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A PROJECT REPORT

ON
INDUCTION PROGRAM
AT

Bharat Petroleum Corporation Ltd, Mumbai


PROJECT GUIDE :-

Ms. Lourdes D’Silva

Senior Manager – Recruitment (HRD)

SUBMITTED TO :-
University of Pune

SUBMITTED BY :-
Mr. Moinuddin Ansari
Specialization:- MPM(HR)

Roll No :-

Academic Year :- 2009-2011

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Bonafide Certificate

CERTIFICATE

This is to certify that Mr./Ms. …………………………………

Roll No. ………….. has successfully completed the project work

as part of University of Pune course as per following details.

Name of the course :- MPM

Name of the company selected for the project :-

Bharat Petroleum Corporation Ltd. (BPCL), Corporate Office, Mumbai

Title of the project :- Study of Induction Program of BPCL

Academic year :- 2009 - 2011

Signature of Project Guide Signature of Director

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PREFACE
Business and industry in India are going through a phase of change as never
witnessed before. Given the size of national economy, the role of Public
Enterprises and the emerging diversity & dynamism in the private sector, it is
difficult to describe accurately its scope. A healthy national economy is
dependent upon healthy growth in business and industry. A healthy growth in
business and industry, in turn, primarily depends upon the quality & potential of its
Human Resources. Thus, the most important factor for survival and development,
particularly in this age of rapid change and growth, is human capacity. Customer
oriented, quality conscious, cost efficient and multi-skilled manpower will
determine the core competency of modern organizations, for it is the man behind
the machine and not the machine alone that will provide the cutting edge.
During the last few years Bharat Petroleum Corporation Ltd. (BPCL) is also
striving to grow in a competitive global scenario. The Corporation continues its
quest for good quality products and customer delight to meet the challenge. In such
a situation, human resources and their competency play an important role, as the
real strength of organization depends upon the strengths and capabilities of its
human capital.

As part of Human Resource Function,


Induction Program is the first line of defense when it comes to bringing the right
people into the organization. It improves the personality, attitude, communication
abilities, and other behavioral characteristics that fit the organization. The overall
aim of the Induction Program is to welcome the Management Trainees and
introduce them about the company’s environment, their compensation and benefits,

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CSR, etc. It also helps to introduce with company’s terms and conditions and visit
them into plant of BPCL for practical knowledge and know the culture of BPCL.
In view of above, it becomes imperative for any organization to conduct Induction
Program.

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ACKNOWLEDGEMENT
Preparing a project is an arduous task, but I was fortunate enough to get support
from large number of people to whom I shall always remain grateful and who
helped me directly or indirectly in completion of the project on “Study of Induction
Program of BPCL”. The project has given me an opportunity to learn many aspects
of the organization and I was able to do this only by way of help and support
extended to me by all the employees whom I interacted with.

I am thankful to HRD of BPCL for giving me the opportunity to do this project. I


also express my gratitude Mr. Rishi D. Manchanda, DGM (HRD).

I am very grateful to my guide Ms. Lourdes D’Silva, Sr. Recruitment Manager


for giving me this privilege to work under her and for all her support during the
entire duration of my project and also all the staff of BPCL who have directly or
indirectly helped me in spite of their busy schedule, for the successful completion
of the project.

I would like to convey my sincere thanks to Mr. K.K Khushalani and Ms.
Yamini Krishnan for their invaluable guidance that helped me to complete my
project.

Moinuddin Ansari

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EXECUTIVE SUMMARY
Bharat Petroleum Corporation Limited (BPCL) is the second largest oil
company in the India. It is one of the Indian representatives companies on the
Fortune 500 & Forbes 2000 listing and occupies the 3rd position amongst the six
Indian companies who have made into the list. It is NAVRATNA public sector
undertaking. Every year, BPCL visits the campuses of top ranked Engineering
colleges and Business Schools for hiring new talents all over India. The newly
joined employees undergo detailed Induction Program at its corporate office
located at Mumbai.

Company makes a call to the selected candidates for


Induction program of BPCL . After that Induction Program co-ordinator get the
confirmation from speakers and freezes the Induction Schedule.
At first day of Induction Program company do welcome of
Management Trainees. HRS(West) make complete their joining
formalities. At first day of Induction Program company call the
Bank person for open their salary account and also fill up the
Identity Card Form for issuing their Identity card. During this 2
weeks program company visit them into Refinery and Lubes
plants. After completion of their two weeks classroom program we
divided them into groups of 6 and send them for their 4 weeks
field training for Engineers at various Retail, LPG & Lubes plant; 2
weeks field training for Management candidates and 1 week
training in Finance Department in Mumbai. Before that company

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inform their territories Managers “we are sending these MTs for
their field training in your plant, please help them” and also send
a feedback form so that they can give the feedback of each MTs.
During Classroom Training, company do all arrangement of their
accommodation and food and when they go to their field training
company booked their travelling ticket for up and down, and
territory arrange their accommodation with the help of HRD.
Company give amount of Rs. 20000 to each student for their
expenses and after completion of their field project, MTs return to
corporate office Mumbai. When MTs return to Mumbai company
again do all arrangement of their accommodation and food till
their allocation. In Corporate office, MTs have to present the
PowerPoint presentation to company’s senior panel. And after the
presentation MTs will allocate to various location at BPCL.

