A SUMMER TRAINING Report

on
VARIOUS TRAINING IN OIL India LIMITED
FOR EXECUTIVES

Submitted by:
Submitted to:
SUMIT KUMAR PUJARI MR.
VIVEK BRAHMA
MBA Part II T&D
Officer
2009-2011

A report submitted in partial fulfillment of

the requirement of 2years full time master
of business admistration (MBA) at JODHPUR
NATIONAL UNIVERSITY, JODHPUR

MR. VIVEK BRAHMA Management training &

development centre
Training & Development officer Oil India limited
Duliajan
ASSAM

CERTIFICATE

Certified that Mr. SUMIT KUMAR PUJARI a

student of MBA 2st year (3nd semester) JODHPUR
INSTITUTE OF MANAGEMENT, JODHPUR has worked for
this project report entitled “SUMMER TRAINING REPORT
ON VARIOUS TRAINING IN OIL INDIA LIMITED FOR
EXECUTIVES”, under my supervision and guidance.

The project work embodies the result of

his original research. The candidate has fulfilled
necessary requirements under the regulation of “OIL
INDIA LIMITED, DULIJAN”
Dated
(MR. VIVEK BRAHMA)
_____________
Supervisor

DECLARATION

I, the undersigned, hereby

declare that this project written and submitted by me
under the guidance of MR. VIVEK BRAHMA, TRAINING &
DEVELOPMENT OFFICER is my original work. The
empirical findings in the project are based on the data
collected by me and I have not copied from any research
report or project report submitted by anyone, to any
university anywhere earlier.

Dated,

_____________ (SUMIT
KUMAR PUJARI)
 ii

Acknowledgement

Every mature individual in professional life is

keenly aware of his sense of indebtness to many people
who have stimulated and influenced his intellectual
development. Ordinarily this feeling is expressed in
customary gesture of acknowledgement. Therefore, it
seems as a right to acknowledge my gratitude with
sense of veneration to the almighty God and various
people who helped me during the course of the project
work. Their valuable guidance and wise direction have
enabled me to complete my project in systematic and
smooth manner.

As it is said that “Success is the sweetest flower in

the garden of hard work but thinking of success is
merely creamy fudge without an adequate guidance”

I owe a great debt of gratitude and sincere

appreciation to my supervisor, MR. VIVEK BRAHMA,
TRAINING & DEVELOPMENT OFFICER who helped
me by providing encouragement, suggestions,
constructive criticism and moral support throughout the
entire course of project. Accurate, immanent and
systematically planned working is really a precious tool
to be succeeding, which I have learned from him. My
heartily thanks go to him for sparing his invaluable time
and guidance for me.

I am deeply indebted and thankful to MR.

D.BARUA, Head T&D department, who has been a
perennial source of inspiration for this project.

I am thankful to all staff for their precious gift of

knowledge, in oil India limited

I express my vote of thanks to Mrs. Ilima Baishya

& Library staff, CENTRAL LIBRARY, OIL INDIA LIMITED
for helping me in maximum utilization of library
resources.

It is my real pleasure to thanks to Mr. Vijay

Mohan Bareja, Manager Public relation
Department & others for their selfless support, co-
operation & valuable suggestion.

Lastly, I want to thank my dearest ‘Parents’ for pitching

in with their patience and invaluable feedback. It was
enjoyable discussing some of the aspects with them.
 (SUMIT KR PUJARI)

TABLE OF CONTANT

Serial Particular Page no.

no.
1 Certificate I
2 Declaration ii
3 Acknowledgement iii-iv
4 Executive summary 1
5 Company profile 2-15
Introduction 2

History of oil 4

Present activity 6
 Golden jubilee celebrations 6

Vision of oil 7

Objective and obligation of oil 7

Structure of oil 8

Awards and accolades 13

Accredation 14

Department of oil 14

6 Training & development concept 16-23

Introduction 16

Definition 17

Need for training 18

Advantage of training 18

Disadvantage of training 18

Objective of training 19

Training methods/techniques 19

Training process 22

Training cycle 23

7 Training & development department 24-30

INTRODUCTION 24

SCOPE 25

STRUCTURE OF T&D DEPARTMENT 25

FUNCTION 26

BENEFIT OF T&D DEPTT. 26

ACTIVITY OF T&D DEPTT. 27

TRAINING & DEVELOPMENT POLICY 2007 27

Training & development process 28

8 EXECUTIVE TAINING PROGRAMMES 31-40

 TYPE OF TRAINING 31

IN-HOUSE TRAINING 32

IN-HOUSE APPROVAL PROCESS 34

IN-COUNTRY TRAINING 37

IN-COUNTRY APPROVAL PROCESS 38

OVERSEAS TRAINING 39

OVERSEAS APPROVAL PROCESS 40

9 RESEARCH METHODOLOGY 41
10 DATA ANALYSIS 42-46
11 Conclusions & RECOMMADATION 47
12 LIMITATION 48
13 BIBLOGRAPHY 49
14 QUESTIONNAIR 50-52

EXECUTIVE SUMMARY:-
This project has been completed in four parts:
1. Initially in the project “COMPANY PROFILE” has been
covered. The profile entails history of OIL, its business and
latest developments. Departments under OIL, functions of
Training and Development Department.
2. Then a summer training report on “VARIOUS TRAINING IN OIL
INDIA LIMITED FOR EXECUTIVES” was determined.
3. At the end of the project the “RECOMMANDATIONS FOR THE
SHORTFALL OF THE EVALUTION PROCESS” has been given to
analyses the variances.

PURPOSE, SCOPE AND LIMITATION OF THE STUDY:-

PURPOSE

The purpose of the study is to have an in-depth Knowledge

about TRAINING EVALUATION PROCESS carried out in the
organization for the benefit of the company in the long run.

SCOPE

1. Training and development department can use the project

for suggestion improvement in the TRAINING EVALUATION
PROCESS.
2. Further research can be carried out.

COMPANY’S PROFILE
INTRODUCTION:-
Oil India Limited (OIL) is a premier national oil
company, engaged in the business of exploration, production
and transportation of Crude Oil and Natural Gas. Oil India
Limited is a”schedule A” company under the ministry of
petroleum and Natural Gas, government of India. The
authorized and paid up capital of the company as on 31st
March 2008 are Rs 500 cores and Rs 214 cores respectively
with 98.31% holding by the government of India and 1.87% by
employees and others. The net worth of the company as on 31st
March 2008 was Rs 7932.97 cores.

Oil India Limited is having over 1.70 lakes sq km of

PEL/ML areas for its exploration and production activities.
Majority of OIL’S activity is being taken up in the north east
from where its entire Crude Oil production and majority of Gas
production is coming. Rajasthan is the other production areas
of oil from where it is producing 10%of its total Gas production.
The company’s exploration activities are spread over onshore
areas of Ganga Valley and Mahanadi in addition to its onshore
areas in North East and Rajasthan. OIL also has participation
interest in help exploration block in Mahanadi offshore, Mumbai
deep water, Krishna Godavari deep water etc.

The company is also having participating interest

in various projects such as in Libya, Gabon, Iran, Nigeria and
Sudan.

In recent years, OIL has stepped up E&P activities

significantly including Gas monetization in North East India. OIL
has set up the NEF (North East Frontier) project to intensify its
exploration activities in the frontier areas in and geologically
complex. Presently, seismic surveys are being carried out in
Manbhum, Pasighat and other trust belt areas. The company
operates a Crude Oil pipeline in the North East for
transportation of Crude Oil produced by OIL and ONGCL in
regions to feed Numaligarh, Guwhati, Bongaigaon and Barauni
refineries and a branch line to feed Digboi refinery. The
company is currently in the process of constructing a 660km
long product pipeline from Numaligarh to Siliguri. OIL also sells
its produced Gas to different customers in Assam viz. BVFCL,
ASEB, NEEPCO, IOC (AOD) and APL and to REEB in Rajasthan.
The company also produces Liquefied Gas (LPG) in its plant at
Duliajan, Assam. It also has Optical Fiber Network along its
Crude Oil pipeline and is lending out dark fibers to telecom
companies like BSNL and AIRTEL.

