Sign Document for HR Online

HR documents online refer to electronic versions of important human resources paperwork that can be created, signed, and managed digitally. With airSlate SignNow, businesses can easily handle employee contracts, onboarding forms, and policy documents without physical paperwork, streamlining the HR process.

airSlate SignNow simplifies managing HR documents online by providing a user-friendly interface for creating, sending, and eSigning essential paperwork. This reduces the time spent on administrative tasks and helps ensure that all HR documents are stored securely and organized for easy access.

Key features of airSlate SignNow for HR documents online include customizable templates, automated workflows, and real-time tracking of document statuses. These functionalities help HR departments efficiently prepare and monitor important documents while ensuring compliance.

Yes, airSlate SignNow is a cost-effective solution for small businesses needing to manage HR documents online. With competitive pricing plans and the ability to reduce paper-related expenses, airSlate SignNow offers great value for organizations looking to streamline their HR processes.

Absolutely! airSlate SignNow integrates seamlessly with numerous HR software solutions, allowing for efficient management of HR documents online. This integration helps in maintaining a smooth workflow and ensures that all employee data is synchronized across platforms.

Businesses using airSlate SignNow for HR documents online can enhance productivity, reduce processing times, and improve document security. The ability to electronically sign and store documents helps organizations maintain compliance and provides a better experience for employees.

Yes, training staff to use airSlate SignNow for HR documents online is straightforward due to its intuitive design. Most users can quickly learn how to create, send, and manage documents without extensive training, making it accessible for everyone in the organization.

A cloud-based ATS (Applicant Tracking System) is going to be your best bet, especially considering you want to keep HR documents safe and secure and considering the size of your company. Cloud-based systems allow you to keep your candidate data outside of the jurisdiction of the Patriot Act, meaning the information can’t be tampered with or monitored. Now, this won’t cover the entirety of your employee’s time at work, from health to licenses and such that you mentioned. However, hiring deserves its own platform to keep all of the data organized. Hiring is something that needs to be optimized constantly to be effective - not just when you are actively trying to fill an open position. For this reason, an ATS like Recruitee that streamlines your info and allows you to collaborate with all 30-50 of your team members is essential!I chose Recruitee for several reasons. One happens to be that I work with them and know how often they update the platform, as well as care about customer feedback and collaboration. In fact, they just released Recruitee 3.0 with a whole bunch of new features, like private team notes, a Slack integration, and notifications. Since you asked about HR documentation specifically, it’s important to note that Recruitee’s servers are secure, and you can upload candidate files (like CVs, resumes, and anything relevant really) right in their profiles.Here’s a free trial to test it out for yourself!

You can easily integrate with Textlocal using our API’s; available in 10+ languages with comprehensive documentation for easy integration.Why choose Textlocal?Textlocal provides 12 cutting-edge features in one easy to use interface.You can effortlessly schedule and send customized texts including shortlinks, PDFs, images, surveys, tickets and much more.Textlocal offers high quality delivery rate and low latencies with platinum operator connectivity across all major operators in India.Textlocal allows you to constantly stay in touch with your customers by establishing 2 way communication wit...

