Training Report

On

Traning And Development

AT

Oil India Limited

Submitted in partial fulfillment of the requirement of degree

in Bachelor of Business Administration [Computer Aided Management]

Affiliated to
MAHARSHI DAYANAND UNIVERSITY, ROHTAK
(Session 2021-2024)

SUBMITTED TO: SUBMITTED BY:

The controller of the examination. RAM ANURAG RATHI

M.D. University BBA CAM 5th sem

ROTHAK REGNO. 2111031353

Roll no.
 DECLARATION

I , RAM ANURAG RATHI student of DAV INSTITUTE OF MANAGEMENT ,

Faridabad of BBA[Computer Aided Management] , hereby declare that , this Training
report under
Oil India Limited is the record of my original work under the guidance of Ms. NEHA
SHARMA

RAM ANURAG RATHI

 ACKNOWLEDGEMENT

At the outset would like to thank the management of OIL INDIA LIMITED
or the wholehearted cooperation and guidance extended by them, which
made my summer training project possible.

I would like to thank my project guide Ms. Neha Sharma for offering
valuable suggestions, encouraging advices, constructive criticism and
proper guidance to carry out the project.

RAM ANURAG RATHI

BBA [CAM] 5th sem

 PREFACE

This project is the result of my training at OIL INDIA LIMITED in

Faridabad. Training is an integral part of BBA course and aims at providing
a firsthand exercise of the industry to the students. This practical experience
helps the students to view the real business world closely, which in turn
widely influences their conceptions and perceptions.

I was really fortunate to get an opportunity to my summer training in a

reputed, well established, fast growing and professionally managed
organization.
This project was assigned to collect information about the Personnel
Management in the organisation. I had personally getting the information. It
gave me a great deal of exposure and I found the practical work totally
different from theoretical work.
 INDEX

CHAPTER NO. CONTENTS PAGE NO.

1 INTRODUCTION TO THE
INDUSTRY

2 INTRODUCTION TO TOPIC

3 LITREATURE REVIEW

4 RESEARCH METHODOLOGY

5 DATA ANALYSIS

6 OBSERVATIONS

7 LIMITATION OF STUDY

8 REFERENCE/BIBLIOGRAPHY
 CHAPTER 1
INTRODUCTON TO COMPANY
 INTRODUCTION:-

Oil India Limited (OIL) is a premier national oil company, engagedin the business
of exploration, production and transportation of Crude Oil and Natural Gas. Oil India Limited is
a”schedule A” company under the ministry ofpetroleum and Natural Gas, government of India.
The authorized and paid upcapital of the company as on 31st March 2008 are Rs 500 cores and Rs
214 cores respectively with 98.31% holding by the government of India and 1.87%by employees
and others. The net worth of the company as on 31st March 2008 was Rs 7932.97 cores.

Oil India Limited is having over 1.70 lakes sq km of PEL/ML areas for its exploration
and production activities. Majority of OIL’S activity is beingtaken up in the north east from where
its entire Crude Oil production and majority of Gas production is coming. Rajasthan is the other
production areasof oil from where it is producing 10%of its total Gas production. The company’s
exploration activities are spread over onshore areas of Ganga Valley and Mahanadi in addition to
its onshore areas in North East and Rajasthan. OIL also has participation interest in help
exploration block in Mahanadi offshore, Mumbai deep water, Krishna Godavari deep water etc.

The company is also having participating intrest in various projects such as in Libya,
Gaban, Iran, Nigeria and Suden.

