印度石油天然气公司的组织结构调整和人力资源-留学生MBA作业
印度石油天然气公司的组织结构调整和人力资源
Organisational restructuring and HR at ONGC
石油天然气公司（ONGC）是一家一流的印度跨国油GA公司公营事业（PSU），对总部在Dehradun的印度政府石油天然气部的行政控制下，在新德里印度的公司办公室。
它是印度最大的石油和天然气勘探和生产公司，通过可持续增长是全球综合能源企业的领导者，知识的优秀模范治理实践”。它占印度原油总产量的72%左右，天然气的48%。基本业务的印度包括E和P，加工和提炼，，R＆M（炼油和营销），电力服务。
INTRODUCTION 简介
Oil and Natural Gas Corporation Limited(ONGC) is a premier Indian multi-nationalOilandGasCompany Public Sector Undertaking(PSU), under the administrative control of theMinistry of Petroleum and Natural Gas of Government of India with its headquarters in Dehradun, and corporate office in New Delhi India.
It is India's largestOilandGas company in Explorationand Production with its vision – “To be global leader in integrated energy business through sustainable growth, knowledge excellence and exemplary governance practices”. It contributes around 72% to India’s total production of crude oil and 48% of natural gas. The basic business of ONGC encompasses - E&P, Processing & Refining, R&M (Refining and marketing), Power & Services.
ONGC has spread its operations all along the country in onshore and offshore areas along with its presence in international market in 15 countries through its wholly owned subsidiary ONGC Videsh Limited (OVL). ONGC manages its oil and gas business through its number of subsidiaries both in up-stream and down steam sector and operates a number of Joint Ventures, production sharing contracts. It is a multi-disciplinary Oil and Gas Company deploying various streams of engineering and support services to manage & support diverse E&P functions. It has a huge oil and gas infrastructure comprising of production installations, exploration and drilling ships, pipeline network etc.
ONGC deploys state-of-the-art technologies to support oil and gas operations in all streams of exploration and production and has a large base of more than 32000 employees comprising of geoscientists, engineers, managers, experts and professionals.
During 2013-14 the total Oil plus Oil Equivalent Gas (O+OEG) production ONGC Group (including ONGC Videsh and ONGC's share in Production Sharing Contracts-Joint Ventures) has been 59.2 MTOE. With technology infusion for best-in-class reservoir management, ONGC maintained production in 15 major fields, contributing 70 per cent of ONGC's crude production. This positions ONGC in the league of the world's best brownfield managers. Over 70 per cent of the major producing Indian fields
ORGANIZATION RESTRUCTURING and BUSINESS PROCESSES
In 2001-02, ONGC has taken organization re-structuring process through CRC – corporate Rejuvenation Campaign initiative and has structured its organization on Asset and Service based business model. Assets includes both exploratory Assets - Oil and Gas Assets which are under exploration and yet to be established as producing fields and are called Basins, and producing Asset - Oil and Gas Assets which are established as producing fields called Assets. Whereas the services are specific groups providing various stream of services for both Exploratory and Producing Assets. Besides ONGC has R&D institutes and Academy to cater to support oil and gas related research and HR development respectively.
Based on the above restructuring vrious units of ONGC work centers are identified as follows:-
ASSETS - 11 Nos.
Mumbai High Asset, Mumbai
Neelam & Heera Asset, Mumbai
Bassein & Satellite Asset, Mumbai
Ahmedabad Asset, Ahmedabad
Ankleshwar Asset, Ankleshwar
Mehsana Asset, Mehsana
Rajahmundry Asset, Rajahmundry
Karaikal Asset, Karaikal
Assam Asset, Nazira
Tripura Asset, Agartala
Eastern Of fshore Asset, Kakinada, Andhra Pradesh
BASINS - 8 Nos.
Western Offshore Basin, Mumbai
Western Onshore Basin, Vadodara
KG-PG Basin, Chennai
Cauvery Basin, Chennai
Assam & Assam-Arakan Basin, Jorhat
MBA Basin and CBM Development Project,
Kolkata/Bokaro
Frontier Basin, Dehradun
PLANTS - 3 Nos.
Uran Plant, Uran
Hazira Plant, Hazira
C C C Plant, Dahej, Gujarat
INSTITUTES - 16 Nos.