Common Scams in India:Scene 1: Aadhar mobile number update:Went to a private Aadhar e-seva kendra, filled form and was ready to submit. Assumed it’s going to be nominal charges for same. Lady said 300rs. I said bye bye.Went to e-seva kendra. This time all done. Lady asked for 50rs. I said I know its 25rs.She said “Sir we have to pay rent as well.”I said “As you are asking very less compared to others I will pay 50rs.”Felt bad about it later. Complained to UIDAI via twitter. Got reply that they will register an official complain and take necessary action.In addition to this its very common that these e-seva center charge anything between 100–300rs for new Aadhar registration(should be completely free) or update(nominal charge of 25rs). Saw it happening in one instance, raised my voice but no one supported. Seems everyone else was just wanted to get their work done and I was creating a nuisance.Scene 2: Mobile number portability:Went to Idea store. With commanding voice, I said “I am here for MNP”, as I was giving them a new customer. Got reply from lady “minimum recharge of 475rs will be needed for MNP”. I said “MNP charge is 19rs, what recharge I do after that is my choice”. But this lead to nothing. Left the store.Visited a local idea retailer. Inquired about MNP and he said 178rs minimum recharge. Didn’t want to argue again. Paid the money and left for home. Felt bad again, later complained to idea_cellular and TRAI via twitter. Still to receive a response.Even for mobile and Aadhar linking some retailers charge money, its supposed to be completely free.Scene 3: Flash Back - Last monthHad a bad mood and my train was about to leave. Thought some water could help. Went to stall and asked for two water bottles. Vendor asked for 40rs(20rs per bottle, MRP was 15rs). I became furious and scolded him left and right. Got my money back (10rs). Complained to local DRM via twitter. Got response that action will be taken and immediate fine of 500rs is charged to vendor.You see what I am trying to say, here in our country(not only our country) people always find a way to dig out money or more money by this means or another, many are aware of it but many just ignore it. I know I can’t be idealistic all the time but it disturbs me seeing people’s common lust for money around me.Call it a scam or whatever, but it’s part of our life, it’s more of a mindset and reflection of our ideologies.We might accept it, ignore it or fight against it.Sometimes it seems like endless cycle, because “We the people” always find innovative ways to scam each other.Take Care.PS. Purpose of this answer not to brag, but to make aware. What you do after that is up to you.****Made few corrections, Thanks for views, comments and upvotes, If this helps even 1% of who read, my effort was worth of something.********Corrected Aadhaar update charges as 25rs, uidai official twitter handle communicated 25+taxes hence the confusion. I would like to thank all who appreciated me in comments. Still you see I was not perfect during handling these situations, hoping to get better with that.********Update: Idea care responded, got call from manager of said idea store, he apologised and asked me to visit again. He said there are no charges for mnp and recharge is optional. I told him to mention this everytime time any customer comes for mnp rather then projecting a mandatory recharge. Also asked to make sure his team members follow that. I said I or any of my friends will be visiting store anytime and will complain again if same incident happens. Hope this is some kind of win.Got update regarding e-seva kendra complaint as well. “Fine is imposed and warning is issued.” Couldn't check personally but this is official reply.****

In the past 10 years, probably the biggest change I've seen to HR is the transition away from transactional functions, and towards strategic functions. The past 10 years have seen a great upsurge in the availability and use of HR technologies, allowing HR departments to automate most of the standard, daily transactions such as managing timecards and submitting dependent information.The increased use of HR software for automation and employee self-service essentially frees up the HR department to become strategic business partners. In this way, HR is able to lead companies in things like employee engagement, continuous improvement, culture change and more. Until the widespread use of HR technologies in the past decade, it was rare to see a HR department engaged in much more than daily administrative functions.

This really depends on how you want to spend your time going forward as you grow your business. It's the difference between choosing and managing a set of point solutions (broker + compliance + payroll processor) and a single comprehensive platform.Platforms like Justworks bring payroll, compliance and benefits into a single platform. Specifically, you can- choose medical, dental, and vision insurance- onboard new employees and contractors quickly and easily- set up recurring and one-off payments, including salary, hourly, contractor payments and expense reimbursements - automatically secure worker's comp and disability insurance, which is mandatory in most states and is charged on a pay-as-you-go basis- be included on Justworks' unemployment insurance in most states, so you don't have to deal with your state's unemployment agencyIf you haven't started to worry about all this yet, you will as soon as you start paying taxable wages.(Justworks does all this by acting as a co-employer or PEO, which means that we do most of this on your company's behalf with our EIN. You've probably heard of TriNet, which is also a PEO.)The traditional setup involves setting up a payroll processor, working with an insurance broker (such as Zenefits) and doing all the government setup stuff yourself. It's totally doable, but ultimately it's time-consuming and a headache. It's also easy to get fines or penalties from your state if you don't do everything correctly and on time. If you have employees who live or work in other states, this can get overwhelming fast.Note that both Justworks and brokers are getting insurance from the same carriers and can get you the same coverage at the same price point.Ultimately it comes down to how you want to spend your time as an entrepreneur. What I can tell you with certainty is that companies that use Justworks don't spend much time worrying about this stuff, and when they do have a question they just give Justworks a call.Full disclosure: I'm a founder of Justworks.

