A REPORT

ON

“INTERNSHIP TRAINING IN THE DEPARTMENT OF HUMAN

RESOURCE MANAGEMENT”

AT

AIRPORTS AUTHORITY OF INDIA

CHENNAI AIRPORT

SUBMITTED IN

PARTIAL FULFILLMENT OF THE REQUIREMENT OF THE DEGREE

OF

MASTER OF BUSINESS ADMINISTRATION

BY

B. ASHFAAK AHAMED

(Register No 18242047)

DEPARTMENT OF MANAGEMENT STUDIES

HINDUSTAN INSTITUTE OF TECHNOLOGY AND SCIENCE

ACKNOWLEDGEMENT

First and foremost, I thank the almighty for keeping me hale and healthy
for the successful completion of the internship. It gives me immense
pleasure and privilege to acknowledge my deepest sense of gratitude
towards all those who helped me in the completion of this report.

I extend my deep sense of gratitude to AIRPORTS AUTHORITY OF

INDIA for giving me a chance to do an internship in their organisation.

I would like to express my heartfelt thanks to Smt.R. PRICILLA PRIYA,

AGM (HR), Smt. MEENA VINODHINI THIRUMOORTHY, MANAGER
(HR), Smt. M. SHREYA YADEV, (HR) Smt. G. MYTHILI, SUPDT (O),

And other employees of the HR department for devoting time from their
busy schedule and explaining how work is being done in their
organisation and assigning me with various tasks during the training
period in HR

I also take the pleasure to express our sincere thanks to all the staff
members of the Department of management studies, Anna University for
their kind cooperation

Last but not the least , I would also like to convey my deepest gratitude
to my parents and friends , who have always been a source of
inspiration towards the completion of my internship .
 1. INDUSTRY PROFILE

1.1 INTRODUCTION:

Airports Authority of India (AAI) manages a total of 125 Airports, which

include 11 International Airports, 08 Customs Airports, 81 Domestic
Airports and 25 Civil Enclaves at Defence Airfields. AAI also provides Air
Traffic management services (ATMS) over entire Indian Air Space and
adjoining oceanic areas with ground installations at all Airports and 25
other locations to ensure safety of Aircraft operations.

The Airports at Ahmadabad, Amritsar, Calicut, Guwahati, Jaipur,

Trivandrum, Kolkata & Chennai, which today are established as
International Airports, are open to operations even by Foreign
International Airlines. Besides, the International flights, National flag
Carriers operate from Coimbatore, Tiruchirappalli, Varanasi and Gaya
Airports. Not only this but also the tourist charters now touch Agra,
Coimbatore, Jaipur, Lucknow, Patna Airports etc.

AAI has entered into a Joint Venture at Mumbai, Delhi,

Hyderabad, Bangalore and Nagpur Airports to Upgrade these Airports
and emulate the world standards.

All major Air-routes over Indian landmass are Radar covered (29
Radar installations at 11 locations) along with VOR/DVOR coverage (89
installations) co-locates with Distance Measuring Equipment (90
installations). 52 Runways are provided with ILS installations with Night
landing Facilities at most of these Airports and Automatics Message
Switching System at 15 Airports.

AAI’s successful implementation of Automatic Dependence

Surveillance System (ADSS), using indigenous technology, at Calcutta
and Chennai Air Traffic Control Centres, gave India the Distinction of
being the first country to use this advanced technology in the South East
Asian Region thus enabling effective Air Traffic Control over oceanic
areas using satellite mode of communication. Use of remote controlled
VHF coverage, along with satellite communication links, has given
added strength to our ATMS. Linking of 80 locations by V-Sat
installations shall vastly enhance Air Traffic Management and in turn
safety of Aircraft operations besides enabling, administrative and
operational control over our extensive Airport network. Performance
Based Navigation (PBN) procedures have already been implemented at
Mumbai, Delhi and Ahmadabad Airports and are likely to be
implemented at other Airports in phased manner.

AAI has under GAGAN project (GPS Aided Geo Augmented

Navigation) in technological collaboration with Indian Space and
Research Organization (ISRO), where the satellite based system will be
used for navigation. The navigation signals thus received from the GPS
will be augmented to achieve the navigational requirement of aircrafts.
First Phase of technology demonstration system has already been
successfully completed in February 2008. Development team has been
geared up to upgrade the system in operational phase.