Keshava Deva Malaviya Institute of Petroleum Exploration (KDMIPE), Dehradun
Institute of Drilling Technology (IDT), Dehradun
Institute of Reservoir Studies, (IRS) Ahmedabad
Institute of Oil & Gas Production Technology (IOGPT) Navi Mumbai
Institute of Engineering & Ocean Technology (IEOT) Navi Mumbai
Geo-data Processing & Interpretation Center (GEOPIC), Dehradun
ONGC Academy, Dehradun
Institute of Petroleum Safety, Health & Environment Management (IPSHEM),Goa
Institute of Biotechnology & Geo-tectonics Studies (INBIGS), Jorhat
School of Maintenance Practices (SMP), Vadodara
Centre for Excellence in Well Logging (CEWL),Vadodara
Regional Training Institutes (RTIs) Navi Mumbai, Chennai, Sivasagar & Vadodara
ONGC Energy Centre
CENTRES OF DELIVERIES - 04 Nos.
CBM, New Delhi
Shale Gas, Vadodara
Deep water, Mumbai
High Temperature/ High Pressure, Chennai
MAIN SERVICES
Drilling
Well
Logging
Geophysical
Offshore Logistics
OTHER SUPPORT SERVICES
Engineering
Materials Management
Human Resource - Human Development, Employee Relations etc
Finance - Pre-Audit, Treasury, Corporate Audit etc.
Infocom
Corporate Social Responsibility
Corporate Planning
Carbon Management
Health Safety & Environment
Security
Medical
Vigilance
The key executive heads these units and each unit works as independent work center and is assigned its own targets for which they enter MOU with their respective reporting functional directors. Each unit is considered as business verticals and is supported by multi-functional matrix structure. A mix of human resource namely production engineers, reservoir engineers, geo-scientists, drilling engineers and support personnel from service groups including HR is provided to operate the unit.
Overall management of the Company is vested with the Board of Directors of the Company. The Board of Directors is the highest decision making body within the Company. As per the provisions of the Companies Act, 1956 certain matters require the approval of the shareholders of the Company in General Meeting. The Board of Directors is accountable to the shareholders of the Company, which is the ultimate authority of a Company. ONGC, being a Public Sector Enterprise (PSE), the Board of Directors of the Company is also accountable to Government of India.
The day-to-day management of the Company is entrusted to the Chairman & Managing Director and the Functional Directors and other Officers of the Company. The Chairman & Managing Director, Functional Directors and other officers exercise their decision-making powers as per this delegation of powers.
The decision making process of the Company follows the following channel:
Finance governed by Finance book of delegated powers
Administrative Approval & Expenditure Sanction for Capital & revenue expenses
Administrative Approval & Expenditure Sanction for Materials – General nature
Administrative Approval & Expenditure sanction for Contract Services
Administrative Approval & Expenditure Sanction for Maintenance and Repair
Administrative Approval and Expenditure Sanction for General and Other Consultancy Services
Administrative Approval and Expenditure Sanction for Welfare and Grant- in-aid
Statutory and Miscellaneous payments
Write off of losses
Lease of Building / Property etc. and Payment of Annual Rent, Crop compensation and restoration costs
Hospitality
Materials management governed by MM manual
Powers of Materials Management
Purchase of materials/ hiring of services/turnkey project contract
Powers of Stock Verification Officers
Powers in respect of Joint Ventures (JVs)
Powers of Marketing Acquisition of materials, hiring of Facilities / Equipment / services
Payments
Disposals
HR governed by HR book of delegated powers
Powers of Personnel Management
Leave- Grant
TA Travel
Children Education
Conveyance Allowance
Overtime Allowance
Advances and Loans
Conduct
Powers of General Administration
Powers relating to Medical
Powers of Administration for Legal Affairs & Secretariat Affairs
Powers of Corporate Communications
Sports
TR Training
During the organization restructuring process, ONGC made a strategic IT intervention through project PROMISE (Professional Review of Major Info-com System and Equipment) and besides upgrading IT infrastructure, implemented integrated ERP through SAP for all major Business modules like HR, Materials Management, Finance, Project Management etc. This was one of the major BPE exercise undertaken by the ONGC and all the business processes have been partially re-engineered and fully automated.
Budgeting, Planning, approvals, sanctions, procurements, payments are made through the ERP system including management monitoring and appraisals.
KEY HR FUNCTIONS
HR is an important function of the organization and plays a key role in in the overall operations of Oil and Gas. HR provides not only support services like employee establishments all across the work centers, also manage key areas of HR function namely - Recruitment, Training & Development, Succession Planning, Promotions, Transfers & Rotations, Placements, PAR, IR etc.
HR vision & Mission of ONGC entails as under:-
HR Vision
"To build and nurture a world class Human capital for leadership in energy business".
