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65031838 a-project-report-on-training-and-development

  1. 1. ABOUT THE INDUSTRYNatural historyPetroleum is a naturally occurring liquid found in rock formations. It consists ofa complex mixture of hydrocarbons of various molecular weights, plus otherorganic compounds. It is generally accepted that oil is formed mostly from thecarbon rich remains of ancient plankton after exposure to heat and pressurein the Earths crust over hundreds of millions of years. Over time, the decayedresidue was covered by layers of mud and silt, sinking further down into theEarth‟s crust and preserved there between hot and pressured layers,gradually transforming into oil reservoirs.Early historyPetroleum in an unrefined state has been utilized by humans for over 5000years. Oil in general has been used since early human history to keep firesablaze, and also for warfare.Its importance in the world economy evolved slowly, with whale oil used forlighting into the 19th century, and wood and coal used for heating and cookingwell into the 20th Century. A petroleum industry emerged in NorthAmerica in Canada and the United States. The IndustrialRevolution generated an increasing need for energy which was fueled mainlyby coal, with other sources including whale oil. However, it was discoveredthat kerosene could be extracted from crude oil and used as a light andheating fuel. Petroleum was in great demand, and by the twentieth centuryhad become the most valuable commodity traded on the world market.The petroleum industry includes the global processes ofexploration, extraction, refining, transporting (often by oiltankersand pipelines), and marketing petroleum products. The largest volumeproducts of the industry are fuel oil and gasoline (petrol). Petroleum is also theraw material for many chemical products, including pharmaceuticals, solvents,fertilizers, pesticides, and plastics.The industry is usually divided into three majorcomponents: upstream, midstream and downstream. Midstream operationsare usually included in the downstream category. 1
  2. 2. UPSTREAM SECTOR:The upstream sector, also known as the exploration and production (E & P)sector, is concerned with the search for potential underground or underwateroil and gas fields, the drilling of exploratory wells, and subsequently operatingin the wells that recover and bring the crude oil and/or raw natural gas to thesurface.MIDSTREAM SECTOR:The midstream sector processes, stores, market and transports commoditiessuch as crude oil, natural gas and natural gas liquids such as ethane, propaneand butane.DOWNSTREAM SECTOR:The downstream sector includes oil refineries, petrochemical plants, petroleumproduct distribution, retail outlets and natural gas distribution companies. Thedownstream sector reaches thousands of products such as gasoline, diesel, jetfuel, heating oil, asphalt, lubricants, synthetic rubber, plastics, fertilizers,antifreeze, pesticides, pharmaceuticals, natural gas and propane to consumers.OIL INDUSTRY STRUCTUREUPSTREAM :Oil and Natural Gas co. ltd.Oil India Ltd.MIDSTREAMGas Authority of India Ltd.DOWNSTREAMIndian Oil Corporation Ltd. 2
  3. 3. Bharat Petroleum Co. Ltd.(BPCL)Hindustan Petroleum Co. Ltd. (HPCL)RelianceManglore Refinery Petroleum is vital to many industries, and is of importance to themaintenance of industrial civilization itself, and thus is a critical concern formany nations. Oil accounts for a large percentage of the world‟s energyconsumption, ranging from a low of 32% for Europe and Asia, up to a high of53% for the Middle East. Other geographic regions‟ consumption patterns are as follows:South and Central America (44%), Africa (41%), and North America (40%).The world consumes 30 billion barrels (4.8 km³) of oil per year, withdeveloped nations being the largest consumers. The United States consumed25% of the oil produced in 2007. The production, distribution, refining, andretailing of petroleum taken as a whole represents the worlds largest industryin terms of dollar value. Governments such as the United States government provide a heavypublic subsidy to petroleum companies, with major tax breaks at virtuallyevery stage of oil exploration and extraction, including for the costs of oil fieldleases and drilling equipment. 3
  4. 4. WORLD MARKETThe forecast for world economic growth in 2011 remains at 3.9% following off-setting revisions in the US, Japan and Euro-zone. Growth in the developingcountries remains unchanged, with China growing by 9.0% and India by 8.1%this year. In 2012, the world economy is expected to grow by 4.1%, slightlyhigher than in 2011. The OECD is forecast to grow by 2.5%, compared withthis year‟s growth of 2.1%. OECD growth is supported by the recovery in theJapanese economy, which is expected to expand by 2.5%. US growth isforecast at a higher 2.9%, while growth in the Euro-zone is seen slowing to1.5%, due to planned austerity measures. The strong expansion in thedeveloping countries is expected to ease somewhat, with China forecast at8.5% and India at 7.7%.World oil demand is forecast to grow by 1.36 mb/d in 2011, slightly lowerthan in the previous year, as the unsteady global economy has added risks tothe forecast. In 2012, global oil demand is expected to grow at a slightly lower1.32 mb/d. The global economic recovery has been facing challenges acrossthe OECD, adding to the uncertainties to next year‟s forecast. The oil markethas been volatile, making future oil demand estimates hard to predict. Anunsteady world economy is negatively affecting the oil market and imposing ahigh range of uncertainty for the short term Source: www.opec.org Forecasted growth in 2011 world oil demand, by product 4
  5. 5. Non-OPEC (ORGANISATION OF PETROLEUM EXPORTING COUNTRIS)supply is expected to increase by 0.6 mb/d in 2011, representing a marginaldownward revision from last month, primarily due to weaker production data inthe first half of the year. In 2012, non-OPEC oil supply is expected to grow by0.7 mb/dThe demand for OPEC crude in 2011 is estimated at 30.0 mb/d, around 0.1mb/d higher than in the previous report. This indicates a rise of 0.4 mb/d overthe previous year. In 2012, the initial forecasts for world oil demand, non-OPEC supply and OPEC NGLs indicate a demand for OPEC crude of 30.3mb/d, an increase of 0.3 mb/d over the current year. However, these forecastscould be impacted by unforeseen events. 5
  8. 8. MAJOR COMPANIES IN INDUSTRY1. Indian Oil Corporation2. ONGC3. Bharat Petroleum4. Reliance Petroleum Limited5. Essar Oil Limited6. Gas Authority of India7. Hindustan Petroleum Corporation8. Aban9. Oil India Limited10. Tata Petrodyne 8
  9. 9. INTRODUCTION ABOUT IOCLIndian Oil Corporation Ltd. Is India‟s largest commercial enterprise. Indian Oilwas incorporated on 30th June, 1959 under the name and style of Indian OilCompany Ltd. Upon merger with Indian Refineries Ltd. On September 1,1964, the name of the company was changed to Indian Oil Corporation Ltd.Guwahati Refinery, the first public sector refinery of the country, was built withRomanian collaboration and was inaugurated by the first Prime Minister ofIndia, Pandit Jawaharlal Nehru, on 1st January 1962.Indian Oil refineries registered a record throughput of 35.3 million tonnesduring the financial year surpassing the previous best of 33.8 million tonnes in2001-2002.Indian oil is investing Rs. 43,393 crore (US $ 10.8 billion) during the period2007-2012 in augmentation of refining and pipeline capacities, expansion ofmarketing infrastructure and product quality up gradation as well as inintegration and diversification project.CORPORATE LOGO 9
