THE INDIAN AIRLINES : Human Resource Management (Assignment)

Indian airlines is presently partly owned by the government ofIndiaand partly privatized, having a total staff strength of around 22,000 employs. Its annual turnover together with that of its subsidiary Alliance Air, is over

Rs. 4,000 crores (around US$ 1 billion).


Indian airlines flight operations center on its four main hubs are the metro cities i.e.Delhi, Mumbai,Calcuttaand Chennai. Together with its subsidiary Alliance Air, Indian airlines carries a total of over 7.5 million passengers annually.


Indian airlines have been setting the standards for civil aviation inIndiaright since its inception. It has many first to its credit, including the introduction of the wide- bodied A-300 aircraft on the domestic network,


The fly-by-wire A-320, Domestic Shuttle Services and Walk -In flights. Moving with the times, Indian airlines is one of the first organizations in the country to establish a widespread computerized network for reservation and ticketing.


Its unique orange and white logo on the tail of all its aircraft is perhaps the most widely recognized Indian airlines brand symbol that has over the years become synonymous with services, efficiency and reliability.











After the Second World War in May 1945 the Government of India announced a new policy for the development of the air transport services. In the first two years after it came into existence the government have given licenses to eleven companies for operating air services in different regions. Taking into consideration the deteriorating financial position of the conglomeration of private airlines, the Government of India nationalized air transport industry through the Air Corporation Act of 1953 and Indian airlines was born on 1 august 1953 out of eight private airlines with a fleet of 99 Dakotas and scores of other planes. Initially Indian airlines had capital of Rs. 3.25 crores with the corporate headquarters at Delhi. The undertaking of Indian airlines was transferred to & vested in Indian airlines Limited with effect from 1st March 1994 in pursuance of the Air Corporation Act, 1994.


                                             HISTORY OF INDIAN AIRLINES

In 1953, a new dream took shape – to air link the vast South Asian subcontinent by a single, modern and efficient airline. The airline was Indian airlines. Today, Indian airlines, together with its fully owned subsidiary Alliance Air, is one of the largest regional airline system in Asia with a fleet of 56 aircrafts, 8 wide bodied airbus A300s, 34 fly –by- wire airbus A-320S, 11Boeing 737s and 3 Dornier D-228aircrafts and 4 ATR-42.

Indian airlines Airline’s has been setting the standards for civil aviation inIndiasince its inception in 1953. It has many firsts to its credit, including introduction of the wide-bodied A300 aircraft on the domestic network, the fly-by-wire A320, Domestic Shuttle Service and Walk-in Flights. Its unique orange and white logo emblazoned on the tails of all its aircraft is perhaps the most widely recognized Indian airlines brand symbol that has over the years become synonymous with service, efficiency and reliability.






                                             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: –


  1. Airways India Limited.
  2. AirIndia(operating domestic services only)
  3. Air services of India Limited.
  4. Himalayan Airways Limited.
  5. Bharat Airways Limited.
  6. Indian airlines National Airways.
  7. Deccan Airways Limited.
  8. 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 likeSingapore,Kuala Lumpur,Bangkok,Colombo,Katmandu,Kuwait, and Sharjah, Muscat etc.


The airline has grown from strength to strength by keeping an excellent track record of manpower and infrastructure development. It’s internationally recognized pilot training academy, The Central Training Development (CTE). AtHyderabad is totally self-sufficient in training pilots, engineers, cabin crew and other personnel. In addition to this Indian airlines is self-sufficient in aircraft maintenance to keep its aircraft in top flying condition.


Before 1953, i.e. before these airlines merged to form Indian airlines there was no set of rules or standards of operating the airlines. The operations mainly were competition oriented and the result of which was that every airline wanted to be the cheapest one. They presented an excellent example of unhealthy competition, as almost all the airlines did not have enough money to maintain the aircrafts. Ultimately the government took over by passing the Air Corporation Act and Indian airlines came into being. A board of directors conducts the affairs of the corporation.


Indian airlines is one of the public sectors corporations inIndia. A statuary corporation like Indian airlines is formed with definite objective in the interest of the public based on pre-set principles.


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 atDelhiAirporttoday 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 theSunTempleat Konark, which symbolizes timeless motion, convergence and divergence. It also embodies the solidity and trust that has stood the test of time.


Maintaining the continuity and strengthening the brand is the familiar orange colour, but along with a dash of blue that is vibrant and has a natural affiliation with the sky and aviation. The big and bold font connotes the inherent strengths and the solid base of the airline, of its vast network, technology and infrastructure.


The rebranding, the arrival of new aircraft on lease, the acquisition of 43 aircraft, the proposed IPO – all signal a resurgent airline with a renewed sense of dynamism and energy.



The OBJECTIVE functions of Indian airlines are as follows:


(a)          It shall be the function of the corporation to provide safe, efficient, adequate, economical and properly coordinated air transport services whether domestic or international or both.


(b)         The corporation shall so exercise their as to secure that air transport services are developed to the best advantage and in particular so exercise their power as to secure that the services are provided at the reasonable charges.


(c)          To strive for excellence in each and every sphere of activity, so that the corporate image can be refurbished.


(d)         To stimulate domestic tourism and international trade by air.


(e)          The share in the promotion of social, cultural and national integration ofIndia.


(f)          To participate in the development of national aircraft and ancillary industry and to cherish the national aspirations by keeping up the image of the public sector as a beneficiary of human race.


The opening up of the skies in 1992-93 thrust Indian airlines into a new environment of competition, with competition came greater expectations of passengers. Indian airlines has faced the competition with aplomb, catering to enhance passenger’s need with various products upgrades and marketing initiatives. And at the same time it has continued to fulfill its social obligations. The airline has augmented its fleet of aircraft by leasing five B-737& two A-320 aircraft. Plans are also to purchase new aircraft new aircraft and thereby survive to establish itself as a technology and market driven organization.


Indian airlines operates a component of 58 aircraft: –





Dornier 0228…….03


Mumbai is the major maintenance base for A-300 aircraft avionics (Aviation electronics) shops and ATEC complex (automatic test equipment complex) take care of repair and certification of all computers on board. Accessories overhaul division meets the need of wheel s, brakes and hydraulic system components. Engine hospital as the CF-650C engine repair facility is known does a complete overhaul of A-300 engine only, only detail parts are sent abroad for repair.


Delhiis the major maintenance base for A-320 and B-737 aircraft. The ‘A’ checks for A-320 are carried out primarily inHyderabadand of need arises also inDelhi. ‘C’ checks in 5 years and 9 years inspections are carried out inDelhi.


Boeing 737’4c/7c checks are carried out inDelhi. Delhi and Kolkata both have facility to carryout ‘A’, ’B’, ’C’ checks on B737 at aircraft but this job is primarily carried out at Kolkata. Well-equipped Avionics and Accessories shops overhaul shops atDelhiaid in-house repair to majority of A-320 and B-737 components.


Jet engine overhaul center a multi-millionaire dollar enterprise undertakes repair to both V2500 AI engines of A-320 as well as JT8D-9A &JT8D-17A engines of B-737 aircraft.

Engines are dismantled. Parts replaced and tested in the state of art test house. Only some modules and blades are sent abroad for refurbishment.


A full-fledged APU repair center at Kolkata takes the entire work of APU’s from all three aircraft are also repaired at Kolkata.


Six major stations namelyDelhi, Mumbai, Kolkata,Hyderabad, Chennai andBangalorealso extend night halt facilities for all three types of jet aircraft.


Indian airlines is a public utility service under the Industrial Disputes Act 1947,has to work in the interest of public. In view of this act, the corporation is accountable to the public through the government and parliament for its activities.


This control has two fold:

(a)    To see that corporation does not deviate from its objectives

(b) To have financial control because the funds of the corporation are derived from public funds.




Indian airlines fleet is has since been growing with the times over the last 48 years to meet the increasing demands of air travel. Turbo-prop Viscount aircraft, then most modern became a part of the fleet in 1957-58. In1961 five Fokker friendships were added and the following year an additional five were inducted.