1.2 MISSION AND VISION OF AAI

 MISSION:
 “To be the foundation of an enduring Indian aviation network,
providing high quality, safe and customer – oriented airport and air
navigation services thereby acting as a catalyst for economic
growth in the areas we serve”.
  VISION:

To be the principle aviation services provider in the country, AAI

shall:

 Adopt and facilitate the use of contemporary air navigation

services
 Update and develop airport infrastructure
 Support improving air connectivity at un-served and under-served
airports
 Have a restructured organisation
 Focus on profitable operation at major airports through continuing
efforts on cost reduction and enhancing non – aeronautical
revenue.

1.3 MAIN FUNCTIONS OF AAI:

1) Design, Development, Operation and Maintenance of

international and domestic airports and civil enclaves.
2) Control and Management of the Indian airspace extending
beyond the territorial limits of the country, as accepted by
ICAO.
3) Construction, Modification and Management of passenger
terminals.
4) Development and Management of cargo terminals at
international and domestic airports.
5) Provision of passenger facilities and information system at
the passenger terminals at airports.
6) Expansion and strengthening of operation area, viz.
Runways, Aprons, Taxiway etc.
7) Provision of visual aids.
 8) Provision of Communication and Navigation aids, viz. ILS,
DVOR, DME, Radar etc.

1.4 ORGANISATIONAL INFRASTRUCTURE:

 2. ORGANISATION PROFILE

2.1 HISTORY:

The Government of India constituted the International Airports Authority

of India (IAAI) in 1972 to manage the nation's international airports while
the National Airports Authority (NAA) was constituted in 1986 to look
after domestic airports. The organisations were merged in April 1995 by
an Act of Parliament, namely, the Airports Authority of India Act, 1994
and have been constituted as a Statutory Body and were named as
Airports Authority of India (AAI). This new organisation was to be
responsible for creating, upgrading, maintaining and managing civil
aviation infrastructure both on the ground and air space in the country.

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.

AAI provides air navigation services over 2.8 million square nautical
miles of air space. During the year 2013-14, AAI handled aircraft
movement of 1536.60 Thousand [International 335.95 & Domestic
1200.65], Passengers handled 168.91 Million [International 46.62 &
Domestic 122.29] and the cargo handled 2279.14 thousand MT
[International 1443.04 & Domestic 836.10].
2.2 SPECIAL FEATURES OF AAI SERVICES:

1) PASSENGERS 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., Provision of
Communication, Navigation and Surveillance which includes provision of
DVOR / DME, ILS, ATC radars, visual aids etc., provision of air traffic
services, provision of passenger facilities and related amenities at its
terminals thereby ensuring safe and secure operations of aircraft,
passenger and cargo in the country.

2) AIR NAVIGATION SERVICES:

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. A number of co-operation agreements and memoranda of
co-operation have been signed with US Federal Aviation Administration,
US Trade & Development Agency, European Union, Air Services
Australia and the French Government Co-operative Projects and Studies
initiated to gain from their experience. Through these activities more and
more executives of AAI are being exposed to the latest technology,
modern practices & procedures being adopted to improve the overall
performance of Airports and Air Navigation Services.
Induction of latest state-of-the-art equipment, both as replacement and
old equipment’s and also as new facilities to improve standards of safety
of airports in the air is a continuous process. Adoptions of new and
improved procedure go hand in hand with induction of new equipment.
Some of the major initiatives in this direction are introduction of Reduced
Vertical Separation Minima (RVSM) in Indian air space to increase
airspace capacity and reduce congestion in the air; implementation of
GPS and Geo Augmented Navigation (GAGAN) jointly with ISRO which
when put to operation would be one of the four such systems in the
world.

3) SECURITY:

The continuing security environment has brought into focus the need for
strengthening security of vital installations. There was thus an urgent
need to revamp the security at airports not only to thwart any
misadventure but also to restore confidence of traveling public in the
security of air travel as a whole, which was shaken after 9/11 tragedy.
With this in view, a number of steps were taken including deployment of
CISF for airport security, CCTV surveillance system at sensitive airports,
latest and state-of-the-art X-ray baggage inspection systems, premier
security & surveillance systems. Smart Cards for access control to vital
installations at airports are also being considered to supplement the
efforts of security personnel at sensitive airports.

