GROUP #02The air India crew

CREW (MALE)

CREW (FEMALE)

THE AIR INDIA CREW

UNDER THE GUIDANCE OF

Mrs. Dolly Isaac

AND THE MORAL AND MOTIVATIONAL SUPPORT OF

Mr. S. Mohan Kumar (Assistant Manager,

Personnel Department, Air India)

Mr. Syed Khaja Iftakahruddin (Aircraft Superintendent Senior

Service Engineer, Air India Engineering Ltd.)

PRESENTS

A Study on Capacity Building in

Air India

WHAT IS CAPACITY BUILDING ?

Capacity Building is an ongoing process through which individuals, groups, organizations and societies

enhance their ability to identify and meet development challenges. CRS' role is to facilitate learning. This is

partially accomplished by providing resources and training.Capacity Building activities are based on three key

elements:PartnershipOrganizational developmentCivil society strengthening

DEFINITION"Specifically, capacity building encompasses the

country’s human, scientific, technological, organizational, institutional and resource capabilities. A fundamental goal of capacity building is to enhance the ability to evaluate and address the crucial questions related to policy choices and modes of implementation among development options, based on an understanding of environment potentials and limits and of needs perceived by the people of the country concerned".

--- Capacity Building - Agenda 21’s definition (Chapter 37, UNCED, 1992.)

THE AIR INDIA COMPANY PROFILE

FoundedJuly 1930 (as Tata Airlines)

Commenced operations15 October 1932

Company sloganYour Palace in the Sky

Parent companyAir India Limited

HeadquartersIndian Airlines House

Parliament Street, New DelhiDelhi, India.Key people

JRD Tata (Founder)Rohit Nandan, IAS (CEO)Syed Nasir Ali, IRS(JMD)

RevenueIncrease INR143 billion (US$2.2 billion) (FY 2013/14)[4]

Operating incomeIncrease INR192 billion (US$3.0 billion) (FY 2013/14)[4]

 Net income

Decrease INR21 billion (US$330 million) (FY 2013/14)[4]Employees

23,044 (July 2014)Website

www.airindia.in

Hubs Indira Gandhi International Airport (Delhi)Chhatrapati Shivaji International Airport (Mumbai)Secondary HubsChennai International Airport (Chennai)Netaji Subhas Chandra Bose International Airport (Kolkata) Focus CitiesHong Kong International Airport (Hong Kong)Singapore Changi Airport (Singapore)Kempegowda International Airport (Bangalore)Trivandrum International Airport (Trivandrum)Cochin International Airport (Cochin)Rajiv Gandhi International Airport (Hyderabad)Sardar Vallabhbhai Patel International Airport

(Ahmedabad)

SubsidiariesAir India ExpressAir India Regional

Air India CargoAryan Cargo Express

Indian AirlinesPawan HansFleet size

100 (30 on orders)(excluding subsidiaries)[2] Destinations

90

AIR INDIA FLEET

ORGANIZATION STRUCTURE

ORGANIZATION STRUCTURE

REVIEW OF LITERATURE

Personnel Management – P.C.Tripathy (Chapter 4, Edition 2012, Himalaya Publications)

Personnel Management – C.B.Memoria (Chapter 7, Edition 2008, Kalyani Publishers)

Human Relations/Personnel Management – Tata McGrawHill

Human Resources Management and Personnel Management – K. Ashwapatta (4th Edition) TMH Publishing Co. Ltd. New Delhi.

OBJECTIVE 1

Determining the Training and Development Process of

Air India

RESEARCH METHODOLOGY

Sampling:Out of the total population of 1289 personnel a portion

of employees constituting different cadres right from work groups to departmental heads are chosen for study to know different employees welfare amenities applicable to different level of people.

The sample size taken for the study is 30 and the employees from various departments at various levels were covered and they are chosen from a simple random sampling.

SOURCE OF DATA

The data collection is a combination of both primary and secondary data.

The primary data is collected from the employees through administration of scheduled questionnaire, covering the objective of the study in the form of response to the question asked. The questionnaire serves as a primary source.

