Unrequited Love Essay Example for Free

Unrequited Love Essay Everyone eventually meets the man or woman of their dreams. Whether it’s online or in your local grocery store, everyone is bound to meet their perfect match. According to Harville Hendrix, the author of the article The Mystery of Attraction, he mentions that there are three theories that he has noticed or have looked more into and he also has his own theory. The three theories that he mentions are as follows: biological theory, exchange theory, and the persona theory. When it comes to his own theory, Hendrix states that of the conscious theory. Although Hendrix provides in depth detail of the three theories, I do not agree in those theories and therefore believe in Hendrix’ own theory. The first theory that Hendrix describes is that of the biological theory, which means that women select men who are that of â€Å"alpha† qualities. They choose men who will provide for their future family or supply themselves with nourishment. Society makes men feel that they have all the weight on their shoulders and men are made to fulfill the manly duties. When I look for certain men, I choose men that have an attractive personality. Some people just choose the looks, but I focus more on the way he portrays himself in front of me and other people. My dating experience has been bumpy and slow these past years. I have only had one boyfriend and have learned nothing. As everyone always says that you always find your soul mate in college, I believe that to be true. As I have not found one yet, I still believe in that opinion. As I see everyone else going out with their boyfriends/girlfriends, it makes me feel sad. I was never much of a social person when it comes to meeting other people. Therefore, I do not agree with this theory because I believe that it is not all about choosing your mate on their physical traits, but more on their personality. The second theory Hendrix explains in detail is that of the exchange theory. He clarifies that the selection of our mates is determined by the equivalence of our choices. We focus more on the physical appearance rather than the personality he/she portrays. I have noticed that a lot in my eighteen years of life. A lot of my former friends and classmates would say, â€Å"Oh, he/she is hot, I am going to go for him/her! † They already pick out their â€Å"future† boyfriend/girlfriend at first sight. They try to get that guy/girl as close as to themselves as they can! Some go to extreme measures like the story my friend told me. This story was about a guy who carefully picked out his girlfriend on the beautiful qualities she possessed. He was dumbfounded on the perfect qualities she portrayed when they hung out. As he got to know her more, she was not as what she seemed to be. He realized that the beauty she possessed on the outside was not as pretty on the inside. She acted very horribly to him and treated him like he was garbage. After that, he focused more on the personality of a girl, rather than the beauty. Going off that story, I disagree with the exchange theory because if you go off this theory, it will lead to the destruction of love. The third and final theory that Hendrix concludes with is that of the persona theory. This theory states that whoever your mate is they should boost up your self-esteem when you are seen with this person. A persona, which is a second image we portray to other people, comes in effect when we are with our soul mate. We act a certain way around our boyfriend/girlfriend, but when we are around other people or in public, we tend to have a second personality towards them. It is sort of like a two faced person. Society likes to see an all-around good person in public. They do not like to see a person who is contradictory towards themself. Not being yourself is making yourself seem that you are not confident with your self-esteem and want to become this sort of person. Concluding with the final theory, I disagree with this theory because you are not supposed to be a second person around society but not portray the same self that you usually do around your boyfriend/girlfriend. Hendrix states 3 theories that do not seem to work. His own theory, the conscious theory, seems to go along to what seems to be the personality of the person, rather than the looks. Seeing my friends getting asked to prom and homecoming throughout my high school career was brutal. Always seeing them happy and having so much fun every time was horrible. Always being the third wheel was terrifying. Everyone experiences this sometime in their life, whether it is towards themselves or seeing it on television or in society. The internet is also a good way a person can meet their partner. It is so much easier online because you can pick out a guy that suits your specific needs. It will minimize to an amount that is perfect for viewing and you can even go on dates! It really gets you to know the guy without the looks, but focusing on the personality. The article states the theories that Hendrix explains are that of the biological, exchange and persona theories. He states that he observed the relationships between others and came up with these 3 theories. Even though I disagree with these 3 theories, I know I believe in the theory that Hendrix came up with on his own, which is the conscious theory. He says that people should not focus on the looks of the person, but rather the personality that the person possesses. I agree with Hendrix’s theory because your decision should not be based on the looks but more of the personality because it could go wrong in the end. In conclusion, the conscious theory is more of a better decision.

Frankenstein And Schizoprenia (My Teacher LOVED This Paper) :: essays research papers fc

Schizophrenia and Frankenstein In a psychoanalytic view of Mary Shelley’s Frankenstein, Robert Walton develops, during a â€Å"dreadfully severe† trip through the Arctic, a type of schizophrenia; this mental condition enables him to create a seemingly physical being representing each his superego and his id (9). In his mind, Walton creates Victor as his very own superego and the monster as his id. The superego and the id battle throughout the story to produce the final result: Walton, the ego. Many of the qualities Walton develops during his trip are symptoms of schizophrenia. His letters exude an aura of depression, loneliness, In his second letter, Walton emphasizes an obsession with his aspiration to lose his loneliness. He â€Å"desires the company of a man who could sympathize with [him]† (Shelley 7). According to Merrell Dow, Preoccupations†¦are fixed ideas, not necessarily false (like delusions) but overvalued. They take on extraordinary importance and take up an ordinate amount of thought time. One idea often returns and returns†¦Characteristically, the worry grows and becomes unrealistic (par 16). Walton reiterates his loneliness; even though he is surrounded by people on his ship, he â€Å"[has] no friend† (Shelley 7-8). Contributing to this feeling of isolation, Walton uses a tone of depression in his letters, a recurring feeling he experiences. He hints in nearly every letter clues indicating his fear of death. He wants his sister to â€Å"remember [him] with affection; should [she] never hear from [him] again† (Shelley 10). By constantly mentioning the possibility of his own death in his letters, Shelley stresses Walton’s overvalued worry of dying. Walton longs to see his sister; his mental condition leads him to even consider himself abandoned. Walton admits that success during this mission will lead to â€Å"many, many months, perhaps years† before they would meet again; however, failure results in either quick departure for home, or death (Shelley 6). Whether he succeeds or fails, he will have negative results. These constant recurrences emph asize the validity of his mental illness. As he develops the mental disease, Walton creates a world that makes sense in his mind, and his mind alone; he â€Å"[lives] in a Paradise of [his] own creation† with characters whom spawn from his own psyche (Shelley 5). Once schizophrenia becomes severe, Walton develops two seemingly real characters in his imagination. Walton’s mental condition and obsessive longing for someone to connect with leads him to separate himself mentally from his superego and id.

