ambika's report1

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PROJECT REPORT

ON

FUNCTIONING OFPERSONNEL DEPARTMENT

INKINETIC COMMUNICATIONS

LIMITED

GUIDED BY: submittedby:Mr. MILIND SHRINGEWAR Ambika thakurMrs. BHAKTI ISHWAR SUKHEJAMr. UMESH POTE

INDEX About KCL


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ACKNOWLEDGEMENT

We would like to thanks the Management team of Kinetic

Communications limited and their team members who co-operate with us tocomplete this project.

Also we would like to thanks to Mr. Milind Shringewar- Manager HR & Admin and his team member for their true guidance and support

they gave us whenever needed.


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KINETIC PHILOSOPHY

There is nothing which cant be improved upon

No feat that cant be bettered , all is taken in a restless prodding mind

Are there any more sound areas to be pushed

More unknown yet to be conquered ,

A mind that never paused,

Except to ask itself that one daunting question,

WHAT NEXT!!!


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Misconduct:

During employment with the company if employees are involved or found guilty of dishonesty , negligence, indiscipline or involved in criminal cases / activities or of any conduct considered detrimental to interest of the company or of violation of one or more terms of employment it would amount to breach of agreement and will be liable for disciplinary action including termination of

services without notice .

Confidentiality:

The employees have to treat all information received by them during thecourse of employment with the company as confidential .he shall not either during his employment or thereafter divulge to any unauthorized person, any ideas or any other information concerning the business and affairs of the company or anyof its dealing, transaction, trade affairs, trade secrets, which come to hisknowledge during the course of his employment or use any of the same for hisown benefit.

Safeguarding companys property:

Employees are responsible of safeguarding tools, equipments,instruments, books etc. and all other company property kept in employee

possession .In case of damage of property the company reserves right to deduct the money of all such value from employees or take disciplinary actions.

Material Gate Pass:

To carry any company property/documents/books etc. outside the company premises.

To carry any companys movable property out of company premises,material gate pass (available at stores) has to be filled and signed byrespective HOD and the stores incharge.

Similarly, while bringing personal belongings inside the company ,employees are supposed to show the material to the security whilebringing inside (to avoid any inconvenience later while taking inside.)


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In-Out Record Register:

Employee not been given swiping card ,must sign in time and out time during beginning of the shift and after the shift ends in-out register at the gate.

In case of non-availability of electronic power must sign on the gate register to make the entries for their in card.

Identity Card:

All employees including field employees are required to display their identitycard while they are in company premises .The field employees are required todisplay their id card while in the field also.

No Smoking:

KCL Company has been declared as no smoking zone. Smoking is prohibited inside the company premises.

INDUCTION PROGRAM

Aim of induction program:

To welcome new employees kinetic family and to familiarize them with their work condition and environment in a relaxes and family manner.

Arrange and scheduled all participants in induction program and ensure that all employment forms are completed and submitted.

Meet new employees to discuss employment terms and condition along withthe contents of the intranet / office manuals ,provide information on work hours ,lunch periods , over time policy , smoking policy, appropriate dressand security monitors.

Explain organization chart.

Tour facility, including rest rooms, vending machines, cafeteria, copying machines, parking and smoking areas.

Introduce employees to supervisor and team.


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FACILITIES AND BENEFITS:

MEDICAL BENEFITS

The Reliance Insurance Scheme:

This insurance scheme given to KCL employees who are not covered under ESIS. Thebenefits are self, spouse and two children .

Medical reimbursement of hospitalization expenses incurred against the illness,diseases, included within this scheme. Hospitalization for illness /diseases existing at the time of nomination under the scheme will not be covered under this scheme. All employees are requested to keep HR informed about the hospitalization of family

members. All claims should be submitted within a month. Proper receipts, bids, prescription, reports etc should support claims.

Reliance Insurance

Group Personal Accident Insurance Scheme:

All KCL employees not covered under ESIS are eligible to recruit compensationin case of injuries caused due to external violent and visible means(e.g. accident,

fall, fracture, injury etc)

To avail these benefits:

The employee, who meets with an accidents, has to inform HR dept. within 24hrs of occurrence of accident, mentoring the date ,time and peace of accident at the earliest.

On receipt of such information, the HR department will inform concerned insurance company.

On resumption of duties, the employees has to send all the prescription,medical tests, x-ray films, etc reports to HR department for lodging theinsurance claim.


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QUALITY MEDICAL REIMBURSEMENT

Medical reimbursement for dominator treatment given to KCL employees canbe claimed every quarter of the year upon submission of medical bills.

The quarterly entitlement can be accumulated & claimed at once but need to be

claimed at the end of the particular financial year without being carried forward to the next financial year.

The claim is available with accounts department. Medical reimbursement canclaimed during probation.

MATERNITY LEAVE FOR WOMEN EMPLOYEES

KCL gives maternity benefits to female employees of KCL who are out of ESIC coverage for her maternity leave .

Benefits:

Leave with wages for max 12 weeks (3 months) at the rate of the average dailywage. The average daily wage during the period of three calendar monthsimmediately preceding the date from which she proceeds on leave on account of maternity.

The payment of total 12 weeks is given only by the ESIC after completing thedocumentary formalities.

If the employees is not cover under the ESIC scheme the employees will get samebenefits from the Company as define in the ESIC Act. i.e. 90 days paid leaves.


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LTA (LEAVE TRAVEL ALLOWANCE) :

Permanent KCL employees in grade six and above are paid LTA , claim forms areavailable with accounts department , after clearance from HR they should behanded back to accounts.

LTA can be claimed against minimum three days of earned leaves or holidays.

LTA can be claimed max one month advance from the date of travel.LTA is paid through monthly salary and the plain form should reach to accounts max upto 25 th

day of month.

To avail LTA benefit for tax purpose employee must submit relevant documentsand get approval of income tax department

PROVIDENT FUND

All employees joining KCL are eligible to become the member of PF and family pension .

1. PF and FPS contribution:

PF@ 12% of basic from an employee . The employer pays equal amount . Thiscontribution is bifurcated @8.33% towards family pension scheme and thebalance 3.67% towards PF .

If basic is 10000 employees contribution is 1200 pm under the head EPF .BUT Rs541 of that 1200 is diverted to pension fund and only Rs 654 goes into your

provident fund .

Irrespective of the basic salary an employee earns , the employer contribution to pension fund cannot exceed Rs 541 per month .


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GRATUITY

2. Applicability of gratuity:

An employee who has completed 5 years or more is entitled to receive gratuity .The gratuity amount payable is on the basis of last drawn salary of the personor the at the time of his separation .

