Sign Form for HR Mobile

airSlate SignNow's HR mobile feature allows HR professionals to manage and sign documents directly from their mobile devices. This functionality ensures that crucial HR tasks can be completed on-the-go, enhancing productivity and responsiveness within your organization. With a user-friendly interface, the HR mobile feature simplifies the signing process, making it accessible anytime, anywhere.

airSlate SignNow supports HR mobile document management by providing a seamless platform for creating, sending, and signing documents via mobile devices. This capability is essential for HR teams that require flexibility and efficiency in handling onboarding, payroll, and compliance documentation. The HR mobile feature ensures that all documents are securely stored and easily retrievable, streamlining HR operations.

Yes, airSlate SignNow is a cost-effective solution suitable for small businesses looking to utilize HR mobile capabilities. With various pricing plans tailored to different business needs, small businesses can benefit from advanced document management features without breaking the bank. This affordability makes airSlate SignNow an ideal choice for optimizing HR processes on mobile.

The key benefits of using airSlate SignNow for HR mobile tasks include increased efficiency, improved document security, and enhanced accessibility. HR teams can easily manage documents from their mobile devices, ensuring timely completions of essential HR processes. Additionally, the platform's robust security measures ensure that sensitive employee information is protected.

Yes, airSlate SignNow can seamlessly integrate with various HR mobile applications, enhancing its functionality. This integration allows for a smoother workflow and better data management across platforms, ensuring that HR teams can utilize their preferred tools without disruption. By leveraging these integrations, organizations can create a more cohesive HR mobile experience.

airSlate SignNow prioritizes the security of HR mobile documents through advanced encryption and secure access protocols. This ensures that all signed documents and sensitive HR information are protected from unauthorized access. With compliance to industry standards, airSlate SignNow provides peace of mind for HR professionals using mobile devices.

With airSlate SignNow's HR mobile feature, you can sign a variety of documents including employment contracts, onboarding forms, and performance evaluations. The flexibility of the platform allows HR teams to handle different types of paperwork efficiently, ensuring that all essential documents are signed in a timely manner. This capability is crucial for maintaining an efficient HR workflow.

First thing, You are not alone. I know many people who have learnt Hadoop technologies with the same intent that you have but left it after some time. I will mention few reasons why they have left.1) In India, many companies are service based and so while recruiting a Hadoop Developer, they are looking for a person who is also good at Java. As far as I know, many companies does not have Hadoop projects ready. So, these companies are thinking if they does not have hadoop projects, they want to use the resources for Java projects. This is the main reason why a person who does not have a Java background struggle to get into Hadoop jobs. So, to get into a job in service based companies, you might be good at Java as well.2) Many companies are either started working into Hadoop projects or have just trying their hands on to hadoop. So, they don't have requirement of many Hadoop resources as for other technologies like Java. So, there is a less requirement as compared to other technologies. In the interviews, they will ask from administration questions to developer and support questions as well because of the same reason that they don't have hadoop projects ready and so they really don't want to take a person with a particular skill. They look for almost everything about hadoop from the person appearing for the interview. Coming to getting a job in Hadoop, there are few things on which you should have good command on.1) Internal architecture of Hadoop1 & Hadoop2.2) Differences between Hadoop1 & Hadoop2.3) Basic knowledge of Installing Hadoop, the configuration files and the most common properties.4) Do a POC in your company or on your own and make sure to learn as much as you can from it. Use some tool to bring data into Hadoop (sqoop, kafka, flume), manipulate the data using MapReduce or Pig. Use it for further analysing the data using Hive or Use HBase for storing the data.5) If possible, try to get in touch with the BigData team in your company and move into that team. That way you will get hands on experience on using Hadoop before you actually look for the job. The Idea is use as many components as possible so that you will know how to use them in real time. Once you have got good knowledge about the usage of different components in your POC, you are good to attend hadoop interview.Once you start attending the interview, you will know what are the questions being asked. As you are already aware of your POC and is good in the above said topics, you can fill the answers for the unknown questions asked in the interview into your mind. In about 5-10 interviews, you are sure to get one offer.I don't think nobody has called you for an interview, you put your resume in naukri or monster, you are sure to get calls.All the Best.

I’ve used the business (paid for) form of gmail before, and it was perfectly acceptable. It did not have some of the advanced features of Outlook, but it worked perfectly well.I would advise against using a gmail address though. It’s not hard or expensive to set it up to use your own domain, and it looks much more professional. At the same time, I’d set up a site on that domain, even if it was a one-page thing with your business name, elevator pitch and contact details.Often the first thing I do when getting and email from a person I don’t recognise is drop the domain part into my web brows...

