1. HRM
Project
On

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. 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. Organization Structure

5. RECRUITMENT
AND
SELECTION

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. 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. 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. 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. 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. 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. 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. 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

14. LEAVE
AND
PASSAGE SECTION

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. • 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. 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. 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. ENTITLEMENT OF PASSAGE TO
THE DECEASED SPOUSE
Years Free Concessional(95%)
15 1 Nil
20 1 1
25 1 2

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. 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. 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. 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. • 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. 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. 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. 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. GRIEVANCE

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. 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

31. TRAINING
AND
DEVELOPMENT

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. 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. 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. 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. 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. THANK YOU