rate of his last
drawn wages by 26 working days

• Gratuity=Basic / 26 * 15 days * total years of service

• If the service of the employee is 15 yrs 11 month and 21 days then calculation
should be done for 16 yrs.

• If the employee has completed more than 6 months in that year then it should be
taken as 1 completed year

• Gratuity amount should not exceed 3,50,000 in any case .

6. Nomination for gratuity:

 • A declaration of the nominee for gratuity in the prescribed form has to be given
at the time of joining itself. In case of change of nominee , the prescribed form
i.e. ‘Form F’ available at the HR will have to be filled in

7. Applications to be given for gratuity:

• Form I - application for gratuity by employee.

• Form J - application for gratuity by nominee.

ESIC SCHEME

 Eligibility

All employees who are drawing salary of Rs 650 and less are covered under ESIC
scheme.

Cash benefits that is sickness, maternity, disablement, accident compensation

during the course of employment is provided to the employees.

Coverage for self, spouse , dependent children ,father ,mother ,minor brother,
unmarried sister and so on as per the provision of ESI act.

 ESIC Contribution:

• Employee – 1.75% of monthly salary

• Company - 4.75% of the monthly salary paid to the employee .

• If an employee is drawing upto50 as daily wage he is exempted from paying

his share of contribution the employer is however entitled to pay his share of
4.75%.

• Contributions are paid to the ESI corporations . Employee need to collect the
ESI card from HR and register their names with the authorized ESI doctor.
• The individual is required to fill in the prescribed declaration form at the
time of joining for coverage under ESI and the nomination.

 Employee linked deposits insurance:

• KCL employees is automatically enrolled and covered under the scheme .

• The benefits under this scheme given to individual to who dies during the course
of his employment.
• Not payable to the KCL employees on retirement or resignation.
 LUNCH/DINNER & TEA FACILITIES

• Auto electronics :- The company subsidy for the lunch and snacks and tea shall
be paid as canteen allowance in the monthly salary . The employee shall directly
pay and settle the amt. on his/her own.

• Engineering and design centre:- The company subsidy o for lunch is paid as
canteen allowance in the monthly salary.

• Employee should bear the cost .for lunch facility provided in canteen.

• Tea:-The morning and evening fair of tea cost shall be borne by the company.

• Snacks:- The employees shall pay for snacks

LATE SITTING FOOD ALLOWANCE SCHEME

• All employees of AE, E and D and other staffs who are required to stay back
due to official work , beyond 7:00 pm will be eligible for snacks and tea . The
employees shall make a note and shall obtain approval from the HOD or any
manager in grade 9 and above shall submit the same to HR . The intimation of
extra working should reach admin before 5:00 pm.

• If the employee is required to stay back after 9:30 pm due to official work
,he/she is eligible for food allowance. This will be reimbursable on voucher,
under the authorization of HOD , and manager (grades 9 and above).

• The employee can avail the snack as well the dinner allowance for the same
day.

LOCAL TRAVELING REIMBURSEMENT

 Grade 4,5and 6:

• Company business travel within city , KCL employees may use own two
wheeler, bus or train as convenient and depending upon emergency .The two
wheeler reimbursement is @ Rs. 1.40 per km with max distance of 75 km.
• Employees should submit claim is local conveyance from (available with
account department/ authorized by HOD).

 Grade 7 and above:

• Comp business within city the employees may use own 4 wheeler or train as
convenient and depending upon emergency. The 4 wheeler reimbursement of 75
km @ Rs. 5.00 per km with max distance. Local conveyance is paid at actual.

CONVEYANCE RULE

Outstation Visit

 Grade 4,5 and 6:

• KCL employees residence to railway station / bus stand and return employee
may use bus or his own vehical at his / her own option ,maximum amt of Rs 40
per visit will be paid.

• Following flat rates for conveyance will be applicable at the place of visit

• Railway station to hotel/guest house (to and fro):-Rs. 45/- for A class cities (list
encloses Rs.30/- for B+, B and C class cities.

• Bus /train to be used to visit the company/client. If bus or train facility is not
available , auto rickshaw can be used.

• Traveling for more than 12 km should be by bus , auto rickshaw will not be
permissible . The expense shall be reimbursed at actual.

 Grade 7 and above:

• Business travel within city,KCL employees are advised to use a monthly bus
pass , train pass.In case of emergency , employees may use two wheeler and
claim reimbursement at the prevailing rates of conveyance reimbursements
with a max distance of 50 km.

• Employees may use auto rickshaw / taxi and will be reimbursed at actual.

• In and in Calcutta, taxi will substitute for auto rickshaw, taxi charges will be
allowed up to nearest local train station.

• Employees owing a car may use it for official purpose (subject to prior
permission of HOD) and may claim reimbursement at the prevailing rates of
conveyance reimbursement for maximum distance of 100 km
  Daily allowances:

• Daily allowance will cover logging, food, laundry, taxis and acc personal
expenses.
• DA is calculated on the basis of actual stay, overnight stay and traveling basis.
• If DA is claimed without bill then travel ticket must be produced.
• IF lodging is shared DA should be claimed proportion submit travel fare tickets
proportionately.

Travel allowance entitlement:

• For claiming TA employees must submit travel fare tickets along with four
report .

 Overnight allowance:

• When the overnight journey in train / bus , overnight

Allowance will be paid. In such cases DA will not be paid.

OUTDOOR DUTY OR EXTENSION OF OD

• The employee must the OD slip and submit it to the HRD after approval of
department head or superior before proceeding on outdoor duty. Employees
seeking advance money for outstation visit from the outstation travel form
available with accounts department and submit a copy of it to HRD.

• The employee should ensure all travel claims bills are submitted to accounts
department within a week (maximum) after returning from the tour.

• The employee going on OD must give his itinerary, reason for travel and cost of
tickets (only for flight tickets) along with the OD slip, dually approved by the
HOD.

• Employee must ensure to fill OD slip, get approval from HRD / superior (of
minimum 9 and above grade) and submit OD slip to the time before procedure. In
case the person has to proceed on OD in emergency does not get the opportunity
to submit the OD slip then at least verbal intimation should be given to time office
and also to the HOD/superior before proceedings.

• The OD slip should be submitted to the time office immediately on reporting at the
office.

