Beruflich Dokumente
Kultur Dokumente
Department of Commerce
Year 2016
i
IMPACT OF HR PRACTICES ON ORGANIZATIONAL
10792
Name of Supervisor
Department of Commerce
Year 2016
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APPROVAL SHEET
Chairman
Member
Member
(Day, Month,
Year)
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CERTIFICATE
(M.com) Conducted by AMINA YOUSAF, Roll No. AR523601 , Registration No. 12-PGA-
10792 , has been Completed under my guidance and I am satisfied with the quality of students
research work.
Signature
Supervisor
Name:
Address
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ATTESTATION OF AUTHORSHIP
AIRBLUE)
is my own work and that, to the best of my knowledge and belief, it contain no material
previomely published or written by another person. This research project is not submitted
already and shall not be submitted in future for obtaining a degree from same or another
student enrolled in the same or any other university, I shall be liable to face legal action
before Unfair Mean Committee (UMC), as per AIOU/HEC Rules and Regulations, and I
Signature
PARK GUJRANWALA
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ACKNOWLEDGMENT
Person is in all the contexts of his life not a perfect; he has a limited mind thinking
approaches and mind. It is the guidance that shows the man light in the darkness from
Almighty ALLAH and the person find his way in the light. Without helping of the light,
person is nothing but a helpless creation. The teaching of the Holy Prophet Muhammad
(PBUH) were also the continuous source of guidance for me especially his order of
getting knowledge and fulfilling once duty honestly was key motivation force for me
this report.
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Executive Summary
The project aims to analyze the HR practices of two organizations belonging to the same
nature of industry; one from the public sector whiles the other from the private sector of
Pakistan. PIA is selected as the public-sector organization whereas AirBlue as the private
sector organization.
Thus, the report evaluates the two organizations on their HR practices like Employee
Employee Security, Exit Interviews & Monetary Rewards. After a thorough analysis,
TABLE OF CONTENTS
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CHAPTER 1........................................................................................................................1
1.1 INTRODUCTION....................................................................................................1
CHAPTER NO:2.................................................................................................................8
2 LITRRATURE REVIEW.............................................................................................8
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2.8.2 Settle Recruitment...............................................................................................21
2.8.3.5 Downsizing............................................................................................................26
2.8.3.6 Outsource.........................................................................................................26
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2.14.1 Representative Security PIA...............................................................................38
3 RESEARCH METHODOLOGY...................................................................................42
3.3 QUESTIONNAIRES..............................................................................................44
3.6 RECRUITMENT....................................................................................................45
Chapter No.4......................................................................................................................46
4.1.1 Interpretation.......................................................................................................47
4.2 Qualification...........................................................................................................47
4.2.1 Interpretation.......................................................................................................48
4.3 Gender.....................................................................................................................48
4.3.1 Interpretation.......................................................................................................48
4.4.1 Interpretation.......................................................................................................49
4.5.1 Interpretation.......................................................................................................50
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4.6 Is there any particular reason why you usually choose that PIA............................50
4.6.1 Interpretation.......................................................................................................50
4.7 How did the selected airline price compare to your expectations..........................51
4.7.1 Interpretation.......................................................................................................51
4.8 How would you rate the overall value of the selected airline.................................52
4.8.1 Interpretation.......................................................................................................52
4.9 Give marks good aspects of selected airline that attract you..................................53
4.9.1 Interpretation.......................................................................................................53
4.10.1 Interpretation.......................................................................................................54
4.11 When you have a problem with travel arrangements, the airline shows................55
4.11.1 Interpretation.......................................................................................................55
4.12 Destinations............................................................................................................56
4.12.1 Interpretation.......................................................................................................56
4.13 Punctuality..............................................................................................................57
4.13.1 Interpretation.......................................................................................................57
4.14.1 Interpretation.......................................................................................................58
4.15.1 Interpretation.......................................................................................................58
4.16 Economical.............................................................................................................59
4.16.1 Interpretation.......................................................................................................59
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5.1 Conclusion...................................................................................................................61
5.2 Recommendation....................................................................................................62
BIBLIOGRAPHY/REFERENCES...................................................................................64
Questionnaire.....................................................................................................................65
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Content of Tables
Table 1...............................................................................................................................63
Table 2...............................................................................................................................63
Table 3...............................................................................................................................64
Table 4...............................................................................................................................65
Table 5...............................................................................................................................65
Table 6...............................................................................................................................66
Table 7...............................................................................................................................67
Table 8...............................................................................................................................68
Table 9...............................................................................................................................69
Table 10.............................................................................................................................70
Table 11.............................................................................................................................71
Table 12.............................................................................................................................72
Table 13.............................................................................................................................73
Table 14.............................................................................................................................73
Table 15.............................................................................................................................74
Table 16.............................................................................................................................74
Table 17.............................................................................................................................76
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1
CHAPTER 1
1.1 INTRODUCTION
transporter of Pakistan, arranged in Karachi. It is the 31st greatest air ship in Asia
working explorer and payload organizations covering eighty-two private and remote
goals. Set up in 1955, PIA has an unlimited contribution in the bearer business of
Pakistan with a broad task force of flying machines. It is the sixteenth greatest transporter
Marketing
Corporate Planning,
Information Services,
Finance
Flight Services
Flight Operation
Engineering
Customer Services
Quality Assurance
Helper bases:
The progressive structure takes after, with the Chairman at the top and head of
workplaces offering an explanation to him. The structure is united with the top-level
Pakistan general, is the national standard transport and a communicated had undertaking
run arrange organizations to 24 home landing place and 38 overall landing place in 27
countries transversely over Asia Europe and North America. Its key preface is at Karachi,
The flying machine helper commence join Peshawar, Faisalabad, Quetta , Sialkot and
Multan from which it relates the metro politic urban territories with the major preface ,
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the inside east , Europe, and the far east. It is essentailly controlled by the organization of
individuals as of May 2008 and now according to current record 22000 representatives is
Air transport has perhaps never been more essential to the headway of the new nation
then by virtue of Pakistan. In June 1946, when Pakistan was still in the offing, Mr.
