PROJECT REPORT

ON

HRM PRACTICES IN

BHARAT OIL & GAS CORPORATION

LTD.

By: 1
 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 Management
An 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

Planning Procurement Development Compensation Integration Maintenance

Organizing Job Analysis Performance Job Evaluation Motivation Health

Appraisal
HR Planning
Job Satisfaction
Safety
Directing Recruitment Wages & Salary
Transisting
Selection
Grievance Social Security
Bonus &
Controlling Placement Executional Handling
Incentives
Induction Collective Welfare
Careers Payroll
Bargaining Schemes
Transfer Planning &
Develop Conflict
Promotion Personal
Management
records
Personnel
Participation Of
Research
employees
Personnel Audit
Discipline
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 HUMAN RESOURCE PROCESS
 
 
 
 
 
Human Resource

Planning
 
 
Recruitment
  Staffing
 
  Selection
 
  Training &
  Development
 
 
 
Performance 
Appraisal

Compensation

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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. 9
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.
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6. To provide a factual basis for the consideration of wage rates for
 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.

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8.Induction.
 INDUCTION LEVEL & MODE OF SELECTION
INDUCTION LEVEL MODE OF SELECTION

S1 Unskilled posts Interview

S3 Skilled and clerical Tests & Interview

posts (ITIs etc.)
 

S6 Diploma holders in Test and/or Interview

engineering disciplines or
other professional
qualifications.
E2 Bachelor of engg. Tests & Group discussions or
/MBA & equivalents.
 
interview.
 

 
E 3 Experienced Interview
Professionals 13
 
 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

40%

60% Used Job Analysis Methods

Long Term
Planning
Short Term
Planning

34% 33%

Job Description

Job Specification

Job Evaluation
33%
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 Job Specifications Method for Recruitment

Advertisements
20% 20%
10% 10%
National
Employment&
20% Service
Physical Departmental
Characterstics Candidates
Psychological
Characterstics Campus
Personal
Recruitment
Characterstics
Job 10% 50%
30% 30% Characterstics Deputation

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 Preference in Recruitment

20%
Ex Appropriated
Land Owners

10%
Selection Procedure
Dependents of the
70% Deceased
Employees

Outstanding
Sportsman 5%
30% Interview

Test + Interview
50%
15%
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
 
  Long Term
 
A) Planning
Short Term
 
B) Planning

2) Which method is adopted for recruitment?

 
A) Advertisements

National  
B) Employment/Service
Departmental
 
C) Candidates
Campus
 
D) Recruitment
 
E) Deputation 20
3) Motivational sources used by B.O.G.C.L. is

 
A) Reward Systems
Punishment
 
B) 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 22