• In case of extension of OD intimation should be given to HR and the HOD /

superior before the extended period so as to avoid any marked unauthorized
 absence / no information. It should be regularized immediately on reporting to
officer. Non compliance will be treated as an irresponsible behavior as well as
marked.

LEAVE RULES

Leave should be sanctioned by HOD before employees

Including temporary, probationary and trainees proceed on leave. The sanctioned
leave card must be submitted to hr .In case of any emergency situations, if the
employee is unable to report for duty, he/she should give verbal intimation to HR as
well as his / her HOD / Superior within 20 min of the start of the shift. In such a case ,
the employee should ensure to get the leave sanctioned on leave card immediately
after resuming duties, the field employees have to fill in ‘leave card’ available from
the HOD and send the same to HR

Employees are eligible for EL after confirmation on basis of their worked days in the
company.

Below 220 days - 1. PL for 20 days worked

221 – 230 - 12 PL
230 – 240 - 13 PL
240 – 250 - 14 PL
250 – 260 - 15 PL
260 & above - 16 PL

Employees on probation will be eligible for EL on pro- rata basis from the date of
joining but can avail it only after confirmation.

Encashment of Earned Leave:-

For grade 4 and below:-

Earned leave can be encased once in a year. The
encashment is given on Basic Salary. Earned leave can be accumulated up to
45 days. Earned leave accumulated more than 45 days (on 1 st day of Jan.) will
be automatically encased. In addition of this if someone needs to encash
 leaves he or she is entitled to do so once in year. In that case a minimum
balance of 20 days has to be kept in leave card.

COMPENSATORY OFF

Auto Electronics:

• An employee in grade 4 and below can claim compensatory off for

working minimum 2 hrs at a stretch beyond the regular office hours.
• Employees working during weekly holiday can claim comp. off.
Engineering and Design:

• An employee in grade 5 and below can Claim CO.

• CO should be availed within 2 months from the date of extra work
done subject to approval from HOD.
• CO can be claimed for working minimum 4 hrs extra at a stretch
beyond the regular office hours or more than 48 hrs a week.
• CO can be claimed only after the individual has already worked
extra and not prior to that.
• CO cannot be accepted by HR only on the basis of confirmation of
extra working sanctioned from HOD.
• CO can be availed on any holiday.

ANNUAL PAID HOLIDAYS

• Annually 7 paid holidays are offered to the employees. The list of paid holidays in
a year is displayed on the notice board.

• The fixed national holidays are as below

1. 26th Jan
2. 1st May
3. 1st Aug
4. Dushehrah
5. X’mas
6. Diwali ( 3 days)

SALARY ADMINISTRATION

• Salary is paid during the 1st week of every month through designated banks.
Salary processing is done by accounts department.
 • Income tax: - Every employee who is drawing remuneration within the taxable
limit is given declaration form by accounts dept during early part of the financial
year.

• The employee is required to fill the Declaration form and thereby confirm his
investment in order to finally work out the income tax liability. Based on the
investment by the employee supported with the required proof, the total income
tax liability of the employee is distributed over the months for convenient recovery
from salary.

• Inform HR about any charge in the marital status, addition in the family,
residential address and telephone no.

• Salary is deposited with ICICI bank, Aundh branch, Pune.

• KCL has a provision to pay the HDFC installment and LIC premium from the
salary.

SECTIONS OF FACTORY ACT APPLICABLE ON KCL

• Sec 11:- Cleanliness

Factory is kept clean and free from effluents arising from any
drain , privy or other nuisance and in particular removal of accumulated dirt ,
cleaning of floor , proper provision for drainage , painting of walls , doors and
window frames –once in 5 years etc.

• Sec 13:- Ventilation and temperature

Effective and suitable provision as to ventilation for fresh air and
such temperature be made in work room in a factory as specified

• Sec 14:- Provision for exhaust appliances

Be made in every factory where mfg. process products dust
and fumes.

• Sec 15 :- Artificial humidification

Standard of humidification , regulate method for increasing
artificial humidity ,determining humidity of air and recorded.

• Sec 16:- overcrowding

Prohibited in room in any factory where workers are employed minimum space of
14.2 cub.mtr for every worker employed be provided.

• Sec 17:-Lighting
 Natural or artificial be provided on place where worker work
or passes cleaning of gazed factory and effective provision for preventation of glare
and formation of shadows. And standard of lighting shall be maintained as specified.

• Sec 18 :- drinking water

5 ltrs per day per worker and the provision for cool drinking
water is to be made for more than 250 workers .

Sources of supply – taps connected with public water supply system or as

approved by the health officer.
Storage of water if supplied other than from taps be made in vessels with dust
proof cover etc.
Wells and reservoirs from which water is supplied shall be protected from dust
and polluted chemicals .

• Sec 19 :- provision for latrines and urinals

Latrines:-Separately enclosed accomadation there for male and female

workers ,proper door and fastening and sign boards.

Urinals:-Adequately lighted and maintained clean and sanitary

condition and sweeper be employed for that . one urinal for every 50 workers up
to 500 ristworkers and 1 for every additional 100 workers .
Proper drainage system for latrines and urinals, connection
thereof is to sewerage system

• Sec- 20 :- splitoons
Prohibition to spit in factory except in spittoons and
contravention thereof is punishable with fine Rs. 5

SAFETY MEASURES

• Sec 21 :- fencing of machinery

Every moving part of prime mover ,flywheel headrace and
tailrace of water wheel , part of stock-bar and every part of electric generators,
transmission machinery etc. shall be securely fenced and

further precautions shall be taken for different machines in different industry as

specified in schedule.

• Sec 22 :- work on or near machinery in motion

 Register of specially trained workers attending to machines
shall be maintained and tight fitting clothing shall be provided by occupier.

• Sec 23 :-young person shall not be employed on machines without previous

instruction as to danger of operation ,training and adequate supervision is
provided .

• Sec 24:- arrangement for suitable striking gear and devices for cutting of power.
• Sec 29:- lifting machines ,chains , ropes and lifting tackles in every factory shall
be of good construction ,properly maintained and thoroughly examined.

• Sec 32:- floors ,stairs and means of access in kcl are of sound construction and
properly maintained free from obstruction etc

• Sec 34:- prohibition on employment of person to lift ,carry or move any heavy
load as to cause him injury.

• Sec 35:- protection shall be provided to persons employed on manufacturing

process such as wrist bands to protect the workers from electric shock.

• Sec 36:-precautions regarding the use of portable electric light.