Muhammad Ali Jinnah. The creator of the prospective nation, summon Mr. M.A.
commence. With a singular vision and watch fulness, Mr. Jinnah feeled that with the
change of the two wings of Pakistan. Disengaged by 1100 miles, a smart and all around
Pakistan air transport has been never critical to the progress of another country
On 23rd Oct 1946, another bearer was considered. firestly enlisted as pilot wander in
Calcutta, arrange flying courses ltd.. The new transport construct reminds in Calcutta and
in light of working license was gotten in May 1947. For Douglas DC-3S were purchased
from beat of Texas in February 1947 and operations began on 4thJune 1947. The alloted
courses for organize flying courses was Calcutta alkyd Rangoon which in like manner
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beginnings, Pakistan was imagined. The origination of another nation made one of the
greatest moves of masses Arrange flying courses, nearby the Help of BOAC plane which
had been authorized by the lawmaking body of Pakistan, started mitigation operations
and transportation of social orders amidst Delhi and Karachi, the two capitals. Along
these lines, arrange flying courses traded its base to Pakistan and developed a major
association amidst Karachi and Dacca, the two capitals of the two wings of Pakistan.
With e skeleton task force of just two DC-3S, three gathering part, and 12 mechanics,
arrange flying courses pushed its date-book operation in a youngsters' story way. The
Delhi Calcutta-Dacca. Prior to the end of 1949, arrange flight courses had acquired 10
DC-3S and three pass on 240S which were chipped away at these courses. In 1950, it had
ended up being continuously obvious that additional cutoff would should be enrolled to
Mastermind Airways were a selective association, with confined capital and resources. It
couldn't be required to create and develop unreservedly. It was then that the assembly of
Pakistan confined a state guaranteed flying machine and invited arrange flight courses to
focalize with it. The aftereffect of the merger was the origination of another airplane,
through PIAC statute 1955 on January 10, 1955. A noteworthy Problem with Orient
Airways has restricted capital and assets because of an exclusive organization so it is hard
to develop and extend autonomously. The legislature of Pakistan chose to shape a state
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claimed carrier Orient Airways converge with it. As per PIAC Ordinance 1955 the result
sparkling, breathtaking capital city of London, by means of Cairo and Rome. After there
was much feedback PIA act as International carrier the outcome PIA earned significant
remote trade through global administrations, which it put resources into the buy of flying
machine and extra parts, as armada development was a grave need for the aircraft. The
year 1955 likewise denoted the initiation of fledging aircrafts initially booked worldwide
support of the sparkling, captivating capital city of London, by means of Cairo and
Rome. At first, there was much feedback, as general society couldn't fathom or legitimize
the need to work a universal course when, in their sentiments, different tasks basic for a
creating nation ought to have been given a higher need. Notwithstanding, PIA's center
was, and constant to be, to serve the Pakistani group everywhere, the procurement of
transportation to ostracizes has stayed one of the premier needs of the national aircraft. In
addition, PIA earned generous outside trade through worldwide administrations, which it
put resources into the buy of flying machine and extra parts, as armada development was
Mr. M.A. Ispahani was the primary Chairman of the new element carrier. ; it was the
primary Managing Director of PIA, Mr. Zafar-ul-Ahsan, who in his 4 year residency, got
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this show on the road and set the state of things to come. In 1959, the Government of
Pakistan named Air Commodore Nur Khan as the Managing Director of PIA. With his
visionary authority and in his time these are the brilliant years of PIA. Advancement,
development, and development were watchwords that the new administration was
focused on. . In March 1960, PIA dispatched its first Boeing 707 plane administration on
1961PIA had set request new flying machine including Fokker F-27s, helicopters. PIA's
helicopter administrations persisted 70,000 travelers amid the primary year of operation.
Notwithstanding transport exercises, situate aviation routes had built up the core of
redesign and upkeep office and procured prepared pilots, specialists and professional,
measures which turned out to be an awesome resource for PIA amid its teething face.
The HR practices of two associations having a place with the same way of industry;
Employee satisfactions
Employee promotion
Communction
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job rotation
employee post
Montary rewards
Employee security
Sharing information
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CHAPTER NO:2
2 LITRRATURE REVIEW
workforce administration and for this reason human asset administration assumes a key
part to contract, prepare, create and propel workforce. Contracting skilled, effective and
roused workforce is fundamental for achievement since this don't require extra exertion.
Association's workforce is much the same as columns on which entire organization stands
and if segments are strong then that association would be productive. This review was
built up in 1955 [4]; give administrations to more than 200 million Pakistanis on
doubt been underlined in all world writing. Propelling, enabling, fulfilling, preparing and
adding to the work force, giving their conduct to fit the procedure and adjusting them to
the aggressive environment are the primary errands of HRM in organizations . Drawing
in capable representatives to the business, looking them, their dedication to the business,
by troughs to their specialists are considered as basic concentrations. Today there are
three guideline resources for the business e.g. human advancement and capital . These
three are basic for PIA and if PIA focuses on change on these three things e.g. human
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Each affiliation needs to play out a couple workforce limits in its own particular
capacity. Every affiliation contract, prepare, pay, stir, keep up and in the long run
and procedures for the agents of PIA from insincerity level to retirement. PIA is
standing up to interminable incidents from late years. From HRM perspective there
workforce which was the standard purpose of this review. In a matter of seconds the
request rises that why the workforce is inefficient? There could be a couple reasons
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inspired laborers [2] reduces the odds of danger. Workforce, capital and innovation
are fundamental weapon by which PIA can contend in an aggressive situation. Some
This investigation paper means to depict how HR Managers should portray and execute
human resource limits through which they can fuse convinced workforce into the
affiliation. There are a couple of limits which HRD of PIA performs. HRD of PIA must
not simply concentrate on enlisting laborers actually worker maintenance through better
Since 22000 delegates are starting now possessed with serving PIA and these specialists
are figured to be the gainful for the affiliation so the organization of these agents is a
noteworthy test for HR administrator outlining is the best authority of PIA which is IT
office, showcasing and back administration. In for the most part association there is stand
out HR director who is taking in general the obligations yet as PIA is a major government
Karachi, Lahore, Islamabad and Peshawar. In Multan there is stand out senior HR officer
i.e. sheik Bilal Rasool. All the little workplaces at PIA have been amassed under one HR
boss and the use of corporate game plans in these divisions is same as others According
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to Sheik Bilal Rasool and right hand HR chief Muhammad Fakhur, capacities are being
minimal and top administration is in charge of the operations of the capacity. For the best
from HR division.
HRP is in a general sense a technique by which an affiliation ensures that it has the
correct number and sorts of people at the right spot at the ideal time, arranged to do
reasonably and adequately completing those endeavors that will offer the affiliation some
help with accomplishing its general targets. The mechanical planning portion responsible
for human resource organizing. It's the commitments of this division to separate the work.