In recent years, OIL has stepped up E&P activities significantly including Gas
monetization in North East India. OIL has set up the NEF (North East Frontier) project to
intensify its exploration activities in the frontier areas in and geologically complex. Presently,
seismic surveys are being carried out in Manbhum, Pasighat and other trust belt areas. The
company operates a Crude Oil pipeline in the North East for transportation ofCrude Oil produced
by OIL and ONGCL in regions to feed Numaligarh, Guwhati, Bongaigaon and Barauni
refineries and a branch line to feed Digboirefinery. The company is currently in the process of
constructing a 660km long product pipeline from Numaligarh to Siliguri. OIL also sells its
producedGas to different customers in Assam viz. BVFCL, ASEB, NEEPCO, IOC (AOD) and
APL and to REEB in Rajasthan. The company also produces Liquefied Gas(LPG) in its plant at
Duliajan, Assam. It also has Optical Fiber Network alongits Crude Oil pipeline and is lending
out dark fibers to telecom companies likeBSNL and AIRTEL.
 After restructuring into strategic business unit OIL has also ventured into offering
rig package, expertise and services in E&P sector and signed a contract with Premier OIL, a
company registered in Netherland, fordrilling of well in Joipur block in Assam. OIL has also
carried out work over job for Great Eastern Energy Corporation Limited and Coal Bed Methane
Wells. In recent CRISIS India today survey, OIL was adjusted as one ofthe 5(five) best major
PSU’S (Public Sector Undertakings) and one of the 3(three) best energy sector PSU’S in the
country.

HISTORY OF OIL:-

The journey begins……… In the dense swampy jungles of ASSAM, in North East India,
in the year 1889. What can one say about a company whoseacronym is OIL! Except that the
history of oil exploration in India and the story of OIL (Oil India Limited) are one and the same
as saga of trial and triumph.

The first Geologist to visit Assam was H.B.Medlicott, who visited the areas between
Jaipur and Leda in upper Assam, where he found several coal seams. He was very much impressed
by the oil seepages in these localitiesand recommended drilling for oil. This was the period when
wells were drillednear the oil seepages and our geological knowledge about the occurrences of oil
was very vague. The well drilled near Joipur in 1866 were unsuccessful; those drilled in 1867 in
Namdang (Makum) near Margherita produced some oil but on account of the absence of adequate
transport facilities, no further attempts were made; drilling was suspended for about 20 years.

In 1882 the first railway line in Assam from Dibrugarh to Margherita was opened for
traffic, this important facility brought the Collierydistrict of Margherita nearer to rest of the
country. With this improvement, drilling was soon resumed in Makum-Namdang areas, where
a few years earlier, the engineers of Assam Railways and Trading Company (AR&T Co.) while
surveying the rail route to Margherita has accidently come across oil seepages along the edge
of the low hills nears DIGBOI. AR&T Co. started drilling in digboi in 1889 and discovered oil
in the first wildcat well after drilling to 622fts. Immediately afterwards, several development
wells were drilled in the innediate neighborhood of the oil seepages. Through the wooden
derricks, thatched ith leaves to keep out the sun and rain, were incapable of reaching great
depths, some of the early development wells at digboi were productive but result of drilling at
Markum were disappointing. However a “tea-pot” refinery which was planned earlier was
completed at margherita in 1893 to which oil from Digboi was send by rail in tank wagons

In 1899, by which time 14 wells had been drilled, the Assam Oil Corporation (AOC)
was formed to take over the management of AR&T Co’s interested in Digboi-Makum area.
During the same year the Digboi refinery,with a capacity of nearly 20,000 imperial gallons (500
barrels) per day wasproduced. In 1889, Crude Oil was first discovered in the fields of Digboi. On

18th February 1959, Oil India Private Limited was incorporated to explore anddevelop
the newly discovered oil fields of Naharkatia and Moran in the North East India. In 1961, OIL
become a joint venture company between the Government of India and Burmah Oil Company
Limited, U.K.

Two decades later, in 1981, Oil India Limited become a wholly owned Government
of India Enterprise. Today, Oil India Limited (OIL) is a premier Indian National Oil Company
engaged in the business of exploration,Development and production of Crude Oil and Natural Gas,
Transportation of Crude Oil and production of LPG. The company also provides E&P related
services to the industry and holds 26% equity in Numaligarh Refinery Limited(NRL).

