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It was the most toxic place of business I’ve ever worked. I wanted to get the hell out of accounting.I’d taken the job because I needed a job. They’d hired me, pregnant, in December of 2008 - at the beginning of the recession. Everyone around me was falling off a cliff but that job made me safe.Safe but miserable.The problem was somewhere in the culture of the place. It was the only time in my adult life I’ve ever been bullied. I’m a friendly person; I put my head down and work hard. I crack jokes. It made no sense.Half of the department picked on the other half. HR did nothing. At one point, one of my coworkers reported me to HR for making a doctor’s appointment on company time. I was livid.I applied to every position within the company for which I was remotely qualified. I was constantly passed over for younger, less experienced candidates. An opportunity came up for promotion in my department and my arch-nemesis was chosen over me.I was told I wasn’t aggressive enough.Yep, not aggressive enough for internal audit in accounting.Since I had seniority and an excellent record, I got a consolation promotion. As a supervisor, the only change to my job was added work. I didn’t supervise shit.Then my company was acquired. My manager quit without notice and suddenly I was the manager. I signed something saying I’d stay until the integration was complete, but I knew we were all going to lose our jobs. The new company didn’t need another accounting department.At least there was a severance package.They did need to keep someone who knew what the hell was going on. The week before the integration was complete, I interviewed with the SVP of accounting.So did that nasty woman who’d beaten me out for the better job.I spent the last few days packing boxes of files to ship to the new office. On the Thursday before we closed the office for good, I sent an email to the SVP and HR asking if Friday was my last day.They responded with a bunch of electronic documents for me to sign. It was all for my stay bonus.Out of a department of thirteen people, I was the only person they kept. The SVP found the other candidate arrogant, obnoxious, and out of her depth.I got a better title and the new company had a culture of nice.I worked there for two more years. They threw me a party when I left and the next time I needed a job, they offered me my pick.I’ve been back for three years. I’ve been promoted three times.The work gets intense at times, but the people are nice…no politics. It’s not my ideal career, but it’s not a bad gig for now.

I Still remember the date i joined Tech Mahindra IMS June 5 2014.. After failing in several interviews. Finally cracked it in a Pool Campus in KIIT, OrissaReason for Leaving??Not one several reasons, I have joined as a Fresher with minimum salary for a btech completed can get around 227000/12 = 18916.6666667After tax and all. I was getting around 16k. And served TechM for 2.6 years. In that I got little bit of hike and got upto 25k per month. In the year of 2015 my sister got a accident pelvic fracture. Around 16 bones in pelvic area got cracked and she was in hospital for more than 1. 5 years.I was not earning much so that I can help my father in this financial matter. My parents got diabetes due to tension and all and what my family required is financial support. Due to all of this i was not able to concentrate on study and all. I had a bond with TechM for 2 years and I can't leave as the bond break charges was 1.5 L. Despite of good training i was put into a support project where your technical learning is almost zero.Life was becoming hell day by day. In night shift i was feeling like someone kept me in jail and I don't have way to get out of that. Use to study in office some times one day my manager said in Hindi ( kya padh te rehte ho din bhar kuch bhi to nahin hota he Tum se). I would have told at that time there is nothing we can do as we are there to run some specific commands related to applications and max of the people did not have idea why we are doing like this.Loved someone enough, She is my first love.. Proposed her multiple times not got any clear ans. She moved to pune and even i also moved to pune after her in June 2016. That time i just completed 2 years in TechM. In pune she just started avoiding me.I was literally begging god ,for this reason I came to Pune ? To see all this ?. And in my home my mother's health was also not well father had diabetes and no one was there to take care of him and my sister aswell. My father got some loans aswell for my sister's operation. At that time financial condition was too bad. Broke my RD of 1.5 Lakh and gave to my father for closing the loan. Locked My self in a room for 2 days.People say mard ko dard nahin hota, It's not true .we have also emotions .Cried like hell.Didn't had anything. Noted down the things to concentrate and things to forget.Prepared for some certification exam cleared it. Then applied for several company. Finally got selected in one of the best /great place to work i.e SAP. I was so happy that day. Got unexpected hike and doing meaningful work.Everyone has a dream they don't want their parents to think like something they want but they can't afford or their son/daughter can't get them those things.After joining SAP. I fell proud of my decision to move out of Pune i have miserably failed in love but finally i gave that happiness to my parents and sister they deserve. Now at least I can say to my parents let me know what you want, don't think of price and all i can manage now. I am just happy seeing them smiling . Even i am still looking for more stability so that I can take my sister outside India for the treatment as she is not completely recovered.