With the ultimate objective of human resource masterminding, human resource spending
complete Human Resources Planning process in one meeting. The HRP division itself
peddle the essential of workforce w.r.t every office as in flight operation office the work
power required is snared on the flight station on which flights would be landing, or take
off. The flight's staff (lodge team, air entertainer, designers, specialist, and kitchen group)
that would be stands at every station to serve the flight, in light of the fact that once the
flight arrive on one destination the team should be change which fluctuates from
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Planning process in one meeting. The HRP division itself peddle the essential of
workforce w.r.t every office as in flight operation office the work power required is
snared on the flight station on which flights would be landing, or take off. The flight's
staff (lodge team, air entertainer, designers, specialist, and kitchen group) that would be
stands at every station to serve the flight, in light of the fact that once the flight arrive on
one destination the team should be change which fluctuates from destination to
destination.
Worker fulfillment and dependability is a standout amongst the most essential difficulties
great deal of studies have been directed to decide indicators of worker fulfillment yet
motivation behind study is to discover the relationship between three HR hones i.e. pay,
government possessed open segment banks of Pakistan. For this reason, information has
been gathered from the representatives of govt. possessed open banks. Factual
programming SPSS 17 has been utilized for legitimacy, unwavering quality, relationship
and relapse examination. Representative pay is observed to be most essential element for
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examined. Worker fulfillment and steadfastness is a standout amongst the most vital
sector. A great deal of studies have been led to decide indicators of representative
fulfillment yet these studies concentrated just on created nations. In this way, the primary
reason for study is to discover the relationship between three HR rehearses i.e.
and steadfastness in government possessed open division banks of Pakistan. For this
reason, information has been gathered from the workers of govt. claimed open banks.
additionally been talked about. Changing client's requests for better quality not just have
upset the associations additionally have made exceptional rivalry among them . So as to
make due in this worldwide rivalry, production of satisfied and faithful work power is
crucial for all associations including banks. The overall current rivalry in banking
industry has been expanded by globalization, innovative change and privatization of open
banks. To keep pace with this high rivalry, there is a need to embrace. Representative
Satisfaction: Employee fulfillment is the factor that gives a comprehension about the
reasoning and the feelings of representatives identified with their working environment
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Worker fulfillment is key for the maintenance of able representatives at PIA. The
outside posts.
Airblue accentuates on worker fulfillment since it trusts that representatives are these
sense of the association. Fulfilled representatives create better exhibitions which upgrade
clients' discernment about the association. The Vision Statement of Airblue cannot be
accomplished unless the representatives and clients are fulfilled. Airblue gives
that keeps the main thrust inside of these individuals alive, Air blue uses disjoin a
and free air-voyaging offices through Air blue, more noteworthy protection
with the goal that any decline in execution can be checked and altered. Notice is
then in a split second sent to the concerned capable individual for his notice
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the inspiration arrangement, so that the able representatives could be given all the
more difficult employments to hone their choice making and scholarly abilities
4. Air blue is growing its operations as it has as of late begun ts flight organization
to Manchester on June 1, 2007 and would soon be pushing its operation to USA.
They drive agents through short instructional classes abroad where they are paid
flights, however the model s strict and it is obligatory to complete certain number
Air blue practices diverse venture and social events to suggest the achievements made by
its specialists that depend on upon particular region, District or Sales Office. The
administration for this question is held every third month and titles, for instance, 'Laborer
of the Quarter' or 'Illustrative of the Year' are respected. They have the 'Travel Counselor
of the Quarter' whose occupation is to handle the voyaging and diverse flight frames the
We reliably challenge our representatives (to stay focused) by keeping up a sound rivalry
between them. For instance we separate our flying machine upkeep staff into gatherings
and test them to turnaround their claim to fame inside 35 minutes. In case they finish the
endeavor before time (say 32 minutes), their gathering gets 5 centers. These
concentrations are incorporated at settled between times and are used to see and repay
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to their assets, using, keeping up and remunerating their administrations tuned in to the
JOB and authoritative prerequisites with the perspective to add to the objectives of the
association, people and the general public. "Then again" HRM is the procedure of
arranging, sorting out, guiding and controlling human exercises to accomplish the
hierarchical objective and individual objectives. Importance OF Ethics are those qualities,
which has been swallowed within a man on reinforced remotely that help him to perceive
great and awful and to act fittingly. There can be a couple of wellsprings of ethics, for
example, religion, progressive society, legitimate duties thus forth. Morals IN HRM
Ethics in HRM demonstrates the treatment of workers with standard conventionality and
distributive equity. The moral business adds to the business goals as the delegates will
feel motivated and they will work with profitability and practicality. Ethics in HRM
basically deals with the positive great duties of the business towards laborers to keep up
adjust and esteem value. Locales of HRM ethics Basic human rights, normal and
employment fight. (E.g. Proficient dependability, feedback from tests); Safety in the
workplace; Privacy; Justifiable treatment to delegates. (E.g. Esteem and equal open
entryway); Respect, respectability and reliability based method in the workplace. Some
portion of HR in Promoting Ethics 1. Enhance enlistment and choice tests Follow the
choice and inclination and so forth.; Follow the situational elements, for example,
monetary variables, social components, mechanical elements and so on.; Selection must
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On the off chance that the set of principles is damaged in PIA, a 'Show Cause Letter' is
issued while in extreme cases the worker is suspended until a legitimate examination
takes plac
Air blue entirely accentuation on the set of principles for its representatives as it intends
to keep up the behavioral morals set by the association. If there should be an occurrence
of a contention over the set of accepted rules, at that point formal discourse between the
laborer and the upper organization happens to decide the issue. To a great extent, the
CONTRACTING
HR rehearses on chose for meeting and last thought are evaluated by more than one
gathering is molded. The securing boss will recognize people who will have quick and
atypical association with the applicant over the traverse of theirJOB . Every contracting
alternate cross territory of the staff. A person from the board will be chosen as the
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Affirmative Action and Compliance Liaison who will screen the administrative
arrangement with respect to minorities in the public arena parts of the interest leading
body of trustees. Under-addressed social events and women are to have equal the initial
attempts should be made to bolster participation. Divisions that need contrasting qualities
in their own specific staff should consider selecting staff outside the workplace to chase
admonitory gatherings or make diverse particular choices for augment the perspective of
the board. For positions that are as frequently as would be prudent selected and utilize a
request board, the mix of interest consultative gathering people should change as
regularly as would be prudent too to minimize the threat of "social event think" or total
inclination.