3. Requirements for the annual renewal for the gratuity: Full data of existing members with the LIC id. Full data of new entrants with the joining entrants. Particulars of member in case of resignation /retirement and death. In case of death, a grace period of 30 days is allowed

4. Data for gratuity:

1. Name:-2. DOB:-3. DOA:-4. Age:-5. Basic salary:-

5. Calculation of amount of gratuity payable:

It is payable to employee at the rate of 15 days wages for every completed year of service or part thereof in excess of 6 months based on the rate of his last drawn wages by 26 working days

Gratuity=Basic / 26 * 15 days * total years of service

If the service of the employee is 15 yrs 11 month and 21 days then calculation should be done for 16 yrs.

If the employee has completed more than 6 months in that year then it should betaken as 1 completed year

Gratuity amount should not exceed 3,50,000 in any case .

6. Nomination for gratuity:


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A declaration of the nominee for gratuity in the prescribed form has to be givenat the time of joining itself. In case of change of nominee , the prescribed formi.e. Form F available at the HR will have to be filled in

7. Applications to be given for gratuity:

Form I - application for gratuity by employee. Form J - application for gratuity by nominee.

ESIC SCHEME

Eligibility

All employees who are drawing salary of Rs 650 and less are covered under ESIC scheme.

Cash benefits that is sickness, maternity, disablement, accident compensationduring the course of employment is provided to the employees.

Coverage for self, spouse , dependent children ,father ,mother ,minor brother,unmarried sister and so on as per the provision of ESI act.

ESIC Contribution:

Employee 1.75% of monthly salary

Company - 4.75% of the monthly salary paid to the employee .

If an employee is drawing upto50 as daily wage he is exempted from paying his share of contribution the employer is however entitled to pay his share of 4.75%.

Contributions are paid to the ESI corporations . Employee need to collect the ESI card from HR and register their names with the authorized ESI doctor.

The individual is required to fill in the prescribed declaration form at thetime of joining for coverage under ESI and the nomination.

Employee linked deposits insurance:

KCL employees is automatically enrolled and covered under the scheme . The benefits under this scheme given to individual to who dies during the course

of his employment. Not payable to the KCL employees on retirement or resignation.


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LUNCH/DINNER & TEA FACILITIES

Auto electronics :- The company subsidy for the lunch and snacks and tea shall be paid as canteen allowance in the monthly salary . The employee shall directly

pay and settle the amt. on his/her own.

Engineering and design centre:- The company subsidy o for lunch is paid ascanteen allowance in the monthly salary.

Employee should bear the cost .for lunch facility provided in canteen.

Tea:-The morning and evening fair of tea cost shall be borne by the company.

Snacks:- The employees shall pay for snacks

LATE SITTING FOOD ALLOWANCE SCHEME

All employees of AE, E and D and other staffs who are required to stay back due to official work , beyond 7:00 pm will be eligible for snacks and tea . Theemployees shall make a note and shall obtain approval from the HOD or anymanager in grade 9 and above shall submit the same to HR . The intimation of extra working should reach admin before 5:00 pm.

If the employee is required to stay back after 9:30 pm due to official work ,he/she is eligible for food allowance. This will be reimbursable on voucher,under the authorization of HOD , and manager (grades 9 and above).

The employee can avail the snack as well the dinner allowance for the sameday.

LOCAL TRAVELING REIMBURSEMENT

Grade 4,5and 6:

Company business travel within city , KCL employees may use own twowheeler, bus or train as convenient and depending upon emergency .The two

wheeler reimbursement is @ Rs. 1.40 per km with max distance of 75 km.


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Employees should submit claim is local conveyance from (available withaccount department/ authorized by HOD).

Grade 7 and above:

Comp business within city the employees may use own 4 wheeler or train asconvenient and depending upon emergency. The 4 wheeler reimbursement of 75km @ Rs. 5.00 per km with max distance. Local conveyance is paid at actual.

CONVEYANCE RULE

Outstation Visit

Grade 4,5 and 6:

KCL employees residence to railway station / bus stand and return employeemay use bus or his own vehical at his / her own option ,maximum amt of Rs 40

per visit will be paid.

Following flat rates for conveyance will be applicable at the place of visit

Railway station to hotel/guest house (to and fro):-Rs. 45/- for A class cities (list encloses Rs.30/- for B+, B and C class cities.

Bus /train to be used to visit the company/client. If bus or train facility is not

available , auto rickshaw can be used. Traveling for more than 12 km should be by bus , auto rickshaw will not be

permissible . The expense shall be reimbursed at actual.

Grade 7 and above:

Business travel within city,KCL employees are advised to use a monthly bus pass , train pass.In case of emergency , employees may use two wheeler and claim reimbursement at the prevailing rates of conveyance reimbursementswith a max distance of 50 km.

Employees may use auto rickshaw / taxi and will be reimbursed at actual.

In and in Calcutta, taxi will substitute for auto rickshaw, taxi charges will beallowed up to nearest local train station.

Employees owing a car may use it for official purpose (subject to prior permission of HOD) and may claim reimbursement at the prevailing rates of conveyance reimbursement for maximum distance of 100 km


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Daily allowances:

Daily allowance will cover logging, food, laundry, taxis and acc personal expenses.

DA is calculated on the basis of actual stay, overnight stay and traveling basis. If DA is claimed without bill then travel ticket must be produced. IF lodging is shared DA should be claimed proportion submit travel fare tickets

proportionately.

Travel allowance entitlement:

For claiming TA employees must submit travel fare tickets along with four report .

Overnight allowance:

When the overnight journey in train / bus , overnight Allowance will be paid. In such cases DA will not be paid.

OUTDOOR DUTY OR EXTENSION OF OD

The employee must the OD slip and submit it to the HRD after approval of

department head or superior before proceeding on outdoor duty. Employees seeking advance money for outstation visit from the outstation travel formavailable with accounts department and submit a copy of it to HRD.

The employee should ensure all travel claims bills are submitted to accountsdepartment within a week (maximum) after returning from the tour.

The employee going on OD must give his itinerary, reason for travel and cost of tickets (only for flight tickets) along with the OD slip, dually approved by the

HOD.

Employee must ensure to fill OD slip, get approval from HRD / superior (of minimum 9 and above grade) and submit OD slip to the time before procedure. Incase the person has to proceed on OD in emergency does not get the opportunityto submit the OD slip then at least verbal intimation should be given to time officeand also to the HOD/superior before proceedings.

The OD slip should be submitted to the time office immediately on reporting at theoffice.