The Future of Digital HRDigital HR is the digital transformation of HR services and processes through the use of social, mobile, analytics and technologies.Digital HR meant to improve both employee experience and organizational success by transforming the HR function from paper-based, reactive and time-consuming to digital-first, mobile and optimized.As per the survey it stated that people spend more than 3 hours on mobile devices daily. They prefer using digital platforms to connect with their family and friends. And now they expect digital experience at workplaces too!Organizations that use old methods to process business functions often experience relatively low employee engagement and slow progress in overall business performance. HR needs to understand employee needs, offer tailored solutions, and establish a relationship before selling a solution.Changing Role of HR1. Innovate & Streamline ProcessesDigital transformation releases HR teams from time-consuming administrative tasks. For instance, digital HR apps to manage employee time and attendance enable employees to mark attendance using their mobile devices and allow managers to access and manage the team’s appearance even on the move.2. Use Data AnalyticsDigital HR is all about innovating a mobile platform with in-built cloud and analytics technology to enable the use of multiple HR apps, like recruitment, attendance, leave, time tracking, goal setting, performance review, training, succession planning, compensation management and more. The integrated data obtained can be used for informed decision making.3. Develop WorkplacesA digital work environment offers flexibility to employees, enhances team collaboration and accelerates productivity. Extract timesheet, for example, is an employee time tracking tool that keeps projects and teams on track. A self-service system enables employees to apply and manage their leave directly. This improves employee experience and engagement.How to get started with Digital HR?Today, HR insights are critical in decision making. The process starts with the digital transformation in Human Resources. The digital HR program is a valuable way to gain the necessary skills and knowledge for managing human capital. It offers a key advantage for companies and business organizations. HR needs to redesign the ways people work.Digital HR is about use technology in order to make HR more effective, drive better business value, and provide employees with the tools that make them successful and happy at their work.Now is the time to start turning technology into a competitive advantage. By embracing technology you will position yourself to lead the digital transformation in HR and play a crucial role in ensuring that your organization will not be left behind.Digital HRM Program is an initiative by Eduvogue in association with Zoferty Infotech Pvt.Ltd. worldwide to nurture industry leaders of the future by imparting domain expertise and skill sets in the field of Human Resource Management.Eduvogue introduces digital HR platforms to simplify work, improve employee experience, build an engaged workforce, and use data to support informed decision making!Benefits of Enrolling in Digital HR Program· Eduvogue presents Digital HR program to train HR or freshers who want to start their career in HR Field. Such learning professionals can benefit from a Digital HR program focused on developing and implementing successful learning strategies.· In this program, you will learn many Skills like interviewing Skills, Management Skills, Digital recruiting and many more.· The Digital HR program will improve HR processes by using analytics to determine what is and is not aligned with HR strategy.To know more about this career opportunity what's app me on : 7304775411https://bit.ly/2If6WrO