After restructuring into strategic business unit OIL

has also ventured into offering rig package, expertise and
services in E&P sector and signed a contract with Premier OIL, a
company registered in Netherland, for drilling of well in Joipur
block in Assam. OIL has also carried out work over job for Great
Eastern Energy Corporation Limited and Coal Bed Methane
Wells.

In recent CRISIS India today survey, OIL was

adjusted as one of the 5(five) best major PSU’S (Public Sector
Undertakings) and one of the 3(three) best energy sector PSU’S
in the country.
HISTORY OF OIL:-

The journey begins……… In the dense swampy

jungles of ASSAM, in North East India, in the year 1889. What
can one say about a company whose acronym is OIL! Except
that the history of oil exploration in India and the story of OIL
(Oil India Limited) are one and the same as saga of trial and
triumph.

The first Geologist to visit Assam was

H.B.Medlicott, who visited the areas between Joipur and Ledo
in upper Assam, where he found several coal seams. He was
very much impressed by the oil seepages in these localities and
recommended drilling for oil. This was the period when wells
were drilled near the oil seepages and our geological
knowledge about the occurrences of oil was very vague. The
well drilled near Joipur in 1866 were unsuccessful; those drilled
in 1867 in Namdang (Makum) near Margherita produced some
oil but on account of the absence of adequate transport
facilities, no further attempts were made; drilling was
suspended for about 20 years.

In 1882 the first railway line in Assam from

Dibrugarh to Margherita was opened for traffic, this important
facility brought the Colliery district of Margherita nearer to rest
of the country. With this improvement, drilling was soon
resumed in Makum-Namdang areas, where a few years earlier,
the engineers of Assam Railways and Trading Company (AR&T
Co.) while surveying the rail route to Margherita has accidently
come across oil seepages along the edge of the low hills nears
DIGBOI. AR&T Co. started drilling in Digboi in 1889 and
discovered oil in the first wildcat well after drilling to 622fts.
Immediately afterwards, several development wells were drilled
in the immediate neighborhood of the oil seepages. Through
the wooden derricks, thatched with leaves to keep out the sun
and rain, were incapable of reaching great depths, some of the
early development wells at Digboi were productive but result of
drilling at Makum were disappointing. However a “tea-pot”
refinery which was planned earlier was completed at
Margherita in 1893 to which oil from Digboi was send by rail in
tank wagons.

In 1899, by which time 14 wells had been drilled,

the Assam Oil Corporation (AOC) was formed to take over the
management of AR&T Co’s interested in Digboi-Makum area.
During the same year the Digboi refinery, with a capacity of
nearly 20,000 imperial gallons (500 barrels) per day was
produced.
 In 1889, Crude Oil was first discovered in the fields
of Digboi. On 18th February 1959, Oil India Private Limited was
incorporated to explore and develop the newly discovered oil
fields of Naharkatia and Moran in the North East India. In 1961,
OIL become a joint venture company between the Government
of India and Burmah Oil Company Limited, U.K.

Two decades later, in 1981, Oil India Limited

become a wholly owned Government of India Enterprise. Today,
Oil India Limited (OIL) is a premier Indian National Oil Company
engaged in the business of exploration, Development and
production of Crude Oil and Natural Gas, Transportation of
Crude Oil and production of LPG. The company also provides
E&P related services to the industry and holds 26% equity in
Numaligarh Refinery Limited (NRL).

PRESENT ACTIVITY:-
The company presently produces around 3.30 MMPTA of Crude
Oil (around 59,000 barrel per day), over 5 MMSCMD of Natural
Gas and over 50,000 ton of LPG annually. Most of these
emanate from its traditionally rich Oil and Gas fields
concentrate in the North Eastern part of India. OIL’S intensely
rich outfield in upper Assam includes Naharkatia (since 1953),
Moran (since 1967) which are under production till date. Some
of its recent oil fields include those in Dikom, Kathaloni and
Shalmari Oil fields. The search for newer avenue has seem OIL
spreading out its operation in offshore of Orissa, Desert of
Rajasthan, Plains of Uttar Pradesh, River Bed of Brahmaputra
and coastal of Saurashtra and Kaveri Basin.

GOLDEN JUBILEE CELEBRATIONS:-

Essentially OIL has celebrated two
milestones years till date. First was the silver jubilee tear 1984
and second, a hundred years of discovery of Crude Oil in Digboi
in 1989. The Digboi discovery was celebrated primarily because
OIL’S legacy has its roots in Asia’s first and the world’s second
commercially successful oil exploration activity in Digboi,
Assam in 1889. The silver jubilee year was celebrated in 1984
because on February 18th 1959, Oil India as accompany (Oil
India Private Limited) was born. Through the nature of
ownership changed from the private sector to the public sector,
Oil India in essence retained its name and continued to carry
out its core activity as an E&P company.

Today as the pioneering and second largest

National upstream Oil and Gas company with a pan Indian
presence and growing Global footprint, OIL is all set to conquer
newer horizons of all round growth and excellence.

VISION OF OIL:-
To be a vibrant, responsive knowledge based,
competitive E&P Company with Global presence, and a
selective presence across the Oil and Gas value chain in India,
maximizing shareholders value, respective stake holder’s
aspiration and caring for the environment.

OIL believes “superlative efforts precede

superlative results”. To serve that very purpose OIL has set the
highest challenges for itself to measure up to. Its objectives
are:-

OBJECTIVE AND OBLIGATION OF OIL:-

BASIC OBJECTIVE-
• To achieve self sufficient in hydrocarbon resources.
• To get adequate return on capital.
• To promote R&D in hydrocarbon exploration.
• To encourage technical advancement of import substitution.
• To develop and promote use of non conventional energy
resources.
• To build excellence management team.
• To build and project an efficiency corporate image.

TOWARDS EMPLOYEES:-
• To establish personnel policies for the well being of its
employees.
• To induct and develop competent person in all levels.
• To provide training and development opportunities to
enhance skills for optimum contribution.
• To evolve a system of closer associations in involvement of
employees to encourage sports, cultural and other activities
for promotion healthy community and fellow felling.

TOWARDS PEOPLE:-
• Social and community development.
• Development of ancillary and small sector units.
• Promotion of pollution free environment.
• Healthy interaction with the users and business associates.

STRUCTURE OF OIL India LIMITED:-

Oil India Limited is a pioneering organization
whose main objectives are to produce and explore Crude oil
and natural gas from the earth interior.

The structure of Oil India Limited started with

chairman and Managing Director (CMD). Under the CMD there
are 4(four) Directors headed by the important departments of
the organization. The main department of the organization is
Exploration and Development department, Human Resource
and BD, etc.

Mr. Nayan Mani Borah

Chairman & Managing Director
Mr. Borah holds a Bachelor’s degree in Petroleum
Engineering from the Indian School of Mines, Dhanbad.
He also holds a Post Graduate Diploma in Petroleum
Prospecting and Reservoir Evaluation from the
Norwegian Institute of Technology, Trondheim, Norway. He is associated
with the Society of Petroleum Engineers, USA and the Society of
Petroleum Geophysics. He has over 36 years of experience in the oil and
gas exploration and production industry. He is a member of the top level
strategy team in our Company and is responsible for Oil India's foray into
international exploration activities. Previously, he also held the post of
Group General Manager (Main Producing Area) and General Manager
(Geosciences) at our Company. He joined our Board on May 6, 2004 as
Director (Operations) and was elevated to the position of Chairman and
Managing Director with effect from December 1, 2008.

Mr.T.K Ananth Kumar

Director (Finance)
Mr. Kumar holds a Bachelor’s degree in Commerce
from Osmania University. He is also a member of the
Institute of Chartered Accountants of India. He has 29
years of experience in the oil and petroleum industry.
Prior to joining our Company, he was the Director
(Finance) of NRL for over three years and prior to that, he worked with
HPCL for 23 years. He is responsible for the entire financial management
as well as the strategic management of the Company. He joined our Board
on January 18, 2007.