The secondary data has been collected through and annual reports of the company, review of literature from Air India’s service regulation books, personnel records and other documents.

DATA ANALYSIS AND INTERPRETATION

Q1. ARE YOU AWARE OF ALL THE TRAINING AND DEVELOPMENT PROGRAMS PROVIDED BY AIR INDIA?

Response Great Extent Considerable extend Limited extend Not at all

Respondents % 28% 64% 8% 0

Considerable Extent, 64%

Great Extent, 28%

Limited Extent, 8%

Employees aware of the Training and Development

Considerable ExtentGreat ExtentLimited ExtentNot at all

INFERENCE64% of the employees are aware of the training and

development to a considerable extent and 28% of the employees are aware to a great extent and 8% are aware to a limited extent.

Q2. DO YOU THINK THE TRAINING AND DEVELOPMENT AMENITIES OF AIR INDIA ARE?

Response Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied

Respondents in % 24% 64% 12% 0% 0%

Highly S

atisfie

d

Satisfi

ed

Neutra

l

Dissati

sfied

Highly D

issati

sfied

010203040506070

Rating of Training and Devel-opment in Air India

Response

Resp

onde

nts

in %

INFERENCE64% of the employees are satisfied and 24% of the employees were highly satisfied with the

training and development provided by Air India. On the contrary 12% employees has a neutral stand.

Q3. DOES THE TRAINING AND DEVELOPMENT ADOPTED BY THE AIR INDIA ACT AS A…………..MOTIVATOR?

Response Strong Moderate No affect

Respondents in % 12 84 4

Moderate84%

Strong12%

No affect4%

Employees Opinion on Training and Development

INFERENCE

12% of them say that it is a strong motivator which adds to their interest towards their work in the organization.

And 4% of training and development amenities do to act as a motivator at their workplace.

Q4. DOES THE TRAINING AND DEVELOPMENT PROGRAM ENABLE THE EMPLOYEES TO BE ACCOUNTABLE AND AUTHORITATIVE IN MAKING DECISION?

Response Yes No

Respondents in % 78 22

78%

22%

Collective Response

YesNo

INFERENCE78% of the questioned employees answered in the

affirmative. Whereas,22% of the questioned employees answered in the

negative.

Q5. DO YOU THINK TRAINING AND DEVELOPMENT PROGRAMS ARE BEHIND IN ANYWAY?

Response Yes No Cannot Say

Respondents in % 13 67 20

Yes No Cannot Say

010203040506070

Collective Response

Collective Response

INFERENCE67% of the employees said ‘No’.13% of the employees said ‘Yes’.20% of the employees resisted from commenting.

OBJECTIVE 2

Determining the Employee Welfare In

Air India

RESEARCH METHODOLOGYSampling:Out of the total population of 1289 personnel a portion

of employees constituting different cadres right from work groups to departmental heads are chosen for study to know different employees welfare amenities applicable to different level of people.

The sample size taken for the study is 30 and the employees from various departments at various levels were covered and they are chosen from a simple random sampling.

SOURCE OF DATA

The data collection is a combination of both primary and secondary data.

The primary data is collected from the employees through administration of scheduled questionnaire, covering the objective of the study in the form of response to the question asked. The questionnaire serves as a primary source.

The secondary data has been collected through and annual reports of the company, review of literature from Air India’s service regulation books, personnel records and other documents.

 Q1. HOW DO YOU RATE THE EMPLOYEE WELFARE BENEFITS PROVIDED BY AIR INDIA?

Response Satisfied Highly Satisfied

Neutral Dissatisfied Highly Dissatisfied

Respondents in %

23 39 17 15 06

Satisfied23%

Highly Sat-isfied39%

Neutral17%

Dissatisfied15%

Highly Dissat-isfied6%

Response

INFERENCE

39% of the employees rated it as Highly Satisfactory;23% of the employees rated it as satisfactory;17% of the employees rated it as neutral;15% of the employees rated it as dissatisfactory;06% of the employees rated it as Highly

Dissatisfactory

Q2. WHICH OF THE FOLLOWING RETIREMENT BENEFIT SCHEMES SATISFIES YOU THE MOST?

