Essential for driving organizational growth

Human Resource Management : Essential for driving organizational growth

An interview with Manish Patil | Director (Human Resource) | Oil and Natural Gas Corporation Limited

How do you spell ‘HR’? Pls. define HRM and explain its features.

Reply: HR is the custodian of people-first strategies. HR is no more the transactional, administrative wing of an organization. Rather, it has transformed into something much more dynamic, leveraging technology to streamline processes and improve employee experiences. It has become a strategic partner in driving organizational success and fostering a thriving culture.

Human Resource Management (HRM) refers to the strategic approach of managing, nurturing and enabling people in an organization. Strategic in the sense that from recruitment till separation, efforts of HR are focused on organizational growth in true business sense.I firmly believe that Human Resource Management (HRM) is an integral part of any company playing a pivotal role in driving the growth and success of the organization. With end to end diverse functions of recruitment, talent development, employee engagement, job enrichment, succession planning and employee separation/superannuation, HRM focuses on maximizing employee performance while ensuring their satisfaction, welfare and overall contribution to the company’ssuccess.

How do you see the impact of HR management on the growth of a company?

Reply: HR Management directly influences company’s growth by ensuring that the organization attracts, nurtures and retains the best talent, fosters a high-performance culture and builds a resilient and engaged workforce. HR’s strategic partnership with leadership ensures that the workforce is aligned with the company’s long-term vision. Whether through workforce planning, alignment of people strategies with business goals, or change management initiatives, HR is a key player in ensuring that the company is prepared for both present and future challenges, positioning it for sustainable growth.

First and foremost, HR’s impact on company growth starts with talent acquisition and management. By attracting the right people, aligning their skills with the company’s needs and creating an environment that fosters innovation and creativity, HR ensures that the organization has the human capital it needs to thrive.

By providing continuous learning opportunities, career advancement and personal growth initiatives, HR ensures that employees remain not only skilled but motivated and committed to the company’s mission. High employee engagement and low turnover lead to higher productivity and a more consistent workforce, which directly impacts business outcomes.

Another key aspect is performance management. HR systems that set clear goals, offer ongoing feedback and recognize high performers drive a culture of accountability and excellence. A strong performance management system ensures that employees are aligned with the company’s objectives and it helps identify areas for improvement or innovation, directly contributing to growth.

By focusing on inclusivity, work-life balance and employee well-being, HR ensures a healthy workplace environment. A positive, inclusive culture leads to higher morale, stronger teamwork and improved collaboration, all of which are essential for driving organizational growth.

What improvement do you suggest in the managerial activities in future?

Reply: To enhance managerial effectiveness and organizational success in the future, I suggest focusing on the following areas:

Strengthening Communication and Transparency: Clear, open and consistent communication between managers and their teams is crucial. Encouraging transparency in decision-making processes and providing regular updates can help build trust, reduce misunderstandings and align the team with organizational goals.
Investing in Employee Development: Continuous professional development should be prioritized. Offering training programs, mentorship opportunities and career development plans will not only enhance the skillsets of the team but also increase job satisfaction and employee retention.
Promoting Agile Management Practices: In today’s fast-paced business environment, managers should be adaptable and able to make quick decisions. Implementing agile methodologies in project management, decision-making and team structures will help teams stay flexible and innovative.
Emphasizing Employee Well-being: A focus on work-life balance, mental health initiatives and creating a supportive, inclusive environment is essential for employee motivation and retention.
Encouraging Data-Driven Decision Making: Managers should leverage data analytics to guide decisions. Using data to track performance, measure progress and identify areas for improvement will lead to more informed, objective and effective management practices.
Fostering a Collaborative Environment: Encouraging cross-functional collaboration and breaking down silos within the organization can improve problem-solving and innovation. Managers should create platforms for collaboration and empower teams to share ideas and work together on projects.
Leadership Development: Future managers should be trained not only in technical skills but also in emotional intelligence, conflict resolution and team leadership. Strong leaders who can motivate and guide their teams through challenges will be key to achieving long-term organizational success. This will further tackle the problem of succession planning in the organization.
Fostering a culture of cost consciousness: Equipping managers with comprehensive training in budgeting and financial planning will ensure that managers have an enhanced working understanding of the financial implications of their decisions, thereby making more informed choices that align with the organization’s cost-efficiency goals. Furthermore, by making cost consciousness a key performance indicator, managers will have a clear incentive to prioritize financial efficiency. This can be done by aligning performance metricsand KPIs with cost-efficiency goals- such as metrics related to resource utilization, expense management, and waste reduction.