The Hiring Manager will choose the size (near 6) and course of action of the
leading body of trustees considering the method for the position. It is extremely
At least one individual who has a strong understanding of the part and its dedication
to the workplace
An individual who will interface personally with the position as well as serves as
a standard customer
situation in association with the competitors under thought and ought to never be
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Search leading body of trustees people should ensure they are especially arranged
as far as it matters for them in the selection system to ensure respectability and
consistence. The going with gadget is open to help counseling bunch people with
nce the position has been posted, hopefuls will apply by method for UCR'sJOB board.
Contenders will complete an electronic application for each position (continue and early
Interest".
Competitors are the people who apply in the midst of the early on application period as
depicted in Step 5. All applicants must be investigated and considered. Candidates who
apply after the starting application time frame will be considered "enunciations of
The meeting is the absolute most vital stride in the determination procedure. It is the open
door for the business and imminent representative to take in more about each other and
approve data gave by both. By taking after these talking rules, you will guarantee you
have directed a careful meeting process and have every single vital dat to legitimately
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Once the meetings have been finished, the board of trustees will meet to examine the
interviewees. Council individuals should survey the degree to which every one met their
choice criteria. The hunt panel assessment instrument will be useful defending choices
The pursuit board of trustees assessment apparatus will be useful in supporting choices
to OFCCP prerequisites. As a standout amongst the most basic strides all the while, it is
The best contender for the position was picked in light of capabilities
and work performance from prior employers that could be critical to your decision,
regardless of their skills, knowledge, and abilities. As past performance is the best
previous supervisors who can speak to the candidates on the JOB performance. A hiring
mistake is costly in time, energy, and money. Failure to check references can have serious
legal consequences. If an employee engages in harmful behavior, which would have been
revealed in a reference check, the University can be held legally responsible for
negligent hirin.g
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expected insight, proper capabilities, honesty and character. An elevated expectation for
occupations at each level should, in this way, be built up and kept up. While showing the
classification being procured. Acceptance would be made at section, center and senior
To accomplish this goal, a legitimacy base enlistment arrangement has been figured in the
Information that is obtained through the reference check process should be considered as
part of the overall decision making and should carry considerable weight. Additionally if
Endless supply of the enlistment prepare the offer to the chose finalist is made.
Before starting the offer, it is prescribed that one more check of the determination
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Review the obligations and obligations of the position and guarantee they were
contracting. An appraisal structure, taking into account certain attributes, for example,
identity, abilities and capabilities, is utilized to assess an applicant. The decision of the
administration is sent to the enlistment division which then starts the technique of
is currently completely useful and arrangements and systems are presently set up. New
enlistments with obviously characterized levels of ability and skill in all territories are
being made. New instigations both on the administration side and particularly the
operational side of cockpit group, lodge team and ground specialists will proceed at
standard interims so that the deficiencies experienced int hese regions are completely
taken consideration. The strategy is to advance individuals from inside of the aircraft at
all levels. In any case, where PIA does not locate the pertinent capabilities they employ
individuals from outside which depends on business sector pay rates . Compensations of
the considerable number of workers including operational team have been significantly
improved with an end goal to adjust PIA pay rates to local carriers over a time frame. The
HRM department first determines the vacancies which need to be filled up by the internal
promotion. If there is no availability of employees for the vacancy then the external
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intelligence, appropriate qualifications, integrity and character. A very high standard for
jobs at every level shall, therefore, be established and maintained. While presenting the
hiring status, number of available vacancies shall be highlighted in front of each category
being hired. Induction would be made at entry, middle and senior management level with
a user-friendly process to facilitate new entrants. To achieve this objective, a merit base
recruitment policy has been formulated in the light of instructions from Federal
Government / PIA Board of Directors, the salient features of which are under as
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Entry level for induction in PIA shall be up to PG-V / VI. However in corporations
Matriculation PG-I
Intermediate PG-II
Masters PG-V
MBBS PG-VI
No person shall be recruited whose age is less than 18 years and more than 40 years at the
time of recruitment. Provided that the competent authority may relax the maximum age
up to ten (10) years. Subject to this provision, the competent authority shall from time to
time prescribe the age limit in the job specifications in respect of a post/grade. Suitable
ex-servicemen of the age of 50 years and above May, however, are employed.
No person shall be appointed without a medical fitness certificate from the Corporations
Medical Officer, except for the employment of disabled persons under the Disabled
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The disabled persons would be eligible for appointment only against jobs for which their
disability may not be considered a disqualification. Subject to the above stipulated the
standard of physical fitness will be deemed to have been relaxed for the disabled.
Recruitment should be made on merit in accordance with the laid down rules, regulations
and procedures. All appointments should be made on merit based on performance in the
test (if required) and interview of the candidates. The performance of the candidate in the
test will be weighed 60% and that of interview will be 40%. This will be the parameter
The vacancies shall be advertised through national / provincial / regional newspapers and
electronic media.
To empower outside enlisting PIA expose the opening on the main daily papers like
Dawn, Jang and Express. Other than this, the opportunity post is additionally plugged on
PIA site.
"Inner enrollment is finished by propelling the rank of any present worker by determining
its abilities, for this the HR chief helped by the execution examinations of the
representatives which has a record of their exhibitions. The progression arranging is done
as needs be".
2.8.3.5 Downsizing
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The downsizing strategy is used to cut down over numbered employees. At PIA there are
almost 70 air planes and among these 70 air planes only 26 are being operated. PIA has
2.8.3.6 Outsource
PIA has outscored the following departments to certain companies. In Multans scenario
as well as in other Punjab region the daily wage employee hiring is granted to United HR
Following quotas have been specified by the Federal Government for strict observance in
direct recruitment:
Areas/ Kashmir
FATA
11.4% 7.6%
10% women, 5% Minorities and 2% disabled person quotas have also been prescribed.
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The Provincial / Regional quota if not filled will be carry forward till suitable candidates
Maximum age limit for employment shall be 25 years or as decided by the Management.
Employment shall be made on contract for a period of 2 years which may be renewed at
Candidates, who qualify the above steps, will appear for final interview before the
Selection Board
The procuring procedure is brought together as it is finished by the top level HR group
via Air blue. Ai rblue consolidates different activities for the representative advancement
few identity traits at the season of enrollment. These incorporate the accompanying
Dialect Skills: Air blue lean towards individuals with familiar communicated in English
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"Internal enlistment is done by impelling the rank of any present laborer by deciding its
capacities, for this the HR boss aided by the execution examinations of the agents which
has a record of their displays. The movement masterminding is done as requirements be".