IntroductionThe importance of emerging economies like India has been rising due to the dual reasons of economic reforms in many of such emerging economies and the fact that the growth rate in these countries has far exceeded that of developed nations. An indicator of sound economic activities in India has been a steady robust growth in air traffic in the last few years.Last year, airline operators in India handled a total of 117 million passengers, registering a growth of 17% on a year to year basis. The remarkable air traffic growth is evident from the fact that in 2010, the traffic volume was 50 million passengers- just half of the traffic in 2017!In April 2018, six Indian airline operators with a fleet of 534 aircraft handled 11.5 million passengers registering an unprecedented growth of 26% over the corresponding month in 2017.India has its inherent massive volume of people who want to fly. Besides, India has an ideal strategic location geographically to connect Europe and Far East Asia. This gives a tremendous opportunity for India to become a major global hub to such places like Dubai and Abu Dhabi.Thus, India can be a big provider of trained personnel for aviation in terms of engineers and pilots and even cabin crew as Indians have a traditional service mentality. India can be a huge exporter of services as well, in terms of maintenance, repair, and overhaul (MRO) services and other things like ground support, security or IT. So, India is certainly an aviation power. There cannot be any doubt about that. There is no way for Indian airlines not to become global airlines. Indian airlines have to be global because they have much inherent strength like a strong and surging customer base. Aviation analysts believe that there is no reason why India's traffic should be making Mid-East or Far-Eastern airlines the global airlines and why India should be only supporting and strengthening their airlines and their hubs. Finally, Indians would have to make worldwide airlines and global hubs. With better policies in place, India is destined to get there eventually.There have also been some infrastructure shortages because of the phenomenal growth India has seen. India has a total of about 400 airports/airstrips and heliports and out of this figure, only 129 airports are being operated by the Airport Authority of India. Remaining facilities are non-functional but have tremendous potential for utilization in the coming years. The government is putting a lot of effort into building new airports. Then the Udan scheme aims to connect Tier II and III cities which were never on the aviation sector map. During the last 75 years, only 75 airports were connected. In another 3-4 years, other 70-75 airports are expected to come online.With the anticipated growth in aviation, more and more aviation professionals will undoubtedly be required. Apart from the crew on the flight deck of an aircraft, the engineers and technicians will form the core of the manpower requirement of an airline. All other manpower in ancillary areas will revolve around this core. All stakeholders must put in place several initiatives to build up a pool of skilled professionals to help drive the industry. Therein lays the significance of processes of HR practiced in the aviation industry. All aspects of HR management – from recruitment to retirement- need to be studied.To study the HR processes in an aviation organisation, the overall sphere of aero-space in India needs to be understood first. This can be broadly classified under different heads. This includes airports, ATC, airline operations, MRO services, and ground support. This also includes space research, production and related R&D the discussion of which is beyond the scope of this study. However, each such area demands a unique set of skills, knowledge, and workmanship – mainly attributed to the vastly varied nature of jobs therein. The most signNow point being emphasised in the context of this paper is: ‘All these areas use Manpower that is Human Resources'. Against this backdrop, HR processes in any organisation in general, and an aero-space organisation, in particular, need to be studied.There are certain facts which cannot be ignored while discussing HR in aero-space sector. One signNow one being: ‘Every job created in air transport results in the creation of six new jobs'. Given the growth of Indian aviation, it has been estimated that aviation manpower in the country may rise to nearly 0.12 million in the current year. That is, indirect and induced employment will be at least six times the direct employment.Case Study. IndiGo and Spicejet (i,ii)IndiGo• Named as Aon’s Best Employer for the year 2016 and 2017• Market share of 49% as of May 2019• Comprising a robust fleet of 234 aircraft: 83 new generation A320 NEOs, 128 A320 CEOs, 18 ATRs and 5 A321 NEO serving 55 domestic and 18 international destinations.Spicejet38 mainline Boeing fleet for key destinations and 24 Bombardier fleet for regional connectivity in tier II and III cities and also under UDAN scheme. Flying over 18.1 million passengers annually across 56 destinations, commanding a domestic market share of 12.04%. It saw employee strength increased from 6,902 in April 2017 to 8,447 in March 2018.Observations.Both IndiGo and Spicejet have grown steadily over the last four years. They have added several airplanes to their fleet (Capacity Increased); added several new flights and destinations. Their aircraft have flown millions of hours as indicated by their respective expenses on fuel. Consequently, their Incomes have increased. Unfortunately, the employee benefits expenses shown in their books do not reveal a similar proportionate rise over the period. This indicates that these companies did not invest in their HR resources as anticipated. Both these companies plunged into losses during the current year.It is not enough to increase salaries at regular intervals. It should be necessary to make sure that such a CTC increase is in a legitimate proportion of the Company's turnover. The poor employee should not be forced to bear damages arising mainly due to incompetence on the part of the management. Two recent instances – Jet Airways and Air India – have revealed the disastrous consequences of not following such a policy.HR Processes in an Aviation Organisation.The aviation industry is a specialised one. Employees herein are needed to be highly skilled and quality conscious. There are mandatory legal requirements regarding the airworthiness of an aircraft and certification of engineers and technicians working on or inspecting an aircraft. However, the requirements of engineers and