Rewarding people for organizational success

Group Project

HARSHIT BORAR- 2022PGP144

TVISHA PASRICHA- 2022PGP054

VAISHNAVI- 2022PGP118

VEDANT SHROFF- 2022PGP058

VISHAKHA AGRAWAL-2022PGP122

INTRODUCTION
Jet Airways (India) Limited, trading as Jet Airways, was an Indian airline
based in Delhi, with a training and developmental centre in Mumbai.
Incorporated in April 1992 as a limited liability company, the airline began
operations as an air taxi operator in 1993. It began full-fledged operations in
1995 with international flights added in 2004. The airline went public in
2005 and in 2007, when it acquired Air Sahara. It was the first and only
privately owned Indian airline before the founding of Vistara in 2015. The
airline is expected to re-commence its flight operations by the end of 2023,
making it the first Indian airline to be revived after ceasing operations.
It grew to be one of the largest airlines in India, with a 21.2% passenger
market share in February 2016. It operated over 300 flights daily to 74
destinations worldwide from its erstwhile main hub at Chhatrapati Shivaji
Maharaj International Airport in Mumbai and secondary hubs at Chennai
International Airport in Chennai, Indira Gandhi International Airport in New
Delhi, Kempegowda International Airport in Bengaluru, Cochin International
Airport in Kochi and Netaji Subhas Chandra Bose International Airport in
Kolkata.
With its competitors, mainly SpiceJet and IndiGo, lowering ticket fares in the
following years, it was forced to follow suit, hurting overall performance
resulting in steep financial losses. It dropped to second place behind IndiGo
in October 2017, with a passenger market share of 17.8%. The downward
slide continued and resulted in bankruptcy in 2019. Jet Airways ceased
operations in April 2019.
In 2020, Jet Airways was taken over by an investment company Kalrock with
a view to restart operations in 2022, which however did not happen due to
financial problems and ongoing proceedings with the National Company
Law Tribunal (NCLT). The airline is now expected to restart operations in
2024, with Jalan-Kalrock's ownership retained.

Select an existing organization.

Jet Airways India Limited
 Identify benchmark jobs within the organization.

Pilot - Senior Commander:

Oversees flight operations and ensures the safety of passengers and crew as the
senior-most pilot with extensive experience and decision-making authority.

Aircraft Maintenance Engineer:

Responsible for inspecting, repairing, and maintaining aircraft systems to meet
safety and regulatory standards, ensures the airworthiness of the fleet.

First Officer:
Assists the senior pilot in flying and managing the aircraft, with a focus on safety and
navigation in collaboration with the pilot-in-command.

Security Assistant:
Supports security measures and protocols, monitors and responds to potential
threats, and ensures a secure environment within the organization.

Cabin Crew:
Provides customer service, ensures passenger safety and comfort, and manages in-
flight services to create a positive and secure travel experience.

Conduct job evaluation for these jobs using any analytical method.

Pilot - Senior Commander

Job Analysis:
• Duties:

o Plans and executes flights according to established procedures and

regulations.

o Monitors aircraft systems and instruments for any malfunctions.

o Makes decisions in response to unexpected events or emergencies.

o Communicates effectively with air traffic control and other crew members.

• Tasks:
 o Prepares flight plans and obtains weather information.

o Conducts pre-flight inspections and ensures aircraft is ready for flight.

o Operates aircraft controls and navigates to destination.

o Monitors aircraft systems and responds to alarms or indications of

malfunctions.

o Communicates with air traffic control and other crew members to ensure
safe and efficient flight operations.

• Skills:

o Knowledge of aircraft systems and procedures.

o Ability to make sound decisions under pressure.

o Excellent communication and teamwork skills.

• Knowledge:

o Aeronautical regulations and procedures.

o Aircraft systems and performance characteristics.

o Weather patterns and forecasting.

o Navigation techniques and procedures.