Response Gratuity Provident Fund Medical Pension

Respondents in %

09 16 32 43

Gratuity Provident Fund

Medical Pension05

1015202530354045

Response

Response

INFERENCE43% of the employees preferred Pension Benefits over

other;32% of the employees preferred Medical Benefits;16% of the employees prefer Provident Fund;09% of the employees prefer Gratuity.

Q3. THE MEDICAL AID PROVIDED FOR THE CHRONIC CASES OR MAJOR OPERATIONS ARE THUS…

Response Exceeds the requirement

Just Enough Falls Short Not Adequate

Respondents in % 05 27 47 21

Exceeds the requirement Just Enough Falls Short Not Adequate0

5

10

15

20

25

30

35

40

45

50

Response

INFERENCE47% of the employees said that it ‘Falls Short’;27% of the employees said that they are ‘Just

Enough’; while21% of the employees claim it to be ‘Not Adequate’;

and05% of the employees said that it ‘Exceeds the

requirement’.

Q4. HOW DO YOU RATE THE CHILDREN’S EDUCATIONAL SCHOLARSHIPS PROVIDED BY AIR INDIA?

Response Excellent Moderate Good Bad

Respondents in % 09 47 15 29

Excellent9%

Moderate47%Good

15%

Bad29%

Response

INFERENCE47% of the employees claimed the educational

scholarships to be ‘Moderate’;29% of the employees termed it to be ‘Bad’;15% of the employees said it is ‘Good’;09% of the employees’ state it be ‘Excellent’.

Q5. WHICH OF THE FOLLOWING BENEFITS CAN YOU AVAIL THE MOST WITH EASE?

Response Educational Assistance

Festival Advance Holiday Homes

Respondents in % 24 67 09

24%

67%

9%

Response

Educational AssistanceFestival AdvanceHoliday Homes

INFERENCE67% of the employees prioritize ‘Festival Advance’;24% of the employees prefer to have ‘Educational

Assistance’;09% of the employees gave importance to ‘Holiday

Homes’.

OBJECTIVE 3Exploring the Intra Mural and Extra Mural Employee

Welfare Activities of

Air India

RESEARCH METHODOLOGY

Problem Definition:For any systematic enquiry, application of appropriate methods

and a scientific bent of mind are essential. This has an import bearing on the collection of reliable and accurate information as also on the outcome of the study. The main objective of the present study is to make an intensive enquiry of Training and Development and its effect on the employees.

Sources of Data:The information is collected using only Secondary Data:The secondary data has been collected through and annual

reports of the company, review of literature from Air India’s service regulation books, personnel records and other documents.

INTRA MURAL AND EXTRA MURAL ACTIVITIES

INTRA MURAL EXTRA MURAL

Drinking Water Social Insurance

Toilets Maternity benefits

Crèches Health and medical insurance

Washing facilities Educational facilities

Occupational safety Housing

Shift Allowance Recreation

Uniforms Worker’s cooperatives

Canteen Vocational Training

Transport Facilities

Distress relief and cash benefits

INTRA MURAL FACILITIESCRECHES : The factories Act lays down that in any factory with

more than 50 woman workers, a crèches should be provided and maintained for children less than 6 years in clean and sanitary condition.

CANTEENS :The ILO, in its recommendation 102, mentioned this facility

and felt that a competent authority in each country should guide establishments with regard to nutrition, Hygiene, finance etc.. In India, The factories Act places the responsibility on State Governments to make rules that in any specified factory with more than 250 workers, a canteen or canteens should have representation in the management of the canteens.

SAFETY PROVISION:Provision are made for casing of machines, safeguards

regarding hoists and lifts, etc.. Apart from this provision, state government is given power to make rules to supplement them for providing further devices.

DRINKING WATER : In every factory, effective arrangements shall be

made to provide and maintain at the suitable points conveniently situated for all workers employed there in a sufficient supply of wholesome drinking water.

Drinking points to be legibly marked and to be away from the urinal and latrine etc. Cooling of Drinking water is necessary where more than 250 workers are ordinarily employed. Provision shall be made for cooling water during hot weather by effective means and for distribution thereof.

