1. ABOUT THE INDUSTRY
Natural history
Petroleum is a naturally occurring liquid found in rock formations. It consists of
a complex mixture of hydrocarbons of various molecular weights, plus other
organic compounds. It is generally accepted that oil is formed mostly from the
carbon rich remains of ancient plankton after exposure to heat and pressure
in the Earth's crust over hundreds of millions of years. Over time, the decayed
residue was covered by layers of mud and silt, sinking further down into the
Earth‟s crust and preserved there between hot and pressured layers,
gradually transforming into oil reservoirs.
Early history
Petroleum in an unrefined state has been utilized by humans for over 5000
years. Oil in general has been used since early human history to keep fires
ablaze, and also for warfare.
Its importance in the world economy evolved slowly, with whale oil used for
lighting into the 19th century, and wood and coal used for heating and cooking
well into the 20th Century. A petroleum industry emerged in North
America in Canada and the United States. The Industrial
Revolution generated an increasing need for energy which was fueled mainly
by coal, with other sources including whale oil. However, it was discovered
that kerosene could be extracted from crude oil and used as a light and
heating fuel. Petroleum was in great demand, and by the twentieth century
had become the most valuable commodity traded on the world market.
The petroleum industry includes the global processes of
exploration, extraction, refining, transporting (often by oil
tankersand pipelines), and marketing petroleum products. The largest volume
products of the industry are fuel oil and gasoline (petrol). Petroleum is also the
raw material for many chemical products, including pharmaceuticals, solvents,
fertilizers, pesticides, and plastics.
The industry is usually divided into three major
components: upstream, midstream and downstream. Midstream operations
are usually included in the downstream category.
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2. UPSTREAM SECTOR:
The upstream sector, also known as the exploration and production (E & P)
sector, is concerned with the search for potential underground or underwater
oil and gas fields, the drilling of exploratory wells, and subsequently operating
in the wells that recover and bring the crude oil and/or raw natural gas to the
surface.
MIDSTREAM SECTOR:
The midstream sector processes, stores, market and transports commodities
such as crude oil, natural gas and natural gas liquids such as ethane, propane
and butane.
DOWNSTREAM SECTOR:
The downstream sector includes oil refineries, petrochemical plants, petroleum
product distribution, retail outlets and natural gas distribution companies. The
downstream sector reaches thousands of products such as gasoline, diesel, jet
fuel, heating oil, asphalt, lubricants, synthetic rubber, plastics, fertilizers,
antifreeze, pesticides, pharmaceuticals, natural gas and propane to consumers.
OIL INDUSTRY STRUCTURE
UPSTREAM :
Oil and Natural Gas co. ltd.
Oil India Ltd.
MIDSTREAM
Gas Authority of India Ltd.
DOWNSTREAM
Indian Oil Corporation Ltd.
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3. Bharat Petroleum Co. Ltd.(BPCL)
Hindustan Petroleum Co. Ltd. (HPCL)
Reliance
Manglore Refinery
Petroleum is vital to many industries, and is of importance to the
maintenance of industrial civilization itself, and thus is a critical concern for
many nations. Oil accounts for a large percentage of the world‟s energy
consumption, ranging from a low of 32% for Europe and Asia, up to a high of
53% for the Middle East.
Other geographic regions‟ consumption patterns are as follows:
South and Central America (44%), Africa (41%), and North America (40%).
The world consumes 30 billion barrels (4.8 km³) of oil per year, with
developed nations being the largest consumers. The United States consumed
25% of the oil produced in 2007. The production, distribution, refining, and
retailing of petroleum taken as a whole represents the world's largest industry
in terms of dollar value.
Governments such as the United States government provide a heavy
public subsidy to petroleum companies, with major tax breaks at virtually
every stage of oil exploration and extraction, including for the costs of oil field
leases and drilling equipment.
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4. WORLD MARKET
The forecast for world economic growth in 2011 remains at 3.9% following off-
setting revisions in the US, Japan and Euro-zone. Growth in the developing
countries remains unchanged, with China growing by 9.0% and India by 8.1%
this year. In 2012, the world economy is expected to grow by 4.1%, slightly
higher than in 2011. The OECD is forecast to grow by 2.5%, compared with
this year‟s growth of 2.1%. OECD growth is supported by the recovery in the
Japanese economy, which is expected to expand by 2.5%. US growth is
forecast at a higher 2.9%, while growth in the Euro-zone is seen slowing to
1.5%, due to planned austerity measures. The strong expansion in the
developing countries is expected to ease somewhat, with China forecast at
8.5% and India at 7.7%.
World oil demand is forecast to grow by 1.36 mb/d in 2011, slightly lower
than in the previous year, as the unsteady global economy has added risks to
the forecast. In 2012, global oil demand is expected to grow at a slightly lower
1.32 mb/d. The global economic recovery has been facing challenges across
the OECD, adding to the uncertainties to next year‟s forecast. The oil market
has been volatile, making future oil demand estimates hard to predict. An
unsteady world economy is negatively affecting the oil market and imposing a
high range of uncertainty for the short term
Source: www.opec.org
Forecasted growth in 2011 world oil demand, by product
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5. Non-OPEC (ORGANISATION OF PETROLEUM EXPORTING COUNTRIS)
supply is expected to increase by 0.6 mb/d in 2011, representing a marginal
downward revision from last month, primarily due to weaker production data in
the first half of the year. In 2012, non-OPEC oil supply is expected to grow by
0.7 mb/d
The demand for OPEC crude in 2011 is estimated at 30.0 mb/d, around 0.1
mb/d higher than in the previous report. This indicates a rise of 0.4 mb/d over
the previous year. In 2012, the initial forecasts for world oil demand, non-
OPEC supply and OPEC NGLs indicate a demand for OPEC crude of 30.3
mb/d, an increase of 0.3 mb/d over the current year. However, these forecasts
could be impacted by unforeseen events.
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6. INDIAN MARKET
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7. GROWTH OF THE INDUSTRY
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8. MAJOR COMPANIES IN INDUSTRY
1. Indian Oil Corporation
2. ONGC
3. Bharat Petroleum
4. Reliance Petroleum Limited
5. Essar Oil Limited
6. Gas Authority of India
7. Hindustan Petroleum Corporation
8. Aban
9. Oil India Limited
10. Tata Petrodyne
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9. INTRODUCTION ABOUT IOCL
Indian Oil Corporation Ltd. Is India‟s largest commercial enterprise. Indian Oil
was incorporated on 30th June, 1959 under the name and style of Indian Oil
Company Ltd. Upon merger with Indian Refineries Ltd. On September 1,
1964, the name of the company was changed to Indian Oil Corporation Ltd.
Guwahati Refinery, the first public sector refinery of the country, was built with
Romanian collaboration and was inaugurated by the first Prime Minister of
India, Pandit Jawaharlal Nehru, on 1st January 1962.
Indian Oil refineries registered a record throughput of 35.3 million tonnes
during the financial year surpassing the previous best of 33.8 million tonnes in
2001-2002.
Indian oil is investing Rs. 43,393 crore (US $ 10.8 billion) during the period
2007-2012 in augmentation of refining and pipeline capacities, expansion of
marketing infrastructure and product quality up gradation as well as in
integration and diversification project.
CORPORATE LOGO
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10. VISION AND VALUES
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11. VISION
“A major diversified, transactional, integrated energy company, with national
leadership and a strong environment conscience, playing a national role in oil
security & public distribution.”
VALUES
Care - stands for
Concern
Empathy
Understanding
Cooperation
Empowerment
Innovation - stands for
Creativity
Ability to learn
Flexibility
Change
Trust - stands for
Delivered Promises
Reliability
Dependability
Integrity
Truthfulness
Transparency
Passion - stands for
Commitment
Dedication
Pride
Inspiration
Ownership
Zeal & Zest
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12. OBJECTIVES
To serve the national interest in the oil and related sector in accordance
and consistent with government policies.
To ensure and maintain continuous and smooth supplies of petroleum
products by way of crude Refining, Transportation and Marketing activities
and to provide appropriate assistance to the consumer to conserve and use
petroleum product efficiently.
To earn a reasonable rate of interest on investment. To work to words
the achievement to self sufficiency in the field of oil refining by setting up
adequate capacity and to build up expertise inlaying of crude oil and
petroleum product pipelines.
To create a strong research and development base in the field of oil
refining and stimulate the development of new product formulations with a
view to minimize / eliminate their imports and to have generation products.
To maximize utilization of the existing facilities in order to improve
efficiency and increase productivity.