PRESENT ACTIVITY:-

The company presently produces around 3.30 MMPTA of Crude Oil (around 59,000 barrel per
day), over 5 MMSCMD of Natural Gas and over 50,000 ton of LPG annually. Most of these
emanate from its traditionally rich Oil and Gasfields concentrate in the North Eastern part of India.
OIL’S intensely rich outfield in upper Assam includes Naharkatia (since 1953), Moran (since
1967) which are under production till date. Some of its recent oil fields include those in Dikom,
Kathaloni and Shalmari Oil fields. The search for newer avenue has seem OIL spreading out its
operation in offshore of Orissa, Desert of Rajasthan, Plains of Uttar Pradesh, River Bed of
Brahmaputra and coastal of Saurashtra and Kaveri Basin.

GOLDEN JUBILEE CELEBRATION:-Essentially OIL has celebrated two milestones

years till date. First was the silver jubilee tear 1984 and second, a hundred years of discoveryof
Crude Oil in Digboi in 1989. The Digboi discovery was celebrated primarily because OIL’S legacy
has its roots in Asia’s first and the world’s second commercially successful oil exploration activity
 in Digboi, Assam in 1889. Thesilver jubilee year was celebrated in 1984 because on February 18th
1959, Oil India as accompany (Oil India Private Limited) was born. Through the nature of
ownership changed from the private sector to the public sector, Oil India inessence retained its
name and continued to carry out its core activity as an E&P company.Today as the pioneering and
second largest National upstream Oil and Gas company with a pan Indian presence and growing
Global footprint, OIL is all set to conquer newer horizons of all round growth and excellence.

VISION OF OIL:-
To be a vibrant, responsive knowledge based, competitive E&P Company with Global presence,
and a selective presence across the Oil and Gas value chain in India, maximizing shareholders
value, respective stake holder’s aspiration and caring for the environment.

OIL believes “superlative efforts precede superlative results”. To serve that very purpose OIL has
set the highest challenges for itself to measure up to. Its objectives are:-

OBJECTIVE AND OBLIGATION OF OIL:-

BASIC OBJECTIVE-
• To achieve self sufficient in hydrocarbon resources.
• To get adequate return on capital.
• To promote R&D in hydrocarbon exploration.
• To encourage technical advancement of import substitution.
• To develop and promote use of non conventional energy resources.
• To build excellence management team.
• To build and project an efficiency corporate image.

TOWARDS EMPLOYEES:-
• To establish personnel policies for the well being of its employees.
• To induct and develop competent person in all levels.
• To provide training and development opportunities to enhance skills for
attaining objective on time
 CHAPTER 2
INTRODUCTION TO TOPIC
STRUCTURE OF OIL INDIA LIMITED:-
Oil India Limited is a pioneering organization whose main objectives are to produce and explore
Crude oil and natural gas from theearth interior.
The structure of Oil India Limited started with chairman and Managing Director
(CMD). Under the CMD there are 4(four) Directors headedby the important departments of the
organization. The main department of the organization is Exploration and Development
department, Human Resource and BD, etc.

DEPARTMENTS OF OIL INDIA LIMITED:-

 Production (OIL)
 Production (GAS)
 Production project
 LPG
 Drilling department
 Pipeline
 Well logging
 Geological and Reservoirs
 Geophysics
 Materials
 Chemical
 Electrical
 Field engineering
 Instrumentation
 Information Technology
 Finance & Accounts
 Administration
 Civil
 Employee Relation
 Personnel
 Field Communication
 Public Relation
  Research & Development
 Training & Development
 Internal Audit
 Technical Audit
 Safety & Environment

TRAINING & DEVELOPMEN CONCEPT

INTRODUCTION:
Every organization needs to have well trained and experienced people to perform the
activities that have to be done. Training is a process of learning a sequence of programmed
behavior. It is application of knowledge. It gives people an awareness of the rules and procedures
to guide their behavior. It attempts to improve their performance on their current job and prepare
them for an intended job. Development is a related process. It covers not only those activities
which improve job performance, but also which bringabout the growth of the personality; help
individuals in the progress towards maturity and actualization of their potential capabilities so
that they becomenot only good employees but better men and women. In organizational terms,it
is intended to equip person to earn promotions and hold greater responsibility.