In case of extension of OD intimation should be given to HR and the HOD / superior before the extended period so as to avoid any marked unauthorized


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absence / no information. It should be regularized immediately on reporting toofficer. Non compliance will be treated as an irresponsible behavior as well asmarked.

LEAVE RULES

Leave should be sanctioned by HOD before employees Including temporary, probationary and trainees proceed on leave. The sanctioned leave card must be submitted to hr .In case of any emergency situations, if theemployee is unable to report for duty, he/she should give verbal intimation to HR aswell as his / her HOD / Superior within 20 min of the start of the shift. In such a case ,the employee should ensure to get the leave sanctioned on leave card immediatelyafter resuming duties, the field employees have to fill in leave card available fromthe HOD and send the same to HR

Employees are eligible for EL after confirmation on basis of their worked days in thecompany.

Below 220 days - 1. PL for 20 days worked 221 230 - 12 PL230 240 - 13 PL240 250 - 14 PL250 260 - 15 PL260 & above - 16 PL

Employees on probation will be eligible for EL on pro- rata basis from the date of joining but can avail it only after confirmation.

Encashment of Earned Leave:-

For grade 4 and below:- Earned leave can be encased once in a year. The

encashment is given on Basic Salary. Earned leave can be accumulated up to45 days. Earned leave accumulated more than 45 days (on 1 st day of Jan.) will

be automatically encased. In addition of this if someone needs to encash


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leaves he or she is entitled to do so once in year. In that case a minimumbalance of 20 days has to be kept in leave card.

COMPENSATORY OFF

Auto Electronics:

An employee in grade 4 and below can claim compensatory off for working minimum 2 hrs at a stretch beyond the regular office hours.

Employees working during weekly holiday can claim comp. off.

Engineering and Design:

An employee in grade 5 and below can Claim CO. CO should be availed within 2 months from the date of extra work

done subject to approval from HOD. CO can be claimed for working minimum 4 hrs extra at a stretch

beyond the regular office hours or more than 48 hrs a week. CO can be claimed only after the individual has already worked

extra and not prior to that. CO cannot be accepted by HR only on the basis of confirmation of

extra working sanctioned from HOD. CO can be availed on any holiday.

ANNUAL PAID HOLIDAYS Annually 7 paid holidays are offered to the employees. The list of paid holidays in

a year is displayed on the notice board.

The fixed national holidays are as below

1. 26 th Jan

2. 1 st May3. 1 st Aug 4. Dushehrah5. Xmas6. Diwali ( 3 days)

SALARY ADMINISTRATION

Salary is paid during the 1st week of every month through designated banks.Salary processing is done by accounts department.


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Income tax: - Every employee who is drawing remuneration within the taxablelimit is given declaration form by accounts dept during early part of the financial

year.

The employee is required to fill the Declaration form and thereby confirm hisinvestment in order to finally work out the income tax liability. Based on theinvestment by the employee supported with the required proof, the total incometax liability of the employee is distributed over the months for convenient recovery

from salary.

Inform HR about any charge in the marital status, addition in the family,residential address and telephone no.

Salary is deposited with ICICI bank, Aundh branch, Pune.

KCL has a provision to pay the HDFC installment and LIC premium from the salary.

SECTIONS OF FACTORY ACT APPLICABLE ON KCL

Sec 11:- CleanlinessFactory is kept clean and free from effluents arising from any

drain , privy or other nuisance and in particular removal of accumulated dirt ,cleaning of floor , proper provision for drainage , painting of walls , doors and window frames once in 5 years etc.

Sec 13:- Ventilation and temperatureEffective and suitable provision as to ventilation for fresh air and

such temperature be made in work room in a factory as specified

Sec 14:- Provision for exhaust appliancesBe made in every factory where mfg. process products dust

and fumes.

Sec 15 :- Artificial humidificationStandard of humidification , regulate method for increasing

artificial humidity ,determining humidity of air and recorded.

Sec 16:- overcrowding Prohibited in room in any factory where workers are employed minimum space of 14.2 cub.mtr for every worker employed be provided.

Sec 17:-Lighting


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Natural or artificial be provided on place where worker work or passes cleaning of gazed factory and effective provision for preventation of glareand formation of shadows. And standard of lighting shall be maintained as specified.

Sec 18 :- drinking water 5 ltrs per day per worker and the provision for cool drinking

water is to be made for more than 250 workers .

Sources of supply taps connected with public water supply system or asapproved by the health officer.Storage of water if supplied other than from taps be made in vessels with dust

proof cover etc.Wells and reservoirs from which water is supplied shall be protected from dust and polluted chemicals .

Sec 19 :- provision for latrines and urinals

Latrines:-Separately enclosed accomadation there for male and femaleworkers ,proper door and fastening and sign boards.

Urinals:-Adequately lighted and maintained clean and sanitarycondition and sweeper be employed for that . one urinal for every 50 workers upto 500 ristworkers and 1 for every additional 100 workers .

Proper drainage system for latrines and urinals, connectionthereof is to sewerage system

Sec- 20 :- splitoons Prohibition to spit in factory except in spittoons and

contravention thereof is punishable with fine Rs. 5

SAFETY MEASURES

Sec 21 :- fencing of machineryEvery moving part of prime mover ,flywheel headrace and

tailrace of water wheel , part of stock-bar and every part of electric generators,transmission machinery etc. shall be securely fenced and

further precautions shall be taken for different machines in different industry as specified in schedule.

Sec 22 :- work on or near machinery in motion


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Sec 44:- Sitting facilities during rest hours is provided for workers obliged towork in standing position.

Sec 45:- Provision for first aid boxes is made by the KCL one for every 100workers or cupboard equipped with prescribed contents in sufficient number.

It must be marked with Red Cross.

Sec 46:- Canteen is provided and maintained by KCL for workers and capacity for dining hall is 100 seats at a time, sufficient tools etc. utensils,crockery, furniture and other necessary equipments are provided, price of

food stuff, beverages and other items served is displayed in the book of accounts and audited by auditor once in a year , canteen committee is there tocheck the quality and quantity of food served.

Sec 47:- Shelters, rest rooms and lunch rooms with water facility is provided and maintained by KCL for the worker.

WORKING HOURS OF ADULTS

Weekly hours:- Not more than 48 hrs. Weekly holidays:-Thursday

Compensatory holiday:-To workers deprived of weekly holiday in a month -

within 2 months after the month space not more than 2 holidays in oneweek , notice of holidays is displayed and such holidays is given to worker entitled before his discharge and dismissal. Register shall be maintained and

preserved for three years after the last entry .