The fleet position of the company as at the end of the year is as under: – The Indian airlines fleet consists of the following aircraft (at March 2005):

*1 Airbus A300 B2

*3 Airbus A300 B4

*46 Airbus A320 -231

*11 Boeing 737 -200 (10 others operated by Alliance Air)

*2  Dornier 228

*4  ATR 42


Policies are broad guidelines as to how the objectives of a business are to be achieved. While objectives provide the ends, which a manager should try to achieve, policies provide the guidelines, which he should keep in view while achieving the ends. A policy is “an established guiding canon premised on objectives, devised to govern the activities of the business enterprise and from which the basics percept of conduct are derived”. A policy is designed to guide the organizational members to deal with a particular situation in a particular manner. It delimits the area in which the decision is to be made and assures that the decision will be consistent with and contributively to business objectives. Thus, personnel policies can be interpreted as the recognized intentions of top management with respect to efficient management of workforce. The need for sound personnel; policies tend from the fact that in order to achieve the overall objectives of the enterprise, an atmosphere has to be created in which optimum and spontaneous co-operation of the employees can be achieved.

Personnel policies must cover all the areas of Human Resource management. Usually personnel policies are framed with regard to all function of HRM as stated below: –

  1.  I.           Employment Policies

a)                                    Minimum hiring qualifications.

b)                                    Preferred sources of recruitment.

c)                                    Reliance on various selection devices such as tests, reference checks and interviews.

II.           Training and Development policies

a)                                    Opportunityfor development.

b)                                     Basis of training.

c)                                     Types of training.

d)                                    Programme of executive development.


  1. Transfers and Promotion Policies

a)                                    Rational of transfer.

b)                                    Periodicity of transfer.

c)                                    Seniority required for promotion.

d)                                   Weightage to seniority and merit in promotion.


  1. Compensation Policies

a)                                     Minimum wages and salaries.

b)                                     Incentive plans.

c)                                     Profit sharing.

d)                                    Non-monetary reward.


  1. Integration and Human Relation Policies

a)                        Handling of grievances.

b)                        Recognition of labour unions.

c)                        Workers participation in management.

d)                       Discipline.


  1. Working Conditions and Welfare Policies

a) Kinds and standards of working conditions.

b) Safety programme.

c) Type of welfare services.




The Indian airlines (general employee) service regulation were published in Part 2, section 32 Gazette of India dated 12th March 1960, since then a number of amendments have been made from time to time. According to the policy, all Indian airlines employees other than flying crew &those in Aircraft engineering department shall know these regulations.

In this a number of things are intended to be defined like condition of service, including Recruitment, Promotion, Discipline & Appeal, Pay & Allowances, Pay scale, Leaves & Recruitment benefits.


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.




Manpower Assessment

–              Done on the basis of production.

–              How much labour in regarding

Any new improvement – manpower

Requirement assessment – read quarter approval



Approval from Head Quarter

–              Sanction of the strength standard force

–              Require standard force – existing recruitment assessment



Entry Level

Issue of notification newspaper ads employment exchange

Notification – Post, Pay scale

Sc – St – 5 years relaxation.

OBC – 3 years relaxation

Ex service (under government rules)

Bomb Drafts

General              300 – 500

SC/ST                exemption

Last date of application received signature of the candidate



  1. Curtailing of appraisal as per laid down criteria.
  2. Conduction of test/call for written at trait teat.



  1. Direct  (peon, security guard)
  2. Local trait treat – taken by selection board (other than grade1/2)
  3. Higher post first test than interview

Selection board consists of –

  • GM (P)
  • Concerned Dept. head
  • SC/ST (representative)
  • Minority community lady representative (ý > 10)

For higher post, the board will also have RD.


Assessment sheets

S.No (Names) Personality traits Score out of 100

  • Quality, DOB, SC/ST every nominee fills the sheet and gives it to recruitment section.
  • Average is taken out of all the nominees for each candidate.


Qualification criterion

60% for general

55% for SC/ST, OBC



  1. 1.                                                    All appointments made under these rules shall be subject to provision of service rules (employees other then flying crew & those in the Aircraft engineering. department).

All the employees shall be grouped in any one or other departments-


HQ Officer

Central Revenue Accounts Branch


Flying Operation

Ground Operation (associated with flying branch)


Administration & Personnel branch

Catering & Cabin service

Surface Transport Branch


  1. 2.                                                                Seniority shall be regulated according to the

department to which an employee is assigned, provided that

  • For the purpose of this rule Accounts, Costing, Statistical & Internal Audit department shall be treated as one & same department.
  • An employee in a higher grade shall be senior to one in the lower grade.
  • Within same grade, seniority shall be determined according to the point of entry in the grade, & if the point of entry is same, competent authority in accordance with age, experience & qualification of individual shall determine seniority.
  • Within a department, employees will be divided into kindred occupational group, called ‘Cadre’. Seniority inter section shall be on the basis of such cadres.
  • Seniority in Grade 1 to 9 in a department (except Flying Operation) shall ordinarily be regulated according to sanctioned strength of cadre in each region.
  • Seniority in all grades in Flying Operation Branch of operations department & in grade 10 to 19 n all other department shall be regulated in accordance with sanctioned strength of the cadre in each department in the corporation as a whole.


  1. 3.                                                 When an employee is transferred from one department to other or from one region to another on a permanent basis, his seniority.


  1. 4.                                                All vacancies shall be filled either by Direct Recruitment or by Promotion, or with the approval of Chairman/ MD by deputation of Personnel from government ofIndia or any of the state governments.

In exceptional cases, a vacancy due to be filled by Promotion may be filled by Direct Recruitment or by deputation, or in grade 1to 9 by promotion from another region.


  1. 5.                                                The proportion in which vacancies will be filled i.e. by Direct Recruitment or Promotion shall be shown in the annexed schedule.


  1. 6.                                                In upper managerial grade of each department no promotion has been laid down and the corporation reserve the right to fill the vacancies by Direct Recruitment or Promotion or Deputation according to circumstances of the case and suitability of the candidate available.



  1. 7.                                                All posts available for D/R shall be given widest possible publicity and following steps should be taken-
    1.                                                               i.      An advertisement incorporating the minimum qualification and experience necessary for all post, except garde1/2 should be inserted in leading newspapers.


  1.                                                             ii.      All applications received at HQ & Regions shall be registered in administrative & Personnel branch & a record of the same maintained by classification into occupational group.



  1.                                                           iii.      Local employee exchange may be approached in case of recruitment for grade 1 / 2 & for other grades also with a view to suggest suitable candidates.
  2.                                                           iv.      A public notice indicating existence of vacancies shall be put upon the notice boards at local officers of Indian airlines & workshops.


  1.                                                             v.      Those already employee of the corporation shall be entitled to apply for any of the posts subject to eligibility.

In case of emergency the procedure outlined in (a) above may be dispensed with in respect of Regions with the permission of RD & in other cases with that of Chairman/MD.

Provided that in selecting a candidate all things being equal, existing employee of the corporation from the grade or inter linked grades immediately below shall be given first preference & retrenched or ex-employee of former constituent airline shall be given second preference, provided they are suitable in all respects.


  1. 8.                                                Direct recruitment and Promotion board
  • All authorities competent to approve the proceedings of direct recruitment & promotion will be the appointing authorities foe the concerned posts as specified in instrument of delegation of administrative powers.
  • Proposal for constituting & composition of direct recruitment board will be initiated by Personnel department ion view the requirement of concerned posts.
  • Direct recruitment/ Promotion board shall be constituted-
  • For Grade 1&2 at each region

–          Concerned department head or his nominee

–          Administrative manager, where available otherwise a senior officer of administrative & personnel branch

Ø  For Grade 1&2 at HQ

–          Personnel manager or his nominee

–          Administration & Personnel officer

(Engg/Store/Operation) At the

outstations, the station Head may

make provisional selection in

respect to vacancies for grade 1&2

but appointment order will be

issued from competent authority

only on confirmation of such



  • For those in all INDIA Grade

–          RD or his nominee

–          Concerned departmental head or his nominee

–          Departmental head or officer from any other department may be nominated by appointing authority.


  • At HQ

–          Director of Personnel or his nominee

–          Departmental head or officer from any other department may be nominated by appointing authority.


  • For Grade 3 to 9 at each Region

–          RD or his nominee

–          Head of the concerned department or his nominee

–          Administrative manager, where available otherwise a senior officer of administrative & personnel branch.

In branches like Surface transport, Catering & Cabin etc, when administrative manager happens to be department head, the chief accounts officer or his nominee should be third member in direct recruitment & Promotion board.


  • For vacancies in Grade 10 & above

–          HOD of the concerned department at HQ

–          Secretary

–          An officer to be nominated by GM

Before Promotion committee meets at HQ, the RD will be asked to make recommendation in regards to eligibility officer will, in the first instance, be reported upon by RD heads & then the RD will forward the recommendation to HQ department heads.