HR Mission
"To adopt and continuously innovate best-in-class HR practices to support business leaders through engaged empowered and enthused employees".
Our People
"Not only had India... set up her own machinery for oil exploration and exploitation... an efficient oil commission had been built where a large number of bright young men and women had been trained and they were doing good work."
The HR function basically falls in two halves, ER i.e. employee relations, and HR i.e. Human Resource. The Employee Relation deals with policies and procedures pertaining to Employees grievances and IR and HR govern other functions.
Recruitment
The recruitment in ONGC is done at two levels – Executive Levels at Executive Level-1 and staff level.
The E-1 level recruitment is undertaken at all India level based on the requirement of human resource aligned with organization expansion plans, superannuation and succession planning. A proper data base is maintained on these aspects so as to keep check on stagnations, bulges at any level (E-1 to E-9).
The recruitment & promotions are integrated process and called as R&P. The recruitment process includes planning for induction at E-1 level, justification and alignment to business requirement. The proposals for recruitment are initiated on year to year basis by Chief HRD based on the requirement received from various functional groups and put to Executive Committee(comprising of internal BOD) through an EC agenda endorsed by Dir-HR.
The EC held on regular basis approves the agenda and the process of recruitment follows on number of positions is to be recruited through competent hiring agencies.
The recruitment also takes place through campus interviews held at reputed institutes and universities.
The recruitment at staff level is done at local work center level in the regions.
Training & development
Infrastructure
Academy at Dehradun
RTIs at regions at Navi Mumbai, Chennai, Sivasagar Assam & Vadodara
Programs for executive
Training programs in functional areas by internal & external faculties
Refreshers courses
Training programs in specific fields based on the functional requirements
Middle level executive development programs through management schools
Senior level executive development programs with industry exposure abroad
Assessment development centers
Programs for staff
Training programs in functional areas by internal & external faculties at RTIs
On job training
IR
IR is a part of employee relations activity and is managed at various work centers level with functional reporting to Chief ER.
Various functions that relates to wages for workmen & contract employees, direct employees, employee grievances, compensation to external agencies and maintenance of cordial relationship and conducive business environment is dealt in IR.
HR ALIGNMENT WITH BUSINESS
HR is backbone of organization productivity and it is therefore essential that an adequate level of skilled the man resource is maintained all across the organization as per business needs. It is further more important in ONGC context where majority of the middle level man resource is deployed in fields both at onshore and offshore areas in regular shifts, that employees are motivated to perform.
The recruitment, training, development programs and conducive IR environment ensures
Job assignments
Clarity of roles and responsibility
Smooth reporting structure
Mentoring and coaching
Fulfilment of MOUs signed with ministry for development of skill
Development through training interventions
Innovations through HR initiatives
Incentives, honorariums and monetarily motivations
Recognition, Self-respect and pride being ONGCian
Minimum alienations
HR policies at ONGC revolve around the basic tenet of creating a highly motivated, vibrant & self-driven team. The Company cares for each & every employee and has in-built systems to recognise & reward them periodically. Motivation plays an important role in HR Development. In order to keep its employees motivated the company has incorporated schemes such asReward and Recognition Scheme, Grievance Handling SchemeandSuggestion Scheme.
Incentive Schemes to Enhance Productivity
Productivity Honorarium Scheme
Job Incentive
Reserve Establishment Honorarium
Roll out of Succession Planning Model for identified key positions
Group Incentives for cohesive team working, with a view to enhance productivity
Participative Culture
Policies and policy makers at ONGC have always had the interests of the large and multi-disciplined workforce at heart and have been aware of the nuances and significance of cordial Industrial Relations. By enabling workers to participate in management, they are provided with an Informative, Consultative, Associative and Administrative forum for interactive participation and for fostering an innovative culture.
In fact, ONGC has been one of the few organizations where this method has been implemented. It has had a positive impact on the overall operations since it has led to enhanced efficiency and productivity and reduced wastages and costs.
Sports
Around 150 sportspersons including 95 international level performers are on the rolls of ONGC representing your Company in 15 different games.
Corporate Social Responsibility
ONGC is spearheading the United Nations Global Compact - World's biggest corporate citizenship initiative to bring Industry, UN bodies, NGOs, Civil societies and corporate on the same platform.
During the year, your Company has undertaken various CSR projects at its work centres and corporate level.
Women Empowerment
Women employees constitute about 5% of ONGC's workforce. Various programmes for empowerment and development, including programme on gender sensitization are organized regularly.
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