As a summer trainee I can’t directly intervene in


Induction Program. But with the help of my seniors I was interact
in Induction Program. I find that during the long classroom session
MTs get tired and they were not able to grasp complete thing. So,
for that Induction Program Co-ordinator/speaker should do some
fun activity which would remove their tiredness and they will get
refresh for next session.

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TABLE OF CONTENT
1. Preface ………………………………………………………..……… 3

2. Acknowledgement ………………………………………………….. 5

3. Executive Summary ………………………………………………... 6

4.About the Company

3.1. Introduction of Petroleum Industry ………………………….. 9

3.2. Petroleum Industry in India …………………………………... 13

3.3. Company overview …………………………………………… 15

3.4. Board of Directors …………………………………………… 17

3.5. BPCL Infrastructure …………………………………………. 18

3.6. Vision of BPCL ……………………………………………… 19

3.7. Job Groups …………………………………………………... 21

3.8. Structure of HRD of BPCL ………………………………….. 22

5.About the Induction program

3.9. Introduction of Induction Program .………………………...… 23

3.10. Objectives of Induction Program of BPCL ………………...... 28

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3.11. Induction Program of BPCL ………………………………........ 29

3.12. Research Methodology ……………………………………...…. 46

3.13. Recommendation ……………………………………................. 50

3.14. Survey Questionnaire ………………………………................. 51

4. Bibliography ………………………………………………………..... 53

CHAPTER – I

INTRODUCTION OF PETROLEUM INDUSTRY


Petroleum is a natural resource that is created within the earth. Petroleum, which is
natural oil found underground, is also called fossil oil, because it was formed from
the remains of tiny sea plants and animals that died millions of years ago. The first
petroleum company was Seneca Oil founded in 1858 in Pennsylvania by George
Bissell and Jonathan Eveleth. Originally it was called the Pennsylvania Rock
Oil Company with the objective of collecting oil from a spring at Titusville,
Pennsylvania. They hired Edwin Drake to dig a well at nearby Oil Creek. He
struck a flow of oil at 70 feet producing 25 barrels per day, which was pumped up
and stored in a bath tub.

Drake pioneered the method of drilling within a


cast iron pipe to prevent collapse of the hole due to water seepage, which in
principle is the method used today. The oil was refined to give kerosene which
had a ready market as lamp oil, thus replacing whale oil. Kerosene soon became a
convenient domestic heating fuel, and 100 years later a jet engine fuel. This

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technological success set the scene for rapid development of the oil industry
throughout the USA and world.

During the 1870 - 90s oil exploration and


production spread to Ohio and the Mid West and south to Oklahoma, Texas
and the Gulf states. Deeper drilling sometimes produced gushers and fortunes
were made. The first major strike was in Persia in 1905 by the Burmah Oil, a
British company. This was the start of Middle East oil exploration and
development on the Arabian Peninsula and around the Caspian Sea. At the start of
the 1st World War the USA was a major exporter of oil, producing about 60%
of the world’s supply, and the Middle East only about 5%.

Small companies merged to eventually become


the giants of today, with Exxon, Mobil, Gulf Oil, Texaco, Shell and BP. The
USA now ranks third in World oil production with 1190 million barrels per
day, after Saudi Arabia (1620 mb/day) and Russia (1570 mb/day). About
90% of petroleum is refined into fuels and 10% used as feedstock for the
petrochemical industry. Today there are basically four important fuel fractions of
oil refining viz., gasoline, the middle distillates (kerosene and diesel fuel) and fuel
oil, given in order of decreasing of vitality.

In 19 th century, we had the internal combustion


engine to power the automobile, which required gasoline as fuel. The diesel
engine soon found its niche area to power heavy machinery in industry and mining.
Where did all this oil come from? 200 years ago there was none to be seen,
whereas today it appears to be almost everywhere in abundance. Oil is extracted
from sedimentary rocks of marine origin by drilling holes to depths of 2000
meters on average. The oil together with natural gas (methane) is localized in

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porous sandstone strata that is capped by an impermeable stratum such as a shale.
Oil can migrate both horizontally and vertically until becoming trapped. The
natural gas being lighter always accumulates above the oil in saturated
sandstones.

Plankton is eaten by whales, which become a


rich source of oil, hence the rise of the early whaling industry. Maybe whales have
their special place to die, which becomes covered over by sediments to form an oil
deposit? No, The Biotic Theory of oil genesis suggests that present day
marine sediments should contain appreciable organic matter. The average marine
sediment contains 2.5% organic matter, and is much higher in stagnant troughs
and basins, such as the mud of the present day Black Sea having as much as
35% organic matter. Under reducing conditions this organic matter (called
sapropel) is slowly converted into hydrocarbons.