  • For Grade 10 to 18

–          Concerned HOD at HQ or his nominee

–          Director of Personnel or his nominee

–          An officer to be n\nominated by MD


  • For Grade 19A

The corporation may appoint a selection board comprising such members as deemed necessary.

In case of difference of opinion among the members of board, the decision of the appointing authority will be final.

In case appointing authority is the member of board, final decision will rest with the next higher authority.








– MD may constitute Ad-hoc board for Recruitment & Promotion comprising of such officers as may be deemed necessary.

– MD may also appoint such additional members on Recruitment & Promotion board as may be required under any directive of the Central Govt. as may be deemed necessary for the purpose of securing expert guidance.


  1. 9.                                                In case of recruitment board for Technical personnel a technical officer will be co-opted to exist the board.


  1. 10.                                            The recruitment board shall after due scrutiny of particulars of candidates & then invite such eligible candidates for test (practical, written or oral) & also interviews as may appear necessary.

In all cases for grade 2, a written test may be held, in case of Engg. Department, a trade test must be held for technical personnel.


  1. 11.                                             The recruitment board shall respect the results of their selection to competent authority in matter of appointment as defined in the “Instrument of Delegation of certain powers & function of I.A.” when authority competent to make the appointment shall proceed to do so.


  1. 12.                                             The board shall proceed to arrange in order of inter section seniority amongst the candidate who have qualified (other then the candidates who have been marked as ‘outstanding’ in this case such candidates will be placed at top of the list) & shall also keep a suitable number of candidates on panel/waiting list. Such panel may be used for filling vacancies that may arise subsequently & will be valid for a period of 2 years in respect of posts in erstwhile grade 1/2 & 3/ 4(and its equivalent) & 1 yr in other cases, from date of approval of such panel by competent authority. The above procedure can be afreshed, provided however-
  • MD in his sole direction & being satisfied or relevant considerations may extend the validity of such panel in grade other then 1/ 2 to 3/ 4 for a period of 6 month at one time subject to maximum of 1 yr in respect of any panel.


  • In preparing the panel, the board shall pay attention to circulars & instruction issued by the Govt. OfIndiafrom time to time in matter of safeguarding adequate representation to members of SC/ST etc.


  •  All cases of differences of opinion between the appointing & selection boards shall be refreshed to the next higher authority, unless the next higher authority is a sitting member of the selection board, I which case the recommendation of the selection board shall be final.



  •  When an employee in due to cross an efficiency bar the competent authority in the matter of appointments as defined in the “Instrument of Delegation of certain power & function of I.A” may, if it thinks fit, issue a certificate in following form after taking into account the personal records, general performance & the aptitude concerned for further advancement.



Certified that Shri/Smt………………………………

Designation……….. in view of his/her ability & integrity, is fit to cross the efficiency bar.




  1. 13.                                            When the certificate as required in rule 15 is with-held the reason for same shall be recorded & communicated to the employee concerned who shall have an opportunity of making a representation in the same manner as if a punishment has been awarded within the meaning of the “Instrument of Delegation of certain Power & function of I.A.”


  1. 14.                                            PROMOTION


Promotion committee will be established at HQ & regions whose composition will be same as that of direct recruitment committee.


  1. 15.                                            The promotion committee will meet from time to time & will draw up a panel of names of employees considered which may arise& which are filled by promotion such list will be reviewed every 3 months & earlier, if considered necessary.


  1. 16.                                                 The board shall proceed to arrange their promotion in the grade or inter-linked grade below the grade concerned, subject to the fitness of the employee being certified by the competent manner as in case of crossing the efficiency bar.


“Certified that Shri/Smt…………………Designation…………..

Grade………… view of his/her ability integrity is fit to be promoted to grade………..




  1. 17.                                            The recommendations of the promotion committee will be passed on to the competent authority in the matter of appointments as defined as “instrument of delegation of certain powers & functions of I.A.”


  1. 18.                                            No employee can claim promotion as a matter of right. Promotion depends on employee’s sustainability & his relative standing with the other eligible for promotion.


  1. 19.                                            Promotion to selection grade will be on the basis of reforms selection on merit from amongst the employee in grade or inter-linked grades below the grade concerned & shall be limited to the cadre according to the sanctioned strength from time to time.


  1. 20.                                            All cases of difference of opinion between the competent authority empowered to make appointment & the promotion board shall be referred to the next higher authority unless next higher authority is a sitting member of promotion board, in which case the recommendation of promotion board shall be final.




Grade                       Designation                             Method of appointment


I                    Washerman                                                     Direct Recruitment



I/II                Sweeper/Head Sweeper                                  Direct Recruitment



I/II                Gardner/Head Gardner                                   Direct Recruitment



I/II                Peon/Head Peon                                            Direct Recruitment



I/II                Chowkidar/Guard/Durwan/Head                   Direct Recruitment

Chowkidar/Head Guard/Head Durwan



I/II                Daftry/Duplicating Operator                Direct Recruitment



I/II                *Dresser                                                           Direct Recruitment

III/VI                       *Compounder                                       Direct Recruitment

III/VI                       *Nurse                                                   Direct Recruitment

VII/VIII       *Head Nurse                                                     Promotion

VII/VIII       *Chief Compounder                             D/ R 25%

Promotion 75%

IX                 *Head Nurse (SG)                                             Promotion


III/VI                       Jr. Office Asstt. /Typist

/Time keeper                                        Direct Recruitment

VII/VIII       Office Superintendent                                   Direct Recruitment 25%

Promotion              75%

IX                 Office Superintendent (S.G.)             Promotion



III/VI                       Security Astt.                                                  Direct Recruitment

VII/VIII       Security Supdt.                                               Direct Recruitment 25%

Promotion              75%

IX                 Office Superintendent (S.G.)             Promotion



III/VI                       Teleprinter Operator                            Direct Recruitment

VII/VIII       Chief Teleprinter Operator                              Promotion



III/VI                       Stenographer                                       Direct Recruitment

VII/VIII       Confidential Stenographer                             Direct Recruitment 25%

Promotion              75%

IX                 Confidential Stenographer (SG)                     Promotion



III/VI                       Library Assistant                                             Direct Recruitment

VII/VIII       Librarian                                                         Direct Recruitment



III/VI                       Draughtsman                                       Direct Recruitment

VII/VIII       Office Draughtsman                                       Promotion

IX                 Chief Draughtsman (SG)                                Promotion


III/VI                       Telephone Operator                                        Direct Recruitment

VII/VIII       Chief Telephone Operator                              Promotion

IX                 Accounts Supdt/ Audit Supdt/                       Promotion

Chief Cashier (SG)



III/VI                       Library Assistant                                             Direct Recruitment

VII/VIII       Librarian                                                          Direct Recruitment

IX                 Librarian (S.G)                                                Promotion


CADRE – XVI (abolished)



III/VI                       Receptionist                                                    Direct Recruitment



III/VI                       Stenographer                                       Direct recruitment

VII/VIII       Confidential Stenographer                              Direct Recruitment 25%

Promotion              75%

IX                Confidential Stenographer/

Private Secretary (SG)                                    Promotion




VII/VIII       * Examiner                                                      Direct Recruitment

IX                 * Sr. Examiner                                                Direct recruitment or


* They shall be deemed to be technical posts.



Staff Strength As On 01.04.2005










   Grade 10/12


      Total      Grade






R.D Secretraite01010101
Office Admn.(P)01010101
Medical/ Pharmacy01020405050410110902
Public Relation010101020101
Flight Sefety010102010302
Voice Commn.010203012307
Data Commn.0502090314056432
(i) Ground01111427143928033934
(ii) Flying15201107612374248*171
Inflight Service01010340614462353315
(ii)Support serv.17264436616201
Ground support/EF&PM0202151126184331206104395278
Civil Engg.01010302040308060801
Stores & Purchase0101081219062819***142681549560






Issued on 16/02/1973


  1. Determine vacancies as follows: –

a)                                    Existing

b)                                    Due to arise in the next 12 months due to retirement

c)                                    Anticipated increase in standard force.


  1. Distribute vacancies between internal & external quotas, selection & non- selection, SC/ST, ex-servicemen, as applicable.


  1. Have the draft advertisement/ notification approved by the department concerned & the Personnel department.


  1. Issue advertisement/Notification. Copies that are to go to SC/ST & ex-servicemen, organization is to send registered A.D.


  1. After the receipt of applications, screen applications in respect of criteria prescribed for – age & education etc.


  1. Send the screened application to the department concerned for establishing eligibility on considerations of Technical /Professional qualifications & experience prescribed.


  1. If a written paper is to be set, contact the officer nominated for the purpose fix date for the written test.


  1. 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.