  10. 10. VISION AND VALUES 10
  11. 11. VISION“A major diversified, transactional, integrated energy company, with nationalleadership and a strong environment conscience, playing a national role in oilsecurity & public distribution.”VALUES Care - stands for Concern Empathy Understanding Cooperation Empowerment Innovation - stands for Creativity Ability to learn Flexibility Change Trust - stands for Delivered Promises Reliability Dependability Integrity Truthfulness Transparency Passion - stands for Commitment Dedication Pride Inspiration Ownership Zeal & Zest 11
  12. 12. OBJECTIVESTo serve the national interest in the oil and related sector in accordanceand consistent with government policies.To ensure and maintain continuous and smooth supplies of petroleumproducts by way of crude Refining, Transportation and Marketing activitiesand to provide appropriate assistance to the consumer to conserve and usepetroleum product efficiently.To earn a reasonable rate of interest on investment. To work to wordsthe achievement to self sufficiency in the field of oil refining by setting upadequate capacity and to build up expertise inlaying of crude oil andpetroleum product pipelines.To create a strong research and development base in the field of oilrefining and stimulate the development of new product formulations with aview to minimize / eliminate their imports and to have generation products.To maximize utilization of the existing facilities in order to improveefficiency and increase productivity.To optimize utilization of its refining capacity and maximize distillate yieldsfrom refining of crude oil to minimize foreign exchange to outgo.To minimize fuel consumption in refineries and stock losses in marketingoperations to effect energy conservation.To further enhance distribution network for providing plan / governmentapproval.To avail of all viable opportunities, both national and global, arising out ofthe liberalization policies 12
  13. 13. OBLIGATIONS Towards customers and dealers to provide prompt courteous and efficientservice and quality products at competitive prices. Towards suppliers to ensure prompt dealings with integrity, impartiality andcourtesy and help promote ancillary industries. Towards employees to develop their capabilities and facilitate theiradvancement through appropriate training and career planning. To have fairdealings with recognized representatives of employees in pursuance ofhealthy industrial relations practices and sound personnel policies. Towards community to develop techno-economically viable andenvironment-friendly products. To maintain the highest standards in respect ofsafety, environment protection and occupational health at all production units.Towards Defense Services to maintain adequate supplies to Defense andother Para-military services during normal as well as emergency situations. ORGANIZATION STRUCTUREThe organizational structure of Indian Oil Corporation Ltd is divided on thebasis of the company’s functions comprising of pipelines, refineries,research & development, marketing, human resource, finance, planning andbusiness.Each division is headed by a director with general managers andexecutive directors working under him.On the basis of my observations, I can state that the organizationstructure of Indian Oil is fairly flat with few levels of intervening managementbetween staff and managers. Rather than being closely supervised by manylayers of management, workers are more directly involved in the decisionmaking process concerned with the company. There are many individual unitswithin the organization which enables the existence of a horizontalorganization structure. Employee involvement is thus encouraged through adecentralized decision making process. 13
  14. 14. MAJOR DIVISONS OF IOCL INDIAN OIL CORPORATION LIMITEDREFINERIES PIPELINE MARKETING R&D IBP Corporate office : NEW DELHI Registered office : MUMBAI BUSINESS IN IOCL Refining Pipelines Marketing Research & Development Petrochemicals Gas Exploration & Production 14
  15. 15. REFININGIndian Oil presently owns and operates 10 out of India‟s 19 refineries withcurrent combined capacity of 60.2 million tons per annum. During the year2007-08 Indian Oil Refineries recorded a crude oil throughput of 40.4 milliontones. The seven refineries together achieve a capacity utilization of 93.1%,higher than the Asia-Pacific average of 91.5% which also happen to be thehighest in the last six years. The fiscal year 2007 also witnessed Indian Oilbecoming the first public sector organization in the country to have its ownship chartering cell, which is functioning under the Refineries Division.All the refinery units are accredited with ISO 9002 and ISO 14001certifications. The refineries are as follows:  Gujarat Refinery Ltd.  Koyali Refinery  Guwahati Refinery (Assam)  Digboi Refinery (Upper Assam)  Barauni Refinery (Near Patna, Bihar)  Haldia Refinery (Near Kolkata, West Bengal)  Mathura Refinery (Near Delhi)  Panipath Refinery (Near Delhi)  BRPL (Bongaigaon Refinery & Petrochemicals Ltd.)  CPCL (Chennai Petroleum Corporation Ltd.)PIPELINESIndian Oil owns and operates a pipeline network of 9300 km, the largestnetwork of crude oil and product pipelines in India. This widespread networkof pipeline achieved the highest ever throughput of 45.35 million metric tonsduring the year 2008-09. The major pipelines of Indian Oil are:  Salaya Mathura Pipeline  Kandla Bhatinda Pipeline  Mathura Jalandhar Pipeline  Guwahati Siliguri Pipeline  Barauni Kanpur Pipeline  Haldia Barauni Pipeline  Koyali Roorkee Pipeline 15
  16. 16. MARKETINGIndian Oil has a wide spread marketing network with over 23000 sales point.These include petrol/diesel stations, consumer outlets, lube distributors,SERVO shops and LPG distributors. The regional offices are in charge of theNorth, East, West and Southern Regions of India and Assam Divisionsupplements operation in the North-East. State level, divisional and Indanearea offices have also been set up in each region. Indian Oil commands adominant market share in the petroleum retail segment in India and has over10144 petrol and diesel stations spread throughout the country along with anadditional 3272 of the subsidiary company, IBP Company Ltd.RESEARCH & DEVLOPEMENTOperating the first R&D Centre to get ISO 9002 and 14001 Certifications,Indian Oil boasts of having the best R&D center in Asia which is also one ofthe finest in the world. It has been involved in world class petroleum researchand is carrying out extensive work on refinery processes and transportationpipelines.PETROCHEMICALSIndian oil has been continuously striving for growth by incorporating its corebusiness with opportunity available in the petrochemicals sector. Thecompany is currently executing a plan to achieve Rs.30000 crores (US $ 6.8billion) investment by the year 2011-12. In order to implement this plan, aworld scale linear alklyl benzene (LAB) at Gujarat Refinery and an integratedParaxylene/ Purified Terephthalic Acid (PX/ PTA) plant at Panipath arealready in operation. A naphtha cracker with downstream polymer units,designed to produce 800000 tons per annum of propylene is coming up atPanipath. In order to strengthen its presence in the petrochemicals sector,Indian Oil also plans to develop a refinery cum petrochemicals complex atParadip on the east coast of India. 16