Factor Comparison:

Factor Score
Decision-making authority High (5)
Scope of responsibility High (5)
Impact of errors High (5)
Education and training requirements High (5)
Physical and mental demands Moderate (3)
Stress levels High (5)

Point Rating:
Factor Weight Rating Score
Decision-making authority 25% 5 1.25
Scope of responsibility 25% 5 1.25
Impact of errors 25% 5 1.25
Education and training requirements 15% 5 0.75
Physical and mental demands 10% 3 0.30
Stress levels 10% 5 0.50
 Total 100% ** **

Aircraft Maintenance Engineer

Job Analysis:
• Duties:

o Performs preventive maintenance and inspections on aircraft systems and

components.

o Diagnoses and repairs malfunctions in aircraft systems and components.

o Ensures that aircraft are airworthy and meet all safety regulations.

o Maintains detailed records of all maintenance activities.

• Tasks:

o Inspects aircraft structures, engines, and systems for signs of wear or

damage.

o Performs scheduled maintenance tasks according to established procedures.

o Diagnoses and repairs malfunctions using technical manuals and diagnostic

tools.

o Completes maintenance logs and reports.

• Skills:

o Knowledge of aircraft systems and components.

o Ability to troubleshoot and repair complex technical problems.

o Attention to detail and ability to work independently.

• Knowledge:

o Aeronautical engineering principles.

o Aircraft systems and maintenance procedures.

o Electrical and hydraulic systems.

o Safety regulations and procedures.

Factor Comparison:

Factor Score
Decision-making authority Moderate (4)
Scope of responsibility Moderate (4)
 Impact of errors Moderate (4)
Education and training requirements Moderate (4)
Physical and mental demands Moderate (4)
Stress levels Moderate (4)

Point Rating:

Factor Weight Rating Score

Decision-making authority 25% 4 1.00
Scope of responsibility 25% 4 1.00
Impact of errors 25% 4 1.00
Education and training requirements 15% 4 0.60
Physical and mental demands 10% 4 0.40
Stress levels 10% 4 0.40
Total 100% ** **

First Officer
Job Analysis:
• Duties:

o Assists the pilot in operating the aircraft.

o Monitors aircraft systems and instruments.

o Communicates with air traffic control.

o Prepares flight plans and obtains weather information.

o Conducts pre-flight inspections

Tasks:
• Operates aircraft controls under the supervision of the pilot.
• Monitors aircraft systems and instruments.
• Communicates with air traffic control.
• Prepares flight plans and obtains weather information.
• Conducts pre-flight inspections.
• Assists with loading and unloading cargo and passengers.
• Maintains a clean and organized cabin.
• Provides assistance to passengers in case of emergencies.
Skills:
• Knowledge of aircraft systems and procedures.
• Ability to multitask and make quick decisions.
• Excellent communication and teamwork skills.
Knowledge:
• Aeronautical regulations and procedures.
• Aircraft systems and performance characteristics.
• Weather patterns and forecasting.
• Navigation techniques and procedures.

Factor Comparison:

Factor Score
Decision-making authority Moderate (3)
Scope of responsibility Moderate (3)
Impact of errors Moderate (3)
Education and training requirements Moderate (3)
Physical and mental demands Moderate (3)
Stress levels Moderate (3)

Point Rating:

Factor Weight Rating Score

Decision-making authority 25% 3 0.75
Scope of responsibility 25% 3 0.75
Impact of errors 25% 3 0.75
Education and training requirements 15% 3 0.45
Physical and mental demands 10% 3 0.30
Stress levels 10% 3 0.30
Total 100% ** **

Security Assistant
Job Analysis:
• Duties:
o Screens passengers and baggage for prohibited items.
o Patrols airport grounds and buildings to ensure security.
o Monitors security cameras and other surveillance systems.
o Responds to security alarms and incidents.
• Tasks:
o Operates X-ray machines and metal detectors to screen passengers and
baggage.
o Pat down passengers and search carry-on bags.
o Issue security passes and check identification documents.
o Monitor security cameras and other surveillance systems.
 o Respond to security alarms and incidents.
• Skills:
o Attention to detail and ability to work independently.
o Ability to communicate effectively with passengers and employees.
o Ability to handle difficult situations calmly and professionally.
Knowledge:
• Security regulations and procedures.
• Airport layout and security procedures.
• Emergency response procedures.
• Cultural sensitivity and diversity training.
Factor Comparison:

Factor Score
Decision-making authority Low (2)
Scope of responsibility Low (2)
Impact of errors Moderate (3)
Education and training requirements Low (2)
Physical and mental demands Moderate (3)
Stress levels Moderate (3)

Point Rating:

Factor Weight Rating Score

Decision-making authority 25% 2 0.50
Scope of responsibility 25% 2 0.50
Impact of errors 25% 3 0.75
Education and training requirements 15% 2 0.30
Physical and mental demands 10% 3 0.30
Stress levels 10% 3 0.30
Total 100% ** **

Cabin Crew
Job Analysis:
• Duties:
o Provides safety and security briefings to passengers.
o Serves food and beverages to passengers.
o Maintains a clean and organized cabin.
 o Provides assistance to passengers in case of emergencies.
• Tasks:
o Conducts pre-flight safety briefings to passengers.
o Serves meals, snacks, and beverages to passengers.
o Assists passengers with boarding and deplaning.
o Maintains a clean and organized cabin.
o Provides first aid and other assistance to passengers in case of emergencies.
Skills:
• Excellent customer service skills.
• Ability to work independently and as part of a team.
• Ability to remain calm and professional under pressure.
• Ability to handle difficult situations effectively.

Knowledge:
• Safety regulations and procedures for air travel.
• First aid and emergency response procedures.
• Customer service principles and techniques.
Factor Comparison:

Factor Score
Decision-making authority Low (1)
Scope of responsibility Low (1)
Impact of errors Low (2)
Education and training requirements Low (1)
Physical and mental demands Moderate (3)
Stress levels Moderate (3)

Point Rating:

Factor Weight Rating Score

Decision-making authority 25% 1 0.25
Scope of responsibility 25% 1 0.25
Impact of errors 25% 2 0.50
Education and training requirements 15% 1 0.15
Physical and mental demands 10% 3 0.30
Stress levels 10% 3 0.30
Total 100% ** **

Overall Comparison:
 Role Total Score
Pilot - Senior Commander 5.25
Aircraft Maintenance Engineer 4.40
First Officer 3.25
Security Assistant 2.65
Cabin Crew 1.75

Role Job Analysis Factor Point Rating

Comparison
Pilot - Senior Highest complexity and Highest factor Highest point
Commander responsibility scores total
Aircraft Maintenance High complexity and High factor scores High point total
Engineer responsibility
First Officer Moderate complexity and Moderate factor Moderate point
responsibility scores total
Security Assistant Moderate complexity and Moderate factor Moderate point
responsibility scores total
Cabin Crew Low complexity and Low factor scores Low point total
responsibility

Conclusion:
The job evaluation results indicate that the Pilot - Senior Commander role is the most
complex and demanding, followed by the Aircraft Maintenance Engineer role. The First
Officer, Security Assistant, and Cabin Crew roles have lower levels of complexity and
responsibility.
Recommendations:
1. Compensation and benefits should be aligned with the complexity and responsibility
of each role.
2. Training and development programs should be tailored to the specific needs of each
role.
3. Performance expectations should be clearly defined for each role.

4. Develop a grade structure for these jobs using these job evaluation points and
define the grades.

Job Job Evaluation Points Grade

Pilot - Senior Commander 5.25 A
Aircraft Maintenance Engineer 4.40 B
First Officer 3.25 C
 Security Assistant 2.65 D
Cabin Crew 1.75 E

This grade structure is based on the following assumptions:

• The Pilot - Senior Commander role is the most complex and demanding, followed by
the Aircraft Maintenance Engineer role.
• The First Officer role is moderately complex and demanding.
• The Security Assistant and Cabin Crew roles are the least complex and demanding.
The grade structure is also consistent with the following guidelines:
• Grade A should be reserved for jobs that are highly complex and demanding.
• Grade B should be reserved for jobs that are moderately complex and demanding.
• Grade C should be reserved for jobs that are somewhat complex and demanding.
• Grade D should be reserved for jobs that are not very complex or demanding.
• Grade E should be reserved for jobs that are the least complex and demanding.