• Sec 37:-practicable measures shall be taken to prevent explosive arising out of

manufacturing process produces dust, gas, fumes or vapors.

• Sec 38:-precautions shall be taken to prevent outbreak of fire and its spread, both
internally and externally and provide safe means for escape, fire extinguisher and
training to handle fire extinguisher is provided by KCL. General provisions for
fire protection ,access for firefighting protection against lighting, protection
against ignition, spontaneous ignition ,gas cylinders ,storage of flammable
liquids.

• Sec 39:- Power of inspector to require specifications of defective pats or test of

stability.

• Sec 40:-power of inspector to order steps required to be taken to ensure safety of

factory building and if necessary to prohibit use, measures for the maintenance of
building.

WELFARE

• Sec 42:- Washing facility adequate, suitable and separate for male and female
workers .
• Sec 43:- Facilities for storing and drying of wet clothes is provided by KCL
and provide facilities for keeping the clothes not worn during working hours,
provision for separate rooms, pegs, lockers are also provided by the company.
• Sec 44:- Sitting facilities during rest hours is provided for workers obliged to
work in standing position.

• Sec 45:- Provision for first aid boxes is made by the KCL one for every 100
workers or cupboard equipped with prescribed contents in sufficient number.
It must be marked with Red Cross.

• Sec 46:- Canteen is provided and maintained by KCL for workers and
capacity for dining hall is 100 seats at a time, sufficient tools etc. utensils,
crockery, furniture and other necessary equipments are provided, price of
food stuff, beverages and other items served is displayed in the book of
accounts and audited by auditor once in a year , canteen committee is there to
check the quality and quantity of food served.

• Sec 47:- Shelters, rest rooms and lunch rooms with water facility is provided
and maintained by KCL for the worker.

WORKING HOURS OF ADULTS

• Weekly hours:- Not more than 48 hrs.

• Weekly holidays:-Thursday

• Compensatory holiday:-To workers deprived of weekly holiday in a month -

within 2 months after the month – space not more than 2 holidays in one
week , notice of holidays is displayed and such holidays is given to worker
entitled before his discharge and dismissal. Register shall be maintained and
preserved for three years after the last entry .

• Daily hours:-For adult workers not more than 9 hrs in any day.

• Intervals for rests:- For half hour before or after period of work not exceeds 5
hours.

• Spread over:- 10 and half hour a day (including interval of rests)

• Night shifts:- Means in relation to holiday and following days means -24
hours consecutive after ending of shifts .

• Prohibition of overlapping shifts:- So that one relay of workers is not

engaged in the same kind of work at the same time.

• Overtime wages: - To workers working for more than 9 hrs in any day or
more than 48 hrs in any week.
• Rate of overtime wages:- Twice of ordinary wage rate -includes :pieces rate
workers and cash value of benefits

• Overtime slips after period of entry of overtime duly signed by manager be

given duplicate to worker.

• Sec 60:- No employment in any factory has already worked in other factory on
the same day. Inspector may permit the same on his satisfaction that work
hours in a week counting together is not exceeding 48 hrs and weekly
holidays.

• Sec 61:- Notice of period of works for adults is to be displayed and register
showing details of name, nature of group, shifts and other particulars are
maintained .

• Sec 66:- Women workers are employed between 6 am and 7 pm and there will
be no change in shifts.

EMPLOYMENT OF YOUNG PERSONS

• Sec 67-77:- Prohibition on employment of child below age of 14 years, no

for work if child or an adolescent unless certificate of fitness is granted. Grant
of fitness certificate of certifying surgeon, adolescent worker or female worker
to carry token of certificate of fitness, child are not employed for more than
four and half hours per day , during nights .shifts overlaps or spread over is
not more than 5 hours each .no second employment is given on the same day ,
register giving name , nature etc. of child workers is maintained .

ANNUAL LEAVE WITH WAGES

• Sec 78-84:-Annual leave with wages – to worker who has worked for 240 days
or more in a calendar.

INDUSTRIAL DISPUTE ACT 1947

Lay-off

• Whenever a workman (other than a badli workman or a casual workman)

whose name is borne on the muster-rolls of KCL and who has completed not
less than one year of continuous service is laid off, whether continuously or
intermittently, he shall be paid by the employer for all days during which he is
 so laid off, except for such weekly holidays as may intervene, compensation
which shall be equal to 50% of the total of the basic wages and dearness
allowance that would have been payable to him had he not been so laid off.

• The employer need to maintain muster rolls for workmen and to provide for
the entries therein by workmen who may present themselves for work at the
establishment at the appointed time during normal working hours.

 Retrenchment

• No workman employed, who has been in continuous service for not less than
one year under an employer shall be retrenched by the employer until-

• The workman has been given one month’s notice in writing indicating the
reasons of retrenchment and the period of notice has expired, or the workman
has been paid in lieu of such notice, wages for the period.

• The workman has been paid, at the time of retrenchment, compensation which
shall be equivalent to 15 days’ average pay.

• Notice in the prescribed manner is served on appro. government.

• Works Committee:-There are representatives selected for both the workers as

well as management to sort out the coming issues. It shall be the duty of the
works committee to promote measures for securing and preserving amity and
good relations between employer and workmen and, to that end, to comment
upon matters of their common interest or concern or endeavor to compose any
material difference of opinion in respect of such matter

 Collective Bargaining

• Whenever workers have any demands or grievances and employer has some
expectations from the workers, the representatives of both the parties sit and
discuss across the table and come to conclusion which is in favors of both the
parties.

 Notice of Change

• The employer cannot make any changes in the conditions of service applicable
to any workman
1. Without giving to the workman likely to be affected by such change a notice in
the prescribed manner of the nature of the change proposed to be effected or

2. Within 21 days of giving such notice.

RECRUITMENT PROCESS OF KCL
 In its recruitment activities, the company will:

• Advertise all vacancies internally.

• Reply to every job applicant promptly.

• Inform job applicants the basic details and job conditions of every job
advertised.

• Process all applications with efficiency and courtesy.

• Seek candidate on the basis of their qualifications.

• Aim to ensure that every person invited for interview will be given a fair and
thorough hearing.

 Methods of recruitment used by KCL:

1. Contractors:-There are a number of contractors who are contacted for the
required number of workers from time to time.

