HR Analysis of Different Airlines Company

INDIGO
IndiGo emphasizes every individual, wherein each of them knows that they are the ‘I’ in IndiGo.

In India, Indigo is a low-cost airline with its main office in Gurgaon, Haryana. According to
market share and fleet size, it is the biggest airline in India. Indigo places a lot of emphasis on
HR and has received praise from numerous organisations for its HR procedures.
Indigo's core HR efforts include:
• Respect, reward, and recognition: Indigo considers its employees to be its most
valuable resource and believes they should be treated with respect. The airline has a
number of programmes to honour and promote staff, including the Indigo Excellence
Awards and the Indigo Employee of the Year Award.
• Training and development: Indigo invests heavily in training and development for its
employees. The airline has a number of training programs in place, both for new hires
and for existing employees. These programs cover a variety of topics, such as
customer service, safety, and leadership.
• Work-life balance: Indigo understands that its employees need to have a healthy
work-life balance. The airline has a number of policies in place to support this, such
as flexible working hours and the provision of crèche facilities.
• Employee engagement: Indigo is committed to engaging its employees. The airline
has a number of initiatives in place to do this, such as the Indigo People Survey and
the Indigo Employee Suggestion Scheme
• Managing diversity: Indigo employs people from all throughout India, making for a
diverse workforce. The airline is working on a number of diversity management
measures, including offering training on unconscious bias and fostering an inclusive
workplace.
The HR policies that make them different are:
o Indigo offers a number of flexible working arrangements for employees, such
as flexitime and compressed workweeks.
o Indigo has a policy of providing crèche facilities for employees with young
children.
o Indigo has a policy of providing mental health support for employees.
The number of employees at Indigo was 26,164 as of February 2023. 3,700 pilots, 6,400
cabin crew, and 16,064 workers in other positions including ground personnel,
engineers, and IT specialists are included in this.
The workforce at Indigo is young and varied. An Indigo employee is 28 years old on average,
and 50% of them are female. Over 100 languages are spoken by the staff of Indigo, who are
from all over India.
Indigo is one of the largest employers in India and its workforce is growing rapidly. The
airline is expected to add over 10,000 employees in the next few years because of their new
projects. This growth will create new opportunities for employment in the aviation industry
and will help to boost the Indian economy.
Indigo's attrition rate has been steadily increasing in recent years. In the fiscal year 2021-22,
the attrition rate for permanent employees was 15.98%, up from 14.30% in the previous
fiscal year. The attrition rate for cabin crew was even higher, at 20%.
Indigo's high attrition rate is a source of worry for the airline. According to estimates, attrition
costs the airline about Rs 1,000 crore annually. The airline is taking action to solve this
problem, including giving possibilities for career advancement, delivering competitive
compensation and benefits, and improving the working environment.
There are other airlines as well as Indigo that experience significant attrition rates. The
aviation sector is experiencing a skilled labour shortage, which is raising attrition rates across
the board. In order to recruit and keep personnel, airlines must provide more competitive
salaries and benefits because they are vying for the same talent pool.
What adjustments do we expect to see in the HR sector following COVID-19?
With quick tech adoption and a holistic perspective of every person rather than just the time spent at
work, Covid-19 has accelerated the pace of evolution for numerous areas, including HR. For instance,
working from home will become commonplace in most service provider and technology
organisations. With regard to actual workspaces, businesses will reconsider the necessity to invest in
real estate. According to a recent global survey by Gartner, 74% of CFOs (of those asked)
anticipate that after the pandemic, at least 5% of their workers who formerly worked in
business offices will switch permanently to working from home. However, given that our sector
requires 90% of the personnel to remain on the field for operations, the viability of working from
home will mostly apply to the corporate staff.

AIRINDIA
An airline operated by the Indian government; Air India has its main office in New Delhi. One of the
oldest airlines in the world, it serves as India's national flag carrier. Over 18,000 people work for Air
India.
In the past, Air India's HR procedures have come under fire for being overly cumbersome and
ineffective. The airline has been charged of using a top-down management approach that has resulted
in a lack of staff engagement and enthusiasm. The HR practises of Air India have also under criticism
for being opaque and unaccountable.