5.
6.
 7. Pay Structure

The proposed pay structure for the roles listed in our dataset is as follows:

Designation Min Salary (INR) Midpoint Salary (INR) Max Salary (INR)
Pilot- Senior Commander 565,502.77 706,878.46 848,254.16
Aircraft Maintenance Engineer 137,387.44 171,734.30 206,081.16
First Officer 242,498.41 303,123.02 363,747.62
Security Assistant 19,497.12 24,371.40 29,245.68
Cabin Crew 31,741.20 39,676.50 47,611.80

In this structure:

• The Min Salary is set at 20% below the median salary.

• The Midpoint Salary is the median salary from your data.
• The Max Salary is set at 20% above the median salary.

This structure provides a range for each role, allowing for variations based on experience,
performance, and other factors. It's important to note that this is a basic structure, and
further refinement may be necessary based on additional factors such as industry standards,
regional differences, and specific organizational needs.

For implementation and refinement of this structure, you may consider the following steps:

1. Internal Equity: Ensure that the pay structure is equitable within your organization.
This involves comparing roles with similar responsibilities and qualifications to
ensure fair compensation.
 2. Market Competitiveness: Regularly review the structure against market data to
maintain competitiveness. This can involve adjusting the pay ranges as the market
changes.
3. Performance and Experience: Incorporate mechanisms to account for individual
performance and experience within each grade. For instance, employees with higher
performance or more experience can be positioned towards the higher end of the
pay range.
4. Regular Reviews and Adjustments: Periodically review and adjust the structure to
reflect changes in the organization and the market. This includes reassessing job
grades and salary ranges.
5. Transparency and Communication: Clearly communicate the pay structure to
employees, ensuring transparency and understanding of how pay is determined and
how progression can occur.

8. Job Analysis for Pilot - Senior Commander

Duties and Responsibilities:

1. Plans and executes flights according to established procedures and regulations.

2. Monitors aircraft systems and instruments for any malfunctions.
3. Makes decisions in response to unexpected events or emergencies.
4. Communicates effectively with air traffic control and other crew members.

Tasks:

1. Prepares flight plans and obtains weather information.

2. Conducts pre-flight inspections and ensures the aircraft is ready for flight.
3. Operates aircraft controls and navigates to the destination.
4. Monitors aircraft systems and responds to alarms or indications of malfunctions.
5. Communicates with air traffic control and other crew members to ensure safe and
efficient flight operations.

Skills and Competencies:

1. Knowledge of aircraft systems and procedures.

2. Ability to make sound decisions under pressure.
3. Excellent communication and teamwork skills.

Knowledge Requirements:

1. Aeronautical regulations and procedures.

2. Aircraft systems and performance characteristics.
3. Weather patterns and forecasting.
4. Navigation techniques and procedures.
Job Evaluation Factors

1. Decision-making Authority: High (5)

2. Scope of Responsibility: High (5)
3. Impact of Errors: High (5)
4. Education and Training Requirements: High (5)
5. Physical and Mental Demands: Moderate (3)
6. Stress Levels: High (5)

This job analysis shows that the role of a Pilot - Senior Commander is highly complex and
demanding, requiring specialized knowledge, skills, and a high level of responsibility. The
individual in this role must be capable of making critical decisions under pressure, have
deep knowledge of aeronautical regulations and aircraft systems, and possess strong
communication and teamwork abilities.

The job evaluation factors indicate a high degree of decision-making authority, scope of
responsibility, impact of errors, and education/training requirements, which should be
reflected in the compensation and benefits offered for this role.

