Project on Induction Program[1]

A PROJECT REPORT ON INDUCTION PROGRAM AT

Bharat Petroleum Corporation Ltd, Mumbai PROJECT GUIDE :Ms. Lourdes D’Silva Senior Manager – Recruitment (HRD)

SUBMITTED TO :University of Pune

SUBMITTED BY :Mr. Moinuddin Ansari Specialization:- MPM(HR) Roll No :Academic Year :- 2009-2011

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Bonafide Certificate

CERTIFICATE

This is to certify that Mr./Ms. ………………………………… Roll No. ………….. has successfully completed the project work 

as part of University of Pune course as per following details. Name of the course :- MPM

Name of the company selected for the project :-

Bharat Petroleum Corporation Ltd. (BPCL), Corporate Office, O ffice, Mumbai

Title of the project :- Study of Induction Program of BPCL

Academic year :- 2009 - 2011

Signature of Project Guide

Signature of Director 2

Bonafide Certificate

CERTIFICATE

This is to certify that Mr./Ms. ………………………………… Roll No. ………….. has successfully completed the project work 

as part of University of Pune course as per following details. Name of the course :- MPM

Name of the company selected for the project :-

Bharat Petroleum Corporation Ltd. (BPCL), Corporate Office, O ffice, Mumbai

Title of the project :- Study of Induction Program of BPCL

Academic year :- 2009 - 2011

Signature of Project Guide

Signature of Director 2

PREFACE Business and industry in India are going through a phase of change as never  witn witnes esse sed d befo before re.. Give Given n the the size size of nati nation onal al econ econom omy, y, the the role role of Publ Public ic Enterprises and the emerging diversity & dynamism in the private sector, it is diffi difficu cult lt to descri describe be accura accurate tely ly its its

scop scope. e. A heal health thy y natio nationa nall econo economy my is

dependent upon healthy growth in business and industry. A healthy growth in  business and industry, in turn, primarily depends upon the quality & potential of its Human Resources. Thus, the most important factor for survival and development,  particularly in this age of rapid change and growth, is human capacity. Customer  orie orient nted ed,, qual qualit ity y cons consci ciou ous, s, cost cost effi effici cien entt and and mult multi-s i-ski kill lled ed manp manpow ower er will will determine the core competency of modern organizations, for it is the man behind the the mach machin inee and and not not the the mach machin inee alon alonee that that will will prov provid idee the the cutt cuttin ing g edge edge.. During During the last few years years Bharat Bharat Petrol Petroleum eum Corpor Corporati ation on Ltd. Ltd. (BPCL) (BPCL) is also also striving to grow in a competitive global scenario. The Corporation continues its quest for good quality products and customer delight to meet the challenge. In such a situation, human resources and their competency play an important role, as the real strength of organization depends upon the strengths and capabilities of its human capital. As part of Human Resource Function, F unction, Induction Program is the first line of defense when it comes to bringing the right  people into the organization. It improves the personality, attitude, communication abilities, and other behavioral characteristics that fit the organization. The overall aim aim of the the Indu Induct ctio ion n Prog Program ram is to welc welcom omee the the Mana Manage geme ment nt Train Trainee eess and and introduce them about the company’s environment, their compensation and benefits, 3

CSR, etc. It also helps to introduce with company’s terms and conditions and visit them into plant of BPCL for practical knowledge and know the culture of BPCL. In view of above, it becomes imperative for any organization to conduct Induction Program.

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ACKNOWLEDGEMENT Preparing a project is an arduous task, but I was fortunate enough to get support from large number of people to whom I shall always remain grateful and who helped me directly or indirectly in completion of the project on “Study of Induction Program of BPCL”. The project pr oject has given me an opportunity to learn many aspects of the organization and I was able to do this only by way of help and support extended to me by all the employees em ployees whom I interacted with. I am thankful to HRD of BPCL for giving me the opportunity to do this project. I also express my gratitude Mr. Rishi D. Manchanda, DGM (HRD) . I am very grateful to my guide Ms. Lourdes D’Silva, Sr. Recruitment Manager for giving me this privilege to work under her and for all her support during the entire duration of my project and also all the staff of  BPCL who have directly or  indirectly helped me in spite of their busy schedule, for the successful completion of the project. I would like to convey my sincere thanks to Mr. K.K Khushala Khushalani ni and Ms. Yamini Krishnan for their invaluable guidance that helped me to complete my

 project.