  17. 17. GASAs a step towards expanding its business in the Natural Gas sector Indian Oilhas signed a Memorandum of Understanding (MOU) with Iran to implementthe import of 1.75 million tons per annum. Entry in the shipping business is being actively pursued in order to implementthe corporation’s strategy to participate in the entire gas value chain. Indian Oil has also embarked on a pilot project to supply Liquefied NaturalGas (LNG) through cryogenic road/ rail tankers as the limited gas pipelineinfrastructure in the country presents good opportunities in this areaEXPLORATION & PRODUCTIONHaving participated actively in the bidding rounds to increase the indigenousproduction of oil, Indian Oil under the New Exploration Licensing Policy(NELP) in consortium with other companies has bagged nine blocks in thefirst three rounds.The corporation has also obtained participating interest in onshore blocks inAssam and Arunachal Pradesh.Indian Oil has undertaken overseas ventures including two gas blocks in theSirte basin of Libya, the Farsi exploration block in Iran and onshore farm inarrangement in Gabon.Opportunity is being explored to acquire a suitable medium sized E&Pcompany in order to consolidate its upstream portfolio. 17
  18. 18. PROFILE OF GUJARAT REFINERYGujarat Refinery a prestigious refinery of Indian Oil Corporation Limited beganits operation in 1965. Since then, the refinery has grown to be the company‟slargest and country‟s second largest refinery.The refinery‟s success is built upon business and community partnershipswith the people of Vadodara, as well as production of quality products that arecompatible with the community and the environment. At the heart of GujaratRefinery‟s success, are its employees and their commitment to Indian Oil‟svision and mission.Gujarat Refinery is situated at Jawaharnagar near Bajwa Railway station onthe broad gauge line between Bombay-Ahmedabad on Western Railway at adistance of nearly 10 KM north of Baroda. Also it is connected with thenational highway No. 8, which is connecting both Bombay-Ahmedabad andBombay-Delhi is about 4 km east of Refinery Township. The Refinery isspread over an area of 1950 acres including Asoj and Dumad terminaloperations. Refinery units cover about 850 acres. About 135 acres isdeveloped as green belt area, which is home to all wildlife botanical speciesindigenous to this region.The refinery township is situated at distance of about 2.5 km from the plantwhich is spread over 250 acers comprising more than 1900 quarters,shopping complex, bank and post office, two schools, stadium, open airtheatre, outdoor sports stadium, two guest houses and an officers‟ club. 18
  19. 19. PRODUCTS OF GUJARAT REFINERY & THEIR USES1 Motor spirit (petrol) Fuel for vehicles2 Naphtha Feed for naphtha crackers of IPCL for olefins productivity xylene. Manufacture of fertilizer.3 Diesel Fuel for heavy vehicle.4 Benzene petrochemicals5 Toluene As solvent, feed stock for other chemical6 N-heptane Solvent for IPC.7 Cracked LPG For manufacture of polypropylene.8 Low sulphur heavy Fuel for fertilizer & power plan stock(L.S.H.S.)9 Low Aluminium For aluminium rolling factories. Rolling Oil (L.A.R.O)10 Food Grade Solvent for oil extraction for vegetable oil Hexan (F.G.H) industry11 Sulphur Manufacture of Sulphuric acid.12 Solvent-90 Solvent for rubber industries13 Superior Kerosene Domestic fuel.14 Aviation Turbine Fuel for aircraft. Fuel (A.T.F)15 Linear Alkyl Used for production of LAB (raw-material for Benzene Feed detergent). Stock (L.A.B.F.S)16 Light Diesel Oil For agriculture use (LDO)17 Furnace oil Fuel for industries18 Bitumen For carpeting roads. 19
  20. 20. HUMAN RESORCE AT IOCL The powers & duties of the officers and workmen of the Company arederived mainly from job descriptions, manuals, terms and conditions ofappointment and Delegation of Authorities enunciated by the Corporation. Theofficers & workmen of the Company are appointed for carrying out thebusiness operations of the Company, which are in line with the objectivesspecified in the Memorandum of Association of the Company. While discharging duties and responsibilities, officers & workmen ofthe Company are complying with the applicable provisions of statutes andrules and regulations framed there under. Procedures followed in theDecision-Making Process, Including Channels of Supervision andAccountability. 1. Board of Directors 2. Chairman 3. Functional Directors 4. Executives Overall management of the Company is vested with the Board ofDirectors of the Company. The Board of Directors is the highest decisionmaking body within the Company. As per the provisions of the Companies Act, 1956 certain mattersrequire the approval of the shareholders of the Company in General Meeting. The Board of Directors is accountable to the shareholders of theCompany, which is the ultimate authority of a Company. Indian Oil being aPublic Sector Enterprise (PSE), the Board of Directors of the Company is alsoaccountable to Government of India. The day-to-day management of the Company is entrusted on theChairman and the Functional Directors and other Officers of the Company.The Board of Directors has delegated powers to the Chairman, FunctionalDirectors, who have in turn delegated powers to the Executives of the 20
  21. 21. Company through Delegation of Powers. The Chairman, Functional Directorsand other officers exercise their decision-making powers as per thisdelegation of powers. The Chairman, Functional Directors and other Executives areaccountable to Board of Directors for proper discharge of their duties &responsibilities. The powers, which are not delegated, are exercised by the Board ofDirectors subject to the restrictions and provisions of the Companies Act,1956.RECRUITMENT IndianOil recruits bright and professionally qualified people for itsexecutive cadre. It follows a mix of open and campus recruitment. For open recruitment advertisements are published in leadingnational dailies. Interested candidates meeting IndianOil‟s requirements canapply online. Applications are then scrutinised and checked for eligibility. Thecandidates meeting the criteria set by IndianOil are then called for a writtentest. Based on their performance in the written test, they are further called forgroup discussion/ group task and interview. For campus recruitment, IndianOil visits the IITs, NITs and otherreputed technical institutes of the country for recruiting final year engineeringstudents, and prominent business management institutes for final year MBAstudents. It also recruits Chartered Accountants from various centres of theInstitute of Chartered Accountants of India (ICAI).Qualifications The prescribed qualifications are a minimum of 65% marks in Engineering or Business Management from recognised institutes Pass class as declared by the respective Institute for SC/ST/PH candidates in the qualifying Degree examination Only full-time regular courses from recognised Indian universities/ institutes are consideredFor Boiler Operation Engineers (BOEs), the requirement of minimum 65%marks in the qualifying Engineering Degree examination is not applicable.Engineering Disciplines:Bachelor‟s Degree in Engineering /Technology from the following branchesare generally considered: 21