4) AERODROME FACILITIES:

In Airports Authority of India, the basic approach to planning of airport

facilities has been adopted to create capacity ahead of demand in our
efforts. Towards implementation of this strategy, a number of projects for
extension and strengthening of runway, taxi track and aprons at different
airports has been taken up. Extension of runway to 7500 ft. has been
taken up to support operation for Airbus-320/Boeing 737-800 categories
of aircrafts at all airports.

5) HRD TRAINING:

A large pool of trained and highly skilled manpower is one of the 1major
assets of Airports Authority of India. Development and Technological
enhancements and consequent refinement of operating standards and
procedures, new standards of safety and security and improvements in
management techniques call for continuing training to update the
knowledge and skill of officers and staff. For this purpose AAI has a
number of training establishments, viz. NIAMAR in Delhi, CATC in
Allahabad, Fire Training Centers at Delhi & Kolkata for in-house training
of its engineers, Air Traffic Controllers, Rescue & Fire Fighting personnel
etc. NIAMAR & CATC are members of ICAO TRAINER programmed
under which they share Standard Training Packages (STP) from a
central pool for imparting training on various subjects. Both CATC &
NIAMAR have also contributed a number of STPs to the Central pool
under ICAO TRAINER programmed. Foreign students have also been
participating in the training programmed being conducted by these
institution
6) IT INFORMATION:

Information Technology holds the key to operational and managerial

efficiency, transparency and employee productivity. AAI initiated a
program to indoctrinate IT culture among its employees and this is most
powerful tool to enhance efficiency in the organization. AAI website with
domain name www.airportsindia.org.in or www.aai.aero is a popular
website giving a host of information about the organization besides
domestic and international flight information of interest to the public in
general and passengers in particular.
2.3 VARIOUS DEPARTMENTS OF AAI:

There are 23 departments in AAI. They are:

1) AIRPORT SYSTEM
2) SECURITY
3) HRM
4) FIRE SERVICE
5) LEGAL
6) LAND
7) COMMERCIAL
8) MEDICAL
9) ELECTRICAL
10) CARGO
11) IT
12) GFS-GROUND FLOOR SAFETY
13) HOUSE KEEPING
14) FINANCE
15) CIVIL
16) PROJECT
17) OPERATIONS
18) TECH
19) MATERIAL MANAGEMENT
20) MT-MAT TRANSPORT
21) OFFICIAL LANGUAGE
22) PUBLIC RELATION
23) OFFICE OF APD
 3. HUMAN RESOURCE MANAGEMENT

Human resource management is the strategy approach to the effective

management all people in an organization so that they help the business
to gain a competitive advantage competitive advantage. It is designed to
maximize employee performance in service or an employer's strategic
objectives. HR is primarily concerned with the management of people
within organizations, focusing on policies and on systems. HR
departments are responsible for overseeing employee-benefits design,
employee recruitment, training and development, performance appraisal,
and Reward management (e.g., managing pay and benefit systems). HR
also concerns itself with organizational change and industrial relations,
which is the balancing of organizational practices with requirements
arising from collective bargaining and from governmental laws.

Human resources overall purpose is to ensure that the

organization is able to achieve success through people. HR
professionals manage the human capital of an organization and focus on
implementing policies and processes. They can specialize in recruiting,
training, employee relations or benefits, recruiting specialists, find and
hire top talent. Training and development professionals ensure that
employees are trained and have continuous development. This is done
through training programs, performance evaluations, and reward
programs. Employee relations deal with concerns of employees when
policies are broken, such as in case involving harassment or
discrimination. Employee benefits role includes developing
compensation structures, family-leave programs discounts and other
benefits that employees can get. On the other side of the field are
human resources generalists or business partners. These human-
resources professionals could work in all areas or be labour-relations
representatives working with unionized employees.