To optimize utilization of its refining capacity and maximize distillate yields
from refining of crude oil to minimize foreign exchange to outgo.

To minimize fuel consumption in refineries and stock losses in marketing
operations to effect energy conservation.
To further enhance distribution network for providing plan / government
approval.
To avail of all viable opportunities, both national and global, arising out of
the liberalization policies
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13. OBLIGATIONS

Towards customers and dealers to provide prompt courteous and efficient
service and quality products at competitive prices.

Towards suppliers to ensure prompt dealings with integrity, impartiality and
courtesy and help promote ancillary industries.

Towards employees to develop their capabilities and facilitate their
advancement through appropriate training and career planning. To have fair
dealings with recognized representatives of employees in pursuance of
healthy industrial relations practices and sound personnel policies.

Towards community to develop techno-economically viable and
environment-friendly products. To maintain the highest standards in respect of
safety, environment protection and occupational health at all production units.
Towards Defense Services to maintain adequate supplies to Defense and
other Para-military services during normal as well as emergency situations.
ORGANIZATION STRUCTURE
The organizational structure of Indian Oil Corporation Ltd is divided on the
basis of the company’s functions comprising of pipelines, refineries,
research & development, marketing, human resource, finance, planning and
business.
Each division is headed by a director with general managers and
executive directors working under him.
On the basis of my observations, I can state that the organization
structure of Indian Oil is fairly flat with few levels of intervening management
between staff and managers. Rather than being closely supervised by many
layers of management, workers are more directly involved in the decision
making process concerned with the company. There are many individual units
within the organization which enables the existence of a horizontal
organization structure. Employee involvement is thus encouraged through a
decentralized decision making process.
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14. MAJOR DIVISONS OF IOCL
INDIAN OIL CORPORATION
LIMITED
REFINERIES PIPELINE MARKETING R&D IBP
Corporate office : NEW DELHI Registered office :
MUMBAI
BUSINESS IN IOCL
Refining
Pipelines
Marketing
Research & Development
Petrochemicals
Gas
Exploration & Production
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15. REFINING
Indian Oil presently owns and operates 10 out of India‟s 19 refineries with
current combined capacity of 60.2 million tons per annum. During the year
2007-08 Indian Oil Refineries recorded a crude oil throughput of 40.4 million
tones. The seven refineries together achieve a capacity utilization of 93.1%,
higher than the Asia-Pacific average of 91.5% which also happen to be the
highest in the last six years. The fiscal year 2007 also witnessed Indian Oil
becoming the first public sector organization in the country to have its own
ship chartering cell, which is functioning under the Refineries Division.
All the refinery units are accredited with ISO 9002 and ISO 14001
certifications. The refineries are as follows:
 Gujarat Refinery Ltd.
 Koyali Refinery
 Guwahati Refinery (Assam)
 Digboi Refinery (Upper Assam)
 Barauni Refinery (Near Patna, Bihar)
 Haldia Refinery (Near Kolkata, West Bengal)
 Mathura Refinery (Near Delhi)
 Panipath Refinery (Near Delhi)
 BRPL (Bongaigaon Refinery & Petrochemicals Ltd.)
 CPCL (Chennai Petroleum Corporation Ltd.)
PIPELINES
Indian Oil owns and operates a pipeline network of 9300 km, the largest
network of crude oil and product pipelines in India. This widespread network
of pipeline achieved the highest ever throughput of 45.35 million metric tons
during the year 2008-09. The major pipelines of Indian Oil are:
 Salaya Mathura Pipeline
 Kandla Bhatinda Pipeline
 Mathura Jalandhar Pipeline
 Guwahati Siliguri Pipeline
 Barauni Kanpur Pipeline
 Haldia Barauni Pipeline
 Koyali Roorkee Pipeline
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16. MARKETING
Indian Oil has a wide spread marketing network with over 23000 sales point.
These include petrol/diesel stations, consumer outlets, lube distributors,
SERVO shops and LPG distributors. The regional offices are in charge of the
North, East, West and Southern Regions of India and Assam Division
supplements operation in the North-East. State level, divisional and Indane
area offices have also been set up in each region. Indian Oil commands a
dominant market share in the petroleum retail segment in India and has over
10144 petrol and diesel stations spread throughout the country along with an
additional 3272 of the subsidiary company, IBP Company Ltd.
RESEARCH & DEVLOPEMENT
Operating the first R&D Centre to get ISO 9002 and 14001 Certifications,
Indian Oil boasts of having the best R&D center in Asia which is also one of
the finest in the world. It has been involved in world class petroleum research
and is carrying out extensive work on refinery processes and transportation
pipelines.
PETROCHEMICALS
Indian oil has been continuously striving for growth by incorporating its core
business with opportunity available in the petrochemicals sector. The
company is currently executing a plan to achieve Rs.30000 crores (US $ 6.8
billion) investment by the year 2011-12. In order to implement this plan, a
world scale linear alklyl benzene (LAB) at Gujarat Refinery and an integrated
Paraxylene/ Purified Terephthalic Acid (PX/ PTA) plant at Panipath are
already in operation. A naphtha cracker with downstream polymer units,
designed to produce 800000 tons per annum of propylene is coming up at
Panipath. In order to strengthen its presence in the petrochemicals sector,
Indian Oil also plans to develop a refinery cum petrochemicals complex at
Paradip on the east coast of India.
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17. GAS
As a step towards expanding its business in the Natural Gas sector Indian Oil
has signed a Memorandum of Understanding (MOU) with Iran to implement
the import of 1.75 million tons per annum.
Entry in the shipping business is being actively pursued in order to implement
the corporation’s strategy to participate in the entire gas value chain.
Indian Oil has also embarked on a pilot project to supply Liquefied Natural
Gas (LNG) through cryogenic road/ rail tankers as the limited gas pipeline
infrastructure in the country presents good opportunities in this area
EXPLORATION & PRODUCTION
Having participated actively in the bidding rounds to increase the indigenous
production of oil, Indian Oil under the New Exploration Licensing Policy
(NELP) in consortium with other companies has bagged nine blocks in the
first three rounds.
The corporation has also obtained participating interest in onshore blocks in
Assam and Arunachal Pradesh.
Indian Oil has undertaken overseas ventures including two gas blocks in the
Sirte basin of Libya, the Farsi exploration block in Iran and onshore farm in
arrangement in Gabon.
Opportunity is being explored to acquire a suitable medium sized E&P
company in order to consolidate its upstream portfolio.
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18. PROFILE OF GUJARAT REFINERY
Gujarat Refinery a prestigious refinery of Indian Oil Corporation Limited began
its operation in 1965. Since then, the refinery has grown to be the company‟s
largest and country‟s second largest refinery.
The refinery‟s success is built upon business and community partnerships
with the people of Vadodara, as well as production of quality products that are
compatible with the community and the environment. At the heart of Gujarat
Refinery‟s success, are its employees and their commitment to Indian Oil‟s
vision and mission.
Gujarat Refinery is situated at Jawaharnagar near Bajwa Railway station on
the broad gauge line between Bombay-Ahmedabad on Western Railway at a
distance of nearly 10 KM north of Baroda. Also it is connected with the
national highway No. 8, which is connecting both Bombay-Ahmedabad and
Bombay-Delhi is about 4 km east of Refinery Township. The Refinery is
spread over an area of 1950 acres including Asoj and Dumad terminal
operations. Refinery units cover about 850 acres. About 135 acres is
developed as green belt area, which is home to all wildlife botanical species
indigenous to this region.
The refinery township is situated at distance of about 2.5 km from the plant
which is spread over 250 acers comprising more than 1900 quarters,
shopping complex, bank and post office, two schools, stadium, open air
theatre, outdoor sports stadium, two guest houses and an officers‟ club.
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19. PRODUCTS OF GUJARAT REFINERY & THEIR USES
1 Motor spirit (petrol) Fuel for vehicles
2 Naphtha Feed for naphtha crackers of IPCL for
olefins productivity xylene. Manufacture of
fertilizer.
3 Diesel Fuel for heavy vehicle.
4 Benzene petrochemicals
5 Toluene As solvent, feed stock for other chemical
6 N-heptane Solvent for IPC.
7 Cracked LPG For manufacture of polypropylene.
8 Low sulphur heavy Fuel for fertilizer & power plan
stock(L.S.H.S.)
9 Low Aluminium For aluminium rolling factories.
Rolling Oil
(L.A.R.O)
10 Food Grade Solvent for oil extraction for vegetable oil
Hexan (F.G.H) industry
