internship report of pia
TRANSCRIPT
Internship ReportPakistan International Airline Corporation
Preface
This report credentials the work done during the summer internship at Pakistan International
Airlines Corporation (PIAC), Karachi under the supervision of Asst. Manager Mrs. Shaista
Khan. The report will first give an overview of the Corporation then the tasks completed during
the period of internship with our experiences. Then recommendations shall be discussed.
I had tried my best to keep report simple.
Acknowledgement
I would like to express my deepest appreciation to all those who provided me the opportunity of Internship in PIA. A special gratitude, I give to our Internship Incharge, Mr. Nadeem Khan whose contribution in stimulating suggestions and encouragement helped me during my Internship Program.
Furthermore, I would also like to acknowledge with much appreciation the crucial role of the staff of HR (HRA&C), who gave the permission to use all required equipment and the necessary materials to complete the task/sectional assignments. Last but not least, many thanks to my reporting officer, Mrs. Shaista Khan who invested her full effort in guiding me during my tasks. I also appreciate the guidance given by other supervisor as well as the panel in my Internship Program that helped me to improve my skills, capabilities and competencies, thanks to their comment and advices.
Contents:
1. Introduction 1
2. Pakistan international airlines PIA 1
2.1. Mission statement of PIA 2
2.2. Vision of PIA 2
2.3. Slogan 2
2.4. History 2
2.5. Achievements and recognitions of PIA 3
3. HR department of PIA 4
4. Human Resource Admin and Coordination (HRA&C) 5
4.1. Sub units of HR Admin & Coordination 5
4.2. Functions of HR Admin & Coordination 5
4.3. Our Duties and Responsibilities 6
5. Leave Facility in PIA 9
5.1. Policy 9
5.2. Schedules of Leave in PIA 10
Casual Leave 10
Sick Leave 10
Special Leave 10
Special Sick Leave 10
Privilege Leave 11
LPR (Leave Preparatory Retirement 11
Days Off 11
Accident Leave 11
Leave without Pay 11
General Conditions of LWP 12
6. Passage Facility in PIA 12
6.1. Policy 12
6.2. Types and Conditions 13
Types of Passage 13
Set 13
Passage facility is given on the basis of 13
Availability of tickets 13
Family 13
Categories of Tickets 14
Entitlement Year for Passage 14
Passage rule 14
General Rules 14
Eligibility 14
Validity 15
Transfer of Passage 15
Passage against Future Entitlement 15
NOC for Immigration Authorities for Travel Abroad 15
Issuance of Domestic Passage in Emergencies 15
HR Unit Security 16
Diary Dispatch 17
LAOO 17
TMS 17
Free Path 17
7. Conclusion 18
8. Recommendations 19
9. References 20
1. INTRODUCTION :
The following report describes the activities carried out during 6-weeks, internship at
Pakistan International Airlines (PIA). The document contains information about the
organization along with its history and the responsibilities performed by us throughout the period
between 1st June and 10th July. The main objective of this report is to reflect upon the experiences
collected by us during our internship at this organization.
The first part of the report offers an overview of the organization following its introduction
and history, it proceeds to describe in some detail the most relevant projects carried out and
experiences we gained. Finally, the report wraps-up with a few closing remarks and conclusions
from the experience.
1. Pakistan International Airlines PIA : Pakistan International Airlines (PIA) is one of the best airlines of the world and is the
strong pillar of Pakistan’s economy. It has its head office in Karachi. It is one of the largest
airlines’ of Asia operating scheduled services to 24 Domestic destinations and 39 International
destinations in 25 countries across Asia. Its main bases are Karachi, Lahore, and
Islamabad/Rawalpindi. Its secondary base includes Peshawar, Faisalabad, Quetta, Sialkot and
Multan from which it connect the metropolitan cities with the main bases, the Middle East and
the Far East. The airline is owned by the government of Pakistan (87%) and other shareholders
(13%).
PIA is divided into following departments: Human Resource and Administration,
Marketing, Corporate Planning, Information Services, Finance, Flight Services, Flight Operation,
Engineering, Procurement and Logistics, Customer Services, Training and Development, Quality
Assurance.
To attract capable candidates externally, PIA advertise in the leading newspapers (Dawn
and Jang) and on the official website of PIA, these are the mediums used by PIA. Internal
Recruitment is done by upgrading the rank of any current employee through selection/re-
designation by checking the prescribed criteria and interview by selection board.