Generic Organization Essay

A group is a well structured organization with different individuals that has different characteristics and diversity these groups can be formal or informal. In my research I have found that retail stores such as Wal-Mart and Kmart has organizational structure. Group task satisfaction describes the group-level counterpart to individual job satisfaction and represents the group’s shared attitude toward its task and work environment. Places such as Wal-Mart demonstrate these skills to make their organization. The prevalence of groups and teams in the workplace (Beyerlein, Johnson, & Beyerlein, 1995; Devine, Clayton, Philips, Dunford, & Melner, 1999) makes it important to understand their effects on group members. In this paper I will identify an industry and organization type, explain four problems that could impact groups productivity, develop and describes logical and appropriate recommendations for each of the four problems provided and its recommendation, wide training, and the conclusion. Organizational structure may be defined as the system of relations that subsist among a variety of positions and position holders. Formal structure is a blueprint of relations that has been knowingly deliberated and put into action by the organization. It includes a formal chain of command of power as well as policies and procedures and other premeditated attempts to control conduct. Wal-Mart organizational structure consists of a divisional structure. A divisional structure has three different categories in which are product structure, market structure, and geographic structure. Wal-Mart falls under market structure. This is where groups function by types of customers so that each division contains the functions it needs to service a specific segment of the market. For example Wal-Mart offers vision, pharmacy, haircuts, grocery, crafts, clothes, electronics, house wares and etc†¦ This means each department will conduct its own group within Wal-Mart this will separate each structured group such as managers, supervisors, customer service, stockers, CEO, and so forth. With so many different employees within the company each individual has their own task but it takes group structure to make sure that the task is complete. Every task that is met within the group mostly deals how Wal-Mart revenues. If the each group orks together with their task then the job can be complete and helps Wal-Mart makes money. If the groups fail then Wal-Mart fails, this leads to behavior within the group. According to Losh, S (2010), â€Å"as group members, we frequently behave in ways that we do not as individuals. And our behavior as group members may fluctuate from group to group. † Companies such as Wal-Mart want to be successful and a key component of many businesses is the creation and development of new ideas. Efficient processes or products and services, many times, come from the ideas of more than one individual and generally involve teams or groups. Although teams and groups often are mistaken as identical units because they involve multiple individuals however differ in leadership, decision-making, and accountability. Another aspect to consider with groups and teams is workplace diversity and its effects on these units and especially the dynamics of a team. According to Robbins and Judge (2009), â€Å"a work group’s main purpose is to share information and make decisions that help other members of the group. † Work groups focus is on individual goals, holding themselves individually accountable. It also provides a platform for knowledge and information sharing that would not otherwise be available to us. Group even provides an identity to its members. Still cooperative group is something that comes with lot of effort. For example a cashier’s at Wal-Mart goal is too quickly and accurately process customer’s orders. If asked, he or she will share information regarding a price or item, but his or her main concern is a balanced cash drawer at the end of the shift. The cashier is not concerned about another cashier’s cash drawer even though each cashier is a member of a work group . A team is a small group of individuals with knowledge and skills that complement the knowledge and skills of other team members. The work is interdependent. Team members actively interact together toward a common goal while holding the team aggregate accountable. Work teams create synergy. Synergy happens when a team’s result is greater than the total of the individual results of the members. Group behaviors impact group productivity, by determining the outcome of the productivity. Negative group behaviors will produce negative productivity and vice versa with positive group behaviors. There are four problems that can impact group productivity; culture, conflict, group diversity, group cohesive, and characteristics. Culture in a work group can impact a work group it can be either positive or negative. According to Sergeant J, & Laws Chapman, C. (2012), â€Å"teams that operate in stressful environments are less collaborative and more likely to make mistakes (Business in the Community 2009). Building emotional resilience, therefore, can create healthier workplace cultures, reduce absenteeism, improve teamwork and raise morale. In some ways culture can be like personality. A person personality is made of values and beliefs, interests, underlying assumptions, upbringing and habits. Culture I am sure is influenced by leadership at Wal-Mart such as a manager or executive. With Wal-Mart being a big company and having so many employees you can maybe even look at the manager’s desk and tell his culture and background. Culture may become so dominant that employees and employers alike may dismiss good ideas that seem counter to the organizational culture. Companies that do not have an open and flexible culture can find themselves losing a competitive edge because they do not adapt to the changes within in the market making it bad for the workplace. Another problem that can harm a group organization is conflict if you have an individual that disagrees with others idea then this causes conflicts. The differentiator of a successful group is that the group members share sense of trust among themselves as well as feeling of shared responsibilities however the one that is different from the rest of the group may not and this can create problems in the group. Say for instance if you have a employer at Wal-Mart that thinks that organizing food cans and meat in a different order but you have more than one employee that is okay with what is being done this brings negative impact because then others going to feel that maybe she is right then this may not be good for the employer. Diversity can take many forms namely age, race, gender, religion, sexual orientation, mental and physical capabilities and ethnicity and culture are the main areas of diversity and have a continuous impact throughout our lives. Managing and valuing diversity is a key component of effective people management, which can improve workplace productivity but sometimes it can create a problem. According to Diversity Takes Center Stage at Wal-Mart (2013) â€Å"Reports on the effort of Wal-Mart Stores to enforce work diversity in its stores in the U. S. Remarks from Lee Scott, CEO of Wal-Mart, on the reduction of bonuses if Wal-Mart does not promote women and minorities in the workplace; Allegations against Wal-Mart for gender bias and unfair treatment of workers; Information on the pay structure implemented by the company. If employees feel that because of their culture race or religion are affecting them then nice times out of ten it would create chaos in workplace such as Wal-Mart. Diversity can aid in bringing awareness of different cultures, races and age difference into a mix, but can have negative effects if people are not well prepared in how to work in that environment. According to MacDonald, Lynne (2010), â€Å"Companies put a great deal of time and effort in to encouraging employees to work effectively with their colleagues. † If a company finds that workers have bonded in to a cohesive group, it should be a positive discovery. However, this is not always the case and it can turn sour. While cohesive groups offer advantages in terms of social support for group members, they also present disadvantages for the employer. Low performance norms can be very detrimental to group productivity meaning they will not make much effort to meet group deadline. Characteristics can also be a problem in workplace bad characteristics from an employee can make a workplace unpleasant reducing employees moral and productivity. Some employees can’t find anything positive to say. They criticize their supervisor, the corporate office, other employees and even customers. If you have a stock person working at Wal-Mart the normally stock at night but really hate the night schedule and all the do is complain, complain this lacks enthusiasm from other co-workers around them. This can also make the group to become dishonery towards upper management in the facility. Even having an am employee that gossips can cause conflict in the group because they are the ones who are always twisting the story and only thing at this point is to put them on disciplinary action. There are many ways a workplace can address the negative impacts in a workplace by developing action plan to address the negative Sometimes enterprise-wide systems and compensation schemes need to be revamp, but more often business performance and results are affected. Using customized survey this means getting employees thoughts and idea and surveying patterns and correlations that are effecting the company. Use open minded questions asking employees if there is anything they would like to address putting everything on the table but in a professional manner. Even the company should sacrifice companywide training. Country wide training should be conducted not only for the employees but also for management such as managers CEO, human resource department, and also crew members. Despite the importance of training, a trainer can encounter resistance from both employees and managers. Both groups may claim that training is taking them away from their work. However, a trainer can combat this by demonstrating that training is actually a crucial part of employees’ and managers’ work, completing task and working well with others. These also open doors for employees to get to know other employees culture and background. Conclusion Group work is important because it helps solve problem and accomplish task in a workplace. Working in a group allows members to share responsibilities, rather than the brunt of the work falling in the hands of one person. Instead, group members can delegate tasks to individuals who possess the knowledge, skills and abilities necessary to accomplish the task successfully. Because we are human beings we have our own characteristics, style, culture and diversity which sometimes can be a hindrance to a group but doing things such as companywide training can help every employee to conquer the power of being in a group in a workplace. Working in a group can help individuals build long-lasting relationships based on trust and loyalty. As group members, people learn about the common things they share and differences, which lead them to seek group members they can build relationships with even outside of the group.