11 Sulphur Manufacture of Sulphuric acid.
12 Solvent-90 Solvent for rubber industries
13 Superior Kerosene Domestic fuel.
14 Aviation Turbine Fuel for aircraft.
Fuel (A.T.F)
15 Linear Alkyl Used for production of LAB (raw-material for
Benzene Feed detergent).
Stock (L.A.B.F.S)
16 Light Diesel Oil For agriculture use
(LDO)
17 Furnace oil Fuel for industries
18 Bitumen For carpeting roads.
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20. HUMAN RESORCE AT IOCL
The powers & duties of the officers and workmen of the Company are
derived mainly from job descriptions, manuals, terms and conditions of
appointment and Delegation of Authorities enunciated by the Corporation. The
officers & workmen of the Company are appointed for carrying out the
business operations of the Company, which are in line with the objectives
specified in the Memorandum of Association of the Company.
While discharging duties and responsibilities, officers & workmen of
the Company are complying with the applicable provisions of statutes and
rules and regulations framed there under. Procedures followed in the
Decision-Making Process, Including Channels of Supervision and
Accountability.
1. Board of Directors
2. Chairman
3. Functional Directors
4. Executives
Overall management of the Company is vested with the Board of
Directors of the Company. The Board of Directors is the highest decision
making body within the Company.
As per the provisions of the Companies Act, 1956 certain matters
require the approval of the shareholders of the Company in General Meeting.
The Board of Directors is accountable to the shareholders of the
Company, which is the ultimate authority of a Company. Indian Oil being a
Public Sector Enterprise (PSE), the Board of Directors of the Company is also
accountable to Government of India.
The day-to-day management of the Company is entrusted on the
Chairman and the Functional Directors and other Officers of the Company.
The Board of Directors has delegated powers to the Chairman, Functional
Directors, who have in turn delegated powers to the Executives of the
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21. Company through Delegation of Powers. The Chairman, Functional Directors
and other officers exercise their decision-making powers as per this
delegation of powers.
The Chairman, Functional Directors and other Executives are
accountable to Board of Directors for proper discharge of their duties &
responsibilities.
The powers, which are not delegated, are exercised by the Board of
Directors subject to the restrictions and provisions of the Companies Act,
1956.
RECRUITMENT
IndianOil recruits bright and professionally qualified people for its
executive cadre. It follows a mix of open and campus recruitment.
For open recruitment advertisements are published in leading
national dailies. Interested candidates meeting IndianOil‟s requirements can
apply online. Applications are then scrutinised and checked for eligibility. The
candidates meeting the criteria set by IndianOil are then called for a written
test. Based on their performance in the written test, they are further called for
group discussion/ group task and interview.
For campus recruitment, IndianOil visits the IITs, NITs and other
reputed technical institutes of the country for recruiting final year engineering
students, and prominent business management institutes for final year MBA
students. It also recruits Chartered Accountants from various centres of the
Institute of Chartered Accountants of India (ICAI).
Qualifications
The prescribed qualifications are a minimum of 65% marks in
Engineering or Business Management from recognised institutes
Pass class as declared by the respective Institute for SC/ST/PH
candidates in the qualifying Degree examination
Only full-time regular courses from recognised Indian universities/
institutes are considered
For Boiler Operation Engineers (BOEs), the requirement of minimum 65%
marks in the qualifying Engineering Degree examination is not applicable.
Engineering Disciplines:
Bachelor‟s Degree in Engineering /Technology from the following branches
are generally considered:
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22. Chemical, including Petrochemical/ Polymer Engineering
Mechanical [excluding Production/Industrial] Engineering
Electrical
Civil (Excluding Construction/ Structural)
Instrumentation & Control
Metallurgy
Computer Science
Boiler Operation Engineer (BOE):
Bachelor‟s Degree in Engineering/Technology in Electrical or Mechanical with
Boiler Operation Engineer's Certificate (1st Class proficiency)
Minimum two years, post-BOE experience in the operation of large size
thermal power plant having a coal/oil/gas fuelled boiler
Period of experience relaxed to ONE year for SC/ST candidates
Business Management
Master of Business Administration (MBA) or its equivalent 2-year Post-
Graduate Diploma in Marketing and Finance
Master of Business Administration (MBA) or its equivalent 2-year Post-
Graduate Diploma with specialisation in Personnel Management & Industrial
Relations
Master of Business Administration (MBA) or its equivalent 2-year Post-
Graduate Diploma in Human Resource/Master of Social Work
It may be noted that recruitment from all branches of Engineering or Business
Management or BOE does not take place every year.
B. Age Limit
Not exceeding 26 years for Engineers/Graduate Apprentice Engineers
(GAEs)/ Management Graduates (HR) and 28 years for BOEs as on 30th
June of the year of joining IndianOil
Relaxation in upper age limit by 5 years is extended for SC/ST/Ex-
Servicemen applicants, 3 years for OBC & 10 years for physically
handicapped persons
C. Health
Pre-Employment Medical Guidelines
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23. Prospective candidates seeking employment with IndianOil may please see
the pre-employment medical guidelines and criteria for physical fitness.
D. Selection Process
For open recruitment, the selection methodology comprises - Written Test
(objective type consisting of two parts - General Aptitude and Discipline
Knowledge), Group Discussion / Group Task and Personal Interview for
assessment of different facets of knowledge, skill, attitude and aptitude
Candidates will have to pass through each stage of the selection process
successfully before being adjudged as suitable for final selection
Candidates applying for BOE discipline will not be required to appear in the
written test
E. Execution of Service Bond
All the selected candidates, irrespective of open or campus recruitment, will
have to execute a bond of Rs.1 Lakh (Rs.25,000/- for SC/ST/OBC & PH
candidates) giving a commitment to serve the Corporation for a minimum
period of three years from the date of joining
Perks and Perquisites
Car purchase advance immediately after induction training - Rs. 2.65 lakh (@
nominal interest of 2.5%)
Computer and furniture at home (provided by Company)
House-building advance after 5 years of service - Rs. 12 lakh (@ nominal 5%
interest). Insurance coverage for house is also provided at nominal 0.5%
Almost unlimited medical benefits and nomination facility at best of the
hospitals across the country for self and dependents
Opportunity to avail of full fee reimbursement (up to Rs. 3 lakh) for part-time
MBA programme at best of the institutes in India
Individual performance-based incentives
Life-time medical care: Post-retirement medical benefits
Holiday Homes facility during service & after retirement
Nominated hotels facility on tours / leave
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24. Apart from attractive scales and perks, IndianOil provides its employees many
facilities and welfare measures, which are continuously upgraded. The
medical facilities extended to the employees are rated amongst the best in the
country. Apart from fully equipped hospitals at refinery townships, the
Corporation has also nominated hospitals at various locations to meet
employee needs. Holiday homes at select locations throughout the country
help employees and their families unwind.
Induction
In a bid to facilitate the induction of a fresh recruit into the IndianOil family, all
new recruits are imparted induction training. The induction programme
consists of a Corporate Module as well Divisions-specific modules. These
modules provide not only a macro view of the business and endeavours of
IndianOil but also a micro insight of its various functions. A unique blend of
classroom training as well as field visits helps fresh entrants understand the
grassroots working of the organisation. Believing in the power of enriched
experience, these training modules also provide ample opportunity to the
officers for interacting with the senior management, including Directors on the
Board through open sessions.
Work opportunities at IOCL
IndianOil inducts officers at the junior-most level of the management
hierarchy(A Grade). First division professional degree holders and post-
graduates from relevant disciplines are recruited as management / engineer
trainees, accounts officers, medical officers, lab officers, systems officers,
communications officers, scientists, etc.
Job rotation and inter-location transfers throughout the country
facilitate planned development of careers and broaden outlook. Career growth
opportunities are based on the individual's performance and contribution to
the common goal of sustained growth. Most of IndianOil's top executives have
grown from within -- a testimony to the unlimited opportunities for growth
available to the meritorious.
24