Mr. B N Talukdar
Director (Exploration & Development)
Mr. Talukdar holds a Bachelor’s degree in Petroleum
Engineering from the Indian School of Mines, Dhanbad.
He has over 33 years of experience in the petroleum
industry. He heads all exploration, development,
reservoir management and drilling activities of the
Company. He is also Director in charge for all the overseas concessions.
Prior to joining our Company in 1977, he worked in the Reservoir
Engineering Division of ONGC. Prior to joining the Board on December 1,
2007, Mr. Talukdar held the post of Group General Manager (Geosciences)
in the fields in the North-East India. Mr. Talukdar is an active member of
the Society of Petroleum Engineers, USA and also closely associated with
the American Association of Petroleum Geologists and Society of
Petroleum Geophysicists.
Director (Human Resources and Business Development)
Director (Operations)

Mr. D N Narasimha Raju

Government Nominee Director
Mr. Raju holds a Master’s degree in Science
(Horticulture), Bangalore and a Post Graduate Degree
in Master of Business Laws from the National Law
School of India University, Bangalore.He joined the
Indian Administrative Service in 1984 and has worked
in various capacities with the Karnataka State government including
having served as the Deputy Commissioner in Bangalore City Corporation,
Bidar District and Bangalore Rural District. He has 26 years of professional
experience. He has also served in GoI on deputation basis as Deputy
Secretary/Director in DoEA, Ministry of Finance and as Private Secretary to
Commerce Minister. He was working as Joint Secretary (Marketing) in
MOPNG from October 2006 to January 2009 and has also been working as
Joint Secretary (Exploration) since August 2008. He has been nominated
as a special invitee on the board of ONGC Videsh Limited. He joined our
Board on August 1, 2008.

Dr. (Smt.) Archana Saharya Mathur

Government Nominee Director
Dr. Mathur holds a Masters degree in Economics from
Delhi University and a Doctorate in International Trade
from Jawaharlal Nehru University, Delhi. She joined the
Indian Economic Service in 1982. Dr. Mathur has
professional experience of 27 years in government
service, where she has served in various Economic Ministries of the GoI.
She is currently serving as Economic Advisor in the MoPNG. She joined our
Board on February 9, 2009.
 Mr. Ghanshyambhai Hiralal Amin
Independent Director
Mr. Amin holds a Bachelor’s degree in Science and Law
from Gujarat University. He has 36 years experience as
an advocate in the Gujarat High Court. He is currently
the Director of National Federation of State Cooperative
Limited, National Film and Fine Arts Cooperative Limited,
and the Director and Chairman of Gujarat region in Cosmos Cooperative
Bank Limited. He was formerly Chairman of the Bar Council of Gujarat and
the Ahmedabad District Cooperative Bank. Mr. Amin is also the President
of the National Cooperative Union of India. He joined our Board on July 30,
2008.

Mr. Sushil Khanna

Independent Director
Mr. Khanna holds a Bachelor’s degree in Science and a
Post Graduate Diploma in Management from the Indian
Institute of Management, Calcutta. He has 38 years of
professional experience. He is a faculty member of
Economics and Strategic Management at Indian
Institute of Management, Calcutta. He is also a member of the Board for
Restructuring Public Sector Enterprises constituted by the GoI. He is
currently the Chairman of Kerala Finance Corporation. He joined our Board
on July 30, 2008.

Mr. Arun Kumar Gupta

Independent Director
Mr. Gupta holds a Bachelor’s degree in Science from
the University of Allahabad, a Post Graduate Diploma in
Systems Management from the Bajaj Institute of
Management, University of Bombay, and is also a
Mechanical Engineer. Mr. Gupta has about 41 years of
professional experience. He joined the Indian Railways
Service of Mechanical Engineers and retired as the Chief Administrative
Officer (Railways) in Diesel Loco Modernisation Works. He has served as a
director on the boards of several public sector undertakings and is
currently working as an advisor with RITES Limited. He is a member or
fellow of a number of engineering and management institutes and
associations. He joined our Board on July 30, 2008.

Mr. Alexander K Luke

Independent Director
Mr. Luke holds a Bachelor’s degree in Civil Engineering
from Indian Institute of Technology, Mumbai. Mr. Luke
has 35 years of professional experience. He joined the
Indian Administrative Service in 1975 and took
voluntary retirement in 2006. During his years in the
government service, he has served as Managing
Director in various companies including Gujarat State Fertilizer and
Chemicals Limited, Gujarat Alkalies and Chemicals Limited, Gujarat
Narmada Valley Fertilizer Limited, Gujarat Industrial Investment
Corporation and Sardar Sarovar Narmada Nigam Limited. He was also the
Chairman and Managing Director of the Kerala Minerals and Metals
Limited and Travancore Titanium Products Limited. He joined our Board on
July 30, 2008.

Mr. VinodKumar Misra

Independent Director
Mr. Misra holds a Bachelor’s degree and a Post
Graduate degree in Physics from the University of
Delhi. He also holds a Master’s degree in Philosophy
from the Indian Institute of Public Administration. Mr.
Misra has 41 years of professional experience. He
joined the Indian Defence Accounts Services in 1969. During his years in
government service, he has served on deputation in various capacities
and ministries with the Goal. He also served as Secretary, Defence (Finance)
in the Ministry of Defence until his superannuation in 2007. He joined our
Board on July 30, 2008.

Mr. Pawan Kumar Sharma

Independent Director
Mr. Sharma holds a Bachelor’s degree in Commerce
and Law from Guwahati University. He has been a
practicing Chartered Accountant since 1984 and has
a professional experience of 26 years. He is a
member of the ad-hoc Task Force constituted by the
Ministry of Heavy Industries, GoI, the 17th Central
Council of the Cost and Works Accountants of India and the Institute of
Chartered Accountants of India. He has served as director on the board of
several companies including Vijaya Bank, Assam Financial Corporation,
Assam Conductors and Tubes Limited. He has been a life member of the
Indian Council of Arbitrators since 2002. He joined our Board on July 30,
2008.
Company Secretary: Mr. S R Krishnan
Code of Conduct for Directors and Senior Management of the
Company as approved by the Board

AWARDS AND ACCOLADES:-

1. Rated No. 1 Public Sector Company, 2006 by the department

of Public Enterprises, Government of India based on
Performance.
2. “Excellent” performance rating by government of India for
past 3 years 1997-98, 1998-99, 1999-2000.
3. Performances Excellence Award, 2005-06 by the Indian
Institution of Industrial engineering (IIIE).
4. Counted among the 5 best Public Sector undertaking and 3
best in the Energy category by the India Today- CRISIL
survey in 2005.
5. Best Project Award for corporate Social Responsibility 2005
by TERI, among 130 participating companies.
 6. Corporate Social Responsibility Award 2003-04, by TERI for
Good Corporate Citizenship and Sustainable initiatives
among companies with turnover about Rs 500 cores.
7. Green Tech Award for Environment Management 2002.
8. Golden Peacock Award for Corporate Social Responsibility,
2002.

9. Special commendation Award for Human Resource

Management, 2001-02 by National Petroleum Management
Programmed for OIL’S continuously evolving technology and
business environment and the company initiative to enhance
safety in operation and quality of work life via good
practices.
10.Longest Accident Free Period Award 1997-98, 1998-99.
11.Excellence in Riverbed Survey Award 1997-98.
12.Best Oil and Gas Processing Unit Award 1997-98.
13.International Green Land Society National Award, 1997-98
for Best Energy Conservation and Implementation.
14.Corporate Performance Award 1985 for Harvard Business
School Association of India and Economic times.
15. Ranked 1st for Profitability in term of Paid up Capital, Net
asset and Sales from 1981-82 to 1983-84 by the Indian
Institution if Public Opinion, among 100 largest Corporate
Enterprises in India.

