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Topics: Human resource management, Human resources, Private sector Pages: 21 (6197 words) Published: November 6, 2014
EMPLOYEE’S SATISFACTION FROM HUMAN RESOURCE
MANAGEMENT PRACTICES IN AIRLINES INDUSTRY IN INDIA: A
COMPARATIVE STUDY OF AIR INDIA AND JET AIRWAYS
Sana Deeba*

ABSTRACT
Human Resource is considered to be an important asset very essential in the organization's well-being. The success of any organization in long term depends on the human resource. Though organizations are run by combination of human and material resource but of course it is the contentment of human factor which makes sure the effective utilization of other resource which than contributes in the growth index of the organizations. Human Resource Management in a growing economy like India is the need of the time and undoubtedly, Airlines Industry is the most effective instrument for India's economic development, for which developing Human Resources for this industry has become essential to achieve the national objectives. So, the quality of airlines services and the objectives in achieving the socio-economic goals are highly dependent on the employees who deliver the services. This study compares the employee’s satisfaction from human resource management (HRM) practices in airlines industry in India by undertaking a comparative study of Air India and Jet Airways. The investigation is based on a questionnaire survey of 105 employees of airlines companies in India (Air India=62; Jet Airways=43). The key areas of analysis include Human Resource Planning, Recruitment and Selection, Training and Development, Promotion and Transfer, Performance Appraisal and Employees Participation. The Statistical tools like mean, standard deviation and t-test was used to analyze the data. The result of t-test showed that the satisfaction level of employees differ significantly on the Human Resource Planning, Recruitment and Selection, Training and Development, Promotion and Transfer, Performance Appraisal and Employees Participation between Air India and Jet Airways. The paper ends by offering useful suggestions to the management and employees for improving the HRM practices in both the airlines companies.

Keywords: HRM Practices, Human Resource, Employees, Satisfaction, Air India, Jet Airways.

*Research Scholar, Deptt. Of Commerce, AMU, Aligarh

Introduction:
In the age of knowledge economy, human resource is considered as the most important resource of the organizations and it became decisive for success of any organization. Human resources are the source of achieving competitive advantage because of its capability to convert the other resources (money, machine, methods and material) in to output (product/service). The competitor can imitate other resources like technology and capital but the human resource are unique. There are an incredible number of pressures on today's organizations. To name a few: environmental pressures such as increasing globalization, rapid technological change, and tougher competition; organizational changes such as new organizational alliances, new structures and hierarchies, new ways of assigning work, and a very high rate of change; changes in the workforce, including employees' priorities, capabilities, and demographic characteristics. Within these pressured organizations, there is a need for (and opportunity for) the human resource function to play a critical role in helping organizations navigates through these transitions. In order to play this role, however, HR will have to increase its real and perceived value (May, K.E., n.d). Human resource management (HRM) refers to the policies and practices including human resource planning, job analysis, recruitment, selection, orientation, compensation, performance appraisal, training and development, and labor relations. The purpose of human resource management is to improve the productive contributions of employees and provide competitive advantage to the organizations. It is well recognized that an organization enriched with committed, motivated, talented, and competent human resource can...

References: 1. Absar, M.M.N. and Mahmood, M., (2011). New HRM Practices in the Public and Private Sector
Industrial Enterprises of Bangladesh: A Comparative Assessment, International Review of
3. Appelbaum, S. H. (2003). Human Resource Management In The Global Civil Aviation Industry:
A Survey And Analysis Of Recruitment
7. Harel, G.H. and Tzafrir, S.S. (2001). HRM Practices in the Public and Private Sectors: Differences
and Similarities, Public Administration Quarterly, Vol
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