Assurance Level of the Employee how much he/she can shoulder weight, for instance,
workload and amazing situational dealing with is gaged. Promote the level of being a
friendly individual is judgedLevel of Adaptability: As Air blue requires the 'best fit'
The job promotion is very imporantant part of any organization .Job promotion creates
the attractation of the employee done your work excellent way. Mill operator and
Wheeler (1992) found that the absence of important work and open doors for
work enhancement programs and upgrading their headway opportunities. Other than
and prize framework additionally had huge impacts on workers' turnover goals (Quarles,
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representatives' impression of injustice and they will probably consider leaving the
association (Dailey and Kirk, 1992). Interior advancement; the accessibility of profession
conceivable outcomes inside of the firm has a tendency to advance a higher level of
hierarchical responsibility among workers (Guest, 1997) who see profession potential
give a feeling of decency and equity among the representatives who take note of that
Amid advancements experience, aptitude, training and past execution of the worker are
considered, be that as it may, experience overshadows all other integral components. PIA
trusts that accomplished workers have the information and skill, increased over years, to
Amid advancements experience, aptitude, training and past execution of the worker are
considered, be that as it may, experience overshadows all other integral components. PIA
trusts that accomplished workers have the information and skill, increased over years, to
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With respect to of experience over the expertise or the other way around for the
advancements, Airblue inclines toward aptitudes when contrasted with experience. This
recommends the association has a dynamic culture that regards ability and bore over the
limitation to achieve a specific ordeal. The top administration assesses worker execution
constantly and intensely, and rewards the meriting ones through advancements
One HR train that doesn't get a ton of press is worker interchanges. Be that as it may,
discussing viably with representatives is a standout amongst the most vital things an
atmosphere, position the association as a business of decision, set desires and minimize
frequently observed as something of a "consistence guard dog," which means the capacity
is practically seen as an augmentation of the "long arm of government" into the work
since HR speaks to the foundation and the status There's no contending the consistence
side of what HR does is imperative. However, in the event that HR adheres to that side
just, it's missing out on a critical chance to enhance hierarchical interchanges. HR experts
as of now have huge numbers of the instruments expected to encourage more successful,
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shared and straightforward correspondences. All the more vitally, HR ought to prepare
and instructing line administrators how to discuss adequately with their immediate
reports, not just through email and in group gatherings, additionally in one-on-one
preparing, tutoring, and while giving setting, persistent training and criticism. - Managers
while falling authoritative data, examining dubious or disagreeable points and conveying
terrible news. While line directors ought to show compassion, have great listening
abilities and consider varying conclusions, they likewise should be certain, decisive and
willing to show solidarity with different individuals from the administration group. Some
correspondences.
interchanges abilities
Groupthink (the propensity not to address or basically look at choices made by very
durable groups) can be stayed away from in any event somewhat through viable
correspondences..
Keeping in mind the end goal to impart, associations need to comprehend and manage a
diversions, poor selection of words, social contrasts, etymological foundation, status and
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The various leveled structure of PIA is concentrated, thusly decision putting aside a
couple of minutes eating up process and puts off happen in diving correspondence
correspondence is key in all affiliations and it ends up being significantly more major in
an affiliation, for example, PIA due to its broad size and expanded framework. It is key
that people from various workplaces pass on between each other to have a general
The favored strategy for correspondence at Air blue among different divisions is by
method for email, through web, since it saves time. Despite this, there is extremely visit
mixing of people transversely over different division. Cross utilitarian gatherings much of
Work turn, occasionally called extensively instructing, is one of the various sorts of at
work get ready and a formal effort at authority change (Zeira, 1974; Beatty, Schneider
and McEvoy, 1987). Work rotate can be described as sidelong trade of delegates among
different unmistakable positions and endeavors within vocations where each requires
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capacities and play out each task for a predefined era. Turning work assignments offers
authority some help with comprehension the unmistakable strides that go into making a
thing and additionally organization movement, how their own specific effort impacts the
quality and capability of creation and customer organization, and how every person from
the gathering adds to the system. From now on, work insurgency licenses individuals to
get inclusion in various times of the business and, subsequently, expand their point of
view. Work turn is a formative technique that has been generally utilized be that as it may,
shockingly, got little consideration in that has been broadly utilized yet, shockingly, got
required Traditionally, work turn is typically tended to at an authoritative level rom the
for lessening exhaustion and fatigue on generation employments in order to look after
efficiency (Miller, Dhaliwal, and Magas, 1973) and genuinely visit pivot after the
underlying procuring as a method for introduction and arrangement (Wexley and Latham,
1981). Work turn empowers the preparation of laborers to be reinforcements for different
specialists with the goal that administrators have a more adaptable work power and a
prepared supply of prepared laborers (Rothwell and Kazanas, 1994). At the point when
turn happens at longer interims, it has been thought as a routine of dynamic human asset
advancement or a method for upgrading the estimatio n of work experience for vocation
improvement
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At PIA, workers are not pivoted among different offices unless they ask for a revolution.
workers are pivoted inside the division at Airblue: representatives in back trade
assignments identifying with fund; workers for operations are turned so they learn
different sorts of operations rather than one. In any case, there is no turn between
Over the span of directing a post employment survey, in any case, HR ought to consider
different exigencies. In the event that the representative has surrendered, it is basic to
discover however much about the acquiescence as could be expected, to recognize post-
end hazard from valuable release claims. Further, HR ought to know about a specific
worker learning or access to data which can later be utilized against the business. In those
cases, HR must work intimately with in-house or outside direction in securing a non-
In the event that the worker has been fired, the business might at present advantage from
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interest. Since fired representatives will probably make post-end protestations, the post
or figuring out if to arrange end understandings. At last, the post employment survey
procedure can be a fortunate time to address the representative's post-end concerns with
respect to advantages to guarantee a smoother move into the following period of the
important device for the business to ensure its hobbies after a worker leaves the
premise, breaking down the time, separation and substance confinements in every
assention and figuring out whether the limitations on ex-representative development are
sensible when contrasted with the's business intrigues. To the degree HR has a part in
creating these understandings, the business ought not overestimate its requirement for
At PIA, post business overviews depend on upon the speedy supervisors and
Departmental Heads. Some of them are enthused about the thought, others are not: there
is no unmistakable approach for post employment surveys During cutting back workers
are offered distinctive bundles, for example, a 'Brilliant Hand Shake' in which delegates
are paid a particular sum aggregate for their organizations. This is done to keep up a
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sound relationship between the organization and the delegates furthermore to make
workers feel that they are being dealt with in the association.