Moinuddin Ansari

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EXECUTIVE SUMMARY Bharat Petroleum Corporation Limited (BPCL) is the second largest oil

company in the India. It is one of the Indian representatives companies on the Fortune 500 & Forbes 2000 listing and occupies the 3 rd position amongst the six

Indian companies who have made into the list. It is NAVRATNA public sector  undertaking. Every year, BPCL visits the campuses of top ranked Engineering colleges and Business Schools for hiring new talents all over India. The newly   joined employees undergo detailed Induction Program at its corporate office located at Mumbai. Company makes a call to the selected candidates for  Induction program of BPCL . After that Induction Program co-ordinator  get the

confirmation from speakers and freezes the Induction Schedule. At first day of Induction Program company do welcome of  Management Trainees. HRS(West) make complete their joining formalities. At first day of Induction Program company call the Bank person for open their salary account and also fill up the Identity Card Form for issuing their Identity card. During this 2 weeks program company visit them into Refinery and Lubes plants. After completion of their two weeks classroom program we divided them into groups of 6 and send them for their 4 weeks field training for Engineers at various Retail, LPG & Lubes plant; 2 weeks field training for Management

candidates and 1 week

training in Finance Department in Mumbai. Before that company

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inform their territories Managers

“we are sending these MTs for

their field training in your plant, please help them” and also send a feedback form so that they can give the feedback of each MTs. During Classroom Training, company do all arrangement of their accommodation and food and when they go to their field training company booked their travelling ticket for up and down, and territory arrange their accommodation with the help of HRD. Company give amount of Rs. 20000 to each student for their expenses and after completion of their field project, MTs return to corporate office Mumbai. When MTs return to Mumbai company again do all arrangement of their accommodation and food till their allocation. In Corporate office, MTs have to present the PowerPoint presentation to company’s senior panel. And after the presentation MTs will allocate to various location at BPCL. As a summer trainee I can’t directly intervene in Induction Program. But with the help of my seniors I was interact in Induction Program. I find that during the long classroom session MTs get tired and they were not able to grasp complete thing. So, for that Induction Program Co-ordinator/speaker should do some fun activity which would remove their tiredness and they will get refresh for next session.

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TABLE OF CONTENT 1. Preface ………………………………………………………..……… 3 2. Acknowledgement ………………………………………………….. 5 3. Executive Summary ………………………………………………... 6 4.About the Company 3.1.

Introduction of Petroleum Industry ………………………….. 9

3.2.

Petroleum Industry in India …………………………………... 13

3.3.

Company overview …………………………………………… 15

3.4.

Board of Directors …………………………………………… 17

3.5.

BPCL Infrastructure …………………………………………. 18

3.6.

Vision of BPCL ……………………………………………… 19

3.7.

Job Groups …………………………………………………... 21

3.8.

Structure of HRD of BPCL ………………………………….. 22

5.About the Induction program 3.9.

Introduction of Induction Program .………………………...… 23

3.10. Objectives of Induction Program of BPCL ………………...... 28 8

3.11. Induction Program of BPCL ………………………………........ 29 3.12. Research Methodology ……………………………………...…. 46 3.13. Recommendation ……………………………………................. 50 3.14. Survey Questionnaire ………………………………................. 51

4. Bibliography ………………………………………………………..... 53

CHAPTER – I INTRODUCTION OF PETROLEUM INDUSTRY Petroleum is a natural resource that is created within the earth. Petroleum, which is natural oil found underground, is also called fossil oil, because it was formed from the remains of tiny sea plants and animals that died millions of years ago. The first  petroleum company was Seneca Oil founded in 1858 in Pennsylvania by George Bissell and Jonathan Eveleth. Originally it was called the Pennsylvania Rock  Oil Company with the objective of collecting oil from a spring at Titusville,

Pennsylvania. They hired Edwin Drake to dig a well at nearby Oil Creek. He struck a flow of oil at 70 feet producing 25 barrels per day, which was pumped up and stored in a bath tub. Drake pioneered the method of drilling within a cast iron pipe to prevent collapse of the hole due to water seepage, which in  principle is the method used today. The oil was refined to give kerosene which had a ready market as lamp oil, thus replacing whale oil. Kerosene soon became a convenient domestic heating fuel, and 100 years later a jet engine fuel. This

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technological success set the scene for rapid development of the oil industry throughout the USA and world. During the 1870 - 90s oil exploration and  production spread to Ohio and the Mid West and south to Oklahoma, Texas and the Gulf states. Deeper drilling sometimes produced gushers and fortunes

were made. The first major  strike was in Persia in 1905 by the Burmah Oil, a British company.

This was the start of Middle East oil exploration and

development on the Arabian Peninsula and around the Caspian Sea. At the start of  the 1st World War the USA was a major exporter of oil, producing about 60% of the world’s supply, and the Middle East only about 5%. Small companies merged to eventually become the giants of today, with Exxon, Mobil, Gulf Oil, Texaco, Shell and BP .

The

USA now ranks third in World oil production with 1190 million barrels per day, after  Saudi Arabia (1620 mb/day) and Russia (1570 mb/day).

About

90% of petroleum is refined into fuels and 10% used as feedstock for the  petrochemical industry. Today there are basically four important fuel fractions of  oil refining viz., gasoline, the middle distillates (kerosene and diesel fuel) and fuel oil, given in order of decreasing of vitality. In 19 th century, we had the internal combustion engine to power the automobile, which required gasoline as fuel.