HR is a product of the human relations movement of the early 20th

century when researches began documenting ways of creating business
value through the strategic management of the workforce. It was initially
dominated by transactional work, such as payroll and benefits
administration, but due to globalization, company consolidation,
technological advances, and further research HR as of 2015 focuses on
strategic initiatives like mergers and acquisitions, talent management,
succession planning, industrial and labour relations, and diversity and
inclusion. In the current global work environment, most companies
focus on lowering employee turnover and on retaining the talent and
knowledge held by their workforce. New hiring not only entails a high
cost but also increases the risk of a newcomer not being able to replace
the person who worked in a position before. HR departments strive to
offer benefits that will appeal to workers, thus reducing the risk of losing
employee commitment and psychological ownership.

3.1 DEFINITION

Human resource management (HRM) is the practice of recruiting,

hiring, deploying and managing an organization’s employees. HRM is
often referred to simply as human resources (HR). A company or
organization’s HR department is usually responsible for creating, putting
into effect and overseeing policies governing workers and the
relationship of the organization with its employees. The term human
resources were first used in the early 1900s, and then more widely in the
1960s, to describe the people who work for the organization, in
aggregate.
 HRM is really employee management with an emphasis on those
employees as assets of the business. In this context, employees are
sometimes referred to as human capital. As with other business assets,
the goal is to make effective use of employees, reducing risk and
maximizing return on investment (ROI).

The modern Hr technology term, human capital management

(HCM), has come into more frequent use than the term, HRM, with the
widespread adoption by large and midsize companies and other
organizations of software to manage many HR functions.

3.2 OBJECTIVES OF HUMAN RESOURCE MANAGEMENT

The objectives of HRM can be broken down into four categories:

 Societal objectives: Measures put into place that responds to the

ethical and social needs or challenges of the company and its
employees. This includes legal issues such as equal opportunity
and equal pay for equal work.
 Organizational objectives: Actions taken that help to ensure the
efficiently of the organization. This includes providing training,
hiring the right amount of employees for a given task or
maintaining high employee retention rates.
 Functional objectives: Guidelines used to keep the HR functioning
properly within the organization as a whole. This includes making
sure that all of HR’s resources are being allocated to its full
potential.
 Personal objectives: Resources used to support the personal goals
of each employee. This includes offering the opportunity for
education or career development as well as maintains employee
satisfaction.
 3.3 HUMAN RESOURCE MANAGEMENT FUNCTIONS:

HRM can be broken down into subsections, typically by pre-employment

and employment phases, with an HR manager assigned to each.
Different areas of HRM oversight can include the following:

 Employee recruitment, on boarding and retention.

 Talent management and workforce management.
 Job role assignment and career development.
 Compensation and benefits.
 Labour law compliance.
 Performance management.
 Training and development.
 Succession planning.
 Employee engagement and recognition.
 Team Building.

3.4 SECTIONS OF HRM IN AAI:

I. TRAINING CELL
II. TRAVEL MANAGEMENT
III. PENSION
IV. ESTATE
V. TIME MANAGEMENT
VI. MEDICAL POLICY
VII. RECRUITEMENT& PROMOTION
VIII. SERVICE RECORD
IX. DAIRY& DISPATCH
X. TERMINAL BENEFITS
1. TRAINING CELL:

The AAI has separate section called training and development which
provides training to AAI employees which will in return improve working
atmosphere for the employees.

Training department also provides,

 Internship/project training
 Implant training
 Training to AAI employees.

Training for the AAI employees includes,

 Soft skill training

 Personality development
 Noting and drafting
 Advance skills for office and change management
 Executive development on achievement and motivation
 FTC/FSTC
 IAA –Indian aviation academy
 EXTERNAL training
 Hindi language Development

COMMUNITY CENTRE: (WELFARE)

 KALYANA MANDAPAM (only the employees and their dependents

can avail it )
 They follow a policy of Refund of Security Deposit
 Cantonment Board
 Cleaning and housekeeping (contract on cleaning of AAI Community
Centre and Residential colony).
2. TRAVEL MANAGEMENT:

The Travel management section takes care of AAI employees Travelling

Expenditures, the Expenditures may comes under certain Disclosures
like,

 Tour
 Training
 Transfer

Travel management will handle all the procedures.