Daily hours:-For adult workers not more than 9 hrs in any day.

Intervals for rests:- For half hour before or after period of work not exceeds 5hours.

Spread over:- 10 and half hour a day (including interval of rests) Night shifts:- Means in relation to holiday and following days means -24

hours consecutive after ending of shifts .

Prohibition of overlapping shifts:- So that one relay of workers is not engaged in the same kind of work at the same time.

Overtime wages: - To workers working for more than 9 hrs in any day or more than 48 hrs in any week.


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Rate of overtime wages:- Twice of ordinary wage rate -includes :pieces rateworkers and cash value of benefits

Overtime slips after period of entry of overtime duly signed by manager be given duplicate to worker.

Sec 60:- No employment in any factory has already worked in other factory onthe same day. Inspector may permit the same on his satisfaction that work hours in a week counting together is not exceeding 48 hrs and weeklyholidays.

Sec 61:- Notice of period of works for adults is to be displayed and register showing details of name, nature of group, shifts and other particulars aremaintained .

Sec 66:- Women workers are employed between 6 am and 7 pm and there will be no change in shifts.

EMPLOYMENT OF YOUNG PERSONS

Sec 67-77:- Prohibition on employment of child below age of 14 years, no for work if child or an adolescent unless certificate of fitness is granted. Grant

of fitness certificate of certifying surgeon, adolescent worker or female worker to carry token of certificate of fitness, child are not employed for more than four and half hours per day , during nights .shifts overlaps or spread over isnot more than 5 hours each .no second employment is given on the same day ,register giving name , nature etc. of child workers is maintained .

ANNUAL LEAVE WITH WAGES

Sec 78-84:-Annual leave with wages to worker who has worked for 240 daysor more in a calendar.

INDUSTRIAL DISPUTE ACT 1947

Lay-off

Whenever a workman (other than a badli workman or a casual workman)whose name is borne on the muster-rolls of KCL and who has completed not less than one year of continuous service is laid off, whether continuously or intermittently, he shall be paid by the employer for all days during which he is


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so laid off, except for such weekly holidays as may intervene, compensationwhich shall be equal to 50% of the total of the basic wages and dearnessallowance that would have been payable to him had he not been so laid off.

The employer need to maintain muster rolls for workmen and to provide for the entries therein by workmen who may present themselves for work at theestablishment at the appointed time during normal working hours.

Retrenchment

No workman employed, who has been in continuous service for not less thanone year under an employer shall be retrenched by the employer until-

The workman has been given one months notice in writing indicating thereasons of retrenchment and the period of notice has expired, or the workmanhas been paid in lieu of such notice, wages for the period.

The workman has been paid, at the time of retrenchment, compensation which shall be equivalent to 15 days average pay.

Notice in the prescribed manner is served on appro. government.

Works Committee:-There are representatives selected for both the workers aswell as management to sort out the coming issues. It shall be the duty of theworks committee to promote measures for securing and preserving amity and

good relations between employer and workmen and, to that end, to comment upon matters of their common interest or concern or endeavor to compose anymaterial difference of opinion in respect of such matter

Collective Bargaining

Whenever workers have any demands or grievances and employer has someexpectations from the workers, the representatives of both the parties sit and discuss across the table and come to conclusion which is in favors of both the

parties.

Notice of Change

The employer cannot make any changes in the conditions of service applicableto any workman

1. Without giving to the workman likely to be affected by such change a notice inthe prescribed manner of the nature of the change proposed to be effected or

2. Within 21 days of giving such notice.


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RECRUITMENT PROCESS OF KCL


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In its recruitment activities, the company will:

Advertise all vacancies internally.


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Reply to every job applicant promptly.

Inform job applicants the basic details and job conditions of every jobadvertised.

Process all applications with efficiency and courtesy.

Seek candidate on the basis of their qualifications.

Aim to ensure that every person invited for interview will be given a fair and thorough hearing.

Methods of recruitment used by KCL:

1. Contractors:-There are a number of contractors who are contacted for therequired number of workers from time to time.

2. Unsolicited Applicants/Walk-ins:-Company receives unsolicited applications for the job seekers at various points of time. Such applications are generallykept in a data bank and whenever a suitable vacancy arises, the companywould intimate the candidates to apply through a formal channel.

3. Internet Recruiting:- The company has its own website where it lists job openings from time to time.

The applicants can also submit their resume through the internet. The resumesare then converted into a standard format using the software that the companyhas developed for short listing candidates etc. according to set criteria suchas qualifications, experience etc. The HR then has to key in his or her requirement and profiles of candidates from the companys database get

generated.

In addition to this, there are other website where applicants submit their resumes and the company checks for qualified applicants. Such aswww.naukri.com .

4. Private Employment Search Firms:-The Company has contacts with variousconsultancies with whom they can contact for required number and talent of

people.

5. Advertisements:-The Company gives advertisements in newspapers, internet etc for filling up the vacancies of higher position only as its quite expensive.

6. Promotions and transfers:- The company tries to fill up the vacancies bymeans of promotions and transfers if it finds that the person is capable enoughto take the responsibilities, duties, challenges of the job.
http://www.naukri.com/http://www.naukri.com/


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OBJECTIVES

To find out the level of employee engagement in ongc.

To find out whether the employees are satisfied with their job or not.

To find out what changes should be done by the management so that employees can

be more engaged in their work.

To find out the factors which are helping the employees to do their job better.

To find out the factors which are acting as a barrier in employee engagement.

STATEMENT OF NEED

The employee engagement surveys come into play to determine the factors that make and keep

the workforce engaged. With engagement surveys, the issues that are driving morale up or

down can be pinpointed because the surveys provide an equal opportunity for the entire

population of the organization to have a voice. For example, an organization may have created

an entire program around work/life balance. Yet, after receiving the results of the company's

employee engagement survey, discover that this program is only representative of the needs of

a small segment of the organization, when, in fact, the top-performers are actually seeking

more opportunities and challenges in their daily work.


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COMPANY PROFILE


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INTRODUCTION

Employee engagement can be defined as an employee putting forth extra

discretionary effort, as well as the likelihood of the employee being loyal and

remaining with the organization over the long haul. Research shows that engaged

employees: perform better, put in extra efforts to help get the job done, show a strong

level of commitment to the organization, and are more motivated and optimistic about

their work goals. Employers with engaged employees tend to experience low

employee turnover and more impressive business outcomes.