The diesel

engine soon found its niche area to power heavy machinery in industry and mining. Where did all this oil come from? 200 years ago there was none to be seen, whereas today it appears to be almost everywhere in abundance. Oil is extracted from sedimentary rocks of marine origin by drilling holes to depths of 2000 meters on average. The oil together with natural gas (methane) is localized in

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 porous sandstone strata that is capped by an impermeable stratum such as a shale. Oil can migrate both horizontally and vertically until becoming trapped. The natural gas being lighter always accumulates above the oil in saturated

sandstones. Plankton is eaten by whales, which become a

rich source of oil, hence the rise of the early whaling industry. Maybe whales have their special place to die, which becomes covered over by sediments to form an oil deposit? No, The Biotic Theory of oil genesis suggests that present day marine sediments should contain appreciable organic matter. The average marine sediment contains 2.5% organic matter, and is much higher in stagnant troughs and basins, such as the mud of the present day Black Sea having as much as 35% organic matter. Under reducing conditions this organic matter (called

sapropel) is slowly converted into hydrocarbons. When something dies, it either decomposes or is  broken down into Carbon Dioxide and Water or, in what is the basis of  Biotic theory. Abiotic (non-biological) means deep within the earth’s crust, and then it migrates upward through fissures and fault zones to be trapped in overlying sediments? The two theories are not mutually exclusive. The Russian oil geologists developed the Abiotic Theory of oil genesis and applied it to oil exploration from the 1950’s onwards, the result being that Russia is the second largest oil producer in the world. The Earth is a unique planet having an active

  plate system with some plates being sub ducted to great depths of 70 kms or  more and being melted into magma, such as all along the Andean Cordillera and elsewhere. Vast amounts of carbonate rocks such as limestone and dolomites and old coal deposits etc., which under reducing conditions are theorized to  be converted in hydrocarbons of various types, and then up it comes to the earth’s 11

surface through fracture zones. Humbolt was the first to suggest a volcanic origin for petroleum. In conclusion, I think we need to keep an open mind on the theories of petroleum genesis, because it is so important for future exploration and production. Our present standard of living is dependent on a ready supply of hydrocarbons for transport and heating purposes. The history of the  petroleum industry shows how we have got to our present prosperous state. It is by application of new theories and new technologies to petroleum that will ensure us a happy and prosperous future.

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PETROLEUM INDUSTRY IN INDIA The origin of oil & gas industry in India can be traced back to 1867 when oil was struck at Makum near Margherita in Assam. At the time of Independence in 1947, international companies controlled the Oil & Gas industry. India's domestic oil production

was

just

250,000

tones

per

annum

and

the

entire

 production was from one state – Assam. The Industrial Policy Resolution laid the foundation of the Oil & Gas Industry in India, 1954, when the government announced that petroleum would be the core sector industry. In pursuance of the Industrial Policy Resolution, 1954, Government-owned National Oil Companies ONGC (Oil & Natural Gas Commission), IOC (Indian Oil Corporation), and OIL (Oil India Ltd.) were formed. ONGC was formed as a Directorate in 1955, and   became a Commission in 1956. In 1958, Indian Refineries Ltd, a government company was set up. In 1959, for marketing of petroleum products, the government set up another company called Indian Refineries Ltd. In 1964, Indian Refineries Ltd was merged with Indian Oil Company Ltd. to form Indian Oil Corporation

Ltd.

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During 1960s, a number of oil and gas-bearing structures were discovered by ONGC in Gujarat and Assam. Discovery of oil in significant quantities in Bombay High in February, 1974 opened up new avenues of oil exploration in offshore areas. During 1970s and till mid 1980s exploratory efforts by ONGC and OIL India yielded discoveries of oil and gas in a number of  structures in Bassein, Tapti, Krishna-Godavari-Cauvery basins, Cachar (Assam),  Nagaland, and Tripura. In 1984-85, India achieved a self-sufficiency level of 70% in petroleum products. In 1984, Gas Authority of India Ltd. (GAIL) was set up to look after transportation, processing and marketing of natural gas and natural gas liquids. GAIL has been instrumental in the laying of a 1700 km-long gas pipeline (HBJ pipeline) from Hazira in Gujarat to Jagdishpur in Uttar Pradesh,  passing through Rajasthan and Madhya Pradesh. After Independence, India also made significant additions to its refining capacity. In the first decade after independence, three coastal refineries were established by multinational oil companies operating in India at that time. These included refineries by Burma Shell, and Esso Stanvac at Mumbai, and by Caltex at Visakhapatnam. Today, there are a total of 18 refineries in the country comprising 17 in the Public Sector, one in the private sector. The 17 Public sector refineries are located at Guwahati, Barauni, Koyali, Haldia, Mathura, Digboi, Panipat, Vishakapatnam, Chennai, Nagapatinam, Kochi, Bongaigaon,   Numaligarh, Mangalore, Tatipaka, and two refineries in Mumbai. The private sector refinery built by Reliance Petroleum Ltd is in Jamnagar. It is the biggest oil refinery in Asia.

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India is investing heavily in oil fields abroad. India's state-owned oil firms already have stakes in oil and gas fields in Russia, Sudan, Iraq, Libya, Egypt, Qatar, Ivory Coast, Australia, Vietnam and Myanmar. Oil and Gas Industry has a vital role to play in India's energy security and if India has to sustain its high economic growth rate.

