6. 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.)
8. 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:
Partnership
Organizational development
Civil society strengthening
9. 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.)
10. THE AIR INDIA COMPANY PROFILE
Founded
July 1930 (as Tata Airlines)
Commenced operations
15 October 1932
Company slogan
Your Palace in the Sky
Parent company
Air India Limited
11. Headquarters
Indian Airlines House
Parliament Street, New Delhi
Delhi, India.
Key people
JRD Tata (Founder)
Rohit Nandan, IAS (CEO)
Syed Nasir Ali, IRS(JMD)
Revenue
Increase INR143 billion (US$2.2 billion) (FY 2013/14)[4]
Operating income
Increase 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
12. Hubs
Indira Gandhi International Airport (Delhi)
Chhatrapati Shivaji International Airport (Mumbai)
Secondary Hubs
Chennai International Airport (Chennai)
Netaji Subhas Chandra Bose International Airport (Kolkata)
Focus Cities
Hong 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)
13. Subsidiaries
Air India Express
Air India Regional
Air India Cargo
Aryan Cargo Express
Indian Airlines
Pawan Hans
Fleet size
100 (30 on orders)(excluding subsidiaries)[2]
Destinations
90
19. 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.
20. 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.
22. 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% Not at all 0%
Employees aware of the Training and
Development
Considerable Extent
Great Extent
Limited Extent
Not at all
23. INFERENCE
64% 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.
24. Q2. DO YOU THINK THE TRAINING AND
DEVELOPMENT AMENITIES OF AIR INDIAARE?
Response Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied
Respondents in % 24% 64% 12% 0% 0%
0
10
20
30
40
50
60
70
Highly
Satisfied
Satisfied Neutral Dissatisfied Highly
Dissatisfied
Respondentsin%
Response
Rating of Training and Development in
Air India
25. INFERENCE
64% 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.
26. Q3. DOES THE TRAINING AND DEVELOPMENT ADOPTED BY THE AIR
INDIAACT AS A…………..MOTIVATOR?
Response Strong Moderate No affect
Respondents in % 12 84 4
Moderate
84%
Strong
12%
No affect
4%
Employees Opinion on Training and
Development
27. 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.
28. 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
Yes
No
29. INFERENCE
78% of the questioned employees answered in the
affirmative. Whereas,
22% of the questioned employees answered in the
negative.
30. Q5. DO YOU THINK TRAINING AND DEVELOPMENT
PROGRAMS ARE BEHIND IN ANYWAY?
Response Yes No Cannot Say
Respondents in % 13 67 20
0
10
20
30
40
50
60
70
Yes No Cannot
Say
Collective Response
Collective
Response
31. INFERENCE
67% of the employees said ‘No’.
13% of the employees said ‘Yes’.
20% of the employees resisted from commenting.
33. 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.
34. 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.
35. 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
Satisfied
23%
Highly
Satisfied
39%
Neutral
17%
Dissatisfi
ed
15%
Highly
Dissatisfi
ed
6%
Response
36. 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
37. Q2. WHICH OF THE FOLLOWING RETIREMENT BENEFIT
SCHEMES SATISFIES YOU THE MOST?
Response Gratuity Provident Fund Medical Pension
Respondents in % 09 16 32 43
0
5
10
15
20
25
30
35
40
45
Gratuity Provident
Fund
Medical Pension
Response
Response
38. INFERENCE
43% 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.
39. Q3. THE MEDICALAID 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 Adequate
Response 5 27 47 21
0
5
10
15
20
25
30
35
40
45
50
Response
40. INFERENCE
47% of the employees said that it ‘Falls Short’;
27% of the employees said that they are ‘Just Enough’;
while
21% of the employees claim it to be ‘Not Adequate’;
and
05% of the employees said that it ‘Exceeds the
requirement’.
41. 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
Excellent
9%
Moderate
47%
Good
15%
Bad
29%
Response
42. INFERENCE
47% 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’.
43. 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 Assistance
Festival Advance
Holiday Homes
44. INFERENCE
67% of the employees prioritize ‘Festival Advance’;
24% of the employees prefer to have ‘Educational
Assistance’;
09% of the employees gave importance to ‘Holiday
Homes’.
46. 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.
47. INTRA MURALAND 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
48. INTRA MURAL FACILITIES
CRECHES :
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.
49. 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.
50. 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.
51. 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.
52. EXTRA MURAL FACILITIES
HOUSING:
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.
53. 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.
54. 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.
55. 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.
56. 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.
57. 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.
58. LIMITATIONS OF THE STUDY
The 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.
59. CONCLUSIONS AND FINDINGS
Only 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.
60. 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.
61. • 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.
62. 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
63. VOTE OF THANKS
We 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