Employee engagement is more than just the current HR 'buzzword'; it is essential . In

order for organizations to meet and surpass organizational objectives, employeesmust be engaged. Research has proven that wholly engaged employees exhibit,

o Higher self-motivation.o Confidence to express new ideas.o Higher productivity.o Higher levels of customer approval and service quality.o Reliability.o Organizational loyalty;o less employee turnover.o Lower absenteeism.

Focus on employee engagement:

Current studies show that organizations are focusing on the meaning of employee

engagement and how to make employees more engaged. Employees feel engaged when they

find personal meaning and motivation in their work, receive positive interpersonal support,

and operate in an efficient work environment. What brought engagement to the forefront and

why is everyone interested in it? Most likely, the tight economy has refocused attention on

maximizing employee output and making the most of organizational resources. When

organizations focus attention on their people, they are making an investment in their most

important resource. You can cut all the costs you want, but if you neglect your people, cutting

costs wont make much of a difference. Engagement is all about getting employees to give it


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their all. Some of the most successful organizations are known for their unique work

environments in which employees are motivated to do their very best. These great places to

work have been recognized in such lists as Fortunes 100 Best Companies to Work For.

The concept of engagement is a natural evolution of past research on high-involvement,

empowerment, job motivation, organizational commitment, and trust. All of these research

streams focus on the perceptions and attitudes of employees about the work environment. In

some ways, there are variations on the same fundamental issue. What predicts employees

giving their all? Obviously, all organizations want their employees to be engaged in their

work.

Several standardized tools exist for assessing employee engagement and providing

feedback for making changes. These tools tend to have several common goals and

characteristics:

Create a simple and focused index of workplace engagement - Many organizations are using

very short, simple, and easy to use measures that focus on the fundamentals of a great

workplace. Instead of conducting broad culture/climate surveys with 100 or more questions,

organizations are opting for a focused approach that measures fundamental qualities of the

workplace that likely will be important 10 years from now (e.g., feedback, trust, cooperation).

Allow for benchmarking- Most organizations want to know how they compare to other

organizations. Using a standard measure of engagement allows organizations to see how they

compare to other companies along a simple set of fundamental work qualities.

Direct action- Engagement measures tend to be very actionable. This means that the

organization can alter practices or policies to affect employees responses to every item in the

measure.

Show relationship to company performance- Without a link to company performance or other

critical outcomes, measures of engagement have little value. The whole idea behind

engagement is that it leads to enhanced performance. The link to performance outcomes is a

necessary underlying assumption of all engagement measures.


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Engagement Predicts Organizational Success

Many studies have shown that investments in people (i.e., HR-related practices) have a

reliable impact on the performance of organizations. The Bureau of Labor conducted a

comprehensive review of more than 100 studies and found that people practices have

significant relationships to improvements in productivity, satisfaction, and financial

performance. Research has shown that when engagement scores are high, employees are more

satisfied, less likely to leave the organization, and more productive.

Each organization is different and there are many factors that affect bottom-line

outcomes; however, engagement scores can serve as meaningful predictors of long-term

success. Some organizations use engagement scores as lead measures in their HR scorecards.

When an organization can show the relationship between engagement scores and bottom-line

outcomes, everyone pays attention to the engagement index. Establishing this critical link

between people and performance helps HR professionals prove that people-related

interventions are a worthwhile investment.

Elements of Engagement

Some researches conclude that personal impact, focused work, and interpersonal

harmony comprise engagement. Each of these three components has sub-components that

further define the meaning of engagement.

Personal Impact- Employees feel more engaged when they are able to make a unique

contribution, experience empowerment, and have opportunities for personal growth. Past

research (e.g., Conger and Kanugo, 1988; Thomas and Velthouse, 1990) concurs that issues

such as the ability to impact the work environment and making meaningful choices in the

workplace are critical components of employee empowerment. Development Dimensions

Internationals (DDI) research on retaining talent (Bernthal and Wellins, 2000) found that the

perception of meaningful work is one of the most influential factors determining employees

willingness to stay with the organization.


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Focused Work- Employees feel more engaged when they have clear direction, performance

accountability, and an efficient work environment. Aside from the personal drive and

motivation to make a contribution, employees need to understand where to focus their efforts.

Without a clear strategy and direction from senior leadership, employees will waste their time

on the activities that do not make a difference for the organizations success. Additionally, even

when direction is in place, employees must receive feedback to ensure that they are on track

and being held accountable for their progress. In particular, employees need to feel that low

performance is not acceptable and that there are consequences for poor performance. Finally,

employees want to work in an environment that is efficient in terms of its time, resources, and

budget. Employees lose faith in the organization when they see excessive waste. For example,

employees become frustrated when they are asked to operate without the necessary resources

or waste time in unnecessary meetings.

Interpersonal Harmony- Employees feel more engaged when they work in a safe and

cooperative environment. By safety, we mean that employee trust one another and quickly

resolve conflicts when they arise. Employees want to be able to rely on each other and focus

their attention on the tasks that really matter. Conflict wastes time and energy and needs to be

dealt with quickly. Some researches also find that trust and interpersonal harmony is a

fundamental underlying principle in the best organizations. Employees also need to cooperate

to get the job done. Partnerships across departments and within the work group ensure that

employees stay informed and get the support they need to do their jobs.

Making Use of Engagement

Measurement of employee engagement can have many applications in the organization.

Earlier, it is mentioned that engagement could serve as a general index of HR effectiveness in

an HR scorecard. Also, engagement measures serve as an easy way to benchmark the work

climate against other organizations.

Other uses include:

Needs Analysis-The fundamental issues measured in engagement provide a quick index of what

leaders and HR need to do to make things better. In addition, items in engagement surveys tend


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to be very actionable. This means that leaders or others in the organization can take action

that will affect the score on a single item.

Evaluation- Many learning and performance interventions are designed to impact some aspect

of engagement. When an engagement measure is used as a pre-implementation baseline, the

impact of the intervention can be gauged by measuring post-implementation changes in

engagement.

Climate Survey- Some organizations like to use engagement measures as simple indexes of the

workplace culture. While more extensive surveys are valuable, sometimes its easier to focus

attention on a few simple and proven factors.

Leader or Department Feedback- Depending on the demographic information collected when

the engagement measure is implemented, one can create breakout reports by department or

leader. This means departments and leaders can gain a better understanding of how

engagement in their groups differs from the rest of the organization. This information can be

used to create development plans or plans for larger-scale interventions.


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RESEARCH METHODOLOGY


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RESEARCH METHODOLOGY

Research has its special significance in solving various operational and planning problem of

business and industry. Research methodology is the way to systematically solve the research

problem.

ASSUMPTIONS:-

It has been assumed that sample of 200 respondents represents the whole

population.

