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Training Need Identification based on the study conducted in Indian Oil
1
Introduction
 Indian Oil Corporation Limited, or IOCl, founded in the year 1959 is an Indian
state-owned oil and gas corporation with its headquarters in New Delhi, India.
 It is the world's 119th largest corporation, according to the Fortune Global 500
list, and the largest public corporation in India when ranked by revenue.
 Indian Oil and its subsidiaries account for a 49% share in the petroleum products
market, 31% share in refining capacity and 67% downstream sector pipelines
capacity in India.
 Indian Oil posted a net profit of Rs.15,386 core for the nine months ended 31st
December 2016.
 The main products of Indian Oil are petrol, diesel, LPG, auto LPG, aviation
turbine fuel, lubricants and petrochemicals: naphtha, bitumen, kerosene etc.
 Indian Oil Corporation has 4 major competitors:
State-controlled
Bharat Petroleum and Hindustan Petroleum
Private competitors
Reliance Industries and Essar Oil.

2
Company History
Indian Oil Corporation (IOC), India’s flagship national oil company and downstream
petroleum major, was incorporated on June 30, 1959 as Indian Oil Company. The
company was renamed as Indian Oil Corporation on September 1, 1964 following the
merger of Indian Refineries (established 1958) with it.
The Indian Oil Group of companies owns and operates ten of India's 20 refineries with a
combined refining capacity of 60.2 million metric tons per annum (MMTPA, .i.e. 1.2
million barrels per day). These include two refineries of subsidiary Chennai Petroleum
Corporation. The corporation's cross–country network of crude oil and product pipelines,

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spanning over 10,000 km and the largest in the country, meets the vital energy needs of
the consumers in an efficient, economical and environment–friendly manner.
IOC reaches precious petroleum products to millions of people everyday through a
countrywide network of about 35,000 sales points. They are backed for supplies by 167
bulk storage terminals and depots, 101 aviation fuel stations and 89 Indane (LPG)
bottling plants. About 7,335 bulk consumer pumps are also in operation for the
convenience of large consumers, ensuring products and inventory at their doorstep. The
company operates the largest and the widest network of petrol and diesel stations in the
country, numbering over 18,278. It reaches Indane cooking gas to the doorsteps of over
53 million households in nearly 2,700 markets through a network of about 5,000 Indane
distributors. Indian Oil's ISO–9002 certified Aviation Service commands over 63%
market share in the aviation fuel business, meeting the fuel needs of domestic and
international flag carriers, private airlines and the Indian Defence Services. The
corporation also enjoys a dominant share of the bulk consumer business, including that of
railways, state transport undertakings, and industrial agricultural and marine sectors.
IOC is currently forging ahead on a well laid–out road map through vertical integration–
upstream into oil exploration and production (E&P) and downstream into
petrochemicals–and diversification into natural gas marketing, bio fuels, wind power
projects, besides globalization of its downstream operations.

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Vision
Indian Oil’s ‘Vision with Values’ encompasses the Corporation’s new aspirations – to
broaden its horizons, to expand across new vistas, and to infuse new-age dynamism
among its employees.
Adopted in the company’s Golden Jubilee year (2009), as a ‘shared vision’ of Indian
Oil People and other stakeholders, it is a matrix of six cornerstones that would together
facilitate the Corporation’s endeavours to be ‘The Energy of India’ and to become ‘A
globally admired company.’
More importantly, the Vision is infused with the core values of Care, Innovation,
Passion and Trust, which embody the collective conscience of the company and its
people, and have helped it to grow and achieve new heights of success year after year.

5

6
Mission
 To achieve international standards of excellence in all aspects of energy and
diversified business with focus on customer delight through value of products and
services, and cost reduction
 To maximize creation of wealth, value and satisfaction for the stakeholders
 To attain leadership in developing, adopting and assimilating state of-the-art
technology for competitive advantage
 To provide technology and services through sustained Research and Development
 To foster a culture of participation and innovation for employee growth and
contribution
 To cultivate high standards of business ethics and Total Quality Management for
a strong corporate identity and brand equity
 To help enrich the quality of life of the community and preserve ecological
balance and heritage through a strong environment conscience

7
Products of IOCL
Indane LPG
Autogas
Natural Gas
Petrol/ Gasoline
Diesel/Gas Oil
ATF/Jet fuel
ServoLubricant & Greases
Marine fuels &Lubricants
Kerosene