  22. 22. Chemical, including Petrochemical/ Polymer EngineeringMechanical [excluding Production/Industrial] EngineeringElectricalCivil (Excluding Construction/ Structural)Instrumentation & ControlMetallurgyComputer ScienceBoiler Operation Engineer (BOE):Bachelor‟s Degree in Engineering/Technology in Electrical or Mechanical withBoiler Operation Engineers Certificate (1st Class proficiency)Minimum two years, post-BOE experience in the operation of large sizethermal power plant having a coal/oil/gas fuelled boilerPeriod of experience relaxed to ONE year for SC/ST candidatesBusiness ManagementMaster of Business Administration (MBA) or its equivalent 2-year Post-Graduate Diploma in Marketing and FinanceMaster of Business Administration (MBA) or its equivalent 2-year Post-Graduate Diploma with specialisation in Personnel Management & IndustrialRelationsMaster of Business Administration (MBA) or its equivalent 2-year Post-Graduate Diploma in Human Resource/Master of Social WorkIt may be noted that recruitment from all branches of Engineering or BusinessManagement or BOE does not take place every year.B. Age LimitNot exceeding 26 years for Engineers/Graduate Apprentice Engineers(GAEs)/ Management Graduates (HR) and 28 years for BOEs as on 30thJune of the year of joining IndianOilRelaxation in upper age limit by 5 years is extended for SC/ST/Ex-Servicemen applicants, 3 years for OBC & 10 years for physicallyhandicapped personsC. HealthPre-Employment Medical Guidelines 22
  23. 23. Prospective candidates seeking employment with IndianOil may please seethe pre-employment medical guidelines and criteria for physical fitness.D. Selection ProcessFor open recruitment, the selection methodology comprises - Written Test(objective type consisting of two parts - General Aptitude and DisciplineKnowledge), Group Discussion / Group Task and Personal Interview forassessment of different facets of knowledge, skill, attitude and aptitudeCandidates will have to pass through each stage of the selection processsuccessfully before being adjudged as suitable for final selectionCandidates applying for BOE discipline will not be required to appear in thewritten testE. Execution of Service BondAll the selected candidates, irrespective of open or campus recruitment, willhave to execute a bond of Rs.1 Lakh (Rs.25,000/- for SC/ST/OBC & PHcandidates) giving a commitment to serve the Corporation for a minimumperiod of three years from the date of joiningPerks and PerquisitesCar purchase advance immediately after induction training - Rs. 2.65 lakh (@nominal interest of 2.5%)Computer and furniture at home (provided by Company)House-building advance after 5 years of service - Rs. 12 lakh (@ nominal 5%interest). Insurance coverage for house is also provided at nominal 0.5%Almost unlimited medical benefits and nomination facility at best of thehospitals across the country for self and dependentsOpportunity to avail of full fee reimbursement (up to Rs. 3 lakh) for part-timeMBA programme at best of the institutes in IndiaIndividual performance-based incentivesLife-time medical care: Post-retirement medical benefitsHoliday Homes facility during service & after retirementNominated hotels facility on tours / leave 23
  24. 24. Apart from attractive scales and perks, IndianOil provides its employees manyfacilities and welfare measures, which are continuously upgraded. Themedical facilities extended to the employees are rated amongst the best in thecountry. Apart from fully equipped hospitals at refinery townships, theCorporation has also nominated hospitals at various locations to meetemployee needs. Holiday homes at select locations throughout the countryhelp employees and their families unwind.InductionIn a bid to facilitate the induction of a fresh recruit into the IndianOil family, allnew recruits are imparted induction training. The induction programmeconsists of a Corporate Module as well Divisions-specific modules. Thesemodules provide not only a macro view of the business and endeavours ofIndianOil but also a micro insight of its various functions. A unique blend ofclassroom training as well as field visits helps fresh entrants understand thegrassroots working of the organisation. Believing in the power of enrichedexperience, these training modules also provide ample opportunity to theofficers for interacting with the senior management, including Directors on theBoard through open sessions.Work opportunities at IOCL IndianOil inducts officers at the junior-most level of the managementhierarchy(A Grade). First division professional degree holders and post-graduates from relevant disciplines are recruited as management / engineertrainees, accounts officers, medical officers, lab officers, systems officers,communications officers, scientists, etc. Job rotation and inter-location transfers throughout the countryfacilitate planned development of careers and broaden outlook. Career growthopportunities are based on the individuals performance and contribution tothe common goal of sustained growth. Most of IndianOils top executives havegrown from within -- a testimony to the unlimited opportunities for growthavailable to the meritorious. 24
  25. 25. IndianOil offers a world of opportunities across more than 600 locations InIndia including refineries, pipeline, terminals, marketing units such as LPGbottling plants, bulk storage terminals, Aviation Fuel Stations,Retail/Consumer/Lubricants sales, and at the R&D Centre at the entry level."CSR: A Cornerstone of our Enduring Success"At IndianOil, corporate social responsibility (CSR) has been the cornerstoneof success right from inception in the year 1964. The Corporation‟s objectivesin this key performance area are enshrined in its Mission statement: "…to helpenrich the quality of life of the community and preserve ecological balanceand heritage through a strong environment conscience."We at IndianOil have defined a set of core values for ourselves – Care,Innovation, Passion and Trust – to guide us in all we do. We take pride inbeing able to claim all our countrymen as our customers. That‟s why, wecoined the phrase, “IndianOil – India Inspired", in our corporate campaigns.Public corporations like IndianOil are essentially organs of society deployingsignificant public resources. We, therefore, are aware of the need to workbeyond financial considerations and put in that little extra to ensure that weare perceived not just as corporate behemoths that exist for profits, but aswholesome entities created for the good of the society and for improving thequality of life of the communities we serve. As a constructive partner in thecommunities in which it operates, IndianOil has been taking concrete action torealise its social responsibility objectives, thereby building value for itsshareholders and customers. The Corporation respects human rights, valuesits employees, and invests in innovative technologies and solutions forsustainable energy flow and economic growth. In the past five decades,IndianOil has supported innumerable social and community initiatives in India.Touching the lives of millions of people positively by supporting environmentaland health-care projects and social, cultural and educational programmes.Besides focusing primarily on the welfare of economically and sociallydeprived sections of society, IndianOil also aims at developing techno- 25