2.1. Mission statement of PIA:
“As a symbol of national pride, Pakistan international must strive to be an airline of choice
operating profitably on modern commercial concepts, capable of competing with the best in its
entire international and domestic markets and consistently exceeding customer expectations. It
should be a choice employer deploying modern technology in all spheres of its activities.”
2.2. Vision of PIA:"To be a world class airline exceeding customer expectations through dedicated employees
committed to excellence"
2.3. Slogan:
“Great people to fly with”
2.4. History: Pakistan International Airlines (PIA) began when Pakistan was not an independent state.
In 1946 Muhammad Ali Jinnah realized the need for an airline network and called upon the help
of an industrialist Mirza Ahmed Ispahani to develop a flag carrier for the nation. Meanwhile an
airline called “Orient Airways” registered in Calcutta was formed on 23 October 1946. In
February 1947, the airline brought three DC-3 airplanes from a company in Texas, and in May of
that year the airline was granted a license to fly. Services were started in June from Kolkata to
Sittwe and Yangon. This was the first post-war airline flight by a South Asian registered airline
company. Two months after this, Pakistan was formed. Orient Airways began relief flights to
the new nation and soon after, it moved its operations to Karachi and began flights to Dhaka on 7
June 1954. In addition, the first two domestic routes in Pakistan were established from Karachi
to Lahore, Peshawar, and Karachi to Quetta to Lahore.
On 11 March 1955, Orient Airways merged with the government’s proposed airlines,
becoming ‘Pakistan International Airlines Corporation’. During the same year the airline opened
its first international service from Karachi to London. In March 1960, PIA became the first Asian
airline to use Jet aircraft when Boeing 707 services were introduced.
The 1980s began with the opening of cargo centre in Karachi and delivery of a new
aircraft, Airbus A300B4-203. During 1982 the first C and D checks were carried out on the fleet
I Karachi. In 1985 PIA Planetarium tourist’s attraction was inaugurated in Karachi and later in
Lahore.
2.5. Achievements and recognitions of PIA:
First airline from an Asian country to fly the super constellation.
First Asian airline to operate a jet aircraft.
First Asian airline to be granted maintenance approval by the US Federal Aviation
Administration(FAA) and the Air Registration Board, predecessor of the British Civil
Aviation Authority(CAA).
First non-communist airline to fly to the people`s Republic of China and operate a service
between Asia and Europe via Moscow.
First airline in Asia to induct the new technology Boeing 777-300 aircraft.
First airline in the world to induct Boeing 777-200LR, the world`s longest range in
commercial airliner.
First airline in the world to take delivery of the Boeing 777-200LR world liner (Longer
Range Variant).
Pakistan International Airlines Flight Services Department was awarded the ISO
9001:2000 certification award during May 2006.
First airline in Pakistan to operate a flight with an all female crew at command in the
cabin.
First airline in the world to operate the Boeing 777-200ER, 777-20LR and 777-300ER
altogether - all the three variant available on the market.
PIA Flight Kitchens in Karachi were awarded the HACCP Certification.
3. HR Department of PIA: There are four main divisions of HR department of PIA. Each division consists of different
sections and some sections further consist of sub units. Department has a Director, each division
has a General Manager and each section has a Deputy General Manager. Sub units are headed by
the respective Dy. General Manager or Managers of the section. Four main divisions and their
sections are as under:
i. HR Management
HR Admin & Coordination
HR Marketing
HR Finance
HR Engineering
HR Passenger Handling Service
HR Information Technology
HR Flight Services
HR Flight Operations
HR Procurements and Logistics
HR Precession Engineering Complex
HR Food Services
HR Services
HR Records
ii. Organizational Development
Industrial Engineering
Staff Development
Recruitment and Placement
iii. Industrial Relations
iv. Policies and Compensation
Policies and Procedures
Compensation and Benefits
4. Human Resource Admin and Coordination (HRA&C): This section is headed by a Dy. General Manager (Mr.Abdul Rauf Akhtar) along with two
Assistant Managers; (Mrs. Shaista and Mr Ali Asjad respectively), two HR Supervisors, three
HR Assistants, Machine operator, Statistical Assistant, office attendants.