ACCREDATION:-
1. ISO-9000:2000 Certificate (QUALITY MANAGEMENT SYSTEM):
LPG Plant.
2. ISO-9001:2000 Certificate: GAS based power plant.
3. ISO-9000:2000 Certificate (QUALITY MANAGEMENT SYSTEM):
Truck Pipeline.
4. ISO-9001:2000 Certificate: OIL Hospital at Duliajan.
5. ISO-14001 (ENVIRONMENT MANAGEMENT): Truck Pipeline.
6. OHSAS 18001 (OCCUPATIONAL HEALTH SAFETY ASSESSMENT
SERIES): Truck Pipeline.
7. ISO/IEC 17025:2005 accreditation by NABL, Government of
India for OIL’S Research & Development Deptt. the first
among Exploration & Production(E&P) company laboratories
to get this accreditation.

DEPARTMENTS OF OIL INDIA LIMITED:-

 Production (OIL)
 Production (GAS)
 Production project
 LPG
 Drilling department
 Pipeline
 Well logging
 Geological and Reservoirs
 Geophysics
 Materials
 Chemical
 Electrical
 Field engineering
 Instrumentation
 Information Technology
 Finance & Accounts
 Administration
 Civil
 Employee Relation
 Personnel
 Field Communication
 Public Relation
 Research & Development
 Training & Development
 Internal Audit
 Technical Audit
 Safety & Environment
 Health and Hygiene (MEDICAL DEPTT.)
 Transportation
 Central Industrial Security Force(CISF)
 Vigilance
 Business Development and Third Party Inspection
 Contract
 Planning
 Land
 Business development and TPP
 BP Coach
 Employee Relations
 Enterprises Resource Planning(ERP)
 Legal Cell
 North Eastern Frontier(NEF)
 Pump station
 Strategic & Corporate Planning

TRAINING & DEVELOPMENT CONCEPT

INTRODUCTION:
Every organization needs to have well trained and
experienced people to perform the activities that have to be
done. Training is a process of learning a sequence of
programmed behavior. It is application of knowledge. It gives
people an awareness of the rules and procedures to guide their
behavior. It attempts to improve their performance on their
current job and prepare them for an intended job. Development
is a related process. It covers not only those activities which
improve job performance, but also which bring about the
growth of the personality; help individuals in the progress
towards maturity and actualization of their potential capabilities
so that they become not only good employees but better men
and women. In organizational terms, it is intended to equip
person to earn promotions and hold greater responsibility.
Training a person for a bigger and higher job is
development. And this may well include not only imparting
specific skills and knowledge but also inculcating certain
personality and mental attitudes. As the jobs become more
complex, the importance of employee development also
increases. In a rapidly changing society, employee training and
development are not only an activity that is desirable but also
an activity that an organization must commit resources to if it
is to maintain a viable and knowledgeable work force.
Training has played a very important role in helping
the corporation to reach the commanding heights of
performance. Any training would be considered to be successful
only when the knowledge gained by the participants is
transferred to the job performance.
Training is the main function of HR. To enhance the
Corporation's growth and keep the Corporation ready to
anticipate all types of competition and face it too, there is a
need that Human Resource should play more active role for
overall progress of the Corporation. The impact of training
programme is to mould the employee’s attitude and help them
to synergies individual goals with organizational goals. It also
helps in reducing dissatisfaction, complaints, absenteeism and
labour turnover.

Definition:
According to Flippo, “Training is the act of
increasing knowledge and skills of an employee for
doing a particular job" The major outcome of training is
learning.
A trainee learns new habits, refined skills and useful
knowledge during their training programme, which helps them
to improve their performance.
Training can also be defined as activities designed to
change the behavior. Another way of defining training would be
a planned programme designed to improve performance and
bring about measurable changes in knowledge, skills, attitudes
and social behavior of employees.
Training imparts the ability to detect and correct
error. Furthermore it provides skills and abilities that may be
called on in the future to satisfy organization’s human
resources needs.
“All development is self development”. It must be
generated within the main himself. Development is highly
individual. The development of an individual is due to his day to
day experience on a job. Hence, emphasis should be on
experiences from day to day work. Any activity designed to
improve the performance of existing managers and to provide
for a well planned growth of managers to meet future
organizational needs is management development.

Training and development encompasses three

main activities:
TRAINING:
This activity is both focused upon, and evaluated
against, the job that an individual currently holds.
EDUCATION:
This activity focuses upon the jobs that an individual
may potentially hold in the future, and is evaluated against
those jobs.
DEVELOPMENT:
This activity focuses upon the activities that the
organization employing the individual, or that the individual is
part of, may partake in the future, and is almost impossible to
evaluate.
Need for training:
The need for training & development is
determined by the employee’s performance deficiency,
computed as follows:
T&D need = Standard performance – Actual
performance.

When does the need for training arise?

 The installation of new equipment or techniques
 A change in working methods or products produced
 A realization that performance is inadequate
 Labour shortage, necessitating the upgrading of some
employees
 A desire to reduce the amount of scrap and to improve
quality
 An increase in the number of accidents
 Promotion or transfer of individual employees.
 Ensures availability of necessary skills and there could be
a pool of talent from which to promote from.
 Up gradation of skill in a particular position.
 Acquire advance knowledge/skill in areas of concern.

Advantages of training:
1. Leads to improved profitability and/or more positive attitudes toward
profits orientation.
2. Improves the job knowledge and skills at all levels of the organization.
3. Improves the morale of the workforce.
4. Helps people identify with organizational goals.
5. Helps create a better corporate image.
6. Fasters authentically, openness and trust.
7. Improves the relationship between boss and subordinate.
8. Aids in organizational development.
9. Learns from the trainee.
10. Helps prepare guidelines for work.

Disadvantages of training:
1. Can be a financial drain on resources; expensive development and testing,
expensive to operate?
2. Often takes people away from their job for varying periods of time;
 3. Equips staff to leave for a better job
4. Bad habits passed on
5. Narrow experience

Objectives of Training:
The overall training objective is to develop required
knowledge, skills and attitudes of our employees so that they
can perform more productively and achieve the business goals.
It is recognized that the employees learn primarily from on-the-
job experience.
Therefore, in achieving this objective, the primarily contribution
is from on-the-job training and supporting contribution from the
formal training effort.

1. To impart basic knowledge and skill to new entrants and

enable them to perform the job well.
2. To equip employee to meet the changing requirement of
the job and organization.
3. To teach the employees the new technique and ways of
performing the job or operations.
4. To prepare employees for higher level task and build up a
second line of competent managers.

Training has always played an important and integral part in

furthering many kinds of human learning and development.
However, the fact that training can make an important, if not
crucial, contribution to organizational effectiveness is only now
being recognized fully.
Companies, organizations and government are beginning to
appreciate the value of adequate, consistent and long term
investment in this function.

Training Methods/ Techniques:-

The forms and types of employee training methods are
inter-related. It is difficult, if not impossible; to say which of the
method or combination of methods is more useful than the
other. In fact, methods are multifaceted in scope and
dimension, and each is suitable for a particular situation. The
best technique for one situation may not be best for different
groups or tasks. Care must be used in adapting the technique/
method to the learner and the job. An effective training
technique generally fulfills this objective; provide motivation to
the trainee to improve job performance,
Develop a willingness to change, provide further trainee’s
active participation in the learning process. Provide knowledge
of results about attempts to improve (i.e. feedback), and permit
practice where appropriate.