  26. 26. economically viable and environment-friendly products&services for thebenefit of millions of its consumers, while at the same time ensuring thehighest standards of safety and environment protection in its operations.CareersIndianOil is Indias largest commercial enterprise & the flagship nationaloil company.Working with IndianOil, you get a golden opportunity to work in aninternationally growing industry.EmployeeProfileThe Corporation‟s employee strength as on March 31, 2010 was 34,363including 14,210 officers. There are 2,624 women employees, constituting7.64% of the total manpower.IndianOils unique work culture is based on trust, openness and a commitmentto creativity and consultation. The organisation identifies each and everyoneof its employees as an achiever who will make a difference. The experienceand the knowledge gained by its people in building this mammothorganisation is now sought after by other developing countries.Career Growth OpportunitiesIndianOil inducts officers at the junior-most level of the managementhierarchy. First division professional degree holders and post-graduates fromrelevant disciplines are recruited as management / engineer trainees,accounts officers, medical officers, lab officers, systems officers,communications officers, scientists, etc.Job rotation and inter-location transfers throughout the country facilitateplanned development of careers and broaden outlook. Career growthopportunities are based on the individuals performance and contribution tothe common goal of sustained growth. IndianOils top executives have grownfrom within -- a testimony to the unlimited opportunities for growth available tothe meritorious. 26
  27. 27. Entrepreneurial CultureIndianOil encourages employee participation in management and suitablyrewards innovative suggestions. Participative forums in the form of jointmanagement councils, quality circles, suggestions scheme, etc. enrich itswork culture. IndianOil today has one of the best records in the industry foraccident-free man-hours.An Inspiring Work EnvironmentIndianOils unique work culture is based on the core values of Care-Innovation- Passion-Trust and encourages openness and a commitment tocreativity and consultation. The experience and the knowledge gained by itspeople in building this mammoth organisation is now sought after by otherdeveloping countries.IndianOil operates within transparent HR policies and procedures with a well-defined online performance measurement system in place. Potential decidespromotion and it follows a well-defined career plan model for all officers,offering exposure to different functional areas through intra-functional & inter-functional job rotation to improve managerial capability.Diverse Business Interests IndianOils diverse business interestsrange from Refining, Marketing & Distribution, Pipeline Transportation, R&Dand Technology Solutions, Petrochemicals, Gas marketing, Exploration &Production and Green Fuels.Continuous Learning Curve 27
  28. 28. IndianOil is an academy company with 21 training centres for mid-career skill-sets upgradation. You will get to rub shoulders with a peer group drawn fromthe best technical and B-schools in India. You will have a deep personal andjob satisfaction when you get the wonderful opportunity to use cutting-edgetechnology in refinery & pipeline operations, projects, automation, rewardmanagement, etc.IndianOil has an apex-learning institute - IndianOil Institute of PetroleumManagement (IiPM) at Gurgaon - which conducts Management DevelopmentProgrammes round the year on organisational goals and strategies,diversification and globalisation plans.The IndianOil Institute of Petroleum Management has been established withthe objective of imparting management education. In a dynamic businessenvironment, managers need to constantly upgrade competencies andstrengthen individual capacities for organisational effectiveness. The Instituteoffers unique learning opportunities around contemporary managementpractices and applications through a wide range of learning strategies,including management development programmes in all major areas.The pedagogies and programmes are primarily focused on petroleum andenergy management. The repertoire of learning services is on offer on selectbasis to managers from industry on national and international basis.Welfare of EmployeesApart from attractive scales and perks, IndianOil provides its employees manyfacilities and welfare measures which are continuously upgraded. The medicalfacilities extended to the employees are rated amongst the best in thecountry. Apart from fully equipped hospitals at refinery townships, theCorporation also has nominated hospitals at various locations to meetemployee needs. Holiday homes at select locations throughout the countryhelp employees and their families unwind.HUMAN RESOURCE DEPARTMENT OF GUJARAT REFINERYObjectives and Targets of HR 28
  29. 29. Induct and provide quality personnel to various departments/ function as per optimum requirement within 6 months of receipt of requisition. Continually promote and maintain conducive work environment. Render ongoing support services to the satisfaction of customers in the time bound manner. Ensure fulfillment of relevant statutory obligation. Carry out development works in the neighbouring community spending 25% of the total funds allocated for purpose for backward class and tribal.Various sections of HR Department 1) Personal overview a. Recruitment & Promotion b. Establishment c. Separation (Pre & Post) 2) Administration & Welfare a. Canteen b. Loan & Advances c. Lease & HRA d. Guest House e. Ticketing f. Travel Arrangement g. PC/ Furniture Maintenance h. Uniform i. Quarter Allotment/ Shopping Complex j. Printing & Stationary k. Land Matters l. Community Development m. DAK System n. LPG Connection o. Hindi Matters 29
  30. 30. p. Territorial Army 3) Industrial relations a. Contract Labor b. VIP References c. Statutory Obligations d. RTI e. IR & Legal matters PART-2 PRIMARY STUDY1. LITERATURE REVIEWTRAININGTraining is the process which is used for increasing the knowledge and skillsof a person. It is a milestone in overall development of a person.IOCL provides training because of the following reasons: - As per job requirements Due to technological reasons 30
  31. 31. To increase productivity To increase quality of work To reduce accident rate To increase morale For personal growth of employeesIOCL provides following type of training Orientation training Job training Safety training Remedial training Personality development training 31
  32. 32. 2. BACKGROUND OF THE STUDYINTRODUCTION OF TRAININGIt is a learning process that involves the acquisition of knowledge, sharpeningof skills, concepts, rules, or changing of attitudes and behaviors to enhancethe performance of employees.Training is activity leading to skilled behavior. It‟s not what you want in life, but it‟s knowing how to reach it It‟s not where you want to go, but it‟s knowing how to get there It‟s not how high you want to rise, but it‟s knowing how to take of Training is about knowing where you stand (no matter how good or badthe current situation looks) at present, and where you will be after some pointof time. Training is about the acquisition of knowledge, skills, and abilities(KSA) through professional development. Training and Development aids inorganizational development i.e. Organization gets more effective decisionmaking and problem solving. It helps in understanding and carrying outorganizational policies.ROLE OF TRAINING 32
