Executive Summary:
This document responds to Lok Sabha Starred Question No. 79 regarding the human resource policies of major Oil PSUs. It addresses changes in recruitment, promotion, and retirement norms, workforce rationalization, contractual hiring, skill development, HR practices review, talent attraction, and performance appraisal systems. The response outlines the framework for HR policy formulation, workforce statistics, and measures for transparency and fairness within Oil PSUs. The reference date for data included is up to June 2025.
Key Points / Main Content:
* **HR Policy Framework:**
* HR policies are formulated according to directives from the Department of Public Enterprises (DPE).
* Boards of Maharatna and Navratna CPSEs have authority to formulate and implement HR policies for below Board-level employees, adhering to government guidelines.
* Oversight is maintained through the company's Board, Board Committees, Government, CAG audits, and Parliamentary Committee reviews.
* HR policy improvements are ongoing to attract and retain talent.
* ONGC has recently introduced reforms in their promotion policy to further strengthen a merit-based culture.
* **Workforce and Skill Development:**
* Oil CPSEs undertake workforce rationalization, contract hiring, and skill development initiatives based on operational needs and industry trends.
* Data from 2020-21 to June 2025, shows fluctuations in employee numbers, contractual hiring engagements, and participation in skill development initiatives. For example, in 2025-26 (up to June), there were 90,075 employees, 242,519 contractual hiring engagements, and 18,393 individuals trained under skill development initiatives.
* **Transparency and Accountability:**
* Oil CPSEs utilize online Performance Management Systems with multiple evaluation levels.
* Full disclosure of Annual Performance Appraisal Reports (APARs) and appeal mechanisms are in place.
* These measures ensure transparency, fairness, and accountability in performance appraisals, transfers, and disciplinary actions.
Impact Analysis:
* **Oil PSU Employees:**
* Impact: Affected by changes in recruitment, promotion, retirement norms, performance appraisals, transfers, and disciplinary actions.
* Action Required: Adhere to revised policies and utilize available appeal mechanisms for performance appraisals and disciplinary actions.
* **Boards of Oil PSUs:**
* Impact: Responsible for formulating and implementing HR policies within government guidelines and subject to oversight.
* Action Required: Ensure HR policies align with DPE directives and are effectively implemented, transparent, and fair.
* **Department of Public Enterprises (DPE):**
* Impact: Sets the directives and guidelines for HR policies in Oil PSUs.
* Action Required: Continue providing updated guidelines and directives to ensure effective HR practices in Oil PSUs.
Key Entities Referenced
PETROLEUM AND NATURAL GAS: The Ministry responsible for matters related to petroleum and natural gas.
Oil PSUs: Public Sector Undertakings in the oil sector.
SHRI VIJAYAKUMAR ALIAS VIJAY VASANTH: Member of Parliament who raised the question in Lok Sabha.
SHRI MANICKAM TAGORE B: Member of Parliament who raised the question in Lok Sabha.
Department of Public Enterprises DPE: The department that issues guidelines regarding human resource policies for Central Public Sector Enterprises.
Comptroller and Auditor General CAG: The authority responsible for auditing the accounts of government bodies, including Oil PSUs.
Oil and Natural Gas Corporation Limited ONGC: A major Oil CPSE that has introduced reforms in their promotion policy.
Lok Sabha: The lower house of the Parliament of India, where the question was raised.