The various training techniques are as follows:

ON–THE-JOB- TRAINING:
Virtually every employee, from the clerk to the
president, gets “On-The-Job Training”, when he joins a firm. It is
primarily concerned with developing in an employee’s skills and
habits consistent with the existing practices of an organization,
and orienting him with his immediate problems. It is mostly
given for unskilled and semi-skilled jobs- clerical and sales jobs.
Employees are coached and instructed by skilled co-workers,
by supervisors, by the special training instructors. They learn
the job by personal observation and practice as well as
occasionally handling it.
He is learning by doing, and it is most useful for jobs that are
either difficult to stimulate or can be learned quickly by
watching and doing it.
The main advantage of on-the-job training is that the trainee
learns on the actual equipment in use and in the true
environment of his job. He, therefore, gets a feel of the actual
production conditions and requirements. In this way, a transfer
from a training centre or school to the actual production
conditions following the training period is allowed. Secondly, it
is highly economical since no additional personnel or facilities
are required for training. Thirdly, the trainee learns the rules,
regulations procedures by observing their day to day
applications. He can, therefore be easily sized up by the
management.

OF-THE-JOB TRAINING:
“Of-the-job training” simply means that training is
not a part of everyday job activity. The actual location may be
in the company classroom or in the places which are owned by
the company, or in universities or in associations which have no
connection with the company.
This method consists of:
1. Lectures
2. Conferences
3. Group Discussions
4. Case Studies

 Lectures: Lectures are regarded as one of the simplest

ways of imparting knowledge to the trainees, esp. when facts,
concepts, or principles, attitudes, theories and problems-
solving abilities are to be taught.
Lectures are formal organized talks by the training specialists,
the formal superior or other individual specific topics.
The lecture methods can be used for very large groups which
are to be trained within a short time, thus reducing the cost per
training. It can be organized rigorously so that ideas and
principles relate properly. Lectures are essential when it is a
question of imparting technical or special information of a
complex nature. They are usually enlivened with discussions,
film shows, case studies, role- playing and demonstrations.

 Conference method: In this method, the participating

individuals ‘confer’ to discuss point of common interest to each
other. A conference is basic to most participative group-
centered methods of development. It is a formal meeting,
conducted in accordance with an organized plan, in which the
leader seeks to develop knowledge and understanding by
obtaining an considerable amount of oral participation of the
trainees. It lays emphasis on small group discussions, on
organized subject matter, and on the active participation of the
members involved. Learning is facilitated by building up on the
ideas contributed by the conferees.
The conference is ideally suited for the purpose of analyzing
problems and issues and examining them from different
viewpoints. It is an excellent method for development of
conceptual knowledge and for reducing dogmatism and
modifying attitudes because the participants develops solutions
and reach conclusions, which they often willingly accept.
 Group discussions: This is an established method for
training. A group discussion is conducted in many ways: It may
be based on a paper prepared by one or more trainees on a
subject selected in consultation with the person Incharge of the
group discussion. It may be a part of a study or related to
theoretical studies or practical problems. The trainees read
their papers, and this is followed by critical discussion.
It may be based on the statement made by the person Incharge
of the group discussion or on a document prepared by an
expert, who is invited to participate in the discussion.
The person Incharge of the group discussion distributes in
advance the material to be analyzed in the form of required
readings. The group discussion compares the reaction of
trainees, encourages discussion, defines the general trends and
guides the participant to certain conclusions.

 Case studies: “The case study is based on the belief that

the managerial competence can best be attained through
study, contemplation and discussion of concrete cases.” The
‘case’ is the set of data, written or oral miniature, description
and summary of such data that present issues and problem
calling for solutions or action on the part of trainee. When the
trainees are given cases to analyses, they are asked to identify
the problem and recommend tentative solution for it. This
method offers to the trainees matter for reflection and brings
home to them a sense of complexity of life as oppose to
theoretical simplifications of, and practices in the decision-
making process. The case study is primarily useful as a training
technique for supervisors and is especially valuable as the
technique of developing decision-making skills and for
broadening the perspective of the training.

TRAINING PROCESS:
PERFORMANCE PROBLEM

ANALYSIS OF TRAINING NEEDS

SET OBJECTIVES/OUTCOMES
STRUCTURE
SELECT, DESIGN, ADAPT

MATERIAL

PLAN/DESIGN TRAINING

TIMETABLING/SEQUENCING
SELECTION OF

METHORDS

TRAIN

EVALUATE PERFORMANCE

TRAINING CYCLE:
 Training and development department
of oil India limited

INTRODUCTION:-

Oil India Limited management could visualize the

greater role of training and development activities for the
organization. Accordingly a management training policy was
formulated in 1986 and 2(two) training institute namely
MANAGEMENT TRAINING AND DEVELOPMENT CENTRE
(MTDC) and OIL TAINING INSTITUTE (OTI) were established
and become operational in 1996 and 1997 respectively.
MTDC complex houses the TRAINING & DEVELOPMENT
DEPTT, the Central Library, a hostel for newly selected
Executive Trainees and a Faculty block (Guesthouse) for
visiting Faculties, Participants and other Company visitors.
MTDC office complex along with the Central Library conduct
various In-House training programs, workshops and seminars in
its 3(three) Classrooms and 1(one) Auditorium.OTI has been
relocated and a new building with 2(two) Classrooms, 1(one)
Workshop and 1(one) Exhibition room is been constructed in
the MTDC complex, adjacent to the present MTDC building.
MTDC also caters to the need of the various
apprentices passed from the ITI’S and Polytechniques by
providing them the training; it is also provided Training to
students from different Engineering Colleges and other
Institutes/ Universities.
SCOPE:-
The Training Policy will cover the Training and
Development requirement of the total workforce and the
various program to be developed and administered will be
classified into the following categories for formulating
strategies, objectives, goals and thrust areas-
Top Management Development Program-
1. Executive Development and Training Program.
2. Supervisory Development Program.
3. Employee Development and Refresher Program.
4. Skill and Competency Development Program.
5. Statutory Skills Training.
6. Orientation Program for new entrants.
7. Apprentices Training.

STRUCTURE OF T&D DEPTT:-

IN THE Training and Development Department
there are 16 no. of employees working for the organization
including 7executive, 7 work person and 2 SRS.

GENERAL MANAGER T&D DEPTT

CHIEF MANAGER CHIEF MANAGER

T&D DEPTT T&D DEPTT

MANAGER MANAGER MANAGER

T&D DEPTT T&D DEPTT T&D DEPTT

ASST.
T&D D OFFICER
FUNCTION:-
To align Training and Development process with the
corporate strategy and plan of the company in the changing
business scenario, following function are followed:
 Organize different training for executives and work persons
of OIL as noted below-
• Technical training program
• Managerial / behavioral training program
• Training by OIL’S own internal faculties
• Statutory and safety training as lay down by
Government regulation
 Organizing Executive Development Program for the newly
recruited executives’ trainees.
 Apprenticeship training and diploma and ITI passed students.
 Summer Training / projects work to students from various
institutes and universities.
 Regulations for services provide and contract workers.
 Employing the more effective methods to satisfy the training
need in a given time frame through In-house, In-country,
overseas training programs.
 Identifying the best available training program and faculties
in India and abroad.
 Identifying and developing internal faculty.
 Selecting specific training methodologies.
 Central library:
• Purchase of books and journal
• Company sponsored membership scheme
• Suggestion scheme

BENEFIT FROM TRAINING AND DEVELOPMENT

DEPTT:-
1. The training and development function will play a catalytic
role to make OIL INDIA LIMITED a truly knowledge driven
organization.
2. Line managers and business heads will be drawn into a close
partnership with Training and Development.
 3. The planning and implementation aspects of the Training
and Development Policy will be strengthened.
4. Training effectiveness will be given priority with periodic
reviews.
5. The Training and Development function will work very closely
with the other HR system in the company such as job
rotation and succession planning to ensure that the
necessary HRD activities take place at the point when it is
required.
6. The Training and Development Department is also doing the
local training programs in country and overseas training
programs.