4.1. Sub units of HR Admin & Coordination:The sub units of HR Admin & Coordination are as under:
i. HR unit PTC
ii. HR unit Security
iii. HR unit Works & Projects
iv. HR unit Motor Transport/ Sports
4.2. Functions of HR Admin & Coordination: Being the main admin, main Functions of HR Admin & Coordination sections are:
Coordination with the outstation
Employee’s grievances/ appeals
Service Briefs
Promotion Cases
Seniority cases
Litigation cases
Disciplinary cases
Letters for transfers/ postings
Confirmations
Special Allowance
Re-designation cases
Maintaining Seniority lists
Training nominations
Issuance of NOC for Job applications
Maintenance and updating of records of leaves and passage of all employees
Updating records on TMS & POPIS
Maintaining LAOO (Local Admin Office Order) register
Diary Dispatch
Self & family card processing
Annual PARs projects
Salary fixation
Clearance / final settlement formalities in retirement/separation
Issuance of Visa letters/ NOC/ Passports/ Interline tickets
Preparation and issuance of Passage authority
Issuance of LPR (Leave Preparatory Retirement) Letters
Record keeping
Litigation (repeat)
Provide services to daily wage employees
4.3. Our Duties and Responsibilities: During 6 weeks of our internship period in HR Admin & Coordination section,
we learned and carried out different functions time to time. Such as; we dealt with different cases
of different nature under the supervision of our supervisors, we wrote different letters containing
different subjects, we initiate minutes regarding different issues as per the applications and
appeals of employees, and we learned that what could be a disciplinary case and how to deal
with such cases in the corporation. Some of the works (with their description) we did there are as
follows:
Employee Grievances:
Employee grievances occurs when employee is not satisfied with
corporation/management’s decisions regarding promotions, transfers, allowances, as well as it
could also occur between employees regarding seniority etc. When any employee has any such
grievances he could write an appeal to department head and in case he does not get the
satisfactory decision he could approach to court, as the last resort. Then, his appeal is decided on
the basis of Corporation’s rule and merit of the case.
We dealt with such a case in which a person was aggrieved because he was not given the
desired seniority. He made an appeal in the court and asked for justice. We proceed with the case
by making HR comments as per the corporate policy and move the case to higher authority for
final decision.
Further we studied a case in which an employee was not satisfied by the seniority of his
co-employee because according to him he deserves that seniority at first place so he forwarded
his case through a letter to higher authority to look into the matter.
Promotion Cases:
It includes the entire promotions whether by Management’s decision or by the appeal of
employee himself. To select the employee for promotion we assess employee as per the
promotion policy of PIA to check whether employee meets the criteria by mean of length of
service, qualification, PARs Trainings or not. And the most important thing to check is whether
there is any vacancy available or not.
We dealt with the cases where employee themselves appeal for their promotion submitting
the required documents for promotion and then forward the file to higher authority. We also
check the PG wise employees’ list to check and find out who is eligible for promotion and who is
not.
Seniority Cases:
Respective HR Section make seniority lists of employee for the time of being belonging to such
category. Then as per the policy and eligibility of employees according to the seniority lists,
employees appear in Promotion boards and are selected for promotions in next pay groups. We
studied such cases in which employees were selected for promotions as per their seniority.
Disciplinary Cases:
It refers to misconducts made by employees on their job in the corporation. Some disciplinary
cases are of Fake/Bogus Degree, Fraud, use of Corporation equipment without approval of
competent authority, going on leave without informing the authority, misconducts, sleeping or
wasting time without any prior reason during job timing etc. when someone has carried out any
misconduct then he has to go through a proper procedure of set by the competent authorities to
deal with the misconducts. The procedure is as follows:
It is started with a show cause notice. Show cause notice is given to employee and
he has a time of 3 to 7 days to reply on this notice.
If the reply is submitted by the employee is not satisfactory then Inquiry panel
conduct an Inquiry.
If the employee is found guilty in this Inquiry, he is charged some penalty.
Minimum penalty is giving a warning letter to employee and maximum penalty is
permanent separation of employee from the organization.
We dealt with the case, where an employee made fraud by giving illegal mutual allotment of flat.
As per Corporation policy, dual allotment of same flat is not allowed but he did so. Proper
Inquiry was conducted to further proceed with the case and to avoid such an event in future.
Inquiry covers the following aspects:
a) Action against employee who keep illegal position of PIA Flat.
b) Lapse on the part of Township official involve in this case.
Letters:
During our internship we wrote different letters, such as; we wrote a letter of transfer of
employee from his home department to another department on Management’s behalf, and
confirmation letters of NOC to apply for overseas scholarship etc.
Special Allowances:
Special Allowances are the Allowances given to employees by the corporation. We studied a
case in which an employee made a request for the payment of LTA (Leave Travel Allowance).