SHELTERS, RESTROOMS AND LUNCH ROOMS:Every factory employing more than 150 workers must

provide adequate and suitable shelters or restrooms and a lunch room, with provision for drinking water, where workers can eat meals brought by them.

TOILETS :Separate latrines and urinals for male and female

workers conveniently situated and adequate lighted and ventilated. In every factory, separate enclosed accommodation of latrines and latrines and urinals of prescribed types for male and female workers shall be provided for. Such accommodation shall be conveniently situated and accessible for workers at all times.

WASHING FACILITIES : In every factory, adequate and suitable facilities

(separately and adequately concerned for the use of male and female workers) shall be provided and maintained for the use of workers therein and such facilities shall be conveniently accessible and shall be kept clean.

EXTRA MURAL FACILITIESHOUSING:Recommendation 115 of the ILO states that housing

that housing should be a matter of national policy. The Indian industrial workers suggested various measures. A certain percentage of houses should be given a tax rebate.

RECREATIONAL FACILITIES:The provisions of facilities for recreation, sports and

cultural activities were made reluctantly. Today, employers take pride in the extracurricular achievements of their workers and it is often a prestige issue. The facilities for recreation broadly speaking are determined by the resources available for this purpose in the enterprise and the importance accorded to it by the employer.

TRANSPORT SERVICE: In Metropolitan cities, NCL and CLW suggested that

work hours be staggered, so as not to burden the transport system. In the case of smaller units, they suggested that transport be provided on joint basis.

EDUCATIONAL FACILITIES:Education whether for the children or the industrial

worker, is of equal importance, since the latter even if he works in a factory, has to cope with change, which is most often technological. The literate worker is naturally more receptive. Educating the worker’s family, especially his children are essential, since in a sense, it is an investment in training the workforce of the future.

EMPLOYEE’S PROVIDENT FUND:For a number of years, a need has been felt for some

provision for the future of worker. The most appropriate course seemed to be provided for compulsory contributory P.F, where both the employers and employee is required to contribute. In the light of such considerations, particularly to migrate the hardship caused to this employee on retirement, the Employee’s Provident Act 1952, was passed.

PENSION:Under the Employee’s PF’S and Miscellaneous Provision Act

1952, Employees’ Family pension Scheme 1971 has been drafted. . On attaining the age of 60 years, a member of the family pension fund who has contributed to this fund for at least two tears is paid a lump sum or in the case of death, the amount is widower.

GRATUITY:Earlier, gratuity was viewed as a gift made by an

employer at the discretion of workmen. The act provides for punishment of the employer who fails to pay gratuity to the employee.

MATERNITY BENEFITS:The maternity benefits Act 1961 applies to factory,

plantation of mine. In case of a pregnant woman, who makes such request, the employer cannot give any long hours of standing work or any work, which leads to miscarriage. Under the provision, a woman by notice in writing is allowed to state the period she will be absent earlier than six weeks from her expected delivery. The act also provides payment of maternity benefit at the rate of average daily wages.

HEALTH AND MEDICAL BENEFITS :• The Factories act provides that every factory must be

clean and free from Effluvium (unpleasant smell, as of decaying matter or gaseous waste.) arising from any drain or any other nuisance. Effective arrangements from disposal of wastes and effluents are to be made and provision should also be made for adequate ventilation by circulation of fresh air and prevent injuries to health.

Health provisions also provide for avoidance of overcrowding which is injurious to the health of the workers employed and therein.

DISTRESS RELIEF AND CASH BENEFITS:Air India has a staff welfare fund which provides grants

for prolonged illness, funeral expenses etc. The LIC of India provides financial assistance in the event of floods, famine, fire etc. The railways also have a benefit fund. Most mines have a ‘Distress relief Scheme’, given the hazardous nature of the industry.

ALLIED WELFARE MEASURES: Co-Operative consumer stores are important to

industrial workers because they are the only way in which workers can try and safeguard to some extent the real purchasing power of their money and prevent the erosion of their wages.

LIMITATIONS OF THE STUDYThe survey was conducted within the Engineering, Personnel

and Finance Departments at Old Airport Begumpet, Hyderabad.

