Industry: Aerospace
Agenda
1. HR Policies / Practices in Covid 19
2. Recruitment and Selection process
3. HR role in today’s hyperturbulant environment
4. Practices of Employee Engagement, Talent Management, Workforce
Diversity, and Knowledge Management.
5. Job analysis statement
6. Appraisal questionnaire for the post of HR manager, Business Development
Manager
7. Training evaluation questionnaire
8. Compensation practices
Introduction To Aerospace Industry
Aerospace industry: Assemblage of manufacturing concerns that deal with
vehicular flight within and beyond Earth’s atmosphere. (The term aerospace is derived
from the words aeronautics and spaceflight.) The aerospace industry is engaged in the
research, development, and manufacture of flight vehicles, including
unpowered gliders and sailplanes , unscrewed aerial vehicles
Aerospace Industries In India
• Hindustan Aeronautics Limited (Hal)
• Indian Space Research Organisation (ISRO)
• Defence Research Development Organization (DRDO)
• Bharat Electronics Limited (BEL)
1. HR Policies / Practices in Covid 19:
The location of talent is no longer geographically limited
Remote work enables flexibility, productivity and cost savings
Roles, once the currency of talent plans, are breaking down into skill clusters
You can more easily fill in skill gaps with gig and other contingent workers
Diagnose business conditions internally and externally
Identify critical skills
Analyze the availability of skills
Create a talent plan
Protecting the Workforce
Enabling the Mission
Workplace Controls
2. Recruitment and Selection process in ISRO:
For better understanding the of the recruitment process in ISRO it will be divided into 5
parts:
1) Eligibility
• Age Requirement
• Education Qualification
• Application Form
2) Exam pattern and syllabus
3) Cut off
4) Job profile
5) Life in ISRO
3. ISRO’s HR role in today’s hyperturbulant
environment:
• Internal Resources
• Apprentice Training
• Reservation in Services
• Women Employees
• Conferences and Workshops
4. NASA Practices of Employee Engagement, Talent
Management, Workforce Diversity, and Knowledge
Management:
Employee Engagement
• It's not easy to launch rockets virtually
• Focus on people and safety first
• Empower remote leaders to empower employees
• Focus on human connection and communication
Talent Management
• Learning and Developing for a Lifetime
• Deploying Talent; Mobilizing Careers
Workforce Diversity
Knowledge Management
5. Job analysis statement:
Aerospace Engineer
Aerospace Maintenance Technician
Civil Engineer
Computer Engineer
Mechanical Engineer
6. Appraisal questionnaire for the post of HR
manager, Business Development Manager:
HR Manager:
• In your Opinion Performance Appraisal is?
a) Evaluation of Employees b) Promotion of Employees
c) Job Satisfaction of Employees d) Motivation
• Which method of performance appraisal is implemented in the organization?
a) Merit b) Grading c) Other
• Do you think that performance Appraisal help to provide an atmosphere where all are encouraged to share one another burden?
a) Yes b) No
• Do you think performance appraisal helps people set and achieve meaningful goals?
a) Yes b) No
• Do you think performance appraisal give constructive criticism in a friendly and positive manner?
a) Yes b) No
• Do you think that the performance of employees improves after the process of performance appraisal?
a) Yes b) No
• Do you think performance appraisal improves motivation and job satisfaction?
a) Yes b) No
• Is the top-level management partial in Performance Appraisal?
a) Yes b) No
• Do you think performance appraisal helps to change the behavior of Employees?
a) Yes b) No
(Cont..)
6. Appraisal questionnaire for the post of HR manager, Business
Development Manager:
Business Development Manager:
• Administration – measures effectiveness in planning, organizing and efficiently handling activities and eliminating unnecessary activities.
a) Outstanding b) Exceeds Expectations
c) Meets Expectations d) Below Expectations e) Unsatisfactory
• Knowledge of Work – consider manager’s skill level, knowledge and understanding of all phases of the job and those requiring improved skills and/or experience.
a) Outstanding b) Exceeds Expectations
c) Meets Expectations d) Below Expectations e) Unsatisfactory
• Communication – measures effectiveness in listening to others, expressing ideas, both orally and in writing and providing relevant and timely information to management, co-workers,
subordinates and customers.
a) Outstanding b) Exceeds Expectations
c) Meets Expectations d) Below Expectations e) Unsatisfactory
• Decision Making/Problem Solving – measures effectiveness in understanding problems and making timely, practical decisions.
a) Outstanding b) Exceeds Expectations
c) Meets Expectations d) Below Expectations e) Unsatisfactory
• Expense Management – measures effectiveness in establishing appropriate reporting and control procedures; operating efficiently at lowest cost; staying within established budgets.
a) Outstanding b) Exceeds Expectations
c) Meets Expectations d) Below Expectations e) Unsatisfactory
• Independent Action – measures effectiveness in time management; initiative and independent action within prescribed limits.
a) Outstanding b) Exceeds Expectations
c) Meets Expectations d) Below Expectations e) Unsatisfactory
7. Training evaluation questionnaire:
Pre-training questions:
• What are you looking to get from this training?
• What level of expertise do you expect from this training?
a) Beginner b) Intermediate c) Advanced
Post-training questions:
• How many days in advance did you find out about this training?
a)1-3 days b) 3-7 days c) 7-14 days d) more than 14 days
• Were the training objectives clearly defined?
• Were the topics covered relevant to you?
• How well was the training structured?
• Was the content well organized and easy to follow?
• Was the content structure clear and logical?
• How was the quality of the teaching?
• Did the trainer provide relevant examples during the training?
• Was the trainer able to answer all your questions and concerns?
a) Yes b) Somewhat c) No
• How would you describe the training pace?
8. Compensation practices:
Health and Insurance
Compensation and Recognition
Career and Development
Life and Family
THANK YOU