LTA was not given to him because he was under disciplinary action due to submitting Fake
Matric Certificate. As per rules, since he was not eligible for annual Increment so he could not
get LTA. As per corporation Policy salary and allowances are admissible during disciplinary
action. Therefore, we initiate a minute on employee request and sought advice from PnP section
that whether LTA should be paid to employee during disciplinary cases.
Re-Designation:
Re-designation involves change of a designation of an employee upon permanent transfer from
one department to another. In case when such transfer is made on attachment basis then the
employee carries his current designation to the new assignment and his seniority is maintained in
his parent department.
We dealt with the case, in which case is initiated by the Manager for re-designation of
employees, due to shortage of staff in different areas. According to corporation rules, re-
designation of employees not allowed on his choice but if the management wanted to re-
designate the employee then it can be made. Therefore, we initiate minute and send it to
management for the approval of re-designation.
Issuance Of NOC:
When an employee wanted to apply for the new job outside the organization, or he wanted to
continue his studies while working in PIA, he needs a NOC (No Objection Certificate) from the
Corporation for it because sometimes in fact most of the times the organizations/Institutes
demand them for further procedure.
When employees don’t inform the organization and apply for job or studies at their own
and later ask for NOC from Corporation, then as per Policy they may be issued a warning letter
for not informing the corporation.
5. Leave Facility in PIA:
5.1. Policy:Corporation’s policy for leave is: “Leave is a privilege and shall not be claimed as a matter of
right. When the exigencies of service so require, discretion to refuse or revoke leave of any
description is reserved with the Competent Authority. Interpretation of rules/procedures shall
always be made in the light of policy enunciated hereinabove.”
5.2. Schedules of Leave in PIA:
Casual Leave:
Employee can avail 10 leaves per year. It is non-accumulative must be avail it within a
year otherwise it will lapse. It shall not be combined with privilege leave and day off.
Normal casual leave should not be granted for more than three days at a time. Half day
casual leave or any other leave shall not be allowed.
Sick Leave:
It contains 12 leaves per year calendar. It can be avail 12 days leaves at a time. It can be
accumulated with next year’s sick leaves if it’s not avail. It combined with casual leave as
well. If it is more than one day then the certificate must be from registered medical
practitioner (RMP) has to submit by the employee. There is no limitation for sick leave.
Special Leave:
It contains maximum 3 months leaves during service. Employee can avail it for extreme
compassionate grounds Sickness etc. As in the case of divorced or widow female the
female employee can avail it now but if she left over with her privilege leaves then firstly
it will be cut off from her privilege leaves and afterwards she can avail sick leave.
Special Sick Leave:
It could be avail when there is no sick leave, privilege leave, special leave and special
sick leave. Employees shall be entitled to a maximum of one and half (1-1/2) years‟
special sick leave in entire service either in piecemeal or at a stretch subject. Employees
are under care and treatment of PIA Medical Officer. Period of continuous sickness is
beyond 30 days. Initially sick leave at credit of the employee shall be consumed.
Thereafter, accumulated privilege leave shall be adjusted.
Privilege Leave:
It contain 30 leaves per year, if the service is less than 10 years and 35 leaves per year,
for those who have the service of more than 10 years. It is also accumulative and has
limitation. It could not be added up for more than 365 days, leaves exceeding 365 days
would be lapse. Only DGM can approve it and lower rank than the rank of DGM could
not approved but upper than the rank of DGM can approved. At a time minimum 5 days
leave could be assigned if you need more than the 5 days then will take it from privilege
leave.
LPR (Leave Preparatory Retirement):
It could be avail before the retirement. These are those privilege leaves which an
employee could not avail. So, now it will be named as LPR. Encashment of LPR in
respect of employees retiring on attaining superannuation age i.e. 60 years has been
discontinued. No leave shall be earned during LPR.
Days Off:
This leave could be avail by that employee who has been working on that day which was
officially off than the employee has the chance to avail it in else time. It could be avail
within 180 days from that event otherwise it will be lapsed.
Accident Leave:
It would be avail 3 months leave in the case of accident if the person is on the job. It is
not assigned annually.
Leave without Pay:
It would be given only once in whole service period and it will be for maximum 3 years.