COMPANY OVERVIEW Bharat Petroleum Corporation Limited (BPCL) is the second largest oil

company in the India. It is one of the Indian representatives company on the Fortune 500 & Forbes 2000 listing and occupy the 3 rd position amongst the six

Indian companies who have made into the list. It is NAVRATNA public sector  undertaking. It is an employee oriented company and believes in the philosophy that happy employee will put his best foot forward with the customers. Hence, BPCL has taken many steps to make the organization a great place to work for. Bharat Petroleum Corporation Limited (BPCL) traces its history to 1928 when

the Burmah Shell Oil Storage & Distribution Company of India was incorporated in England to enter the petroleum products business in India.

The business of the Company grew substantially given the international backing of Shell and it achieved the leadership  position in India. The Company was incorporated on 3rd November 1952 , Shell and Burmah Oil Company set up Burmah Shell Refineries (BSR) to set up a refinery in Mumbai. The Company has a well-established refinery at Mahul, Chembur (Mumbai) which has commissioned in January. The company introduced LPG as a cooking fuel to the Indian home and all along. The companies name 15

changed to Bharat Refineries Limited (BRL) on 12th, February 1976.The entire operations of Burmah Shell in India were nationalized in 1976 and the Refinery and Marketing Companies were merged to form Bharat Petroleum Corporation Limited (BPCL) on 1 st August. In year 1992, 20% of the shares were sold by the government to various financial institutions and Mutual Funds. Thus presently the President of India holds 80% of the paid up capital. At present i.e as on 30 th July 2010 BPCL has 13898 staff among them it has 4877 Management and 9021 NonManagement staff and among Non-Management staff it has 2167 Clerical and 6854 Labour. BPCL’s Turnover is Rs.1, 31,499 crores and Net Profit is Rs. 1537.62 crores.

It has Seven following customer facing Strategic Business Unit (SBU) viz. Retail, LPG, Lubes, Aviation, Industries & Commerce, Refinery, Gas. Currently, There are 49 Bottling Plants, 4 Refineries and 29 Aviation of BPCL at all over India. Of  these 6 are International Airports, 4 are considered as major International Gateway Airports, 2 to meet exclusive Indian Air force requirements, 1, at Gwalior, catering to both Indian Air Force and Civil Aircrafts and remaining small domestic airports.

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As on 30th July 2010

BOARD OF DIRECTORS 

Shri Ashok Sinha, Chairman & Managing Director 



Shri S.Mohan, Director (Human Resources)



Shri S. Radhakrishnan, Director (Marketing)



Shri S.K. Joshi, Director (Finance)



Shri R.K. Singh, Director (Refineries)



Shri T Balakrishnan, Principal Secretary (Industries & Commerce), Govt. Of Kerala



Shri P.K. Sinha, Additional Secretary and Financial Advisor 



Smt. Rama Bijapurkar, Director 



Shri S.K. Barua, Director 



Prof. A.H. Kalro , Director 



Prof. N. Venkiteswaran, Director 

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As on 30th July 2010

BPCL INFRASTRUCTURE

18

VISION OF BPCL

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•

We are a leading energy company with global presence through sustained aggressive growth and high profitability.

•

We are the first choice of customers, always.

•

We exploit profitable growth opportunities outside energy.

•

We are the most environment friendly company.

•

We are a great organization to work for.

•

We are a learning organisation .

•

We are a model corporate entity with social responsibility.

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As on 30th July 2010

BPCL AT A GLANCE

Staff Strength ( Marketing & Refineries)

13898

Management Staff

4877

Non-Management Staff  -Clerical

2167

-Labour

6854

Rs. 1,31,499 crores

Turnover

Rs. 1,537.62 crores

Profit After Tax

Current Shareholding Pattern 

Government

– 54.93%



FIIs/OCBs/NRIs

– 8.66%

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

Indian FIs/Banks/MFs

– 19.65%



Employees / others

– 16.76%

JOB GROUPS

K-

C & MD

J -

Director

I -

Executive Director

H-

General Manager

G-

Deputy General Manager

F -

Chief Manager

E-

Senior Manager

D-

Manager

C-

Deputy Manager

B-

Assistant Manager

A-

Executive

NOTE :- Management Trainee join in job group “A” 22

As on 30th July 2010

STRUCTURE OF HR DIRECTORATE OF BPCL

DIRECTOR

ED (HRD)

ED (HRS)

DGM (HRS)-W

DGM

DGM (HRD)

DGM(HR) Entities

DGM (HRS)-CO

GM (TALENT MGMT).

GM (Admin)

Chief  Mgr(HRS) North/East/ South

DGM (C&B)

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CHAPTER - II Q. What is Induction ? Ans – Induction is a most important and vital role at the time of introduction to the new recruit about the organisation. Based on the Induction the organisations reputation will go further to the public. Induction is the process by which new employees are integrated into organisation so that they become productive as soon as possible. The dictionary meaning of “Induction” is initiation means a formal entry into an organization. Companies spend vast amount of money on Recruitment, getting just the right people for their organization. Induction programs are creative, engaging, fun and do the job of reinforcing for people that they made the right choice. The starting point of a good induction program is to welcome new people and introduce them to the culture of the organization; to, indeed, help them feel they've made the right decision and to get them to start their new job committed, engaged and productive. There are two categories of Induction program :a) Employee Handbook   b) Induction Training

a) EMPLOYEE HANDBOOK :24

Through the handbook scenario employee supposed to know about everything to do with the company is crammed into a booklet . These handbooks tend to be either turgidly written, or written for simpletons. Sometimes the handbooks aren’t even in handbook form, but are a stack of photocopied pages that are even more difficult to read. Feeling hopeful, new recruits have a go at reading them. But since they are inadvertently designed to combat insomnia. Occasionally some companies test people on their company knowledge based on the assumption that people have read these tomes, but most don't bother finding out what people got from this form of 'Induction'.