 The employees should fill the TRF (travel request Form).

 AAI will book tickets for the employees through yatra.com.
 The HOD should approve the TRF and the HR department will verify
it. It will be initiated to Yatra.
 Attachments are compulsory. It should have all the details furnished.
 The details include the purpose of the travel, name of the officer, and
all other details. Without these details the trip will be cancelled.
 Yatra will initiate to provide travel with minimum ATP (average ticket
pricing)
 Tickets shall be issued to the traveller through email. And a copy will
be sent to the nodal officer.
 Reasons for cancellation should be intimated and it will be forwarded
to the nodal authority.
 The officials should submit all the necessary details minimum of 8
days prior to departure to save the cost of tickets.
 Tatkal booking (train) facility is not provided by Yatra to the individual.
 Cab facility will be provided to entitled officials only- GM and above.
The officials should mention about the cab facility in the TRF.
3. PENSION:

The AAI has Separate section for Pension, which helps to process the
Pension for Retired Employees of AAI. The Retirement of Employee can
be in any form, which can be denoted as

 Superannuation
 Self Resignation
 Company Resignation
 Death

SUPERANNUATION:

The Superannuation is the Retirement Pension, where the Employee of

the AAI who have aged 58 or above is eligible to undergo this
Superannuation Pension. The minimal requirement to eligible for this
Pension, an Employee must have served AAI for at least 10 year or
above.

SELF RESIGNATION:

This type of Resignation can be made with full endorsement of

Employee’s Will, Whether He / She has to Leave the current Job or
Posting of AAI before or after 10 years of service, which states the
minimal requirement to eligible for Pension.

COMPANY RESIGNATION:

This type of Resignation can be made with full endorsement of Company

Will, Whether HE / SHE has to be fired or terminated from the Current
Job or Posting of AAI before or after 10 years of service, where the
Resignation decision is totally belongs to the Company, Also the
Pension benefit of the Employee is totally belongs upon his/her Service
Period.
DEATH:

In case of Death, if an Employee has served AAI for 10 years or above,

the Beneficial Pension for the family members will get the Amount
according to the Designation and last basic pay of an Employee.

3.1 PENSION FORMS:

 10 – D Form
 SBS Form

10 – D FORM:

This is the Form which is used to fill the Employee’s details, who is
eligible for the Pension according to the Act of 1995 Amendment, Which
helps the Pension Officer to process the Pension for the retired
Employee from the Stage 1 by filtering the various proofs of Employee,
Spouse and Nominees

Various Proofs to be submitted for 10 – D Form:

 Joint picture of Employee and Spouse

 Aadhaar card photo copy of Employee and Spouse
 Service Record photo copy of Employee
 Joint Account Bank pass Book of Employee and Spouse
 1 Joint Account Cancelled Cheque of Employee and Spouse

The above stated 10 - D Form and its proofs of 4 copies must be

Available to avail it for Different uses:

FORM 1: Office Copy

FORM 2: Despatch Copy to Delhi

FORM 3: Pension Office Copy

FORM 4: CHQ (Chennai Head Quarter) of AAI Copy

3.2 SBS FORM:

This is the Form which is used to fill the Employee details, who is already
eligible for Pension; Where the SBS Form helps the Retired Employees
from 2007 to 2014 to acquire their 10% of increment from their latest
Pension.

Various Proofs to be submitted for SBS Form

 Aadhaar card of Employee, Spouse and Nominee

 PAN card of Employee, Spouse and Nominee
 Employee ID card
 Pay slip Photo
 Bank pass Book
 Cancelled cheque

4. TIME MANAGEMENT:

Time management section monitors day to day Employees IN and OUT

entries of the Organisation and also they monitors the absentia of
Employees.
4.1 TYPES OF LEAVE:

CASUAL LEAVE:

This can be chosen at any point of the time in the year... It can be taken
for 12 days per year

SPECIAL CASUAL LEAVE

Family Welfare

 Union Activities
 State Or Central Election
 Blood Donation
 Curphew/Bandh /Natural calamities
 Sports Events

RESTRICTED HOLIDAY:

This can be chosen before or after any festival holiday. The eligibility is 2
days per year

EARNED LEAVE:

These leave can be carried out to till their retirement. The leave eligibility
is for 30 days per year.