Leadership in energy business - Free Essay Example

Sample details Pages: 29 Words: 8773 Downloads: 7 Date added: 2017/06/26 Category Statistics Essay Did you like this example? INTRODUCTION The title of the project is Analysis of HR practices followed by ONGC with reference to TRAINING, PERFORMANCE APPRAISAL and SAP-HR MODULE . The internship encompasses understanding the unique HR practices employed by the organisation in PSU to enrich and sustain the culture of integrity, belongingness, teamwork, accountability and innovation, and enhance employee competencies continuously. The purpose of this project to be given is to understand the practical working and effectiveness of the core HR responsibilities with special concentration on: Don’t waste time! Our writers will create an original "Leadership in energy business" essay for you Create order Training Performance Appraisal SAP-HR Module The scope of this study is to comprehend and adopt the practical working environment of an organisation. Here, a link has to be formed between the academic study and the actual in-world implementations of the knowledge. Its important to realize the effect of proper training on employees, transparency in the appraisal process and up to date technological support in the HR stream. For the above study, data is collected from various primary as well as secondary sources. Basic and general information is gathered from the library which comprises of various HR journals and magazines (names are mentioned in references). Interviews are taken of the employees and questionnaires are prepared and surveys are done. Various inputs are provided by the Company Guide during formal and informal meetings. Overview of TRAINING Training employees do have a significant role in modern business era. As an HR manager, the responsibility is to utilize the HR resources optimally and develop the skills of the employees so that they can contribute to the growth of the organization as well as to their personal growth. It leads to improved organization culture. Therefore, its important to understand: What different kinds of trainings / workshops are conducted by the organization? What are the criteria of nominations? How nominations are done? How many training sessions have to be conducted in a year? (Training Calendar) What the employees think about the training sessions? Training objective tell the trainee that what is expected out of him at the end of the training program. Training objectives are of great significance from a number of stakeholder perspectives, Trainer Trainee Designer Evaluator Trainer -The training objective is also beneficial to trainer because it helps the trainer to measure the progress of trainees and make the required adjustments. Also, trainer comes in a position to establish a relationship between objectives and particular segments of training. Trainee -The training objective is beneficial to the trainee because it helps in reducing the anxiety of the trainee up to some extent. Not knowing anything or going to a place which is unknown creates anxiety that can negatively affect learning. Therefore, it is important to keep the participants aware of the happenings, rather than keeping it surprise. Secondly, it helps in increase in concentration, which is the crucial factor to make the training successful. The objectives create an image of thetraining program in trainees mind that actually helps in gaining attention.Thirdly, if the goal is set to be challenging and motivating, then the likelihood of achieving those goals is much higher than the situation in which no goal is set. Therefore,training objectiveshelps in increasing the probability that the participants will be successful in training. Designer -The training objective is beneficial to the training designer because if the designer is aware what is to be achieved in the end then hell buy the training package according to that only. The training designer would then look for the training methods, training equipments, and training content accordingly to achieve those objectives. Furthermore, planning always helps in dealing effectively in an unexpected situation. Consider an example; the objective of one training program is to deal effectively with customers to increase the sales. Since the objective is known, the designer will designthat will include ways to improve the interpersonal skills, such as verbal and non verbal language, dealing in unexpected situation i.e. when there is a defect in a product or when a customer is angry.Therefore, without any guidance, the training may not be designed appropriately. Evaluator -It becomes easy for thetraining evaluatorto measure the progress of the trainees because the objectives define the expected performance of trainees. Training objective is an important to tool to judge the performance of participants. Systematic model training consists of five phases. The training should achieve the purpose of helping employee to perform their work to required standards. The steps are as follows: Analyze and identify the trainingneeds i.e. to analyze the department, job, employees requirement, who needs training, what do they need to learn, estimating training cost, etc The next step is to develop a performance measure on the basis of which actual performance would be evaluated. Design and provide training to meet identified needs. This step requires developing objectives of training, identifying the learning steps, sequencing and structuring the contents. Develop, this phase requires listing the activities in thetraining programthat will assist the participants to learn, selecting delivery method, examining the training material, validating information to be imparted to make sure it accomplishes all the goals objectives. Implementing is the hardest part of the system because one wrong step can lead to the failure of whole training program. Evaluating each phase so as to make sure it has achieved its aim in terms of subsequent work performance. Making necessary amendments to any of the previous stage in order to remedy or improve failure practices. Overview of PERFORMANCE APPRAISAL A very important function of the human resources department for any organization, are conducted to gauge the net worth of all its employees. Appraisal methods benefit the organization immensely. The aim of appraisals is to improve the present performance of the employees and draw on the future potential. The HR department undertakes this processes usually annually in which they procure, analyze and document facts about the performances of the employees of the organization. This provides employees and managers with opportunities to discuss areas in which employees excel and those in which employees need improvement. Performance appraisal in ONGC is conducted annually also known as E-PAR. All organizations practice performance appraisal in one form or another to achieve certain objectives. These objectives may vary from organization to organization or even within the same organization from time to time. It has been found that there are two primary objectives behind the use of this meth odology. One is to use it as an evaluation system and second, to use it as a feedback system. The aim of the evaluation system is to identify the performance gap. This means that it helps determine the gap between the actual performance of the employee and that required or desired by the organization. The aim of the feedback system is to inform the employee about the quality of his work or performance. This is an interactive process by which the employee can also speak about his problems to his superior. An effective performance appraisal system should emphasis individual objectives, organizational objectives and also mutual objectives. From the viewpoint of individual objective the performance appraisal should talk about What task the individual is expected to do? How well the individual has done the task? How can his performance be further improved? His reward for doing well. From the organizational view point a performance appraisal should generate manpower information, improve efficiency and effectiveness serve as a mechanism of control and provide a rational compensation structure. In short the appraisal system establishes and upholds the principle of accountability in the absence of which organization failure is the only possible outcome. Overview of SAP-HR Module SYSTEMS, APPLICATIONS AND PRODUCTS IN DATA PROCESSING- SAP. It is an enterprise resources planning Software Company based in Germany.It integrates all the functional units of an organization into a unified one.It deals with various activities done in the human resource department of an organization, such as, Personnel administration, personnel development, training and event management, payroll etc. SAP- HR Module distinguishes between task, job, position, and person. It provides access to all HR data and transactions in one location. Advanced SAP HR features are time management, payroll, travel management, training and development. Advantages of implementing SAP