2. Unsolicited Applicants/Walk-ins:-Company receives unsolicited applications

for the job seekers at various points of time. Such applications are generally
kept in a data bank and whenever a suitable vacancy arises, the company
would intimate the candidates to apply through a formal channel.

3. Internet Recruiting:-
• The company has its own website where it lists job openings from time to time.
The applicants can also submit their resume through the internet. The resumes
are then converted into a standard format using the software that the company
has developed for short listing candidates etc. according to set criteria such
as qualifications, experience etc. The HR then has to key in his or her
requirement and ‘profiles’ of candidates from the company’s database get
generated.

• In addition to this, there are other website where applicants submit their
resumes and the company checks for qualified applicants. Such as
www.naukri.com.

4. Private Employment Search Firms:-The Company has contacts with various

consultancies with whom they can contact for required number and talent of
people.

5. Advertisements:-The Company gives advertisements in newspapers, internet

etc for filling up the vacancies of higher position only as it’s quite expensive.

6. Promotions and transfers:- The company tries to fill up the vacancies by

means of promotions and transfers if it finds that the person is capable enough
to take the responsibilities, duties, challenges of the job.
 SELECTION PROCESS

• After the candidates are shortlisted, the 1st round interview is conducted by the
HOD of the respective department. The interview form is filled up and the
individual is rated according to the set criteria as mentioned in the form.

• The 2nd round of interview is conducted by the VP of the company and after
that the final interview is conducted by the HR manager. The candidate is also
rated by the VP and finally the forms are transferred to the HR department.

• Once the candidate is selected for the respective position, offer letter is
handed over to the candidate.

TRAINING & DEVELOPMENT

• Training in various fields is provided to the employees such as training for

fire extinguisher usage, technical training, training for soft skills such as
communication skills, leadership skills etc. at KCL.

• Training calendar is prepared at the beginning of the year. Training needs for
different individuals are identified and adequate arrangements are made for
training to the employees. After providing training to the individuals, their
results are compared with the previous ones and the difference is observed to
see whether the individual has progressed or not.

• Feedback is also taken from the employees in order to know whether the
employees are satisfied or not with the training that was being provided to
them or not.

OBJECTIVES & SCOPE

 OBJECTIVES

 To find out the level of employee engagement in ongc.

 To find out whether the employees are satisfied with their job or not.

 To find out what changes should be done by the management so that employees can
be more engaged in their work.

 To find out the factors which are helping the employees to do their job better.

 To find out the factors which are acting as a barrier in employee engagement.

STATEMENT OF NEED

The employee engagement surveys come into play to determine the factors that make and keep
the workforce engaged. With engagement surveys, the issues that are driving morale up or
down can be pinpointed because the surveys provide an equal opportunity for the entire
population of the organization to have a voice. For example, an organization may have created
an entire program around work/life balance. Yet, after receiving the results of the company's
employee engagement survey, discover that this program is only representative of the needs of
a small segment of the organization, when, in fact, the top-performers are actually seeking
more opportunities and challenges in their daily work.
COMPANY PROFILE
INTRODUCTION

OF

EMPLOYEE
ENGAGEMENT
 INTRODUCTION

Employee engagement can be defined as an employee putting forth extra

discretionary effort, as well as the likelihood of the employee being loyal and
remaining with the organization over the long haul. Research shows that engaged
employees: perform better, put in extra efforts to help get the job done, show a strong
level of commitment to the organization, and are more motivated and optimistic about
their work goals. Employers with engaged employees tend to experience low
employee turnover and more impressive business outcomes.

Employee engagement is more than just the current HR 'buzzword'; it is essential. In

order for organizations to meet and surpass organizational objectives, employees
must be engaged. Research has proven that wholly engaged employees exhibit,

o Higher self-motivation.
o Confidence to express new ideas.
o Higher productivity.
o Higher levels of customer approval and service quality.
o Reliability.
o Organizational loyalty;
o less employee turnover.
o Lower absenteeism.

Focus on employee engagement:

Current studies show that organizations are focusing on the meaning of employee
engagement and how to make employees more engaged. Employees feel engaged when they
find personal meaning and motivation in their work, receive positive interpersonal support,
and operate in an efficient work environment. What brought engagement to the forefront and
why is everyone interested in it? Most likely, the tight economy has refocused attention on
maximizing employee output and making the most of organizational resources. When
organizations focus attention on their people, they are making an investment in their most
important resource. You can cut all the costs you want, but if you neglect your people, cutting
costs won’t make much of a difference. Engagement is all about getting employees to “give it
their all.” Some of the most successful organizations are known for their unique work
environments in which employees are motivated to do their very best. These great places to
work have been recognized in such lists as Fortune’s 100 Best Companies to Work For.

The concept of engagement is a natural evolution of past research on high-involvement,

empowerment, job motivation, organizational commitment, and trust. All of these research
streams focus on the perceptions and attitudes of employees about the work environment. In
some ways, there are variations on the same fundamental issue. What predicts employees
“giving their all?” Obviously, all organizations want their employees to be engaged in their
work.

Several standardized tools exist for assessing employee engagement and providing
feedback for making changes. These tools tend to have several common goals and
characteristics:

Create a simple and focused index of workplace engagement- Many organizations are using
very short, simple, and easy to use measures that focus on the fundamentals of a great
workplace. Instead of conducting broad culture/climate surveys with 100 or more questions,
organizations are opting for a focused approach that measures fundamental qualities of the
workplace that likely will be important 10 years from now (e.g., feedback, trust, cooperation).

Allow for benchmarking- Most organizations want to know how they compare to other
organizations. Using a standard measure of engagement allows organizations to see how they
compare to other companies along a simple set of fundamental work qualities.

Direct action- Engagement measures tend to be very actionable. This means that the
organization can alter practices or policies to affect employees’ responses to every item in the
measure.

Show relationship to company performance- Without a link to company performance or other

critical outcomes, measures of engagement have little value. The whole idea behind
engagement is that it leads to enhanced performance. The link to performance outcomes is a
necessary underlying assumption of all engagement measures.
Engagement Predicts Organizational Success

Many studies have shown that investments in people (i.e., HR-related practices) have a
reliable impact on the performance of organizations. The Bureau of Labor conducted a
comprehensive review of more than 100 studies and found that people practices have
significant relationships to improvements in productivity, satisfaction, and financial
performance. Research has shown that when engagement scores are high, employees are more
satisfied, less likely to leave the organization, and more productive.