Do you think that there is a need for change of attitude of HR management?

Reply: Yes, I strongly believe that there is a need for a change in the attitude of HR management. As businesses evolve and face new challenges in a rapidly changing environment, HR must shift from being solely a support, transactional function to becoming a more strategic partner in driving organizational success.

Traditionally, HR has been focused on administrative tasks like recruitment, compliance and employee relations. While these are still essential, HR today needs to be more agile and forward-thinking, with a focus on talent management, employee experience, leadership development and organizational culture. We need to embrace a more holistic approach, aligning HR strategies with the long-term goals of the business and fostering innovation.

Additionally, the evolving workforce demographics, with increasing diversity and a rise in remote and hybrid work models, calls for HR to be more adaptive and inclusive. HR professionals must develop a mindset that prioritizes employee well-being, embraces new technologies like AI and HR analytics and encourages continuous learning and development.

By shifting to a more proactive, data-driven and employee-centric approach, HR can better support the organization’s overall success and adaptability in the face of change. This attitude shift will not only make HR more relevant but also enable it to create more value across the organization.

What are the various causes of stress at work place?

Reply: There are several key factors that can contribute to stress in the workplace and understanding these causes is critical for addressing them effectively.

Workload and Time Pressure: Excessive workloads, tight deadlines and unrealistic expectations can lead to employees feeling overwhelmed and unable to manage their responsibilities effectively. The constant pressure to meet targets and complete tasks within limited time frames is a significant stressor.
Role Ambiguity and Confusion: When employees are unclear about their roles, job responsibilities, or expectations from management, it can lead to confusion, frustration and stress. Lack of clear communication about goals, tasks, or authority can create anxiety and impact productivity.
Poor Work-Life Balance: Employees who struggle to balance professional demands with personal life often experience burnout. The inability to disconnect from work outside of office hours or take sufficient time off can lead to chronic stress and negatively affect health and relationships.
Job Insecurity: Fear of losing one’s job or concerns about organizational changes (e.g., restructuring, downsizing) can create significant anxiety. Employees who feel insecure about their future within the company often experience heightened stress levels.
Interpersonal Conflicts: Conflicts with co-workers, managers, or teams can create a toxic work environment. Issues such as poor communication, lack of support, office politics, bullying, or favouritism can lead to emotional stress and decreased morale.
Lack of Control or Autonomy: Employees who feel they have little control over their work or decision-making processes may experience higher levels of stress. A lack of autonomy can make individuals feel disengaged and powerless, leading to frustration and dissatisfaction.
Unclear Career Progression and Development: When employees feel that there is no clear path for growth or advancement within the organization, it can result in stagnation and stress. Lack of recognition for accomplishments and opportunities for development can affect motivation and job satisfaction.
Poor Working Conditions: Inadequate physical working conditions—such as uncomfortable office spaces, long working hours, or lack of resources—can contribute to stress. The absence of a safe, healthy and conducive environment can negatively affect employees’ physical and mental well-being.
Excessive Bureaucracy and Micromanagement: Overly rigid organizational structures, excessive policies and micromanagement can stifle creativity and autonomy. Employees may feel disempowered, leading to frustration and stress as they navigate complex and restrictive systems.
Lack of Support from Management: When managers fail to provide adequate support, feedback, or recognition, employees may feel isolated and undervalued. A lack of guidance, encouragement, or emotional support from leadership can lead to stress and disengagement.

However, I feel that rather than covering up these issues, its best for employees and the organization to address the issues and work towards a positive resolution. We can then not only overcome the stress but rather feel empowered and strong in our roles.