Advantages of Employee Handbook :-

i)

It saves time and cost.

ii)

It helps to know about the rules and regulations of the company.

iii)

Company need not take appointment from speakers.

iv)

Company need not arrange the venue for the Training.

Disadvantages of employee handbook :-

i)

Employee lacks culture of the organization.

ii)

Employee might not study the handbook.

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iii)

It doesn’t create the sense of belongingness towards the organization.

iv)

Employees are unaware of information about their  compensations and benefits.

v)

Employee are never aware of the mission and vision of the organization.

vi)

Organization reputations won’t go further to the public.

b) INDUCTION TRAINING :Induction training is more usual kind of  Induction. This is where companies actually put some real thought and effort into trying to make people feel welcome by meeting them face-to-face. The starting   point of a good induction programme is to welcome new people and introduce them to the culture of the organisation to, indeed, help them feel they've made the right decision and to get them to start their new job committed, engaged and  productive. Advantages of Induction Program :-

i) It helps to know the culture of the organization. ii) Employee feels familiar with the company. iii) Organization’s reputation will go further to the public. iv) Employee is aware of the mission and vision of the organization. v) It creates sense of belongingness towards the organization. vi) Employee is aware of information about their compensation and benefits. 26

vii)

They become more productive

Disadvantages of Induction Program :-

i)

It is expensive.

ii)

It takes time.

iii)

To take appointment from speakers is so difficult.

iv)

Company needs venue for Training.

v)

Company needs to arrange accommodation and travel allowance for their  employees.

Q. What is the need of Induction Programme ? Ans-  Need of induction programme is to welcome new people and introduce them to the culture and environment of the organization. They have made the right decision and to get them to start their new job committed, engaged and productive. And also introduce them what are the mission and vision of the organization. Induction is an ongoing process and if done well impacts the duration of stay of  employees, the clarity that they have about their role, the productivity that they can achieve, the performance they can deliver and the passion with which they work & grow with the organization.

Q. What is the importance of Induction programme ? Ans –  Induction plays a vital role to the newly joined employees at the time of  introduction to the new recruit about the organization. Based on the Induction, the organization’s reputation will go further to the public. Induction is the process by 27

which new employees are integrated into organization so that they become  productive as soon as possible.

Q. What are the necessary things which should be covered in Induction programme ? Ans- There are some necessary things which should be considered :•

Make it Two-way.

•

Use ‘local heroes’, ‘Champions’, and enthusiastic spokesperson during the  programme.

•

Let them know how things work.

•

Let them know what the company expects of them.

•

Find out what their expectations are.

•

Be flexible.

•

Have fun.

•

Be clear what your key messages are.

•

Get them involved in describing and engaging with whatever your 'product' is.

•

Make it personal. Find out what's going on for them.

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OBJECTIVES OF INDUCTION PROGRAM OF BPCL 1. Introduce new employees to BPCL in a positive way in line with good employment practice.

2. Meet BPCL’s initial legal obligations, relating to joining formality, PF , gratuity, superannuation schemes etc.

3. Begin the process of engendering a corporate culture & commitment within BPCL.

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4. Support new employees so that they can effectively & competently carry out their job as soon as possible.

5. Form the basis for further individual development.

6. Demonstrate BPCL’s commitment to investing in its talent (staff).

7. Help support individuals & reduce turnover rates amongst newly appointed staff.

INDUCTION PROGRAM OF BPCL BPCL provides both type of Induction Programs i.e Employee Handbook as well as Induction Training. It provides 2 months Induction Programme to their  employee. It provides separate Induction Programme to each group (MBA, Engineers, CA). For Engineers and MBA recruitment, BPCL goes to top ranked colleges for campus selection before that company form a panel of recruitment who go to the colleges campus and conduct the Group Discussion and Personal Interview. In the recruitment panel company must consist a SC/ST member in this panel so that there should not be any bias at the time of  recruitment. Those students who clear their Group Discussion and Personal 30

Interview, finally they are hired for the BPCL. And second way of recruitment is Advertisement in national newspaper and Employment News. After receiving the applications, company scrutinizes the candidates and those candidates who fulfill the eligibility criteria of BPCL, will have to appear for written examination. Written examination is conducted at different places as per candidates’ convenience. Those candidates, who pass their written examination, are called for  Group Discussion and Personal Interview. Group Discussion and Personal Interview is conducted by company’s HRD and they form a panel for GD & PI. Those who clear their GD & PI, are called for Medical test and after their Medical Fitness they are hired for 1 year probation period.