ACTIVITIES OF TRAINING AND DEVELOPMENT

DEPTT:-
1. Assessment of Training needs of individuals by department.
2. Prepare annual training plan, budget and calendar and
obtain approval.
3. Organize in-house Training programs for executives and
work persons including statutory Training program for work
persons.
4. In- country Training.
5. Overseas Training.
6. Training by internal Trainers.
7. Onsite safety training.
8. Safety training for contractors workers.
9. Statutory safety programs for services providers.
10.Apprentices Training.
11.Summer Training.
12.Central library activity.
13.Company sponsored membership scheme.
14.Industry academia interaction.
15.Training module for petroleum prospecting countries.
16.Maintenance of training records in MS Access Database.
17.MIS Reporting.
18.Suggestion scheme.

TRAINING & DEVELOPMENT POLICY 2007:-

A management training policy was formulated in 1986.
In contrast of continuously changing techno and business
environment the training and development policy was revised in
the year 2000. However the same was not felt adequate in view
of the changing scenario and a new Training and Developmental
Policy had been proposed in 2003 and come to power in 2007.

OBJECTIVE OF T&D POLICY 2007-

1. Develop employee skills and competencies towards better
performance.
2. Develop people to take higher responsibilities and new
challenges.
3. Reduce the learning time for taking up new assignments.
4. To impart need based training to cover minimum 20% of the
total human resources strength during each year for
enhancing capital.
5. To increase the overall total training effort for work persons
every year.
6. To train the work force for acquiring newer skills, potential
development, attitudinal changes and exposing them to the
latest work systems and technologies.
7. To depute senior work persons for skill up-gradation &
developing competencies preferably minimum once in every 5
years SDP (Supervisory Development Programmers).
8. To effectively manage the Executive Training Scheme & with a
view to familiarize new entrants to the organizations culture.
9. To develop case-studies through utilizing internal/external
expertise and use the same as effective Training tools.
10.To help the line department for successfully implementing a
multi-skills training system for the workforce for the effective
HR utilization and development.

TRAINING & DEVELOPMENT PROCESS-

I. Assessment of individual Training needs by departments.
II.Prepare Training calendar on the basis of annual Training
plans submitted by departments and obtain approval from
competent authority.
III.Execution of Training plan.
IV. Nominations.
V.Evaluations of Training effectiveness.

ASSESSMENT OF INDIVIDUAL TRAINING NEEDS BY

DEPTT:
The main objective of this stage is to-
1. Assess the Training needs of individuals in each department,
through the active involvement of the supervising officer and
HOD.
2. Prepare Annual training plan for the department covering 25-
30% of the executive strength to be trained in areas as
determined by-
• Training needs assessed by department
• Competency development training inputs of respective
salary grade as listed by T&D department.
• Priority in the merit of not attended- latest attended list,
to be maintained by the departments.
The identification of individual training needs shall be done
according to the TNA skill matrix (Training Needs Identification)
developed by T&D department. Department shall have to submit
their annual training plan to T&D department by December
every year.

PREPARE ANNUAL TRAINING PLAN AND CALENDAR AND

OBTAIN APPROVAL FROM COMPETENT AUTHORITY BY
T&D DEPTT:
Training plan is a strategic as well as operational plan for
the training function, annually prepared before the financial
year. It includes a training budget with details of expenses as
well as a list of training programs planned, and details thereof.
The training plans prepared by the T&D departments with inputs
of training plans prepared by the departments on the basis of
the training needs assessed by their personnel.
Training calendar is a schedule of training programs
planned for the year, with likely dates of the programs, names
of likely trainers/agencies, duration of each program, venues for
programs.
T&D Department shall prepare the Annual Training Plan of
the company and Annual Training Calendar on the basis of
Annual Training Plans submitted by Departments and obtains
approval for the Annual Training Plan of the company from
competent Authority, Head-Fields.
T&D Department shall prepare the Annual Training Plan
and Calendar by January end. The essential requirement for the
timely preparation of Annual Training Plan and Calendar by T&D
Department is- Receipt of Annual Training Plan of the
Departments latest by the month of December.

EXECUTION OF THE TRAINING PLAN:

T&D Department shall inform the respective departments
about the approved Training Plan. T&D Department shall also
approved copies of the Annual Training Plan to Functional
Directors.
The lead time for processing individual nominations put
by the respective department shall be as under:
 In-house training 10DAYS
 In-country training 60DAYS
 Overseas training 75DAYS
T&D Department shall process all nominations received
from departments within the norms of DOP.

NOMINATIONS:
The objective of this stage is to-
 Nominate the right person for the right program by
departments as determined by TNA and eligibility in terms
of Not Attended- Latest Attended list.
 Maintain corporate priorities for the above.
The Department Training Incharge shall monitor
implementation of training plan of his department at suitable
intervals and liaise with T&D Department for services/help
required.
In case a nomination is received with lesser lead time it
shall be processed only in case of special recommendations by
Directors, Head-Fields, SBU Head and work exigencies justified
by concerned GMs.

EVALUATION OF TRAINING EFFECTIVENESS:

 Training evaluation shall be done in 4(four) levels, i.e.
immediate feedback, evaluate learning, evaluating changed in
behavior, evaluating results.
 Immediate feedback is evaluated by the participant’s
response in the feedback form.
 Evaluating learning is observed by the test scores ‘before’
and ‘after’ training, shoeing change in knowledge- skills-
attitudes of the participants of a program.
 Evaluating changes in behavior is observed by the post
training feedback on changes observed in on-the-job
behavior.
 Evaluating results is observed by comparison of process
and business results before and after training process.
The objective of this stage are-
 Multi-level feedback on training is received by the T&D
Department.
 Feedback is received, analyzed, remedial actions
determined, and the progress shared with the Unit
Training Cell (UTC).
In addition, T&D Department shall also prepare a quarterly
summery of training imparted, number and category of persons
covered, coverage of training vis-à-vis training plan, meeting
the priority of Not Attended list to be maintained by each
department and average man days of training programs.

EXECUTIVES’ TRAINING PROGRAMMES

THREE TYPES OF TRAINING PROGRAMMES
Training and Development (T&D) Department of Oil India
Limited carters to the need of development of the executives
by organizing various types of training programmers.

1. Local - a) In- House Training

2. External - b) In- Country Training
c) Overseas Training

TYPES OF TRAINING:-
 A. IN-HOUSE TRAINING: Training organized in house with
reputed external faculties and internal faculties. In-house
training are usually technical, behavioral, managerial,
safety related and various statutory programs.
B. IN-COUNTRY TRAINING: Such training is need based
mostly technical as well as behavioral or managerial.
Employees are nominated by department HOD’s based on
certain pre-defined criteria and send to different institutes
within the country providing specialized courses.
C. OVERSEAS TRAINING: Employees are send overseas for
technical and managerial courses.

Training Programs attended by Executives in the place of

posting shall also be considered as local training.

25% to 30% of the executive strength covering all

disciplines shall be send for external training programs every
year according to the Annual Training Plan and Calendar
approved by the competent authority.

Each executive shall get a chance to go for external

training once in 4(four) years.

IN-HOUSE TRAINING PROGRAMMES FOR

EXECUTIVES
INTRODUCTION
The Training is organized in house means inside the
organization, with reputed external faculties and internal
faculties. In-house Training may be, technical, behavioral,
managerial, safety related and various statutory programmers.