I got married to a good person actually. He agreed that he liked me and vice versa, so our families moved ahead. We both are from Tamil Nadu, India. We have spoken a few times before wedding and he was nice to me. At our wedding night he said first lets become friends and then we can move to the next step. I too accepted. In a month we moved to Ontario for his job. He was the one who encouraged me to do MS there and so I took admission in a leading university.Life was smooth in the initial days.No sex, no sharing time, no talking…literally I din’t exist for him, but we used to share the same bed. University started and I became busy with my studies and him in job. He was in a high position, so was always busy. If I ask him anything he would just answer to the point. Not even one single day he has eaten the food cooked by me. During his first birthday, I baked a wonderful cake which he din’t even see or cut. We had gone for one dinner in all the three years I stayed with him. Not even a single pic we have clicked. My parents and in laws constantly asked me for our pics to which each and every time I give them new reasons. He rarely answers my calls and replies to my messages. He used to talk happily to everyone except me! Then after some months I never called or messaged him. Even though I call him, he’ll not answer.After 3 months his colleague came to our house, a female. They had a good time in our house. Both forgot my existence. Till date they are friends, no relationship apart from that which I din’t know that time. I thought they were in relationship, fucking shocked. I went mad after many incidents, once when I met him out and he saw me and I waved at him to which he din’t even give a small smile and was very smart in acting as if he had not seen me, once when he was clicking close snaps with his colleague in my house, once when she came out running from our room when I just entered our house chased by him and many many times when I saw them in the streets of Ontario.This was the routine scenario of one year of married life. I got too much of stress that I ended up hospitalized multiple times due to fits, fainting, excess bleeding during periods and so many. I was 53 kg wen we were married and by the end of first year I was 46 kg and by second year I was 33 kg. After one and a half year he gave me divorce papers to sign. I was shattered to the core. I din’t read. It was just lying o the dining tableI completed my MS. One day I had a very bad stomach pain and I shrunk myself in the bed. He left to office and I stayed back. After few hours I went to use the washroom. I was barely able to walk. With each and every movement in my body, the pain increased. I called him thrice and as usual he never attended. I fell down from bed to the floor and I saw a pool of blood gushing from my vagina. The floor became stark red. I called him again for one last time and the result, as usual! I don’t know when I fainted. When I woke up I found me in hospital bed. The nurse told me that I was stressed to the extreme as a result I had heavy periods and my then husband has actually mentioned it as abortion in papers in the ambulance. When he had returned he had seen me and immediately called for an ambulance reasoning I had a miscarriage. This was narrated to me by the nurse and she consoled me that its not an abortion and I wasn’t pregnant. I was damn shocked. When my ex husband entered the room, he told me ‘Sorry, I mistook the scene for a miscarriage’. That is the end.I started shouting at the top of my voice threw everything that I got in my hand at him. The nurses and docs ran to help me and calmed me down.I got myself discharged and the first thing I did was I signed the divorce papers.He confessed to me that he wasn't happy with the marriage and he din’t want to get married at all. I never talked to him being in the same house.He is the one who took all the financial care of me and my studies. I used his card for all purchases mostly books and stuff. Not even once he has touched me and he suspected that I have had an abortion. I don’t know what on earth made him to think that I could have slept with someone. He told me one day that, on seeing me drenched in blood and my lower part full of blood he misunderstood for abortion. I wanted to kill him for that.We got divorced and I started working in a very reputed company in Toronto. I paid all the money he spent on me for 2.5 years. After making a good amount of money I moved to India, totally after 5 years. In those 5 years not even once I or he visited India. We then confessed to our parents that we got