I am listing few major features of an HRM, they are:-Attendance Management System: An attendance management system is an important feature in HRM. Recording and showcasing employees attendance in a distinctive way helps them to keep a track of their daily attendance. Few sub-features an attendance management system must have are:Web-clock InRemote Log-InGeo-locationWork from Home attributeLeave Management System: Customisable leave management system helps to execute organisation’s leave policy and apply it to all the employees. Leave management system should be integrated with employee’s attendance as they are categorically interdependent to each other.Timesheet Management: Timesheet is a feature for calculating and managing resources according to projects. This feature is widely useful in an IT industry as there are project wise employees segregation and payment are on the basis of the project status.Performance Management System: To streamline the process of performance management to increase transparency and to remove management-employee clashes performance management system was introduced. Forward thinking companies are taking steps to successfully implement Performance Management System. So i believe it could be counted as a minimum feature for an HR software.HR Anlaytics and Report: Analytics and Reports are one of those features which cannot be overlooked. A MIS(Management Information System)report showcases all the related employees data in a structured way.Reimbursement & Expense Management System: A comprehensive Expense Management system is an exquisite feature which is used to help employees to claim their share of money. It should be integrated with the Payroll to keep the system synchronized.Loan Management System: If an organisation gives out loan to their employees for special purpose then the loan management system helps out to keep the track of the amount and even EMIs can be framed out of the lent amount.This also should be integrated with Payroll.Payroll Management System: Payroll management system is an integrated feature. Having a payroll system along with HRMS is like icing on the cake. A single system for Payroll and HRMS eliminates integration limitations. So i think it is an important feature.I have listed more or less all the major features of an HRM. Well if you are interested in taking a first hand experience of these features. Then Keka provides you a FREE TRIAL version. Just Sign-Up and see it yourself.

We highly recommend using Gsuite and you get additional benefits over simply just Gmail. Prices start at $6 per month per user (correct as of 2019), this comes with 30GB of storage, which is enough for most businesses.By purchasing Gsuite you can attach an existing domain name your business already uses. Or you can easily purchase a domain name and attach this to your Gsuite account. You can arrange this yourself, or use Google partner companies to help arrange this for you.For example, if your domain is examplecitylandscaping.com your Gmail addresses can be name@examplecitylandscaping.com. You can also set-up job specific emails, for example, jobs@examplecitylandscaping.com for HR departmental needs.This looks a lot more professional than john.doe@gmail.com or jane.doe@gmail.com.For a detailed how-to on setting up Gsuite please see: Sign up for G SuiteIn addition to Gmail, G Suite comprises, Hangouts and Calendar for easy scheduling and communication; Drive for storage; Docs, Sheets, Slides, Forms, and Sites for collaboration.If you want to make your Gmail an even more powerful tool for business. I recommend looking at Shared Contacts for Gmail® | Share your Gmail contacts. The software is trusted by over 2 million people to share contacts between different Gmail accounts.It is a great application for business use. Shared Contacts will show up in autocomplete in the new mailbox and will be automatically synced with your mobile/tablet and Outlook “my contacts”. With this software, you don’t even need a complicated CRM system. You can purchase Shared Contacts for Gmail® via this link to the GSuite Marketplace.

It's quite simple. From​ the time you quit your employer/company, wait for a period of 60 days post your last working day. Then go to your previous​ company, meet the HR/personnel in charge for PF/EPF queries. They give you a form 19 & other forms to fill for claiming your PF. They might even give you​ a reference copy of the PF forms for you reference.And now comes the twist! You're supposed to have an UAN number which is in your payslips. The very first thing you gotta do is register your UAN in the EPFO website/UAN portal. That's how you can take a print out of the UAN card. It's a mandatory document submitted along with the forms I've mentioned.Here's the website link:Member HomeClick on to this link & first register into this UAN portal. Don't worry, it's optimized for mobile. Just open it in Google chrome from your smartphone.After registering you'll find an option called download UAN card. And that's its, your UAN card is ready for print out.Documents required for filling PF apart from the form 19 and other forms are listed below:Photo copy of aadhar cardPAN card copyUAN card copyBank statements (recent 30 days)Cancelled cheque (not mandatory) but if in case, u might need it.All these docs mentioned above needs to be signed by you.Do carry your paystubs/payslips for reference regarding the PF number and UAN number. Do remember that your UAN number, bank account number & PF number is in the payslips and you need not break your head regarding this.I hope this helps. After submission, it might take around 20 working days for your PF to credit into your salary account/previous company salary account.Things get faster​ when your ex-employer submits it to the PF office. The time it signNowes the PF office, you get a message or an email in your mobile stating that your PF form has been submitted to the PF office. It hardly takes a week to receive your PF amount in to your salary account when your form has been submitted to the PF office.Cheers!