When something dies, it either decomposes or is


broken down into Carbon Dioxide and Water or, in what is the basis of Biotic
theory. Abiotic (non-biological) means deep within the earth’s crust, and then it
migrates upward through fissures and fault zones to be trapped in overlying
sediments? The two theories are not mutually exclusive. The Russian oil
geologists developed the Abiotic Theory of oil genesis and applied it to oil
exploration from the 1950’s onwards, the result being that Russia is the second
largest oil producer in the world. The Earth is a unique planet having an active
plate system with some plates being sub ducted to great depths of 70 kms or
more and being melted into magma, such as all along the Andean Cordillera and
elsewhere. Vast amounts of carbonate rocks such as limestone and dolomites and
old coal deposits etc., which under reducing conditions are theorized to
be converted in hydrocarbons of various types, and then up it comes to the earth’s

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surface through fracture zones. Humbolt was the first to suggest a volcanic origin
for petroleum.

In conclusion, I think we need to keep an open


mind on the theories of petroleum genesis, because it is so important for future
exploration and production. Our present standard of living is dependent on a ready
supply of hydrocarbons for transport and heating purposes. The history of the
petroleum industry shows how we have got to our present prosperous state. It is by
application of new theories and new technologies to petroleum that will ensure us
a happy and prosperous future.

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PETROLEUM INDUSTRY IN INDIA
The origin of oil & gas industry in India can be traced back to 1867 when oil was
struck at Makum near Margherita in Assam. At the time of Independence in 1947,
international companies controlled the Oil & Gas industry. India's domestic oil
production was just 250,000 tones per annum and the entire
production was from one state – Assam.

The Industrial Policy Resolution laid the


foundation of the Oil & Gas Industry in India, 1954, when the government
announced that petroleum would be the core sector industry. In pursuance of the
Industrial Policy Resolution, 1954, Government-owned National Oil Companies
ONGC (Oil & Natural Gas Commission), IOC (Indian Oil Corporation), and OIL
(Oil India Ltd.) were formed. ONGC was formed as a Directorate in 1955, and
became a Commission in 1956. In 1958, Indian Refineries Ltd, a government
company was set up. In 1959, for marketing of petroleum products, the
government set up another company called Indian Refineries Ltd. In 1964, Indian
Refineries Ltd was merged with Indian Oil Company Ltd. to form Indian Oil
Corporation Ltd.

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During 1960s, a number of oil and gas-bearing
structures were discovered by ONGC in Gujarat and Assam. Discovery of oil in
significant quantities in Bombay High in February, 1974 opened up new avenues
of oil exploration in offshore areas. During 1970s and till mid 1980s exploratory
efforts by ONGC and OIL India yielded discoveries of oil and gas in a number of
structures in Bassein, Tapti, Krishna-Godavari-Cauvery basins, Cachar (Assam),
Nagaland, and Tripura. In 1984-85, India achieved a self-sufficiency level of 70%
in petroleum products.

In 1984, Gas Authority of India Ltd. (GAIL) was


set up to look after transportation, processing and marketing of natural gas and
natural gas liquids. GAIL has been instrumental in the laying of a 1700 km-long
gas pipeline (HBJ pipeline) from Hazira in Gujarat to Jagdishpur in Uttar Pradesh,
passing through Rajasthan and Madhya Pradesh.

After Independence, India also made significant


additions to its refining capacity. In the first decade after independence, three
coastal refineries were established by multinational oil companies operating in
India at that time. These included refineries by Burma Shell, and Esso Stanvac at
Mumbai, and by Caltex at Visakhapatnam. Today, there are a total of 18 refineries
in the country comprising 17 in the Public Sector, one in the private sector. The 17
Public sector refineries are located at Guwahati, Barauni, Koyali, Haldia, Mathura,
Digboi, Panipat, Vishakapatnam, Chennai, Nagapatinam, Kochi, Bongaigaon,
Numaligarh, Mangalore, Tatipaka, and two refineries in Mumbai. The private
sector refinery built by Reliance Petroleum Ltd is in Jamnagar. It is the biggest oil
refinery in Asia.

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India is investing heavily in oil fields abroad. India's
state-owned oil firms already have stakes in oil and gas fields in Russia, Sudan,
Iraq, Libya, Egypt, Qatar, Ivory Coast, Australia, Vietnam and Myanmar. Oil and
Gas Industry has a vital role to play in India's energy security and if India has to
sustain its high economic growth rate.

COMPANY OVERVIEW
Bharat Petroleum Corporation Limited (BPCL) is the second largest oil
company in the India. It is one of the Indian representatives company on the
Fortune 500 & Forbes 2000 listing and occupy the 3rd position amongst the six
Indian companies who have made into the list. It is NAVRATNA public sector
undertaking. It is an employee oriented company and believes in the philosophy
that happy employee will put his best foot forward with the customers. Hence,
BPCL has taken many steps to make the organization a great place to work for.
Bharat Petroleum Corporation Limited (BPCL) traces its history to 1928 when
the Burmah Shell Oil Storage & Distribution Company of India was incorporated
in England to enter the petroleum products business in India.