Addressing these causes of workplace stress involves creating a supportive and transparent work environment, improving communication, setting realistic expectations and ensuring a healthy work-life balance. Proactively managing these factors can help reduce stress and improve both employee well-being and organizational performance.

What kinds of HR policies are being adopted in your company (ONGC)?

Reply: At ONGC, we have adopted a range of HR policies that align with our organizational goals and values while also fostering a positive work environment for our employees. Our policies focus on employee well-being, inclusivity, performance excellence and strategic talent management. Some key areas include:

Talent Acquisition and Development: ONGC has robust recruitment policies to attract top talent, particularly in technical and engineering roles, in line with the demands of the energy sector. We focus on hiring from a diverse pool of candidates and ensuring equal opportunities for all. Additionally, we emphasize continuous learning and development, offering employees opportunities for skill enhancement through training programs, leadership development initiatives and higher education support.
Employee Engagement and Well-being: We prioritize employee engagement and well-being through policies that ensure a safe and supportive work environment. This includes comprehensive health benefits, work-life balance initiatives and employee assistance programs. Our wellness programs cater to both physical and mental health, providing employees with the resources they need to thrive.
Performance Management and Rewards: ONGC implements performance management policies that are aligned with organizational objectives. We focus on setting clear goals, regular performance reviews and offering rewards and recognition based on merit and contribution.
Diversity, Equity and Inclusion (DEI): Our DEI policies focus on promoting a culture of inclusivity and equal opportunity across all levels of the organization. This includes addressing gender diversity, enabling a supportive work environment for underrepresented groups and implementing training programs to mitigate unconscious bias. We also have robust infrastructure to support the specially-abled employees, who form an important segment of our employee base.
Employee Relations: ONGC maintains open communication channels with employees, with a focus on resolving issues through dialogue and mutual understanding. We have policies that support conflict resolution, grievance handling and maintaining industrial harmony, ensuring that employee concerns are addressed promptly and fairly.
Sustainability and CSR Initiatives: Our HR policies also incorporate sustainable practices and social responsibility. We encourage employees to engage in community development projects and we actively support environmental sustainability initiatives as part of our corporate culture.

In essence, ONGC’s HR policies are designed to foster a performance-driven, inclusive and innovative work culture while ensuring employee satisfaction and growth.

How is your work culture different from that of the other PSUs?

Reply: ONGC’s work culture stands out in several key areas when compared to other Public Sector Undertakings (PSUs), reflecting its unique values, commitment to innovation and employee-centric approach. Some of the distinguishing features include:

Focus on Innovation and Technology: ONGC has consistently promoted a culture of innovation, particularly in the fields of energy exploration, production and technology. The organization actively encourages the adoption of advanced technologies and modern techniques to stay ahead in the competitive energy sector. Venturing into the green energy segment with OGL epitomizes our commitment to change management in our strive to be ahead of the curve,
Training and Development: With a robust network of in-house training facilities and institutes, along with partnerships with external academia, ONGC focusses significantly on the development of employees. As a responsible organization, ONGC contributes to societal needs in skill upgradation through its Skill Development Institute (SDI) Ahmedabad and comprehensive skill development centres and policies.
Strong Ethical and Social Responsibility Focus: ONGC has a deeply ingrained culture of ethical business practices and social responsibility. It has an established reputation for contributing to community development, sustainability and environmental conservation, going beyond just business objectives. This commitment to corporate social responsibility is a significant aspect of ONGC.
Employee Welfare and Work-Life Balance: ONGC has made significant efforts towards employee welfare with its wide range of welfare policies and schemes, wellness programs and recreational facilities at townships.
Diversity and Gender Inclusivity: ONGC has been proactive in promoting gender diversity and inclusivity within its workforce. With a robust infrastructure to support the specially-abled employees, ONGC has become their employer of choice, recruiting highest number in the special categories in comparison to any other PSU.

What factors may affect your “HR” policies in future?

Reply: As we look toward the future, several factors are likely to influence the evolution of HR policies at ONGC. These factors are primarily driven by external changes in the business environment, advancements in technology and shifting societal expectations.

