Office Assistants
4.3.1 OBJECTIVES OF PERSONNEL DEPARTMENT
Determine the level of staffing needed for the flight department by assessing workloads in order to make efficient use of corporate use of corporate assets
Understand the complexities and interrelations involved with crew scheduling for flexibility morale and maximum crew utilization.
Corporate personnel policies and industry practices.
Industry standards/ norms.
Measuring current staffing level against demand.
Support technical training for all personnel within the flight department using recognized external and internal programs.
Promote personal and professional growth through training and education by providing financial support and scheduling flexibility in order to support career development.
Prepare to fill key positions by identifying potential candidates and providing the necessary training.
Evaluate compensation for the department using benchmarking surveys and considering corporate policy and total compensation packages in order to attract and retain employees.
Respond to employee performance by rewarding or disciplining as appropriate in order to maximize the effectiveness of the departments.
Recognize understanding and manage human performance in all work environments that is influenced by human factor.
4.3.2FUNCTIONS
RECRUITMENT
Recruitment to the service of the corporation is made in three ways.
DIRECT APPOINTMENT: It is made out of the names sent on request of the
corporation by the employment exchange and a Board or from among others on the basis of application received in pursuance of advertisements in newspaper.
PROMOTIONS: It is done from the personnel in the service of the corporation.
DEPUTATION FROM OTHER SERVICES: Deputation from the service of the state or central government or from the service of the statuary bodies.
SELECTION: Selection of the candidates for appointment of the post under the corporation shall be made by the staff selection committee of the board
constituted for the purpose, with the chairman, the Managing Director and not more than three other Directors nominated by the Board.
SENIORITY: Seniority of the employees of the corporation is determined as follows;
Seniority of an employee is made by determined the date of his first appointment to the respective category of post unless he has been reduced to a lower rank as punishment.
The appointment authority at the time of passing an order appointing two or more persons simultaneously to a particular category of post, fix the order of
preference among them and seniority is determined accordance with it.
PROMOTION TERMINATION AND REVERSION
Employees directly recruited to the service of the Corporation shall ordinarily be on probation for one year on duty. Lf the component authority is not satisfied with the work of the probationer, the period of promotion may be further extended at the discretion of the Competent Authority.
During or at the end of the period of probation, the services of an employee can
be terminated without notice and without assigning any reason thereof, by order of the competent authority.
An employee of the corporation who has been promoted to a higher grade in an officiating capacity shall be deemed to be on probation for a period which may be extended to one year during his period he may be reverted to this substantive post if the competent authority so desired without assigning any septic reason.
TERMINATION OF SERVICE
The services of an employee who has acquired a lien in any post in the corporation by having been confirmed against a permanent post may be terminated.
As a result of disciplinary action taken against him in accordance with these rules.
ln the event of the employee being declared medically unfit for further continuance in the Corporation Service.
RETIREMENT FROM SERVICE
An employee will ordinarily retire from the service of the Corporation on the afternoon of the last day of the month in which the employee completes the age of 58 years. The Board can, in appropriate cases, allow the employee an extension of service by one year at a time but extension shall not be given more than two years for an employee.
ALLOWANCES
Dearness allowance, House rent allowance, compensatory allowance and such other allowances will be payable to the employees of the corporation in accordance with the scale and condition laid down by the Board. The Managing Director can subject to the approval of the board, give conveyanceallowance in appropriate cases.
HOLIDAYS
Board shall prescribe annually the holiday for the Corporation. The Managing Director shall have power to declare any holiday or part there of as working day in the interest of work and grand another day or part there of as compensation holiday. Special holidays, can be declared by the Board on special important occasions.
WORKING HOURS
The working hours for the office of the Corporation will be between 10.15 am to 5.15 pm with a lunch interval of 45 minutes from 1.15 pm to 2.00 pm on all working days.
KIND OF LEAVE
CASUAL LEAVE
The maximum number of casual leave in a calendar year for the employees shall be 20 days.
Casual leave may be combined with Sundays and other holidays provided that maximum period of casual leave inclusive of holiday shall not exceed 10 days at a time.
Casual leave cannot be taken in combination with any other leave recognized under these rules or with joining time.
EARNED LEAVE
All employees shall be entitled to earned leave on full pay and allowance at the rate of one eleventh of the period spend on duty, provided that can employee will cease to earned leave when the earned leave accumulates to 300 days. The maximum earned leave that may be granted at a time shall
120 days.
TERMINAL LEAVE
Earned leave to the extent admissible and leave salary thereof may be granted to an employee at the discretion of the sanctioning authority on the termination of service on account of retirement or abolition of posts or continued till health before attaining the age of superannuation even when it has been applied for and refused in the interest in the interest of Corporation.
HALF PAY LEAVE
All employees shall be entitled also to half pay leave in respect of each completed year of service at the rate of 20 days per year. This can be availed of on production of medical certificates or for attending matters.