The business of the Company grew


substantially given the international backing of Shell and it achieved the leadership
position in India. The Company was incorporated on 3rd November 1952 , Shell
and Burmah Oil Company set up Burmah Shell Refineries (BSR) to set up a
refinery in Mumbai. The Company has a well-established refinery at Mahul,
Chembur (Mumbai) which has commissioned in January. The company introduced
LPG as a cooking fuel to the Indian home and all along. The companies name

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changed to Bharat Refineries Limited (BRL) on 12th, February 1976.The entire
operations of Burmah Shell in India were nationalized in 1976 and the Refinery
and Marketing Companies were merged to form Bharat Petroleum Corporation
Limited (BPCL) on 1st August. In year 1992, 20% of the shares were sold by the
government to various financial institutions and Mutual Funds. Thus presently the
President of India holds 80% of the paid up capital. At present i.e as on 30th July
2010 BPCL has 13898 staff among them it has 4877 Management and 9021 Non-
Management staff and among Non-Management staff it has 2167 Clerical and
6854 Labour. BPCL’s Turnover is Rs.1, 31,499 crores and Net Profit is Rs.
1537.62 crores.

It has Seven following customer facing Strategic Business Unit (SBU) viz. Retail,
LPG, Lubes, Aviation, Industries & Commerce, Refinery, Gas. Currently, There
are 49 Bottling Plants, 4 Refineries and 29 Aviation of BPCL at all over India. Of
these 6 are International Airports, 4 are considered as major International Gateway
Airports, 2 to meet exclusive Indian Air force requirements, 1, at Gwalior, catering
to both Indian Air Force and Civil Aircrafts and remaining small domestic airports.

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As on 30th July 2010

BOARD OF DIRECTORS

 Shri Ashok Sinha, Chairman & Managing Director

 Shri S.Mohan, Director (Human Resources)


 Shri S. Radhakrishnan, Director (Marketing)
 Shri S.K. Joshi, Director (Finance)
 Shri R.K. Singh, Director (Refineries)
 Shri T Balakrishnan, Principal Secretary (Industries &
Commerce), Govt. Of Kerala
 Shri P.K. Sinha, Additional Secretary and Financial Advisor
 Smt. Rama Bijapurkar, Director
 Shri S.K. Barua, Director
 Prof. A.H. Kalro, Director
 Prof. N. Venkiteswaran, Director

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As on 30th July 2010

BPCL INFRASTRUCTURE

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VISION OF BPCL

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• We are a leading energy company with global presence through sustained
aggressive growth and high profitability.

• We are the first choice of customers, always.

• We exploit profitable growth opportunities outside energy.

• We are the most environment friendly company.

• We are a great organization to work for.

• We are a learning organisation .

• We are a model corporate entity with social responsibility.

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As on 30th July 2010

BPCL AT A GLANCE

Staff Strength
( Marketing & Refineries) 13898
Management Staff 4877
Non-Management Staff
-Clerical 2167
-Labour 6854

Turnover Rs. 1,31,499 crores


Profit After Tax Rs. 1,537.62 crores

Current Shareholding Pattern


 Government – 54.93%
 FIIs/OCBs/NRIs – 8.66%

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 Indian FIs/Banks/MFs – 19.65%
 Employees / others – 16.76%

JOB GROUPS

K- C & MD
J - Director
I - Executive Director
H- General Manager
G- Deputy General Manager
F- Chief Manager
E- Senior Manager
D- Manager
C- Deputy Manager
B- Assistant Manager
A- Executive

NOTE :- Management Trainee join in job group “A”


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As on 30th July 2010

STRUCTURE OF HR DIRECTORATE OF BPCL

DIRECTOR
HR

ED (HRS) ED (HRD) DGM


(QCC)

DGM DGM
(HRS)-W (HRD)

DGM DGM(HR)
(HRS)-CO Entities

GM GM (TALENT
(Admin) MGMT).

Chief DGM
Mgr(HRS)- (C&B)
North/East/
South

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CHAPTER - II
Q. What is Induction ?

Ans – Induction is a most important and vital role at the time of introduction to the
new recruit about the organisation. Based on the Induction the organisations
reputation will go further to the public. Induction is the process by which new
employees are integrated into organisation so that they become productive as soon
as possible. The dictionary meaning of “Induction” is initiation means a formal
entry into an organization.

Companies spend vast amount of money on Recruitment,


getting just the right people for their organization. Induction programs are creative,
engaging, fun and do the job of reinforcing for people that they made the right
choice. The starting point of a good induction program is to welcome new people
and introduce them to the culture of the organization; to, indeed, help them feel
they've made the right decision and to get them to start their new job committed,
engaged and productive.

There are two categories of Induction program :-

a) Employee Handbook

b) Induction Training

a) EMPLOYEE HANDBOOK :-

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Through the handbook scenario
employee supposed to know about everything to do with the company is
crammed into a booklet . These handbooks tend to be either turgidly written,
or written for simpletons. Sometimes the handbooks aren’t even in
handbook form, but are a stack of photocopied pages that are even more
difficult to read.