FOR ENGINEERS JOINING OF MANAGEMENT TRAINEES :- After completion of  company’s recruitment process, company formed the batches and called them for  Induction Training

for company’s

Induction Program. Before that company

arrange the accommodation and food for their employees. Then prepare the schedule for induction and get the conformation from relevant speaker.

2 WEEKS CLASSROOM TRAINING :- Basically , the speaker who addresses the Management Trainees are company’s senior executive such as Director HR, DGM (HRD), ED (HRD), DGM (QCC), ED (HRS), Logistics Strategy Mgr (Lubes), Sr. Mgr. Mktg. Services (LPG), GM(Retail & ARB), Plant 31

Mgr, Aviation Manager In-Charge, Director of different plants , etc. Arrange the venue for the Induction program. And also arrange all essential equipment which are necessary to conduct the Induction program such as flip chart, projector, tables, chairs, computers, etc. Maximum strength of one batch is approx 50. Before start the induction program we need to check that the table, chair, table clothes, etc. all these should be arrange in a logical manner. BPCL provides 2 Week Classroom Training and in these 2 weeks it covered various topic. These Training is provided   by the company’s senior executive

and also BPCL provide 2 days Business

Communication/Etiquette, Transition Management/Team work etc. During these 2 weeks BPCL introduce about their product knowledge, Lubes, I & C business, Brand and PR, overview of CSR activities, briefing on field training, etc. This is common for all i.e Engineers, MBAs and CAs. After completion of 2 weeks classroom Training split the Batches into small groups of 6. It formed total 8 Groups or 10 groups as per the convenience of the trainees and groups are formed radomizely for their field project but while forming groups we need to take care,Trainees should not go to their native place for their  field project.

FIELD PROJECT FOR 4 WEEKS :- For their field project company send them to BPCL’s plant such as Lubes, LPG, etc. where they have to prepare their   project within 4 weeks. Company bear all the expenses during the training period. Company booked the ticket for sending them into various plant either by Airline or  Train whatever is convenience. Before that company send a request/inform to various plant that our trainees are going to your plant for 4 weeks field work   project so trained them and help them to prepare their project. Corporate office send a information mail to each plant to guide them and also send a Retail Training

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Kit for MTs and a Questionnaire which is to be administered to the MTs at the end of the training and the test marks are send to BPCL corporate office by each plant. Send a feedback form to each palnts for responses.

In mean while company

 booked the ticket for their returning from their field work to company Corporate Office.

PRESENTATION OF PROJECT :- When they complete their field work, they have to represent a presentation in front of BPCL’s senior panel members and Panel members remarks the Management Trainee.

ALLOCATION OF TRAINEES :- After the presentation, finally panel member would allocate them in different plants of BPCL as per their presentation,   performance ,field project and manpower requirement of each plant. At first company hire Management Trainees for 1 year Probation period after completion of their 1 year if it find that their work was satisfactory then their job get  permanent and if company find that their work was not satisfactory then company may extend their probation period for next 6 months.

33

FOR MBA JOINING OF MANAGEMENT TRAINEES :-

After completion of 

company’s recruitment process, company formed the batches and called them for  Induction Training

for company’s

Induction Program. Before that company

arrange the accommodation and food for their employees. Then prepare the schedule for induction and get the conformation from relevant speaker.

2 WEEKS CLASSROOM TRAINING :- Basically , the speaker who addresses the Management Trainees are company’s senior executive such as Director HR, DGM (HRD), ED (HRD), DGM (QCC), ED (HRS), Logistics Strategy Mgr (Lubes), Sr. Mgr. Mktg. Services (LPG), GM(Retail & ARB), Plant Mgr, Aviation Manager In-Charge, Director of different plants , etc. Arrange the 34

venue for the Induction program. And also arrange all essential equipment which are necessary to conduct the Induction program such as flip chart, projector, tables, chairs, computers, etc. Maximum strength of one batch is approx 50. Before start the induction program we need to check that the table, chair, table clothes, etc. all these should be arrange in a logical manner. BPCL provides 2 Week Classroom Training and in these 2 weeks it covered various topic. These Training is provided   by the company’s senior executive

and also BPCL provide 2 days Business

Communication/Etiquette, Transition Management/Team work etc. During these 2 weeks BPCL introduce about their product knowledge, Lubes, I & C business, Brand and PR, overview of CSR activities, briefing on field training, etc. This is common for all i.e Engineers, MBAs and CAs. After completion of 2 weeks classroom Training split the Batches into small group of 6. It formed total 8 Groups or 10 Groups and groups are formed radomizely for  their field project but while forming groups we need to take care, Trainees should not go to their native place for their field project.

FIELD PROJECT FOR 2 WEEKS :- For their field project company send them to BPCL’s plant such as Lubes, LPG, etc. where they have to prepare their   project within 2 weeks. Company bear all the expenses during the training period. Company booked the ticket for sending them into various plant either by Airline or  Train whatever is convenience. Before that company send a request/inform to various plant that our trainees are going to your plant for 2 weeks field work   project so trained them and help them to prepare their project. Corporate office send a information mail to each plant to guide them and also send a Retail Training Kit for MTs and a Questionnaire which is to be administered to the MTs at the end of the training and the test marks are send to BPCL corporate office by each plant.