  33. 33. IMPORTANCE OF TRAINING Optimum Utilization of Human Resources – Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. Development of Human Resources – Training and Development helps to provide an opportunity and broad structure for the development of human resources‟ technical and behavioral skills in an organization. It also helps the employees in attaining personal growth. Development of skills of employees – Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees. Productivity – Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal. Team spirit – Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees. Organization Culture – Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization. Organization Climate – Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers. Quality – Training and Development helps in improving upon the quality of work and work-life. Healthy work environment – Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal. 33
  34. 34. Health and Safety – Training and Development helps in improving the health and safety of the organization thus preventing obsolescence. Morale – Training and Development helps in improving the morale of the work force. METHODS OF TRAINING On the Job Off the JobOn the JobThe development of a managers abilities can take place on the job. The fourtechniques for on the job development are: Coaching Mentoring Job rotation Job Instruction TechniqueCoaching - Coaching is one of the training methods, which is considered as acorrective method for inadequate performance. According to a surveyconducted by International Coach Federation (ICF), more than 4,000companies are using coach for their executives. These coaches are expertsmost of the time outside consultants.A coach is the best training plan for the CEO‟s because: It is one to one interaction It can be done at the convenience of CEO It can be done on phone, meetings, through e-mails, chat It provides an opportunity to receive feedback from an expert It helps in identifying weaknesses and focus on the area that needs improvement 34
  35. 35. Mentoring - Mentoring is an ongoing relationship that is developed between asenior and junior employee. Mentoring provides guidance and clearunderstanding of how the organization goes to achieve its vision and missionto the junior employee.Some key points on Mentoring Mentoring focus on attitude development Conducted for management-level employees Mentoring is done by someone inside the company It is one-to-one interaction It helps in identifying weaknesses and focus on the area that needs improvementJob Rotation - For the executive, job rotation takes on different perspectives.The executive is usually not simply going to another department. In somevertically integrated organizations, for example, where the supplier is actuallypart of same organization or subsidiary, job rotation might be to the supplier tosee how the business operates from the supplier point of view. Learning howthe organization is perceived from the outside broadens the executive‟soutlook on the process of the organization. Or the rotation might be to aforeign office to provide a global perspective.This approach allows the manger to operate in diverse roles and understandthe different issues that crop up. If someone is to be a corporate leader, theymust have this type of training. A recent study indicated that the single mostsignificant factor that leads to leader‟s achievement was the variety ofexperiences in different departments, business units, cities, and countries.An organized and helpful way to develop talent for the management orexecutive level of the organization is job rotation. It is the process of preparingemployees at a lower level to replace someone at the next higher level. It isgenerally done for the designations that are crucial for the effective andefficient functioning of the organization. 35
  36. 36. Job Instruction Technique - Job Instruction Technique (JIT) uses a strategywith focus on knowledge (factual and procedural), skills and attitudesdevelopment.Off the JobThere are many management development techniques that an employee cantake in off the job.The few popular methods are: Sensitivity training Transactional analysis Straight lectures/ lectures Simulation exercisesSensitivity Training - Sensitivity training is about making people understandabout themselves and others reasonably, which is done by developing inthem social sensitivity and behavioral flexibility.Transactional Analysis - Transactional Analysis provides trainees with arealistic and useful method for analyzing and understanding the behavior ofothers. In every social interaction, there is a motivation provided by oneperson and a reaction to that motivation given by another person. Thismotivation reaction relationship between two persons is a transaction.Straight Lectures/ Lectures - Straight lecture method consists of presentinginformation, which the trainee attempts to absorb. In this method, the trainerspeaks to a group about a topic. However, it does not involve any kind ofinteraction between the trainer and the trainees. A lecture may also take theform of printed text, such as books, notes, etc. The difference between thestraight lecture and the printed material is the trainer‟s intonation, control ofspeed, body language, and visual image of the trainer. The trainer in case ofstraight lecture can decide to vary from the training script, based on the 36
  37. 37. signals from the trainees, whereas same material in print is restricted to whatis printed.A good lecture consists of introduction of the topic, purpose of the lecture, andpriorities and preferences of the order in which the topic will be covered.Simulation Exercises - Games and Simulations are structured andsometimes unstructured, that are usually played for enjoyment sometimes areused for training purposes as an educational tool. Training games andsimulations are different from work as they are designed to reproduce orsimulate events, circumstances, processes that take place in trainees‟ job.Training at ioclTraining programmesBuilding human competence and a motivated workforce is one of the keystrengths of IndianOil. Its pool of professionals, with excellent facultymembers, regularly update their knowledge and skills in the areas of refining,marketing, pipeline transportation, R&D and general management. Theirportfolio is enriched with academic inputs as well as hands-on fieldexperience. The IndianOil Institute of Petroleum Management (IIPM), locatedat Gurgaon near Delhi, is the Corporation‟s apex learning institute supportedby 18 training Centers spread across India.The skilled manpower offers full support to clients in training their workforcethrough specialised programmes in various facets of the downstreampetroleum sector. Many nations, including Bahrain, Iran, Iraq, Kenya, Kuwait,Libya, Madagascar, Malaysia, Nepal, Nigeria, Oman, Qatar, Sri Lanka,Sudan, Tanzania, Yemen and Zambia, have already benefited from such tie-ups, which may include on-the-job training.IndianOil offers faculty assistance for „tailor-made‟ training programmes thatsuit the requirement of refinery or pipelines personnel or a selection ofprogrammes from the clients‟ training calendar.Training Amenities 37