Training a person for a bigger and higher job is development. And this may well
include not only imparting specific skills and knowledge but also inculcating certain personality
and mental attitudes. As the jobs become more complex, the importance of employee
development also increases. In a rapidly changing society, employee training and development
are not only anactivity that is desirable but also an activity that an organization must commit
resources to if it is to maintain a viable and knowledgeable work force.

Training has played a very important role in helping the corporation to reach the
commanding heights of performance. Any trainingwould be considered to be successful only
when the knowledge gained by theparticipants is transferred to the job performance.

Training is the main function of HR. To enhance the Corporation's growth and keep
the Corporation ready to anticipate all types of competitionand face it too, there is a need that
Human Resource should play more activerole for overall progress of the Corporation. The impact
of training programme is to mould the employee’s attitude and help them to synergies individual
goals with organizational goals. It also helps in reducing dissatisfaction, complaints, absenteeism
and labour turnover.

DEFINATION:-
 According to Flippo, “Training is the act of increasing knowledge and skills of an
employee for doing a particular job" Themajor outcome of training is learning.
 A trainee learns new habits, refined skills and useful knowledgeduring their training
programme, which helps them to improve their performance.
 Training can also be defined as activities designed to change the behavior. Another
way of defining training would be a planned programme designed to improve
performance and bring about measurable changes in knowledge, skills, attitudes and
social behavior of employees.

 Training imparts the ability to detect and correct error. Furthermore it provides skills
and abilities that may be called on in the future to satisfy organization’s human
resources needs.

 “All development is self development”. It must be generated within the main

himself. Development is highly individual. The development of an individual is due
to his day to day experience on a job. Hence, emphasis shouldbe on experiences from
day to day work. Any activity designed to improve the performance of existing
managers and to provide for a well planned growth of managers to meet future
organizational needs is management development.

Training and development encompasses three main

activities:
Traning:
This activity is both focused upon, and evaluated against, the job thatan individual
currently holds
Education:
This activity focuses upon the jobs that an individual may potentiallyhold in the
future, and is evaluated against those jobs.
Development:
This activity focuses upon the activities that the organization employing the
individual, or that the individual is part of, may partake in thefuture, and is almost
impossible to evaluate.

Need for training:

The need for training & development is determined by theemployee’s

performance deficiency, computed as follows:

T&D need = Standard performance – Actual performance.

When does the need for training arise?

❖ The installation of new equipment or techniques

❖ A change in working methods or products produced
❖ A realization that performance is inadequate
❖ Labour shortage, necessitating the upgrading of some employees
❖ A desire to reduce the amount of scrap and to improve quality
❖ An increase in the number of accidents
❖ Promotion or transfer of individual employees.
Advantages of training:
1. Leads to improved profitability and/or more positive attitudes
towardprofits orientation.
2. Improves the job knowledge and skills at all levels of the organization.
3. Improves the morale of the workforce.
4. Helps people identify with organizational goals.
5. Helps create a better corporate image.
6. Fasters authentically, openness and trust.
7. Improves the relationship between boss and subordinate.
8. Aids in organizational development.
9. Learns from the trainee.
 Disadvantages of training:
1. Can be a financial drain on resources; expensive development and
testing,expensive to operate?
2. Often takes people away from their job for varying periods of time;
3. Equips staff to leave for a better job

OBJECTIVE OF TRANING:-
The overall training objective is to develop required knowledge, skills and attitudes of our
employees so that they can perform more productively and achieve the business goals. It is
recognized that the employees learn primarily from on-the-job experience.
Therefore, in achieving this objective, the primarily contribution is from on- the-job
training and supporting contribution from the formal training effort.