divorced. My close friend in Toronto helped me to tell my parents and she showed them all my medical history in Ontario to make them understand. She was the one who stood by my side when I underwent all these trauma.After 2 years I got married again to a man who had a girl child of 4 months and his wife left them to live happily with her boyfriend.My ex husband once saw me in India in a mall with my husband and daughter. I was happy with them. At first I noticed him (he din’t see me) and din’t look at him at all. I went in front of him, pretending that I had not seen him and showed him how happy I was. After that I never saw him. I’m thankful to him for divorcing me or I would have not got a cute family today. I’m thankful to him for not accepting me when I had begged him to live with me. Of course thankful to my husband’s ex wife for leaving him.Thanks for reading!Edit 1Even my second marriage is an arranged one. Its not about if its arranged or love marriage. During our courtship period he acted as a generous and trust worthy person. So my family thought he was a good match and so do I. We had no chance or any reason to suspect his behavior, character or what so ever.As Arjun Jawalkar has commented, my parents were not interested on any NRI guy and he is still not an NRI. But he took me abroad to get divorce easily, also I won’t be in constant touch with any of my relatives or friends. Background check was done, but it proved to be in effective.Yes, I returned the exact dollars he spent for me. I got an offer immediately after my divorce and joined job 2 months after that. I decided not to fly down to India, because definitely I would not have been able to return his money.For those who are heartbroken after reading this, please don’t feel so. Before my marriage I was an emotionally sensitive and weak one. But this bitter experience has made me strong like anything that I’m able to workout things all by my own.And for those who wanted to know how I ended up with my current life……My brother’s friend’s colleague’s friend was a single parent with a four months old kid. One day his mom, his baby and he came to our house for a festive occasion and that was the first time I met him. He was a single child to his mom and his dad passed away after his divorce. My parents actually liked him. He had no space for a second marriage in his life. But he was damn genuine. He took care of his little one more like a lovable mother. His mom was such a sweet heart and still is! I liked the baby and his mom more. Literally I fell for his charming baby. My parents asked me if I’m willing to marry him. I had no idea about that. His mom was also convinced with me.They arranged a meeting for us. I insisted him to bring his daughter along with him. I wanted to him to know each and everything that happened with me. I shared everything and had a wonderful time playing with his daughter. I avoided eye contact with him. He had tears in his eyes when I looked at him. I didn’t know how to react to it. Even he has had a painful past. We were silent for some time and we had dinner and he dropped me and they both left. After that we met up many a times and we both made sure we carried his daughter every time. I attended his friend’s wedding with them and his gang was such a fantastic one and I laughed my breath out on that day after many many years. We both became more close. When ever I went for shopping or outing I took his daughter also along with me. Even we both became attached and she used to identify me during video calls and make noise. In fact, she has spent 2 days with me in my house without her dad and my whole family was happy after a very long time.On October 5, when we went for a dinner, he proposed me while I was holding her in my arms. She was the the one who made noise immediately after he proposed and we both were glad about it. That is such a memorable day in our life. After 3 months we had a register marriage and now my daughter is 3.5 years old. We legally claimed our daughter’s custody to be ours so that no mishap occurs in her life.I’m a successful professor in a tier 1 college in Chennai and he is running his business successfully. Our families are happy and my brother is also married. One happy news is that we are expecting our second little one by September this year.Edit 2Woww quorans; sooooo much love for me and yeah this is something I wish I could keep it for the years to come.Am happy to announce our new arrival Lara Christopher.A very kind request to all my deary quorans, kindly pray for my kids and wish them all success in their lives. Thank u, Love u all.