technicians cannot be directly met from the products available from Engineering Colleges and Technical Institutes.Furthermore, 3–4 years of experience in the aviation industry is a pre-requisite laid down by Civil Aviation Departments all over the world for obtaining a license or approval to work as Engineers or Inspectors in an aviation organisation. Hence planning of engineering manpower requirements well in advance is a must for an airline. One objective of this paper is to discuss the long term planning for engineering manpower resource in an airline.Human Resources are the employees of the Company who are the driving force for growth and efficiency and form the greatest asset of the Company. A company should try to sustain a strong culture of positive working relationships between its employees and recognize the fact that the success of the Company is deeply embedded in the success of its workforce. As such, it must honor certain obligations towards its human capital. It is the duty of the employer to protect the human rights of its employees, including the right to equal opportunities, fair working conditions and protection from discrimination.Figure 1 shows a possible analytic solution for HR issues that an organisation may like to adopt. It includes identification of the problem, its possible solutions, and the prevention of more such problems in the future.The Company must believe in enhancing the skill-set of its employees so that they can embrace the emerging technologies and the ever-evolving, dynamic world of aero-space. To accelerate the learning capabilities of staff, the Company must invest heavily in various learning and development interventions. The employees may then be expected to be deeply engaged, committed and work with enthusiasm. This forms the basis of employee motivation. It continues to be the key indicator to measure employees’ involvement and dedication in the organisation.Challenges Faced.While emphasising the backdrop of this study, this paper attempts to identify the various challenges faced by the different forms of an aero-space organisation. It tries to spell out those challenges, identify their origins, causes and suggest possible solutions.Questions which a Company normally faces while running an aero-space business in India:• On the feasibility of doing an aviation business• On continuance of existing business• On dealing with complex regulations• On expansion and diversification• How to stay in sync with market dynamics• Incorporate or develop new technologiesTo address such issues, the management apart from investing in land, building, plant & machinery invariably have to turn to its available HR strength without which the business cannot be sustained. Herein the challenges faced by the management are:• Attraction and Retention of Talent• Poaching• HR fringe benefits• HR welfareEmployee Recruitment.The case study of Taj Hotel in Mumbai after the 26/11 incident highlighted the recruitment policy of the company. Herein, the employees are not judged by their grades obtained at the school, but by their aptitude at the time of their recruitment. (iv)Taking a clue from the Taj Hotel recruitment policies, an aviation industry should signNow out to tier II or tier III cities and villages instead of metro cities only. Formal school or college education may not be necessary, but they should look for the right attitude towards life in the aspiring candidate. Apart from this, the organisation may not have to look further. Sons and daughters of current employees may be given preference. Besides, the organisation must ensure that one senior employee grooms at least three other fresh recruits in his section. Even in his absence, the job can be carried out. Thus, no employee should be made indispensable.The industry needs to adopt a "life-cycle" approach to attract, develop and retain talent in the aviation sector. These include manpower development and retention programs at all stages of the career, including pre-employment training and up-skilling on the job.The organisations should encourage aspirants in a structured and well-calendared manner to develop and deepen their specialist skills in aviation, maximise their potential and enhance their employability in the evolving sector.Employees’ Expectations.Most of the research done on HR has concluded that every employee in an organisation anticipates just three basic ingredients in his job: an appropriate salary, job security, career growth prospects, and above all, motivation. To successfully address the challenges mentioned above, the management of the organisation only needs to take care of these factors. Here are a few suggestions:The salary part, its structure. The ideal cost-to-company (CTC) of an employee has to be a judicious balance between –1. The value of the job done by the employee2. The commitment of time and energy of the employee for the CompanyAnd1. The promoters’ investment2. Labour Laws’ directives: Minimum Wages Act, Bonus Act, Gratuity, PF, etc.3. A productivity linked incentive (PLI) as some percentage of the Company’s turnover4. Insurance to cover medical exigencies5. Maternal/paternal benefits6. Matrimony benefitsGrowth Prospects.Every employee understands fully well that his career growth is directly linked with the growth of the Company. His life and his social status grow if the Company grows. He, therefore, chooses to work in an organisation which shows some visible signs of growth. The organisation should take note of this and genuinely try to grow its business. This usually takes the form of expansion or diversification. This is one of the most effective ways to retain employees which prevents any chance of poaching by competitors.Employee Retention.Having fulfilled all the necessary conditions for the employee welfare, the Company may then afford to relax. Even the issue of poaching will be rendered ineffective because nobody is indispensable. The employer shall draw satisfaction from the fact that the leaving employee will carry and promote the company's brand forever wherever he will join. Besides, the prosperity of an employee is also one of the social objectives of the company. The employee while considering switching jobs will be reluctant to risk his career. The risk being: he may not command the same respect in the new company. However, the employer still needs to guard just one aspect of HR – motivation – under which every employee becomes willing to apply his body, mind, and soul to his job and his company only.Employee Motivation.The case of Jet Airways deserves even more mention here in the context of HR in aero-space. Jet Airways