9 . Benefits survey to understand preferences for the selected demographic

Demographic Information

Please provide the following demographic information:

• Age:
• Gender:
• Years of experience as a pilot:
• Airline you work for:

Benefits Preferences

Please rate the importance of the following benefits on a scale of 1 to 5, where 1 is "not
important" and 5 is "very important":

• Base salary
• Bonuses
• Profit-sharing
 • Retirement plan contributions
• Health insurance
• Dental insurance
• Vision insurance
• Life insurance
• Long-term disability insurance
• Paid time off
• Sick leave
• Vacation time
• Holidays
• Travel allowances
• Relocation assistance
• Training and development opportunities
• Flexible work arrangements
• Employee discounts
• Company car
• Other (please specify):

Open-Ended Questions

Additional feedback or suggestions you have regarding benefits for pilots - Senior
Commanders.

The survey involved a mix of responses :

Where we could clearly see, benefits like company car, dental insurance, etc were not given much
preference with the responses ranging from 0 (least important) to a maximum of 3.
Similarly, benefits like base salary, bonuses and profit sharing were important as preferences and
range between 4 and 5.
10 . Compensation Plan based on total rewards principles (financial and non- financial
components)

Compensation Component Amount (INR)

Basic Salary ₹147,295.39
House Rent Allowance ₹36,823.85
Cost of Living ₹14,729.54
Children Education Allowance ₹7,364.77
Flight Duty Allowance ₹30,000.00
Aircraft Layover Allowance ₹20,000.00
Instructor Allowance ₹15,000.00
Total Compensation ₹271,213.54

Compensation Plan Breakup for "Aircraft Maintenance Engineer"

Compensation Component Amount (INR)

Basic Salary ₹68,021.26
House Rent Allowance ₹17,005.31
Cost of Living ₹6,802.13
Children Education Allowance ₹3,401.06
Uniform Allowance ₹5,000.00
Total Compensation ₹100,229.76
Compensation Component Amount (INR)
Basic Salary ₹8,078.64
House Rent Allowance ₹2,019.66
Cost of Living ₹807.86
Children Education Allowance ₹403.93
Total Compensation ₹11,310.09

Compensation Plan Breakup for "Cabin Crew"

Compensation Component Amount (INR)

Basic Salary ₹17,146.52
House Rent Allowance ₹4,286.63
Cost of Living ₹1,714.65
Children Education Allowance ₹857.33
Grooming Allowance ₹2,000.00
Medical Allowance ₹3,000.00
Uniform Allowance ₹2,500.00
Total Compensation ₹31,505.13

Compensation Plan Breakup for "First Officer"

Compensation Component Amount (INR)

Basic Salary ₹80,021.58
House Rent Allowance ₹20,005.40
Cost of Living ₹8,002.16
Children Education Allowance ₹4,001.08
Flight Duty Allowance ₹25,000.00
Aircraft Layover Allowance ₹15,000.00
Uniform Allowance ₹5,000.00
Medical Allowance ₹4,000.00
Total Compensation ₹161,030.21

Assumptions and Techniques:

1. Basic Salary Analysis:

• Used the 'Basic' salary data using data gathered through salary survey by identifying
matching jobs in other organizations.
• Assumed the 'Basic' salary as the foundation for calculating other components.

2. Additional Compensation Components:

• Included standard components such as House Rent Allowance (HRA), Cost of Living,
and Children Education Allowance.
• Assumed specific percentages of the 'Basic' salary for these components based on
industry norms.

3. Role-Specific Allowances:
 • Added allowances specific to each role, such as Flight Duty Allowance for pilots and
Boroscope Allowance for Aircraft Maintenance Engineers.
• Assumed fixed amounts for these allowances, reflecting their role-specific nature.