HR Module : Saves time and money, and improves information for decision making and Planning. Greater automation ensures greater accuracy. Improved reporting capability. Improved employee history data. Better budgeting, compensation adjustment. MAIN TEXT The information extracted from the primary and secondary sources of data pertaining to training, appraisal, and SAP HR module are as below: TRAINING ONGC accords top- most priority in the development of Human Resource through quality training, qualification up gradation programs and accreditation programs. ONGC also has the expertise to conduct customized training programs for its partners. In ONGC, there are following training institutes which are engaged in meeting, training and development needs of the vast human resource of the organization by designing and organizing training programs focused on organizational needs. ONGC has five training institutes of its own all across the country, viz. ONGC Academy, Dehradun Institute of Petroleum Safety Health and Environment Management, Goa School of Maintenance Practices, Vadodara Institute of Drilling Technology, Dehradun Institute of Oil and Gas Production Technology, Mumbai The training Institutes of ONGC are committed to : Impart best in class training programs across the entire industry. Continuously evolve training programs based on feedback from the participants. Provide training solutions to the corporation and partners, both from Indian and foreign, covering entire spectrum of operations. Providing best in class infrastructural facilities for the training programs. Focusing training programs on the emerging business opportunities of the corporation. ONGC measures its training in MANDAYS i.e. 01 man * 3days of training = 3 MANDAYS 10 men * 3 days of training = 30 MANDAYS Minimum target of 1400 MANDAYS are set per year. Training provided by ONGC is broadly divided into Three categories: Safety Technical Interpersonal skills During the internship study of various trainings programs are done in order to understand the objectives and deliverables. 1. SMP (Senior Management Programme) Program overview objectives: Since ONGC is extending its operations to various parts of the world, it is imperative that ONGC executives are exposed to International perspective and develop a mindset of global managers. Keeping this in view a comprehensive program has been specially designed for E-5 level Executives of ONGC. The program aims at: Understanding global perspective and developing a mindset of managing at international level. Build Customer Centric Work Culture Inculcating a mindset of Transformational leadership Evolving a culture of innovation and creativity ONGC Academy is in collaboration with MDI , Gurgaon for SMP 2. AMP (Advanced Management Programme) Program overview objectives: Designed for senior executives of ONGC to achieve the following objectives: Develop awareness and appreciation of the emerging business environment and its implications for the future of ONGC Help the participants to recognize the requisite mindset to make ONGC, a world-class organization Develop insights into the organizational processes that drive excellence Expose the participants to the best in business practices. ONGC Academy is in collaboration with IIM, lucknow . ONGC also provides Overseas Learning Sessions which includes visit to EP Industries and Executives meet in European / Western countries for exposure to best in Business Class Practices. E6and above level executives are eligible for AMP. For choosing the candidates for training / workshop sessions, nominations are done. Circulars are rotated to the Head of each department and they recommend the names of those employees which they think are appropriate to undergo the training. The institute plans and conducts training programs professional areas which involve holistic approach of management in effective accomplishment of various integrated tasks. 3. Executive Excellence through SMET, HOLSYM and Yoga Techniques Program objectives and Overview: The multi- dimensional etiological factors for stress need a multidimensional solution at physical, mental, emotional and intellectual levels. Yoga provides this holistic solution. Self Management of Excessive Tensions is the basic concept for designing this program for executives. The program aims at: Help participants understand the nature and sources of stress in individuals and in organisations, and enable them to understand the relationship of Stress to Managerial Effectiveness. Familiarise the participants with the techniques dealing with individual stress and Organisational stress and give them an opportunity to practice some techniques of Stress Management. Its a 5- days program conducted in Swami Vivekananda Yoga Anusandhana Samsthana , Bengaluru. 4. Global Managers Program objectives and Overview: Todays business environment has created many challenges where managers need to think globally as the world is transforming into a Global Village. The program is designed: To provide professionals with a proactive approach to deal with cultural diversity in todays multi- cultural environment. To understand the domestic Business ethics, values and practices and as well as best global practices. To prepare the participants for the challenges ahead in the highly competitive global environment. ONGC is in collaboration with IIM, Bengaluru for this 5- days progam. 5. Self Development Program for Women Employees Program objectives and Overview: The effectiveness of women employees depends upon the ability to manage multiple roles. The program has been especially designed to focus on the demands of these multiple roles and skills set required for effective performance. The program caters to up needs of women professions facing the challenges of work family balance. The objectives of the program are: To develop basic values of life to make them effective at home and work place. To be able to identify individual goals and align those with organization goals. To increase personal motivation to do the best possible in the most effective way. To appraise the participants on various issues involved in personal growth and effectiveness. To increase personal motivation to do best possible in the most effective way. To make participants aware of their strength and areas of potential development 6. Train- The- Trainer Course Program objectives and Overview: The program focuses on the Adult Learning Process, is built around the Three Wheels of Mastery Expertise, Planning and Presenting, Engaging and Facilitating, which are essential for Internal Faculty members/ Black Belts for motivating others to apply Six Sigma on the job and for enhancing and accelerating their learning process. ONGC provides many discipline specific programs for is employees. Some Exploration Programs: Petroleum Risk and Decision Analysis Latest trends and Development in Estimation of Oil and Gas Reserves Workshop on Basin Evaluation and Modelling Techniques in Deep Water Depositional Systems Some Production Programs: Developments in Stimulation techniques and Candidate Well selection Advances in Water Control Technology Advances in Natural Gas Engineering Reservoir Engineering for Production Operations Some Engineering Programs: Welding and Inspection CAD for Mechanical and Process Logistics Management Flow Measurement and Instrumental Practice PERFORMANCE APPRAISAL Performance appraisal report is an index of an employees work performance over a given period of time. It is crucial for his or her career growth as it indicates the strengths, weaknesses, training needs, nature of job being performed and problems faced in work situation. The objectives of the performance appraisal system at ONGC are: To set norms and targets of work performance, as well as, to monitor the work progress of employees. To facilitate placement of employees in accordance with their suitability for different types of assignments. To provide an objective basis for determination of merit, efficiency and suitability for the purpose of promotion. To identify areas requiring exposure for training and development. The performance appraisal system seeks to evaluate: The work performance of an employee on the present job in relation to the expected levels of performance, both qualitative and quantitative. The extent of development achieved by the employee during the period under review. Evaluation of behavioural attributes, attitudes and abilities. Evaluation of potentials for assuming higher responsibility. Appraisal is done in three stages. First, KPIs/ KRAs are to be declared in March(beginning of appraisal year) then midterm evaluation is done which is compulsory in October and finally in March evaluation on performance of the employees is done. Employees get certain percentage of PAT based on their grades or marks of the appraisal. Earlier Appraisal was done on paper. Forms were distributed to the employees wherein they used to fill in the KPIs and then submit it. This system reported delay in recording appraisal reports. Low priority is accorded to