In- House Training will be organized through any one or

more of following:

1. By In-House faculty from different departments:

 In-House Program by internal faculty is the best way
for building an organization and to ensure that transfer of
knowledge takes place within the organization.
To make such programs more effective, following
will be adhered to the external possible.
a) Individual sessions for In-House Courses and the
programs of statutory nature will be organized by the
getting speakers nominated by HODs. While
organizing structure course in specific areas of
specialization, management approval will be
necessary highlighting amongst other:
 Program objective
 Course content
 Methodology
 Target group
 Participant profit and expected number of the
participant
 Proposed duration
a) A panel of names from different department would be
prepared from amongst the willing executives having
good presentation skill to work as internal faculty as
and when required. Such lists would be reviewed once
in 2(two) years unless otherwise required.RCE will be
final authority to approve list of trainers.
b) To attract more and more executives with requisite
expertise/skill to work as Trainers, successful trainers
from different discipline will:
 Be deputed at frequent intervals to centre to
excellences.
 Be given preference for training abroad to enhance
their professional/training skills.
 Be given monetary incentives as decided from time
to time.
a) Feedback from participants will be one of the key
criteria in assessing quality of training by trainer and
amending necessary improvement.
 1. Faculties from other petroleum and related organizations
in the vicinity may be invited from time to time, for better
interaction and transfer/exchange of professional
knowledge.
2. External faculties of repute both from within and outside
the country from various institutions are engaged for
imparting training. For example: ASCI, Hyderabad, IIMs,
IITs, M/S Fugro Robertson, UK, etc.
3. Retired personnel’s with proven skill will be invited as and
when considered necessary subject to availability. It will
endeavored to maintain a data bank of retired company
personnel with specialist skill, who can be instrumental in
not only imparting rich hands on experience to
participants, but their involvement will also contribute
towards continuances of company’s unique culture and
values.

The detail of competency Development (by In-House

Training):

 Training curriculum shall have to be compiled by each

person in certain salary grade.
 HOD shall ensure the inclusion of this program in the
Training Need Identification (ITI) Analysis.
 The basic aim is to equip the person to perform in a higher
level of responsibility.

In-house approval process

NEED ANALYSIS OF IN-HOUSE TRAINING

IDENTIFICATION OF FACULTIES / AGENCIES BY T&D

ORANIZE TRAINING
 OFFER FROM FACULTIES / AGENCIES

PROPOSEAL BY T&D

GM (F&A) / RCE FOR APPROVAL

NOT APPROVED
APPROVED

Benefit from in-house training:

1. Building Better Decision Making Bodies:-It gives your
decision making team the tools it needs to work well
together, coherently. These tools will enable your team to
remain focused on its mandate, make smart and
strategically-driven decisions, maximize opportunities,
minimize exposure to risk, and have productive and
inclusive meetings.
2. Making Meetings Work better:-In this workshop we discuss
meeting dynamics. We give you tools to make your future
 meetings productive, timely, inclusive and even……
enjoyable.
3. Rules of order- Demystified & Humanized:- Rules of order
are intended to help facilitate program, includes members
in discussions and decision-making, and protect majority
and minority rights. In this workshop we discuss use of
procedures sensibly and intelligently.
4. Community Consultation & Consensus Building:-In this
workshop we discuss principles for community
consultation and tools for building consensus and
relationship with stakeholders.
5. Minute Taking Standards & Related Issues:-In this one day
workshop we discuss minute taking standards and relate
issues, including how to work effectively with board and
committee members.
6. In the Hot-Seat:-This one day workshop helps you improve
your responses to tough questions during interactions with
colleagues, the media and the general public. To enhance
the learning process, hot-seat interactions are simulated
and analyzed.

Various in-house training programmers:

Security consciousness program
Security sensitization
Workflow training
Training drilling operation & RIG equipment
FIN 900
Special in houses training for ST & SC employees
Selection test of grade ‘A’ executives
Planning for a happy retirement life
Industrial & Hydraulics & Pneumatic Technology
Training programmers on gas testing & gas detection
Basic seismic processing
Knowledge management for periodicity
Special in house training for ST/SC employees
Management orientation program
Amar jiban
 Environment health safety in SAP
Vigilance in primary concern
Workshop on reservation policy for SC/ST/OBC
Safe crane operation
A great discovery self realization
Human recourse development organization
Project management
Management orientation program
Stress management
Apex art of living
Casing design
HR 350 programming in human capital management
Management orientation program
FIN900 Auditing of financial business/process in SAP
Vigilance awareness
Mechanical seal
Letter writing, work study, communication & negotiation
techniques
Supervisory dev program
Attitudinal orientation
My force multiplier
Workshop on monitoring

IN-COUNTRY TRAINING PROGRAMMES FOR

EXECUTIVE
INTRODUCTION
In the areas of functional skill and knowledge where in-
House experts is not available or the skill is related to opening
know-how of newly acquired equipment, executives or
workmen are sent for IN-COUNTRY TRAINING to institute of
repute based on needs & wants.

OIL also invites external faculties from reputed

institutes at a particular region of its operational areas for
training purpose. Training is so imparted by subscribing to
packages course offered by various training institute within the
country.

Nomination will be made to different In-Country

programs for skill enhancement and maintenance. Apart from
acquiring a skill through specific training module, exposure to
such programs, gives opportunity to learn from interaction and
case studies from other organization and through valuable
contacts. These training should be need based and relevant to
present future assignment of the employees or executives.

Some in-country training institute/agencies:

All India Management Association (New Delhi)
TMTC (Mumbai)
ASCI (Hyderabad)
IIMs
ISB (Hyderabad)
XLRI
CMC
NITI
SIM
NLI
NPC
PETS
IIFI

IN-COUNTRY APPROVAL PROCESS

Training needs
assessment by

Administrati
Inform Contact
on for (department/SC/ST
Nomination authority F&A for Cell /OIEEA)
HOD & organizing
passage
T&DT&D&
Deptt issues
Concerned
department
GM training
remitting
for
nominee Proposal
T&D to t&d
Scrutinizes agency for
 If not ok

If ok

Approved/not approved

If not approved

If approved

Overseas TRAINING PROGRAMMES FOR

EXECUTIVE
INTRODUCTION:
The scope for training personnel in advance oil
technology within the country is limited this advance training
technical and managerial aspects is imparted by subscribing to
overseas course. Petroleum industry is a high-tech, high-risk
and highly competitive business especially in the global
scenario. To keep abreast of the first changing technologies
being deployed worldwide and to keep abreast with the latest
methods and systems, it is imperative that HR have to be
exposed through overseas conferences, seminars, workshop or
training program both in their technical areas of specialization
and in managerial aspects. In today’s business environment,
knowledge capital along with IT based solutions will be the
determining factor in petroleum business.

Confirmed Executives of all grades are send

overseas for need based training, seminars, workshop, study
tours, inspection visits, work association etc to countries like-
USA, UK, Australia, Malaysia, UAE, Singapore, France, Germany,
Canada etc.

Overseas approval process

Nomination authority (HOD through concerned GM)

Proposal toDelhi
t&d office
Contact
Inform HOD Issue NOC, for FEE
Obtain for local organizing
& advises Medical
T&Dmanagement
T&D
T&D prepares
departmentrelease,
Scrutinizesthe agency for
 If not ok
If ok

Approved/not approved

If not approved

If approved

RESEARCH METHODOLOGY
RESEARCH:-
Research can be defined as a scientific and systematic
search for pertinent information on a specific topic. Research is
an art of scientific investigation.
“Research comprises of defining and redefining
problems, formulating hypothesis or suggested solutions,
collecting organizing and evaluating data, making deductions
and reaching conclusion and at last carefully testing the
 conclusion to determine whether they fit the formulated
hypothesis.”

1.Sample size:
The sample size for survey is taken 25 which are the
existing EXECUTIVES & HEAD OF THE DEPARTMENT of Oil
India Limited.

2.Type of sample design:-

In this study, information will be collected from the
different department of Oil India Limited. Thus, it is a sample
investigation. Here, Judgment sampling design is referred in
which using probability methods initial sampling units are
selected and then additional information is obtained from
information supplied by initial units.

3.Research Design:-
Descriptive research design will be made in this study
in which VARIOUS TRAINING IN OIL INDIA LIMITED FOR
EXECUTIVES will be discussed.

4.Data Collection Method:-

Data collection is the most important part of any
Research project. It plays a vital role in fulfilling the research
objectives.
In this study, PRIMARY DATA collection method
will be used. A structured questionnaire was developed under
the supervision of experienced supervisor, which helped me to
extract detailed information with the aim of fulfilling the
research objective and further information are collected from
previous reports, websites; OIL’S newspapers etc there are the
SECONDARY DATA.
Data analysis
1. What do you understand by Training & Development in
general?