The information given by the employees is unbiased.

1. Formulation of research Objective:

The objective of my research is to study & analyze the employee engagement

level at ONGC.

2. Determining the source of Data

To carry out research there are two types of data available Primary data

and Secondary source of data . Primary data are the data which are collected

for the specific purpose. They are first hand data collected by research. It is

same as we are going to collect by survey method.

Secondary data are those which are collected before hand by some purpose or the other purpose. They are easily available but before using it one

should study its scope its reliability etc.

In my research I have used various secondary data which we have

mentioned in bibliography for various purposes like to know about various

employees of different departments, to know various factors on which I can

judge the employee engagement level, to know about the expectations of the

employee etc.


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3. Decision of data collection techniques:

Once the decision in favor of collection of primary data is taken, one

has to decide the mode of collection. I have selected the survey method.

Survey Method: In research the survey method is commonly used to collect primary data from the

respondents. Survey can be subdivided further into two categories.

1. Personal survey.

2. Mail survey.

4. Sampling Decisions:

Another aspect which forms the part of research process is sampling

plan. When the researcher has decided to carryout survey he has to decide

whether to go for sample survey or population survey.

So, I have decided firstly to define population as in my case where all

the employees of Ahmedabad Asset are my population. It is not possible to

reach all respondents so Ihave decided to conduct sample survey.

Again in sample survey one has to decide sample size on the bases of

sample frame. Sample frame is a list of population from which sample is

selected.

The larger the sample size the more accurate is the results. And while

selecting sample one has to select the samples which are representative of

population. Due to limitation of time I have selected the sample size of 200 .A

random sample of 200 employees was selected from the all the employees of

ONGC Ahmedabad Asset because there are approximately 2500 employees in

Ahmedabad asset so 200 is almost 10% of that.

I have selected two types of employees ie executives and non-executives.

After deciding the sample size one has to decide the sampling method. There

are various methods of selecting samples which are:


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I have used the random sampling method in my research as I have

conducted the personal survey I have selected the samples based on just hit

and miss fashion. So the sampling method for our research is random

sampling method .

5. Organizing and conducting the survey:

After having prepared the questionnaire and selected the sample

design and plan the next step is to organize and conduct the field survey. The

task of interviewing is simple but, in reality, it is the most difficult task in

research process. This is because the respondents are hesitant in giving the

information. For conducting survey I have used the personal survey method in

which I personally interviewed the employees and gathered the information

needed by Questionnaire.

6. Processing and analysis of data:

Once the field work is over and questionnaire have been received, the

next task is to aggregate the data in meaningful manner. There are various

statistical tools for analyzing the data. Some of them used by me are

percentage, bar chart, pie chart etc. this all have their own limitations and

hence one of limitation of my project is same. With the help of computer the

work of statistical analysis has become easy.

7. Preparing the research report:

Once the data have been tabulated, interpreted and analyzed, the

researcher is required to prepare report embodying the findings of the

research study and his recommendations. Same is the report which I have

presented in front of you. There are various chapters included and I have

taken care that project is not too precise and at the same time not too detailed

that it create confusion. I have provided various charts so that it is easily

readable.


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DATA ANALYSIS


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Q1 Overall how satisfied are you with ONGC as an employee?

ONGC's EMPLOYEE E NGAGEMEN T LE

Somewhat satisfi37%

very satisfie52%

Somewhadissatisfie

4%

Neutra

7%

Very Diss atisfie0%

Very Dis satisfied

Somewhat dissat

Neutral

Som ewhat satisfi

very satisfied

No one is dissatisfied with the company.

Maximum number i.e. 89% employees are strongly satisfied with their job.


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Q2 What do you feel about the productivity of employees?

PRODUCTIVIT

8% 8%12%

17 %23%

15.50% 15.50% 17 %

33 %

48.50%44%

51.50%

40%43%

0%2% 0.50% 0.55% 2.50% 1%

7%12 % 13.50%

1%

54 %

24.50% 20.50%25.50%

28.50%

0%

10%

20%

30%

40%

50%

60%

Hard W orkingemployee

Process es &Procedures

Quick decisionsof c ompany

Lots of trainingexperience

Easy to getadditional Training

PRODUCTIV

Attributes of producti

Disagree strongly Disagree somewhatNeutral Agree som ewhat Agree strong

Maximum productivity depends on the hard working employee.

Apart from hard working employee processes and procedures provided by the

company, quick decision by the company and the training procedure contributes to

productivity.


44/73


45/73

Q4 How much security level is present in ONGC?

0%

7.50%

19.50%

47%

26%

1.50%3.50%

15.50%

48%

31.50%

1%

65%

20.50%

45.50%

27%

1%

25.33%

18.50%

47%

28%

0%10%20%

30%40%50%60%70%

Optimistic abou tf uture in ONGC

Physically safe onthe job

Work life balanceis supported

SECURITY

Attributes of securit

SECURIT

Disagree strongly Disagree somewhat Neutral Agree somewhat Agree strongly

Everyone in ONGC is optimistic about future in ONGC.

Maximum employees feel secure at their job.

More than half of the employees of ONGC have imbalance of their work life.


46/73

Q5 Is creativity encouraged in ONGC ?

0.50%7.50%

15%

44%

33%

1%7.50%

19%

46.50%

26% 26%

44%

12%15.50%

2.50%9.17%

19.67%

15%

35%

21%

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

Encouraged toinvent new ideas

Employees arerew arded

Not afraid of making a mis take

CREATIV ITY

Attributes of creativit

CREATIVIT

Disagree strongly Disagree somewhat Neutral Agree somewhat Agree strongly

Few employees of ONGC are not afraid of doing mistakes which shows that they

are not bothered of the after result of this.

Creativity is supported by ONGC as per 56% employees.


47/73

Q6 What do you think about communications in ONGC?

COMMUNICATION

8%4.50%

3%

18%

46%43% 44.50%

45.50%

39%44%

1.50% 1% 1.50% 1.50% 1% 1.30%5%5%5.50%

21%18.50%21%

16%15%

29.50%34.50%

28% 30%

36%31.60

0.00%5.00%

10.00%15.00%20.00%25.00%30.00%35.00%40.00%45.00%50.00%

C o r p o r a t

e c o m

m u n i c

a t i o n s

a r e f r e

q u e n t

H a v e

t r u s t o

n m a n a

g e m e n

t

F r e e t o

o f f e r

c o m m e

n t s

F r e e t o

s p e a k

t o t h e

m a n a g

e m e n

t

M a n a

g e m e n

t c a r e

f o r a l l

e m p l o

y e e s

C O M M

U N I C A

T I O N S

Attributes of communicati

Approximately 78% employees have trust on management and are free to offer

comments.