Air blue dependably does post employment surveys if representatives willfully need to
leave the association. In post employment surveys, a careful audit is led to discover the
compensation issues. A different record is kept up for every single such representative
and after that in light of that, the workers are given with extra apparatuses to persistent
Most managers are searching for approaches to amplify representative profitability and
progress in the direction of this objective? Some say it isn't possible, that inspiration is
inherent and along these lines, about difficult to impact through outside means. Others
say that there are a lot of approaches to enhance representative inspiration and the key is
finding what the worker values At the point when used reliably, a reward or different
impulse can come to be viewed as a benefit rather than a start. It's definitely not hard to
get unintended results if a business is not adequately clear on the practices it is needing to
boost. The considerable delineation of this is making a motivating force (or commission)
for sales representatives construct exclusively in light of income created, with no respect
to benefit. Products sold at a misfortune are not generally advantageous! This sort of
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system can now and again truly get the chance to be de-influencinggrievously, rousing
power arranges don't by and large work the way they were arranged. For example,
consider a specialist who imperceptibly missed his or her target (and thusly did not get
representatives. For this reason, 'Advancement Boards' are held twice every year.
'Additional mile Awards' are given over to the able representatives. A 'Worker Suggestion
Scheme' gives representatives a chance to be vociferous with respect to their issues. The
three best recommendations are given money related recompenses extending from
Rs.5000 to Rs. 20,000. Aside from the fundamental compensation, incidental advantages
As opposed to this, Air blue consolidates a lively culture of propelling its representative s
stimulating conduct The center components used to persuade workers are yearly and
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Discoveries of this study have it that however chiefs trust that workers are guaranteed of
Long haul future with their associations, workers differ in light of the fact that they trust
it is not hard to release a representative of a provincial bank and in this manner their
livelihood is most certainly not totally secured with their associations. Interestingly,
supervisors couldn't say completely that it is hard to reject a worker of a rustic bank. The
examination moreover discovered that a standout amongst the most strong enemies of
activity and advancement; sanctions for workers who don't obey directions yet
perspective of the announcement; every worker is approached with deference with a few
formal, reasonable and sensible procedure for taking care of grievances and protests.
and Meals at lessened rates As showed by the "Business Principles and Ethics Policy",
laborers at PIA are required to keep up a circumstance, without incitement, in which all
people are similarly as respected and asked to add to the best of their abilities in a domain
of adaptability and regular trust. Specialists are encouraged to voice their bothers and
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Air blue puts stock in keeping up a protected society inside of the association to preclude
any verbal misuse, lewd behavior or some other anomaly. The organization keeps up an
arrangements and the punishments the violator needs to shoulder. Particularly for those
his article investigates the relationship between the human asset administration capacity's
entrance to roads of political impact and saw hierarchical execution. We inspect reactions
from 441 Australian senior HRM chiefs who took an interest in an online review of a
national HRM proficient affiliation. Drawing from political impact hypothesis, we add to
a model and related theories to research the effect of chances for the HRM capacity to
oversee and control the mutual significance of HRM on saw authoritative execution. In
spite of the fact that there was no proof of a directing impact of boulevards of HRM
political impact, CEO support and hierarchical backing for HRM anticipated saw
authoritative execution. HRM representation on the top managerial staff seems to serve a
In PIA laborers are less connected with which infers all the compel rests with the top
level organization and they can hone it at their will. Also their vitality can't be tried by the
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delegates and consistence to the decisions being made by them is basic. We can in like
manner say that in PIA that veritable drive is worked out. This moreover prompts
individual contacts. This is the reason laborers focus more on frameworks organization
high specialist disillusionment in light of the fact that with a particular true objective to
prepared to get a comprehension on the distinctive political issues in the affiliation yet it
Sharing of information may have a twofold effect: Firstly, it passes on laborers the
Correct significance that the association trusts them. Likewise, remembering the true
improve and make. Agents evidently should be incredible at their occupations, however if
Micromanagement they never get any execution feedback, they may see to have a
satisfactory execution right when honestly they don't( (Chow et al., 1999). Furthermore,
turnover (Ahmad and Schroeder, 2003) and produces synergistic working relationship
someone may have expected that it would be. Various associations are frail against offer
essential information with their laborers in light of the way that thusly agents end up
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being all the more able and associations may free control of them (Pfeiffer, 1998). In
presented to data in a way which minimizes vulnerability among them with the goal that
they are not baffled. Be that as it may, data through grapevine bothers this procedure on
occasion
Regarding sharing data to its workers about organization misgivings, Air blue does not
reveal finish data to its center and lower administration, just data applicable
apparatus for its representatives rather it is a part of the association sanction that is set by
the top level administration. In any case, client criticism is told to each representative for
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2. CHAPTER NO. 3
3 RESEARCH METHODOLOGY
Basic and discretionary data will be accumulated for examination information. Data
gathering both basic and discretionary is a basic bit of the investigation wander. In case
the master does not assemble and gather legitimate and essential data, he or she can't
make incredible piece of investigation report according to examination focuses, goals and
request. For this circumstance, the researcher needs to think about some as things within
the data amassing. The researcher has secured most of the critical issues in the data
Essential information are those which are gathered surprisingly and will be new
in Shelton Hotel to bolster our review in a way that it gives down to earth and flow
discoveries to our exploration. There are distinctive techniques for gathering essential
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personally go to field and observe the system and collect data according to his research
current information and it will more suitable than interviewing someone because in this
But it has disadvantages as well. It is more expensive method. It take much time to
complete the research and to visit the field. We will get limited information and cannot
understand their strategy. There will be unforeseen factors which we will miss by using
this method.
This technique for gathering information includes presentation or oral verbal boosts and
answer as far as oral verbal reactions. There are diverse sorts of meetings. In individual
meetings, the questioner inquires question other persons or person in a face to face
contact by meeting them physically. In structured interview, there are flexibility in asking
questions. There will be no standard methods of saving data. Interviewer is free to ask
any type of question in any manners. He can add, omit questions from questionnaire. In
structured interview, deep knowledge and skills required and saved record is difficult to
analyses.