Each organization is different and there are many factors that affect bottom-line
outcomes; however, engagement scores can serve as meaningful predictors of long-term
success. Some organizations use engagement scores as lead measures in their HR scorecards.
When an organization can show the relationship between engagement scores and bottom-line
outcomes, everyone pays attention to the engagement index. Establishing this critical link
between people and performance helps HR professionals prove that people-related
interventions are a worthwhile investment.

Elements of Engagement

Some researches conclude that personal impact, focused work, and interpersonal
harmony comprise engagement. Each of these three components has sub-components that
further define the meaning of engagement.

Personal Impact- Employees feel more engaged when they are able to make a unique
contribution, experience empowerment, and have opportunities for personal growth. Past
research (e.g., Conger and Kanugo, 1988; Thomas and Velthouse, 1990) concurs that issues
such as the ability to impact the work environment and making meaningful choices in the
workplace are critical components of employee empowerment. Development Dimensions
International’s (DDI) research on retaining talent (Bernthal and Wellins, 2000) found that the
perception of meaningful work is one of the most influential factors determining employees’
willingness to stay with the organization.
Focused Work- Employees feel more engaged when they have clear direction, performance
accountability, and an efficient work environment. Aside from the personal drive and
motivation to make a contribution, employees need to understand where to focus their efforts.
Without a clear strategy and direction from senior leadership, employees will waste their time
on the activities that do not make a difference for the organization’s success. Additionally, even
when direction is in place, employees must receive feedback to ensure that they are on track
and being held accountable for their progress. In particular, employees need to feel that low
performance is not acceptable and that there are consequences for poor performance. Finally,
employees want to work in an environment that is efficient in terms of its time, resources, and
budget. Employees lose faith in the organization when they see excessive waste. For example,
employees become frustrated when they are asked to operate without the necessary resources
or waste time in unnecessary meetings.

Interpersonal Harmony- Employees feel more engaged when they work in a safe and
cooperative environment. By safety, we mean that employee trust one another and quickly
resolve conflicts when they arise. Employees want to be able to rely on each other and focus
their attention on the tasks that really matter. Conflict wastes time and energy and needs to be
dealt with quickly. Some researches also find that trust and interpersonal harmony is a
fundamental underlying principle in the best organizations. Employees also need to cooperate
to get the job done. Partnerships across departments and within the work group ensure that
employees stay informed and get the support they need to do their jobs.

Making Use of Engagement

Measurement of employee engagement can have many applications in the organization.

Earlier, it is mentioned that engagement could serve as a general index of HR effectiveness in
an HR scorecard. Also, engagement measures serve as an easy way to benchmark the work
climate against other organizations.

Other uses include:

Needs Analysis-The fundamental issues measured in engagement provide a quick index of what
leaders and HR need to do to make things better. In addition, items in engagement surveys tend
to be very actionable. This means that leaders or others in the organization can take action
that will affect the score on a single item.

Evaluation- Many learning and performance interventions are designed to impact some aspect
of engagement. When an engagement measure is used as a pre-implementation baseline, the
impact of the intervention can be gauged by measuring post-implementation changes in
engagement.

Climate Survey- Some organizations like to use engagement measures as simple indexes of the
workplace culture. While more extensive surveys are valuable, sometimes it’s easier to focus
attention on a few simple and proven factors.

Leader or Department Feedback- Depending on the demographic information collected when

the engagement measure is implemented, one can create breakout reports by department or
leader. This means departments and leaders can gain a better understanding of how
engagement in their groups differs from the rest of the organization. This information can be
used to create development plans or plans for larger-scale interventions.
 RESEARCH
METHODOLOGY
 RESEARCH METHODOLOGY

Research has its special significance in solving various operational and planning problem of
business and industry. Research methodology is the way to systematically solve the research
problem.

ASSUMPTIONS:-

 It has been assumed that sample of 200 respondents represents the whole
population.
 The information given by the employees is unbiased.

1. Formulation of research Objective:

The objective of my research is to study & analyze the employee engagement

level at ONGC.

2. Determining the source of Data

To carry out research there are two types of data available – Primary data
and Secondary source of data. Primary data are the data which are collected
for the specific purpose. They are first hand data collected by research. It is
same as we are going to collect by survey method.
Secondary data are those which are collected before hand by some
purpose or the other purpose. They are easily available but before using it one
should study its scope its reliability etc.
In my research I have used various secondary data which we have
mentioned in bibliography for various purposes like to know about various
employees of different departments, to know various factors on which I can
judge the employee engagement level, to know about the expectations of the
employee etc.
 3. Decision of data collection techniques:
Once the decision in favor of collection of primary data is taken, one
has to decide the mode of collection. I have selected the survey method.
 Survey Method:
In research the survey method is commonly used to collect primary data from the
respondents. Survey can be subdivided further into two categories.
1. Personal survey.
2. Mail survey.

4. Sampling Decisions:

Another aspect which forms the part of research process is sampling

plan. When the researcher has decided to carryout survey he has to decide
whether to go for sample survey or population survey.
So, I have decided firstly to define population as in my case where all
the employees of Ahmedabad Asset are my population. It is not possible to
reach all respondents so Ihave decided to conduct sample survey.

Again in sample survey one has to decide sample size on the bases of
sample frame. Sample frame is a list of population from which sample is
selected.

The larger the sample size the more accurate is the results. And while
selecting sample one has to select the samples which are representative of
population. Due to limitation of time I have selected the sample size of 200.A
random sample of 200 employees was selected from the all the employees of
ONGC Ahmedabad Asset because there are approximately 2500 employees in
Ahmedabad asset so 200 is almost 10% of that.
I have selected two types of employees ie executives and non-executives.

After deciding the sample size one has to decide the sampling method. There
are various methods of selecting samples which are:
 I have used the random sampling method in my research as I have
conducted the personal survey I have selected the samples based on “just hit
and miss” fashion. So the sampling method for our research is random
sampling method .

5. Organizing and conducting the survey:

After having prepared the questionnaire and selected the sample

design and plan the next step is to organize and conduct the field survey. The
task of interviewing is simple but, in reality, it is the most difficult task in
research process. This is because the respondents are hesitant in giving the
information. For conducting survey I have used the personal survey method in
which I personally interviewed the employees and gathered the information
needed by Questionnaire.

