Introducing DOEIL

Mission / Vision Statement

From the Chairman's Desk

Board of Directors

Managing Director

Joint Managing Director

Management Team

Certification

Subsidiaries & Associates

Human Resources

Human Resources

DOEIL intellectual capital, (Human resource) represents its most valuable resource. The Company has formulated people policies and HR initiatives strategically. Its endeavours to increase the workforce, collaborate with other functions to create the right working culture, inculcate correct practices and foster work ethics is reflected in the Company's increased productivity.

Work Culture

In the last 30 years the Company has grown from a small family run business involved in handling some turnkey diving operations to a public listed, professionally managed business with experience in a wide range of activities. The strength of the human capital has also increased to reflect this growth.

Total Number of employees (as on March 2009)

Recruitment

Attracting qualified professionals and skilled labour is exceedingly challenging in the industry which is facing a shortage of intellectual capital despite being a very populous nation. This is even more pertinent to DOEIL which endeavours to multiply its revenues over the next few years.

The company recruits graduates and diploma engineers from various institutes. It also commenced its campus recruitments this year, where a team visited the University of petroleum & energy studies - Dehradun, a unique college offering graduate and post graduate programs in petroleum engineering. The company further recruits a large number of associate employees for fabrication and construction activities.

Training

The various areas of training cover behavioral, functional, technical, quality and HSSE practices. A training manual containing several modules has been designed and communicated to all employees.

It is the endeavours of DOEIL to facilitate employee development by providing training for various skills so that they may reach the desired levels of competency and capability to steer the growth of the company.

DOEIL intends to facilitate every employee by providing atleast 2 mandays of training per person in this financial year.

DOEIL has initiated an induction program titled "Dolphinization" and the first of these was conducted on Feb 26, 2009. This program is intended to enable new employees to interact with senior management and also facilitate them in getting an overview of the company, its business, policies and strategy.

We have also initiated the "Golden Hour" program. The objective of this session is to facilitate learning through sharing of knowledge and experiences amongst colleagues. Interacting with colleagues and friends helps in assimilating information, revisiting employee views & opinions making them confident and capable. It gives a holistic perspective to personal and professional lives.

The intent of this program is to provide an opportunity to all those who may be interested in interaction across the departments.

Communication as a Motivation tool

The culture of an organization is best defined by its communication process.

An efficient communication model serves as the key for knowledge dissemination, information flow and managing issues. The company uses several avenues as a motivational tool to convey the voice of the people all the way to the top. One such initiative was a one day workshop conducted in September 2008 on SWOT Analysis. Employees were divided into groups and made presentations on Strengths, Weakness, Opportunities and Threats to the organisation. An action plan was subsequently developed and implemented. The efficacies of the actions are being regularly reviewed by Top management.

Several other communication groups have been formed which include weekly review meeting of the corporate departmental heads to discuss operational issues, monthly meetings with all employees of the corporate functions to share and discuss day to day working issues. Both these forums are chaired by the JMD.

Think Tank, a suggestion scheme, has been launched to facilitate employee's participation in enhancing company's processes, systems and procedures.

"Employee of the month", a scheme to recognize and acknowledge employee's achievement and contribution has also been adopted. This is done on a monthly basis and deciding factors include:

• Exemplary performance
• Suggestions / ideas which have increased efficiency, improved effectiveness and reduced costs
• New initiatives undertaken to bring about improvement in a process which impacts performance significantly
• Significant contributions towards security, safety and environment such as preventing near mishaps, injury or damage to the resources deployed
• Any other significant contributions

Performance Appraisal Process

An annual process has been designed and implemented to:

• Facilitate proper record of individuals performance assessment
• Give feedback on the employee's performance as objectively as possible
• Help employees develop their potential
• Provide a basis for promotion and increments
• Identify the Training needs of an individual