Questionnaire method of data collection is much popular and easy. We use this method
particularly in case of big inquiries. The questionnaire are get printed and will be got
filled by different audience from which data should be gathered. Every respondent have
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to fill it by their own point of view chain and by their own thinking. It is low cost method
of getting data. We can email this questionnaire to respondent and can get their point of
view no matter how large is geographical area is. But it also has drawbacks. It can only
be used when respondents are educated and well known of given situation. Close
questions are easy to analyze and easy to get point of view of respondent. There are
different essentials of good questioner. Questioner should be simple and short. It should
Depth Interviews are used to discover the desires of samples and underlying motives. It is
used to explore the feeling of respondents and needs or participants. In this method, we
need skills. Different methods are used to know respondents behavior like projective
3.3 QUESTIONNAIRES
For our study, we will choose the specimen of thirty respondents. Representatives
directors, associates and back supervisor. The primary sympathy toward this examination
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Optional information is gathered by another person and it as of now went through the
procedure of insights. This information is as of now done by another person. Who have
officially gathered and broke down. It might be distributed information. Yet, we must be
extremely cautious about utilizing auxiliary information in light of the fact that
different sources of secondary data from where we can get secondary data. Different
types of journals like trade journals and technical journals. We can also get data from
newspapers, magazines and books. From official record like publications of government
which can be central government, state government or local government, we can get data.
Data can also be got by research scholars and reports by universities. There are different
factors which we need to be considered before getting data. We have to check reliability
of data like who get this from where he get and what methods he used. Data suitability is
3.6 RECRUITMENT
The capacity of enlistment is really to satisfy the labor prerequisite of PIA association"
The HRM division first decides the opening which should be topped off by the inside
advancement. In the event that there is no accessibility of workers for the opening then
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Chapter No.4
Research discoveries and their examination is one the most imperative part inside of the
exploration report. The research discoveries and investigation assumes vital part to speak
accumulated by the specialist with the end goal of making great exploration report. In this
part, the analysts has introduced essential examination discoveries in such way that was
exceptionally fitting to cover the greater part of the issues and ideas in connection to
research discoveries and analysis. Thus, the specialist might want to say that this section
will have the capacity to speak to both essential and optional information and data that
was gathered and accumulated as per exploration points, targets and research questions
The information accessible in the self-managed study poll with respect to the
occupation, pay and special open doors. The information incorporates some individual
data as Age, Experience, and Gender of the respondent. The data moreover consolidates
the task of the delegate and the branch and office in which the laborer is working. We
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accumulate fundamental data through survey and for the examination of subjective data
Table 1
Cumulative
Frequency Percent Valid Percent Percent
Valid 20 -25 4 13.3% 13.3% 13.3%
26 -30 8 26.7% 26.7% 40.0%
31-35 6 20.0% 20.0% 60.0%
above 35 12 40.0% 40.0% 100.0%
Total 30 100.0% 100.0%
4.1.1 Interpretation
above 35.
4.2 Qualification
Table 2
Cumulative
Frequency Percent Valid Percent Percent
Valid Intermediate 3 10.0% 10.0% 10.0%
Bachelor 11 36.7% 36.7% 46.7%
master or Others 16 53.3% 53.3% 100.0%
Total 30 100.0% 100.0%
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4.2.1 Interpretation
Pie chart shows that most frequency of respondent is master or others degrees. The
4.3 Gender
Table 3
Cumulative
Frequency Percent Valid Percent Percent
Valid Male 11 36.7% 36.7% 36.7%
Female 19 63.3% 63.3% 100.0%
Total 30 100.0% 100.0%
4.3.1 Interpretation
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Table 4
Cumulative
Frequency Percent Valid Percent Percent
Valid Less than 1 month 2 6.7% 6.7% 6.7%
1 month to 2 month 3 10.0% 10.0% 16.7%
2 month to 3 month 4 13.3% 13.3% 30.0%
3 month to 4 month 12 40.0% 40.0% 70.0%
more than 4 month 9 30.0% 30.0% 100.0%
Total 30 100.0% 100.0%
4.4.1 Interpretation
Table 5
Cumulative
Frequency Percent Valid Percent Percent
Valid PIA 15 50.0% 50.0% 50.0%
AIRBLUE 11 36.7% 36.7% 86.7%
Any Other 4 13.3% 13.3% 100.0%
Total 30 100.0% 100.0%
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4.5.1 Interpretation
4.6 Is there any particular reason why you usually choose that PIA
Table 6
Cumulative
Frequency Percent Valid Percent Percent
Valid Service 10 33.3% 33.3% 33.3%
Price 13 43.3% 43.3% 76.7%
Other 7 23.3% 23.3% 100.0%
Total 30 100.0% 100.0%
4.6.1 Interpretation
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4.7 How did the selected airline price compare to your expectations
Table 7
Cumulative
Frequency Percent Valid Percent Percent
Valid Excellent 9 30.0% 30.0% 30.0%
Very Good 7 23.3% 23.3% 53.3%
Good 6 20.0% 20.0% 73.3%
Fair 5 16.7% 16.7% 90.0%
Poor 3 10.0% 10.0% 100.0%
Total 30 100.0% 100.0%
4.7.1 Interpretation
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4.8 How would you rate the overall value of the selected airline
Table 8
Cumulative
Frequency Percent Valid Percent Percent
Valid 1 3 10.0% 10.0% 10.0%
2 6 20.0% 20.0% 30.0%
3 4 13.3% 13.3% 43.3%
4 7 23.3% 23.3% 66.7%
5 10 33.3% 33.3% 100.0%
Total 30 100.0% 100.0%
4.8.1 Interpretation
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4.9 Give marks good aspects of selected airline that attract you
Table 9
Cumulative
Frequency Percent Valid Percent Percent
Valid 1 3 10.0% 10.0% 10.0%
2 4 13.3% 13.3% 23.3%
3 5 16.7% 16.7% 40.0%
4 8 26.7% 26.7% 66.7%
5 10 33.3% 33.3% 100.0%
Total 30 100.0% 100.0%
4.9.1 Interpretation
alternative answers were used for tick mark e.g. strongly agree
same result is draw in this question 33.3% select the strongly agreed.
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Table 10
Cumulative
Frequency Percent Valid Percent Percent
Valid Very Low 6 20.0% 20.0% 20.0%
Low 14 46.7% 46.7% 66.7%
Average 5 16.7% 16.7% 83.3%
Expensive 3 10.0% 10.0% 93.3%
Very Expensive 2 6.7% 6.7% 100.0%
Total 30 100.0% 100.0%
4.10.1 Interpretation
to AIRBLUE.
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4.11 When you have a problem with travel arrangements, the airline
shows
Table 11
Cumulative
Frequency Percent Valid Percent Percent
Valid Yes 18 60.0% 60.0% 60.0%
No 7 23.3% 23.3% 83.3%
Never
had Experience like 5 16.7% 16.7% 100.0%
this
Total 30 100.0% 100.0%
4.11.1 Interpretation
if it happened.