Communication is fair and clear in ONGC.


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Q7 Whether ONGC plays fair role in context to its employees?

FAIR PLAY

11%7%

12%

49.50%

37%36.50%40%

35%

8%7.50%

3% 2% 5% 4.38%

15% 15%

33% 34% 32%

27%

34.63

9.50%17%

113%

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

P o l i t i c s

a r e k e p

t m i n i m

u m

M g m t d o

e s n ' t p l a

y f a v o u

r i t e s

M g m t d o

e s n ' t s a

y o n e t h

i n g & d

o a n o t h e

r

E m p l o y

e e s w o

r k l o a d a

r e d i s t r b

u t e d

F A I R P

L A Y

Attributes of fair play

44% employees said that Politics is kept minimum in ONGC.

ONGC always believe in fair play.


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Q8 Are ethics and values important for ONGC?

0.50%

7%

24%

53.50%

15%

2%

6.50%

26.50%

49.50%

15.50%

1.50%

6.50%

25%

44.50%

22.50%

1.33%

7%

25%

49.17%

18%

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

People behav e inethical manner

People don'ttolerate unethical

behavior

Seniors sets agood Eg. Of

ethical behavior

ETHICS &VALUES

Attribute s of e thics & valu

ETHICS & VALUE

Disagree stron

Disagree some

Neutral

Agree somewh

Agree strongly

Approximately 8% employees feel that employees of ONGC do not behave in ethical

manner.

18% employees are strongly agree with the present level of ethics and values.


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Q9 What you think about excellence of ONGC?

EXCELLENC

1%0.50%7%

10%

20%

49% 49.50% 48%

1%1%0%2.50% 3.33%

15%15%

45.50%

36%33.00%

22.50%

40.50%

0%

10%

20%

30%

40%

50%

60%

ONGC strives for constant

improvement

ONGC is anaggressivecompetitor

Individuallearning is

encouraged

EXCELLENCE

Disagree stron

Disagree some

Neutral

Agree somewh

Agree s trongly

Approximately 90% employees feel that ONGC strives for constant improvement.

Graph clearly shows that excellence level in ONGC is high.


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Q10 What you think about corporate culture of ONGC?

0.50%

7.50%9.50%

30.50%

52%

2.50%

6.50%

20.50%

47%

23.50%

3%

14.50%

27%30%

25.50%

2.00%

9.50%

19.00%

35.83%34%

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

Quality is a toppriority

Individualinitiative is

encouraged

Nothing atONGC keeps me

doing my bes t

CORPORATECULTURE

Attributes of corpo rate cultu

CORPORATE CU LTUR

Disagree stron

Disagree some

Neutral

Agree somewh

Agree strongly

52% employees believe that for them and for ONGC quality is a top priority.

All facts and figures shows that corporate culture in ONGC is meeting the

standards.


52/73

Q11 What is your opinion about career development in ONGC?

1%

5%

9.50%

34%

50.50%

0%

6%

10.50%

47%

36.50%

0%

5.50%

20.50%

37.50% 36.50%

0%

6%

13.50%

40%

41.17%

0%

10%

20%

30%

40%

50%

60%

Have e stablishedcareer path

Have opportunitiesto learn & grow

Have a br ightcareer

CAREERDEVELOPMENT

Attributes of career develo me

CAREER DEVELOPM EN

Disagree stronDisagree someNeutralAgree somewhAgree strongly

Except 17% employee everybody think that they have opportunities to learn and

grow.

Maximum numbers of employees feel that their career development is on progress.


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Q12 what is your opinion about employee role?

1%

8%

15.50%

46%

29.50%

0%1.50%

8%

31.50%

59%

0.50%

8.50%

11.50%

53.50%

26%

1%

6%

11.67%

44%

38.17%

0%

10%

20%

30%

40%

50%

60%

Have enou ghauthority to m ake

decisions

Con tributing toONGC'sobjective

Have m aterials &equipments

EMPLOYEEROLE

Attributes of employee r

EMPLOYEE ROL

Disagree stron

Disagree som

Neutral

Agree somewh

Agree strongly

92% employees are contributing to ONGCs objective.

All the attributes like enough authority to make decisions, having materials and

equipments are contributing in employees role.


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Q13 Is ONGC provides enough recognition and rewards?

RECOGNITION & REWARD

11.50%

2% 1% 1.50%

6% 7% 5% 4%6%

18%

9.50%

40.50%

46%

52.50% 52%50%

48.20%

24.50%

20%

35%

6.50%4.50%

7.50%

22.50%

16% 15.50% 16.30%

19.50%

25.10%26.50%

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

G o o d w o

r k l e a d s

t o m o r e

m o n e y

G o o d w o

r k l e a d s

t o p r o m o

t i o n

I a m v a l u

e d a t O N

G C

O N G C g i

v e s r e c o

g n i t i o n

S a l a r y i s

f a i r f o r

r e s p o n s i

b i l i t i e s

R E C O G N

I T I O N &

R E W A R D

Disagree stronDisagree someNeutral

Agree somewhAgree strongly

72% employees think that they are valued at ONGC.


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85% employees said that their salary is fair for their responsibilities.

Q14 Whether ONGC provides enough initial and ongoing training?

2%5%

23.50%

53%

16.50%

1.50%

9%

20%

56%

13.50%

1.75%

7%

21.75%

54.50%

15%

0%

10%

20%

30%

40%

50%

60%

ONGC provides enoughinitial training

ONGC provides enoughongoing training

TRAINING &DEVELOPMENT

Attributes of training & de v e lopme

TRAINING & DE VELOPMEN

Disagree stron

Disagree some

Neutral

Agree somewh

Agree strongly

Maximum employees ie 70% are satisfied by the initial and ongoing training

provided by the ONGC.


56/73

Q15 Overall how much satisfied are you with ONGCs benefit package?

SATISFACTION LEVE L D UE TO BEN EFITS PAC

Neutra8%

Agree somewh28%

Agree strongl61%

Disagree strong0%

Disagree som ewh3%

Disagree strongly Disagree somewhat Neutral Agree somewhat Agree strongl

ONGC provides a complete benefit package to the employees for their benefits.

Recreation through picnics, parties & get- together is less as compared to the

expectations of the employees.

Promotions are provided on time as per 63% employees.


57/73


58/73

Q17 How long have you worked for ONGC?