The opinions expressed sometimes by the respondents in the schedule may not reflect the true feelings. They may be biased.

This study does not cover the entire organization and only small samples of employees were taken for the purpose of the study. Sample size of 30 is not enough to draw exact conclusions about a large and reputed organization like Air India.

Sampling errors may occur.The findings of the study cannot be generalized.Due to constant shuffling of documents from Begumpet

Headquarters to Shamshabad (Rajiv Gandhi International Airport, RGIA), the required information was not much scrutinized.

CONCLUSIONS AND FINDINGSOnly considerable extents of employees are aware of the all

employee amenities provided by Air India.Most of the employees prefer Health, Educational, and

Recreational facilities to that of insurance and canteen facilities.

• Employees feel that Air India provides the best employee welfare amenities to its employees when compared to other related public service units.

• Some of the employees are not satisfied with the rest rooms facility as they are not provide at vantage point and are not properly equipped.

• Some of the employees are not satisfied with drinking water facility.

• The welfare facilities have been reduced due to cost control measures.

RECOMMENDATIONS AND SUGGESTIONS

Provision supporting physical and psychological health, like yoga meditation and psychological counseling may be provided within the organization premises.

Library with essential books and literature may be provided which helps the employees update their knowledge and make them competent.

Indian Airlines is one of the best public sector undertakings providing the best welfare scheme when compared to other public service unit. But to survive the competition of the private airlines, welfare incentives policies should be changed on par with other Private corporate establishments in order to improve employee motivation, to garner good employee potential and to retain the best of the employees.

Indian Airlines Formation should be celebrated every year, and family get together should be organized. All the employees and their family members maybe given an opportunity to participate in cultural and short events.

Lunch/restrooms should be provided to all employees.

• Pension Scheme should be introduced for the employees, so as to enable them to lead to quality life after retirement.

• The management should strike a balance between, the welfare measures provided to the employees of various departments by reducing the disparities of allowance paid to different categories.

• The advances that are given to the employee are just enough and in some cases fall short and therefore has to be improved.

• Sufficient and clean utensils may be provided in Canteen. Variety in the food avoids stereotyping and allows the employees to enjoy their food.

• The Children's educational scholarship provided by Indian Airlines requires improvement.

BIBLIOGRAPHY Personnel Management – P.C.Tripathy (Chapter 4, Edition 2012, Himalaya

Publications) Personnel Management – C.B.Memoria (Chapter 7, Edition 2008, Kalyani Publishers) Human Relations/Personnel Management – Tata McGrawHill Human Resources Management and Personnel Management – K. Ashwapatta (4th

Edition) TMH Publishing Co. Ltd. New Delhi Human Resources Management-Subba Rao (Chapter 2.1.4, Edition 2009, Chand &

Sons Publication) Industry Relations-K.K.Ahuja (Chapter 3, Edition 2007, Bharati Publications) Capacity Building: An Approach to People-Centered Development, Deborah Eade,

October 1997 Capacity Building-Definition Meaning-www.grdc.com Manual Information from Air India Shubh Yatra (In flight Magazine, Air India) www.shubh-yatra.in Magic Carpet (Monthly Journal, Air

India)click.airindia.in/corporateinfo.aspx?...'MAGIC%20CA... www.wikipedia.com/Air-India www.airindia.in/about/timeline www.airindia.in/about/airplane-portraits www.click.airindia.in/HomeEN.aspx www.google.com/images

VOTE OF THANKSWe conclude this Report by extending our Vote of

thanks, firstly to the LA Management for providing us such an opportunity of

Internship, Followed by our gratitude towards Mrs. Dolly Isaac (Guide/Mentor)Mr. S. Mohan Kumar (Assistant Manager, Personnel

Department, Air India Engineering Ltd. Begumpet, Hyderabad)

Mr. Syed Khaja Iftakahruddin (Aircraft Superintendent Senior Service Engineer, Air India Engineering Ltd. Begumpet, Hyderabad)

And lastly Mrs. Phebe Priyadarshini (HOD, Department of BBA) for her motivational support

THANK YOU