  1. 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%.


  1. 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.


  1. 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.


  1. A selection Board is to be nominated & approved by the competent authority according to R&P Rule.


  1. 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.


  1. 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.


  1. The Personnel department on separate sheets should prepare assessment sheet for both internal & external candidates.


  1. 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.


  1. Assessment sheets are to be given to the selection board along with a Top Sheet.


  1. The representative of the Personnel department who is attending the selection will screen in the original documents produced by the candidates in support of their data in the application form & will sign the check-list in token of having done so. Their checklist is to be given to the Selection Board who will be responsible for re-checking the age & checking the relevant technical/professional qualifications & experience of the candidate from original documents.


Post selection action by the Personnel Department
  1. After the receipt of the Selection Board proceedings from the Selection Board, the Personnel department will put them to the appropriate authority. It must ensure that the following papers relating to the selection are placed in the same file:

a)                                    Advertisement/ Notification/ eligibility criteria.

b)                                    Criteria used for screening the applications.

c)                                    Summary of the results of written tests with marks where applicable.

d)                                   Recommendations of Selection Board.

e)                                    Special decisions taken in connection with the particular selection, if any.


  1. The Personnel Department will ensure that the approval of the competent Authority is obtained on the last page of the Selection Board’s recommendation itself & not on a separate piece of paper. Even if clarification/notings are necessary of the competent authority must be on the selection Board’s proceedings.


  1. After the competent authority has approved the proceedings of the Selection Board all candidates should be advised that the selection has been finalized.


  1. The name of external candidates on the waiting list should not be notified.


  1. Offers to external candidates must go by Registered posts.


  1. In the case of posts filled partly by selection & partly by seniority-

cum-fitness on the basis of prescribed quotas, the roster to be followed in such cases is only to be used for selection & by seniority. On appointment, however, the seniority in the lower grade will be maintained in the higher grade in respect of persons appointed in the same batch.


  1. The reservation exists for SC/ST wherever applicable.


  1.  On receipt of acceptance of the officer of appointment by the candidate the accompanying documents should be checked. Before the candidate concerned is actually appointed the checklist should be signed by a Personnel officer certifying the information contained in the application form by reference to the original documents produced by the candidate.









S.No.Name, Designation,

Grade & Region

Date of


Education  ExperienceInterview









S.No.NameDate of BirthExperienceInterviewTotalRemarks





  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.


  1. 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.


  1.  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.


  1. Each member of the selection board will record his assessment sheet on a separate sheet.


  1. Interview pattern:
  2. Total marks for the factors assessed during the interview will be


  1. Qualifying marks will be 60% in the interview.
  2. 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.


  1. 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.


  1. It is desired to give remarks against each candidate indicating the strengths & weaknesses observed.


  1. 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.



  1. Whenever SC/ST candidate are called for interview they must be interviewed separately as a batch, preferably on a different day or time from other candidates.


  1.   Detailed remarks about strengths & weaknesses observed & reasons for rejection if & when any such candidate is rejected, are especially necessary in respect of candidate to SC/ST as they are to be pointedly brought to the notice of the approving authority.


  1. While awarding marks in the interview, special consideration must be shown to candidates from SC/ST & the fact that they belong to these communities constantly borne in mind. It us the adopted policy of the corporation to augment the representation of these communities in all categories & particularly in higher grades.


  1. After awarding marks a separate 5% additional marks are awarded for the interview factor.






  1. If after awarding 5% additional marks it is observed that SC/ST candidate is failing marginally the case is specially reviewed. During such a review it should be specifically observed whether the candidate can be considered suitable on a relaxed basis despite the marginally inferior performance.


  1. If the selection board finds a SC/ST candidate marginally below acceptance level, but is of the view that he can be brought up to the requisite standards with training, they may declare him suitable with relevant remarks.



  1. If the selection board is of the view that an external candidate deserves advance increment for any reason, a suitable endorsement indicating the number of advance increment recommends & the reasons therefore should be recorded on the assessment sheet.


  1. Members of the selection board should ensure that all sheets are completed in all the respects in INK & duly signed on each page. All corrections are to be initialed.


  1. The marks interdependently assessed by each member of the selection board during the interview as mentioned, should be averaged for assessing overall performance.


  1. Selection from within INDIAN AIRLINES:

Successful candidates (those who have obtained 60% & above) will be placed on a panel in order of seniority, For this purpose persons in the higher grade will be ranked senior to the persons in the lower grade. Within each grade seniority will be reckoned by length of service in the grade.

Those of the candidates who have obtained 80% marks & above will be termed as “Outstanding”. They will be given priority for appointment but, on appointment, their seniority vis-à-vis persons appointed in the same batch with them will be in the order shown on the panel.


  1. Direct Recruitment from Outside INDAIN AIRLINES

If there are successful internal candidates (obtaining 60% & more) they will have be placed on the top of the panel in order to seniority. External candidates who are declared successful will be placed below the internal candidates in order of merit obtained.


  1. Separate panel should be prepared in respect of which quotas have been prescribed (30% election quota for internal candidates for grade 10/12; SC/ST; ex-servicemen.


  1. The number of the candidates to be placed on the panel from each of the lists mentioned will be in accordance with the information supplied by the Personnel Department.


  1. After conclusion of the interviews the recommendations of the selection board should be drawn up keeping in view the following. Assessment sheet & recommendations are to be returned within two daysof the completion of the selection of the Personnel Department for further action.
    1. Constitution of the selection boar.

– Scheduled Ex-servicemen

– Other Total Castes

– Vice men SC/ST

  1. Number of applications received.
  2. Number of eligible candidates.
  3. Number of candidates appeared in the written/trade test.
  4. Number of successful in written/trade test.
  5. Number of candidates appeared in the interview.
  6. Number of vacancies separately.
  7. The manner of conducting interviews & the criteria adopted for selection.
  8.  Empanelment of candidates.
  9.  Reasons for supercession of senior internal candidates, if any.
  10. Reasons for rejection of SC/ST candidates.
  11.  Any other recommendation with regard to grant of advance increments in basic salary indicating basis thereof.



Selection for the post of……………………… Grade………………….


1)                                         The member of the selection board are as follows:





2)                                         The vacancy position is as follows:

a)                                         Existing vacancies.

b)                                         Due to arise in the next 15 months due to retirement.

c)                                         Anticipated increase in Standard Force.

d)                                        Distribution of vacancies shown in

a + b + c are as follows:





Promotion                                                       Direct Recruitment

No. selectionSelection







3)                                         A copy of the advertisement/notification (eligibility criteria: years of service if no advertisement or notification are issued) is placed at……………….


4)                                         The criteria for screening the applications are as follows:


5)                                         The system of written test used along with qualifying marks is as follows:


6)                                         A copy of the guidelines for the Selection Board is placed at ………….


7)                                         The factors to be considered in the interview and the weightages to be allotted will be as follows:





8)   The assessment sheets with particulars of eligible candidates are placed at………



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


To be checked by the selection board


6) Date of Birth:

7) Technical/ Professional: Checked from……………………

Qualification                           (name relevant document)

8) Experience:                      Checked from……………………

(name relevant document)


The information above has been checked from original documents furnished by the candidate.



……………….         …………………………….        …………….

NAME                                   DESIGNATION                              DATE







1) Name                                                                               Verified from application

form & offer of appointment.

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)

6) Technical/ Professional:                           Checked from……………………

Qualification                                                   (name relevant document)

7) Experience:                                                          Checked from……………………

(name relevant document)

8)            Two character certificates from the competent authority placed at……………….

9)            In case of SC/ST/Ex-servicemen Original records checked & copy placed on record at………………….

10)         Attestation forms received duly completed.

11)         Nomination forms for Provident Fund, Gratuity & other dues completed & placed at………………..


The information above has been checked from original documents produced by the candidate.



…………………….         …………………………….        …………….

NAME                                   DESIGNATION                              DATE
















There are many types of leave granted to the employees of Indian airlines. They are as follow:

  • Continuously for a period of three months or more provided such hospitalization has the approval of the Medical Officer of the Company.


  1. 1.            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.



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.


  1. 3.            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. This shall not be accumulated. Normally not more than three days casual leave for general category employees and five days for flying crew will be granted at a time in two consecutive months. Casual can be of combined with extra ordinary leave .It can also be granted in continuation of sick leave in case an employee has exhausted full period of sick leave and requires more leave on the ground of sickness he can be granted privilege/casual leave in continuation of sick leave.

Employee other than flying crewmembers may be granted half a day or shift subjected exigencies of corporation back.