6. Processing and analysis of data:

Once the field work is over and questionnaire have been received, the
next task is to aggregate the data in meaningful manner. There are various
statistical tools for analyzing the data. Some of them used by me are
percentage, bar chart, pie chart etc. this all have their own limitations and
hence one of limitation of my project is same. With the help of computer the
work of statistical analysis has become easy.

7. Preparing the research report:

Once the data have been tabulated, interpreted and analyzed, the
researcher is required to prepare report embodying the findings of the
research study and his recommendations. Same is the report which I have
presented in front of you. There are various chapters included and I have
taken care that project is not too precise and at the same time not too detailed
that it create confusion. I have provided various charts so that it is easily
readable.
DATA ANALYSIS
Q1 Overall how satisfied are you with ONGC as an employee?

ONGC 's EMPLOYEE EN GAGEMENT LEVEL

Very Dissatisfied
Somewhat dissatisfie
Neutral
Somewhat
Somewhat satisfied
Very Dissatisfied dissatisfied
0% 4% very satisfied

Neutral
7%

very satisfied Som ewhat satisfied

52% 37%

 No one is dissatisfied with the company.

 Maximum number i.e. 89% employees are strongly satisfied with their job.
Q2 What do you feel about the productivity of employees?

P R OD U C TIV ITY

60% 51.50%
54% 48.50%
50% 44% 43%
40%
40% 33%
28.50% 31%
30% 23% 25.50%
24.50% 20.50%
17% 15.50% 15.50% 17%
20% 12%
8% 12% 13.50% 8%
10% 7%
1% 2% 2.50% 1%
0.50% 0.55%
0% 0%
Hard Working Proc ess es & Quic k decis ions Lots of training Eas y to get PRODUCTIV ITY
employ ee Proc edures of c ompany ex perienc e additional Training

Attribute s of productivity

Dis agree s trongly Dis agree s om ewhatNeutral A gree s om ewhat A gree s trongly

 Maximum productivity depends on the hard working employee.

 Apart from hard working employee processes and procedures provided by the
company, quick decision by the company and the training procedure contributes to
productivity.
Q3 Whether teamwork spirit is present in ONGC employees?

TEAMWORK

60.00% 54.50%
47% 49%
50.00% 44.50%
40.00% 32.50%
30.00% 22.50% 20.50% 25.17%
24%
18%
20.00% 13% 15.50% 11%
8%
10.00% 6% 6.50%
1.50% 1% 0% 0.83%
0.00%
Sharing of Management pays cooperation of TEA MWORK
experience attention each departments

Attribute s of tea mw ork

Disagree strongly Disagree somewhat Neutral Agree somewhat Agree strongly

 75% employees believe that teamwork spirit is present.

 Approximately all the attributes of teamwork are contributing in same
percentage.
 Q4 How much security level is present in ONGC?

SECURITY

70% 65%
60%
47% 48% 45.50% 47%
50%
40% 31.50%
28%
30% 26% 27% 25.33%
19.50%
20% 15.50% 20.50%
7.50% 18.50%
10% 3.50%
1%
0% 1.50% 1%
0%
Optimistic about Physically saf e on Work lif e balance SECURITY
f uture in ONGC the job is supported

Attributes of se curity

Disagree strongly Disagree somewhat Neutral Agree somewhat Agree strongly

 Everyone in ONGC is optimistic about future in ONGC.

 Maximum employees feel secure at their job.
 More than half of the employees of ONGC have imbalance of their work life.
 Q5 Is creativity encouraged in ONGC ?

CREATIVITY

50.00% 46.50% 44%

44%
40.00% 33% 35%
30.00% 26% 26%
19.67% 21%
20.00% 19% 15.50%
15% 15%
12%
9.17%
10.00% 7.50% 7.50%
0.50% 1% 2.50%
0.00%
Encouraged to Employees are Not af raid of CREA TIV ITY
invent new ideas rew arded making a mistake

Attribute s of crea tivity

Disagree strongly Disagree somewhat Neutral Agree somewhat Agree strongly

 Few employees of ONGC are not afraid of doing mistakes which shows that they
are not bothered of the after result of this.
 Creativity is supported by ONGC as per 56% employees.
Q6 What do you think about communications in ONGC?

C OMMU N IC ATION S

50.00% 46%
43% 44.50% 45.50%
44%
45.00% 39%
40.00% 34.50% 36%
35.00% 29.50% 30% 31.60%
28%
30.00%
25.00% 21% 21% 18%
18.50%
20.00% 15% 16%
15.00% 8%
10.00% 5.50% 5% 4.50% 3% 5%
5.00% 1.50% 1% 1.50% 1.50% 1% 1.30%
0.00%

NS
ts
t

IO
en

t
en

es
en
nt

AT
m

ye
e

em
ge
qu

om

IC
plo
ag
a
fre

UN
rc
an

m
an
fe

le
e

M
m
ar

of

M
al
n

e
ns

CO
to

r
th

fo
st
t io

ee

to
t ru

e
ica

ar
Fr

k
ea
ve

tc
un

Ha

en
sp
m
m

em
to
co

ee

ag
te

Fr

an
ra

M
o
rp
Co

Attribute s of communication
Disagree strongly Disagree som ewhat Neutral Agree som ewhat Agree strongly

 Approximately 78% employees have trust on management and are free to offer
comments.
 Communication is fair and clear in ONGC.
 Q7 Whether ONGC plays fair role in context to its employees?

FAIR PLAY

60.00%
49.50%
50.00%
40%
36.50% 37%
40.00% 35%
34% 34.63%
33% 32%
30.00% 27%

20.00% 15%
17%
15%
11% 13% 12% 12%
8% 9.50%
7%
10.00% 7.50%
3% 2% 5% 4.38%
0.00%
um s er d AY
in im rite o th ute PL
m v ou an
is trb IR
ep
t fa do d FA
ek la y g& are
r 't p hin d
sa es
n t loa
l iti c do on
e
wo
rk
Po mt ay s
Mg n't s y ee
oe
s plo
td Em
m
Mg

Attributes of fair play

Disagree strongly Disagree somewhat Neutral Agree somewhat Agree strongly

 44% employees said that Politics is kept minimum in ONGC.

 ONGC always believe in fair play.
 Q8 Are ethics and values important for ONGC?