8
Services of IOCL
• Refining
• Pipeline
• Marketing
• Technologylicensing
• Training

9
INTRODUCTION OF THE
PROJECT

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General Introduction of the project
Organizations invest a lot of money and time on training towards employee development
and learning transfer. Training is defined as a systematic process designed to provide
trainees with knowledge, skills and develop positive behavioral attitudes.
Training need identification is necessary as it helps the management to understand the
extent to which the training programs can be improved in meeting its objectives. The
feedback received from the participants helps to make changes in the training programs
held in future. Training Needs Identification (TNI) study gives them rich, detailed
insights on the learning and development needs of their employees across all levels. It
helps them identify specific development gaps at each stage, as they align with their
departmental or organizational objectives.
The title of this Project is Training NeedIdentification based on the study conducted
in Indian Oil
The project has been undertaken to identify the training needs of the employees. The
training programs are conducted round the year at IOCL and is an effort to improve the
skills, knowledge and abilities of potential executives of the organization.
As mentioned above it is necessary to identify the training needs of the employees, as it
helps the management to arrange those programs and help their employees to improve
relevant skills need for the job.
Indian Oil uses a form called as Training Need Analysis form. The same form has been
used in this project for identifying the Training Need Analysis of the employees
The responses of 10 programs were clubbed together and final analysis was made there
were total 237 responses from these 10 programs.

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Objectives of study
1. To know how Training need analysis is done in Indian Oil.
2. To know about the process of Training in Indian Oil.
3. To know about the process of preparation of Annual Training Calendar in Indian
Oil.

12
Scope and limitation of Study
 This method is very time consuming as once the forms are collected they have to
be feed in the Google form and then analysis has to be made.
 Some participants do not take this analysis seriously.
 This method lacks direct interaction with the participants to get more
introspective report.

13
RESEARCH
METHODOLOGY

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Collection of data (primary & secondary data)
While deciding about the method of data collection to be used for the study, one has to
keep in mind two types of data collection viz. primary & secondary data.
 Primary data Collection: are those which are collected afresh and for the first
time, thus happen to be original in character.
 Secondary data collection: refers to data that was collected by someone other
than the user.
The data used for this report is Primary data.
Distributing the Training Need Analysis form personally to the respondents at the end of
the training program and once it’s been done data was made in excel to come to final
conclusion.

15
Research Instrument
Research Instruments are measurement tools designed to obtain data on a topic of interest
from research subjects.
The Research Instruments used in this report are:
 Training Need Analysis forms
 Google forms (Attached in the Appendix)
 Excel
 Word

16
Research Limitation
 This method is very time consuming as once the forms are collected they have to
be feed in the Google form and then analysis has to be made.
 Since there is no personal talk with the participant the conclusion cannot be made
as to why that participant wants particular program to be included.
 This method is based on majority of the response, so the participants whose
responses are in the least category those programs cannot be taken in
consideration.

17
TRAINING PROCESS IN
INDIAN OIL

18
A flow diagram of Indian Oil Training process is depicted below
Explanation
 Pre Training
1) Training Requirements
In this stage it identifies the training Requirements
2) Understanding the need
Understanding the need and coming up with the best possible solution for the need
1
2
3
4
5
6

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 Training Execution
3) NeedBase Training
Provides standardized or customaries need based training
4) Executive the program
Executive the program onsite or offshore
 Post Training
5) Assessment
Training assessment is done through the feedback
6) Support
Support after training on need basis

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PREPARATION OF ANNUAL
TRAINING CALENDER IN
INDIAN OIL

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The process of preparation of Annual Training Calendar is as follows:
 Head Office training group meets the director and the core group. In this meeting
the core group gives their plans, suggestions, Requirements to the training group.
The theme for the year is decided upon and annual training plans are made
 The training group decides on training philosophy and the training issues to be
focused for the year and sends it to N,E,S,W regions
 Regions make their monthly plans in accordance with this plan and also plan for
some basis programs and send it back to the head officer
 Once receiving the monthly plans of all the regions, the head office prepares the
annual training calendar (Training Calendar of 2017-2018 is attached in annexure)

22
TRAINING NEED IDENTIFICATION
Training need identification is identifying what training might be required to bridge the
gap between an employee’s current skill level and the skill level that you need them to
have.
Today’s work environment requires employees to have skills for performing challenging
tasks. Training is needed when employees are not able to perform upto a certain standard
or expectation. The difference between the actual level of job performance and the
expected level of job performance indicates a need for training.
Identifying training needs helps to fill the gaps between the existing training and training
that will be required in the future. Training is conducted to meet specific identified
training needs
In Marketing Division of IOCL, training programs are conducted throughout the year. On
the last day of the training program, Training Need Identification (TNI) forms are given
to employees which are to be filled manually. Through these forms the data is gathered to
identify the needs of the employees. It can be with respect to the specific training
program attended of any specific field (functional) or any other training program
(behavioral/special). These TNI form helps to get the feedback from the employees.
These feedbacks help to design a new training program which can be beneficial for the
professional development of the employees
Current Position Where you want to be