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Corporate office also send a feedback form to each palnts for responses. In mean while company booked the ticket for their returning from their field work to companies Corporate Office.

PRESENTATION OF PROJECT :- When Management Trainees complete their field work, they have to represent a presentation in front of BPCL’s senior panel members and Panel members remarks the Management Trainee.

ALLOCATION OF TRAINEES :- After the presentation, finally panel member would allocate them in different plants of BPCL as per their presentation,   performance ,field project and manpower requirement of each plant. At first company hire Management Trainees for 1 year Probation period after completion of their 1 year if it find that their work was satisfactory then their job get  permanent and if company find that their work was not satisfactory then company may extend their probation period for next 6 months.

FOR CAs JOINING OF MANAGEMENT TRAINEES :-

After completion of 

company’s recruitment process, company formed the batches and called them for  Induction Training

for company’s

Induction Program. Before that company

arrange the accommodation and food for their employees. Then prepare the schedule for induction and get the conformation from relevant speaker.

2 WEEKS CLASSROOM TRAINING :- Basically , the speaker who addresses the Management Trainees are company’s senior executive such as Director HR, DGM (HRD), ED (HRD), DGM (QCC), ED (HRS), Logistics Strategy Mgr (Lubes), Sr. Mgr. Mktg. Services (LPG), GM(Retail & ARB), Plant 36

Mgr, Aviation Manager In-Charge, Director of different plants , etc. Arrange the venue for the Induction program. And also arrange all essential equipment which are necessary to conduct the Induction program such as flip chart, projector, tables, chairs, computers, etc. Maximum strength of one batch is approx 50. Before start the induction program we need to check that the table, chair, table clothes, etc. all these should be arrange in a logical manner. BPCL provides 2 Week Classroom Training and in these 2 weeks it covered various topic. These Training is provided   by the company’s senior executive

and also BPCL provide 2 days Business

Communication/Etiquette, Transition Management/Team work etc. During these 2 weeks BPCL introduce about their product knowledge, Lubes, I & C business, Brand and PR, overview of CSR activities, briefing on field training, etc.

1 WEEK TRAINING IN FINANCE DEPATRMENT :- After  completion of 2 weeks classroom training company also provide 1 week training in finance department in Mumbai.

ALLOCATION OF TRAINEES :- After the presentation, finally panel

member

would

allocate

them

in

different

Finance

Department of BPCL as per their presentation, performance ,field project and manpower requirement of each plant. At first company hire Management Trainees for 1 year Probation period after completion of their 1 year if it find that their work was satisfactory then their job get permanent and if company find that their work was not satisfactory then company may extend their probation period for next 6 months.

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DESIGNATION AND DURATION OF SPEAKER :S.No 1. 2. 3. 4. 5. 6. 7. 8. 9.

SBU/Entity Marketing HR Refinery Finance HRD HRS Gas HRD QCC

Duration 1/2 Hr. 1/2 Hr. 1 Hr. 1/2 Hr. 1/2 Hr. 1 Hr. 1 Hr. 1 Hr. 1 Hr. 38

Speaker Director   Director   Director   Director   Executive Director   Executive Director   Executive Director   DGM DGM

10. 11. 12. 13. 14. 15.

Lubes Retail LPG CSR Compensation & Benefits Aviation

1 Hr. 1 Hr. 1 Hr. 1 Hr. 2 Hr. 1 Hr.

Participation in Group Activities

OS

Logistic Strategy Mgr. General Manager   Senior Manager   Assistant Manager   DGM HR   Manager In-charge VG

GD

MG

Initiative Resourcefulness Drive Discipline Communication Cooperation Punctuality Willingness to work with his own hands Learning ability to (Ability to absorb & analyse info.)

MANAGEMENT TRAINEE LOCATIONAL TRAINING(FEEDBACK FORM) Name of Trainee

:-

Location

:-

SBU

:-

Details of project given :-

39

Mention any specific feedback/observations:-

OS - outstanding

Signature of Appraiser

VG - very good

Name :-

GD - Good

Designation :-

MG - Marginal

Date :-

Flowchart for INDUCTION PROGRAMME FOR ENGINEERS  JOINING OF MANAGEMENT TRAINEES

2 Weeks Classroom Training

Field Project For 4 Weeks

Presentation of  Project

40

Allocation of  Trainees

STRUCTURE OF INDUCTION PROGRAMME FOR  MBAs  JOINING OF MANAGEMENT TRAINEES

2 Weeks Classroom Training

Field Project For 2 Weeks

Presentation of  Project

41

Allocation of  Trainees

STRUCTURE OF INDUCTION PROGRAMME FOR CAs

 JOINING OF MANAGEMENT TRAINEES

2 weeks classroom training

1 week training in finance dept.

