Indian Airlines Assignment


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Indian Airlines Assignment

  1. 1. HRM Project On
  2. 2. PROFILE OF INDIAN AIRLINES • Indian airlines was constituted as a statutory corporation under Air Corporation Act 1953 to nationalized the air transport industry. The Airline, that merged and integrated to form Indian airlines were: - • Airways India Limited. • Air India (operating domestic services only) • Air services of India Limited. • Himalayan Airways Limited. • Bharat Airways Limited. • Indian airlines National Airways. • Deccan Airways Limited. • Kalinga Airways Limited. • Indian airlines has been constantly innovating and upgrading its fleet and today is one of the largest domestic airlines in the world with a fleet of 55 aircraft including A-320s, A-300s and Boeing 737s. • Indian airlines operates 220 flights everyday carrying more than 22,000 passengers on its network. It connects 63 domestic and 19 international stations in 15 countries like Singapore, Kuala Lumpur, Bangkok, Colombo, Katmandu, Kuwait, and Sharjah, Muscat etc.
  3. 3. Indian airlines Airlines launches new identity • December 7 marks the beginning of a new epoch in Indian airlines Airlines. The Airbus A319 aircraft which landed at Delhi Airport today launched the new Indian airlines Airlines name and identity. After ruling the skies for more than 50 years and with many significant improvements in the last decade, Indian airlines Airlines is gearing itself for tougher challenges. The A319 aircraft taken on lease is the first new type of aircraft to join the fleet after a long gap of 11 years. Four more will join shortly. The fleet acquisition plan for 43 aircraft is also underway and the airline hopes to take delivery of the new aircraft beginning next year end. • Signifying continuity with change, the new look of the airline communicates a bold, striking, progressive and distinctive image for the airline. It is a contemporary graphic representation inspired by the wheel of the Sun Temple at Konark, which symbolizes timeless motion, convergence and divergence. It also embodies the solidity and trust that has stood the test of time.
  4. 4. Organization Structure
  6. 6. How does recruitment take place? • According to the need of manpower, the advertisement is published in 2 English and 1 Hindi newspaper and in employment news also. After written test in which minimum prescribed limit is fixed foe interview, a panel for interview is formed which consists of nominees from personnel department, finance department, department head where vacancy exists- SC/ST association representative and 1 nominee from minority section. The provisional joining letter is issued to the successful candidates after their background and medical investigation is completed. The candidate has to undergo for the training of 6 to 9 months duration depending of 6 to 9 month duration depending on their grades.
  7. 7. CHECK-LIST TO BE FOLLOWED BY PERSONNEL DEPARTMENT OF RECRUITMENT ACTION 1. Determine vacancies as follows: - – Existing – Due to arise in the next 12 months due to retirement – Anticipated increase in standard force. 1. Distribute vacancies between internal & external quotas, selection & non- selection, SC/ST, ex-servicemen, as applicable. 2. Have the draft advertisement/ notification approved by the department concerned & the Personnel department. 3. Issue advertisement/Notification. Copies that are to go to SC/ST & ex-servicemen, organization is to send registered A.D. 4. After the receipt of applications, screen applications in respect of criteria prescribed for – age & education etc. 5. Send the screened application to the department concerned for establishing eligibility on considerations of Technical /Professional qualifications & experience prescribed. 6. If a written paper is to be set, contact the officer nominated for the purpose fix date for the written test. 7. Issue call letters under Postal Certificate to the candidates called for written test. Call letters to SC/ST & ex- servicemen to go R.A.D.
  8. 8. 9. Send answer books of candidates after the test to examiner nominated for the purpose indicating clearly that under the existing rule the passing marks are 60%. 10. On receipt of evaluated answer books, ensure that weightage as prescribed in the rule is given to SC/ST candidates. In the case of those who fail marginally, i.e. withy less then 5, the answer books may be send back to the examiner for re-evaluation if a sufficient number of SC/ST candidates have not qualified in the written test. 11. The written test in all cases is to be treated as a qualifying test only. The final suitability of a candidate & his position in order of merit will be determined solely upon his performance in the interview. 12. A selection Board is to be nominated & approved by the competent authority according to R&P Rule. 13. Candidates, who are eligible to be called for interviews should be sent call letter under Postal Certificate after ascertaining suitable dates from the selection board. Call letters to SC/ST & ex servicemen must go R.A.D. 14. Arrangements for the premises where the interviews are to be conducted should be made of the Personnel department & a representative of the concerned department should be available for the interview. 15. The Personnel department on separate sheets should prepare assessment sheet for both internal & external candidates. 16. The personnel department will prepare a suggested list of factors, with weightages, to be considered in the interview & finalize it in consultation with Personnel Manager/Director of Personnel/Departmental Head concerned. 17. Assessment sheets are to be given to the selection board along with a Top Sheet.