Feeling hopeful, new recruits have a go


at reading them. But since they are inadvertently designed to combat
insomnia. Occasionally some companies test people on their company
knowledge based on the assumption that people have read these tomes, but
most don't bother finding out what people got from this form of 'Induction'.

Advantages of Employee Handbook :-

i) It saves time and cost.

ii) It helps to know about the rules and regulations of the company.

iii) Company need not take appointment from speakers.

iv) Company need not arrange the venue for the Training.

Disadvantages of employee handbook :-

i) Employee lacks culture of the organization.


ii) Employee might not study the handbook.

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iii) It doesn’t create the sense of belongingness towards the
organization.
iv) Employees are unaware of information about their
compensations and benefits.
v) Employee are never aware of the mission and vision of the
organization.
vi) Organization reputations won’t go further to the public.

b) INDUCTION TRAINING :-

Induction training is more usual kind of


Induction. This is where companies actually put some real thought and effort into
trying to make people feel welcome by meeting them face-to-face. The starting
point of a good induction programme is to welcome new people and introduce
them to the culture of the organisation to, indeed, help them feel they've made the
right decision and to get them to start their new job committed, engaged and
productive.

Advantages of Induction Program :-

i) It helps to know the culture of the organization.

ii) Employee feels familiar with the company.

iii) Organization’s reputation will go further to the public.

iv) Employee is aware of the mission and vision of the organization.

v) It creates sense of belongingness towards the organization.

vi) Employee is aware of information about their compensation and benefits.

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vii) They become more productive

Disadvantages of Induction Program :-

i) It is expensive.
ii) It takes time.
iii) To take appointment from speakers is so difficult.
iv) Company needs venue for Training.
v) Company needs to arrange accommodation and travel allowance for their
employees.

Q. What is the need of Induction Programme ?


Ans- Need of induction programme is to welcome new people and introduce them
to the culture and environment of the organization. They have made the right
decision and to get them to start their new job committed, engaged and productive.
And also introduce them what are the mission and vision of the organization.
Induction is an ongoing process and if done well impacts the duration of stay of
employees, the clarity that they have about their role, the productivity that they can
achieve, the performance they can deliver and the passion with which they work &
grow with the organization.

Q. What is the importance of Induction programme


?
Ans – Induction plays a vital role to the newly joined employees at the time of
introduction to the new recruit about the organization. Based on the Induction, the
organization’s reputation will go further to the public. Induction is the process by

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which new employees are integrated into organization so that they become
productive as soon as possible.

Q. What are the necessary things which should be


covered in Induction programme ?
Ans- There are some necessary things which should be considered :-

• Make it Two-way.

• Use ‘local heroes’, ‘Champions’, and enthusiastic spokesperson during the

programme.

• Let them know how things work.

• Let them know what the company expects of them.

• Find out what their expectations are.

• Be flexible.

• Have fun.

• Be clear what your key messages are.

• Get them involved in describing and engaging with whatever your 'product'

is.

• Make it personal. Find out what's going on for them.

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OBJECTIVES OF INDUCTION PROGRAM OF BPCL

1. Introduce new employees to BPCL in a positive way in line with good


employment practice.

2. Meet BPCL’s initial legal obligations, relating to joining formality, PF, gratuity,
superannuation schemes etc.

3. Begin the process of engendering a corporate culture & commitment within


BPCL.

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4. Support new employees so that they can effectively & competently carry out
their job as soon as possible.

5. Form the basis for further individual development.

6. Demonstrate BPCL’s commitment to investing in its talent (staff).

7. Help support individuals & reduce turnover rates amongst newly appointed staff.

INDUCTION PROGRAM OF BPCL


BPCL provides both type of Induction Programs i.e Employee Handbook as well
as Induction Training. It provides 2 months Induction Programme to their
employee. It provides separate Induction Programme to each group (MBA,
Engineers, CA).

For Engineers and MBA recruitment,


BPCL goes to top ranked colleges for campus selection before that company form
a panel of recruitment who go to the colleges campus and conduct the Group
Discussion and Personal Interview. In the recruitment panel company must consist
a SC/ST member in this panel so that there should not be any bias at the time of
recruitment. Those students who clear their Group Discussion and Personal

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Interview, finally they are hired for the BPCL. And second way of recruitment is
Advertisement in national newspaper and Employment News. After receiving the
applications, company scrutinizes the candidates and those candidates who fulfill
the eligibility criteria of BPCL, will have to appear for written examination.
Written examination is conducted at different places as per candidates’
convenience. Those candidates, who pass their written examination, are called for
Group Discussion and Personal Interview. Group Discussion and Personal
Interview is conducted by company’s HRD and they form a panel for GD & PI.
Those who clear their GD & PI, are called for Medical test and after their Medical
Fitness they are hired for 1 year probation period.

FOR ENGINEERS

JOINING OF MANAGEMENT TRAINEES :- After completion of


company’s recruitment process, company formed the batches and called them for
Induction Training for company’s Induction Program. Before that company
arrange the accommodation and food for their employees. Then prepare the
schedule for induction and get the conformation from relevant speaker.

