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PROJECT REPORT

ON

HRM PRACTICES IN

BHARAT OIL & GAS CORPORATION LTD.

By:NEERU SINHA

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COMPANY OVERVIEW COMPANY OVERVIEW

Bharat Oil & Gas Corporation Ltd. (B.O.G.C.L.)is brought from Indian Oil Petronas Pvt. Ltd. (Kolkata) & Super Gas (Hydrabad). It has licensed capacity of 30,000 MT LPG refilling per month at Unnao plant (Uttar Pradesh) & Panipat- Israna (Haryana).

B.O.G.C.L. is a Registered Company incorporated under Companies Act 1956 on 4th September 2000 exclusively deals with LPG in the year 2008 it commenced commercial production of Bottling the LPG at its Plant at  Unnao – Uttar Pradesh and Panipat (Israna) Haryana. B.O.G.C.L. was established by Mr. Dinesh Katiyar (Managing Director) to provide the Gas Agency (Distributorship) for India level.

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Human Resource ManagementAn Overview

Meaning

Human Resource Management is a process of bringing people & organizational together so the goals of each are met.

Human Resource Management is a part of management process which is concerned with the management of human resource is an organization.

Human Resource Management is an effective & efficient manner to secure the best from people by winning their whole hearted cooperation.

  

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OBJECTIVES

To help organization attain its goal by providing well-trained & well- motivated employees.

 To utilize human resource effectively.

 To enhance job satisfaction & self actualization of employees by encouraging every employee to realize his full potential.

   To establish & maintain productive self - respecting & internally satisfying working relationship among all members of an

organization.

     

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FUNCTIONS OF HRM

Managerial Functions Operative Functions

Procurement

Job Analysis

HR Planning

Recruitment

Selection

Placement

Induction

Transfer

Development

Performance Appraisal

Transisting

Executional

Compensation

Job Evaluation

Wages & Salary

Bonus & Incentives

Integration

Motivation

Job Satisfaction

Grievance Handling

Collective Bargaining

Conflict Management

Participation Of employees

Health

Maintenance

Safety

Social Security

Welfare Schemes

Personal records

Personnel Research

Promotion

Careers Planning &

Develop

ment

Payroll

Discipline

Personnel Audit

Planning

Organizing

Directing

Controlling

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HUMAN RESOURCE PROCESS 

   

           

 

Human Resource

Planning

Staffing

Training & Development

Compensation

Performance Appraisal

Recruitment

Selection

 

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CONCEPT OF HRM PRACTICES

JOB ANALYSIS & DESCRIPTION

Job Analysis is a process of systematically analyzing the activities in each job. It is designed to define the duties, responsibility & accountability of the job. The three outcomes of job analysis are :

• Job description• Job specification • Job evaluation

Job Analysis has the following parts:• Job Identification : Title with code number• Characteristics of job : Location, Physical setting, supervision• Job Duties : Detailed list of duties •Personal Attributes : Experience, Training undertaken,

Physical strength

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METHODS OF JOB ANALYSIS

1.      Observation method

2.      Interview techniques

3.      Functional job analysis.

4.      Job inventories or checklists

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JOB ANALYSIS COMPONENTS

Job description : After job analysis data have been collected, job description must be prepared. It contains:

The job title, alternative title, department division, and plant and code number of the job.

Job duties give us a comprehensive list of duties with some identification of the frequency of occurrence or percentage of time devoted to

each major duty. Supervision indicated the number of persons to be supervised with their job titles, and the extent of supervision involved.

Working conditions usually give us information about the

environment in which a jobholder must work.

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Job specifications: A job specification is a statement of the minimum acceptable human qualities

necessary to perform a job properly. These specifications relate to:

1. Physical characteristics, which include health, strength, endurance, age-range, body size, height. Weight, vision and poise.

2. Psychological characteristics or special aptitudes, which include such qualities as mental concentration, alertness, analytical ability and judgment.

.3. Personal characteristics or traits such as appearance, leadership, initiative and pleasing manners, emotional stability, skill and dealing with others.

4. Job characteristics, which include supervision of others, responsibility for production process and equipment and responsibility for the safety of others.

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Job evaluation : It is a systematic method for the objective determination of the relative worth of the jobs within a company. The objectives of job evaluation are:

1. To secure and maintain complete, accurate and impersonal descriptions of each distinct job or occupation in the entire job.

2. To provide a standard procedure for determining the relative worth of each job in a plant.

3. To determine the rate of pay for each job which is fair and equitable with relation to other jobs in the plant, community or industry.