  9. 9. INTERNAL AND EXTERNAL CANDIDATE ASSESSMENT SHEET • INTERNAL CANDIDATE ASSESSMENT SHEET • EXTERNAL CANDIDATE ASSESSMENT SHEET Name, Designation, Grade & Region Date of Birth Education Experience Remarks APA Total Interview S.No. Name Date of Birth Experience Interview Total Remarks
  10. 10. GUIDELINES FOR SELECTION BOARDS 1. On receipt of assessment sheets, the members of the board will pursue the list of candidates & in case any relative of theirs is to appear for the interview they will dis -associate themselves from the entire selection proceedings & bring the matter to the notice of the management immediately. 2. The member of the selection board should familiarize themselves with the job description, qualifications prescribed for eligibility of candidates & the specific points to be ascertained from the candidates to establish their suitability for the post. 3. The member of the selection board should meet at least half an hour before the commencement of the interview to decide on the manner of conducting the interview. 4. Each member of the selection board will record his assessment sheet on a separate sheet.
  11. 11. 5. Interview pattern: – Total marks for the factors assessed during the interview will be 100. – Qualifying marks will be 60% in the interview. – Weightage assigned to APA’s in respect of internal candidates should be 50 marks & the total for other factors assessed during interview should be 50 marks. -- APA’s in the form used for employees in grade 10/12 & above will be as follows: - » Every Outstanding APA-16 Marks » Every Very Good APA-12 Marks » Every Good APA-10 Marks » Every Adequate APA- 8 Marks » Every Barely Adequate APA-3 Marks » Every Unsatisfactory APA-0 Marks Two ’Outstanding’ & one ‘Very Good’ APA will, therefore, earn the candidate 44 marks. Similarly, three ’Good’ reports will earn 30 marks. -- APA’s in the form for employees in grade 3-9 will be related as follows: - » Every Outstanding APA-16 Marks » Every Good APA-10 Marks » Every Average APA- 5 Marks » Every Poor APA-0 Marks Two ’Outstanding’ & one ‘Good’ APA will, therefore, earn the candidate 42 marks. Similarly, three ’Good’ reports will earn 30 marks. It should be noted that marks of APA’s are allotted on the basis of overall performance of the employee.
  12. 12. 6. The members of the Selection Board may discuss the performance of the candidate in the interview but each member of the selection board should rate candidate independently. 7. It is desired to give remarks against each candidate indicating the strengths & weaknesses observed. 8. Where an internal candidate is considered unsuitable despite his good performance in the written test/ APA’s, the selection board should record appropriate remarks against his name explaining reasons for rejecting the candidate.
  13. 13. VERIFICATION PRIOR TO THE INTERVIEW • 1) Name…………………………………………………….Verified from • application or form the call letter. • 2) Photograph: Checked with the individual. • 3) Date of Birth: Checked from.. • (name relevant document). • 4) SC/ST, Ex-servicemen: Checked from…………………… • (name relevant document) • 5) Education: Checked from…………………… • (name relevant document) • The information above has been checked from the original documents furnished by the candidate. • ……………………. ……………………………. ……………. • NAME DESIGNATION DATE
  15. 15. TYPES OF LEAVES • MATERNITY LEAVE: - A female shall be eligible for grant of maternity leave on full pay for a period, which may be extended up to 135 days on certification by the medical officer of the company. • SPECIAL LEAVE FOR INJURIES DURING SPORTING ACTIVITIES: - An employee with less than two surviving children shall be granted paternity leave for a period of 15 days from the day of delivery, full paid with all the benefits. • CASUAL LEAVE: - An employee will be eligible for 10 days casual leave in a calendar year either for private affairs or on ground of sickness. • PRIVELEGE LEAVE: - An employee shall be eligible for 30 days privilege leave for every completed 11-month of service. • SICK LEAVE: - An employee shall be eligible for sick leave of 20 days on half-day basis, which can be computed to 10 days basis on full pay for each calendar year. • ACCIDENT AND DISABILITY LEAVE: - An employee sustaining an injury caused by an accident and disability leave up to a maximum of 120 days.
  16. 16. • QUARANTINE LEAVE: - An employee may on quarantine certificate issued by a medical authority approved by the Managing Director, may be granted leave of absence from duty for period not exceeding 30 days. • STUDY LEAVE: - An employee may be granted study leave by the Managing Director at his discretion, on the merit of each case, on such terms and condition, as he may deem necessary. • EXTRA-ORDINARY LEAVE ON GROUNDS OF ILLNESS:- The leave is granted when the employee is suffering from any of the following diseases/ailment injuries: – Tuberculosis, – Cancer, – Leprosy, – Heart diseases, – Paralysis • GENERAL CONDITIONS REGARDING ALL KIND OF LEAVE
  17. 17. PASSAGE FACILITIES PROVIDED BY INDIAN Passage means the tickets given to the employees who are given to the free of cost or at concessional price.
