People Contents Editorial

{Éä]ÅõÉä {±ÉºÉ PETRO PLUS VOL - III / 2 August 2013 INVESTING IN PEOPLE CONTENTS EDITORIAL “Treat people as if they were what they ought to be and ................. you help them to become what they are capable of being,” News.....................7 said Goethe. HR has made tremendous efforts to develop our employees through a slew of initiatives, designed to 8 ................ tap their latent potential to advantage. “We cannot teach people anything; we can only help them discover it within ................ themselves,” were Galileo Galilei’s famous words. Playing the role of a catalyst, HR has devised many innovative programmes to energise and engage our employees, motivating them to give of their best in their work. The feature article provides you with a bird’s eye view of the various HR initiatives at the Regional level. :................. ; [ International Airport was inaugurated and KR’s IREP site was ................< !" ................... #"$%&% ................. [[&' 6 ................. ('%(!$&& .......7 "&'&" to all who’ve taken the company to lofty heights on the path of excellence. >ú ........... ºÉ¨ÉÉSÉÉ® World Environment Day was celebrated with great enthusiasm at all our locations, each one outdoing the others in verdant ºÉÖ®úIÉÉ .............. splendor and propagation of the ‘Think. Eat. Save.’ message. Skim through the feature article in Hindi for the details. ¡òÒSÉ® ú ............ )%&"" issue. Do participate wholeheartedly in our contests for that º´ÉÉºlªÉ ............ 7 "&"*%"" ±ÉÉäMÉ ................ = even win a prize ! PETRO PLUS Printed at : Editor : ‡½þxnùÒ ºÉ¨{ÉÉnùxÉ : ‡½þxnùÒ EòIÉ ({ÉÎ„SÉ¨É IÉäjÉ) Website : Editorial Correspondence : Printed and Published by : FEATURE Success Stories of Regional HR Teams “I believe the real difference between success and workplace, who have created value for BPCL by failure in a Corporation can be very often traced to excelling in their jobs as well as by contributing beyond the question of how well the organization brings out the realms of their routine job. To become a ‘Daksh,’ the great energies and talents of its people,” averred a staff has to do exceedingly well on critical attributes Thomas J. Watson, Jr. BPCL is proud to count such as performance, problem solving, discipline, ‘Development of People’ as one of its core values, as boundary management and being a team player in the [ past three years. Human Resources HR DreamPlan Nominations from Line Managers (who validated the # D are our biggest asset [ and human capital is a DNA for the organization Q;;RBQCRD[ source of sustainable set of ‘Daksh’ were recognized and rewarded on 5th # 6; competitive January, 2012 and their achievements and contribution advantage. The focus Partner stories were shared in a glittering award ceremony. of all aspects of HR # Their Line Managers were also felicitated for their is on developing [ # FG the most superior were selected for promotion to the management cadre. workforce so that # 6 Subsequently, in view of an overwhelming response, the organization and the concept of self-nomination by the workmen was # O individual employees introduced. There were 79 for ‘Daksh Manch -2012’ to be an HR Manager” can accomplish their and ‘Super Ten’ Daksh were honoured by Director (HR) work goals in service # II6 during a grand award ceremony at NRO on 25th May, to customers. 2013. “The task of the leader is to get his people from where they are to where they have not been,” stated “We are full of Henry A. Kissinger. With an organization of such appreciation for holding such a great dimensions as ours, HR has a formidable task competition for us.” - Mr. Ved Prakash, Assistant, - to focus their energies on people and processes, Piyala Installation to catapult BPCL into the big league. HR put their thinking caps on and using a multi-pronged approach, designed a plethora of initiatives (people centric as well as process improvements), all geared towards Many thanks for creating a realization of HR DreamPlan objectives and enhancing new platform for the non-management staff. our human resources equity to enviable levels. Some This would encourage many staff to showcase of the initiatives steered by our HR teams in Regions in their outstanding performance in the coming the domains of ‘People-Development, Engagement & years. - Mr. Shyamal Bhattacharya, then Well-being’ and ‘Processes Improvements for a Better GM (Aviation) Tomorrow’ are captured here. PEOPLE DEVELOPMENT, WELL-BEING & ENGAGEMENT We should “The greatest good you can do for another is not just publish the names, along with share your riches, but to reveal to him, his own,” stated the good work they are doing, on Intralink Benjamin Disraeli. We list the various initiatives, which focus on various aspects of enhancing/rewarding [&& individual performance, resolving his HR issues or or innovatively, needs to be communicated to the entire providing him with health tips ! community. I am sure it will spread a positive work culture 5 across the organization. Well done, HRS North team.” Daksh Manch - Mr. Pramod Sharma, then Launched in 2011 in Northern Region, the ‘Daksh GM (Retail) North. Manch’ platform recognizes the outstanding contributors amongst non-management staff at the Petro Plus August 2013 1 5Mentoring Every year, the organization inducts young, talented and energetic individuals, bright-eyed and eager beaver, ready to scale peaks of performance and make a difference in the organisation. We need to share knowledge, experience, insight and guidance to support the progress of these future managers. BPCL thus, provides a role model to the new recruits in the form of a Mentor, who nurtures them by giving them psycho- HR For Line Managers in ER social support, aligning them to corporate values and Western Region subscribes to the view that a good supporting their growth and development. line manager is one who is not only adept at handling After mapping the new recruits with highly skilled business issues, but is equally skilled at leading his Mentors, Regions conduct a Mentor Mentee Review team, resolving interpersonal issues and motivating [ his team members to perform at their best. Learning in nurturing young minds. During the review, the Center West held two workshops on this theme, which Mentees narrate touching stories of how their Mentors delivered a perfect mix of behavioural skills, people had supported them and given them useful advice management, performance planning, discipline, about handling situations at work as well as resolving interpersonal competence and employee counselling personal dilemmas. With their creativity at peak 5 levels, the Mentees also depict their expectations and Skill Building/Upgradation experiences with their Mentors in the form of colourful Owing to the changing business scenario and charts. The Mentors also share interesting anecdotes of competition, an urgent need was felt to upgrade the their experiences. skills of our existing manpower so as to be competent to face future challenges. In consideration of these Organisational imperatives, under ‘Project Praveenta,’ Regional HR teams have initiated massive upskilling/ re-skilling programs for the workmen category, commensurate with expected role changes and job \ technological upgradations and process improvements. Workmen are sent to Advanced Training Institutes for training/upskilling purpose to perform enriched roles in their domains. There are also capsule Technical Refresher programs for employees working in operating locations, to update and refresh their knowledge/skill continuously through internal faculty. Through these programs, any latest process/technology developed Mentoring in WR is also imparted to the operating staff to execute their [ 5HR For Line Managers 5HR Camps In order to implement the DreamPlan initiatives, Line In 2010, HRS North mooted the concept of ‘HR Aapke Managers working at locations need to have strong Dwaar’(HR at Your Doorstep) as an effective means of people management skills and a high degree of sensi- reaching out to employees to facilitate resolving all HR tization towards the critical HR practices, which have a related issues at their location on the spot. While HR direct bearing on their teams and business. In Eastern reps from different sections visit the location as a team, Region, this initiative, called ‘Mission Prayas,’ was 6[ rolled out for Line Managers, with about 6 years of support, if required. Inputs and suggestions for process experience, who directly interact with employees, con- improvements are sought and synergy is created. tractors, Unions, PCVOs, dealers/distributors, Police D[ HR Camp in Khurda statutory compliance on labour laws, Standing Orders C[ J\ change, people and boundary management, contracts and administration. Eminent Training Organisations designed a comprehensive module and two workshops were held. 2 August 2013 Petro Plus 6F[ of the day. To bring people together, especially locations across Regions by Regional HR Teams. “Very good initiative. within their The primary objective of HR Camps is to cater to territories, HRS It has successfully broken the ice staff at the Location level, by enlightening them on North initiated an and we look forward to collaborating the various HR policies and open forum called with other businesses.” - Raman entitlements and solving their “This is a good Samvaad, meaning Dhillon, TM (Retail) queries. If ever there was an ‘discussion.’ The idea was initiative towards offering to evoke ecstasy from transparency.”

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