Absolutely shocking.I was working with a company for about one and a half years. It was just another day. I was talking with my co-worker who I shared an office with. I said, “You really don’t want to be called in to speak with H.R. If you do, it’s pretty likely you’re being laid off.”Right then, as if on cue, my phone rang. It was the head of H.R. She wanted me to come to her office.My heart sank. I told my co-worker, who I’ll call Greg. He blew it off. “It’s probably nothing. Probably just something with your benefits.”I didn’t think so, but marched over to her office. My boss’s boss was there. I was invited to take a seat and did so.Mrs. H.R. said, “Okay, you’re being terminated, effective immediately.”“Wait, what?” I said.“Your employment with us is being terminated. Now.”I couldn’t believe it. I had just finished a pretty important feature for our project and had just got a “Congrats!” from my boss.“What…” I said. “What for?”Boss’s boss answered, “For not doing your work.” His face was flushed and he looked ashamed.I still couldn’t believe it. Doing my work was all I did, every day. “According to who? Who said that?”“Your manager.” The one who had just given me the “attaboy!”. Boss’s boss looked even more ashamed.I had been given no warning that my work was insufficient. In fact, quite the opposite. “Uh, for future reference,” I said, “it might be a good idea to let your employees know when they’re not meeting expectations.”Mrs. H.R. made me sign some papers. She said signing them was non-voluntary. I was still in a haze and just signed them.My manager handed me off to a guy who I vaguely recognized from some IT or facilities function. He looked like he could easily be in a body building competition. He escorted downstairs to someone else, who explained to me I was being fired and made me hand over my badge. She was about to have me escorted out by Mr. Muscles when I asked her if I needed to surrender my CAC as well.She said, “Oh, yeah, I’ll need that too.” She acted like this was the first time she had done this. She was flustered.Mr. Muscles took me back up to my office, where he watched me pack what few belongings I had. Greg wasn’t there. I left him a note to call me.Mr. Muscles escorted me outside, where I walked to my car. I drove home, trying to process what had just happened. I had never been fired before. I’d never even been warned about “insufficient performance”.Greg got a hold of me later that day. When he saw my note, he noticed a bunch of people were disappearing from the office. He found our manager and asked if his neck was on the chopping block too. He said, “Yes.”He asked him why. He said he couldn’t tell him.When it was his turn for the “You’re Fired” ride, he turned to our boss’s boss and said, “Chase*, what you’re doing is wrong, and you know it.” Wow, guts are one thing Greg didn’t lack.He said in all, about 40 people were let go that day. All were “fired”.No one fires 40 people in one day, unless they were all involved in some sort of widespread fraud or something, and of course we weren’t.Over the course of the next few days, we pieced together something that sort of made sense, but not really. It was a layoff, but they had to call it firing so they wouldn’t have to pay us severance. That kind of made sense, but I’ve been laid off before and never got any severance. Why was this case any different?It turns out that the company was trying to win a big government/military contract that was up for re-compete. They hired all 40 of us to build a “demo” to bid for the system. They didn’t win it, and thus needed to get rid of us.The “firing” part really hurt, though.The company has since been bought out twice. The company has a totally different name now, and different owners.But they kept their employment records. Over the years, recruiters have tried to place me there again, under the new company. They always reject me, saying they wouldn’t rehire me because they fired me once before.Yeah, fired. Just call it what it really was, you cowards: a non-severance layoff.* Name changed to protect privacy

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

Not currently as i have already left the company and have no plans to join the same in anywhere future.While i was working in Cognizant i was released from the project and had come on bench.My ratings were good and i had also received awards​ from Cognizant before but i wanted to explore more opportunities to learn and therefore i insisted on getting released.On my first day of bench period i went to meet required gwfm team and what they said just hurt me very badly.They told that you have 8 weeks time to get into project or else you will have to resign.They told that you need to search for projects or else you will have to resign.I told them that i need to go to home currently as my family member is hospitalised and again they told me that whatever leaves you will take it will be deducted from 8 weeks time and you will have very less time to get into project.I was taken aback as this was the first time in was on bench and i had no plans to sit around.I requested them but the same response was given.I have never seen any company treat their employees in such manner as there were many times when i stayed till midnight,came on weekends to complete the tasks.By the way i some how got a project and that project was support one. These people told that there are some enhancement and defects fixing are there in project but it was complete L1 and L2 work.As an engineer i never expected to do such kind of work but i accepted the project as i didn't want to resign.After i joined the project i got job in another MNC with better package and purely development work.I resigned.Now as i resigned they are asking me to stay and they are willing to offer me development projects​.Now let me tell you if didn't accept their offer as if a company which cannot support you during your bad times is not at all worth to work for.