It shall be admissible to all categories of employees who have completed minimum one
year service (regular or contractual or combination of both) in accordance with the laid
down condition and on account of the following reasons:
o Sickness
o Study
o In continuation of maternity leave to female employees
o Self arranged secondment/gainful employment
o Posting/transfer of spouse at other work station
o Any other unforeseen personal exigency not covered under leave rules
General Conditions of LWP:
a) Employee shall avail at one go not in piece-meal
b) Employee should not rejoined duty before the completion of LWP.
c) After availing LWP employee should start working at the same position where he
placed before commencement of LWP. On other hand if there is no availability of his/her
position, so now according to Management’s discretion he/she shall be placed at any
vacant position anywhere in the Corporation.
d) Approval of LWP is based on competent authority on case to case basis, keeping in
view of corporation’s requirement.
e) Employee family shall be allowed to avail free tickets on credit during the period of
LWP.
f) Grant of LWP to contractual employees shall be restricted within the period of contract
only.
g) No assistance shall be given to employees who have been allowed LWP for study
purpose.
6. Passage Facility in PIA:
6.1. Policy:“Rebated passage to an employee may be granted by the competent authority at its
discretion. It shall not be claimed by an employee as a matter of right. An employee and
his family will be entitled to such rebated passages as approved by the Board, from time
to time.”
6.2. Types and Conditions of Passage:
Types of Passage:
100% Re-bated Passage; have not to pay, free
95% Re-bated Passage; have to pay 5%
85% Re-bated Passage; have to pay 15%
Set: A set contain max 5 round trip tickets
Employee and his/her Family may utilize current rebated set of tickets either at a
time or at different occasions.
Employee allowed availing the two combined set of 100% Re-batted tickets, on
domestic routes, for self, wife and four or more children either at a time or at
different occasion.
Passage facility is given on the basis of : Designation
Length of service
Tickets are available for: Domestic routes
International routes.
Family: Spouse (husband or wife), unemployed and unmarried sons up to the age of 24
years; unmarried, widow and divorced daughter of any age and mentally retarded
children of any age( Subject to certificate of Chief Medical Officer(CMO)/ Chief
Flight Surgeon).
Son ticket entitlement may end at the age of 24 and then parents can transfer their
ticket to him up to the age of 27(only if he is unemployed).
Passage facility shall be admissible to one adopted child of an employee, during
service.
Dependent Parents who are not engaged in any gainful employment or business.
Categories of Tickets are : Sublo; known as Chance ticket.
Non Sublo; known as Confirm Ticket.
Entitlement Year For Passage: Passages available on the basis of entitlement year from 1st March to the last day
of the February and lapse at the end of each entitlement year in respect of
employees having less than 10 years services because they having a non-
accumulated tickets and employees having service more than 10 years have
accumulative tickets for just one year.
Passage rule: General rules and conditions is applicable to various categories of employees,
their families including eligibility, validity, transfer of ticket, etc.
General Rules: Competent Authority grant re-bated Passages to the serving and retired
employees.
Eligibility: Summary of entitlement of 100%, 95% and 85% re-bated tickets applicable during
employee service on following grounds:
I. For Domestic Routes:
During 1st year of service, no 100% & 95% re-bated tickets given to employee.
After 1st year of service, 100% & 95% re-bated ticket given to employee.
II. For International Routes:
During 1st year of service, no 100% & 95% re-bated tickets is given to employee.
After 1st year of service, 100% & 95% re-bated tickets is given to employee.
Validity: Passage authority shall be valid for 15 days from date of Issuance.
Tickets shall be valid for 180 days from the date of Issuance then expired
automatically. But if employee wants to use after expiry of tickets so the validity
may extended for 90 days.
Transfer of Passage: Tickets are transferrable to parents on every year based on domestic and
international routes.
Domestic ticket can transfer to employee parents once in a year.
International ticket can transfer to employee parents once in two years, from the
date of Issuance.
Passage against Future Entitlement: Request for issuance of one set of 100% Re- bated passage on domestic routes,
against future entitlement, shall only be considered when employee has consumed
all rebated passages, on domestic routes during entitlement year.
Such a request is made 02 months prior to the expiry of entitlement year.
Proper justification is given by the employee to establish requirement for Issue of
Passage.
NOC for Immigration Authorities For Travel Abroad: International travelling required NOC. Employee who travels Abroad on leave or
On Company Service (OCS) shall obtain No Objection Certificate on PIA letter
head.
Issuance of Domestic Passage In Emergencies: In case of emergency like (sudden death, accident of a close relative or serious
illness) direct ticket can be achieved without Passage authority. The Duty Station
Managers at domestic stations are authorized to issue domestic tickets only on
giving a valid PIA Identity Card/ Family card.