Technological Advancements: The rapid pace of technological innovation, particularly in artificial intelligence, automation and data analytics, will have a profound impact on HR policies. We may see more data-driven HR practices, including predictive analytics for talent management, AI-driven recruitment tools and enhanced employee engagement platforms. These technologies will require us to adapt our policies to ensure they are aligned with new ways of working and managing talent.
Changing Workforce Demographics: The workforce is becoming more diverse and hence, there may be an increasing demand for flexibility in work arrangements and a greater focus on fostering an inclusive culture that meets the needs of a multi-generational and diverse workforce.
Employee Expectations and Well-being: In recent years, there has been a marked shift in employee expectations. Today’s workforce places a high value on mental health, work-life balance and overall well-being. As a result, HR policies will need to evolve to provide better support for employees’ holistic needs.
Regulatory Changes and Compliance: Government regulations, both local and international, will continue to shape HR policies. Changes in labour laws, taxation policies and environmental regulations could require adjustments to compensation structures, employee benefits and compliance practices. We must remain agile to ensure that our policies remain compliant with evolving legal frameworks.
Sustainability and Corporate Social Responsibility (CSR): Increasingly, employees and stakeholders expect companies to adopt sustainable practices and engage in social responsibility. HR policies will need to incorporate sustainability initiatives, whether that’s through employee volunteer programs, eco-friendly workplace practices, or policies supporting environmental responsibility.
Economic and Market Trends: Fluctuations in the global economy, the energy market and business growth will also influence HR policies. Economic conditions could impact hiring strategies, talent retention efforts and compensation planning. In times of economic downturn, there may be a greater focus on cost efficiency, while periods of growth may require expanded talent acquisition strategies and employee retention programs.

Describe the need for the employee welfare and safety programmes?

Reply: Employee welfare and safety programs are critical components of a successful and sustainable organizational culture. At ONGC, we recognize the importance of creating a safe, healthy and supportive environment for our employees, as these programs are directly linked to both employee well-being and organizational performance. Below are key reasons why these programs are essential:

Ensuring Employee Health and Safety: The core objective of safety programs is to protect employees from potential hazards, particularly in high-risk industries like oil and gas. By implementing robust safety protocols and providing regular training, we minimize the risk of accidents, injuries and illnesses in the workplace. This not only ensures compliance with regulatory standards but also fosters a culture where employees feel valued and secure, contributing to greater job satisfaction.
Improving Productivity and Performance: Healthy and safe employees are more likely to be productive and engaged in their work. When employees are confident in their safety and well-being, they are more focused, motivated and able to perform at their best. Welfare programs, such as health screenings, fitness initiatives and mental health support, contribute to improved employee health and enhanced overall performance.
Compliance with Legal and Ethical Standards: Employee welfare and safety programs are not only a moral imperative but also a legal requirement in many industries. Compliance with labour laws, health and safety regulations and industry-specific guidelines ensures that the organization avoids legal penalties and reputational damage. Proactively implementing these programs helps ONGC stay ahead of regulatory requirements and maintain its standing as a responsible corporate entity.
Supporting Mental Health and Emotional Well-being: Employee welfare extends beyond physical health and safety to encompass mental and emotional well-being. In today’s fast-paced work environment, stress, burnout and mental health challenges are increasingly common. Programs that support mental health—such as counselling services, stress management workshops and flexible working conditions—are essential for fostering a well-rounded approach to employee welfare. Ensuring mental health support helps reduce workplace stress, improve focus and create a more resilient workforce.

Employee welfare and safety programs are fundamental to both the well-being of employees and the success of the organization. By investing in these initiatives, ONGC not only ensures compliance with legal standards but also creates a productive, motivated and loyal workforce, ultimately contributing to the company’s long-term growth and success.

Pls. explain “company’s overall performance as success or failure can greatly depend on its human resources”.

