assignment on Indian Oil

1. Organizational Behaviour Assignment
MBA Section – 7
Second Semester
Group –03
MODULE-3
ASSIGNMENT- 2
“INDIAN OIL”
Submitted to: Submitted by:
Dr Narendra Sadhwani Bharat Singh Gour
Deepak Sharma
Atul Mishra
Hritik Gupta

2. Employee Motivation Practices & Theoretical Understanding at IOCL:
Professional growth activities, comprising of:
Personal Business Commitments
At the start of each year, every Employee is expected to set personal business goals that align
directly with IOCL's overall business goals and values. These goals should guide the Employee
throughout the year. At the end of the year the Employee manager will evaluate how well the
defined goals are achieved, compared to peers, and give the Employee a PBC (Personal
Business Commitments) rating to reflect the overall performance. This rating will be a key
factor in determining performance bonus, pay increase, and career opportunities.
Individual Development Plan
Once PBC business and development goals are defined, it's time to add details to the plan of
action the Employee will take to ensure he/she meets his/her business objectives. It provides
a clear layout of short-term objectives as well as long-term goals. To complete the IDP, the
Employee and his/her manager agree together that goals and aspirations are realistic, and that
the identified actions support continued development and contributions to IOCL.
Understanding skills and competencies – the Learning Roadmaps
It is important that each employee understands the skills and competencies his/her business
unit or profession expects him/her to assess and master. Learning Roadmaps and Development
Models provide a concise view of the learning activities and resources available to develop

3. expertise within a given profession, organization, business unit, technical environment or
geography. Some learning tools available to all employees within IOCL:
o Foundational Competencies
o e-Learning
o IOCL Global Campus
o External education
o Skills assessment
o Knowledge management
Periodically, the competencies of employees are mapped according to their job role and market
demand, and opportunities are outlined for each employee. Employees also have access to the
IOCL internal job market through a tool called ‘Best Person for the Job’. It matches skills to
open vacancies and new work demands. This tool also matches skills to open vacancies in the
entire IOCL organization.
Motivate People Working for a World-class Company
IOCL has always believed that its continued success depends on the skills and motivation of
its employees. This is reflected in IOCL’s basic belief in respect for the individual. It follows
from this that IOCL should:
Help All Employees Develop their Potential and Make the Best Use of Their Abilities
Within IOCL, the focus is on contribution, teamwork and skill acquisition, all of which enable
the company to meet its business challenges while enabling personal development. All
employees participate in a continuous exercise of encouraged self-assessment, discussion and
review.
Provide a Learning Environment Which Encourages Career Development and Training
Opportunities
Our global skills framework allows employees to enhance their technical and industry skills
through the right mix of education, training, knowledge and experience. Our leadership
programs are available for eligible employees who wish to extend their career along a
managerial route.

4. Maintain Two-Way Communication between Manager and Employee, with an
Opportunity for a Fair Hearing and Equitable Settlement of Disagreements
The relationship between people and their managers is of central importance in the success of
IOCL’s human resources policies. The Company aims for clear and open communications, and
emphasizes the need for involvement and commitment on the employee’s part. Each employee
is assigned a mentor, a coach, a people manager as well as an HR manager. Also, from time to
time employees may be asked to participate in Employee Opinion Surveys in which views will
be sought on a wide range of issues relating to IOCL as a company and an employer.
Sometimes, issues will arise which cannot be resolved with their manager. There is also an
Open Door policy which allows employees to raise and discuss any concern at a higher
management level.
Value Diversity in the Workforce and Provide Equal Opportunity for all Employees
IOCL embraces diversity in our workforce. Diversity brings richness to our teams, which better
enables us to reflect the interests and demands of our customers and to reflect the characteristics
of the communities in which the employees live. IOCL’s work environment is inclusive of
individuals regardless of race, sex, sexual orientation, religion, disability or any other
characteristic. IOCL is fully committed to equal opportunity for all employees.
Reward and Profit Sharing
Rewarding employees financially improves levels of employee motivation and thus improves
productivity, which ultimately shows up in the 'bottom line'. IOCL believes that part of the
increased profits must be circulated back to the workforce responsible for it.
Staff Welfare Policy
IOCL firmly believes, that creating an environment that promotes excellence coupled with a
feeling of caring and concern towards individual employees, will contribute towards improving
morale and reducing attrition. While there is a system in place to reward/award employees on
the basis of performance, we need to focus on building team work and a feeling of belonging.
Employee Assistance Programme - MiTR
The Employee Assistance Programmes stems from our emphasis on the physical and emotional
well-being of our employees to ensure a fit, healthy, productive workforce. MiTR is constitutes
a team of emotional health experts - to provide free counseling services to employees.