The HR policies that make them different are:

o The AirIndia Leadership Academy is just one of the training and development
opportunities that AirIndia provides for staff members.
o Sabbaticals are offered by AirIndia to workers who have been with the company for at
least ten years.
o Employees who are having financial difficulties are eligible for financial aid from
AirIndia.
There is currently no information on Air India's attrition rate for 2023. The attrition rate for
2022 was 14.24%, though. The attrition rate for 2021 was 12.84%, thus this is greater.
Concerns have been raised by the airline about the high attrition rate at Air India. According
to estimates, attrition costs the airline about Rs 1,000 crore annually.
Air India is committed to improving its HR practices and creating a workplace that is fair, equitable,
and productive. The airline is taking steps to address the challenges that it faces, and it is confident
that it will be able to attract and retain talent, manage a large and diverse workforce, improve
employee engagement, and overcome a bureaucratic culture.
Announced on 3rd April2023, that as part of the initiative under its five-year transformation plan, it
had hired more than 3,800 staff across crew and other roles and had implemented more than 29
new employee policies in the previous six months.
Tata group-owned Air India is investing $200 million in information technology systems and
committed to investing $400 million to refurbish existing aircraft. It has also placed orders for 470
planes.
"Our record-setting aircraft order, the commitment of $400 million to completely refurbish existing
aircraft, the investment of $200 million in new IT, and the recruitment of literally thousands of staff
are but a few of the significant investments being made to restore Air India to the upper echelons of
global aviation,” Wilson said in a release.

"As we move into our Take Off phase, we will start seeing these investments bear fruit," he
added.
In the past, Air India's HR procedures have come under fire for being overly cumbersome and
ineffective. The airline has been charged of using a top-down management approach that has resulted
in a lack of staff engagement and enthusiasm. The HR practises of Air India have also under criticism
for being opaque and unaccountable.
These are some of the main HR issues that Air India is dealing with:
• Attracting and retaining talent: Due to the competitive nature of the aviation sector, Air India has
trouble finding and keeping talent. In order to recruit and keep talent, the airline must provide
competitive compensation and perks as well as chances for professional advancement.
• Managing a vast and diverse staff: Managing a workforce as huge and diverse as Air India's can be
challenging. All employees must be treated fairly and equally under the airline's HR policies and
procedures.
• Increasing staff involvement: In order to increase output and morale, Air India must increase
employee engagement. The airline must foster a supportive work atmosphere and offer chances for
professional growth.
The airline also rolled out over 29 new policies across employees to improve welfare, designed
new remuneration programs for legacy staff and "onboarded more than 3,800 employees across
crew and other functions to support capability and growth," the release said.

GO FIRST
Go First Airlines is an Indian low-cost airline headquartered in Mumbai, Maharashtra. Go First
Airways has noticed a progressive rise in attrition over the previous five years.
The HR Policies that make them different are:
o For students and new graduates, GoFirst provides a variety of apprenticeship programmes.
o GoFirst has a policy of giving money to employees who are enrolled in higher education.
o GoFirst has a policy of helping employees move for job by offering housing assistance.
The attrition rate for the company was 10% in 2016, rising to 12% in 2017, 14% in 2018, and
16% in 2019. while Go First's attrition rate for permanent employees stood at 20.68 per cent in
2021.
The corporation should be concerned about this growing trend since it shows that workers are
departing the company faster than they can be replaced.
Further investigation revealed that the majority of departing workers had done so within the first year
of their employment. This implies that there can be problems with the onboarding procedure or the fit
of the position. Employees who departed also listed poor work-life balance and a lack of opportunity
for career advancement as their main reasons for leaving. These results emphasise the need for Go
First Airways to concentrate on strengthening staff retention and engagement methods.
The employees have not been informed by the HR department about the future course of action
beyond May 5 till now,” a senior pilot with the airline told Moneycontrol. They added that for now,
the employees have been asked to await instructions on rostering and whether they need to be
available for work after May 5.
The debt-stricken Go First recently informed its employees about delays in salary payments for May
and June. The company revealed that salaries would be credited only after the lenders disperse
additional funding, which has been agreed upon.