recording appraisal reports as there was no visible accountability for delays. Inadequate time and attention was given to the process and last minute rush efforts were experienced. But now ONGC follows e-PAR which has distinct advantages: Streamlining of PAR process Uniform application of Company Policy Reduced Cycle- time and adherence to time schedules Enhanced data security and confidentiality Authenticity and audit trail of transactions Availability of on-line information System driven control and monitoring mechanism Performance based rewards and incentives for future The appraisal process constitute of one appraise and appraiser. Appraisee is the employee who fills the PAR form and submits it. Appraiser decides the KRAs/ KPIs with the employee then mid- term review is done. This is the duty of Reporting Officer. Then it is forwarded to the Reviewing Officer, who reviews it and then forward for co- review (in special cases) otherwise directly to the Moderating Officer. He sends it to Accepting Officer who accepts and forwards it to central PAR Section in Dehradun. (Refer Annexure 2) Circular of Roll out of e- PAR It suggested KPIs is issued first wherein dates are declared for joint setting of KPIs by Appraisee Appraiser. Commitment is made by the HRD group that a suggested list of KPIs applicable to different functional areas would be made available accordingly. HRD constituted a multidisciplinary committee comprising HR planners, corporate HRG and corporate PAR. This committee held detailed deliberations and consulted senior executives of different functional areas across the organization and come out with an exhaustive list of suggested KPIs. All Assessors and assesses may use the table during the process of setting KPIs. PAR DISCLOSURE, APPEAL AND COUNSELLING (A).Disclosure of PAR: The following information on PAR assessment would be shared with the employee on completion of PAR Final grades and marks given by the accepting Officer. Adverse comments (if any) Specific advice to be communicated for improvement (if any) Communication: The communication should be within 15 days of completion of PAR and in the form of system generated message in case of e-PAR. (B). Appeal and Review : Appeal may be preferred by aggrieved employees against assessed PARs as well as having adverse remarks/entry. Aggrieved employee may appeal once per assessment year directly to the Appellate Authority, through local PAR officer, instead of submitting through proper channel. The local PAR officer shall keep record and forward the same to concerned Appellate Authority, with intimation to Corporate PAR office. Appellate Authority (AA) : The designated Appellate Authority based on the reporting hierarchy have been defined in Annexure 3 and 4. While the hierarchy in the route has been defined in the table, Appellate authority must be minimum one rank higher than the Accepting Authority in any case. Each Appellate Authority shall constitute Appeal Review Committee (ARC) under him/ her comprising of representative of functional areas, with 3 members in each committee. In case Appellate Authority is at the level of GM or L- II, the members should not be below the level of E6 and for all other Appellate Authorities, members should not be below the level of E7. The meeting of the ARC shall be convened by each Appellate Authority once in a year preferably in the month of September/October, as the closing month of PAR process is generally August. The ARC may seek PAR record from respective location PAR Officer/ Corporate Officer, as the case may be. The Committee may also obtain views/recommendations of the concerned authorities involve in the assessment of the PAR, for which appeal is preferred, if needed. Based on the recommend ation of the respective ARC, the Appellate Authority shall finally decide on appeal. In case of Appellate Authority comprises of two directors, they may jointly decide on the appeal. If Appellate Authority considers and find reasonable grounds for revision of PAR grade on appeal made by aggrieved employee, such revision shall only be one step higher or lower to that of original grades for all categories. Any revision beyond one level or below will be decided by one level higher than the appellate authority, highest appellate authority being EC. For this proper justification /recommendation have to be given by the Appellate Authority. The decision of the Appellate Authority shall be conveyed to the Corporate PAR office / location PAR office, as the case may be, who in turn shall communicate to the employee in the Performa at Annexure5.The decision of the Appellate Authority shall be binding forever. No further appeal shall be entertained for the same assessment year. Each Appellate A uthority shall forward a status report on the disposal of Appeal to the Corporate PAR office for onward submission to the Director (HR). (C). Counselling: It has been decided in the 353rd EC Meeting to provide counselling to the employees with B, C, D grades and those cases having recommendations for counselling in the PAR. Scope of Counselling Group: The Counselling may be continued as an integral part of PAR process for widening employees development opportunities. The Counselling Group shall not review the final grading of the appraisee, assigned to him/ her by Accepting/ Moderation Authority. The Counsellors during the interviews of the employee shall ascertain the reasons, system constraints and the behavioural dimensions of the employees and efforts shall be made to develop self awareness for correcting personality traits. The Counselling Group shall send a report on each case to the office of Chief HRD. The Counselling Groups are to be assisted by the Corporate PAR officer at the counselling locations. The formation of Counselling Committees is depicted in Annexure 6. SAP- HR MODULE Scope of SAP- HR Module: 1) Personnel Administration Module (Including Establishment and Loans) Personnel Administration Module takes care of employee master data. Various PA processes have been built in this module. This module includes the loans and advances processes also. 2)Time Management Module Time Management Module takes care of Employees Leaves etc related processes. The Time Management component offers support in performing all human resources processes involving the planning, recording, and valuation of employees work performed and absence times. 3) Payroll Payroll module takes care of personnel claims, month end payroll run and pay slip generation. Form 16, Form 24 and all statutory statements related to personal income tax is also taken care by the payroll module. The System calculates the gross and net pay, which comprises the individual payments and deductions that are calculated during a payroll period, and are received by an employee. These payments and deductions are included in the calculation of the remuneration using different wage types. 4) Organisation Management Module: This module defines Organisational Hierarchy, positions, Head of sections etc and also deals with assigning employees to various departments / sections etc through proper positions. 5) SAMPARC:(ESS MODULE) SAMPARC stands for (System for Automated Management of Personnel Activities, Reimbursements and Claims) the employee self service portal of ONGC. Using ESS reports an employee can view his career details, leave details, training booking details etc using an ESS User Id. He can also write a mail to his personnel administrator if he detects any error in data recorded in the system. Getting started with SAP: On your PC, find the SAP Logon pad icon. The icon style varies deepening on the SAP version installed in your PC. To open Logon Window: Double click on the Toolbar SAP Logon on above Screen. Following Logon window shall open on your screen: This window lists all available servers to which you can Login with your user ID. Double click on the desired server name or click on the line and then click on Log On. After a brief delay, following window shall open on your screen : To open the SAP Easy Access window : Enter your client number (It will always show 500 by default). Enter your SAP User ID. Enter your SAP User Password. Please remember that the Password is case sensitive. Press Enter on your Keyboard. SAP Easy AccessWindow Elements The SAP Easy Access user menu is the user-specific point of entry into the SAP System. A typical user menu (here, in the R/3 System) is shown below : The user menu contains those items such as transactions ,workflows, reports etc. you need to perform your daily tasks. If your system administrator has defined a user menu, it appears when you log on to the system. Various elements of the SAP Easy Access Window are shown above. Navigating in the SAP Screen You can expand and collapse menus in the workplace menu by choosing the dropdown arrows to the left of the menu items, as in the example below : To open an application in the workplace menu : Type the transaction code in the command box / field and then press Enter, or Navigate to the transaction node in the tree and