LOK SABHA
STARRED QUESTION NO. 79
TO BE ANSWERED ON 24 JULY, 2025
Human Resource Policies of Major Oil PSUs
*79. SHRI VIJAYAKUMAR ALIAS VIJAY VASANTH:
SHRI MANICKAM TAGORE B:
पेट(cid:332)ोिलयम और (cid:366)ाकृ ितक गैस मं(cid:361)ी
Will the Minister of PETROLEUM AND NATURAL GAS be pleased to state:
(a) the rationale behind the recent changes in the human resource policies of major Oil PSUs
including recruitment, promotion, retirement norms and the manner in which these changes
have impacted employee morale and workforce stability;
(b) the detailed status report on workforce rationalization, contractual hiring trends and skill
development initiatives undertaken across Oil PSUs during the last five years and the current
year, year-wise;
(c) whether the Government has conducted any independent review or audit of HR practices
in Oil PSUs concerning issues such as pay parity, gender diversity and representation of
marginalized groups and if so, the details thereof;
(d) the reforms being introduced in Oil PSUs' HR policies to attract and retain talent in core
energy, green fuels and digital operations in light of increasing private sector competition and
global energy transitions; and
(e) the measures adopted by the Government to ensure transparency, fairness and
accountability in the performance appraisal systems, transfers and disciplinary actions across
Oil PSUs under purview of the Ministry?
ANSWER
पेट(cid:332)ोिलयम और (cid:366)ाकृ ितक गैस मं(cid:361)ी
((cid:373)ी हरदीप िसंह पुरी)
MINISTER OF PETROLEUM AND NATURAL GAS
(SHRI HARDEEP SINGH PURI)
(a) to (e): A statement is laid on the Table of the House.Statement referred to in reply to parts (a) to (e) of Lok Sabha Starred Question No. 79
asked by Shri Vijayakumar Alias Vijay Vasanth and Shri Manickam Tagore B to be
answered on 24 July 2025 regarding “Human Resource Policies of Major Oil PSUs”.
(a) to (e): The human resource policies of Central Public Sector Enterprises (CPSEs) are
formulated in accordance with various directives and guidelines issued from time-to-time in
this regard by the Department of Public Enterprises (DPE). The Government has delegated
enhanced powers to the Boards of Maharatna, Navratna and Miniratna CPSEs in financial
and operational matters, including HR policy. As most of major Oil CPSEs are Maharatna or
Navratna CPSEs, their Boards are competent to formulate and implement their respective HR
policies for below Board-level employees, subject to government guidelines.
To ensure effective implementation and adherence to Government guidelines, the HR
policies of oil PSUs are subject to overall oversight by the Board of the company,
Committees of the Board, Government and through other mechanisms such as audits
conducted by the Comptroller and Auditor General (CAG), examination by Parliamentary
Committees, etc.
Improvement in HR policies through innovative practices is an on-going exercise in
oil sector CPSEs to attract and retain talent. For instance, as a part of this exercise, Oil and
Natural Gas Corporation Limited (ONGC) has recently introduced reforms in their promotion
policy to further strengthen a merit-based culture that rewards consistent performance and
incentivizes productivity. The revised policy reinforces a culture of accountability,
meritocracy and excellence, ensuring that leadership roles are entrusted to those most aligned
with ONGC’s strategic goals.
Oil CPSEs undertake workforce rationalisation, contract hiring and skill development
initiatives aligned with operational requirements and emerging industry trends, as assessed by
them from time to time. A status report on workforce rationalization, contractual hiring trends
and skill development initiatives undertaken across oil PSUs during the last five years, and
the current year, year-wise, is as under –
No. of Total No. of No. of Employees Trained
Year Employees Contractual Hiring*/ Under Skill Development
engagements* Initiatives
2020-21 99,531 92,304 54,011
2021-22 96,515 1,83,226 60,177
2022-23 95,515 2,00,638 69,663
2023-24 92,957 2,29,088 62,842
2024-25 92,449 2,49,441 66,243
2025-26
(upto June 25) 90,075 2,42,519 18,393
Source: ONGC, OIL, GAIL, IOCL, HPCL, BPCL, MRPL, CPCL, NRL, BL&C, and EIL
*: Includes Contractual Engagements
Oil CPSEs have extensive online Performance Management System, various levels of
evaluating authorities, full disclosure of annual performance appraisal reports (APARs) and
appeal mechanisms that ensure transparency, fairness, and accountability.
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