23
UNDERSTANDING THE TNI
FORM

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Given below is the template of: the TNI Form
Training & Development, Head Office
HO T&D Training Need Identification (TNI) Form
Section A: Participants details
Name: Employee Code:
Designation: Location:
Program Attended:
Program Date(s):
Section B: Questionnaire related to TNI
1. Please list below the topics from your functional area which would be beneficial to
you and is not being planned in the existing program?
Sl. No. Topic Name
1.
2.
3.
4.
5.
2. Following is a list of Behavioral programs. Please prioritize them as you feel would
be most beneficial to your wider professional development (i.e. apart from any
specific functional topics listed in the preceding question). E.G.: If you think that
Topic no. (2) is the most important to you mark it as (1) in the “Priority” column and
so on.
Sl. No. Topic Name Priority
1.
Leadership

25
2.
Team building
3.
Motivation
4.
Stress Management
5.
Communication skills
6.
Cultural Diversity at workplace
7.
Negotiation Skills
8.
Conflict Resolution
9.
Effective Decision Making
10.
Work-Life Balance / Quality Work-Life
11.
Time Management
12.
Nurturing Customers
3. Any other Internal Training Programs (Functional / Behavioral / Special) you would
like to attend:
Sl. No. Name of the Training Program
1.
2.
3.
4.
5.
P.T.O.

26
The TNI form is divided into two sections- Section A and Section B.
Section A deals with the participants details like Employees name designation etc
Section B consists of the questionnaire related to the TNI.
Section B is further divided into three questions:
PART 1
In this part of the questionnaire the employee is asked to mention the topics from functional
area that is going to be beneficial for them with respect to the training program and which
was not planned in the existing program.
PART 2
Employees are asked to rank the behavioral programs as per their priority. These
behavioral training programs are imparted for the development of the employees. There
are total 12 behavioral programs, namely-
 Leadership
 Team Building
 Motivation
 Stress Management
 Communication Skills
 Diversity at Workplace
 Negotiation Skills
 Conflict Management
 Effective Decision Making etc
PART 3
It deals with specifying the internal training program (functional/behavioral/special) that
the employees would like to attend.

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 DATA ANALYSIS
 INTERPRETATION
 FINDINGS

28
METHODOLOGY
Firstly they collect all the data and segregate the needs. Further they pick the most preferred
needs (for eg. Top 5 or Top 10) as per the number of requests and focus on giving those
training frequently.
Here is an example of Capability Building Training program for Lube Operations:

29
PART 2
METHODOLOGY
Weights are assigned with respect to the ranks. Weights and ranks have direct
relationship that is higher the rank higher the weight (Example Rank 1 gets a weightage
of 12, Rank 2 gets a weightage 11 etc.).Weighted product is calculated by multiplying the
number of responses and the weights.
Here is an example of Leadership program
The Training Programme which gets the highest weighted product gets the preference
over others. Out of the 12 behavioral programs, the top 4 are considered, initially, for
providing the training.

30
Part 3
METHODOLOGY
Similar to question 1, the data is collected and segregated need wise. Out of all the
training needs, Top 10 or more are selected as per the total number of requests. This is
how it is done:

31
Analysis of the TNI Form as received from the Employees
PART 1
There are 10 programmes in total. From each programme top 3 needs are identified. The
participants have mentioned the topics that are related to the specific training program
conducted but were not part of the agenda. These topics are given more preference due to
the number of requests. Following is the list which was obtained after the analysis.
Training
Program
Topic Name No. of
requests
Percentage
A. Capability building program for Lube Operations
1. CFAS 7 20
2. SSI/SSA 5 14.29
3. Contract packers 4 11.43
B. 51st ORGANIZATIONAL EFFECTIVENESS COURSE
1. Negotiation 3 23.08
2. SAP 2 15.38
C. 43rd AARC
1. Finance 2 40
D. DEEKSHA
1. DU Basics 15 16.85
2. SAP 7 7.87
3. Automation Training 6 6.74
4. Policies and Procedures 6 6.74
E. Contract Management
1. Taxation 5 17.24
2. Training in SAP 5 17.24
3. E-tendering 4 13.79
4 Finance for Non finance 3 10.34
F. Finance for Non-Finance Executives
1. LPG pricing structure 3 16.67

32
2. Contract Management 2 11.11
3. Negotiation skills 2 11.11
4. SAP 3 16.67
G. Introduction to Business Strategy
1. Industry Analysis for Oil 6 19.35
2. Finance for Non-Finance 3 9.68
3. Negotiation skills 2 6.45
4. Time Management 2 6.45
H. Technical Investigation of POL Quality Deviation
1. Case Studies 2 13.33
2. Root Cause Analysis 2 13.33
3.
I. Advance Capability Building Programme for Engineer
Officer
1. Electrical Engg.(Design and
calculations)
7 14.89
2. Construction of building (
safety at construction site)
3 6.38
3. Pipeline design 2 4.26
J. Capability Building Programme on "NDNE LPG packed/Bulk
& NFR Business programme
1. Discounting on packets NDNE(
price strategy and
computation)
5 9.43
2. Discounting on packets NDNE(
computation)
4 7.55
3. LPG (legal/individual aspects,
policies and sales)
4 7.55