HALF PAY LEAVE:

In this type of leave half pay of the leave day will be deducted and it falls
under medical leave. There is no compulsion to submit MC for this. The
half pay leave eligibility is 20 days per year.

COMMUTED LEAVE:

It is a part of half pay leave. If the medical certificate is submitted, it is

considered as commuted leave. It is also called as Medical leave.
EXTRAORDINARY LEAVE (EOL):

These leave can be chosen if all the leave eligibilities are over for the
employee.

 With Medical Certificate E(W/MC)

 Without Medical Certificate E(WO/MC)

MATERNITY LEAVE- 180 days per year.

UNAUTHORISED ABSENCE- These leave are loss of pay leave.

4. ESTATE:

Quarters is allotted to AAI employees according to Basic pay eligibility.

Basic Pay of the Employees

Entitled Basic Pay
A up to Rs. 12749/-
B Rs.17,380/- to Rs.33,599/-
C Rs.33,600/- to Rs.40,549/-
D Rs.40,550/- and above (for AGMs and above)

The AAI employees are categorized accordingly,

 A-Type
 B-Type
 C-Type
 D-Type
Housing allotment committee is in charge of allotment of quarters.

 Retaining of quarters: On transfer or retirement a bill is raised.

Retaining of quarters can be retained only for 2 months and beyond
that 5 times the license fees will be deducted/recovered.
 Allotment of Guest Rooms for AAI Kalyanamandapam
 Swachh Bharat

4.1 ALLOTMENT OF RESIDENTIAL ACCOMMODATION:

Eligibility for Allotment of Accommodation:

 No officer shall be allotted under these rules, if his /her spouse has
already been allotted residence by government or semi-government
 Residence is surrendered
 Employees acquired their own residential accommodation within
distance of 25Km from the workplace through availing HBA from
AAI.
 If husband and wife are employees of AAI, then only one is eligible for
allotment.
 If father or mother and unmarried son or daughter, are both employed
in Authority and working at the same station, then only one of them
will be eligible for allotment.
 The Block Distribution is worked into two blocks namely,”watch
keeping” and “Non watch keeping”.
 Ratio 70:30
 20%: Transferable category & 10%: Non-Transferable category.
 Block allotment worked out “twice in a year”.
 Housing Allotment Committee shall meet but not later than once
every 6 months.
 Transit accommodation beyond 30 days for the maximum period of 6
months. HRA will also be paid during the extended period.

4.2 HOUSING ALLOTMENT COMMITTEE

In APD Stations
 Airport Director – Chairperson
 Heads of disciplines of Engineering – Member
 The HOD of HRM – Member
 Operation discipline to be co-opted by APD
 One representative from recognized staff union /
Association – Member

Procedure for allotment

Circular: Invite of application will be issued to all the employees in

intimation of the vacant quarters.

Scrutiny to acquire quarters

 Basic Pay of the Employee

 Seniority of the Employees
 Quarters will be allotted on “ Recommendations of the Housing
Allotment Committee”

Seniority of the Employees

 Date of joining at the station

 Date of reaching the Basic pay
 Date of Birth
 On special grounds
4.3 ALLOTMENT OF GUEST ROOMS IN KALYANAMANDAPAM
Eligibility: Employees retired/serving are eligible for kalyanamandapam
in order to accommodate the guests and relatives, guest rooms are also
allotted on payment basis.
Charges:
 Room rent for the new guest rooms: Rs.750/- per day/per room on
the first floor in kalyanamandapam.
 Dormitory: Rs.3000/-per day.

5. MEDICAL POLICY:

The medical policy for AAI officials is divided into 2 categories for the
employees namely,

 1.executives
 2. Non-executives.

The AAI medical policy has 2 schemes namely,

 Scheme A
 Scheme B

If once an option is freeze for financial year, it can be changed every 6

months of financial year.

 AAI has 84 panels of Hospitals in Chennai.