25. IndianOil offers a world of opportunities across more than 600 locations In
India including refineries, pipeline, terminals, marketing units such as LPG
bottling plants, bulk storage terminals, Aviation Fuel Stations,
Retail/Consumer/Lubricants sales, and at the R&D Centre at the entry level.
"CSR: A Cornerstone of our Enduring Success"
At IndianOil, corporate social responsibility (CSR) has been the cornerstone
of success right from inception in the year 1964. The Corporation‟s objectives
in this key performance area are enshrined in its Mission statement: "…to help
enrich the quality of life of the community and preserve ecological balance
and heritage through a strong environment conscience."
We at IndianOil have defined a set of core values for ourselves – Care,
Innovation, Passion and Trust – to guide us in all we do. We take pride in
being able to claim all our countrymen as our customers. That‟s why, we
coined the phrase, “IndianOil – India Inspired", in our corporate campaigns.
Public corporations like IndianOil are essentially organs of society deploying
significant public resources. We, therefore, are aware of the need to work
beyond financial considerations and put in that little extra to ensure that we
are perceived not just as corporate behemoths that exist for profits, but as
wholesome entities created for the good of the society and for improving the
quality of life of the communities we serve.
As a constructive partner in the
communities in which it operates, IndianOil has been taking concrete action to
realise its social responsibility objectives, thereby building value for its
shareholders and customers. The Corporation respects human rights, values
its employees, and invests in innovative technologies and solutions for
sustainable energy flow and economic growth. In the past five decades,
IndianOil has supported innumerable social and community initiatives in India.
Touching the lives of millions of people positively by supporting environmental
and health-care projects and social, cultural and educational programmes.
Besides focusing primarily on the welfare of economically and socially
deprived sections of society, IndianOil also aims at developing techno-
25