Those appointed prior to 1st October of any year will be entitled to full quota of casual leave whereas those appointed on or after 1st October will be entitled to five days casual leaves only for the year.


  1. 4.            PRIVELEGE LEAVE

An employee shall be eligible for 30 days privilege leave for every completed 11-month of service. This leave is cumulative for 300 days.

This leave account of an employee will be written in retrospect only once for which period of 11 months service by adding 30 days to opening balance as on the first day of the period and deducting there from total leave availed of during that period.



Reckoning of leave on pro- rata basis will be permissible during the currency of that period of 11 months service if the balance at the beginning of the period is less than the individual leave requirement. Leave on pro – rata basis shall be calculated at the rate of one day of every 11 day of service, fraction of days shall be ignored.

The carry over PL leave thus work out shall be restricted to 300 days and the balance of leave, if any, shall; lapse unless the employee have made an application for the grant of leave and the same was refused before expiry of 11 months period .In such cases the employees may be authorized to carry forward to the next leave period the full amount of leave assessed as above, provided that no of days of pl carried over in excess of 300 days shall not exceed the period of leave applied for him and refused in writing owing to the exigencies of the corporation’s work.










  1. The encashment of PL shall be allowed at the option of the employee. However, the employee must take a written request for the same.


  1. The maximum number of days of which leave can be encased shall be half of the PL lying at the credit of employee on the date of encashment reduced by one year of entitlement to be retained at the credit of the employee.


  1. Encashment of privilege leave shall be allowed only once in a financial year.


  1. No encashment of privilege leave be permissible to an employee during the period of suspension from service.


  1. The period of privilege leave permitted to be enchased shall not be reckoned for the purpose of earning privilege leave or any kind of leave.



  1. The benefit of encashment of privilege leave shall not be admissible to: –
  • Employees on contract,
  • Temporary employees,
  • Apprentices- trainees,
  • Employee appointed for specific project,
  • Employee who resigned or who service are terminated on disciplinary grounds,
  • Employee on deputation,
  • Encashment of privilege on superannuating.

A written request for encashment of the leave due must be made by the employee and such request of employees generally and of senior manager particularly should be screened by the Regional/Departmental Head and encashment allowed only where the applicants cannot be spared to avail of the leave, due to exigencies of work.


A temporary employee, although earns PL from the date of his joining shall be eligible to avail of the leave only after he has completed one year service




Date of joining of an employee                   01.01.2004

PL accrual date (after 11 months)                  01.12.2004

PL due as on accrual date                            30 days can be availed after 31.12.2004


  1. 5.            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. Sick leave maybe accumulated up to 120 days with full pay and may be availed of on half pay up to 240 days.

In the case of permanent employee or temporary who have completed one year of service, it is permissible to grant the full period of sick leave at any time during the year. Temporary employees for less than a year of service shall be eligible for grant of sick leave on pro-rata basis.


The medical certificate granted by the Medical Officer of the company or countersigned by him shall support sick leave for a period exceeding 2 days.













  • An employee sustaining an injury caused by an accident arising at hour of and in the course of his employment or illness incurred.
  • During the course and in consequence of the due performance of the duty assigned to him, or
  • In the performance of any particular duty which the effect of increasing his liability of illness beyond the ordinary risk of attending the normal duties assigned to him; may on production of a medical certificate in the prescribed form be granted accident and disability leave up to a maximum of 120 days.
  • During the period of leave granted under sub regulation (1) the employee shall be entitled to his full pay; provided that an employee who is unable to resume duty after the expiry of the leave regulation, may be granted, at the discretion of the Managing Director, an extension of such leave on full pay for a period not purpose, recommends such extension.
  • The grant of these leave subjected to the condition that the accident or illness is due to the employee’s negligence or default and the employee obeys all instruction given by the approved medical authority as to treatment during the day of absence.


  1. 7.            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.

  1. 8.            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. Quarantine leave is to be granted in case of Cholera, Smallpox, Plague, Diphtheria, Typhus fever, Cerebrospinal Meningitis and Measles. Quarantine leave is not admissible in cases in which an employee himself is suffering from an infectious disease. In such cases, the employee should be given the normal casual, sick or privilege leave at his credit.






In addition to the quarantine leave mentioned above, extra-ordinary leave may be granted to an employee for specified diseases or ailments or injuries requiring hospitalization or injury requiring prolonged rest in the bed, at the rate of 30 days for every year of service subject to maximum of 270 days in the entire period of service. The leave is granted when the employee is suffering from any of the following diseases/ailment injuries: –

  • Tuberculosis,
  • Cancer,
  • Leprosy,
  • Organic heart diseases requiring hospitalization or prolonged rest in the bed,
  • Paralysis of vascular, ineffective or degenerative origin effecting one or more limbs
  • Significant mental illness treated in government mental hospital.
  • On the recommendation of the Medical Officer of the company, special sickness leave may also be granted in cases where the employee is suffering from the following diseases or ailment or injuries requiring hospitalization or prolonged rest in the bed.

Any other major illness or injury requiring hospitalization of his wife. During the period of such leave, he shall be paid leave salary equal to the pay drawn immediately before proceeding on leave. It shall not be debited against the leave account and may be combined with any other kind of leave.















No kind of leave can be claimed as a matter of right and the sanctioning authority will sanction any leave only up on being satisfied with reasons for grant of leave. The competent authority may refuse or revoke leave according to the exigencies of company’s work.

  • All leave should be applied for in writing addressed to the appropriate authority within the time prescribed.
  • A Sunday/weekly off or a holiday falling at the beginning or at the end of the leave period or both shall not be counted as part of the leave.
  • A Sunday/weekly off or a holiday falling between the first and the last day of the leave period shall be counted as part of the leave taken.
  • A compensatory off day/s may be prefixed or suffixed to any type of leave with the prior permission of the competent authority.
  • If a leave is refused, postponed or revoked the reasons thereof shall be communicated to the employee concerned.
  • Subject to what has been stated at Sr. Nos. 7 and 8 below, all leave at the credit of the employee shall lapse on the date of retirement or termination of service or when the competent authority accepts his resignation.
  • An employee retiring shall be eligible to encase the unutilized Privilege Leave standing to his credit at the time of superannuating subject to the terms and conditions laid down in this regard.
  • The leave, which shall be encased, shall be limited to 300 days.
  • The competent authority shall be authorized to grant encashment of Privilege Leave at the credit of the employee on the date of his retirement.
  • Likewise, an employee retiring shall be eligible to encase the Sick Leave standing to his credit at the time of superannuating subject to the terms and conditions laid down in this regard.
  • Whilst P/L, C/L can be available of either on grounds of sickness or for private affairs, sick leave can be availed of only on the grounds of sickness. Sick Leave can be granted in continuation of Privilege Leave/Casual Leave irrespective of the reasons for which the latter was taken.






Passage means the tickets given to the employees who are given to the free of cost or at concessional price. It is a benefit program from Indian airlines to its employees to make their leaves better.


Passages are awarded to the employees of Indian airlines on the basis of the year of service put in by the employees. The year consider for calculation of passage 1st August to 31st July called staff on leave passage which is subjected to load and not on confirmation basis. Passage cannot be carried forward to the next year. Owing to the emergency advanced passage would be availed after the permission of Regional Director. The rebate-authorized order is valid for next one year.






Length of service100% Free PassageConcessional 95% Free
Less than 1 yrs


More than 1 yrs less than 5 yrs



More than 5 yrs less than 7 yrs



More than 7 yrs less than 10 yrs



   More than 10 yrs less than 20







YearsFreeConcessional (95%)














GradesFreeConcessional (95%)
½ to 97 yearsEvery year
10/12 and above5 yearsEvery year

To the retired employee the interline passage is provided to the self and spouse every year on A.I. only.


The passage facility can be availed by employee’s spouse, children, sister-in-law, son-in-law, daughter-in-law, brother and sister.


The gazette ofIndiaPublished by authority Saturday, November 25, 1961 Indian airlines corporation Notification no. GS-35/160- in exercise of the powers conferred by section 45 of the air corporations Act, 1953 (27 of 1953) with rules 4, 182 and 183 of the:

  • Indian airlines corporation (Flying crew) service rules.
  • Indian airlines corporation (employees in aircraft engineering department) service rules and the
  • Indian airlines corporation (employees other than flying crew and aircraft engineering department) service rules and in super session of the standing order (Regulations) concerning discipline and appeals published in Part IV of the gazette of India, dated July 19, 1958, the corporation with prior approval of the central Government hereby makes the following standing orders (regulations) concerning Discipline other than those who are governed by the factories act, 1948:




1)            Every employee of the corporation shall at all times maintain absolute integrity and devotion to duty and conduct himself in a manner conducive to the best interests, credit an prestige of the corporation.