  38. 38. IiPM has world class residential academic infrastructure spread over 17 acresof lush green natural environment highly conducive for learning, networkingand sharing of experiences. Excellence of its facilities has attracted many BSchools across the globe for conducting their management developmentprogrammes for Indian Executives, at IiPM. The institute is located at Sector17, Gurgaon.TrainingSuccess is people driven. Building competencies through training is one of thecore strengths of IndianOil.The IndianOil Institute of Petroleum Management- a centre of excellence fornurturing future leadership, situated on the outskirts of New Delhi, conductsadvanced management education programmes in collaboration with premierbusiness schools and top line professionals. IndianOil operates 18 trainingcenters across the country for up-skilling, re-skilling and multi-skilling ofemployees in its pursuit of corporate excellence.IndianOil has been serving as a source of technical support and expertise topetroleum companies of carious countries across the globe. Some of thesecountries, which have partnered for excellence, include Sri Lanka, Kuwait,Bahrain Iraq, Abu Dhabi, Tanzania, Ethiopia, Algeria, Nigeria, Nepal, Bhutan,Maldives, Malaysia and Zambia. 38
  39. 39. Benefits of Employee Training Leads to improved and/or more positive attitude towards profit orientation, Improves the job knowledge and skills at all level of the organization. Improves the morale of the workforce Helps people identify with organization goals Helps create a better corporate image Fosters authenticity, openness and trust Improves relationship between boss and subordinate Aids in organization development Helps prepare guidelines for work Aids in understanding and carrying out organizational policies. Provides information for future needs in all areas of the organization Organization gets more effective decision-making and problem-solving skills Aids in development for promotion from within Aids in developing leadership skills. Motivation, loyalty, better attitudes, and other aspects that successful workers and manager usually display Aids in increasing productivity of promotion from within Helps keep costs down in many areas, e.g. production, personnel, administration, etc 39
  40. 40. Develops a sense of responsibility to the organization for being competent and knowledgeable Improves labor-management relations Reduces outside consulting costs by utilizing competent internal consultation Creates an appropriate climate for growth, communication Helps employees adjust to change.3. OBJECTIVE OF THE STUDY To know the perception of employees towards the Training andDevelopment in IOCL.4. RESEARCH METHODOLOGY Data collection: Primary : Questionnaire and Interview Secondary: Internet, Website of IOCL, Magazines Population: Gujarat Refinery unit Sampling Method : Random Sampling Data collection Instrument: Questionnaire Sample Size: 30 40
  41. 41. 5. DATA ANALYSIS AND INTERPRETATION (A) Personal Details1. GENDER DISTRIBUTION Particulars Frequency Percentage (%) Male 21 70 Female 9 30 Total 30 100 41
  42. 42. Gender male femaleFrom the above table it can be revealed that, out of 30 respondents 21respondents (70%) are male and 9 respondents (30%) are female.2. Age Distribution Particulars Frequency Percentage (%) 20-30 9 30 31-40 6 20 41-50 7 23.33 51-60 8 26.67 Total 30 100 42
  43. 43. age 21-30 31-40 41-50 51-60From the above table it can be revealed that, out of 30 respondents, 8respondents (26.67%) are of the age group of 51 – 60, 7 respondents(23.33%) are of the age group of 41 – 50, 6 respondents (20%) are of the agegroup of 31-40 and 9 respondents (30%) are of the age group of 21-30.3. Experience wise Distribution Particulars Frequency Percentage (%) 0-10 10 33.33 11-20 7 23.33 21-30 9 30 31-40 4 13.33 total 30 100 43
  44. 44. Experience 0 to 10 11 to 20 21 to 30 31 to 40From the above table it can be revealed that, out of 30 respondents 10respondents (33.33%) have an experience of 0 – 10 years, 7 respondentshave an experience of 11-20 years, 9 respondents (30%) have an experienceof 21 – 30 years and 4 respondents (13.33%) have an experience of 31-40years.(B) Organizational Details1. Employees are given appraisal in order to motivate them to attend thetraining. Particulars Frequency Percentage (%) Strongly Disagree 0 0 Disagree 4 13.33 Neutral 11 36.67 44
  45. 45. Agree 11 36.67 Strongly Agree 4 13.33 Total 30 100 1 Strongly Disagree Agree Neutral Agree Strongly AgreeFrom the above table it can be revealed that, out of 30 respondents, 4 arestrongly agree (13.33%) and same % of respondents are Disagree about thisstatement, 11 respondents(36.67%) are Agree and same % of respondentsare Neutral on this statement.2. Induction training is given adequate importance in this organization. Particulars Frequency Percentage (%) Strongly Disagree 0 0 Disagree 6 20 Neutral 5 16.67 Agree 13 43.33 45
  46. 46. Strongly Agree 6 20 Total 30 100 2 Strongly Disagree Disagree Neutral Agree Strongly AgreeFrom the above table it can be revealed that, out of 30 respondents, 6respondents (20%) are Disagree, 5 respondents (16.67%) are neutral, 13respondents (43.33%) are agree and 6 respondents (20%) are strongly agreeon this statement.3. You have good understanding of the training opportunities availableto you. Particulars Frequency Percentage (%) 46
  47. 47. Strongly Disagree 0 0 Disagree 0 0 Neutral 10 33.33 Agree 14 46.67 Strongly Agree 6 20 Total 30 100 3 Strongly Disagree Disagree Neutral Agree Strongly AgreeFrom the above table, it can be revealed that, out of 30 respondents , nobodyis strongly disagree and disagree. 10 respondents (33.33%) are neutral, 14respondents (46.67) are agreed and 6 respondents (20%) are strongly agreewith this statement.4. The Workplace of the training is physically very excellent organizedand innovation at workplace. Particulars Frequency Percentage (%) Strongly Disagree 0 0 Disagree 1 3.33 47
  48. 48. Neutral 6 20 Agree 14 46.67 Strongly Agree 9 30 Total 30 100 4 Strongly Disagree Disagree Neutral Agree Strongly AgreeFrom the above table, it can be revealed that, out of 30 respondents, 1respondent (3.33%) is Disagree, 6 respondents (20%) are neutral, 14respondents (46.67%) are agree, 9 respondents (30%) are Strongly agree.5. Enough practice is given during training session. Particulars Frequency Percentage (%) Strongly Disagree 0 0 Disagree 4 13.33 48
  49. 49. Neutral 7 23.33 Agree 17 56.67 Strongly Agree 2 6.67 Total 30 100 5 Strongly Disagree Disagree Neutral Agree Strongly AgreeFrom the above table, it can be revealed that out of 30 respondents, 4respondents (13.33%) are Disagree, 7 respondents (23.33%) are neutral, 17respondents (56.67%) are Agree and 2 respondents (6.67%) are stronglyAgree with this statement.6. The training programme is periodically evaluated and improved. Particulars Frequency Percentage (%) Strongly Disagree 0 0 49
  50. 50. Disagree 4 13.33 Neutral 7 23.33 Agree 16 53.33 Strongly Agree 3 10 Total 30 100 6 Strongly Disagree Disagree Neutral AgreeFrom the above table, we can reveal that, out of 30 respondents, 4respondents (13.33%) are disagree, 7 respondents (23.33%) are neutral, 16respondents (53.33%) are agree and 3 respondents (10%) are strongly agree.7. Superiors communicate well about your performance after trainingprogramme. 50