Double-click its node in the tree, or Click on node and then press Enter Some Important SAP Definitions in ONGC Context Company Code: The company code is an organizational unit within financial accounting (FI). Personnel Area This field defines the location of the employee, e.g., ABAD (Ahmedabad), BRDA (Baroda), etc. Personnel Sub-area This field defines the duty assigned to the employee, e.g., OFDT (Office Duty), FLDT (Field Duty), OSDT (Offshore Duty), etc. Employee Group This field defines the employment status of the employee, e.g., Active, Retiree, Deputation-in etc. Employee Subgroup This field defines the Grade of the employee, e.g., E1, E2, E3, etc. Personnel Number This field defines the CPF Number of the employee. Pay roll Area: A payroll accounting area (often abbreviated to payroll area) is an organizational unit containing all of the employees for whom the payroll runs at the same time. The payroll accounting runs for payroll accounting areas. Each payroll accounting area determines the specific dates for which the payroll runs, the earliest payroll period for which retroactive accounting is possible, retroactive accounting recognition, and the periods for which the payroll runs. Organization Unit This field defines the Department / Section within the Organizational structure in which the employee is working, e.g., ICE, IRS, Drilling, etc. Position This field defines the post, which the employee is occupying within the organizational structure, e.g., Manager PA, Location Manager AMD Cementing, etc. Infotype: In SAP information is stored in info types. An Infotype can have further subtypes. Click here to view the list of Infotype being used in ONGC. Common SAP Transaction Codes used in ONGC Sr No. Transaction Codes Transaction Description 1 SBWP Mail Inbox 2 PA20 Display HR Master Data 3 PA30 Maintain HR Master Data 4 PA40 Personnel Actions 5 ZPT60 HR TIME : Time Evaluation 6 PP01 Maintain Object 7 PP03 Maintain Plan Data : Execute Actions 8 PO13 Maintain Position 9 ZHRCON Seniority Program for Conveyance advances 10 ZHRHBA Seniority Program for HBA 11 PA41 Correct Actions 12 PT50 Quota Overview 13 PU03 Correct PDC Recalculation Date 14 SU50 Maintain User Profile 15 SU56 Authorisation in buffer 16 SU53 Display Authorisation data (in case of authorisation failure) SAP ICONS Icons Keyboard Description When to Use Enter Enter To enter Data and check its validity. Ctrl + S Save To save Data. F3 Back To go to the previous screen. Shift + F3 Exit To return to Standard SAP Menu. F12 Cancel To cancel the present transaction. F1 Help To seek help to proceed. Page Down Next Page To scroll to next page. Page Up Previous Page To scroll to previous page. Ctrl + Page Up First Page To scroll to first page. Ctrl + Page Dn Last Page To scroll to last page F5 Print To print the selected information. Ctrl + F Find To find a certain alphabet, number, word or sentence. Ctrl + G Find Next To display the next hit made by Find above. Ctrl + X Cut To cut the selected matter. Ctrl + C Copy To copy the selected matter. Icons Keyboard Description When to Use Ctrl + V Paste To paste the cut or copied matter. Creates a new session To open a new SAP window to work on another transaction. Generates a short cut on desktop To generate a short cut on desktop. Alt + F12 Customizing of Local Layout To customize Local Layout. F8 Execute To run a programme. F5 Create To create a new record. F6 Change To change an existing record. F7 Display To change an existing record. Shift + F9 Copy To copy the selected matter. Shift + F1 Delimit To limit the end date of an existing record. Shift + F2 Trash To delete the selected matter. Shift + F8 Maintain Overview To view all the records within an infotype of an individual. F5 Move To move an object from one place to another in an Organisational Structure. Ctrl + Shift + F9 Change Sequence To move an object through the hierarchy in an Organisational Structure. Ctrl + F3 Refresh To refresh the data. Ctrl+Shift + F12 Collapse To hide all the contents of a data structure. Icons Keyboard Description When to Use Shift + F8 Structural Graphics To display a data structure in a graphical manner Ctrl + Shift + F2 Details To display the Details of a particular record. Shift + F2 Delete To delete a row from the displayed table. Ctrl + F2 Undo To undo the previous action. F7 Select All To select all the elements of the displayed table. F8 Select Block To select a specified block of elements of the displayed table. Shift + F4 Deselect All To remove the selection of all the elements of the displayed table. Enter Continue To continue with the current process. F12 Cancel To stop cancel the current process. Shift + F6 Previous Record To open the previous record. Shift + F7 Next Record To open the next record. SAP Mails How to read and write a SAP mail Begin the process by accessing the following Transaction in SAP Via SAP Standard Menu User menu Office SAP Business Workplace Via Transaction Code SBWP SAP Mails: SAP mails provide us a facility to write and read mails. All the incoming mails are stored in the INBOX. All the mails written by the User are stored in the OUTBOX. SAP Workflows: SAP workflows are tools to decide on a business process. The user will have to display and then execute the workflow to get the decision options. All the incoming workflows are stored in the INBOX. All the workflows executed by the User are stored in the OUTBOX. Following steps describe the process of using SAP Mails: Reading a Mail Click on the folder INBOX. You will find two subfolders; Unviewed Documents and Documents. Go to Unviewed Documents. Click on Update. Select the mail you want to read. Double Click on the Message Text. The message will appear on the screen. The same can now be replied by pressing push button Reply. The user can also use option Reply with reference if he/she wants the received message text to appear below his reply. Writing a Mail Click on New Message. A new screen Create Document and Send will appear. Write the Message title and Message text. Write the USERID of the receiver(s) at the recipient fields. To send an express message Enter a tick in the Express mail checkbox. Now click on the send icon. Three- Level Authorisation in HR The authorization checks are built into the system for all the processes. The process of authorization checks are common for all the Business Processes except for the loan process explained separately, and hence describing each business process in detail. Dealing Officer does the initial data entry as described step by step in this User Manual. On saving the complete transaction by the Dealing Officer a SAP mail is generated internally in the system addressed to the P A Administrator maintained in the Organisation Assignment for the employee transacted upon. The Dealing Officer must ensure that the correct data is entered in Position and Personnel Administrator Fields, As these fields decide the SAP Mail flow to the P A Administrator. The SAP mail is of executable type. The P A Administrator need to double click on the mail and then selecting from the Menu Document , should choose the Execute button. This invokes the screen where the dealing officer has done the data entry or the overview of the infotype screen. On the first screen P A Administrator needs to click the Button Execute Info Group. This will invoke all the screens in sequence where Dealing Officer has done the data entry. In case there in no Infogroup for the particular process then he should straight way press the unlock button and save the record. The P A Administrator can check the data entered and can change the data if found to be incorrect. If the P A Administrator finds the data to be correct then he just needs to save the data (By clicking on Save icon on top of screen or by Pressing Ctrl-S) without changing the data. When Dealing Officer keys in the data and saves it, the data is stored in the system in locked mode. The data will not be visible in any of the reports. By saving the data on each screen by P A Administrator, the system internally unlocks the record and saves it. The Dealing Officer and P A Administrator do not have any Delete authorisation in the system. For security measures the delete authorization has been provided to the Highest Authority only, of that location. In case the Dealing Officer or P A Administrator needs to delete some record then they need to inform the Highest Authority for deleting the record. After unlocking the data by the P A Administrator, the data can only be viewed by the Dealing Officer. At this stage the Dealing Officer if tries to change or delete the data the system gives an error message. At this stage the P A Administrator can change the data. Auto forwarding the mails or workflow Start the transaction using the menu path or transaction code. Click (Or use T Code SBWP). Select SettingsOffice settings. A popup will open as under. Click on the tab. Page will change as shown below. Click (Create icon) . Automatic Forwarding As required, complete/review the following fields: Field Name R/O/C Description Forward