4. To ensure that like wages are paid to all qualified for like work.

5. To promote a fair and accurate consideration of all employees for advancement and transfer.

6. To provide a factual basis for the consideration of wage rates for similar jobs in a community and in an industry.

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EMPLOYEE RECRUITMENT & SELECTION

Recruitment process:

1.  Defining the job.

2.Establishing the person profile.

3. Making the vacancy known.

4. Receiving and documenting applications.

5. Designing and using the application form.

6. Selecting.

7. Notification and final checks.

8.Induction.

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INDUCTION LEVEL & MODE OF SELECTION

INDUCTION LEVEL MODE OF SELECTION

S1 Unskilled posts Interview

S3 Skilled and clerical posts (ITIs etc.)

 

Tests & Interview

S6 Diploma holders in engineering disciplines or

other professional qualifications.

 

Test and/or Interview

E 2 Bachelor of engg. /MBA & equivalents.

 

Tests & Group discussions or interview.

E 3 Experienced Professionals

 

Interview 

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RESEARCH METHODOLOGY

OBJECTIVE OF THE STUDY   

The idea behind carrying out the study was to find out the system / procedures adopted by Bharat Oil and Gas Corporation Limited. for Human Resource Practices.

  

Specific Jobs:

#  To find out the system to adjudge capability of the candidates.

 

# To analyze the system to find out ways and means to improve upon the same.

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ANALYSIS HR Planning

60%

40%

Long TermPlanningShort TermPlanning

Used Job Analysis Methods

33%

33%

34%

Job Description

Job Specification

Job Evaluation

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Job Specifications

20%

30%30%

20%

PhysicalCharactersticsPsychologicalCharactersticsPersonalCharactersticsJobCharacterstics

Method for Recruitment

10%

50%10%

20%

10%Advertisements

NationalEmployment&Service

DepartmentalCandidates

CampusRecruitment

Deputation

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Preference in Recruitment

70%

10%

20%Ex AppropriatedLand Owners

Dependents of theDeceasedEmployees

OutstandingSportsman

Selection Procedure

30%

15%

50%

5%Interview

Test + Interview

Test &\ Interview

GD +Test+Interview

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EXECUTIVE SUMMARY

I got an excellent opportunity to get an expose to the corporate world during the research project in B.O.G.C.L. The objective assigned to me in my research was to evaluate & analyze the Human resources Practices adopted by the company.

The following project is an attempt to get an insight into the Human Resources practices of the Bharat Oil and Gas Corporation Limited (B.O.G.C.L.).

The study is based on personal interaction with the employees of B.O.G.C.L. and has yielded a true picture of the various HR practices prevalent in the organization. It was made possible for me to get the information from the secondary data thus I designed the Questionnaire & supplemented the facts by the virtue of discussions with the various contacts having knowledge of the company.

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An organization is a systematic arrangement of persons to achieve the objectives. It is a human grouping in which work is done for the accomplishment of the goals and missions. To achieve the objectives, the organization has resources, viz. Men, materials, money, machine, methods, and information. The survival of any organization thus requires competent managers and workers coordinating their efforts towards an ultimate goal.

Keeping all objectives in mind the discipline of Human Resource Management and its contribution to the various organizations and fields of life gain the focal importance. But maintaining proper human relations is a challenging job because of the dynamic nature of the individuals. Keeping this in mind, Human resource policies and practices should be designed so that it helps in achieving the organizational as well as the individual goals collectively.

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QUESTIONNAIRE

1) B.O.G.C.L. Believes in HR planning of  

A)Long Term Planning

 

B)Short Term

Planning 

2) Which method is adopted for recruitment? 

A) Advertisements

B)National Employment/Service

 

C)Departmental Candidates

 

D)Campus Recruitment

 

E) Deputation 

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3) Motivational sources used by B.O.G.C.L. is

A) Reward Systems 

B)Punishment Systems

 

4) Training & Development for B.O.G.C.L. is looked after by:  A) It self

B ) A Side Institute

C) An Independent Institute

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BIBLIOGRAPHY    #  Ivanerich. J.M., Human Resource Management, Irwin, 1995   # Werther. W.B., Davisd Keith, Human Resources and personnel Management

    # Mc Graw Hill Inc., 1993    # Virmani B R, Managing People in Organization, The Challenges Of Change, Response Books, 2000   # Beardwell I, Holden L Human Resource Management-A contemporary Perspective Macmillan India Ltd., 1996   # Sharma A M Personnel and Human Resource Management, Himalaya Publishing House 2000  # B.O.G.C.L. Manuals # www.bharatlpg.com