5. The Employee Assistance (EA) offers free, confidential counseling and referral services
designed to help employees and their immediate family members resolve personal, emotional
and behavioral problems / issues that may be interfering with their work or home life.
Counseling may be done face to face or appointments taken for telephone counseling. Options
of e-counseling are also available. The overall objective is to improve employee well-being
and enhance their work / life balance. Issues dealt with include:
o Anger management
o Dealing with stress
o Difficult life changes
o Relationships
o Work related problems
o Parenting concerns
Flexible Benefit Plan Policy
The Flexible Benefits Plan (FBP) is designed to help reduce an employee's taxable base.
Center of competency (CoC)
The vision of CoC is to Create, Nurture and Build Professionals who are the Best in the
Business.
The goal is to grow skilled resources to support both current and future business direction.
The Center of Competence (CoC) carries out competency analysis and development activities.
This group was formed to provide necessary resources, competencies and competitive
advantage to the various Business Units. It is responsible for its activities in the locations
Bangalore, Pune and Gurgaon. It addresses the training and development needs of the
employees through classroom training, on-the-job skilling, certification, seminars/
conferences, computer-based training, videos for training and IOCL global campus. It also
evaluates the gap between the requirement and availability in terms of employee competencies
available to IOCL.
India learning center
The objective to set up this physical place of learning was to provide a wide range of viable
learning alternatives or modes for employees and managers to pursue continuous learning and

6. also to facilitate our journey towards becoming a learning organisation. Our Learning modes
are based on what the employees can influence and understand of their development needs.
Employees can choose from video learning, or computer based learning or global campus CD’s
or learning team rooms or library or opt for external trainings.
FACILITIES PROVIDED BYIOCL TO MOTIVATE ITS EMPLOYEES:
MEDICAL FACILITIES:
 Employees are provided free medical facilities, both ambulatory and hospitalization. Fully
equipped medical clinics are functioning at all important work places at base stations
manned by competent medical officers. The employees’ families are provided medical
facilities under Contributory Scheme on payment of nominal contribution.
STAFF HOUSING COLONIES:
 Staff quarters are provided at Mumbai, Calcutta, Delhi and Chennai and on some other
major stations subject to availability. Employees who are allotted staff quarters are not paid
House rent allowance (HRA). The recovery of license fee is made at the rate laid down by
the Corporation from time to time.
CANTEENS:
 Subsidized canteen services are provided at Delhi, Calcutta, Mumbai, Chennai, Hyderabad,
Bangalore and at Ahmedabad. At outstations subsidy is given to the staff clubs formed by
the staff for running tea clubs.
LOANS:
 Housing Loans: Employees are eligible for grant of housing loan subject to availability to
availability of funds after completion of 5 years of service. Maximum housing loan can be
granted upto Rs 3 lakhs.
 Vehicle Loans: Loans are granted for purchase of cars, scooters and cycles, subject to
availability of funds. Vehicle loan limits are as under:

7. New car Rs 75,000
Old car Rs 50,000
New scooter/ motor cycle Rs 15,000
Old scooter/ old motor cycle Rs 6,000
Cycle Rs 600
Miscellaneous Loan: Employees are also granted miscellaneous loans for meeting various
contingencies up to a maximum of Rs 15,000/-.
GROUP INSURNACE SCHEME
On the death of an employee while in service, his family is paid the group insurance, quantum
of which depends on the pay drawn by the employee at the time of this demise. This is a non-
contributory scheme. The insurance amount varies from Rs 80,000 to Rs 2 lacs.
0-4975 - 80,000
4976-6550 - 1,10,000
6551-7775 - 1,50,000