Whether you have a Human Resources Department or not, your former employee left a potential bombshell with you.If you don't have a Human Resources (HR) department, call your corporate attorney, before opening the letter.Ask them what is the very best action to take.A Challenging Employee Who Walked On The Dark SideBack in 2008, I had a very challenging employee who was consistently tardy.He was perpetually argumentative and had a constant negative attitude about everything.The employee was repeatedly caught by other employees taking very extended lunch hours.He was also frequently discovered sneaking out of work several hours before his work day was over.After he was formally threatened with termination, in writing, he quit without notice.He walked off the job in a fit of anger after another employee asked for his help on a work project.A Series Of Dirty TricksAfter he walked off the job, he unleashed a rash of dirty tricks.His tricks included sending a sealed letter filled with a laundry list of legal and physical threats.He also retained his own attorney to file a wrongful termination suit.Although he stormed off the job, quitting in a rage, he didn't care to uphold the truth of the situation.The employee filed for unemployment compensation, even though he quit, rather than being terminated.In his application for unemployment compensation, he blatantly lied, about the fact he walked off the job.Since he abandoned his job, he was no longer eligible, for compensation.Our corporate attorney helped us fight his invalid compensations claims.Months Of Paperwork, Phone Calls And AppealsIt took months of completing stacks of paperwork and making several phone calls to the state.We continued to provide mountains of documentation to prove the employee quit and wasn't terminated.With each appeal we received from his attorney, we filed our own in response.He continued to fight. Eventually his appeals for compensation were formally denied by the state.A Frivolous LawsuitWhen he was unsuccessful in his attempts to received unemployment compensation, he filed a frivolous lawsuit, claiming partial ownership of the company.The employee had zero proof of ownership, which he’d never received.Through our attorney, we proven the company had always been privately held.His claims of ownership were totally dismissed.He also claimed he was harassed, but he was unable to provide any proof of his accusations. None, zero, zip.Anyone Can Sue For Any ReasonSadly, people can sue for any reason they want to. They can also say anything they want, putting the burden of proof on the people being sued.Meanwhile, we discovered he was running a side business, while being employed full time at our company.This news explained his constant disappearances from work throughout the day.The situation with the ex-employee turned into a long and messy legal situation lasting for more than a year.Retaining An Attorney Saved UsThe only thing which saved us, was our decision to contact our attorney, from the very beginning of the problem.The ex-employee eventually dropped his lawsuit, didn’t receive unemployment compensation and finally stopped threatening us.Our attorney did a fabulous job of protecting us every step of the way.Unfortunately, we still had to pay the legal bills, but they were worth every penny.I shudder to think what might have happened if we hadn't contacted our attorney the minute the employee walked off the job.Always be careful with any similar letter you might receive from any employee, whether they’re leaving their job or not.In today's world anything can and does happen in business.

Unless there is a bond or legal document that you have signed ( rarest of rare circumstances) , you can decline the offer and make the right reasons ..Potential cons if you choose to do so :If they update their HR records you may never be able to join them;It’s a small world, you never know the same person may join your next or current employer;If you are rejecting due to a counter offer from your current employer then that’s a terrible mistake to do- if the current employer realised your value after you put down your papers then they will waste no time in making you a non critical resource;It shows terribly on you as a professional and will draw bad blood unless and only unless you have a convincing reason on why you aren’t accepting it..You need to think of a great reason to give them on why you aren’t taking up the offer and even if it may end the conversation remember they will remember you for having wasted their time..