PRESENTATIONON

PERFORMANCE APPRAISALAT

AIRPORTS AUTHORITY OF INDIA NEW DELHI

Presented By: Palak Gupta MBA-HR (2nd) R.NO. 01213014

TYPEPSU

INDUSTRYAVIATION SECTOR

CORPORATE HAEADQUATERRAJIV GANDHI

BHAWAN,SAFDARJUNG AIRPORT, NEW DELHI

KEY PEOPLE

S.RahejaChairman

S.SURESHMember

(FINANCE)

S.RAHEJAMember(Panning)

K.K.JHAMember

(HR)

AIRPORTS AUTHORITY OF INDIA (AAI)

• To achieve highest standards of safety and quality in Air traffic services and airport management by providing total customer satisfaction, contributing economic growthMISSION

• To be a world class organisation providing leadership in air traffic services and airport management and making India a major hub in Asia Pacific Region,2016

VISION

Manages 125

Airports

COMPETITORS:DELHI AIRPORT

&MUMBAI AIRPORT

HISTORY

The Airports Authority of India (AAI) wasFormed on 1st April 1995 by merging theInternational Airports Authority of Indiaand the National Airports Authority with aview to accelerate the integrateddevelopment, expansion and modernizationat the airports in the country conforming tointernational standards.

INDUSTRY PROFILE(AVIATION SECTOR)

Indian Aviation Industry is one of the fastest growing airline industries in the world. The history of Indian Aviation Industry started in December 1912 with its first domestic air route between Karachi and Delhi.

The civil aviation market in India is all set to become the world's third largest by 2020 and has allowed 100 per cent foreign direct investment (FDI) .

Aviation Sector enters into the new era by modernizing Airports, Low cost Airlines, Strengthening of runways etc.

Players in Aviation Industry:Public Players

• Air India• Indian

Airlines• Alliance Air

Major Private Players

• Jet Airways• Spice jet• Go Air• Kingfisher

Startup Players

• Omega Air• Magic Air

AVIATION SECTOR: SOME FACTS

In present scenario around 11 domestic airlines operating in IndiaGrowth of airlines traffic in Aviation Industry in India is almost four times above international average

Type of market

In 1953, all airlines merged into Indian Airlines or Air IndiaMonopoly perpetuated for next 40 yearsControlled by Directorate General of Civil AviationOn 1 March 1994, Government open the gates for private entrantsSensing a huge opportunity, a large number of players jumped into the frayNow the market is Oligopoly

India is currently the ninth largest aviation market in the world

PERFORMANCE APPRAISAL

Manpower Management is a most crucial job because “managing people is the heart

and essence of being a manager”

Performance appraisal offers an excellent opportunity - perhaps the best that will ever

occur - for a supervisor and subordinate to recognize and agree upon individual

training and development needs. Performance appraisal can make the need for training more pressing

and relevant bylinking it clearly to performance outcomes and future career aspirations. Some of the training cells of AAI are NIAMAR, Delhi and CATC,

Allahabad fortraining & development of the employees.

Performance Appraisal is done ANNUALLY at Airports Authority of India.

OBJECTIVES OF PERFORMANCE APPRAISAL AT AAI

• To use performance appraisal as a process for development.

• To generate significant, relevant, open and valid information about the employee’s performance based on Key Performance Area’s(KPA’s)

• To realign the Organizational/Departmental objectives with individual objectives

• To evaluate potential of the employees to assure higher responsibilities.

• To identify the high performance for rewards.• To bring out openness• To identify training needs

Range of composite score and grading for the Annual Confidential Reports of the Executives

SCORE GRADING

ABOVE 90 OUTSTANDING

ABOVE 70 TO 90 VERY GOOD

ABOVE 50-70 GOOD

ABOVE 30-50 AVERAGE

BELOW 30 POOR

Performance Planning

Mid Year Review

Feedback

KPA Based Performance Appraisal Process

MAJOR FINDINGS

• Most of the officers agrees that in an appraisal system employee should be given an opportunity to rate his own performance

• Most of the respondents agrees that a good performance system should take into consideration the problems the employees faces in performing his job.

• Some of the respondents strongly felt that the employee should know the Boss’s thinking and get an opportunity to have a dialogue with him.

• Mostly respondents are very confident that the present system will succeed but those who are somewhat confident emphasized the need of training and more workshops for orientation.

SUGGESTIONS

• Consistent and ongoing training for managers and supervisors is essential for its success.

• The appraisal process should be continually under Review.

• Discuss the overall yearly record to identify the tasks that were performed well and those that require improvement.

• Employees should get a chance to communicate with their boss to know his/her strengths & weakness.

CONCLUSION

In Conclusion:

The attitude of the Officers was found to be generally positive towardsPerformance Appraisal System. They consider Performance Appraisalas an important tool in growth and development. The present PerformanceAppraisal System has been found effective by the Airports Authority of Indiaofficers in the following areas:

• Identification of Strengths and Weaknesses of the employees.• Identification of training needs.• Setting operational objectives.Present Performance Appraisal System is an improvement over previous system

of confidential reports.