33
PART 2
As mentioned earlier the analysis of the part 2 has been done with the help of weights.
This gave a clear idea as to which behavioral programmes are to be given more
preference. Below is shown the charts and the calculations for the respective behavioral
Programs:
80
35
27 17 12 14 14 9 10 7 7 5
1 2 3 4 5 6 7 8 9 10 11 12
Responses
Ranks
Leadership
Total

34
32
63
31
19
15
10
12 13 12
15
11
4
1 2 3 4 5 6 7 8 9 10 11 12
Responses
Ranks
Team Building
Total

35
30 30
57
20 19
11 10 11 10
13
11
15
1 2 3 4 5 6 7 8 9 10 11 12
Responses
Ranks
Motivation
Total

36
3 3 3 6 7
37
12
17
20
27
30
72
1 2 3 4 5 6 7 8 9 10 11 12
Responses
Ranks
Stress Management
Total

37
3 3 3 6 7
37
12
17
20
27
30
72
1 2 3 4 5 6 7 8 9 10 11 12
Responses
Ranks
CommunicationSkill
Total

38
3 3 3 6 7
37
12
17
20
27
30
72
1 2 3 4 5 6 7 8 9 10 11 12
Responses
Ranks
Diversity at Workplace
Total

39
9 10
18
16
20 20
47
25 26
18 19
9
1 2 3 4 5 6 7 8 9 10 11 12
Responses
Ranks
Negotiation skills
Total

40
3
17
9
16
19 19
21
48
23
30
23
9
1 2 3 4 5 6 7 8 9 10 11 12
Responses
Ranks
Conflict Resolution
Total

41
16
9
21
24 25
22
18
24
44
16
13
5
1 2 3 4 5 6 7 8 9 10 11 12
Responses
Ranks
Effective Decision Making
Total

42
22
17
14
11
19
12
17
23
12
47
25
18
1 2 3 4 5 6 7 8 9 10 11 12
Responses
Ranks
Work life-balance / Quality work life
Series1

43
13
24
20 19
15
18 18 19
25
13
45
8
1 2 3 4 5 6 7 8 9 10 11 12
Responses
Ranks
Time Management
Total

44
3 6 6 13 14 16 18 13
24 23 21
80
1 2 3 4 5 6 7 8 9 10 11 12
Responses
Ranks
Nurturing Customers
Total

45
PART 3
The following Pie-chart shows the top 10 functional, behavioral and special training
programs that the participants would like to attend.
9%
8%
8%
7%
10%
12%
16%
8%
10%
12%
Automation
Communication skills
Conflict resolution
E-tendering process
Finance for Non-finance
Leadership
SAP
Stress management
Time management
Work life balance/ quality work life

46
CONCLUSION
Conclusion for the Objectives:
1. To know how Training need analysis is done in Indian Oil
PART 1
 Participants have mentioned the topics for which they would like to attend the
training. Those topics were related to the specific training program but were not
part of the agenda.
 Therefore these topics should be included to make the training more beneficial for
the participants.
PART 2
 Out of the 12 behavioral programs, it was identified that as per the priority of
employees, the top 4 programs for which the employees would like to attend the
training are-
 Leadership
 Team Building
 Motivation
 Stress Management
PART 3
 Based on the eligibility, people who have requested these needs should be
nominated for the same. The participants feel that the training for the
particular programs (functional/behavioral/special) is necessary for them and
can bring a difference to their work.
Conclusion for the rest two objectives:
 The Process of Training in Indian Oil is very systematic. Each step in the process
is linked to each other.
 For preparing the Annual Training Calendar it takes suggestions of all the regions
training requirements.

47
RECOMMANDATIONS
 Indian oil should conduct more programs on the communication skills as it is the
need for many of the employees in Part 3.
 It should give the Training Need Analysis forms in the Google form, instead of
taking it in a hard copy and then again filling it in a Google form inorder to save
the time.
 The training for first four programs (Leadership, Team Building, Motivation
and stress management) should be given to the employees once a year that will
be beneficial to wider their professional development. The training for next four
programs (Communication skills, Effective decision making, Team Building
and Negotiation skills) should be given once in two years and the training for
last four programs (Work life balance, Conflict Resolution, Nurturing
Customers and Diversity at Workplace) should be given once in three years as
it forms the least priority of the employees.

48
APPENDIX

49
BIBLIOGRAPHY
Website
https://www.iocl.com

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