What Do we Do???

ONGC
Head
>Talent Crunch ; High Attrition
>Private Players; Tough Competition

What is Wrong in our Organization????

OD
We need Help!!!!!!! Practioner

Don’t Worry…….
“ OD Interventions at Rescue ”
 About the Company
• Oil and Natural Gas Corporation Limited (ONGC) is a
state owned oil and gas company in India
 Global Rankings
• ONGC ranks as the Numero Uno Oil & Gas Exploration &
Production (E&P) Company in Asia, as per Platts 250 Global
Energy Companies List for the year 2007

• ONGC ranks 23rd Leading Global Energy Major amongst the Top
250 Energy Majors of the World in the Platts List´ based on
outstanding performance in respect of Assets, Revenues, Profits
and Return on Invested Capital (RIOC) for the year 2007

• ONGC is the only Company from India in the Fortune Magazines list
of the Worlds Most Admired Companies 2007. ONGC is 9th position
in the Industry of Mining, crude oil production
 PETROLEUM INDUSTRY
• HR policies and role of HR professionals in keeping up
employee motivation in a difficult and dangerous work
environment.
• Difficult working conditions
• Risky nature of job
• Employees are rewarded with fantastic pay packages
 Major Competitors
• Assam Oil Company Ltd. (ACL), India
• Bharat Petroleum Corporation Limited, India
• Essar Oil, India
• Gujarat State Petroleum Corporation, India
• Hindustan Petroleum Corporation Ltd, India
• Indian Oil Corporation, India
• Petronet LNG Limited, India
• Reliance Industries Limited, India
• Tata Petrodine
• Schlumberger
• Halibourton
• Royal Dutch shell
ONGC VISION:

“ To be a world class Oil and Gas Company integrated in energy

business with dominant Indian leadership and Global
presence.”

ONGC MISSION:
• Dedicated to excellence by leveraging competitive advantages
in R&D
• high standards of business ethics and organizational values
• Abiding commitment to safety
• Strive for customer delight
HR VISION :

"To attain organizational excellence by developing and inspiring

the true potential of company’s human capital and providing
opportunities for growth, well being and enrichment".

HR MISSION:

“To create a value and knowledge based organization by

inculcating a culture of learning, innovation & team working
and aligning business priorities with aspiration of employees
leading to development of an empowered, responsive
and competent human capital".
 HR Objectives
• To develop and sustain core values
• To develop business leaders for tomorrow
• To provide job contentment through empowerment,
accountability and responsibility
• To build and upgrade competencies through virtual learning,
opportunities for growth and providing challenges in the job
• To foster a climate of creativity, innovation and enthusiasm
• To enhance the quality of life of employees and their family
• To inculcate high understanding of 'Service' to a greater
cause
 HR Strategy
• To meet challenging demands of the business environment, focus of the
HR
Strategy is on change of the employees ‘mindset’
• Building quality culture and resources
• Re-engineering and redeployment for maximizing utilization of HR
potential
• To build and upgrade competencies through virtual learning,
opportunities for growth and providing challenges in the job
• Re-strengthening mutual faith, trust and respect
• Inculcating a spirit of learning & enjoying challenges
• Developing Human Resource through virtual learning, providing
opportunities for growth, inculcating involvement and exposure to
benchmarking in performance
 Role Of HR
• Alignment of HR vision with corporate vision
• Shift from support group to strategic partner in business
operations
• HR as a change agent
• Enhance productivity and performance by developing
employee competency
and potential
• Developing professional attitude and approach
• Developing ‘Global Managers’ for tomorrow to ensure
the role of global
players
 Findings about ONGC
 Performance Appraisal System in ONGC is not transparent.
 Individual feedback is not provided.
 The system being not so transparent, employees are unable to identify the
performance gaps in order to prepare for the future.
 Appraisers are usually unbiased and the management is serious about the appraisal
process.
 The appraisal process provides the employees an opportunity for development and
growth.
 Superior-subordinate relations are good. Superior help the employees set and
achieve meaningful goals. This made the environment amiable and congenial.
 Relations with the superior affect the evaluation .
 Employees are being rated on their knowledge and skills.
 Greater weightage is given to the recent performances.
 Most of the employees want that 360 degree feedback system should be introduced.
 PROBLEMS AND CHALLENGES IN ONGC
• Increased Competition-
 Private Competitors in market;
 Difficulty in Planning for sustained availability of workforce
 Fulfilling Manpower Requirements

• Aging Workforce – Difficulty to replenish Talent loss due to heavy

retirement in the next five years as well as scarcity of fresh blood in
organization

• Retirement – 34% of the middle management level employees are

expected to retire in 5-10 years
 Problems and Challenges contd…
• Attrition – Around 7 % attrition rate mainly due to lack of career
opportunities and extreme working conditions

• Attracting Talent – Difficulty to acquire or develop or retain the specialized

skills required by the organization. Inadequate supply of talent from institutes
being another reason

• Motivation -
On account of differential with the market and insignificant
differential within
No correlation seen between performance and complexity of
role and pay
No incentive to perform beyond expectations. Increments are
known and expected
• Leadership – The focus on the coming times for the oil based
companies would be to constantly innovate in the market place to
maintain leadership. There will be a tremendous pressure on
creating an atmosphere of innovative thinking and execution. This
would also require superior management and communication skills

• Training - Creating training solutions that are cost effective and

result oriented is a big challenge.
 What is OD intervention?
• An intervention is a set of sequenced and
planned actions or events intended to help
the organization increase its effectiveness
 Characteristics of Effective Interventions

• Is it relevant to the needs of the organization?

• Does it transfer competence to manage

change to organization members?
 Intervention Overview
• Human Process Interventions
• Techno structural Interventions
• Human Resources Management Interventions
• Strategic Interventions
 Human Process Interventions
• Coaching
• Training and Development
• Process Consultation and Team Building
• Third-party Interventions (Conflict Resolution)
• Organization Confrontation Meeting
• Intergroup Relationships
• Large-group Interventions
 Techno structural Interventions
• Structural Design
• Downsizing
• Reengineering
• Employee Involvement
• Work Design
 Human Resources Management
Interventions
• Goal Setting
• Performance Appraisal
• Reward Systems
• Career Planning and Development
• Managing Work Force Diversity
• Employee Stress and Wellness
 Strategic Interventions
• Mergers and Acquisitions
• Alliances and Networks
• Culture Change
• Self-designing Organizations
• Organization Learning and Knowledge
Management
Intervention Techniques