 Before consulting the hospital patients should recommend with AAI
Doctor. He should give approval for the credit medical estimation is
only recommend by AAI Sr. medical Officer and there it is issued.
  5.1 CHRONICALIMENT:
 Refinement of medicine claim for chronic aliment like cancer,
diabetes, HTN, osteoporosis, etc.
 Sanction order for removal or ceiling of chronically treatment will be
done for monthly once or twice in the HR department.
 Patient should submit the invoice, in finance department then it
moves to the AAI doctor.
 5.2 ARTIFICIAL APPLIANCES:
 Replacement for Hearing machine.
 Before surgery or ordering for any artificial appliances patient should
meet the consent person at medical cell
 5.3 HOSPITAL ROOMS:
 The rooms will be deferred to EXECUTIVE and NON-EXECUTIVE.
 Based on the designation and pay scale they get entitlement of
rooms.
 Types of rooms - Multiple beds, double bed, single bed, luxury.
 5.4 ID CARD PRINTING:
 ID and Medical card are issued for both serving and retired
employees.
6. RECRUITMENT AND PROMOTION:

 WELFARE
 CHILDREN EDUCATION
 DISCIPLINARY
 PAY FIXATION
 PMS
 TRANSFER
 CONTRACT LABOUR AND APPRENTICES
 TMS

7. SERVICE RECORD:

The practice of records management may involve:

 Planning the information needs of an organization identifying

information requiring capture.
 Creating, approving, and enforcing policies and practices regarding
records, including their organization and disposal.

 Developing records storage plan, which includes the short and long
term housing of physical records and digital information.

 Identifying, classifying and storing records.

 Coordinating access to records internally and outside of the

organization, balancing the requirements of business confidentiality,
data privacy, and public access.
Content of Service Record:

Personal record of the employee:

 Joining letter

 Promotion details

 House building advances

 Education for children

 Family details

Details of APR (Annual Property Return)

 Each and every employee must submit the ANNUAL PROPERTY

RETURN to the AAI.

 It includes both the movable and immovable property

8. TERMINAL BENEFITS:

 Retirement
 Death

BENEFITS:

 GRATUITY

Gratuity is a part of salary that is received by an employee from his/her

employer in gratitude for the service offered by the employee in the
company.
 CPF/CONTRIBUTORY PROVIDENT FUND:

Provident fund is one of secured fund in which employees contribute a

part of their salary and the employer also contributes.

 BENOVALENT FUND:

Every month Rs.250 deduct from the employee’s salary. After

completion of 8 years employee get Rs.7000. It includes both for
retirement and death cases.

 GSLIS/GROUP SAVINGS LINKED INSURANCE:

Every month Rs.500 deduct from the employee’s salary. The employee
died before the retirement period his family get the insurance amount
Rs.5, 00,000. It’s only for death cases.

 GIS/GROUP: INSURANCE SCHEME:

 This insurance scheme covers not only the employee also covers the
employee spouse and children in death of the employee before the
retirement period.
 After the retirement period the employee died the insurance only for
spouse.

 MEDICAL BENEFITS:

 AAI provides medical benefits to their employees.

 Medical benefits also provided to their retired employees (REMBS)
Retired Employees Medical Benefit Scheme.
 GPAI/GROUP PERSONEL ACCIDENT INSURANCE:

This insurance scheme covered only at the time of employee met with
an accident during the office hours.

9. DISPATCH:

 There will be designated person allotted to the dispatch section

that is responsible for the dispatch and brings the necessary
assistance to people in need.
 This dairy and dispatch will have an up-to-date record of all the
incoming files, documents then scanning them and emailing to
respected officers.
 They also take care of Post mailing services.
 And they also store stationery items (General).
10. Conclusion:

The whole experience in AAI was great. I learned a lot about the Human
resource department and the process involved in it. The work I did was
completely satisfactory .I have tried as many add-ons as possible and
even got enough encouraging results with some of them. I hope my work
on AAI helps to meet its goals.

I have learnt all about the Pension Department, to do the rectification in

mismatch of Pension Documents, and also about Time department,
allotment of quarters, maintain service record. This enhances me to
develop my skills and knowledge which will help me to utilize in future. I
had good interaction between all staff members and helped me a lot
whenever I am seeking for a need.

I would like to express my gratitude and I am thankful to all the superiors

who guided me in gaining experience through this internship training and
programme.