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A CASE STUDY on AIR FLY AIRLINES Merger issues leading to failure of Industrial relations Critical Incidents - strikes, employee separation, Retrenchment Voluntary retirement and revenue losses. Major Stakeholders - Employer, Management, Trade Unions, Employees, Labour & Government Abstract With the transformations and gradual change in business environment, the Industrial Relation system has seen a vast change over a period of time, due to which, the role of employer and employees have become more tough and challenging. Of all the human resource management problems that have occurred in the Indian Airlines Industry in recent times, the problem of Industrial Relations is the most critical. The reason behind this is the fact that Industrial Relation deals with people who are foundation of the Industry. Their action or counter reaction matters a lot for the Industrial Harmony of the economy country. Harmonious Industrial Relations are pre-requisite for economic development of a country. Success and growth of the Airlines Industry depends on cordial relationship between the employers and the employees. The Objective of this case study is to examine the "Industrial Relations in Airlines Industry in India: "A Case Study of Air Fly Airlines". Research in this field can be of practical utility to all those involved in Industrial Relations scene like management, employees and the government. Success of the Airlines Industry depends on cordial relationship between the employers and the employees. This study assesses the state of Industrial Relations in the Airlines Industry and also identifies the factors that affect it. The case study also proposes to redefine the pattern of Industrial Relations in Airlines Industry by suggesting some changes in the role of various stakeholders such as employer, management, union and government. Introduction Indian industrial enterprises are hugely affected by disinvestments, privatization, restructuring and takeovers which,

Organisational culture JCBPPI GLOBSYN M & M ONGC 1.UNIQUENESS The culture at JCBPPI is marked by unique characteristic of "Sense -Of - Urgency' that prevails seamlessly through entire JCB Group. Globsyn strongly believes in 'Taking People to the Next Level'. Globsyn is a problem solver with an unwavering passion for performance. The unique aspects of culture in the organization is philosophy of 'Rise'. Three important pillars Of Mahindra & Mahindra's culture is 1. Alternative thinking 2. Driving positive change, and 3. Accepting No limits. creativity and out of box thinking is the foundation upon which culture of ONGC prevails. 2.Changes to be made Need for a unique customer centric culture that shall be very different from JCB culture as a market leader organization as the Head Office is now. Need for an employee centric culture in order to increase the satisfaction level of the employees and the organisation has adopted this change too. No changes required to be made as they continuously work on bringing and adopting positive changes to increase the level of efficiency. Need to empower, act as a global thinker and provide opportunities for initiatives creativity and innovation. 3.Organisational set up Informal Set Ups Dominate. 90% of the work in and b/w departments is done on telephonic / direct meeting basis and mails and memos are limited to those absolutely necessary to record keeping. Informal Set Ups Dominate. More than 70 % of the work in and b/w departments is done on telephonic / direct meeting basis and mails and memos are limited to those absolutely necessary to record keeping. Mix of formal and informal set ups prevail. As per the requirement of the scenario, formal rules are followed and for routine work they show little endeavor to go on writing work and prefer oral communication. Highly formalized and organized set ups. Proper written communication is followed in order to perform the tasks of the organisation. Circulars, notice

GET HERE Detailed information about MAT Exam. Management Aptitude Test MAT is a national level management entrance exam offering applications for MBA and PGDM courses. All India Management Association AIMA conducts the examination four times in a year. It is conducted in

The Association of Young Indian Talents of Australia (Ayina) is a not-for-profit organisation incorporated in Australia in 2013, founded with the objective to provide an opportunity to younger generations of people of Indian origin to develop and nurture talent in Indian classical dance forms, music, and drama. Ayina is managed by young and energetic professionals from all walks of life including engineers, IT professionals, scientists and entrepreneurs from across India

Chartered accountants work in all fields of business and finance, including audit, taxation, financial and general management. In India, chartered accountants are regulated by the Institute of Chartered Accountants of India (ICAI) which was established by Chartered Accountants Act, 1949. Associate members of the ICAI are entitled to add the prefix 'CA' to their names.