PERFORMANCE

MANGEMENT SYSTEM
IN

COMPANYS
PROFILE:
The Airports Authority of
India (AAI) under the Ministry of
Civil Aviation is responsible for
creating, upgrading, maintaining and
managing civil aviation infrastructure
in India. It provides Air traffic
management (ATM) services over
Indian airspace and adjoining oceanic
areas. It also manages a total of 125
Airports, including 11 International
Airports, 8 Customs Airports, 81
Domestic Airports and 25 civil
enclaves at Military Airfields. AAI also
has ground installations at all airports
and 25 other locations to ensure safety
of aircraft operations

Type

PSU

Industry

Aviation sector

Founded

1994

Headquarters

Rajiv Gandhi Bhawan

Safdarjung Airport, New Delhi110003

Key people

R.K.SRIVASTAV, Chairman
S.Suresh, Member(Finance)
R.Bhandari, Director(Finance)
K.K.Jha, Member(HR)
\ V.BHUJANG, Director(HR)
S.Raheja, Member(Planning)
Mr. P.K. Bandopadhyay,
Director(Planning)
V.Somasundaram,
Member(ANS)
G.K.Chaukiyal,
Member(Operations)

Products

Airports, ATC,CNS

Employees

22,000

Website

www.aai.aero

OBJECTIVES
The project objectives are as follows.

To know the employee perception towards present

performance management system.
To know the linkage of performance management system and
promotion .
To understand the impact of performance appraisal system on
individuals behaviour.

RESEARCH METHODOLOGY
DATA COLLECTION METHOD:
It is the first step in statistics. The data can be secondary or primary.
Primary data: I have collected primary data by means of questionnaire.
The questionnaires are formulated keeping in mind objective of research
study.
Secondary data: I have collected data through personal interaction with
experts.
SAMPLE SIZE: 35
SAMPLE UNIT: [Employees of AAI]
SAMPLE METHOD

FINDINGS
1.The attitude of employees was found generally positive towards Performance
Appraisal System.
2.Employees consider it as a tool for growth & development.
3.The present Appraisal System has been found very effective and robust like
Identification of strengths and weakness of employees, identification of training needs
and setting up of operational objectives.
4. More than 60% employees receive formal feedback.
5.More than 50% employees feel that present appraisal system creates conflicts among
employees

RECOMMENDATIONS
Based on the analysis and findings from the project study, certain
recommendations have been made for future course of action for
performance appraisal system in AAI, New Delhi.
The performance appraisal system process must operate at least twice or
thrice in a year so that it can lead to the proper judgment of performance
for the complete appraisal period.
Appraise and Reporting officer should be involved in interviews more
often.
Proper training must be provided and mandatory for appraiser and
appraise to ensure active participation with necessary attitude and skill for
in depth two way dialogue.
Performance feedback should be given to employees immediately after
performance appraisal.
Encouragement of suggestions to employees for improvement of PMS.

CONCLUSION

The project report on PERFORMANCE

MANAGEMENT SYSTEM OF AAI
helped to understand different peripherals of human resource
and its functioning in organization. It was found that
performance of employee is measured on yearly basis.
Performance rating pay given on the basis of the performance
of employee. The performance appraisal system depends
upon the performance of the employee. The rating given to
employee is done only after discussion with them.