4. Adjustments for Missing Data:

• Where specific data for components was not available, used reasonable estimates
based on industry standards.
• For components like Medical Allowance, Grooming Allowance, etc., assigned fixed
amounts as they typically don't vary greatly across similar roles.
Non-Financial Compensation Plan for "Pilot - Senior Commander"
Professional Development: Access to advanced flight training programs, leadership
workshops, and aviation conferences.
Work-Life Balance: Flexible scheduling to accommodate personal commitments, considering
the demanding nature of the job.
Health and Wellness Programs: Comprehensive wellness programs, including mental health
support and fitness facilities.
Travel Benefits: Preferential access to flight upgrades, discounted or free travel for family.
Recognition Programs: Awards and honors for exceptional performance, long service, and
safety records.
Non-Financial Compensation Plan for "Aircraft Maintenance Engineer"
Skill Enhancement: Continuous training in new aircraft technologies and maintenance
practices.
Career Advancement Opportunities: Pathways for progression into supervisory or
managerial roles.
Health and Safety Initiatives: Access to health screenings and ergonomic workspaces.
Employee Engagement Activities: Team-building events, technical workshops.
Recognition and Reward Programs: Acknowledgement for innovation, safety practices, and
dedication.
Non-Financial Compensation Plan for "First Officer"
Mentorship Programs: Access to mentorship from senior pilots and aviation experts.
Career Progression: Opportunities for promotion to higher roles like Senior Commander
based on performance and experience.
Work-Life Balance Support: Scheduling flexibility and support during long-haul flights.
Health and Wellness Benefits: Programs focusing on physical and mental well-being.
Travel Concessions: Discounted travel for family and friends, along with travel allowances.

Non-Financial Compensation Plan for "Security Assistant"

Training and Development: Regular training in security protocols, emergency response, and
customer service.
Health and Wellness Programs: Access to fitness facilities and health counseling.
Work Schedule Flexibility: Rotational shifts with considerations for personal preferences.
Team Building Activities: Organized events and activities to promote teamwork.
Recognition for Service Excellence: Awards for outstanding service and dedication.
Non-Financial Compensation Plan for "Cabin Crew"
Career Development: Training in customer service excellence, safety procedures, and first
aid.
Flexible Scheduling: Considering the erratic nature of flight schedules, flexible rostering.
Travel Opportunities: Free or discounted flight tickets for family and friends.
Health and Wellness Initiatives: Focus on mental health, stress management, and fitness.
Employee Recognition: Awards for customer service excellence, safety, and teamwork.

CONCLUSION
The job evaluation results indicate that the Pilot - Senior Commander role is the most complex and
demanding, followed by the Aircraft Maintenance Engineer role. The First Officer, Security Assistant,
and Cabin Crew roles have lower levels of complexity and responsibility.
Recommendations:
9. Compensation and benefits should be aligned with the complexity and responsibility of each
role.
 10. Training and development programs should be tailored to the specific needs of each role.
11. Performance expectations should be clearly defined for each role.

Job Analysis

The role of Pilot - Senior Commander is highly complex and demanding, requiring specialized
knowledge, skills, and a high level of responsibility.
The job evaluation factors indicate a high degree of decision-making authority, scope of
responsibility, impact of errors, and education/training requirements, which should be
reflected in the compensation and benefits offered for this role.

Pay Structure

The proposed pay structure provides a fair and competitive compensation range for each
role.
The structure is flexible enough to allow for variations based on experience, performance,
and other factors.
The structure is based on market data and is regularly reviewed to ensure that it remains
competitive.

Recommendations

Implement the proposed pay structure and regularly review and adjust it as needed.
Ensure that the pay structure is equitable within the organization and competitive with the
market.
Incorporate mechanisms to account for individual performance and experience within each
grade.
Clearly communicate the pay structure to employees.

Overall, the job analysis and pay structure information provided suggest that Jet Airways offers a fair
and competitive compensation package for its employees.

We believe that the new salary structure and total rewards framework will help Jet Airways to attract
and retain top talent. The new compensation system is fair, equitable, and competitive. It also takes
into account the needs and preferences of the employees. We are confident that the new
compensation system will help Jet Airways to achieve its business goals and objectives.

REFERENCES
• https://www.jetairways.com/insolvencyproceedings/Documents/30_May_2022_AnnualSecretarial
ComplianceReport_for_FY_2021_22.pdf
• https://www.jetairways.com/careers.html
• https://www.jetairways.com/mediacentre.html
• https://www.moneycontrol.com/financials/jetairways/balance-sheetVI/JA01
THANK YOU!!