Article: Best Employer 2.0, Oil and Natural Gas Corporation

Employer Branding

Best Employer 2.0, Oil and Natural Gas Corporation

HR in the Company has a wide canvas encompassing Employee Relations (ER), HRD, Training and CSR
Best Employer 2.0, Oil and Natural Gas Corporation
 

Oil and Natural Gas Corporation Limited, Industry: Energy Year of Incorporation in India: 1956, Total number of Employees: 34,000, HQ City: Dehradun

 

The organization is one of the largest state-owned energy companies in India and part of the core companies created post-independence to assist in the task of nation building. The 34,000-employee strong organization, over the past five years, holds leadership position in several aspects of its business amongst international companies. Over the last three years, the group’s turnover has been in excess of Rs 1 trillion. The company accounts for 65 per cent of India’s production of oil and gas. Through its Perspective Plan-2030, ONGC is aspiring to become a major Global Energy Player, meaningfully integrated in the entire energy value-chain. Most HR processes are well defined and being run smoothly, and incremental initiatives are being undertaken to improve the processes further. HR in the Company has a wide canvas encompassing Employee Relations (ER), HRD, Training, CSR at the corporate level as well as all its work centres. HRD Group is involved manpower planning, recruitment and induction, performance appraisals, ER team looks after welfare, legal compliance, grievance redressal, Land Acquisition, Industrial Relations, etc. ONGC Academy looks into L&D needs and ensuring that the skills needed for tomorrow are in place, or there is a plan to build them. Sports, Infrastructure Development, Health & Wellness and Security & Fire Safety are also under the HR portfolio.

The HRD team analyses the long term work plan (set by the top leadership and under the guidance of the Administrative Ministry), separation trends (due to superannuation and voluntary exits), and determines the manpower induction plan, accordingly. As a strategic initiative, the company supports premier campuses and helps in designing their curriculum, and ensures vibrant industry-academia –student interface to ensure that the supply of right skills is present as a key ingredient for the company’s future growth.

Succession planning has become more structured through an in-house developed software tool called (Developing Inspired Successors for Higher Achievement- “DISHA”), which maps senior level job requirements to available competencies and expertise. The company has an established Learning Hub- ONGC Academy and Regional Training Institutes (RTIs) to develop the capability of its employees. Recently, new programs and capacities have been added to its on-going Management and Leadership development initiatives, such that every section of its employees get a fair chance for learning and development.

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Topics: Employer Branding, #BestPractices

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