  18. 18. ENTITLEMENT OF PASSAGE Length of service 100% Free Passage Concessional 95% Free Less than 1 yrs 2 Nil More than 1 yrs less than 5 yrs 2 1 More than 5 yrs less than 7 yrs 2 1 More than 7 yrs less than 10 yrs 2 2 2 3More than 10 yrs less than 20 yrs
  19. 19. ENTITLEMENT OF PASSAGE TO THE DECEASED SPOUSE Years Free Concessional(95%) 15 1 Nil 20 1 1 25 1 2
  20. 20. INTERLINE PASSAGE To the retired employee the interline passage is provided to the self and spouse every year Grades Free Concessional (95%) ½ to 9 7 years Every year 10/12 and above 5 years Every year
  21. 21. WELFARE ACTIVITIES Indian take care of both statutory and no statutory provision of welfare for the employee. The various statutory provisions as described by Labour Laws: - • Workman Compensation Act 1923 • Provident Fund Act 1925 • Payment of wages 1936 • Industrial Dispute Act 1947 • Employee State Insurance Act 1948 • Factory Act 1948 • Provident Fund Miscellaneous Act 1953 • Payment of Gratuity Act 1972
  22. 22. The various welfare facilities initiated by INDIAN are as follows: - 1. MEDICAL FACILITIES (The provision for spectacles is also provided worth Rs. 500 ) 2. STAFF HOUSING COLONIES ( 3. CANTEENS 4. GROUP INSURANCE SCHEME
  23. 23. 5. LOANS 1. Housing Loans (up to Rs. 3 lakhs ) 2. Vehicle Loan 3. Miscellaneous Loan Employees are also granted miscellaneous loan for meeting various contingencies up to a maximum, of Rs. 15,000. • Loan for Marriage for ward: - After completion of 15 years of service period the loan amount interval 60 installments 4.5% P.A. • Loan for religious Ceremonies: - Amount not exceeding Rs. 3,000/- like mundane, sister, sonnet, loan is repayable in 60 installments and inters charge will be 4.5% P.A. New Car 75000/- Old Car 50000/- New Scooter/Motor Cycle 15000/- Old Scooter/Motor Cycle 6000/- Cycle 600/-
  24. 24. • Loan for repair of House: - Employee are granted loan for repair of house subjected to maximum of Rs. 15,000/- This loan is granted after 6 years of housing loan, when if any the loan amount is recovered in 60 installments and interest charge will be 5.5% P.A. • Loan for repair of House: - Employee are granted loan for repair of house subjected to maximum of Rs. 15,000/- This loan is granted after 6 years of housing loan, when if any the loan amount is recovered in 60 installments and interest charge will be 5.5% P.A. • Loan for repair Car: - loan for repair of cars also granted provided the car is in possession of the employee. Maximum Loan Rs. 5000/- returned in 60 installments is 6.5% P.A. • Interest Free Loan for Natural Calamities: - Loan for meeting medical expenses Rs. 10000/- for self or dependent family. • Ex Gratia Payment to Meet Funeral Expenses: - In case of death of an employee while in service an amount upto 1500/- is given towards funeral expenses of the employee.
  25. 25. 6. EDUCATION SCHOLARSHIP SCHEME FOR EMPLOYEE WARD The children studying in class two onwards are eligible for grant of the scholarship in the year which are as follows – 7. HOLIDAY HOMES A Staff is required to pay a nominal rent for the accommodation. In these places the staff can go for any time for maximum of 10 days (In May/June for 5 days) Class II to IV Rs.125 Class V to VII Rs.250 Class XI to XII Rs.375 Graduation/P.G Rs.500 Master/Technical/Non Technical Rs.625 In Professional courses Rs.750 Region Name of Station Northern Region Mussoorie, Dharamshala Southern Region Kodaikanal, Ooty Western Region Goa, Panchgani Eastern Region Puri, Gangtok
  26. 26. 8. LONG SERVICE MEMENTOS Employees on completion of 25 years of satisfactory service are awarded long service mementos in recognition of their service. 9. FESTIVES ADVANCE This is admissible to all employees on one occasion in calendar year on Holi, Id-Ul-Fitter, Dussehra, Diwali, X- Mas festivals. Employees with less than 6 years of service can avail festival advance only after their furnish surety of another employee of IA who have put at least 6 years of service in IA. The advance payable is Rs. 3000/- and Rs. 4000/- depending upon the employees’ basic pay and is received in 10 monthly interest free installments.