MATERNITY LEAVE
Maternity leave on full pay drawn prior to the date of proceeding on leave may be granted to a female employee who is exempted from the coverage from the scheme on maternity grounds of a period of 135 days from the date of its commencement or to the end of eight weeks from the date of confinement whichever is earlier.
TERMINATION OF EMPLOYMENT
The management shall have the right to terminate the services of any employees by any of the following methods.
a. Discharge b. Dismissal c. Retirement d. Retrenchment
A. DISCHARGE
Discharge may be either on giving one months notice of one month's wage in lien and may be done in either of the following cases.
a. On an employee becoming medically unfit for work.
b. On the termination of contract of service.
c. On an employee being convicted by a criminal court with imprisonment.
d. On an employee tendering his resignation from work.
e. On an employee being appointed by any other Private of Government organization, it he applied for the same though this corporation.
B. DISMISSAL
Any employee may be dismissed from the service of Corporation if he is found guilty of any misconduct stated in this the standing orders. In every cases where an employee is liable to be dismissed the management may, at its discretion discharge him on payment of compensation provided under the Industrial Disputes Act 1947.
C. RETIREMENT
All employees shall be retired by the Management on their attaining 58 years of age, and for this purpose all employees shall produce satisfactory evidence their date of birth when they are appointed. For existing employees in case their dates of birth are not furnished.
D. RETRENCHMENT
Retrenchment shall be efficient under the provisions of the Industrial Disputes Act, 1947.
DISCIPLINARY ACTION
The following punishments may, ‘for good and sufficient reasons‘, be imposed on
employees, as herein after provided.
i. Warnings: for any misconduct, an employee may be warned.
ii. Fines: an employee may be fined up to 2% of his wages in a month in a month for any of the following acts and omission.
a. Late attendance in more than two occasions in a month.
b. Negligence of work.
c. Breach of any rules of safety or instructions for the maintenance of cleanliness.
d. Any violation of the provisions of the contract of the service already entered in to with the Management.
e. Distribution circulars, papers of posters inside the establishment without the permission of the Management.
iii. With holding or postponing increments or promotions.
This punishments may be imposed on any employee who repeats any act or omission for which the punishment in fine.
RECOVERY OF DAMAGES
Damages may be recovered from any employee who is guilty of the loss, destruction of partial loss of any goods belonging to the Establishment or any machinery of the
Establishment or any machinery of the Establishment expressly entrusted to him caused due to the negligence on the part of the employee concerned.
INDUSTRIAL RELATIONS AND TRADE UNION MATTERS
Industrial relations deals with the relation between employees and employers in the industrial organization so the personnel department of Kerala Tourism Development Corporation Hotels and Resorts Limited has implemented sound human resource policies, constructive attitude between trade union and management, participative management, employee welfare scheme and have sound grievance procedure scheme.
LAISON WITH LEGAL ADVISOR
Personal and administrative department solves the dispute occurring in the organization.
They legally advice on matters referred from various others departments of the Corporation on subject varying from recruitment, service matters of commercial transactions.
AWARDS AND APPRECIATION
The department gives awards and appreciation to the employees for their good service.
"Good service entry award‖ is one of the awards to the employee for their performance.
‗Best Manager Award‘ is provided to managers for their superior performance.
TRADE UNIONS OF KERALA TOURISM DEVELOPMENT CORPORATION HOTELS AND RESORTS LIMITED
KTDC Employees Congress (INTUC).
KTDC Employees Association (CITU).
KTDC Employees Federation (AITUC).
KTDC Employees Union.
KTDC Workers Association (UTDC).
4.4 TRAINING DEPARTMENTS
Training Departments is newly formed department in the corporation. This department is headed by the Manager (Training). This department focuses at the training of the
employees of the Kerala Tourism Development Corporation Hotels and Resorts Limited.
The department is result of the hard work of several people over several years. During the beginning, the department intends to train only the personnel of the units that is the various hotels YathriNivas and restaurants and beer parlour. Training is basically focused on behavioral development of employees.
Behaviour is a major factor in the hospitality Industry. Training is intended to improve the behavioral aspects of the employees and thereby increases the customer satisfaction.
Customer dissatisfaction worldwide depends 80% on behavioral aspects. The department claims that India, especially Kerala has high level of hospitality. The training will lead the employees to sequence themselves to the level of customers, which would lead to greater customer satisfaction in this industry, when the traveling.
The training department plays a significant role in the performance of an organization.
On the job training is the most common form of training given at KTDC. The job trainee learns while he is actually engaged in doing a job. The probation period for the training is one year. Kerala Tourism Development Corporation Hotels and Resorts Limited has regular Human Resources Development training program given to the non employees for the sake of social service. Its training period has duration of 6 months to a maximum of 2 years. The organization employees attend the training conducted by the corporation and also outside training is conducted by the agencies from outside.
These training are conducted systematically. Kerala Tourism Development Corporation Hotels and Resorts Limited also gives training for the waiters, servicemen etc.
Fig no : 4.4 : structure training department