netrashetty
Netra Shetty
Alaska Air Group Inc., is an aviation holding firm / corporation based in SeaTac, Washington which owns two certificated airlines operating in the United States: Alaska Airlines[3] and Horizon Air.[4] In 1985, it was formed and a year later the holding company acquired Horizon Air and Jet America Airlines. Jet America Airlines, and their employees were merged into Alaska Airlines in 1987. Alaska Air Group has no relationship to JetAmerica, an airline proposed in 2009.
Alaska Air Group subsidiaries employed 9,866 staff as recently as 2007, but have cut that number back substantially by 2008. It remains undetermined how many employees actually work for Alaska Air Group itself. Alaska Airlines operates only U.S. built Boeing aircraft with up to 172 seats while Horizon operates only Canadian built Bombardier aircraft with up to 76 seats.[5]
The separation of the two companies is not due to "Scope Clauses," as is the case with other similar holding companies and their airlines such as Mesa Air Group and Freedom Airlines or Republic Airways Holdings and Shuttle America.[citation needed]
Alaska Air Group is the parent company and holding company of both independently "branded" Alaska Airlines and Horizon Air operations.[6]
PERFORMANCE APPRAISAL: - BSNL limited follows different types of method to
evaluate his employee performance and accordingly they provide incentives and perk to them as well as promotion and pay rise. ITI also get done its HR audit during period of 2002 to 2005 which included many of its office along with head quaters.
2.Audit objectives:- The manpower planning done by the Company was adequate to
meet its Objectives.
2. The Company ensured optimum deployment of manpower;
3. The Company introduced new recruitment policies and practices and Whether they
were adequate
4.Well defined, fair and transparent career progression policies and practices were in
Place.
5. Well defined, fair and transparent transfer policies and practices were in Place.
6. An effective performance management system was in place
The training imparted by the Company was effective;
8. Clearly defined and effective conduct and disciplinary rules were in place;
9. Incentive and welfare policies and practices were effective.
10. An adequate exit policy had been formulated and implemented by the
Company
But the finding which came out was something different than the thinking of management. The committee have given emphasis on the need of regular staff training, staff norms and a heavy investment to upgrade the knowledge base of employees.
There were many personnel in different part of organisation who were idle and
required to be deployed to be utilised effectively.
ITI also keep record of it employee in form ofannual confidential report (ACR)
which is used to compare with the target set for them by the company.
The company also follow ‘open review system’ for judging the performance of individuals. In this system, the superior officer discusses the self appraisal submitted by his/her subordinate so as to make the appraisal of his/her performance totally transparent.
7. The training imparted by the Company was effective;
8. Clearly defined and effective conduct and disciplinary rules were in place;
9. Incentive and welfare policies and practices were effective.
10. An adequate exit policy had been formulated and implemented by the
Company
But the finding which came out was something different than the thinking of management. The committee have given emphasis on the need of regular staff training, staff norms and a heavy investment to upgrade the knowledge base of employees.
There were many personnel in different part of organisation who were idle and
required to be deployed to be utilised effectively.
ITI also keep record of it employee in form ofannual confidential report (ACR)
which is used to compare with the target set for them by the company.
The company also follow ‘open review system’ for judging the performance of individuals. In this system, the superior officer discusses the self appraisal submitted by his/her subordinate so as to make the appraisal of his/her performance totally transparent.
WAGE & SALARY
Wages and Salary Administration:-In private organisation employee generally get much
more than that an employee of public organisation but the difference comes in benefits that public employee receives. Despite of huge profit, good public image, best among PSU it pays less to its employee than other PSU.
If we compare it with other PSU in its field like BSNL, MTNL and TCIL then also its wage rate is low. According to analyst the wage rate is set in comparison with profit earned by company and wage rate of that industry.
After pay revision some hard step where taken like,
Minimum wage rate was fixed for its employee.
3. Different wage rate for executive and non executive employee.
4. Employee s was retained to a great extent.
5. Annual incremental were fixed to 5%.
6. There was increment in DA and CCA(city compensation allowance
Alaska Air Group subsidiaries employed 9,866 staff as recently as 2007, but have cut that number back substantially by 2008. It remains undetermined how many employees actually work for Alaska Air Group itself. Alaska Airlines operates only U.S. built Boeing aircraft with up to 172 seats while Horizon operates only Canadian built Bombardier aircraft with up to 76 seats.[5]
The separation of the two companies is not due to "Scope Clauses," as is the case with other similar holding companies and their airlines such as Mesa Air Group and Freedom Airlines or Republic Airways Holdings and Shuttle America.[citation needed]
Alaska Air Group is the parent company and holding company of both independently "branded" Alaska Airlines and Horizon Air operations.[6]
PERFORMANCE APPRAISAL: - BSNL limited follows different types of method to
evaluate his employee performance and accordingly they provide incentives and perk to them as well as promotion and pay rise. ITI also get done its HR audit during period of 2002 to 2005 which included many of its office along with head quaters.
2.Audit objectives:- The manpower planning done by the Company was adequate to
meet its Objectives.
2. The Company ensured optimum deployment of manpower;
3. The Company introduced new recruitment policies and practices and Whether they
were adequate
4.Well defined, fair and transparent career progression policies and practices were in
Place.
5. Well defined, fair and transparent transfer policies and practices were in Place.
6. An effective performance management system was in place
The training imparted by the Company was effective;
8. Clearly defined and effective conduct and disciplinary rules were in place;
9. Incentive and welfare policies and practices were effective.
10. An adequate exit policy had been formulated and implemented by the
Company
But the finding which came out was something different than the thinking of management. The committee have given emphasis on the need of regular staff training, staff norms and a heavy investment to upgrade the knowledge base of employees.
There were many personnel in different part of organisation who were idle and
required to be deployed to be utilised effectively.
ITI also keep record of it employee in form ofannual confidential report (ACR)
which is used to compare with the target set for them by the company.
The company also follow ‘open review system’ for judging the performance of individuals. In this system, the superior officer discusses the self appraisal submitted by his/her subordinate so as to make the appraisal of his/her performance totally transparent.
7. The training imparted by the Company was effective;
8. Clearly defined and effective conduct and disciplinary rules were in place;
9. Incentive and welfare policies and practices were effective.
10. An adequate exit policy had been formulated and implemented by the
Company
But the finding which came out was something different than the thinking of management. The committee have given emphasis on the need of regular staff training, staff norms and a heavy investment to upgrade the knowledge base of employees.
There were many personnel in different part of organisation who were idle and
required to be deployed to be utilised effectively.
ITI also keep record of it employee in form ofannual confidential report (ACR)
which is used to compare with the target set for them by the company.
The company also follow ‘open review system’ for judging the performance of individuals. In this system, the superior officer discusses the self appraisal submitted by his/her subordinate so as to make the appraisal of his/her performance totally transparent.
WAGE & SALARY
Wages and Salary Administration:-In private organisation employee generally get much
more than that an employee of public organisation but the difference comes in benefits that public employee receives. Despite of huge profit, good public image, best among PSU it pays less to its employee than other PSU.
If we compare it with other PSU in its field like BSNL, MTNL and TCIL then also its wage rate is low. According to analyst the wage rate is set in comparison with profit earned by company and wage rate of that industry.
After pay revision some hard step where taken like,
Minimum wage rate was fixed for its employee.
3. Different wage rate for executive and non executive employee.
4. Employee s was retained to a great extent.
5. Annual incremental were fixed to 5%.
6. There was increment in DA and CCA(city compensation allowance
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