2)            An employee is a whole-time servant of the corporation and shall not directly or indirectly engage in any other business, occupation or employment and shall not accept any fees, emoluments, commission or honorarium whatsoever from any

other party.


3)            An employee shall not without the previous sanction of the corporation, accept directly or indirectly on his behalf or on behalf of any other person or permit any member of his family so to accept any gift, gratuity or reward.


4)            An employee whether on leave or in active service shall not, without the previous sanction of the corporation take part in the promotion, registration or management of any commercial enterprise.


5)            No corporation employee shall, except in accordance with any general or special order of the corporation or in the performance in good faith of the duties assigned to him, communicate directly any official documents or information t0 any corporation employee or any other person to whom he is not authorized to communicate such documents or information.


6)            No employee shall, except with the previous approval of the general manager, in his own name or in the name of any other person

  • Own wholly or impart or conduct or participate in the editing or managing of any newspaper or other publication, or
  • Participate in any radio broadcast or contribute any newspaper or other publication,


Provided that no such approval shall be require if such broadcast or contribution is of purely literally, artistic or scientific character or is made in the bonfire discharge of the discharge of the employee’s duties.


7)            An employee shall not speculate in investment nor shall be engage in any trade or business or undertake any other employment, provided that he may, with the previous sanction of the corporation, undertake occasionally work of a purely literary or artistic character without detriment to his normal duties.


8)            An employee shall avoid habitual indebtedness and shall be liable to discharge being adjudged or declared insolvent unless he proves that such indebtedness or insolvency is the result of circumstances beyond his control and does not proceed from extravagance or dissipation.


9)            An employee, who applies to be, or is, adjudged or declared insolvent, shall forthwith report the fact to his departmental head.


10)        An employee shall not take part in or associate himself with or subscribe in aid or assist in any way any p9otivcial or communal organization.


11)        No employee shall, save in the ordinary course of business with a bank or a firm of standing, borrow money form or otherwise place himself under pecuniary obligation to any person with whom he is likely to have official dealing or permit any such borrowing or pecuniary obligation in his name or permit acceptance of a purely temporary loan of a small amount from a personal friend or relative or operate a credit account with a bonier tradesman.

  • When an employee is appointed or transferred to a post of such nature as to involve him in a breach of sub-regulation  – he shall forthwith report the circumstances to the competent authority and thereafter act in the manner directed by such authority.


12)        Employee shall, except with the previous sanction of the general manager have recourse to any court or to the press for the vindication or any official act which has been the subject of adverse criticism or an attack of defamatory character, provided that nothing in this regulation shall be deed to preclude an employee form vindicating his private character or any act done by him in his private/personal capacity.























The work of this section is to look or take care of both statutory and no statutory provision of welfare for the employee. Under statutory welfare provision, this section ensures that the various acts duly followed or not. 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
  • EmployeeStateInsurance Act 1948
  • Factory Act 1948
  • Provident Fund Miscellaneous Act 1953
  • Payment of Gratuity Act 1972

The various other benefits are also given to the employee of INDIAN AIRLINES and welfare section takes care of all the facilities and time to time make evaluation of various facilities provided by INDIAN AIRLINES, like this it is a running property or not. The various welfare facilities initiated by INDIAN AIRLINES are as follows: –


  1. 1.            MEDICAL FACILITIES

Employees are provided free M.R. both ambulatory and hospitalization fully equipped medical clinics are functioning at all important work places at base station and manned by qualified medical officer. Employee’s families are provided medical facilities under contributory scheme (C.F.M.S.) payment of nominal contribution. Medical Employees scheme (REMS) and coverage under the existing contributory Family Medical Scheme (CFMS). The provision for spectacles is also provided worth Rs. 500.


  1. 2.            STAFF HOUSING COLONIES

Staff quarters are provided at Mumbai, Kolkata,Delhi, and Chennai and on some other major station subject to availability. Employees who are allotted staff quarters are not paid House rent Allowance (HRA) and the recovery of license fee is made at the rate laid down by the company from time to time.


  1. 3.            CANTEENS

Subsidized canteen services are provided atDelhi, Mumbai, Kolkata, Chennai,Hyderabad,Bangalore, and Ahemdabad. At outstation subsidy is given to the staff clubs formed by the staff for running the clubs.


  1. 4.            LOANS

1)                                    Housing Loans: – Employees are eligible for grant of housing loan, subject to availability of funds after completion of five years of service; maximum housing loan can be granted up to Rs. 3 lakhs.

2)                                    Vehicle Loan: – Loan is granted to employees for purchase of car, scooter and cycles subjected to availability of funds. Vehicle loan are as under: –


         New Car


Old Car


New Scooter/Motor Cycle


Old Scooter/Motor Cycle





Miscellaneous Loan: – Employees are also granted miscellaneous loan for meeting various contingencies up to a maximum, of Rs. 15,000.

a)                                    Loan for Marriage for ward: – After completion of 15 years of service period the loan amount interval 60 installments 4.5% P.A.

b)                                    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.

c)                                    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.

d)                                   Loan for Higher Studies: – Amount should be 15,000/- to meet technical/professional courses if study in respect of self or dependents returned in 60 installments, interest is 6.5% P.A.

e)                                    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.

f)                                     Interest Free Loan for Natural Calamities: – Loan for meeting medical expenses Rs. 10000/- for self or dependent family.

g)                                    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.



On the death of an employee while in service his family is paid the group   insurance, quantum of which depends upon the basic pay drawn by the employee at the time of his death. This is a non-contributory scheme; the insurance amount varies from Rs. 50000/- to Rs.1, 50,000.



The wards of the employee studying in Class II & above are granted   educational scholarship for maximum two wards. The amount of scholarship varies depending upon the class in which the student is studying & the type of course he/she is pursuing.

Under the scheme, the ward of an employee who has put in one years of service in the company is granted scholarship for studies.

Conditions for Scholarship

(a)                                  Employees in erstwhile grade1/2 are eligible to get a scholarship for two children irrespective of the marks obtained by them. They get the scholarship on pass basis in the last annual examination.

(b)                                 For all other employees the 1st scholarship is given to the child obtaining a minimum 50% mark in the aggregate in the last annual examination. Wards of SC/ST employee are eligible for grant of scholarship on their passing annual examination irrespective of the pass marks obtained.

(c)                                  The children studying in class two onwards are eligible for grant of the scholarship in the year which are as follows –



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





Under the WELFARE FACILITY Indian airlines also provides HOLIDAY HOME TO THEIR EMPLOYEE. Holiday Home has been established at a no. of hill resorts and place of tourist interest. 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) by giving application in the 60 days advance to the welfare department. Indian airlines here under the name of station in which Holiday Homes are provided: –



RegionName of Station
Northern RegionMussoorie, Dharamshala
Southern RegionKodaikanal, Ooty
Western RegionGoa, Panchgani
Eastern RegionPuri, Gangtok

Nominal rates for Holiday Home:

For Grade 1 / 225 Rs./day
For Grade 3/ 935 Rs./day
For Grade 10/1275 Rs./day


General Conditions for Holiday Homes:

  • Family means applicant’s spouse/children/father/mother/sister/son/


  • Applications received more than 60 days in advance will not be considered.
  • Applications incomplete in any respect will not be considered.
  • Employees who have not availed the holiday home in previous years will be given preference if two applications are received simultaneously for the same period.
  • Not more than three adults and three children will be allowed in the holiday home.
  • If employee himself is unable to reach the holiday home because of some exigencies. Then any member of his family can produce the original allotment letter to caretaker and signed in the register at holiday home.


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.



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.



Employee working at the airport at Metro Delhi, Mumbai, and Kolkata are provided free subsidized transport from various rolling point.



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.














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


Labour Relation Committee: – One of the main function of the industrial relation section is to sort out the grievances related to employee for which there is a procedure for handling the grievances. There are two levels at which grievances can be resolved they are: –

  • Regional Level
  • Head Quarter

The main objective of grievance redressal procedure is to provide on early assessable machinery to employee for settlement of their grievance and to adopt measure which would ensure expeditious settlement of grievance of staff and officer leading to increase satisfaction on the job and resulting in improved productivity efficiency of organization













  1. It for any reason more time is required by the authorities specified at various steps the same should be communicated to the aggrieved employee within the time specified.