to R SAP User ID of the person to who you wish to forward. Example: 12345 From R Start Date of forwarding period To R End date of forwarding period Click . Click (After entering the period for which you want the auto forwarding of the mails). The Hiring Process 1. Start the transaction using the menu path or transaction code. SAP Easy Access User menu for EHEAD 2. As required, complete/review the following fields: Field Name R/O/C Description Command box R Type the Transaction Code PA40 in the command box Example: /nPA40 Personnel Actions 3. As required, complete/review the following fields: Field Name R/O/C Description CPF No R Put the CPF no to be allotted. Example: 1234 From R Put the date of Joining ONGC. Example: 20.03.06 4. Click to execute. Screen for Infotype-0000 (Actions) appear. Create Actions 5. As required, complete/review the following fields: Field Name R/O/C Description Reason for action R Choose the appropriate Reason for action from F4 Help. If it is DOD case, then choose this option in reasons. Example: Business Growth. Personnel Area R Choose the personnel area from F4 Help. It should be your own Personnel Area. Example: JORD. Employee Group R Select the Employee group applicable to the employee from F4 Help. Example: 1-Active employee. Employee subgroup R Select the Employee subgroup applicable to the employee from F4 Help. Example: E1 Create Actions Press Enter and the save the information when the system prompts to do so. Click to save the record. 6. Create Organizational Assignment : Next appears screen for Infotype-0001. You need to capture his posting details in this screen. This is one of the critical infotype which determines access of an employee. 7. As required, complete/review the following fields: Field Name R/O/C Description Position R Give a Position for the employee. If you do not know the exact position, then you may give Transferee Position as a temporary measure. (you can use PPOM_OLD to find vacant position or create new position) Example: 90000124 PersAdmin R PersAdmin is the E Head code where his file will be maintained Example: RSN PayrAdmin R PayrAdmin is the code of associated PCS Head of the E Head above. Example: YTJ Subarea R Select the applicable Subarea from F4 list Example: OFDT/ FLDT Create Organizational Assignment Keep pressing enter till system prompts you to SAVE. Now save the record. Click to save the record. 8. Create Personal Data : Next comes the screen for Personal Details Infotype-0002. You will capture personal details of the employee like his name, DOB, etc. in this screen. As required, complete/review the following fields: Field Name R/O/C Description Form of addr R Select applicable Form of addr. Example: Mr/ Mrs/ Ms Last name R Last name is mandatory Example: Judson First name R Enter the First name. Pl be careful in entering the name as you will not be able to change it later. Example: Vineet Birth date R Enter the Date of Birth Example: 15.10.1978 Birthplace R Name of Birthplace. Example: Delhi Mar.status R If you select Mar. status as married, then Date of marriage is mandatory Example: Single State R State of birth. Example: Delhi Religion R Religion of the employee. Example: Christian Keep pressing enter till system prompts you to SAVE. Now save the record. Click to save the record. Please note that once you have created Infotype-0000, 0001 and 0002 while hiring, then employee name will appear next time you type their ID /CPF in PA30 or PA20 screen. This means that even if you could not complete the hiring for some reason in the first attempt, like say broken connectivity, you will be able to complete the hiring later by creating the necessary infotypes in PA30. But if you could not complete steps upto infotype-0002, then you will not be able to complete the process later in PA30 or PA41. In such a situation you need to contact the core team. 9. Create Challenge: Screen for Infotype-0004 for recording physical handicap status appears next. If the employee has some physical handicap or have been hired in PH category, then you need to capture it in this infotype. As required, complete/review the following fields: Field Name R/O/C Description Challenge group R Description of the Challenge group. Example: Visually handicapped Degree of challenge R Description of the Degree of challenge. Example: 25% If the Infotype is not applicable to the employee then Click on to cancel and proceed. 10. Create Family/Related Person: Screen for creating family details infotype-0021opens next. This infotype is used to capture the information pertaining to the family members of the employee and their dependency status on the employee for different purposes. Select the relation / relative for which the record is to be created. A popup with subtypes (applicable relationship type) for infotype-21opens. Subtypes for infotype Family/Related Person (1) 15 Entries found On selecting the appropriate the relationship type, the screen for infotype-21 opens. As required, complete/review the following fields: Field Name R/O/C Description First name R Give the first name of the relative Example: Father Last name R Give the last name of the relative Example: Judson Date of birth R Give the Date of birth of the relative Example: 01.05.1946 Gender R Choose the appropriate gender Marital / employment status R Required if family member is a Girl Child. In case of Girl Child, make it SINGLE if daughter is unmarried. In case the daughter is married, then choose option MARRIED and also put Date of Marriage. Dependency R Click on against the medical dependency/ LFA dependency / CEA dependency, if applicable. Also click on the relevant income group for the dependent in case of parents. Spouse employment status O If spouse is employed in ONGC, then enter her CPF no. If she is employed in other PSU / Govt agency then record it here. Create Family/Related Person Keep pressing enter till system prompts you to SAVE. Now save the record. Click to save the record. Create Family/Related Person Create all the family members of the employee in the same manner. If E Head is creating the records, then he needs to lock the record manually before saving. For this go to main menu Edit Lock / Unlock. Please note that the Number appearing against Family member type is system generated. This system generated no. controls eligibility for various claims. Therefore all children of an employee should be captured irrespective of their eligibility for claims like CEA. If you maintain their records, system logic will automatically decide their eligibility. Thus even if some of the children had become ineligible at the time of hiring the employee in system, they should still be captured in system The subtype popup of infotype-21 screen keeps appearing repeatedly to facilitate creation of all relatives. Once all family members have been created, you can skip this infotype by closing the subtype popup. 11. Create Addresses: Screen for infotype-006 for creating Addresses opens next. Here also a popup with all possible subtype (type of addresses) appear. Subtypes for infotype Addresses (1) 22 Entries found Select the Address from the list. To select Double-click on it, e.g., we select . As required, complete/review the following fields: Field Name R/O/C Description c/o O Address line1 Example: ABCD Street/House no. O Street/House no. Example: 1234 2nd address line O Address line2 Example: XYZ PIN/ViI./Town/City R The filed with tick mark is mandatory Example: Delhi District O District Region O Region is state name Example: Delhi Keep pressing enter till system prompts you to SAVE. Now save the record. Click to save the record. The popup of subtype opens again. Now we will create another record for Home Town. Double-click to select it. Create Addresses As required, complete/review the following fields: Field Name R/O/C Description c/o O Address line1 Example: ABCD PIN/ViI./Town/City R The filed with tick mark is mandatory. Maintain hometown name here. This will appear in his LFA order. Pl be careful as you will not be able to change it, even for spelling mistake. Example: Delhi Region O Name of the state where his hometown is located Example: Delhi Nearest Railway Station R The Nearest Railway Station to his hometown. Example: Delhi Nearest Airport R The Nearest Airport to his hometown. Example: Delhi Keep pressing enter till system prompts you to SAVE. Now save the record. Click to save the record. Nomination Details can also be created in the same manner. All required nomination are maintained in system in Address infotype as various subtypes. E.g. we will create a PRBS nominee. Select from the subtype popup. Create Addresses As required, complete/review the following fields: Field Name R/O/C Description c/o O Address line1 Example: ABCD Street/House no. O The Street/House no.. Example: 1234 PIN/ViI./Town/City O Maintain the city name here. Example: Delhi Account type R Should be same as that of the subtype selected. No F4. Just type out the text. Example: PRBS Percentage R Description of the Percentage. Example: 100 Relation R Select from the F4 list. Details like nominee name and age etc. will get populated automatically. Example: 2 -child Guardian R This section opens for data entry only if the nominee maintained above is minor (= 18 years of age). In such case, maintain the guardian detail. Example: Father Press Enter till the system prompts to save the record. Similarly other Nomination Details can also be created for the employee. Click to save the record. The subtype popup of infotype-0006 screen keeps appearing repeatedly to facilitate creation of all addresses. Once all addresses have been created, you can skip this infotype by closing the subtype popup. 