26. economically viable and environment-friendly products&services for the
benefit of millions of its consumers, while at the same time ensuring the
highest standards of safety and environment protection in its operations.
Careers
IndianOil is India's largest commercial enterprise & the flagship national
oil company.
Working with IndianOil, you get a golden opportunity to work in an
internationally growing industry.
EmployeeProfile
The Corporation‟s employee strength as on March 31, 2010 was 34,363
including 14,210 officers. There are 2,624 women employees, constituting
7.64% of the total manpower.
IndianOil's unique work culture is based on trust, openness and a commitment
to creativity and consultation. The organisation identifies each and everyone
of its employees as an achiever who will make a difference. The experience
and the knowledge gained by its people in building this mammoth
organisation is now sought after by other developing countries.
Career Growth Opportunities
IndianOil inducts officers at the junior-most level of the management
hierarchy. First division professional degree holders and post-graduates from
relevant disciplines are recruited as management / engineer trainees,
accounts officers, medical officers, lab officers, systems officers,
communications officers, scientists, etc.
Job rotation and inter-location transfers throughout the country facilitate
planned development of careers and broaden outlook. Career growth
opportunities are based on the individual's performance and contribution to
the common goal of sustained growth. IndianOil's top executives have grown
from within -- a testimony to the unlimited opportunities for growth available to
the meritorious.
26

27. Entrepreneurial Culture
IndianOil encourages employee participation in management and suitably
rewards innovative suggestions. Participative forums in the form of joint
management councils, quality circles, suggestions scheme, etc. enrich its
work culture. IndianOil today has one of the best records in the industry for
accident-free man-hours.
An Inspiring Work Environment
IndianOil's unique work culture is based on the core values of Care-
Innovation- Passion-Trust and encourages openness and a commitment to
creativity and consultation. The experience and the knowledge gained by its
people in building this mammoth organisation is now sought after by other
developing countries.
IndianOil operates within transparent HR policies and procedures with a well-
defined online performance measurement system in place. Potential decides
promotion and it follows a well-defined career plan model for all officers,
offering exposure to different functional areas through intra-functional & inter-
functional job rotation to improve managerial capability.
Diverse Business Interests
IndianOil's diverse business interests
range from Refining, Marketing & Distribution, Pipeline Transportation, R&D
and Technology Solutions, Petrochemicals, Gas marketing, Exploration &
Production and Green Fuels.
Continuous Learning Curve
27

28. IndianOil is an academy company with 21 training centres for mid-career skill-
sets upgradation. You will get to rub shoulders with a peer group drawn from
the best technical and B-schools in India. You will have a deep personal and
job satisfaction when you get the wonderful opportunity to use cutting-edge
technology in refinery & pipeline operations, projects, automation, reward
management, etc.
IndianOil has an apex-learning institute - IndianOil Institute of Petroleum
Management (IiPM) at Gurgaon - which conducts Management Development
Programmes round the year on organisational goals and strategies,
diversification and globalisation plans.
The IndianOil Institute of Petroleum Management has been established with
the objective of imparting management education. In a dynamic business
environment, managers need to constantly upgrade competencies and
strengthen individual capacities for organisational effectiveness. The Institute
offers unique learning opportunities around contemporary management
practices and applications through a wide range of learning strategies,
including management development programmes in all major areas.
The pedagogies and programmes are primarily focused on petroleum and
energy management. The repertoire of learning services is on offer on select
basis to managers from industry on national and international basis.
Welfare of Employees
Apart from attractive scales and perks, IndianOil provides its employees many
facilities and welfare measures which are continuously upgraded. The medical
facilities extended to the employees are rated amongst the best in the
country. Apart from fully equipped hospitals at refinery townships, the
Corporation also has nominated hospitals at various locations to meet
employee needs. Holiday homes at select locations throughout the country
help employees and their families unwind.
HUMAN RESOURCE DEPARTMENT OF GUJARAT REFINERY
Objectives and Targets of HR
28

29. Induct and provide quality personnel to various departments/
function as per optimum requirement within 6 months of receipt of
requisition.
Continually promote and maintain conducive work environment.
Render ongoing support services to the satisfaction of customers in
the time bound manner.
Ensure fulfillment of relevant statutory obligation.
Carry out development works in the neighbouring community
spending 25% of the total funds allocated for purpose for backward
class and tribal.
Various sections of HR Department
1) Personal overview
a. Recruitment & Promotion
b. Establishment
c. Separation (Pre & Post)
2) Administration & Welfare
a. Canteen
b. Loan & Advances
c. Lease & HRA
d. Guest House
e. Ticketing
f. Travel Arrangement
g. PC/ Furniture Maintenance
h. Uniform
i. Quarter Allotment/ Shopping Complex
j. Printing & Stationary
k. Land Matters
l. Community Development
m. DAK System
n. LPG Connection
o. Hindi Matters
29

30. p. Territorial Army
3) Industrial relations
a. Contract Labor
b. VIP References
c. Statutory Obligations
d. RTI
e. IR & Legal matters
PART-2
PRIMARY STUDY
1. LITERATURE REVIEW
TRAINING
Training is the process which is used for increasing the knowledge and skills
of a person. It is a milestone in overall development of a person.
IOCL provides training because of the following reasons: -
As per job requirements
Due to technological reasons
30

31. To increase productivity
To increase quality of work
To reduce accident rate
To increase morale
For personal growth of employees
IOCL provides following type of training
Orientation training
Job training
Safety training
Remedial training
Personality development training
31

32. 2. BACKGROUND OF THE STUDY
INTRODUCTION OF TRAINING
It is a learning process that involves the acquisition of knowledge, sharpening
of skills, concepts, rules, or changing of attitudes and behaviors to enhance
the performance of employees.
Training is activity leading to skilled behavior.
It‟s not what you want in life, but it‟s knowing how to reach it
It‟s not where you want to go, but it‟s knowing how to get there
It‟s not how high you want to rise, but it‟s knowing how to take of
Training is about knowing where you stand (no matter how good or bad
the current situation looks) at present, and where you will be after some point
of time. Training is about the acquisition of knowledge, skills, and abilities
(KSA) through professional development. Training and Development aids in
organizational development i.e. Organization gets more effective decision
making and problem solving. It helps in understanding and carrying out
organizational policies.
ROLE OF TRAINING
32

