OD Intervention ONGC1

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¢ OD Interventions at Rescue 

— out the Company Œ Oil and Natural Gas Corporation Limited (ONGC) is a state owned oil and gas company in India

Glo al Rankings Œ

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PETROLEUM INDUSTRY ΠHR policies and role of HR professionals in keeping up employee motivation in a difficult and dangerous work environment. ΠDifficult working conditions ΠRisky nature of jo ΠEmployees are rewarded with fantastic pay packages

üajor Competitors Œ Œ Œ Œ Œ Œ Œ Œ Œ Œ Œ Œ

—ssam Oil Company Ltd. (—CL), 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 Schlum erger Hali ourton Royal Dutch shell

ONGC VISION: M
                          

ONGC MISSION: Œ Dedicated to excellence y leveraging competitive advantages in R&D Œ high standards of usiness ethics and organizational values Œ — iding commitment to safety Œ Strive for customer delight

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 §To attain organizational excellence y developing and inspiring the true potential of company͛s human capital and providing opportunities for growth, well eing and enrichment§.

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 ͞To create a value and knowledge ased organization y inculcating a culture of learning, innovation & team working and aligning usiness priorities with aspiration of employees leading to development of an empowered, responsive and competent human capital§.

HR O jectives ΠTo develop and sustain core values ΠTo develop usiness leaders for tomorrow ΠTo provide jo contentment through empowerment, accounta ility and responsi ility ΠTo uild and upgrade competencies through virtual learning, opportunities for growth and providing challenges in the jo ΠTo foster a climate of creativity, innovation and enthusiasm ΠTo enhance the quality of life of employees and their family ΠTo inculcate high understanding of 'Service' to a greater cause

HR Strategy Œ To meet challenging demands of the usiness environment, focus of the HR Strategy is on change of the employees ͚mindset͛ Œ Building quality culture and resources Œ Re-engineering and redeployment for maximizing utilization of HR potential Œ To uild and upgrade competencies through virtual learning, opportunities for growth and providing challenges in the jo Œ Re-strengthening mutual faith, trust and respect Œ Inculcating a spirit of learning & enjoying challenges Œ Developing Human Resource through virtual learning, providing opportunities for growth, inculcating involvement and exposure to enchmarking in performance

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*indings a out 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.

PROBLEüS —ND CH—LLENGES IN ONGC Œ ë
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Pro lems and Challenges contd͙ Œ

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|hat is OD intervention? Œ —n intervention is a set of sequenced and planned actions or events intended to help the organization increase its effectiveness

Characteristics of Effective Interventions ΠIs it relevant to the needs of the organization? ΠDoes it transfer competence to manage change to organization mem ers?

Intervention Overview Œ Human Process Interventions Œ Techno structural Interventions Œ Human Resources üanagement Interventions Œ Strategic Interventions

Human Process Interventions Œ Œ Œ Œ Œ Œ Œ

Coaching Training and Development Process Consultation and Team Building Third-party Interventions (Conflict Resolution) Organization Confrontation üeeting Intergroup Relationships Large-group Interventions

Techno structural Interventions ΠStructural Design ΠDownsizing ΠReengineering ΠEmployee Involvement Π|ork Design

Human Resources üanagement Interventions Œ Goal Setting Œ Performance —ppraisal Œ Reward Systems Œ Career Planning and Development Œ üanaging |ork *orce Diversity Œ Employee Stress and |ellness

Strategic Interventions Œ üergers and —cquisitions Œ —lliances and Networks Œ Culture Change Œ Self-designing Organizations Œ Organization Learning and Knowledge üanagement

Intervention Techniques