Cost of Hiring Full Stack Development Company:$15 - Suitable For Smaller Projects Pay For Developer As You Go$2200 - First Step Towards Virtual Team 5+ Years of Exp. Developer$9000 - Suitable For Larger Projects Build a Team of 5 DevelopersTechtic Solutions, Inc. with 10+ years of experience in working across industry verticals offers end-to-end custom web development services like Frontend Development, Backend Development, Database Technologies, Project Management, Server Tools & Technologies, etc.Technical Skills Knowledge by Techtic:JavaScript, CSS, HTML5, Bootstrap (it’s mandatory)Programming language (back-end technologies like NodeJS, Laravel, ExpressJS, CodeIgniter)Version controlDatabases & Server Tools (Apache, AWS, MySQL, MongoDB, PostgreSQL, NGINX)Deployment & HostingThird-party API integrations/servicesProject Management Tools (Slack, Jira, Trello, Asana)While we are a team of 70+ professionals we have worked with our customers in different engagement modelsOur Development Process:Phase I – Kickoff MeetingPhase II – Project Management & Resource AllocationPhase III – Mockup DesignPhase IV – Agile Development - Programming& Quality AssurancePhase VII – Final DeploymentOur team of Full stack developers have experience with taking your business idea into different phases of development. We have exceptional track record in engaging startups into design sprints and wire framing incredible prototypes of businesses. We have built a team for our customers to offer them an MVP and also helped several companies create their go-to market strategies.We are one of the leading full stack development company because of our credentials, flexible engagement models, our experience and our ability to handle projects from startups to enterprises with maximum efficiency.If you would like to know our Pricing or want to engage us into free consultation feel free to contact us:We would love to discuss your ideas or suggestionsPhone: +1 201.793.8324

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

The cost and time to develop a hotel reservation app for Android and iPhone, According to most regular estimates:A simple iPhone / Android app with basic functionality usually takes up to 2 months to develop and demands about $3k-$8kA more complex app that would need more than 2 months of development will end up costing you about $10k-$18kA high complexity iPad, iPhone or Android apps with extensive database (by the way we can also provide a backend developer), enterprise level or brand can last for more than 6 months and require accordingly $20k-$50k.App Developer India can help you to attract more customers and to make your management more effective with appropriate mobile apps. We can build app for your restaurant and hotel chains which will give you the following benefits;Using the GPS in customer’s smartphone, the app will show the way to your restaurantCustomer can reserve seats and give orders in innovative waysYou can update your menu frequently and your customers will get informed instantly about the new delicacies you offer currentlyYou can offer special discount for downloading the app and make orders by the app. As a result, more people will download your app and will buy from your restaurant to collect on the reward card.Its features include:Restaurant finderFind restaurants near to youGet directions to your restaurantPromotionsBrowse the latest offers and promotionsMenuView the full restaurant menuCheck rooms availabilityView Room’s details like photographs, amenities etc.Check hotel room pricingsCompare restaurants or hotelsCompare add-on featuresCustomise your meal or hotel stay is a much popular feature of this app.It enables the customer to create his own meal combinationTechnologies UsedAndroid SDKFacebook API implementationGoogle Map API integrationCocoa TouchStill have questions about getting a app? Contact us for more detailed information.

There are a few options if you don’t want to pay any money at all.You can add a ‘professional’ email signature to your email. You can Googlewhack any number of these - though we really like WiseStamp.Make sure you have accurate contact information in your email signature. Plus, have a number that actually calls a ‘landline’. Nobody really trusts a business that only has a mobile/cell number.We highly recommend though using Gsuite and you get additional benefits over simply just Gmail. Prices start at $6 per month per user (correct as of 2019), this comes with 30GB of storage, which is enough for most businesses.By purchasing Gsuite you can attach an existing domain name your business already uses. Or you can easily purchase a domain name and attach this to your Gsuite account. You can arrange this yourself, or use Google partner companies to help arrange this for you.For example, if your domain is examplecitylandscaping.com your Gmail addresses can be name@examplecitylandscaping.com. You can also set-up job specific emails, for example, jobs@examplecitylandscaping.com for HR departmental needs.For a detailed how-to on setting up Gsuite please see: Sign up for G SuiteIn addition to Gmail, G Suite comprises, Hangouts and Calendar for easy scheduling and communication; Drive for storage; Docs, Sheets, Slides, Forms, and Sites for collaboration.If you want to make your Gmail an even more powerful tool for business. I recommend looking at Shared Contacts for Gmail® | Share your Gmail contacts. The software is trusted by over 2 million people to share contacts between different Gmail accounts.It is a great application for business use. Shared Contacts will show up in autocomplete in the new mailbox and will be automatically synced with your mobile/tablet and Outlook “my contacts”. With this software, you don’t even need a complicated CRM system. You can purchase Shared Contacts for Gmail® via this link to the GSuite Marketplace.