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Employee Motivation. Case Study of the incentive schemes at the Jodhpur branch of the Oil and Natural Gas Corporation.

Extracts from this document...

Introduction

Summer Project Title "Employee Motivation regarding incentive schemes At ONGC" in JODHPUR OIL AND NATURAL GAS CORPORATION LIMITED RAJASTHAN FORWARD BASE JODHPUR S.L. No. Contents Page No. 1 PREFACE 3 2 ACKNOWLEDGEMENT 4 3. EXECUTIVE SUMAMRY 5 4 CORPORATION PROFILE 6 5 PURPOSE OF THE STUDY 7 6 INTRODUCTION OF ONGC 8-10 7 BASIC FEATURES OF ONGC 11 8 ORGANIZATIONAL SET OF ONGC 14 9 RECOGNIZATION AND AWARDS 15 10 HR AT ONGC 17 11 INCENTIVE SCHEMES AT ONGC 23-54 12 BIBLIOGRAPHY 55 PREFACE: The project is done on the Rajasthan Forward base at Jodhpur. I have done work on the incentive schemes of Jodhpur branch of ONGC. Firstly I got information about the economic position of the ONGC, then about the industry, then jodhpur branch after that I have done at incentive scheme in ONGC ,jodhpur. Incentive Scheme in ONGC has been in existence since late 60's and with the passage of time has under gone number of reviews. . Keeping the present business scenario in focus ONGC management have realized that scheme has not able to achieve the desired objectives as intended in the scheme. The main purpose of the scheme is to motivate the employees to achieve the target set by the Organization. , As organization face mounting competition across the world. Companies can't sustain or even survive in such a relentless environment without attempting to accurately assesses and enhance employee productivity and development. In view of the above an attempt has been made to compile the details of all incentive scheme in reference to employee working at ONGC. A need is there fore strongly realized for compilation that has been titled as "EMPLOYEE MOTIVATION REGARDING INCENTIVE SCHEMES AT ONGC". ACKNOWLEDGEMENT It gives me immeasurable pleasure, to acknowledge the help and advice given by all the concern people. It will be impertinent on my behalf if I do not thank each and every person who has made an effort to put together this project. ...read more.

Middle

01.01.1997 in the revised pay scales with reference to the post held by them as on 01.01.1997. The incentive increments for this purpose will be calculated at the rate applicable at the minimum of the revised basic pay of the post. Illustration : If an executive was granted incentive increment prior to 01.01.1997, when he was at E-2 level, and he is at E-4 level as on 01.01.1997, the amount of incentive increments will be calculated at the minimum of E-4 scale of pay and not repeat not on the actual basic pay being drawn by the individual in E-4 level. c) Rate of incentive increments to executives granted incentive for acquiring higher qualification after 01.01.1997: Executives who have been granted incentive increments for acquiring higher qualification on or after 01.01.1997, will be entitled to draw the incentive increments on the revised basic pay drawn by the individual at the time of acquiring higher qualification. d) Executives who have been granted incentive increments w.e.f. 06.10.1998 in terms of Office Orders No. 1(12)/97/Incentive/EP dated 06.10.1998 & 16.11.1998 will draw the increment w.e.f. 06.10.1998 with reference to the level as on 01.01.1997 or actual date of acquiring qualification whichever is later on the same principle as enumerated in para (a) & (b) above. e) Rate of Increments in case of retrospective promotion/pay fixation: In both these cases, the amount of incentive increments shall be regulated as per (a) or (b) above depending upon the effective date of promoted post deemed to be held or the basic pay deemed to have been drawn on the date of grant of incentive increments for higher qualification as the case may be taking into account whether the executive was granted incentive increment on or after 01.01.1997 or prior to it. II The rate of increment is dynamic i.e. on subsequent pay revisions the increment rate gets revised to an amount to be calculated on the minimum of the revised pay scale of the relevant post held at the time of grant of such increment. ...read more.

Conclusion

below. Consolation prizes will be awarded on the recommendation of the Assessment Committee to such persons who do work in Hindi meritoriously but are not covered under First, Second and Third prizes. c. The competitors will maintain a record of the words written by them every day in the Performa (given below). Each week's record will be verified and countersigned by the next higher officer. If Section Head himself keeps a record then it won't be necessary for employee to maintain such record. At the end of the year, every competitor will submit the record of his/her work done in Hindi to the Assessment Committee through the countersigning officer. If countersigning officer or Section Head himself keeps an overall watch and account of work, then this would not be necessary and he would furnish details. d. The willing participants will apply in advance of their being participants to the scheme. iv. CONSTITUTION OF ASSESSMENT COMMITTEE The Assessment Committee in each Asset/Basin/Services/Institutes/Regional Offices or Work centers may consist of the following: (a) An officer not below the level of E-4. (b) A Senior P&A Officer (c) A Senior P&A Officer (Hindi)/Hindi Officer/PAO looking after Hindi work. v. PROFORMA WEEKLY STATEMENT OF THE HINDI NOTING/DRAFTING WORK DONE BY SHRI/SMT./KM.______________________________ DESIGNATION_____________________ C.P.F. No._________ FOR THE WEEK ENDING ON __________ Date File No Quantum of Quantum of No. of Signature of notes/drafts notes/drafts words Sectional Head written in written in Hindi Hindi 1 2 3 4 5 6 7 DRAWBACKS OF PROJECT Although the project was carried out with the motive of ensuring most exhaustive and comprehensive coverage of the facts but still it suffers through certain limitations, these are the followings: * The training was carried out in the prescribed time frame of 8 weeks, which is a short time span to carry out a full training in a large organization. * Though the sample size was small it was ensured that almost all the departments were covered and equitable representation was taken from each departments by covering various grade. Also, the research was limited to Refineries Jodhpur head office of ONGC. ...read more.

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