  1. As per as possible a self-speaking answer should be given while relying to Grievance.


  1.  It is the duty of every official dealing with staff matter in fair, impartial and speedy manner.


  1. Incase there is any complaint against an officer who is nominated by the management to handle Grievances at any step the aggrieved employee may take up his grievance at the next higher authority.


  1. Each Grievance must be registered for which a separate register should be opened indicated the details of the aggrieved employee, brief description of the Grievance, date of receipt, disposal date at various step and date of reply sent to the aggrieved employee.


























PROCEDURE OF HANDLING GRIEVANCES AT HEADQUARTER                                                    

Sectional head has to give the decision within ten days from the receipt of grievance from the employee

Report grievance within seven days of arising it, to the section head







If employee is still not satisfied with the judgment, he may forward his/her grievance to Deputy Department Head within three days from the pronouncement of decision by lower authority










If employee wants further clarification he may report to Deputy Department Head with seven days of receipt from lower authority





Departmental Head calls a meeting of grievance committee, which has to give its decision within ten days of receipt of grievance.

















Then after ten days Departmental Head give decision which shall be considered full and final





Report grievance within seven days of arising it










Dy.Departmental Head give decision within ten days





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












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








  1. 1.   JOINING

Establishment section deals with all the formalities to be completed after the employee has been recruited. All the verification and then maintaining the record of the employee is done here. This section also involves in the conformation of the employee and also deals with the preparation of seniority list, promotion, transfer and retirement. After giving provisional offer to the selected candidates, certain exercises need to be fulfilled like filling up of attestation form, nomination form etc. these are done after the medical examination and the background verification. The recruitment section hands over the personal file that consists applications, paper regarding interview, medical check up paper etc. to establishment section. The copy of the attestation form is sent by the establishment section to the police authority for the verification of the character of the person. Then a note is sent to the previous employer inquiring about the candidate’s past behaviour. Also a letter is sent to the agency, which has issued a certificate or card, which checks whether the certificate is genuine or not. If report is genuine then the confirmation is issued after six months. For officer, confirmation is issued after one year. After the confirmation of the job is issued and person wants to resign from his/her post then he has to submit an application six months in advance. Immediate retirement can be granted if urgency is justified and the case is found to be genuine.


  1. 2.   TRANSFER

Transfers of employee are quite common an all organizations transfer may be as a change in job within the organization where the new job is substantially equal to the equal to the old terms of pay, status and responsibility.


Types of Transfer in IAL     

A) Permanent Transfer – from one station to another station within the region or from one region to other region criteria in the order mentioned:

  • On promotion of an employee to the officers/executives cadre he should normally be transferred from his existing place of work.
  • An employee who has stayed in one place for a considerable period should be posted top and outstation subject to his suitability
  • Subject to suitability, junior most person (one yr service at the base station) in the grade/trade should normally be posted out
  • In case of staff up to and including grade 9 applications may be called from volunteers desiring a transfer. The competent authority would decide, in his discretion as to be transferred from amongst the volunteers.
  • The period of stay at an outstation will normally be 3yrs provided that a hardship stations (which have been defined as such) it will b 1yr (the provision doesn’t apply to station manager).
  • Whenever possible an employee whose going to attain the age of super annotation i.e. 58 yrs within 3yrs may be posted at or yr his home town if he so desire
  • Some case of transfer of employee in-grade 1/9 from one region to another, except on mutual or compassionate basis such transfer will be affected on voluntary basis. The employee so transferred will be eligible for transfer benefits but will be placed at the bottom of the seniority of their grade in the region concerned


b).   Compassionate transfer:

  • An employee transferred from one station to another station on compassionate grounds, subject to availability of vacancy in the same grade/trade at the other station/region and with the concurrence of RD/RDS concerned.
  • If there is no vacancy available, compassionate transfer may be affected provided the region concerned forgoes the vacancy.
  • In respect of compassionate transfer of employees in grade 7/8 and 9 their seniority will be fixed at the bottom of their grade in the region concerned.
  • The employees will not get any transfer benefits except a single air passage for self and family on subject to load basis.


c)     Mutual Transfers

  • The regional director may affect interregional mutual transfer of an employee excluding
  • departmental heads and deputy departmental heads and the region, with the concurrence of the
  • regional director of the region concerned headquarters department concerned and the personnel
  • Department will be advised regarding mutual transfer of staff above.
  • Employee seeking mutual transfer should be in the same


  • Permanent transfer benefits will not be allowed except single air passage to self and family on  “SUBJECT TO LOAD BASIS”.
  • In respect of mutual transfer of employee’s in-grade 1/9, their seniority will be fixed at a bottom of their cadre in their respective grade.


d)    Temporary Posting

Their positioning involved daily allowance and normally fall under two categories: –

  • Seasonal Postings: subject to suitability of employees, seasonal postings will normally be affected in order of junior in grade/trade concerned (with 1yr services at a base station) provided that the employees will be posted to an outstation on seasonal posting for more than once in the 3 consecutives/seasons/postings.
  • Other temporary postings: will be affected at the discretion departmental head concern


e)    Out Standing Posting:

It has been decided that transfers to outstation within the region of the various categories of employee other than flying crew and aircraft Engineers can also be made for a period of one year subject to exigencies of corporations work and subject to the following terms and conditions: –

  • Daily Allowance shall be paid for 100 days i.e. 70 days when transferred to outstation and 30 days on return to the base/substation. (As % Basic Pay).
  • The transfer on one year posting shall be applicable only within the region and shall not be applicable in the case of transfers between one main base/sub base stations to another main base sub base station. For this purpose the sub-base station will be notified form time to time. In the case of officers in Commercial Department, one year posting shall not be allowed to officers holding number one position at the outstation.
  • Joining time will be 3 days while going and 3 days while returning. No extra time will be permitted for travel.
  • No transfer passage for family will be admissible on such posting. In the other words’ only employee shall be eligible for air passage for reporting for duty at the outstation and returning to the base station after the completion of the outstation posting.
  • No privilege leave shall be availed of at the outstation during this one year posting except in extreme emergency.
  • Where there is only one incumbent of the category concerned’ such an employee at the outstation neither shall nor avail of the casual leave. In emergency where there are more than one incumbent’ the employee at an outstation can avail of causal leave provided no replacement is asked for in this regard.
  • Baggage allowance of 360 Kgs. on transfer to an outstation shall be admissible. The baggage is to be transported by air; goods train as permissible under the service Regulation could transport the same. No other charges e.g. packing etc. will be payable.


f)        Foreign Posting of Officers

In super session of all previous instruction on the above subject, it has been decided to adopt the following guidelines governing the subject of foreign posting of officers: –

  • The concerning Department Head at headquarter will be call for nominations from the region in respect of officer the relevant grade and will carry out the initial screening process. While seeking these nominations’ the regions will be advised to recommend only such cases’ which meet the prescribed eligibility criteria.
  • The Selection Board will consist of the Department Head concerned at headquarter assisted by Dy. Department Heads of the same Department Director Commercial’ Director Finance and Director Security will decide the Selection Board in respect of officers in their respective Departments.




Step 1: Firstly the employee whom so ever wants transfer sends his request of transfer to the departmental head that is GENERAL MANAGER.


Step 2:  Then department head send the request of the employee to the General Manager of the Personal department.


Step 3: General Manager of Personal department enquires about the employee and NOTE SHEET is prepare for proper verification.


Step 4: After verifying the note sheet the employee request with not sheet is sent to thee REGIONAL DIRECTOR for transfer approval.


Step 5: Regional director after duty signed the employee transfer application and after giving approval to transfer to employee send employee application to GM (P) of the other Region. The region in which employees wants to go.


Step 6: Then GM P again the employees details a NOTESHEETS by the subordinate and forwarded it to the regional director. And if RM approves the application than approval with rules and regulation of the region is sent to personnel department of the employee the department from where transfer demanded.


Step 7:  After this the personnel department on demand, give the transfer order to the employee and transfer is made.



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.


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.


Annual Performance Appraisal (APA) form of technician and non-technician staff differs into aspects. In the technician APA, there is attribute like care of tools & equipment’s and safety consciousness is also added.

A distinguished feature is seen in engineers APA in which a space is provided for appraise about his/her own self-assessment which makes them unique over the other APA form.

If promotion is considered for concerned employee then the appropriate authority take into account the last three-year performance appraisal of the concerned employee.