12. Create Planned Working Time : Screen for infotype-0007 opens next. In normal cases, this infotype opens with all the values pre-populated. You need to check the following: That the Start date of the record should be same as the Date of Joining ONGC If the DOJ ONGC 01.01.2004, then the Time Management Status is 7 Default Work Schedule Rule is ONSH ONGC WS RULE NORMAL, which Normal Duty Pattern. You can change this if employee is hired for ON-OFF duty pattern from the F4 drop down. What you maintain here decided as to how his leaves like EL HPL are to be deducted. Once you Press Enter, following fields gets populated at the bottom section: Daily working hours Weekly working hours Monthly working hr Annual working hours Weekly workday Press Enter. Save the record when system prompts. Click to save the record. 13. Create Monitoring of Tasks: Screen for infotype-19 opens next. Press Enter and the system shall populate the values for the date of Completion of Probation and Date of Retirement. Save both this date type and go to next infotype. For employee group GT (EG=G)and Tenure based employee (EG=T) two more task type GT Training Completion Date and T1 Tenure Completion date respectively should also be saved. (Please note down the system generated Date of Retirement. You will require this later in infotype-41) 14. Create Date Specifications: This is infotype-41. Depending on employees DOJ and employee group (i.e. whether regular or tenure based employee), you will be required to maintain some date types and dates. The details are given under: Date Type Date Applicable employee group / type ZL Date of hiring All N0 Date of retirement All ZP Date of joining PRBS. It is DOJ if joined after 1.4.1990 All NT Tenure Completion date Tenure employee (EG=T) ZT Tenure Start Date Tenure employee (EG=T) SG Start of GT Training Graduate Trainee (EG=G) ZG Completion of GT Training Graduate Trainee (EG=G) Press Enter. Save the record when system prompts. Click to save the record. 15. Create Educational Qualification: Next opens screen for infotype-9022. Educational qualification of the employee is to be captured here. The Start date of the record can not be less than the date of certificate date. Enter the Qualification code, Certificate date, University/ Board, Institute, Duration of the course, Division and enter till the system prompts to save. As required, complete/review the following fields: Click on the F4 help of Qualification Code field. A small popup opens Qualification Standard Click on to get the F4 help. A new popup with list of qualifications opens as under. Qualification Standard Code (1) 67 Entries found Double-click on the desired qualification to select it. e.g. we select . Now you will see that the selected qualification standard code appears in the popup as under. Qualification Standard: Press enter. A new list of qualification codes conforming to the qualification standard chosen earlier will open. In this example, as we have selected Engineering Graduate as qualification standard, a new list will display all engineering graduation degrees in system, viz. BE (Civil), BE (Mech), etc. Qualification Details (1) 85 Entries found Double-click on the desired qualification to select it. Now you will be taken back to the initial screen of infotype 9022. You will also see that the selected qualification code is appearing. If you press enter now, the details of the selected qualification code will appear. You are also required to fill certain other information in the screen as under: Field Name R/O/C Description Duration R Duration of the course. Example: 4 Unit Of Duration R Unit Of Duration of the course. Example: Years Cert. / Mark sheet Date R Cert. / Mark sheet Date is date of acquiring the qualification. Example: 30.05.05 University / Board R Name of the University / Board. Example: IP UNIV Institute R Name of the of the Institute. Example: XYZ INSTT Class/Div. R Class/Div. obtained Example: FIRST Create Educational Qualification Press Enter. Save the record when system prompts. Click to save the record. The infotype-9022 screen keeps appearing repeatedly to facilitate creation of all qualification. Once all qualification records have been created, you can skip this infotype by cancelling the screen. Click on to cancel and proceed. 16. Create Qualification Level: Screen for infotype-9024 opens next to capture qualification level as per MRPR80. As required, complete/review the following fields: Field Name R/O/C Description Qualification Level As per rule. R Description of the Qualification Level. Example: Q1 Press Enter. Save the record when system prompts. Click to save the record. 17. Create Other/Previous Employers: This is screen for infotype-0023. If employee had previous work experience or say ex-serviceman, then capture this information here. Else cancel the Screen and proceed. Click on to cancel and proceed. 18. Create Territorial Army Service: This is screen for infotype-0081. If the employee is a member of Territorial Army, then capture the details here. Enter the Period, Service Type, Military Rank, Unit etc for the employee. Enter the data and save the infotype. If not applicable, click on to cancel and proceed. 19. Create Communication: You can capture communication details like Email, Telephone No, Cell Phone etc. You can skip this screen if no data is available. For this, click on to cancel and proceed. 20.Create Designation Infotype: This is screen for infotype-9930. Select the Applicable Discipline and Sub-Discipline for the concerned employee using the F4 help. As required, complete/review the following fields: Field Name R/O/C Description Discipline R Select the Discipline. Example: MECHANICAL Sub Discipline R Select the Sub Discipline. Example: MECHANICAL Click on in the designation field. This will display the list of designations for the applicable discipline and sub-discipline at the employee level. (You can see that the level is displayed in grey alongside the applicable RP code) DESIGNATIONS To select the designation, double click on it. Now you need to fill the employee category. Create Designation Info type. As required, complete/review the following fields: Field Name R/O/C Description Category R Description of the Category. Example: GENERAL Keep Pressing Enter till system prompts to save. Click to save the record. 21. Create Requisite Declarations: This is screen for infotype-9916. Capture the details of declarations submitted by employee at the time of joining. Click on for those documents which are submitted by the employee at the time of Joining. Create Requisite Declarations Keep pressing Enter till the system prompts to save. Click on to save the record. This completes the sequence of info type that constitutes Hiring action. You will be taken to PA40 Create Actions screen. If you can see the employee name in the screen, then you have successfully hired an employee in the system. This completes the Hiring Action. CONCLUSION According to my study, I found that the employees of O.N.G.C are very much satisfied with the training system of their organization. Employees of all the level think that training system of the organizations is well planned and they enhance their knowledge by attending the workshops/ training. So we can also conclude that ONGC have a highly well managed training system and employees of this organization are very much satisfied with their working environment and give more concentration to their work. And the whole Appraisal process is systematic with data security and authentication. The whole process is transparent with unbiased appraisers. Appraisal system is totally performance based. And if any employee is not satisfied with his / her grades, provisions are made for Appeal to the Appellate Authority. The process is time consuming but best result is expected. ONGC has evolved and grew with the change in technology and they have adapted themselves with new technologies. Since 2008, Centralized SAP functioning started in ONGC, for every department and for every office. SAP has helped to store, retrieve, and process data in a simpler, faster and secure manner. Every department says that with the introduction of SAP their workload has reduced and way of working also changed. Finally I would conclude my analysis that the HR practices I have understood there practically helped the organization to grow in the global market as well as helped the individuals / employees for their personal growth.