ETHICS & VALUES

60.00%
53.50%
49.50% 49.17%
50.00% 44.50%

40.00%

Disagree strongly
30.00% 26.50%
24% 25% 22.50% 25% Disagree somewha
20.00% 15.50% 18% Neutral
15%
Agree somewhat
10.00% 7% 6.50% 6.50% 7% Agree strongly
0.50% 2% 1.50% 1.33%
0.00%
People behave in People don't Seniors sets a ETHICS &
ethical manner tolerate unethical good Eg. Of V A LUES
behavior ethical behavior

Attribute s of e thics & v alue s

 Approximately 8% employees feel that employees of ONGC do not behave in ethical

manner.
 18% employees are strongly agree with the present level of ethics and values.
Q9 What you think about excellence of ONGC?

EXCELLEN C E
60%
49% 49.50% 48%
50% 45.50%
40.50%
40% 36% Disagree strongly
33.00%
30% Disagree somewhat
20% 22.50% Neutral
20% 15%
10% 15% A gree som ewhat
10% 7%
3.33% A gree strongly
0.50%
0% 1%2.50% 1%
1%
0%
ONGC strives for ONGC is an Individual EXCE LLENCE
constant aggressive learning is
improvem ent competitor encouraged
Attribute s of e x ce lle nce

 Approximately 90% employees feel that ONGC strives for constant improvement.
 Graph clearly shows that excellence level in ONGC is high.
 Q10 What you think about corporate culture of ONGC?

CORPOR ATE C ULTU RE

60.00%
52%

50.00% 47%

40.00% 35.83%
34%
30.50% 30%
Disagree strongly
30.00% 27%
25.50%
23.50%
Disagree somewhat
20.50%
19.00% Neutral
20.00%
14.50%
9.50% 9.50% Agree somewhat
10.00% 7.50% 6.50%
3% Agree strongly
2.50% 2.00%
0.50%
0.00%
Quality is a top Individual Nothing at CORPORA TE
priority initiative is ONGC keeps me CULTURE
encouraged doing my best

Attribute s of corporate culture

 52% employees believe that for them and for ONGC quality is a top priority.
 All facts and figures shows that corporate culture in ONGC is meeting the
standards.
Q11 What is your opinion about career development in ONGC?

CAREER DEVELOPM ENT

60%
50.50%
50% 47%
41.17%

40% 36.50% 37.50% 36.50% 40%

34% Disagree strongly
30% Disagree somewha
20.50%
Neutral
20% Agree somewhat
13.50%
9.50% 10.50% Agree strongly
10% 5%
6% 5.50% 6%
1% 0% 0% 0%
0%
Have established Have opportunities Have a bright CA REER
career path to learn & grow career DEV ELOPMENT

Attributes of career development

 Except 17% employee everybody think that they have opportunities to learn and
grow.
 Maximum numbers of employees feel that their career development is on progress.
 Q12 what is your opinion about employee role?

EMPLOYEE R OLE

60% 59%
53.50%

50% 46%
44%

40% 38.17%

29.50% 31.50%
30% Disagree strongly
26%
Disagree som ewh
20% 15.50% Neutral
11.67%
11.50% Agree som ewhat
8% 8%
10% 8.50% 6%
Agree strongly
1% 1.50% 1%
0% 0.50%
0%
Have enough Contributing toHave m aterials & EMPLOYEE
authority to m ake ONGC's equipm ents ROLE
decis ions objective

Attribute s of e mploye e role

 92% employees are contributing to ONGC’s objective.

 All the attributes like enough authority to make decisions, having materials and
equipments are contributing in employee’s role.
 Q13 Is ONGC provides enough recognition and rewards?

RECOGNITION & REWARDS

60.00%
52.50% 52%
50% Disagree strongly
48.20%
50.00% 46%
Disagree somew
40.50%
Neutral
40.00% 35% Agree somewhat
Agree strongly
30.00% 26.50% 25.10%
24.50%
22.50%
19.50% 20%
18%
20.00% 15.50% 16.30%
16%
11.50%
9.50%
10.00% 6% 7% 7.50% 5% 6%
6.50% 4% 4.50%
2% 1% 1.50%

0.00%
S
ey on GC io n es RD
on mo
ti
tO
N
gn it i li ti WA
orem r o da e co s ib R E
to
p ue es
r on N&
om ds val sp
ds t
ea m C gi v or re
IT IO
l Ia f GN
l ea ork NG ai r
w ork odw O
y is f ECO
r R
od Go Sa
la
Go Attributes of recognition & reward

 72% employees think that they are valued at ONGC.

 85% employees said that their salary is fair for their responsibilities.

Q14 Whether ONGC provides enough initial and ongoing training?

TRAINING & DEVELOPMENT

60% 56% 54.50%

53%

50%

40%
Disagree strongly
30% Disagree somewha
23.50% 21.75%
20% Neutral
20% 16.50%
13.50% 15% Agree somewhat
9% Agree strongly
10% 5%
7%
2% 1.50% 1.75%

0%
ONGC provides enoughONGC provides enough TRA INING &
initial training ongoing training DEV ELOPMENT

Attribute s of training & de v e lopme nt

 Maximum employees ie 70% are satisfied by the initial and ongoing training
provided by the ONGC.
Q15 Overall how much satisfied are you with ONGC’s benefit package?

S ATIS FAC TION LEVEL D U E TO B EN EFITS PAC K AGE

Disagree somewhat
3%
Disagree s trongly
Neutral
0%
8%

A gree som ewhat

28%

A gree strongly
61%

Disagree strongly Disagree som ewhat Neutral A gree som ewhat A gree strongly

 ONGC provides a complete benefit package to the employees for their benefits.

 Recreation through picnics, parties & get- together is less as compared to the
expectations of the employees.

 Promotions are provided on time as per 63% employees.

Q16 Would you recommend employment at ONGC to a friend?

NO. OF EMPLOYEES WILL RECCOMEND EMPLOYMENT IN ONGC

Definitely Not Probably Not May Be

2% 4%
0%
Probably Would
27%

Definitely Would
67%

Definitely Not Probably Not May Be Probably Would Definitely Would

 Maximum number of employees ie 94% will recommend employment at ONGC.

Q17 How long have you worked for ONGC?

WORKING IN ONGC FOR NO. OF YEARS

1-2 yrs 2-5 yrs Less than 10 yrs
0% 0% 0%

5-10 yrs
3%
Less than 10 y
1-2 yrs
2-5 yrs
5-10 yrs

More than 10 yrs More than 10 y

97%

 97% employees of ONGC are working in ONGC from more than 10 years which
shows they are satisfied with their job.