Reply: The statement that a company’s overall performance—whether success or failure—can greatly depend on its human resources is absolutely true. Human resources are the backbone of any organization as the capability, motivation and engagement of its employees directly influence organizational ability to achieve strategic goals, adapt to challenges and maintain competitive advantage. Here’s why human resources play such a critical role in shaping an organization’s success:

Employee Skills and Expertise: The competencies, expertise and skills of the workforce are central to a company’s ability to innovate, solve problems and execute its strategy. Whether its engineers, project managers, sales teams, or administrative staff, each employee’s contributions determine how well the company can meet customer needs, produce quality products or services and stay ahead of competitors. Skilled employees drive high productivity and contribute to the achievement of organizational goals, while a lack of necessary skills can result in inefficiencies and subpar performance.
Employee Engagement and Motivation: Engaged employees who are motivated to contribute their best efforts tend to be more productive, committed and aligned with the company’s objectives.
Employee Retention and Talent Management: Companies that can attract, retain and develop top talent are better positioned for success. High employee turnover and the loss of experienced talent can be costly and disruptive. Failing to retain talent can result in knowledge gaps and a weakening of the company’s competitive position.
Customer Satisfaction and Service Quality: Human resources have a direct impact on customer satisfaction and service quality. Employees who are well-trained, motivated and aligned with the company’s customer service goals are more likely to provide excellent service and foster strong customer relationships. Poorly trained or disengaged employees can lead to dissatisfied customers, negative reviews and a damaged reputation.

Human resources are not just a support function but a critical driver of an organization’s overall performance. The success or failure of a company is intricately tied to the quality, engagement and capability of its workforce. At ONGC, we recognize that investing in our human resources—through talent development, effective leadership and fostering a positive work culture—will directly contribute to our long-term success and competitiveness in the marketplace.

At the end of the day, it is the employee who carries the flag of an organization to soaring heights. Of all the resources in any organization, it is only the human resource – reflecting in organizational culture- which cannot be copied; rest all resources viz money, machine, process etc. can be acquired.

Does your organization (ONGC) have a clear policy regarding employee benefits?

Reply: Not only does ONGC have a robust framework for employee benefits and welfare policies, we also maintainproper channels and mechanisms for information dissemination.

What is the Human Resources Management scenario in India, mainly in PSUs?

Do you think that it is on the right track?

Reply: Human Resources Management (HRM) scenario in India, particularly within Public Sector Undertakings (PSUs), has undergone significant transformation over the past few decades. Traditionally, PSUs in India were characterized by rigid, hierarchical structures with a focus on job security, seniority-based promotions and a conservative approach to human resource practices. However, as the Indian economy has evolved and global business practices have become more dynamic, HRM in PSUs has been steadily modernizing.

HRM in PSUs in India is undoubtedly on the right track, but there are areas that require ongoing focus and improvement. While PSUs have made considerable progress in adopting modern HR practices like performance-based appraisals, employee development and diversity initiatives, they still face challenges related to agility, competition for talent and ingraining a culture of meritocracy.

What are the major initiatives you have taken to improve the activities of an employee in your ONGC?

While ONGC actively undertakes initiatives and programs for benefit of the employees, to name a few:

Business Games– Business Games are conducted annually to hone competencies such as strategic thinking, business acumen, entrepreneurial learning, decision making, critical thinking, collaboration in a competitive scenario under simulated business constraints. The format of the game involves participation of groups of multi-disciplinary members, thereby enhancing inter disciplinary cohesion and learning.
Connect sessions of employees with senior leaders– SBU Heads meet with young employees and discuss about strategic priorities, focus areas, performance challenges, personal experiences and success stories with an intent to improve motivation, address aspirations and capture ideas and improvement scope.
ONGC Para Games: ONGC is the only public sector enterprise to organize Para Games to promote sporting talent of Persons with Disabilities. Specially-abled employees from various oil and gas public enterprises participate in the ONGC Para Games.
Participation in GoQii: ONGC encouraged participation in the app based fitness challenge to aide in wellness activities of employees and in promoting healthy lifestyle & well-being within corporate environment.
HR Meets- These Meets serve as focus group discussions, providing an opportunity for in-depth deliberation on improvement ideas while gathering diverse perspectives.

ONGC adopts a holistic approach throughinitiatives that add valueto employees in aspects beyond the paradigm of conventional work.

(Shilpa Bichitra | Special Edition | 2024)