33. IMPORTANCE OF TRAINING
Optimum Utilization of Human Resources – Training and
Development helps in optimizing the utilization of human resource that
further helps the employee to achieve the organizational goals as well
as their individual goals.
Development of Human Resources – Training and Development
helps to provide an opportunity and broad structure for the development
of human resources‟ technical and behavioral skills in an organization. It
also helps the employees in attaining personal growth.
Development of skills of employees – Training and Development
helps in increasing the job knowledge and skills of employees at each
level. It helps to expand the horizons of human intellect and an overall
personality of the employees.
Productivity – Training and Development helps in increasing the
productivity of the employees that helps the organization further to
achieve its long-term goal.
Team spirit – Training and Development helps in inculcating the sense
of team work, team spirit, and inter-team collaborations. It helps in
inculcating the zeal to learn within the employees.
Organization Culture – Training and Development helps to develop
and improve the organizational health culture and effectiveness. It helps
in creating the learning culture within the organization.
Organization Climate – Training and Development helps building the
positive perception and feeling about the organization. The employees
get these feelings from leaders, subordinates, and peers.
Quality – Training and Development helps in improving upon the quality
of work and work-life.
Healthy work environment – Training and Development helps in
creating the healthy working environment. It helps to build good
employee, relationship so that individual goals aligns with organizational
goal.
33

34. Health and Safety – Training and Development helps in improving the
health and safety of the organization thus preventing obsolescence.
Morale – Training and Development helps in improving the morale of
the work force.
METHODS OF TRAINING
On the Job
Off the Job
On the Job
The development of a manager's abilities can take place on the job. The four
techniques for on the job development are:
Coaching
Mentoring
Job rotation
Job Instruction Technique
Coaching - Coaching is one of the training methods, which is considered as a
corrective method for inadequate performance. According to a survey
conducted by International Coach Federation (ICF), more than 4,000
companies are using coach for their executives. These coaches are experts
most of the time outside consultants.
A coach is the best training plan for the CEO‟s because:
It is one to one interaction
It can be done at the convenience of CEO
It can be done on phone, meetings, through e-mails, chat
It provides an opportunity to receive feedback from an expert
It helps in identifying weaknesses and focus on the area that needs
improvement
34

35. Mentoring - Mentoring is an ongoing relationship that is developed between a
senior and junior employee. Mentoring provides guidance and clear
understanding of how the organization goes to achieve its vision and mission
to the junior employee.
Some key points on Mentoring
Mentoring focus on attitude development
Conducted for management-level employees
Mentoring is done by someone inside the company
It is one-to-one interaction
It helps in identifying weaknesses and focus on the area that needs
improvement
Job Rotation - For the executive, job rotation takes on different perspectives.
The executive is usually not simply going to another department. In some
vertically integrated organizations, for example, where the supplier is actually
part of same organization or subsidiary, job rotation might be to the supplier to
see how the business operates from the supplier point of view. Learning how
the organization is perceived from the outside broadens the executive‟s
outlook on the process of the organization. Or the rotation might be to a
foreign office to provide a global perspective.
This approach allows the manger to operate in diverse roles and understand
the different issues that crop up. If someone is to be a corporate leader, they
must have this type of training. A recent study indicated that the single most
significant factor that leads to leader‟s achievement was the variety of
experiences in different departments, business units, cities, and countries.
An organized and helpful way to develop talent for the management or
executive level of the organization is job rotation. It is the process of preparing
employees at a lower level to replace someone at the next higher level. It is
generally done for the designations that are crucial for the effective and
efficient functioning of the organization.
35

36. Job Instruction Technique - Job Instruction Technique (JIT) uses a strategy
with focus on knowledge (factual and procedural), skills and attitudes
development.
Off the Job
There are many management development techniques that an employee can
take in off the job.
The few popular methods are:
Sensitivity training
Transactional analysis
Straight lectures/ lectures
Simulation exercises
Sensitivity Training - Sensitivity training is about making people understand
about themselves and others reasonably, which is done by developing in
them social sensitivity and behavioral flexibility.
Transactional Analysis - Transactional Analysis provides trainees with a
realistic and useful method for analyzing and understanding the behavior of
others. In every social interaction, there is a motivation provided by one
person and a reaction to that motivation given by another person. This
motivation reaction relationship between two persons is a transaction.
Straight Lectures/ Lectures - Straight lecture method consists of presenting
information, which the trainee attempts to absorb. In this method, the trainer
speaks to a group about a topic. However, it does not involve any kind of
interaction between the trainer and the trainees. A lecture may also take the
form of printed text, such as books, notes, etc. The difference between the
straight lecture and the printed material is the trainer‟s intonation, control of
speed, body language, and visual image of the trainer. The trainer in case of
straight lecture can decide to vary from the training script, based on the
36

37. signals from the trainees, whereas same material in print is restricted to what
is printed.
A good lecture consists of introduction of the topic, purpose of the lecture, and
priorities and preferences of the order in which the topic will be covered.
Simulation Exercises - Games and Simulations are structured and
sometimes unstructured, that are usually played for enjoyment sometimes are
used for training purposes as an educational tool. Training games and
simulations are different from work as they are designed to reproduce or
simulate events, circumstances, processes that take place in trainees‟ job.
Training at iocl
Training programmes
Building human competence and a motivated workforce is one of the key
strengths of IndianOil. Its pool of professionals, with excellent faculty
members, regularly update their knowledge and skills in the areas of refining,
marketing, pipeline transportation, R&D and general management. Their
portfolio is enriched with academic inputs as well as hands-on field
experience. The IndianOil Institute of Petroleum Management (IIPM), located
at Gurgaon near Delhi, is the Corporation‟s apex learning institute supported
by 18 training Centers spread across India.
The skilled manpower offers full support to clients in training their workforce
through specialised programmes in various facets of the downstream
petroleum sector. Many nations, including Bahrain, Iran, Iraq, Kenya, Kuwait,
Libya, Madagascar, Malaysia, Nepal, Nigeria, Oman, Qatar, Sri Lanka,
Sudan, Tanzania, Yemen and Zambia, have already benefited from such tie-
ups, which may include on-the-job training.
IndianOil offers faculty assistance for „tailor-made‟ training programmes that
suit the requirement of refinery or pipelines personnel or a selection of
programmes from the clients‟ training calendar.
Training Amenities
37

38. IiPM has world class residential academic infrastructure spread over 17 acres
of lush green natural environment highly conducive for learning, networking
and sharing of experiences. Excellence of its facilities has attracted many B
Schools across the globe for conducting their management development
programmes for Indian Executives, at IiPM. The institute is located at Sector
17, Gurgaon.
Training
Success is people driven. Building competencies through training is one of the
core strengths of IndianOil.
The IndianOil Institute of Petroleum Management- a centre of excellence for
nurturing future leadership, situated on the outskirts of New Delhi, conducts
advanced management education programmes in collaboration with premier
business schools and top line professionals. IndianOil operates 18 training
centers across the country for up-skilling, re-skilling and multi-skilling of
employees in its pursuit of corporate excellence.
IndianOil has been serving as a source of technical support and expertise to
petroleum companies of carious countries across the globe. Some of these
countries, which have partnered for excellence, include Sri Lanka, Kuwait,
Bahrain Iraq, Abu Dhabi, Tanzania, Ethiopia, Algeria, Nigeria, Nepal, Bhutan,
Maldives, Malaysia and Zambia.
38