  27. 27. 10. FINANCIAL ASSISTANCE TO EMPLOYEE PURSUING HIGHER STUDIES Employees who wish to pursue higher studies are granted financial assistance subject to a maximum of two courses in the entire service of the employee. Employees are reimbursed tuition fee. Admission fee Examination fee and an amount up to Rs. 300/- for the purchase of books. 11. SUBSIDIZED TRANSPORT Employee working at the airport at Metro Delhi, Mumbai, and Kolkata are provided free subsidized transport from various rolling point. 12. RETIREMENT GIFT The retirement gifts of the choice of the employee up to the value of Rs. 3000/- is given to those employees who retire after 25 years of satisfactory service.
  28. 28. GRIEVANCE
  29. 29. GRIEVANCE • A grievance for the purpose of this scheme would mean the grievance relating to any employee arising out of the implementation of the policies, rules and regulations or decisions of the organization. It can include matter relating to leave, increment, officiating, arrangement, non extension of benefit under rules 7 regulation, interpretation of service regulation, seniority, payment of wages, overtime, loans etc. of individual nature. • The following area will fall outside the scope of this procedure: - • Promotion • Annual performance appraisal rating • Punishment under the standing order
  30. 30. PROCEDURE OF HANDLING GRIEVANCES AT REGIONAL LEVEL STEP 1 STEP 2 STEP 3 Report grievance within seven days of arising it Dy.Departmental Head give decision within ten days Employee If not satisfied can give it to the next authority within five days of redressal from lower authority If employee is still not satisfied with the procedure of handling grievances, he may report to Departmental Head within seven days of redressal from step no.1 Departmental Head calls a meeting of grievance committee, which has to give its decision within ten days of receipt of grievance. If employ is still unhappy, he may appeal to regional director Regional Director has to convey his decision within ten days which shall be deemed full and final
  32. 32. Central Training Policies of Indian: - 1. Identify the training at different levels in the organization and organize to meet the needs. 2. Nominations of training program to be made on the basis of clearly made laid down criteria (A) individual need related to personal growth. 3. Training to be continuing in activity. 4. Training to all categories of employees upward including members of top management. 5. New entrants in staff and junior officer level are to be included through special orientation program. 6. Growth experience with members of other organizations. 7. To maximize the spread of benefits of training over wider section. 8. Communication of plans and policies of Indian to its officers at different levels.
  33. 33. TRAINING PROGRAM ORGANISED BY INDIAN IN 2004 • Company information program • Security awareness program • Standing orders and discipline procedure • Computer awareness program • Training program for trainee sub assistance • Training program for redeployed staff • Yoga classes • Training program for stores department • Welcome to the world of managers
  34. 34. OBJECTIVES OF TRAINING • To educate and impart knowledge and skill to the newly recruited personnel for effective performance of assigned tasks. • To expose the employees to the latest techniques, concepts and information about the work so that they develop skills and efficiently perform their duties. • To provide opportunities for the middle level managers and blue-collar workers for exchanging the experiences and knowledge during inter departmental training programmes and seminars.
  35. 35. PERFORMANCE APPRAISAL • Establishment section looks after the procedure of annual performance appraisal. On the basis of APA, the employee is considered for promotion, transfer etc. in the case of promotion last three years of APA’s is considered and if there is any adverse entry in the APA’s then the candidate is debarred from promotion for one year but the adverse entry is communicated in writing to the employee. The APA indicates the performance of the employees through out the year. APA’s play an important role in promotion of employees: every APA contains 60 marks, 20 marks for each APA per year.
  36. 36. There are 6 types of performance appraisal they are : - 1. P.A of engineers including AME (Aircraft maintenance engineers), flight engineers (13/14 grade), (including Sr flight engineers (15 grade) and Sr manager flight engineering (16 grade) is filled from 1st April to 31st march. 2. P.A. of technical staff (3-9 grade) this is filled from 1st July to 30th June. 3. P.A. of flying pilots (10/12 grade and above (only in flying duties, including commander, captain and first officer) this is also filled from 1st to 31st march. 4. P.A. of airhostess and flight pursers (including Sr airhostess and flight pursers. Deputy Chief Cabin crew, in flight services (IFS) officer. Assistant (IFS manager) – this is filled from 1st July to 30th June. 5. P.A. of non-technical staff (3-9 grade) – this is filled form 1st July to 30 the June. 6. P.A. of officers and executive pilots (doing flying duties as well as administrative duties) (16-19 grade) – this is filled from 1st April to 31st march.
  37. 37. THANK YOU