Performance appraisal in Indian airlines is a 3-tier approach in which the next three higher authority of the concerned employee judge and gauge the performance of the employee through out the year. It is not a one-time exercise. Suppose staff performance appraisal is about to conduct then the next three higher authority will be assistant Manager, deputy manager and manager which in I A L is known as reporting officer, reviewing officer. If there is a discrepancy in the rating of reporting and reviewing officer then the final say in the P.A will be that of consenting office.
















If there is any adverse remark in the P.A. then it must be conveyed to the consult employee and proper counseling is done in order to make sure where the employee lags and how to rectify the fault. The concerned employee and the appraiser must sign the valid P.A. form. There is a promotion scheme, which is known as time bond promotion scheme. If the employee is provided there is no misconduct in the last three years. A certificate of integrity and fitness is prepared so as to see that there has been no misconduct in the last three years. A certificate of integrity and fitness is prepared so as to see that there has been no misconduct on his/her part in the last three years. Basically the promotion above the time bound promotion is suitability cum vacancy abased promotion, if there exist any vacancy then the only employee will be considered for promotion based on the suitability for the post.

Establishment section also takes care of monthly statutory return and one tome or annual return. It is Establishment section, which issues notification for filling up various return forms like property return, income return. Monthly return of additional and direction in manpower has to be sent to the head quarters by the establishment section.



In Indian airlines, the retirement is governed by regulation 12 of the three sets of service regulation.

Broadly speaking, an employee: –

  • Retires on attaining the age of 58 years or
  • Can exercise the option of retirement or can be retired by the corporation on attaining the age of 55 years or any time thereafter by giving three months notice; or
  • Airhostess retires from the services of corporation after attaining the age of 58 years subject to medical fitness.
  • Can retire by giving three month’s notice after completion of 25 years of service.

The retire-mental benefits as envisaged are applicable in either case of retirement. However, the quantum of benefits on certain cases varies depending upon the number of years of service rendered before retirement.




  1. The benefits, which are admissible to employees at the time of retirement.
  2. The benefits which a retired employees gests during the post retirement period. The second type of benefits is in certain cases extendable to the spouse of the retired employee even after the death of the retired employee.


1)                                    BENEFITS ADMISSIBLE AT THE TIME OF RETIREMENT:

  • Settlement of account
  • Air passage
  • Transportation of personal effects
  • Packing/Unpacking and Insurance Charges
  • Retirement Gift
  • Leave Encashment


2)                                    FACILITIES AFTER RETIREMENT


Medical Facilities:

These are two schemes available for medical facilities to retired employees. Both the schemes are voluntary as well as contributory in nature:

  • Retired employees medical scheme (REMS); and
  • Coverage under the existing contributory family medical scheme (CFMS).


Free/Concessional Air Passage: –

Employees retiring after completion of 25 years of service:

Two free and Four 90% Concessional passage every calendar year.

Employees retiring after completion of 20 years of service:

One free every calendar year or two free passage alternate year and three 90% Concessional passage every year.



Those retired employees who are entitled to retirement passages can avail holiday homes facilities in the holiday homes maintained by the corporation. The entitlement of the retired employees for categories of holiday homes will be determined on the basis of employee’s status at the time of retirement.



The retired employee is allowed to retain the accommodation provided by the corporation for a maximum of 3 months from the date of retirement. However, till the vacation of accommodation his accounts will not be settled.



Special identity cards are issued to retired employees, which are to be used for entry into IA premises and availing retirement facility.









Management development activities were initiated in Indian airlines almost 30 years age with the establishment ofManagementTrainingCenterat the corporate level andRegionalTrainingCenterat Regional level. Before the establishment of these centers, a detailed training need survey was carried out by an eminent management expert Prof. Ishwar. He gave several recommendations to initiate the training process both related to job as well as personal development for officers as well as staff level. Various training program were structured and organized both for staff as well as officers.


During the year 1974-75 an attempt was made internally to available the effectiveness of training and reviews the training needs in order to modify the training programs where necessary. Just because of long time gap there is an urgent need to undertake the assessment of training needs. In view of change in product, quality, highly competitive aviation scenario and continuously changing expectation of the customers. Such an exercise is imperative.


These training programs are general in nature and there main objective is to develop the managerial skills of the participants. Here no systematic matching exercise between the individual needs and the contents of the course is normally carried out as the primary objective is to nominate maximum number of officers for different program with a view to achieve the target in terms of number of nominations made.



Training section coordinates with various departments and outside faculty for organizing programme. Indian airlines Limited (IAL) has in the past conducted on organization wide attitudinal change programme called “PARIVARTAN”. The program consisted of two days session and over approximately 3000emploi\yees in Northern Region participated in this program.

Training and development program in Indian airlines has been concerned with training from its inception i.e. since 1957; a beginning was made in commercial department with the establishment of training unit in each of the four geographical regions. This was further consolidated through establishment in 1965 of a commercial training college which addressed itself to the task of organizing certain need based training program for officers and other person in commercial department. The entire commercial training network is geared around training of commercial staff for aircraft training of commercial staff pertaining to the work of the department. In 1968 the needs of evolving such a training was appreciated and then management engaged the services of Prof. Ishwar Dayal to study the training needs in Indian airlines and draw out a plan for first training. The survey determine the volume of the training activities required in Indian airlines has consequently recommended that formal training in Indian airlines should be carried out by the following Central Training Policies of Indian airlines:


  1. Identify the training at different levels in the organization and organize to meet the needs.


  1.  Nominations of training program to be made on the basis of clearly made laid down criteria (A) individual need related to personal growth.

Training to be continuing in activity.


  1. Training to all categories of employees upward including members of top management.


  1. New entrants in staff and junior officer level are o be included through special orientation program.


  1. Growth experience with members of other organizations.


  1. To maximize the spread of benefits of training over wider section.


  1. Communication of plans and policies of Indian airlines to its officers at different levels.








The primary concern of any organization is its viability and hence its efficiency. So comes need to train the employees on regular basis, so as to survive the competition.

There are three basic types of inputs in any training program. These are skills, aptitude and knowledge.

The primary purpose of training is to establish a sound relationship between the worker and his job –the optimum man task relation. Faculty arranged for the training program is both internal as well as external. Indian airlines organized 101 training program in the previous year. The major heads under which training program occurred are as follows:


q   Company information program: This program is organized for 1&2 grade employees of the company. This is to inform the employees about the welfare amenities and leaves &passage given to them by the company. This is a half-day program. When this program is conducted for 3 to 6 grade then besides welfare and leave & passage lessons on standing orders, service rules related to promotion and transfer and function s of all department are also given. Then it’s of 3 days.


q   Security awareness program: This program is meant for both 1&2 grade and 3to6 grade. It may range from ½ day to 1 day. This program is for every department. This is meant for enhancing security awareness among the employees.


q   Standing orders and discipline procedure: This program is meant for 3to9 grade and also for engineers and technicians. This program is of 1-day duration. This is meant to enhance information regarding service rules, leave and passage, welfare facilities, standing orders.


q   Computer awareness program: This program is meant for all the grades except 1and2. This program is of 4 days. Employees are given training on MS-world, EXCEL, and Internet.


q   Training program for trainee sub assistance: At the time of recruitment there is a 2 months training. It is on security, bureau of civil aviation, company information and on job training. After the completion of this training there is an exam of BCS and if a person passes the exam then only he is appointed and if not then he is given two more chances and finally he can join Indian airlines.


q   Training program for redeployed staff: when there is a shortage of staff in any department then staff from some other department can be transferred. Before such a transfer there is a three days training program to make the employee aware with the new department. Afterwards there may be a 15 days training program at theHyderabad training center.


q   Yoga classes: this training program is for all the grade employees. This is of 16 days duration. This occurs at every quarter in the year. This is meant for enhancing motivation and spiritual level in the employees.


q   Training program for stores department: This program is especially for stores department. Its duration may range from 3 to 9 days. In this program employees are trained in storing, store management, coordination with other department.


q   Welcome to the world of managers: When an employee is promoted from staff level to assistant managerial level then to make the person aware about the job description this program is carried out. Its duration is of 1 day only.

q   Creativity workshop: This is a 1-day training program especially for the employees of In-flight services, commercial and catering department because these people deal directly with the passengers.



Training is not a purposeless and aimless activity. It is a powerful tool for all around development of a person. Training is necessary for: –

  • Increasing the productivity of work force.
  • Improving the quality of products being manufactured.
  • Helping an organization to fulfill its future personnel needs.
  • Improving health and safety of workers.
  • Preventing obsolescence of employees at work.
  • Maintaining personnel growth of employees.
  • Improving organizational climate.



  • 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.
  • To impart customer education especially to the employees who deal with the public.




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