2 WEEKS CLASSROOM TRAINING :- Basically , the speaker who


addresses the Management Trainees are company’s senior executive such as
Director HR, DGM (HRD), ED (HRD), DGM (QCC), ED (HRS), Logistics
Strategy Mgr (Lubes), Sr. Mgr. Mktg. Services (LPG), GM(Retail & ARB), Plant

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Mgr, Aviation Manager In-Charge, Director of different plants , etc. Arrange the
venue for the Induction program. And also arrange all essential equipment which
are necessary to conduct the Induction program such as flip chart, projector, tables,
chairs, computers, etc. Maximum strength of one batch is approx 50. Before start
the induction program we need to check that the table, chair, table clothes, etc. all
these should be arrange in a logical manner. BPCL provides 2 Week Classroom
Training and in these 2 weeks it covered various topic. These Training is provided
by the company’s senior executive and also BPCL provide 2 days Business
Communication/Etiquette, Transition Management/Team work etc. During these 2
weeks BPCL introduce about their product knowledge, Lubes, I & C business,
Brand and PR, overview of CSR activities, briefing on field training, etc. This is
common for all i.e Engineers, MBAs and CAs.

After completion of 2 weeks classroom Training split the Batches into small
groups of 6. It formed total 8 Groups or 10 groups as per the convenience of the
trainees and groups are formed radomizely for their field project but while forming
groups we need to take care,Trainees should not go to their native place for their
field project.

FIELD PROJECT FOR 4 WEEKS :- For their field project company send
them to BPCL’s plant such as Lubes, LPG, etc. where they have to prepare their
project within 4 weeks. Company bear all the expenses during the training period.
Company booked the ticket for sending them into various plant either by Airline or
Train whatever is convenience. Before that company send a request/inform to
various plant that our trainees are going to your plant for 4 weeks field work
project so trained them and help them to prepare their project. Corporate office
send a information mail to each plant to guide them and also send a Retail Training

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Kit for MTs and a Questionnaire which is to be administered to the MTs at the end
of the training and the test marks are send to BPCL corporate office by each plant.
Send a feedback form to each palnts for responses. In mean while company
booked the ticket for their returning from their field work to company Corporate
Office.

PRESENTATION OF PROJECT :- When they complete their field work,


they have to represent a presentation in front of BPCL’s senior panel members and
Panel members remarks the Management Trainee.

ALLOCATION OF TRAINEES :- After the presentation, finally panel


member would allocate them in different plants of BPCL as per their presentation,
performance ,field project and manpower requirement of each plant. At first
company hire Management Trainees for 1 year Probation period after completion
of their 1 year if it find that their work was satisfactory then their job get
permanent and if company find that their work was not satisfactory then company
may extend their probation period for next 6 months.

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FOR MBA

JOINING OF MANAGEMENT TRAINEES :- After completion of


company’s recruitment process, company formed the batches and called them for
Induction Training for company’s Induction Program. Before that company
arrange the accommodation and food for their employees. Then prepare the
schedule for induction and get the conformation from relevant speaker.

2 WEEKS CLASSROOM TRAINING :- Basically , the speaker who


addresses the Management Trainees are company’s senior executive such as
Director HR, DGM (HRD), ED (HRD), DGM (QCC), ED (HRS), Logistics
Strategy Mgr (Lubes), Sr. Mgr. Mktg. Services (LPG), GM(Retail & ARB), Plant
Mgr, Aviation Manager In-Charge, Director of different plants , etc. Arrange the

34
venue for the Induction program. And also arrange all essential equipment which
are necessary to conduct the Induction program such as flip chart, projector, tables,
chairs, computers, etc. Maximum strength of one batch is approx 50. Before start
the induction program we need to check that the table, chair, table clothes, etc. all
these should be arrange in a logical manner. BPCL provides 2 Week Classroom
Training and in these 2 weeks it covered various topic. These Training is provided
by the company’s senior executive and also BPCL provide 2 days Business
Communication/Etiquette, Transition Management/Team work etc. During these 2
weeks BPCL introduce about their product knowledge, Lubes, I & C business,
Brand and PR, overview of CSR activities, briefing on field training, etc. This is
common for all i.e Engineers, MBAs and CAs.

After completion of 2 weeks classroom Training split the Batches into small group
of 6. It formed total 8 Groups or 10 Groups and groups are formed radomizely for
their field project but while forming groups we need to take care, Trainees should
not go to their native place for their field project.

FIELD PROJECT FOR 2 WEEKS :- For their field project company send
them to BPCL’s plant such as Lubes, LPG, etc. where they have to prepare their
project within 2 weeks. Company bear all the expenses during the training period.
Company booked the ticket for sending them into various plant either by Airline or
Train whatever is convenience. Before that company send a request/inform to
various plant that our trainees are going to your plant for 2 weeks field work
project so trained them and help them to prepare their project. Corporate office
send a information mail to each plant to guide them and also send a Retail Training
Kit for MTs and a Questionnaire which is to be administered to the MTs at the end
of the training and the test marks are send to BPCL corporate office by each plant.

