An Overview of the company

Airports Authority of India Type: service provider

The Airports Authority of India (AAI) is an organization working under Ministry of Civil Aviation that manages most of the Airports in India. The AAI manages and operates 126 Airports and 329 airstrips including 16 International Airports, 89 Domestic Airports and 26 Civil Enclaves. The Corporate Headquarters (CHQ) is at Rajiv Gandhi Bhawan, Sufdurjung Airport, New Delhi. Airports Authority of India (AAI) was constituted by an Act of Parliament and came into being on 1st April 1995 by merging erstwhile National Airports Authority and International Airports Authority of India. The merger brought into existence a single Organization entrusted with the responsibility of creating, upgrading, maintaining and managing civil aviation infrastructure both on the ground and air space in the country. Main Functions of AAI Passenger Facilities The main functions of AAI inter-alia include construction, modification & management of passenger terminals, development & management of cargo terminals, development & maintenance of apron infrastructure including runways, parallel taxiways, apron etc., Air Navigation facilities In tune with global approach to modernization of Air Navigation infrastructure for seamless navigation across state and regional boundaries, AAI has been going ahead with its plans for transition to satellite based Communication, Navigation, Surveillance and Air Traffic Management.

Non Monetary rewards offered by the Organization

Employee recognition programs

Employee are recognized as a important part for the organization in order to further boost their productivity and value their individual contribution to the Organization .Some of the examples are listed below which the AAI does for employee recognition Ever year certificates or mementoes are awarded to excellent performers from all over the country at Annual day function held in Delhi to commemorate the foundation day of AAI Employees achievement are published in news magazine of the organization Often the seniors congratulate their subordinate for excellent job performance

Developmental opportunities for employee Employees preferably higher level executives the are given an opportunity to further hone their skill and develop their managerial capabilities .Every year Organization sends two or three general managers and executive directors for management developments programs which are conducted in association with Management development Institute Gurgaon. This one month training program consists of 15 day training session in the Institute and supplemented by further training in business schools abroad

Status

Higher the position in the hierarchy of the Organization more are the facilities provided .For example General managers and Executive Directors are provided a spacious cabin with plush furniture . They are also provided personal assistant who attend calls and looks after day to day appointments. A car along with a driver and a fully furnished home are the other rewards First class air travel for official purposes

Recreation AAI provides its employees with several recreation facilities like Gymnasium where employees can spend some part of time during their work days to remain fit and healthy. Other includes library which is open on all working days from 9.30 to 5. Library contains all the latest magazine and journals, various national newspapers.

Working tools High quality workstations are provided to assist in their work Independence and autonomy Although this may be the most difficult element to implement, autonomy is seen as one of the strongest morale boosters among workers. An independent workforce can function with the creativity and flexibility of a contracted workforce, with all of the advantages of in-house staff. Regular assignments (jobs broken up into phases) can be treated individually and the goals and expectations for both the staff and the company can be laid

out at commencement and completion of each assignment. This gives staff considerable opportunity for communication as it breeds creativity among the workforce.

Feelings of sense and belongingness Creating an organization culture of trust and respect where employees can feel a sense of belongingness Chance to Contribute Organisation can greatly motivate the employees if they can make them feel that the success of the organization also depends on them. We can do this by allowing them to head projects as well as getting their consensus on major decisions that can affect business and organization.

Offering rewards on specific personal interests Rewards can be given on a specific interests of employees such as membership of a restaurant to person who likes to dine out, membership of a gym who is a fitness enthusiastic

Offering tangible recognition Offer tangible recognition for staff who consistently excel - either by sending an email ccing in business leaders with congratulations on a job well done, giving staff a handwritten note, or mentioning their successes during monthly meeting

Personalized plaque Trophy T-shirts with company logo Gift Certificates Standing ovation Balloons Photograph of employee displayed in a prominent place Parking spot Lunch with boss, CEO, manager, etc. Recognition among other co-workers Additional paid vacation days

Free food Making a healthy ,free meal available to the employees can be a big boost to keep their efficiency and morale up Relaxed environment There should be less rigidity on dress on enforcement of dress code, length of hair and beard .Once a while employees should be given leeway and allowed to be dressed casually This can go a long way in making them content

Leadership roles Putting star performers in leadership roles where they can serve as role models and lead and inspire others will give a boost to their morale and self confidence. It will show that the organization reposes its trust in the employee and has faith in his or her abilities and this will encourage employees to work with greater dedication and conviction

Promotion and succession planning Promotion and succession planning are routinely used as a tool by managers to encourage and motivate employees. Greater responsibilities and decision making authority, more

power and autonomy that are typically associated with promotion can serve as a morale booster for employees even if there is not much of a hike in pay.

Informal Contact among Staff Setting lunches between staff can be useful, but cannot be a constant. Companies with shoestring social budgets can choose more informal contact methods between management and staff. Management can opt for casual walk-throughs to engage in cordial conversations with individual staff members. Another practice is having management take small groups of staff for coffee outside of the office. This can help to ease out of the formality of the workplace while still allowing for the flow of needs and ideas.

Health Savings or Improvements to the Current Health Plan (or Retirement Plan) Health benefits are often a major consideration for employees as they look at jobs on the market. Offering expanding or expandable health programs can go a long way to advancing the retention of those employees as they continue to provide value to the company. Health plan consultants can provide options for creating health plan tiers for long-time workers.

Swapping the jobs Giving best employees a chance to pick their own projects or trade tasks with a colleague empowers and rewards them at the same time Creating a wall of fame Elect them to the Wall of Fame. Several experts suggested setting aside a public space inside your firm and placing photos of employees who've accomplished something truly special, along with the details of what they did to earn their place on the work

Is non monetary reward for designation or retention?

Non monetary reward in the present Organization are given for retention of employees as it is believed that money is not the only motivator for employees their also want to be recognized by their Organization which will raise their self esteem and their personal ambitions. Developmental opportunities and training programs conducted by the Organization go a long way in strengthening the commitment of employees towards their job. The initiatives taken up by the management helps the employees feel that they are valued part of their Organization. Honoring excellent performers at public function gives employees an opportunity to their best. Recreation activities provided can help employees to take some time off from work and feel rejuvenated.