“Process of gearing up executive to update

themselves with latest innovations & best practices in industry”
“Training & Development imparts from proper training
to the employees of the company for overall development of
every individual”
“Help proper execution of any job in future”
“Training & Development means enlightening the skill
of the employee for the organization”
“Training helps an executive do his job better”
“It is a process of exposing the work persons &
executives to the current knowledge & practices with the aim of
development & meeting organizational goals”
“Practice study for improvement”
“Training & development means shaping the
knowledge & skill of the employee”
“It is an attempt to improve current or future
employee performance by increasing an employee’s ability to
perform through learning”
“Training & development means knowledge updating”
“It’s is purposeful imposing of knowledge for personal
development”
“Upgrading knowledge of the executives”
“Improving upon existing and acquiring new technical
managerial skill”
“To bridge the gap in the requirement for
development”
“It is related to training an employee/executive and
developing his/her inbuilt skills”
“Training & Development means overall development
both professional as well as personal of an individual”
“To educate employee for new assignment
responsibility and develop knowledge”

2. How do you select executives for training?

 Almost 100% of the respondent said that the
executives are selected on the “NEED BASIS OF THE
ORANISATION AND IMPROVE THE KNOWLEDGE OF THE
FRESH EXECUTIVES”

3. According to you training is beneficial to executives?

100% of the respondent replied positively to the

training been beneficial to executive.

4. How do you judge OIL’S present strategy to imparting

training to improve and develop executive?

Above question was answered in a mix manner, 4% said

EXCELLENT 16% said VERY GOOD, 72% said GOOD, 8% said
FAIR.

5. The various programs sponsored by the organization

training of executive are adequate?

The respondent were supporting the programs

sponsored by OIL for executives almost 40% AGREED, 40%
SOMEWHAT AGREED, 12%& 8% STRONGLY AGREED &
DISAGREE RESPECTIVEY and no one strongly disagreed the
programs sponsored by OIL.

6. According to you which of the following training are

more beneficial to the executive?
 More respondent replied to all the training as
beneficial to the executives, out of that also IN-COUNTRY
TRAINING (80%) was given more prior then IN-HOUSE
TRAINING & OVERSEAS TRAINING (48%&32%)
respectively.
7. Are you satisfied with the IN_HOUSE TRAINING, IN-
COUNTRY TRAINING & OVERSEAS TRAINING provided by
Oil India Limited?

92% of the respondent replied positively and said YES

to IN-HOUSE training and 80%&56% to IN-COUNTRY AND
OVERSEAS TRAINING RESPECTIVELY.

8. According to following parameters, please rank the IN-

HOUSE TRAINING program:

All 25 respondents replied to above question since

all of them have attained the IN-HOUSE TRAINING program of
Oil India Limited.
9. According to following parameters, please rank the IN-
COUNTRY TRAINING program:

Only 21 respondents replied to above question

since only they have attained the IN-COUNTRY TRAINING
program of Oil India Limited.

10. Accordingto following parameters, please rank the

OVERSEAS TRAINING program:

Only 13 respondents replied to above question

since only they have attained the IN-HOUSE TRAINING program
of Oil India Limited.
11.Do you believe the process of training for executives in
OIL could be further improved?
Almost all the respondent agreed with the
statement that OIL’S executive training program can be further
be improved. Their suggestions are collected in the
RECOMMADATION & CONCLUSIONS.

RECOMMENFATION & CONCLUSION

RECOMMENDATIONS FROM RESPONDENTS:-
1. There should be a calendar for training of each
executives for IN-HOUSE, IN-COUNTRY, OVERSEAS
PROGRAM.
2. The training history of all executives vis-à-vis his/her
placement spectrum should be made available online
for anyone to view.
3. The executives should be given ON-THE JOB training
more.
4. Those who are not yet going for OVERSEAS TRAINING
should be identified and send accordingly.
5. The training policy should be followed in true spirit, the
trainees should be utilized properly after the training.
6. More IN-HOUSE TRAINING programs should be arranged
for junior executives with the help of IN HOUSE talent
available at senior level.
7. To facilitate training on performance related matter, so
that an executive can perform his job on an improved
manner.
8. Training provided to executives as well as employees
should be need based, depending on the requirement
and job profile. Besides when a person comes back
from training his performance and efficiency should be
 evaluated to understand whether any benefit was
derived out of such training to OIL. If no such benefit is
derived, then it should be relooked into.
9. The trainee should be provided theory classes before
field visits, proper books should also be provided.
10.More institutes should be hired for the OVERSEAS
TRAINING, and selection of executives for training
should be done more effectively.

LIMITATION

1. The time duration for executing the research study was just
45 days. So, it was difficult to cover the overall depth of the
study about the whole organization.
2. Public sector units have their own rigid way of doing things
any change in impracticable as it will affect a large zone.
3. Some of the information about the respective department
was not disclosed by the executives as they don’t possess
any ideas regarding those issues.
4. The data provided in the questionnaire was not very
accurate and the answers to certain question were not
provided.
5. The difference in perception of the executives can be a major
constrains. Hence, finding due to an evaluation study have
its limitation.
6. More over newly appointed executives have not been send
for any training program for last few years. So, proper
information regarding the training can’t be given by them.

Bibliography
BOOKS:-
AN OVERVIEW OF OIL,
Author: - S.N.Visvanath

HUNDRED YEARS OF OIL,

Author: - S.N.Srivasan

TRAINING NEEDS ANALYSIS,

Author: - Sharon Bartram
Brenda Gibson
WEBSITES:-
www.oil-india.com
www.oilweb.com
www.oilindia.nic.in
www.google.com

APPENDIX 1

Schedule for the topic- “Summer

Training Report on Various Training in
Oil India Limited For Executives”

________the questionnaire has

been designed in such a manner that
 most of the answers require only a tick
mark from you. So please spare a few
moment for us………

NB: INFORMATION GIVEN IN THIS QUESTIONNAIRE SHALL BE

CONSIDERED AS STRICTLY CONFIDENTIAL AND WILL BE USED FOR
ACADEMIC PURPOSE ONLY.

QUESTIONNAIRE
Name:-

Department:-

Designation:-

1. What do you understand by Training & Development in

general?
________________________________________________________________
___________________
________________________________________________________________
___________________
2. How do you select executives for training?
________________________________________________________________
___________________
________________________________________________________________
___________________
3. According to you training is beneficial to executives?
YES NO
4. How do you judge OIL’S present strategy to imparting training
to improve and develop executive?
Excellent Very good
Good Fair
5. The various programs sponsored by the organization training of
executives are adequate?
Strongly agree Somewhat Agree
Agree
Disagree Strongly disagree
6. According to you which of the following training is more
beneficial to the executives?
IN-HOUSES TRAINING
IN-COUNTRY TRAINING
OVERSEAS TRAINING
7. Are you satisfied with the IN-HOUSE TRAINING provided by Oil
India Limited?
YES NO
8. Are you satisfied with the IN-COUNTRY TRAINING provided by
Oil India Limited?
YES NO
9. Are you satisfied with the OVERSEAS TRAINING provided by Oil
India Limited?
YES NO
10.According to following parameters, please rank the IN-HOUSE
TRAINING program:
Satisfaction Average
Good Excellent
• Quality:-
• Duration:-
• Faculty:-
• Core materials:-
1. According to following parameters, please rank the IN-
COUNTRY TRAINING program:
Satisfaction Average
Good Excellent
• Quality:-
• Duration:-
 • Faculty:-
• Core materials:-
1. According to following parameters, please rank the OVERSEAS
TRAINING program:
Satisfaction Average
Good Excellent
• Quality:-
• Duration:-
• Faculty:-
• Core materials:-
1. Do you believe the process of training for executive in OIL could
be further improved?
YES NO
2. Give suggestion for further improvement in the executive
training program provided by Oil India Limited?
________________________________________________________________
______________________
________________________________________________________________
______________________
________________________________________________________________
______________________
________________________________________________________________
______________________

THANK YOU