35
Corporate office also send a feedback form to each palnts for responses. In mean
while company booked the ticket for their returning from their field work to
companies Corporate Office.

PRESENTATION OF PROJECT :- When Management Trainees


complete their field work, they have to represent a presentation in front of BPCL’s
senior panel members and Panel members remarks the Management Trainee.

ALLOCATION OF TRAINEES :- After the presentation, finally panel


member would allocate them in different plants of BPCL as per their presentation,
performance ,field project and manpower requirement of each plant. At first
company hire Management Trainees for 1 year Probation period after completion
of their 1 year if it find that their work was satisfactory then their job get
permanent and if company find that their work was not satisfactory then company
may extend their probation period for next 6 months.

FOR CAs

JOINING OF MANAGEMENT TRAINEES :- After completion of


company’s recruitment process, company formed the batches and called them for
Induction Training for company’s Induction Program. Before that company
arrange the accommodation and food for their employees. Then prepare the
schedule for induction and get the conformation from relevant speaker.

2 WEEKS CLASSROOM TRAINING :- Basically , the speaker who


addresses the Management Trainees are company’s senior executive such as
Director HR, DGM (HRD), ED (HRD), DGM (QCC), ED (HRS), Logistics
Strategy Mgr (Lubes), Sr. Mgr. Mktg. Services (LPG), GM(Retail & ARB), Plant

36
Mgr, Aviation Manager In-Charge, Director of different plants , etc. Arrange the
venue for the Induction program. And also arrange all essential equipment which
are necessary to conduct the Induction program such as flip chart, projector, tables,
chairs, computers, etc. Maximum strength of one batch is approx 50. Before start
the induction program we need to check that the table, chair, table clothes, etc. all
these should be arrange in a logical manner. BPCL provides 2 Week Classroom
Training and in these 2 weeks it covered various topic. These Training is provided
by the company’s senior executive and also BPCL provide 2 days Business
Communication/Etiquette, Transition Management/Team work etc. During these 2
weeks BPCL introduce about their product knowledge, Lubes, I & C business,
Brand and PR, overview of CSR activities, briefing on field training, etc.

1 WEEK TRAINING IN FINANCE DEPATRMENT :- After


completion of 2 weeks classroom training company also provide 1 week training
in finance department in Mumbai.

ALLOCATION OF TRAINEES :- After the presentation, finally


panel member would allocate them in different Finance
Department of BPCL as per their presentation, performance ,field
project and manpower requirement of each plant. At first
company hire Management Trainees for 1 year Probation period
after completion of their 1 year if it find that their work was
satisfactory then their job get permanent and if company find that
their work was not satisfactory then company may extend their
probation period for next 6 months.

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DESIGNATION AND DURATION OF SPEAKER :-
S.No SBU/Entity Duration Speaker
1. Marketing 1/2 Hr. Director
2. HR 1/2 Hr. Director
3. Refinery 1 Hr. Director
4. Finance 1/2 Hr. Director
5. HRD 1/2 Hr. Executive Director
6. HRS 1 Hr. Executive Director
7. Gas 1 Hr. Executive Director
8. HRD 1 Hr. DGM
9. QCC 1 Hr. DGM

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10. Lubes 1 Hr. Logistic Strategy Mgr.
11. Retail 1 Hr. General Manager
12. LPG 1 Hr. Senior Manager
13. CSR 1 Hr. Assistant Manager
14. Compensation & Benefits 2 Hr. DGM HR
15. Aviation 1 Hr. Manager In-charge

Participation in Group Activities OS VG GD MG

Initiative

Resourcefulness

Drive

Discipline

Communication

Cooperation

Punctuality

Willingness to work with his own hands

Learning ability to (Ability to absorb &


analyse info.)

MANAGEMENT TRAINEE LOCATIONAL TRAINING(FEEDBACK FORM)

Name of Trainee :-
Location :-
SBU :-
Details of project given :-

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Mention any specific feedback/observations:-

OS - outstanding Signature of Appraiser

VG - very good Name :-

GD - Good Designation :-

MG - Marginal Date :-

Flowchart for
INDUCTION PROGRAMME FOR ENGINEERS

JOINING OF
MANAGEMENT
TRAINEES

2 Weeks Classroom
Training

Field Project For 4


Weeks

Presentation of
Project

40
Allocation of
Trainees
STRUCTURE OF INDUCTION PROGRAMME FOR
MBAs

JOINING OF
MANAGEMENT
TRAINEES

2 Weeks Classroom
Training

Field Project For 2


Weeks

Presentation of
Project

41
Allocation of
Trainees
STRUCTURE OF INDUCTION PROGRAMME
FOR CAs

JOINING OF
MANAGEMENT
TRAINEES

2 weeks
classroom
training

1 week training
in finance dept.

Allocation of
Trainees
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METHODOLOGY

The Petroleum sector is marked with a high level of attrition and therefore
Induction Program becomes a crucial function of the organization. At BPCL,
Induction Program is all time high during June-July and Nov-Dec. The Induction
Program is high during these months because BPCL recruit the candidate through
campus.