1. To impart basic knowledge and skill to new entrants and enable them
to perform the job well.
2. To equip employee to meet the changing requirement of the job and
organization.
3. To teach the employees the new technique and ways of performing the
job or operations.
4. To prepare employees for higher level task and build up a second line
ofcompetent managers.
Training has always played an important and integral part in furthering many kinds of
human learning and development. However, the fact that training can make an
important, if not crucial, contribution to organizationaleffectiveness is only now being
recognized fully.

Companies, organizations and government are beginning to appreciate the value of

adequate, consistent and long term investment in this function
TRANING METHODS/TECHNIQUES:-
The forms and types of employee training methods are inter- related. It is difficult, if
not impossible; to say which of the method or combination of methods is more useful
than the other. In fact, methods are multifaceted in scope and dimension, and each is
suitable for a particular situation. The best technique for one situation may not be best
for different groups or tasks. Care must be used in adapting the technique/ method to
the learner and the job. An effective training technique generally fulfills this objective;
provide motivation to the trainee to improve job performance, Develop a willingness
to change, provide further trainee’s active participationin the learning process. Provide
knowledge of results about attempts to improve (i.e. feedback), and permit practice
where appropriate.

The various training techniques are as follows:

ON–THE-JOB- TRAINING:
Virtually every employee, from the clerk to the president, gets “On-The-Job Training”, when he
joins a firm. It is primarily concerned with developing in an employee’s skills and habits
consistent with the existing practices of an organization, and orienting him with his immediate
problems.It is mostly given for unskilled and semi-skilled jobs- clerical and sales jobs.
Employees are coached and instructed by skilled co-workers, by supervisors, by the special
training instructors. They learn the job by personal observation and practice as well as
occasionally handling it.
He is learning by doing, and it is most useful for jobs that are either difficult tostimulate or can
be learned quickly by watching and doing it.

The main advantage of on-the-job training is that the trainee learns on the actual equipment in
use and in the true environment of his job. He, therefore, gets a feel of the actual production
conditions and requirements. In this way, a transfer from a training centre or school to the actual
production conditions following the training period is allowed. Secondly, it is highly economical
since no additional personnel or facilities are required for training. Thirdly, the trainee learns the
rules, regulations procedures by observing their day to day applications. He can, therefore be
easily sized up bythe management.
OF-THE-JOB TRAINING:
“Of-the-job training” simply means that training is not a part of everyday job activity. The actual
location may be in the company classroomor in the places which are owned by the company, or
in universities or in associations which have no connection with the company.
This method consists of:
1. Lectures
2. Conferences
3. Group Discussions
4. Case Studies
Lectures: Lectures are regarded as one of the simplest ways of imparting knowledge to the
trainees, esp. when facts, concepts, or principles,attitudes, theories and problems-solving abilities
are to be taught.
Lectures are formal organized talks by the training specialists, the formal superior or other
individual specific topics.
The lecture methods can be used for very large groups which are to be trainedwithin a short time,
thus reducing the cost per training. It can be organized rigorously so that ideas and principles
relate properly. Lectures are essential when it is a question of imparting technical or special
information of a complex nature. They are usually enlivened with discussions, film shows, case
studies, role- playing and demonstrations.

Conference method: In this method, the participating individuals ‘confer’ to discuss point of
common interest to each other. A conference is basic to most participative group-centered
methods of development. It is a formal meeting, conducted in accordance with an organized plan,
in which the leader seeks to develop knowledge and understanding by obtaining an considerable
amount of oral participation of the trainees. It lays emphasis on small group discussions, on
organized subject matter, and on the active participation of the members involved. Learning is
facilitate building Group discussions: This is an established method for training. A group
discussion is conducted in many ways: It may be based on a paper prepared by one or more
trainees on a subject selected in consultation withthe person Incharge of the group discussion. It
may be a part of a study or related to theoretical studies or practical problems. The trainees read
theirpapers, and this is followed by critical discussion. It may be based on the statement made by
the person Incharge of the groupdiscussion or on a document prepared by an expert, who is
invited to participate in the discussion.
The person Incharge of the group discussion distributes in advance the material to be analyzed
in the form of required readings. The group discussion compares the reaction of trainees,
encourages discussion, defines the general trends and guides the participant to certain
conclusions.

