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High-octane performance at IndianOil is driven by our intrepid go-getters. We empower our talent pool by creating an enabling work-culture that prepares them for future challenges as well as opportunities. We are now widely acclaimed as an ‘Academy Company’, because of the diverse growth avenues that we provide to our employees. IndianOil’s leadership talent pipeline is regarded as the finest in the business, owing to our people development activities and the performance-driven work culture. We continually keep on re-energising our human resources so that the business, personal and professional excellence are attained at all times.
of training provided
Spent on training and development
Revenue per employee
Attrition rate
SDGs covered
We are one of the first oil and gas PSUs to develop a talent vision and strategy framework. During the year under review, we developed this framework for the next three years with the underlining theme of ‘Future of Work’. Our Vision is to ‘Align our People and Talent Capability to Deliver Our Energy Promise to the Nation’.
We are guided by the ‘DARE2’ framework, which stands for Demonstrating Dexterity in Decision-Making, Building an Adaptable Workforce, Being Resilient in the Face of Uncertainty, and Motivating People through Continuous Engagement. Empathy is our critical guiding concept and the framework’s unique foundation. We continue to undertake an array of initiatives to embed the framework in our culture.
Contributing to the National Cause of Employability as a Socially Responsible Corporate The Skill Development Institute (SDI), Bhubaneswar was dedicated to the nation by the Chief Minister of Odisha in the august presence of the Union Minister of Education and Skill Development and Entrepreneurship, the Union Minister of Petroleum and Natural Gas and Housing and Urban Affairs, Minister of State for Petroleum and Natural Gas and Labour and Employment; and other dignitaries.
The infrastructure of SDI is designed to have a self-contained campus for more than 1,200 students and 200 faculty and staff members, smart classrooms, and workshops for handson skill training focussed on increasing employability of the attendees. Over 200 students have already benefited from SDI Bhubaneshwar which has been operating from a pilot campus till August 2021.
Various health and safety initiatives were carried out throughout the year, including competence building and training programmes on occupational health and safety-related themes that covered the whole spectrum of the Company’s activities. Following are some major initiatives:
To expand and improve the skills of our employees and achieve our future objectives, we, at IndianOil, have established robust people processes benchmarked to the best global practises. Our HR policy is aimed at building an inclusive, engaged, open and diverse work culture, wherein employees can grow and thrive in their professional as well as personal lives.
We harness the power of technologies that are pre-configured with checks and routines to enable optimal policy execution. Effective grievance redressal methods are also designed to maintain our team’s trust, respect, and confidence.
Upholding human rights, creating employment and being an equal opportunity employer – these tenets are at the core of our policies and practices. Freedom of association, collective bargaining, Prevention of Sexual Harassment at Organisation (POSH), and the Whistle-Blower Policy are among the key HR policies followed by us. Human rights provisions are also considered in our acquisitions, mergers, and investment choices.
IndianOil believes that a diverse, equitable and inclusive workplace fosters more innovation and resilience than a homogeneous one. Thus, to consolidate workforce capacity and enhance productivity, a Diversity, Equity & Inclusion (DE&I) Index has also been established for tracking DEI progress through metrics.
The IndianOil DEI Index (based on the Gartner Inclusion Index 2021 and McKinsey’s concept for assessing inclusion) is calculated using 15 items from our current Employee Engagement And Satisfaction Survey (Pratidhwani). Treating all our employees equally and in a fair manner, integrating differences, decision-making, providing psychological safety, instilling trust, belonging, and meaningful work are the seven aspects of the DE&I Index. We have always sought to develop an inclusive work culture that fosters a healthy and equitable workplace as a forward-thinking ethical business.
Female employees
On International Women’s Day, we became the first PSU to have a women’s hockey team, inducting nine women hockey stars. We also welcomed Satwik Sai Raj Rankireddy, a star doubles badminton player, into our squad.
In recognition of the unique needs of our women employees, the maximum amount of sick leaves that a woman employee can take in a calendar year (without submitting a medical certificate) has been increased from 10 to 24 days, effective January 1, 2022.
For women employees with infants up to two years of age, the travel expenses for the infant along with one attendant are borne by the Company.
IndianOil’s Learning and Development (L&D) vision is to nurture leaders at all levels, who will lead with integrity, conviction, and clarity to fulfil our energy commitment to the country. Our priority lies in being an inclusive organisation, developing leadership competencies, and acquiring and retaining essential skillsets.
Human resource development is emphasised in our policies and practices, encouraging a consultative and collaborative approach to solutions. We have made considerable progress in developing flagship programmes that build leadership abilities at all levels. Employees in various groups have received trainings pertaining to their positions in the organisation.
A few of the key L&D initiatives undertaken by us during the year include:
E-learning Initiative (Swadhyaya)We continued our efforts to improve workforce competency with recent trends by utilising the Learning Management System. During the year under review, we accelerated our progress by implementing the Swadhyaya – our e-learning initiative. Through this platform, employees completed around 1.5 million courses, highlighting the zeal among our people to learn and grow.
HMM (Harvard Manage Mentor)IndianOil has partnered with Harvard ManageMentor®, one of the leading online self-paced learning systems for developing and maintaining leadership skills. The evolved methods of thinking, from the Harvard Business School, the Harvard Business Review, and other world-renowned management professional institutions fuels the HMM modules. The HMM access has been given to willing executives, who would benefit from timely and appropriate ‘right-sized learning’ depending on their needs.
Of training and development provided to employees
Paridrishya ProgrammeWe, at IndianOil, have a profound awareness of the recent developments in the Global Energy Trends. We have implemented a flagship programme (Paridrishya), which aims to creating awareness about the global energy scenario.
In order to utilise our expertise in capability enhancement for the larger cause of serving the nation through sharing of critical knowledge, IndianOil collaborated with the Ministry of External Affairs and the Ministry of Defence through Indian Technical & Economic Cooperation (ITEC) and National Academy of Defence Production (NADP) respectively.
We are organising state-of-the-art training to foreign delegates at our locations and units and providing them first hand knowledge on downstream oil business nitty gritties like refining, marketing and so on. We have tied up with the Ministry of Defence to train defence officials and providing them with practitioner led strategic leadership inputs which are essential part for newly formed defence PSUs.
At IndianOil, we continue to invest towards organising various employee engagement initiatives as well as conducting employee satisfaction surveys to create an inclusive culture. An ecosystem which supports our employees to achieve their full potential, while listening to and addressing the feedback received from them.
During the year, few of our employee engagement initiatives include:
Abhigyan (Integrated Corporate Mentoring Framework)At IndianOil, we have democratised the learning process by providing various learning opportunities to our workers. While mentoring newly hired employees is common in most companies, IndianOil has taken it a step further and created a comprehensive mentoring framework that allows all employees, regardless of grade, age, or location, to help each other grow through collaboration, common goal achievements and psycho-social support. Abhigyan will enable co-worker interactions, on-the-job learning opportunities, help exchange best practises throughout the company, and encourage them to connect regardless of their location.
Srijan (HR Reengineering and Innovation Cell)Srijan has been formed, with members drawn from all divisions of the Company, in recognition of the crucial role of innovation today. The cell investigates all facets of HR’s developmental activities. Through technological interventions, simplicity, re-engineering, optimisation, developing stronger employee connections, and focusing on organisational growth, Srijan regularly analyses the internal and external world for new and enhanced HR services.
© 2022 - Indian Oil Corporation Limited | Integrated Annual Report 2021-22
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