All matters related to Passage of retire employees are dealt by Retire Cell. Employee can go on
leave for travel by using PL for minimum 7 days leave. Employee can takeoff three stations only
on one ticket, repetition of station is not allowed.
HR Unit Security:We visited the HR Unit security. This unit performs all the HR functions related to security staff;
like promotions, transfers, their grievances etc. 23 stations are under this unit. These stations
have three dimensions:
South:
Karachi (KHI)
Quetta (UET)
Gawadar (GWD)
Turbat (TUT)
Pesheen (PZH)
Punjgoor (PJG)
Moen jo Daro (MJD)
Sukkhar (SKZ)
Nawab Shah (NWS)
North:
Islamabad (ISB)
Peshawar (PW)
Gilgit (GIL)
Dera Ismail Khan (DIK)
Iskardu (ISK)
Central:
Lahore (LHE)
Lil Pur (LYP)
Multan (MUX)
Sialkot (SKT)
Rahim Yar Khan (RYK)
Dera Ghazi Khan (GZK)
Bahawalpur (BHP)
Diary Dispatch:Diary dispatch is used to maintain the record of received and sent documents (letters, mails
litigation cases etc) by internal as well as external sources.
LAOO (Local Admin Office Order):LAOO no. is a unique reference number and it is placed on employee’s letters which are sent to
HR Records. Each section has its own LAOO number.
TMS (Time Management System):
It is software used in PIA for attendance, submission of leaves and all leave related
issues.
Free Path:This software is used in PIA. Main system is known as Free Path. It has many parts. POPIS is
one of those parts, used for different purposes; Payroll, leave record, tickets record etc.
7. Conclusion:
We started our journey from PTC where we went through the history of PIA and had
many guest speakers in orientation who share their experiences in PIA and elaborate the culture
of PIA.
We gained lots of experience during working in PIA (HRA&C). We overviewed the legal
aspect of Human Resource Management that our section dealt with. We have done practical
work that enhances our skills, capabilities and competencies. We also have done the practical
implementation of whatever we learn in our books. This helps us to elaborate our level of
thinking and recognizing the real facts and figure that does not explain by bookish concept. We
dealt with assignments that are related to dual allotment, seniority cases, promotion, amendment
of leaves and disciplinary case related to using wrong signing authority. Moreover, we
understand the schedules of leave and passage in PIA that what benefits and perks would be
availed by an employee in terms of annual leaves and tickets. We also overviewed the security
department of PIA that deals with the security staff of the Organization. The staff of our
department includes DGM, Manager and Assistant Mangers which are intellectual and
competent; from them we learned a lot of experiential knowledge through which we polished our
explicit and tactic knowledge. This internship help us to lead in the professional world and first
time we understood the legalities in HRM like this department would also do the legal working
for the organization beyond the basic functions like planning, organizing, leading, controlling,
recruiting & selecting, training & developing and performance appraisal. Overall it was a nice
experience.
Recommendations
PIA should use NTS system for new inductions to ensure the inductions merit based,
without any type of political influence and hire qualified, intellectual and eligible staff.
This will be helpful in the smooth functioning of the corporation as well as will be cost
effective because well qualified staff will need less time for trainings.
PIA has a large number of employees. It should done right-sizing by means of golden
handshake for aged employees who have served PIA for a long time and are now at the
edge of retirement. In this way the monthly burden of the corporation will be decreased
and that amount could be used for the establishment of the corporation.
In PIA there is lots of paper work. In this modernize era this paper work should be now
computerized by means of proper software (ERP, SAP etc) to keep the records and to
integrate the data. It will be then easy to store as well as to retrieve data.
(By Saba Tehniat)
Organization is continuously bearing loss due to political influence. Whenever election
held, the newly elected parties change the management of PIA. The new management
take new Inductions make new rules for Corporation, the implementation of these new
rules spoil lots of money and time. To overcome this problem Corporation need to reduce
the increasing political Influence on the part of the Corporation.
In PIA, unions involved in using unnecessary power which creating a problem in smooth
functioning of Corporation. Management need to take initiative to ensure that these
unions are working under the boundaries.
Job application forms should be available online, it would be more convenient and time
saving for applicants.
(By Qurat Ul Ain)
8. References: http://www.piac.com.pk/pia_about/pia-about_history.asp
http://www3.piac.com.pk/policy/Manual/PPM-I-2014/PPM1index.asp
http://www.slideshare.net/zirram/pia-research-report