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How will you compare PIA with different airlines in the following services? Please
fill the table according to 1 for Excellent, 2 for Very Good, 3 for Good, 4 for Fair, 5
for Poor.)
Destinations 2 1
Punctuality 3 2
Quality of Food 3 2
Hospitality/Customer Service 4 1
Economical 2 1
Corporate Image
Safety of luggage
4.12 Destinations
Table 12
Cumulative
Frequency Percent Valid Percent Percent
Valid Excellent 14 46.7% 46.7% 46.7%
Very Good 6 20.0% 20.0% 66.7%
Good 5 16.7% 16.7% 83.3%
Fair 3 10.0% 10.0% 93.3%
Poor 2 6.7% 6.7% 100.0%
Total 30 100.0% 100.0%
4.12.1 Interpretation
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4.13 Punctuality
Table 13
Cumulative
Frequency Percent Valid Percent Percent
Valid Excellent 11 36.7% 36.7% 36.7%
Very Good 6 20.0% 20.0% 56.7%
Good 8 26.7% 26.7% 83.3%
Fair 3 10.0% 10.0% 93.3%
Poor 2 6.7% 6.7% 100.0%
Total 30 100.0% 100.0%
4.13.1 Interpretation
respondents 36.7%.
Table 14
Cumulative
Frequency Percent Valid Percent Percent
Valid Excellent 12 40.0% 40.0% 40.0%
Very Good 6 20.0% 20.0% 60.0%
Good 4 13.3% 13.3% 73.3%
Fair 6 20.0% 20.0% 93.3%
Poor 2 6.7% 6.7% 100.0%
Total 30 100.0% 100.0%
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4.14.1 Interpretation
Table 15
Cumulative
Frequency Percent Valid Percent Percent
Valid Excellent 12 40.0% 40.0% 40.0%
Very Good 5 16.7% 16.7% 56.7%
Good 4 13.3% 13.3% 70.0%
Fair 5 16.7% 16.7% 86.7%
Poor 4 13.3% 13.3% 100.0%
Total 30 100.0% 100.0%
4.15.1 Interpretation
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4.16 Economical
Table 16
Cumulative
Frequency Percent Valid Percent Percent
Valid Excellent 12 40.0% 40.0% 40.0%
Very Good 11 36.7% 36.7% 76.7%
Good 4 13.3% 13.3% 90.0%
Fair 2 6.7% 6.7% 96.7%
Poor 1 3.3% 3.3% 100.0%
Total 30 100.0% 100.0%
4.16.1 Interpretation
Table 17
Cumulative
Frequency Percent Valid Percent Percent
Valid Excellent 13 43.3% 43.3% 43.3%
Very Good 7 23.3% 23.3% 66.7%
Good 4 13.3% 13.3% 80.0%
Fair 4 13.3% 13.3% 93.3%
Poor 2 6.7% 6.7% 100.0%
Total 30 100.0% 100.0%
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13 out of 30 answer4.3.3%
Table 17
Cumulative
Frequency Percent Valid Percent Percent
Valid Excellent 17 56.7% 56.7% 56.7%
Very Good 5 16.7% 16.7% 73.3%
Good 3 10.0% 10.0% 83.3%
Fair 2 6.7% 6.7% 90.0%
Poor 3 10.0% 10.0% 100.0%
Total 30 100.0% 100.0%
13 ut of 30 answer4.3.3%
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CHAPTER NO. 5
5.1 Conclusion
It has been watched that PIA and Airblue offer similitudes and contrasts. This is
different records, PIA has a brought together structure as opposed to the decentralized
way of Airblue. This has brought on higher clashes and poor administration of workers as
choices are made by the top level administration without including the representatives.
Both have incorporated enlisting forms. Nonetheless, PIA stresses on experience while
Airblue inclines toward abilities. Along these lines, the association has youthful and
dynamic workers who may need in experience yet not fitness. This has expanded
Both favor correspondence through electronic sends. In any case, Airblue has direct
Airblue. The gatherings and recommendation boxes at PIA are incapable; workers feel
hesitant to voice their worries in a meeting in the midst of others and objections in the
proposal boxes require significant investment to achieve supervisors and along these
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5.2 Recommendation
It has been watched that Pakistan International Airlines reasons for alarm change. They
expect that the framework will get to be shaky, their security will be lost, and they won't
comprehend the new procedure, thusly, won't know how to react to the new
methodology. Despite what might be expected, Airblue has kept up a society concentrated
on their representatives from its initiation. PIA must offer brilliant handshake and early
retirement to the quantity of representatives which are at excess. Along these lines the
concerned, PIA has run over four noteworthy episodes in light of the specialized issues in
its planes. So this association must enhance the specialized preparing programs. In spite
of the fact that it had a few preparing programs yet when contrasted with different
carriers. PIA need to expand the quality and amount of preparing programsIf we discuss
the interpersonal abilities there are a considerable measure of irritated clients because of
association PIA must prepare its workers for their interpersonal aptitudes. PIA ought to
execute such procedures to hold its productive workers as the airhostess turnover rate and
in addition different representatives 'turnover rate is high. PIA needs to prepare the
procedures like expanding stipends and giving solid workplace to its representatives.
Other than this HR bureau of PIA ought to likewise concentrate on the accompanying
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Technical headways
Business capability
Trend investigation
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CHAPTER NO. 6
BIBLIOGRAPHY/REFERENCES
3. Singh, A.K. and A.P. Singh, 2010, Role of Stress and Organizational Support in
Predicting Organizationa lCitizenship Behavior. The IUP Journal of Organizational
Behavior, IX (4): 7-25.
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Questionnaire
Gender Male Female
Age
20 to 25
26 to 30
31 to 35
Above 35
Qualification
a) Inter
b) Bachelor
c) Master
1. How often do you take airline travel?
i. Less than 1 month
ii. 1 month to 2 month
iii. 2 month to 3 month
iv. 3 month to 4 month
v. More Than 4 Month
2. Which airline you always/usually select to travel?
AIRBLUE
Or Any Other
3. Is there any particular reason why you usually choose that PIA?
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Service
Price
Other
Excellent
Very Good
Good
Fair
Poor
5. How did the selected airline Value for Price Paid compare to
yourexpectations?
1 2 3 4 5
6. How would you rate the overall value of the selected airline?
1 2 3 4 5
1 2 3 4 5
Very Expensive
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Expensive
Average
Low
Very low
10. How will you compare PIA with different airlines in the following services?
Please fill the table according to 1 for Excellent, 2 for Very Good, 3 forGood, 4 for
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