8. 7776- above 2 lacs - 2,00,000
IOCL EDUCATIONAL SCHOLARSHIP SCHEME FOR EMPLOYEES’ WARDS:
The wards of employees studying in class II and above are granted educational scholarship for
maximum of two wards. The amount of scholarship varies depending upon the class, which the
student is studying, and the type of course he is pursuing.
I. Under this scheme, the ward of an employee who has put in one years’ service is granted
scholarships for studies.
II. Employees in erstwhile grade ½ are eligible to get the scholarship for two children
irrespective of the marks obtained by them. They get the scholarship on ‘Pass Basis’ in
the last annual examination.
III. For all other employees, the first scholarship is given to the child obtaining a minimum
of 50% marks in the aggregate and the second child obtaining a minimum of 60% marks
in the aggregate in the last annual examination. Wards of SC/ST employees are eligible
for grant of scholarship on their assign the examination irrespective of the percentage
of marks obtained.
IV. The children studying in Class II onwards are eligible for grant of scholarship in a year
HOLIDAY HOMES
 Holiday homes have been established at a number of hill resorts and places of tourist
interest. Staff is required to pay a nominal rent for the accommodation.
LONG SERVICE MEMENTOS
 Employees on completion of 25 years of satisfactory service are awarded long service
mementos in recognition of their services.
FESTIVAL ADVANCE
 Festival advance is admissible to all employees on one occasion in a calendar year on
Holi/Id-ul-Fitr/ Dusshera/ Diwali/ X-mas festivals. Employees with less than six years of
service can avail festival advance only after they furnish a surety of another employee of
IOCL who has put at least six years’ service in IOCL. The advance payable is Rs 3,000/-

9. and Rs 4,000/- depending upon the employee’s basic pay and is recovered in 10 monthly
interest free instalments.
FINANCIAL ASSISTANCE TO EMPLOYEES PURSUING HIGHER STUDIES
 Employees who wish to pursue higher studies are granted financial assistance subject to a
maximum of two courses in the entire service of the employee. Employees are reimbursed
tuition fee, admission fee, examination fee and an amount up to Rs 300/- for the purchase
of books.
COOPERATIVE THRIFT & CREDIT SOCIETY/ FAIR PRICE SHOP/ DEATH
BENEFIT SOCIETY
 The company grants various facilities, to the above societies, formed by the employees
from time to time.
SUBSIDIZED TRANSPORT
 Employees working at the offices at Delhi, Bombay and Calcutta are provided fee/
subsidized transport from various rallying points.
WELFARE FACILITIES IN IOCL
 Employee benefits can be classified under statutory benefits and non-statutory benefits:
 Statutory benefits are covered under the following Acts:
- Workers Compensation Act - 1923
- Provident Funds Act - 1925
- Payment of Wages Act - 1936
- Industrial Disputes Act - 1947
- Employee State Insurance Act - 1948
- Factories Act - 1948

10. - Provident Fund and Misc. Provisions Act - 1952
- Payment of Gratuity Act - 1972
NON-STATUTORYBENEFITSTO THE EMPLOYEES OF IOCL
 MEDICAL BENEFITS
For employees - Non-contributory
For employees families - CFMS - Contributory
 CANTEENS
Staff Canteens
Tea Corners at Outstations / Tea Clubs
 STAFF HOUSING COLONIES
At Delhi, Mumbai, Kolkata, Chennai, Bangalore & Ahmedabad
 COMMUNITY CENTERS
SPORTS
Sports Clubs
Recreation Centres
 HOLIDAY HOMES
WR - Goa, Lucknow
ER - Gangtok
SR - Kodaikanal
NR - Mussoorie, Dharamshala

11.  GRANTS
Discretionary grants - for extraordinary situations - non repayable.
SPECIAL ADVANCE
For natural calamities like flood or drought, advance is repayable in certain monthly
instalments.
 LOANS
o Housing Loans
o Vehicle loans (cycle, scooter & car)
o Miscellaneous loans (repair of house, repair of car, marriage, higher education for
children, religious ceremonies, for medical expenses).
 FESTIVAL ADVANCE
 IOCL EDUCATIONAL SCHOLARSHIP SCHEME
 LONG SERVICE MEMENTO
 Funeral expenses (death while in service)
 Retirement gift
 Group insurance
Ranging within 80,000/- to 2,00,000/- based on the basic pay.
 Leave encashment (up to 300 days)
 Passages
INDIAN OIL CORPORATION LIMITED (IOCL)
IOCL carries out periodic employee motivation and employee satisfaction surveys graphical
representation:

12. Satisfaction Factors
0 10 20 30 40 50 60 70 80 90 100
Personal Life
Supervision - technical
Company Policy and Administration
Job Security
Salary
Advancement
Interpersonal relations - subordinates
Interpersonal relations - supervisors/manager
Interpersonal relations - peers
Working conditions
Responsibility
Technical Leadership
Achievement
Possibility of Growth
Recognition
Work Itself
Total
% Frequency High
Factors
% Frequency of Satisfaction Factors for IOCL Professionals