39. Benefits of Employee Training
Leads to improved and/or more positive attitude towards profit
orientation, Improves the job knowledge and skills at all level of the
organization.
Improves the morale of the workforce
Helps people identify with organization goals
Helps create a better corporate image
Fosters authenticity, openness and trust
Improves relationship between boss and subordinate
Aids in organization development
Helps prepare guidelines for work
Aids in understanding and carrying out organizational policies.
Provides information for future needs in all areas of the organization
Organization gets more effective decision-making and problem-solving
skills
Aids in development for promotion from within
Aids in developing leadership skills. Motivation, loyalty, better attitudes,
and other aspects that successful workers and manager usually display
Aids in increasing productivity of promotion from within
Helps keep costs down in many areas, e.g. production, personnel,
administration, etc
39

40. Develops a sense of responsibility to the organization for being
competent and knowledgeable
Improves labor-management relations
Reduces outside consulting costs by utilizing competent internal
consultation
Creates an appropriate climate for growth, communication
Helps employees adjust to change.
3. OBJECTIVE OF THE STUDY
To know the perception of employees towards the Training and
Development in IOCL.
4. RESEARCH METHODOLOGY
Data collection: Primary : Questionnaire and Interview
Secondary: Internet, Website of IOCL, Magazines
Population: Gujarat Refinery unit
Sampling Method : Random Sampling
Data collection Instrument: Questionnaire
Sample Size: 30
40

41. 5. DATA ANALYSIS AND INTERPRETATION
(A) Personal Details
1. GENDER DISTRIBUTION
Particulars Frequency Percentage (%)
Male 21 70
Female 9 30
Total 30 100
41

42. Gender
male
female
From the above table it can be revealed that, out of 30 respondents 21
respondents (70%) are male and 9 respondents (30%) are female.
2. Age Distribution
Particulars Frequency Percentage
(%)
20-30 9 30
31-40 6 20
41-50 7 23.33
51-60 8 26.67
Total 30 100
42

43. age
21-30
31-40
41-50
51-60
From the above table it can be revealed that, out of 30 respondents, 8
respondents (26.67%) are of the age group of 51 – 60, 7 respondents
(23.33%) are of the age group of 41 – 50, 6 respondents (20%) are of the age
group of 31-40 and 9 respondents (30%) are of the age group of 21-30.
3. Experience wise Distribution
Particulars Frequency Percentage (%)
0-10 10 33.33
11-20 7 23.33
21-30 9 30
31-40 4 13.33
total 30 100
43

44. Experience
0 to 10
11 to 20
21 to 30
31 to 40
From the above table it can be revealed that, out of 30 respondents 10
respondents (33.33%) have an experience of 0 – 10 years, 7 respondents
have an experience of 11-20 years, 9 respondents (30%) have an experience
of 21 – 30 years and 4 respondents (13.33%) have an experience of 31-40
years.
(B) Organizational Details
1. Employees are given appraisal in order to motivate them to attend the
training.
Particulars Frequency Percentage (%)
Strongly Disagree 0 0
Disagree 4 13.33
Neutral 11 36.67
44

45. Agree 11 36.67
Strongly Agree 4 13.33
Total 30 100
1
Strongly Disagree
Agree
Neutral
Agree
Strongly Agree
From the above table it can be revealed that, out of 30 respondents, 4 are
strongly agree (13.33%) and same % of respondents are Disagree about this
statement, 11 respondents(36.67%) are Agree and same % of respondents
are Neutral on this statement.
2. Induction training is given adequate importance in this organization.
Particulars Frequency Percentage (%)
Strongly Disagree 0 0
Disagree 6 20
Neutral 5 16.67
Agree 13 43.33
45

46. Strongly Agree 6 20
Total 30 100
2
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
From the above table it can be revealed that, out of 30 respondents, 6
respondents (20%) are Disagree, 5 respondents (16.67%) are neutral, 13
respondents (43.33%) are agree and 6 respondents (20%) are strongly agree
on this statement.
3. You have good understanding of the training opportunities available
to you.
Particulars Frequency Percentage (%)
46

47. Strongly Disagree 0 0
Disagree 0 0
Neutral 10 33.33
Agree 14 46.67
Strongly Agree 6 20
Total 30 100
3
Strongly
Disagree
Disagree
Neutral
Agree
Strongly Agree
From the above table, it can be revealed that, out of 30 respondents , nobody
is strongly disagree and disagree. 10 respondents (33.33%) are neutral, 14
respondents (46.67) are agreed and 6 respondents (20%) are strongly agree
with this statement.
4. The Workplace of the training is physically very excellent organized
and innovation at workplace.
Particulars Frequency Percentage (%)
Strongly Disagree 0 0
Disagree 1 3.33
47

48. Neutral 6 20
Agree 14 46.67
Strongly Agree 9 30
Total 30 100
4
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
From the above table, it can be revealed that, out of 30 respondents, 1
respondent (3.33%) is Disagree, 6 respondents (20%) are neutral, 14
respondents (46.67%) are agree, 9 respondents (30%) are Strongly agree.
5. Enough practice is given during training session.
Particulars Frequency Percentage (%)
Strongly Disagree 0 0
Disagree 4 13.33
48

49. Neutral 7 23.33
Agree 17 56.67
Strongly Agree 2 6.67
Total 30 100
5
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
From the above table, it can be revealed that out of 30 respondents, 4
respondents (13.33%) are Disagree, 7 respondents (23.33%) are neutral, 17
respondents (56.67%) are Agree and 2 respondents (6.67%) are strongly
Agree with this statement.
6. The training programme is periodically evaluated and improved.
Particulars Frequency Percentage (%)
Strongly Disagree 0 0
49

50. Disagree 4 13.33
Neutral 7 23.33
Agree 16 53.33
Strongly Agree 3 10
Total 30 100
6
Strongly
Disagree
Disagree
Neutral
Agree
From the above table, we can reveal that, out of 30 respondents, 4
respondents (13.33%) are disagree, 7 respondents (23.33%) are neutral, 16
respondents (53.33%) are agree and 3 respondents (10%) are strongly agree.
7. Superiors communicate well about your performance after training
programme.
50

51. Particulars Frequency Percentage (%)
Strongly Disagree 0 0
Disagree 5 16.67
Neutral 11 36.67
Agree 13 43.33
Strongly Agree 1 3.33
Total 30 100
7
Strongly
Disagree
Disagree
Neutral
Agree
Strongly Agree
From the above table, it can be revealed that, out of 30 respondents, 5
respondents (16.67%) are disagree, 11 (36.67%) are neutral, 13 respondents
(43.33%) are agree and 1 respondent (3.33%) is strongly agree with this
statement.
8. Employees are sponsored for training programmes on the basis of
carefully identified developmental needs.
Particulars Frequency Percentage (%)
51