Allocation of  42 Trainees

METHODOLOGY The Petroleum sector is marked with a high level of attrition and therefore Induction Program becomes a crucial function of the organization. At BPCL, Induction Program is all time high during June-July and Nov-Dec. The Induction Program is high during these months because BPCL recruit the candidate through campus. Since my summer training was in the months of June-July, it gave me the opportunity of involving myself directly with the Induction Program and analyzing the process so that suitable recommendations can be given. This project is centered on improving the Induction Process of BPCL. Therefore, it requires great amount of research work. The methodology adopted was planned in advance so as to collect data in the most organized way. I was directly involved with the Induction of BPCL for Engineers who were hired from various IITs, NITs and Top ranking college of India such as IIT, Delhi; IIT, Mumbai; NIT, Calicut; NIT Durgapur; NIT, Allahabad; MNIT, Jaipur; SVNIT, Surat; Jadavpur University; College of Engineering, Pune; MGIT, JNTU Hyderabad; RGPV Bhopal; HBIT Kanpur; AEC BEED; BIT Mesra, Ranchi; BITS

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Pilani, Delhi college of Engg; NIT, Jamshedpur; NIT, Patana; SPCE, Mumbai; VJTI, Mumbai; VNIT,Nagpur; WCE, Sangli;etc. Before any task was undertaken, I was asked to go through the Induction Program of BPCL so that I get a better understanding of the process followed by them :-

•

Arrange the Accommodation for Trainees.

•

Arrange the venue for Induction.

•

The first task was to prepare a schedule for Induction Program.

•

Get the confirmation from relevant speaker who will take the lecture such as Director HR, ED HR, DGM HR, Director of  various plant, etc.

•

Arrange the travel facility from Trainees’s accommodation to Venue of Training.

•

Arrange all essential equipments which would be require at the time of Induction Program such as Projector, Computer, Flip Chart, Tables and Chairs, etc.

•

Arrange Breakfast and Lunch facility for the Trainee.

•

Welcome the trainees in BPCL and Inaugurate the Induction Program.

•

Distribute Induction Kit along with program .

•

Complete the joining formalities.

•

Open their S.B Account for salary payment.

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•

Handle the Induction Program means Induction was going on   properly or not. Is there any problem during the Induction  program.

•

Take care when Management Trainees are going to field visit.

•

Ensure that program is running smoothly.

•

Make travelling facility for their field project.

•

Send a information mail to each plant to guide them and also send a Retail Training Kit for MTs and a Questionnaire which is to be administered to the MTs at the end of the training and the test marks are send to BPCL corporate office by each plant.

•

Send a feedback form to each palnts for their responses.

•

Send the trainees in various plant for their field work project.

•

Arrange the Traveling facility for returning them from their  field work project.

•

Arrange the accommodation for Management Trainees after  returning form their field project.

•

Get the confirmation from senior panel members to whom Management Trainees will present their presentation.

•

Arrange the essential equipment for their presentation.

•

After their presentation Management Trainees will allocate at various plant of  BPCL as per their feedback from Territory Managers and their Presentation.

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RECOMMENDATION •

During the Induction Program, Speaker should use the collar  microphone in the training room because some speaker’s voice is not audible till the last bench due to that some session is not become interactive .

•

During the classroom training

an operator should be assigned for 

operating the PPTs.. There should be at least one Session addressed by the M.D to motivate the trainees. •

Company should give equal importance to each batch because after  completion classroom training of one or two batches company never  give the importance of rest batches as compare to first or second batch.

•

During the induction program Co-ordinator/Speaker should conduct some fun activity/game for Management Trainee which will help them to get refresh and it would also help them to grasp more from speakers. And session would be interactive. 46

SUGGESTED SURVEY QUESTIONNAIRE  

NAME

:- ………………………………………………………………………………..

DESIGNATION :- ……………………………………………………………………………… AGE

:-………………………………………………DATE

:-

/

/

Q.1. What is your specialization? Ans - ……………………………………………………………………………………………… Q.2. Have you attended any Induction program before this Induction Program? Yes

No

Q.3. If yes, where and which company’s induction program you have attended ? Ans - ……………………………………………………………………………………………… Q.4. What was the duration of induction program? Ans - ………………………………………………………………………………………………. Q.5. How was the BPCL’s induction program please rate the following topics:- (1- Very Poor, 2- Poor, 3- Good, 4- Very Good, 5- Excellent).

1

i) Session was interactive. ii) How was the snacks and food?

.

iii) How was induction training room? Iv) How much you have grasped from induction program? v) How was the power point presentation?

Q.6. Who was the best speaker? 47

2

3

4

5

Ans - ………………………………………………………………………………………………..

Q.7. Was the duration of Classroom Induction Program sufficient? Yes

No

Q.8. Any thing extra would you like to suggest to improve this Induction program? Ans- ……………………………………………………………………………………………….. …………………………………………………………………………………………………… …………………………………………………………………………………………………… …………………………………………………………………………………………………… …………………………………………………………………………………………………… ……………………

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BIBLIOGRAPHY 1. BPCL’s intranet. 2. www.citehr.com 3. www.iocl.com 4. www.hpcl.com 5. www.gail.com 6. www.google.com

7. Human Resources Management by C.B.Memoria. 8. Employee of Infosys.

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