has gone bankrupt; most of the personnel from the top management have left Jet Airways in the lurch. Only the employees of Jet Airways today stand firm to support Jet Airways in its hour of crisis. The investments of Jet’s promoters made in the number of its metallic airplanes since its inception 25 years ago went awry. But the investments Jet had made on its Human Resources made of flesh and blood did come to its rescue. The returns from such investments have turned out to be priceless. This makes an observer filled with an overwhelming sense of awe and belief that all is not yet lost for Jet. This is precisely what the power of employee motivation is. Jet’s employees derived strength from their motivation which enabled them to offer to revive the Company. It is left up to the Jet’s lenders now to decide. (v)Drawing lessons from this story, an organisation must encourage its employees to live healthily and work safely, both within and outside workplace. Healthy employees are more productive, more motivated and live with the proverbial peace of mind. The organisation generally considers many steps in this direction. However, in view of arresting any likely employee unrest and its disastrous consequences, this paper suggests some ‘must-do' steps.Steps Recommended for Employee Motivation.Justification for HR be supported as a necessary investment rather than an overhead. This be the lesson drawn from the story of Jet.The recommendations being mentioned in this paper pertain to:• adherence to applicable laws and to uphold the spirit of human rights• decent labour practices for its employees• a grievance redressal procedure to address concerns, if any, about Human Rights• a gender-neutral approach while dealing with complaints and grievances to ensure a conducive, safe workplace for ladies employees.• Ensuring internal job postings whenever they fall due. The workforce of the company may find avenues to grow professionally outside their regular work areas.A regular recognition or appreciation program to identify the "Best Employee of the Month" may be introduced through an automated process to ensure timeliness, flow, and control of the program. A large number of people may thus be motivated to strive harder. Similarly, some sort of “Long Service” or "Lifetime Achievement" award should be introduced from time to time which could be received with increased fervor; hundreds of employees may come within this ambit and find a place on the pedestal.Employee Stock Option Scheme: It is administering the issue of stock options to eligible employees of the Company. Spicejet has already done this.The Company should encourage its employees to advance their careers through several learning programs. To promote the same, the Company may introduce some sort of Earn and Learn Programme (ELP) or any similar sort of online distance education program preferably in association with some recognised educational Institutions. It may extend financial support to employees, their spouses who may avail exclusive discounts on course fees for pursuing higher education. Spicejet has done this along with Amity University.Spicejet has already led the way by showing an encouraging trend, namely, working with employees, unions, and activists to develop “Learn while you earn” program, for Ground Operations Specialists and Customer Service Agents. This, to a great extent, helps:- to meet the aspirations of aviation workers who wish to further their academic studies- identify and support the development of potential leaders and specialist talents, who wish to take up part-time masters or Doctoral courses.- to prepare scholars to take on management roles or to become subject matter experts in their field.The employees should be encouraged to voice their concerns by way of whistleblowing and be given access to the vigilance Committee which looks after the implementation and proper functioning in the Company.In its endeavour to automate and digitise employees’ operations, a state-of-the-art HRMS solution should be implemented whenever possible. The new solution should be introduced to automate recruitment management, document library, workflow management, on-boarding process, time tracker, attendance, leave and rostering management, timesheets, reimbursements, claims and other HR processes.Conclusion.To achieve such an ambitious target, all stakeholders – Government, companies, regulatory bodies, R&D establishments, academic institutes, and training providers- must come together with a coordinated plan of action. This can only be achieved through the preparation of an occupational map and setting up of skill delivery mechanisms. Thus, both the horizontal and vertical mobility of HR resources in the aerospace sector of India can be ensured.In India, lack of HR training is one major safety issue. Worldwide training program for skill development and for enhancing the knowledge and to follow good practices is operators' responsibility. But unfortunately, in our country, no operator wants to have a training program unless the same is made mandatory by the regulator. For example, engineer's refresher programs are mandatory so are being conducted but no formal skill development is available for technicians and other staff. We need to have a comprehensive look at the training program as well as training incidents and training instructors.To sum up, it is now time when we take the issues of HR factors in aviation seriously and make Indian aero-space flourish. It is a time when all stakeholders begin thinking of disruptive changes and build institutions around technical knowledge competence and adequate empowerment to the workforce.One should not be complacent with the growth in air traffic as increasing activities in the skies also demand adequate mechanisms of HR. Along with the growth in the aviation industry, it is equally important that adequate safety oversight and supervision mechanism are in place. However, on this front, the efforts and determination by government agencies as well as the aviation industry have not been adequate.References.i. The Preferred Airline. Investor Relations, Financial and Operational Information | IndiGoii. Spicejet. FINANCIAL INFORMATION. http://corporate.spicejet.com/Co...iii. Over 80% Indian engineers are unemployable. Over 80% Indian engineers are unemployable, lack new-age technology skills: Reportiv. The Ordinary Heroes of the Taj Hotel: Rohit Deshpande, 2012 The Ordinary Heroes of the Taj Hotel: Rohit Deshpande at TEDxNewEnglandv. Jet Airways Revival: Solution Found; The Ball Is In SBI’s Court Now. Jet Airways Revival: Solution Found; The Ball is in SBI’s Court Now