Since my summer training was in the months of June-July, it gave me the


opportunity of involving myself directly with the Induction Program and analyzing
the process so that suitable recommendations can be given. This project is centered
on improving the Induction Process of BPCL. Therefore, it requires great amount
of research work. The methodology adopted was planned in advance so as to
collect data in the most organized way.

I was directly involved with the Induction of BPCL for Engineers who were
hired from various IITs, NITs and Top ranking college of India such as IIT, Delhi;
IIT, Mumbai; NIT, Calicut; NIT Durgapur; NIT, Allahabad; MNIT, Jaipur;
SVNIT, Surat; Jadavpur University; College of Engineering, Pune; MGIT, JNTU
Hyderabad; RGPV Bhopal; HBIT Kanpur; AEC BEED; BIT Mesra, Ranchi; BITS

43
Pilani, Delhi college of Engg; NIT, Jamshedpur; NIT, Patana; SPCE, Mumbai;
VJTI, Mumbai; VNIT,Nagpur; WCE, Sangli;etc.

Before any task was undertaken, I was asked to go through the Induction
Program of BPCL so that I get a better understanding of the process followed by
them :-

• Arrange the Accommodation for Trainees.


• Arrange the venue for Induction.
• The first task was to prepare a schedule for Induction Program.
• Get the confirmation from relevant speaker who will take the
lecture such as Director HR, ED HR, DGM HR, Director of
various plant, etc.
• Arrange the travel facility from Trainees’s accommodation to
Venue of Training.
• Arrange all essential equipments which would be require at the
time of Induction Program such as Projector, Computer, Flip
Chart, Tables and Chairs, etc.
• Arrange Breakfast and Lunch facility for the Trainee.
• Welcome the trainees in BPCL and Inaugurate the Induction
Program.
• Distribute Induction Kit along with program .
• Complete the joining formalities.
• Open their S.B Account for salary payment.

44
• Handle the Induction Program means Induction was going on
properly or not. Is there any problem during the Induction
program.
• Take care when Management Trainees are going to field visit.
• Ensure that program is running smoothly.
• Make travelling facility for their field project.
• Send a information mail to each plant to guide them and also
send a Retail Training Kit for MTs and a Questionnaire which
is to be administered to the MTs at the end of the training and
the test marks are send to BPCL corporate office by each plant.
• Send a feedback form to each palnts for their responses.
• Send the trainees in various plant for their field work project.
• Arrange the Traveling facility for returning them from their
field work project.
• Arrange the accommodation for Management Trainees after
returning form their field project.
• Get the confirmation from senior panel members to whom
Management Trainees will present their presentation.
• Arrange the essential equipment for their presentation.
• After their presentation Management Trainees will allocate at
various plant of BPCL as per their feedback from Territory
Managers and their Presentation.

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RECOMMENDATION
• During the Induction Program, Speaker should use the collar
microphone in the training room because some speaker’s voice is not
audible till the last bench due to that some session is not become
interactive .

• During the classroom training an operator should be assigned for


operating the PPTs..

There should be at least one Session addressed by the M.D to motivate


the trainees.

• Company should give equal importance to each batch because after


completion classroom training of one or two batches company never
give the importance of rest batches as compare to first or second batch.

• During the induction program Co-ordinator/Speaker should conduct


some fun activity/game for Management Trainee which will help them
to get refresh and it would also help them to grasp more from speakers.
And session would be interactive.

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SUGGESTED SURVEY QUESTIONNAIRE

NAME :- ………………………………………………………………………………..

DESIGNATION :- ………………………………………………………………………………

AGE :-………………………………………………DATE :- / /

Q.1. What is your specialization?

Ans - ………………………………………………………………………………………………

Q.2. Have you attended any Induction program before this Induction Program?

Yes No

Q.3. If yes, where and which company’s induction program you have attended ?

Ans - ………………………………………………………………………………………………

Q.4. What was the duration of induction program?

Ans - ……………………………………………………………………………………………….

Q.5. How was the BPCL’s induction program please rate the following topics:- (1- Very Poor,
2- Poor, 3- Good, 4- Very Good, 5- Excellent). 1 2 3 4 5

i) Session was interactive.

ii) How was the snacks and food? .

iii) How was induction training room?

Iv) How much you have grasped from induction program?

v) How was the power point presentation?

Q.6. Who was the best speaker?


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Ans - ………………………………………………………………………………………………..

Q.7. Was the duration of Classroom Induction Program sufficient?

Yes No

Q.8. Any thing extra would you like to suggest to improve this Induction program?

Ans- ………………………………………………………………………………………………..

……………………………………………………………………………………………………
……………………………………………………………………………………………………
……………………………………………………………………………………………………
……………………………………………………………………………………………………
……………………

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BIBLIOGRAPHY
1. BPCL’s intranet.

2. www.citehr.com

3. www.iocl.com

4. www.hpcl.com

5. www.gail.com

6. www.google.com

7. Human Resources Management by C.B.Memoria.

8. Employee of Infosys.

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