52. Strongly Disagree 1 3.33
Disagree 5 16.67
Neutral 7 23.33
Agree 13 43.33
Strongly Agree 4 13.33
Total 30 100
8
Strongly
Disagree
Disagree
Neutral
Agree
Strongly Agree
From this table, it can be revealed that, out of 30, 1 respondent (3.33%) is
strongly disagree with this statement. 5 respondents (16.67%) are disagree
with this statement, 7 respondents (23.33%) are neutral, 13 respondents
(43.33%) are agree and 4 respondents(13.33%) are strongly agree with this
statement.
9. The training develops the ownership attitude or belongingness feeling
for the organization.
52

53. Particulars Frequency Percentage (%)
Strongly Disagree 0 0
Disagree 1 3.33
Neutral 10 33.33
Agree 15 50
Strongly Agree 4 13.33
Total 30 100
9
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
From the above table , it can be revealed that, out of 30 respondents, 1
respondent (3.33%) is disagree, 10 respondents (33.33%) are neutral, 15
respondents (50%) are agree and 4 respondents (13.33%) are strongly agree
with this statement.
10. After Training sessions, employees are able to manage difficult tasks
easily than earlier.
Particulars Frequency Percentage (%)
53

54. Strongly Disagree 0 0
Disagree 0 0
Neutral 8 26.67
Agree 16 53.33
Strongly Agree 6 20
Total 30 100
10
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
From the above table, out of 30 respondents, 8 respondents (26.67%) are
neutral, 16 respondents (53.33%) are agree and 6 respondents (20%) are
strongly agree with this statement.
11. Handling job competently.
Particulars Frequency Percentage (%)
Strongly Disagree 0 0
Disagree 1 3.33
Neutral 6 20
54

55. Agree 16 53.33
Strongly Agree 7 23.33
Total 30 100
11
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
Out of 30 respondents, 1 respondent (3.33%) is disagree, 6 respondents
(20%) are neutral, 16 respondents (53.33%) are agree and 7 respondents
(23.33) are Strongly agree with this statement.
12. The skill learnt on Training and development courses help you to
perform your job effectively.
Particulars Frequency Percentage (%)
Strongly Disagree 0 0
Disagree 1 3.33
55

56. Neutral 3 10
Agree 19 63.33
Strongly Agree 7 23.33
Total 30 100
12
Strongly Disagree
Agree
Neutral
Agree
Strongly Agree
From the above table, it can be revealed that, out of 30 respondents, 1
respondent (3.33%) is disagree, 3 respondents (10%) are neutral, 19
respondents (63.33%) are agree and 7 respondents (23.33%) are strongly
agree with this statement.
13. The training programme helped you to increase your productivity.
Particulars Frequency Percentage (%)
Strongly Disagree 0 0
56

57. Disagree 1 3.33
Neutral 1 3.33
Agree 17 56.67
Strongly Agree 11 36.67
Total 30 100
13
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
From the above table, it can be revealed that, out of 30 respondents, 1
respondent (3.33%) is disagree. The same percentage of respondent is
neutral. 17 respondents (56.67%) are agreed and 11 respondents (36.67%)
are strongly agreed with this statement.
14. Training is necessary for the progressive development of an
individual.
Particulars Frequency Percentage (%)
57

58. Strongly Disagree 0 0
Disagree 1 3.33
Neutral 1 3.33
Agree 13 43.33
Strongly Agree 15 50
Total 30 100
14
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
From the above table, it can be revealed that, out of 30 respondents, 1
respondent (3.33%) is disagree. The same percentage of respondent is
neutral. 13 respondents (43.33%) are agreed and 15 respondents (50%) are
strongly agreed with this statement.
RESULTS AND FINDINGS
58

59. 1. According to the responses of the employees for the last question of
the questionnaire “Which personal traits do you think, have been
improved because of training?” are as follows:
Self confidence at job work
Accuracy
Time management
People management
Leadership style
Knowledge
TPM activities
2. Training programmes are necessary for the progressive development
of an individual. 50% respondents are strongly agree for this.
3. After the training, employees can handle the job competently. 53%
respondents are agree with this and 23% respondents are strongly
agree.
4. Training helps in increasing the job performance.
5. The training and development activity also increase the belongingness
feeling for the organization. 50% respondents are agree with this
statement.
6. After training sessions, employees are able to manage difficult task
than earlier.
7. Superiors communicate well about the performance after training. 43%
responses are agree. But 17% responses are disagree and 34% are
neutral.
8. Most of the respondents have a good understanding of the training
opportunities available to them.
9. Most of the respondents are agree the the enough practice is given
during the training session. But 13% are disagree and 34% are neutral.
10. Induction training is given adequate importance in this organization.
44% are agree and 20% are disagree with this statement.
11. The training programme helped the respondents to increase their
productivity.
59

60. LIMITATION OF THE STUDY
60

61.  In this project only Gujarat refinery unit (Vadodara) is to be taken for
the study.
 The area is too big. Therefore it is not possible to cover all the
employees of the organization. Only a sample size of 30 employees is
taken for convenience.
 The topic of my project is so broad and also difficult to carry out in short
duration.
 Some of the respondents in spite of the request made were not ready
to fill the questionnaire due to lack of time & interest.
 I do not have previous experience in research, despite of that I have
done at best of my knowledge & ability.
 It should be noted that in consideration with the limitation the
conclusions & suggestions have been drawn to the best of my
understanding.
CONCLUSION / SUGGESTIONS
61

62. 1. Training helps in increasing the job performance.
2. Training has a direct relevance with the job performance.
3. Training helps in problem solving.
4. Training given to the employees helps them in their personal life too.
5. Training helps in creating self awareness.
6. Training is necessary for the progressive development of an individual.
7. Training helps in cost reduction and effective utilization of time and
resources.
8. Training is an instrument that brings desired change.
9. Training is a means of increasing organizational technical skills.
10. Training helps in the overall development and improvement of the
employees.
11. Employees should be motivatedto attend the training.
12. The training programme should be periodically evaluated and
improved.
13. I can conclude that, employees have good understanding of the
training opportunities available to them in the organization. Most of the
employees are satisfied regarding the developmental training given in
IOCL. But some employees are neutral and some are Disagree also.
So, the improvement should be done in training activity by IOCL.
62

63. BIBLIOGRAPHY
 www.iocl.com
 Magazines of IOCL
 Last five years project reports
 Other websites on Internet
63