 There was not a single person who left ONGC which shows employees are completely
engaged in their respective jobs.
LEARNINGS

A winter project brings the student face to face with the real corporate world. This is the time
when one learns what the industry practices are and do the practices really follow what is
really taught in the classroom. Further it gives an excellent chance to the students to apply the
concepts in the real world.

Attitude towards learning

Learning is an ongoing process. There is nothing like you can learn all in MBA and use your
knowledge and implement it in work. MBA is teaching me how to look at things from various
dimensions as well as how to adapt to changes. Experience is the best teacher, this statement
holds good as even I think only once I experienced working have I realized what am I supposed
from MBA.

Future Learning

Winter training helped me to realize the importance of each and every subject. I came to know
no matter in which department you are, you need to have knowledge of each and every field.
The functioning of any business does not solely depend on HR, marketing or finance but
everything should be in a balanced manner. This has led me to give importance to everything
in life. I have realized that though not specialized but knowledge of all aspects of business is a
must irrespective of the department one is working with.
LIMITATIONS
LIMITATIONS

 Some employees were not ready to fill up the questionnaire because they were
afraid of the problems that may arise after filling the questionnaire.

 Employees have taken many days to completely fill the questionnaire.

 Due to strike by the company I was not able to contact anyone in the company for
my problems.
OBSERVATIONS
&
FINDINGS
 OBSERVATIONS & FINDINGS

 Since maximum employees of ONGC are satisfied with their company therefore
employee engagement is high ie 52% in ONGC.

 Maximum employees said that their productivity is due to their hard work.

 Apart from hard work productivity also depends on the training provided by the
company.

 Almost 50% employee somewhat agree with their teamwork spirit.

 Teamwork of the employees mostly depends on the attention to employees suggestions

by the management.

 Maximum number of employees somewhat agree that the security provided by ONGC
is appropriate.

 65% of employees somewhat disagree with the work life balance supported by the
company.

 Only 3% of employees said that they are not afraid of making a mistake.

 Only 1% employees think that they are not rewarded for improving work processes.
 Maximum employees feel that ONGC communicate very well with their employees.

 Approximately 76% employees feel that corporate communications are frequent.

 85% of employees have trust on management therefore they feel free to give
suggestions and comments.

 Maximum number of employees ie 37% are neutral about the fair play of ONGC.

 57% of employees are in favour of management ie management doesn’t say one

thing and do another.

 Politics is kept minimum in ONGC as per 45% of employees.

 Maximum employee behave in ethical manner in ONGC except few ones.

 According to 8% of employee unethical behaviour is tolerated and people don’t

behave in ethical manner.

 Almost 90% employees believes that ONGC strives for constant improvement.

 Maximum employees feel that individual learning is encouraged in ONGC.

 ONGC has a reputation for excellence .

 Quality is a top priority for ONGC.

 Corporate culture is good in ONGC.

 Not a single employee thinks that ONGC does not provide a bright career & future.

 According to 81% employee ONGC helps in career development.

 Except 17% employee everybody think that they have opportunities to learn and
grow.

 Maximum employees are contributing to ONGC’s objective.

 72% employees think that they are valued at ONGC.

 85% employees said that their salary is fair for their responsibilities.

 Maximum employees are satisfied by the initial and ongoing training provided by the
ONGC.

 ONGC provides a complete benefit package to the employees for their benefits.

 Recreation through picnics, parties & get- togethers is less as compared to the
expectations of the employees.

 Promotions are provided on time as per 63% employees.

 7% employees are not happy with the promotions because it is not provided on time.

 Maximum number of employees will recommend employment at ONGC.

 97% employees of ONGC are working in ONGC from more than 10 years which
shows they are satisfied with their job.

 There was not a single person who left ONGC which shows employees are completely
engaged in their respective jobs.
CONCLUSIONS
CONCLUSIONS

Engagement is a heightened emotional connection that an employee feels for his or

her organization that influence him or her to exert greater discretionary effort to his
or her work.
As per my survey ONGC is providing mentally stimulating jobs, career growth
opportunities for all employees, platform for the employees where they can contribute
to positive work environments.
Apart from this there is not a single employee who is dissatisfied with the
organization.

Since company is fulfilling all the requirements of an employee, employees are

fully motivated therefore there is increased productivity commitment to quality, better
relationships with customers and clients.
 Personal Impact-Employees feel more engaged because they are able to make a
unique contribution, experience empowerment, and have opportunities for personal
growth.

Focused Work-Employees feel more engaged because they have clear direction,
performance accountability, and an efficient work environment.

Interpersonal Harmony-Employees are more engaged because they work in a safe

and cooperative environment. By safety, we mean that employee trust one another
and quickly resolve conflicts when they arise.

Research has proven that maximum number of employees exhibit:

 Higher self-motivation.
 Confidence to express new ideas.
 Higher productivity.
 Higher levels of customer approval and service quality.
 Reliability.
 Organizational loyalty.
 less employee turnover.

 Lower absenteeism.

So, finally there is a clear and mounting evidence that the high level of employee
engagement closely correlates to individual, group and organizational performance
in such areas as retention, turnover, productivity, loyalty.
SUGGESTIONS
&
 RECOMMENDATIONS

SUGGESTIONS & RECOMMENDATIONS

 Whenever any employee does any good work or does some kind of
achievement then ONGC must provide better rewards for their work. This will
motivate the other employees also and lead to better performance.

 Frequency of giving promotions should be increased otherwise employees will

get distracted from their work and will not work efficiently.
  ONGC must organize some kind of picnics, parties and get-togethers for the
employees and their families.

 The company must take some initiatives to support the work life balance of
employees.

 Since politics in ONGC Ahmedabad Asset is affecting the performance of

employees it has to be controlled.

 Safety parameters should be improved in the field/ operational area.

 Birthdays of employees should be celebrated within the department or section.

 Gymnasium facility should be arranged for all the employees so that they can
relief for some time.

 Infrastructure of canteen must be improved for the betterment of employees.

BIBLIOGRAPHY

Websites:
 www.ongcreports.net
 www.google.com
 www.ongcindia.com
 https://mail.google.com/mail/?hl=en&shva=1#inbox/12b67ca185aba1d1

 Dairy provided by ONGC.

 ONGC Reports
APPENDICES