Case studies: “The case study is based on the belief that the managerial competence can best be
attained through study, contemplation and discussion of concrete cases.” The ‘case’ is the set of
data, written or oral miniature, description and summary of such data that present issues and
problem calling for solutions or action on the part of trainee. When the trainees are given cases
to analyses, they are asked to identify the problem and recommend tentative solution for it. This
method offers to the trainees matter for reflection and brings home to them a sense of complexity
of life as oppose to theoretical simplifications of, and practices in the decision-making process.
The case study is primarily useful as a training technique for supervisors and is especially
valuable as the technique of developing decision- making skills and for broadening the
perspective of the training.
TRAINING CYCLE:-
TRANING AND DEVELOPMENT DEPARTMENT OF
OIL INIDA LIMITED:-

Oil India Limited management could visualize the greater role of training and
development activities for the organization. Accordingly a management training policy
was formulated in 1986 and 2(two) training institute namely MANAGEMENT
TRAINING AND DEVELOPMENT CENTRE

(MTDC) and OIL TAINING INSTITUTE (OTI) were established and becomeoperational in
1996 and 1997 respectively. MTDC complex houses the TRAINING & DEVELOPMENT
DEPTT, the Central Library, a hostel for newly selected Executive Trainees and a Faculty block
(Guesthouse) for visiting Faculties, Participants and other Company visitors. MTDC office
complex along with the Central Library conduct variousIn-House training programs, workshops
and seminars in its 3(three) Classrooms and 1(one) Auditorium.OTI has been relocated and a new
building with 2(two) Classrooms, 1(one) Workshop and 1(one) Exhibition room is been
constructed in the MTDC complex, adjacent to the present MTDCbuilding.

MTDC also caters to the need of the various apprentices passed fromthe ITI’S and Polytechniques
by providing them the training; it is also provided Training to students from different Engineering
Colleges and otherInstitutes/ Universities
SCOPE:-

The Training Policy will cover the Training and Development requirement of the total
workforce and the various program to be developed and administration will be
classified into the following categories for formulating strategies, objective, goals and
thurst areas-

Top Management Development Program-

1. Executive Development and Training Program.

2. Supervisory Development Program.
3. Employee Development and Refresher Program.
4. Skill and Competency Development Program.
5. Statutory Skills Training.
6. Orientation Program for new entrants.
7. Apprentices Training.
ACTIVITIES OF TRAINING AND DEVELOPMENT
DEPTT:-
1. Assessment of Training needs of individuals by department.
2. Prepare annual training plan, budget and calendar and obtain approval.
3. Organize in-house Training programs for executives and
work persons including statutory Training program for work
persons.
4. In- country Training.
5. Overseas Training.
6. Training by internal Trainers.
7. Onsite safety training.
8. Safety training for contractors workers.
9. Statutory safety program
BENEFITS FROM TRANING AND DEVELOPMENT DEPTT:-
 The training and development function will play a catalytic role to makeOIL
INDIA LIMITED a truly knowledge driven organization.
 Line managers and business heads will be drawn into a close partnershipwith
Training and Development.
 The planning and implementation aspects of the Training and
Development Policy will be strengthened.
 Training effectiveness will be given priority with periodic reviews.
 The Training and Development function will work very closely with the
other HR system in the company such as job rotation and succession
planning to ensure that the necessary HRD activities take place at the point
when it is required.
 The Training and Development Department is also doing the local training
programs in country and overseas training programs