  51. 51. Particulars Frequency Percentage (%) Strongly Disagree 0 0 Disagree 5 16.67 Neutral 11 36.67 Agree 13 43.33 Strongly Agree 1 3.33 Total 30 100 7 Strongly Disagree Disagree Neutral Agree Strongly AgreeFrom the above table, it can be revealed that, out of 30 respondents, 5respondents (16.67%) are disagree, 11 (36.67%) are neutral, 13 respondents(43.33%) are agree and 1 respondent (3.33%) is strongly agree with thisstatement.8. Employees are sponsored for training programmes on the basis ofcarefully identified developmental needs. Particulars Frequency Percentage (%) 51
  52. 52. Strongly Disagree 1 3.33 Disagree 5 16.67 Neutral 7 23.33 Agree 13 43.33 Strongly Agree 4 13.33 Total 30 100 8 Strongly Disagree Disagree Neutral Agree Strongly AgreeFrom this table, it can be revealed that, out of 30, 1 respondent (3.33%) isstrongly disagree with this statement. 5 respondents (16.67%) are disagreewith this statement, 7 respondents (23.33%) are neutral, 13 respondents(43.33%) are agree and 4 respondents(13.33%) are strongly agree with thisstatement.9. The training develops the ownership attitude or belongingness feelingfor the organization. 52
  53. 53. Particulars Frequency Percentage (%) Strongly Disagree 0 0 Disagree 1 3.33 Neutral 10 33.33 Agree 15 50 Strongly Agree 4 13.33 Total 30 100 9 Strongly Disagree Disagree Neutral Agree Strongly AgreeFrom the above table , it can be revealed that, out of 30 respondents, 1respondent (3.33%) is disagree, 10 respondents (33.33%) are neutral, 15respondents (50%) are agree and 4 respondents (13.33%) are strongly agreewith this statement.10. After Training sessions, employees are able to manage difficult taskseasily than earlier. Particulars Frequency Percentage (%) 53
  54. 54. Strongly Disagree 0 0 Disagree 0 0 Neutral 8 26.67 Agree 16 53.33 Strongly Agree 6 20 Total 30 100 10 Strongly Disagree Disagree Neutral Agree Strongly AgreeFrom the above table, out of 30 respondents, 8 respondents (26.67%) areneutral, 16 respondents (53.33%) are agree and 6 respondents (20%) arestrongly agree with this statement.11. Handling job competently. Particulars Frequency Percentage (%) Strongly Disagree 0 0 Disagree 1 3.33 Neutral 6 20 54
  55. 55. Agree 16 53.33 Strongly Agree 7 23.33 Total 30 100 11 Strongly Disagree Disagree Neutral Agree Strongly AgreeOut of 30 respondents, 1 respondent (3.33%) is disagree, 6 respondents(20%) are neutral, 16 respondents (53.33%) are agree and 7 respondents(23.33) are Strongly agree with this statement.12. The skill learnt on Training and development courses help you toperform your job effectively. Particulars Frequency Percentage (%) Strongly Disagree 0 0 Disagree 1 3.33 55
  56. 56. Neutral 3 10 Agree 19 63.33 Strongly Agree 7 23.33 Total 30 100 12 Strongly Disagree Agree Neutral Agree Strongly AgreeFrom the above table, it can be revealed that, out of 30 respondents, 1respondent (3.33%) is disagree, 3 respondents (10%) are neutral, 19respondents (63.33%) are agree and 7 respondents (23.33%) are stronglyagree with this statement.13. The training programme helped you to increase your productivity. Particulars Frequency Percentage (%) Strongly Disagree 0 0 56
  57. 57. Disagree 1 3.33 Neutral 1 3.33 Agree 17 56.67 Strongly Agree 11 36.67 Total 30 100 13 Strongly Disagree Disagree Neutral Agree Strongly AgreeFrom the above table, it can be revealed that, out of 30 respondents, 1respondent (3.33%) is disagree. The same percentage of respondent isneutral. 17 respondents (56.67%) are agreed and 11 respondents (36.67%)are strongly agreed with this statement.14. Training is necessary for the progressive development of anindividual. Particulars Frequency Percentage (%) 57
  58. 58. Strongly Disagree 0 0 Disagree 1 3.33 Neutral 1 3.33 Agree 13 43.33 Strongly Agree 15 50 Total 30 100 14 Strongly Disagree Disagree Neutral Agree Strongly AgreeFrom the above table, it can be revealed that, out of 30 respondents, 1respondent (3.33%) is disagree. The same percentage of respondent isneutral. 13 respondents (43.33%) are agreed and 15 respondents (50%) arestrongly agreed with this statement. RESULTS AND FINDINGS 58
  59. 59. 1. According to the responses of the employees for the last question of the questionnaire “Which personal traits do you think, have been improved because of training?” are as follows: Self confidence at job work Accuracy Time management People management Leadership style Knowledge TPM activities2. Training programmes are necessary for the progressive development of an individual. 50% respondents are strongly agree for this.3. After the training, employees can handle the job competently. 53% respondents are agree with this and 23% respondents are strongly agree.4. Training helps in increasing the job performance.5. The training and development activity also increase the belongingness feeling for the organization. 50% respondents are agree with this statement.6. After training sessions, employees are able to manage difficult task than earlier.7. Superiors communicate well about the performance after training. 43% responses are agree. But 17% responses are disagree and 34% are neutral.8. Most of the respondents have a good understanding of the training opportunities available to them.9. Most of the respondents are agree the the enough practice is given during the training session. But 13% are disagree and 34% are neutral.10. Induction training is given adequate importance in this organization. 44% are agree and 20% are disagree with this statement.11. The training programme helped the respondents to increase their productivity. 59
  61. 61.  In this project only Gujarat refinery unit (Vadodara) is to be taken for the study. The area is too big. Therefore it is not possible to cover all the employees of the organization. Only a sample size of 30 employees is taken for convenience. The topic of my project is so broad and also difficult to carry out in short duration. Some of the respondents in spite of the request made were not ready to fill the questionnaire due to lack of time & interest. I do not have previous experience in research, despite of that I have done at best of my knowledge & ability. It should be noted that in consideration with the limitation the conclusions & suggestions have been drawn to the best of my understanding. CONCLUSION / SUGGESTIONS 61
  62. 62. 1. Training helps in increasing the job performance.2. Training has a direct relevance with the job performance.3. Training helps in problem solving.4. Training given to the employees helps them in their personal life too.5. Training helps in creating self awareness.6. Training is necessary for the progressive development of an individual.7. Training helps in cost reduction and effective utilization of time and resources.8. Training is an instrument that brings desired change.9. Training is a means of increasing organizational technical skills.10. Training helps in the overall development and improvement of the employees.11. Employees should be motivatedto attend the training.12. The training programme should be periodically evaluated and improved.13. I can conclude that, employees have good understanding of the training opportunities available to them in the organization. Most of the employees are satisfied regarding the developmental training given in IOCL. But some employees are neutral and some are Disagree also. So, the improvement should be done in training activity by IOCL. 62
  63. 63. BIBLIOGRAPHY www.iocl.com Magazines of IOCL Last five years project reports Other websites on Internet 63