WORKING IN ONGC FOR NO. OF YEA

More than 10 yr 97%

5-10 yrs3%

2-5 yrs0%

Less than 10 yr 0%

1-2 yrs0%

Less than 1

1-2 yrs2-5 yrs

5-10 yrs

More than 1

97% employees of ONGC are working in ONGC from more than 10 years which

shows they are satisfied with their job.

There was not a single person who left ONGC which shows employees are completely

engaged in their respective jobs.


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LEARNINGS

A winter project brings the student face to face with the real corporate world. This is the time

when one learns what the industry practices are and do the practices really follow what is

really taught in the classroom. Further it gives an excellent chance to the students to apply the

concepts in the real world.

Attitude towards learning

Learning is an ongoing process. There is nothing like you can learn all in MBA and use your

knowledge and implement it in work. MBA is teaching me how to look at things from various

dimensions as well as how to adapt to changes. Experience is the best teacher, this statement

holds good as even I think only once I experienced working have I realized what am I supposed

from MBA.

Future Learning

Winter training helped me to realize the importance of each and every subject. I came to know

no matter in which department you are, you need to have knowledge of each and every field.

The functioning of any business does not solely depend on HR, marketing or finance but

everything should be in a balanced manner. This has led me to give importance to everything

in life. I have realized that though not specialized but knowledge of all aspects of business is a

must irrespective of the department one is working with.


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LIMITATIONS


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LIMITATIONS

Some employees were not ready to fill up the questionnaire because they were

afraid of the problems that may arise after filling the questionnaire.

Employees have taken many days to completely fill the questionnaire.

Due to strike by the company I was not able to contact anyone in the company for

my problems.


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OBSERVATIONS

&

FINDINGS


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OBSERVATIONS & FINDINGS

Since maximum employees of ONGC are satisfied with their company therefore

employee engagement is high ie 52% in ONGC.

Maximum employees said that their productivity is due to their hard work.

Apart from hard work productivity also depends on the training provided by the

company.

Almost 50% employee somewhat agree with their teamwork spirit.

Teamwork of the employees mostly depends on the attention to employees suggestions

by the management.

Maximum number of employees somewhat agree that the security provided by ONGC

is appropriate.

65% of employees somewhat disagree with the work life balance supported by the

company.

Only 3% of employees said that they are not afraid of making a mistake.

Only 1% employees think that they are not rewarded for improving work processes.


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Maximum employees feel that ONGC communicate very well with their employees.

Approximately 76% employees feel that corporate communications are frequent.

85% of employees have trust on management therefore they feel free to give

suggestions and comments.

Maximum number of employees ie 37% are neutral about the fair play of ONGC.

57% of employees are in favour of management ie management doesnt say one

thing and do another.

Politics is kept minimum in ONGC as per 45% of employees.

Maximum employee behave in ethical manner in ONGC except few ones.

According to 8% of employee unethical behaviour is tolerated and people dont

behave in ethical manner.

Almost 90% employees believes that ONGC strives for constant improvement.

Maximum employees feel that individual learning is encouraged in ONGC.

ONGC has a reputation for excellence .

Quality is a top priority for ONGC.

Corporate culture is good in ONGC.

Not a single employee thinks that ONGC does not provide a bright career & future.

According to 81% employee ONGC helps in career development.


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Except 17% employee everybody think that they have opportunities to learn and

grow.

Maximum employees are contributing to ONGCs objective.

72% employees think that they are valued at ONGC.

85% employees said that their salary is fair for their responsibilities.

Maximum employees are satisfied by the initial and ongoing training provided by theONGC.

ONGC provides a complete benefit package to the employees for their benefits.

Recreation through picnics, parties & get- togethers is less as compared to the

expectations of the employees.

Promotions are provided on time as per 63% employees.

7% employees are not happy with the promotions because it is not provided on time.

Maximum number of employees will recommend employment at ONGC.

97% employees of ONGC are working in ONGC from more than 10 years which

shows they are satisfied with their job.

There was not a single person who left ONGC which shows employees are completely

engaged in their respective jobs.


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CONCLUSIONS


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CONCLUSIONS

Engagement is a heightened emotional connection that an employee feels for his or

her organization that influence him or her to exert greater discretionary effort to his

or her work.

As per my survey ONGC is providing mentally stimulating jobs, career growth

opportunities for all employees, platform for the employees where they can contribute

to positive work environments.

Apart from this there is not a single employee who is dissatisfied with the

organization.

Since company is fulfilling all the requirements of an employee, employees are

fully motivated therefore there is increased productivity commitment to quality, better

relationships with customers and clients.


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Personal Impact- Employees feel more engaged because they are able to make a

unique contribution, experience empowerment, and have opportunities for personal

growth.

Focused Work -Employees feel more engaged because they have clear direction,

performance accountability, and an efficient work environment.

Interpersonal Harmony -Employees are more engaged because they work in a safe

and cooperative environment. By safety, we mean that employee trust one another

and quickly resolve conflicts when they arise.

Research has proven that maximum number of employees exhibit:

Higher self-motivation.

Confidence to express new ideas.

Higher productivity.

Higher levels of customer approval and service quality.

Reliability.

Organizational loyalty.

less employee turnover.

Lower absenteeism.

So, finally there is a clear and mounting evidence that the high level of employee

engagement closely correlates to individual, group and organizational performance

in such areas as retention, turnover, productivity, loyalty.


69/73

SUGGESTIONS

&


70/73

RECOMMENDATIONS

SUGGESTIONS & RECOMMENDATIONS

Whenever any employee does any good work or does some kind of

achievement then ONGC must provide better rewards for their work. This will

motivate the other employees also and lead to better performance.

Frequency of giving promotions should be increased otherwise employees will

get distracted from their work and will not work efficiently.


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ONGC must organize some kind of picnics, parties and get-togethers for the

employees and their families.

The company must take some initiatives to support the work life balance of employees.

Since politics in ONGC Ahmedabad Asset is affecting the performance of

employees it has to be controlled.

Safety parameters should be improved in the field/ operational area.

Birthdays of employees should be celebrated within the department or section.

Gymnasium facility should be arranged for all the employees so that they can

relief for some time.

Infrastructure of canteen must be improved for the betterment of employees.

BIBLIOGRAPHY

Websites:

www.ongcreports.net

www.google.com

www.ongcindia.com
http://www.ongcreports.net/http://www.google.com/http://www.ongcindia.com/http://www.ongcreports.net/http://www.google.com/http://www.ongcindia.com/


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https://mail.google.com/mail/?hl=en&shva=1#inbox/12b67ca185aba1d1

Dairy provided by ONGC.ONGC Reports


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APPENDICES

ambika's report1

Documents