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OWN YOUR JOB

Training for employees of Pakistan International Airlines Corporation (PIAC)
12/12/2009

SYED MUHAMMAD FARAZ ALI- PAF-KIET

OWN YOUR JOB
Training for employees of Pakistan International Airlines Corporation (PIAC) _______________________________________________________________________________________________________

Vision
PIA's vision is to be a world class airline exceeding customer expectations through dedicated employees, committed to excellence.

Mission
Employee teams will contribute towards making PIA a global airline of choice: Offering quality customer services and innovative products Participating in global alliances Using state-of-the-art technologies Ensuring cost-effective measures in procurement and operations
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INTRODUCTION This report is about the introduction of a new training program with the name of “OWN YOUR JOB” at Pakistan International Airlines Corporation (PIAC). Basically, the need of this program was felt due to the care-free attitude of the employees related to their jobs and assets or resources of the organization which is influencing it in one way or other which has to be changed for taking the organization on the profitable track. All the parameters of the program have been mentioned as under:

Objectives of Training
To develop the sense of ownership in the employees for their jobs in the organization. To minimize the costs of the individual departments by developing this sense. To increase the motivation level of the employees by making them owner of their jobs. To increase the level of job-satisfaction by motivating employees through this training. Finally, to increase the productivity of employees and ultimately of the organization.

TRAINING NEEDS ASSESSMENT (TNA)
The Needs Assessment process includes the review of the departmental performance report as well as the performance appraisal of the employees which would help to analyze the gaps in the required and actual performance of the employees. The basic criterion for training need is the applied Vs actual expense or costs of the individual departments. This would facilitate to find which department requires training. In the TNA, following aspects would be involved: Director HR General Manager HR Head of Department s Supervisors Applied budget and actual expenses Performance appraisals (ACRs in PIAC)

Method/Technique of TNA As the department heads would be involved in this process, their interview would be the best idea for getting information. After completion of the TNA, the summary would be sent to chairman and Managing Director of PIAC.

Organizational Analysis There would be a comprehensive analysis of the organization‟s strategic business goal to find out whether this training fits and severs. By doing this, training would be aligned with the strategic business goal by fulfilling gaps and short comings.

Resource Analysis Resource analysis involves the best available resources in executing the training program. For example: Budget for training Expertise required to provide training Time availability Venue availability

TRAINING TOPIC
The topic of the training would be “OWN YOUR JOB” which means taking special care of what you do in the organization as your job. This is basically developing the sense of responsibility, enthusiasm and feelings of pride. Development of this sense will make employee feel that the organization is his. Everything at workplace is to facilitate him. If he takes care of those things, it will be beneficial for him. The topic emerged from observation of the care-free attitude of many employees at PIAC. This care-free attitude includes late coming, care less attitudes towards physical aspects of the organization, denting organization by using its assets for personal use etc…since, PIAC has a big political influence on it, it has been the attitude of its employees for a long time and has now become a culture. This culture has to be changed by introducing this training program on a permanent basis.

TRAINING EXECUTION
Since, this is a new subject related to training; therefore, the trainer would be outsourced. Initially, the managers, supervisors Director HR and General

Manager HR would attend the training as an orientation to the training program, so that they could have an idea about the actual program. After that, the actual transfer of the training to employees would be done. If the program gets a success, it would be made mandatory for all the employees to attend this training so that this sense could become a part of values of the organization and the cultural development. Every new comer would attend it as a part of his initial training which would help him to adapt to this culture and could serve the organization in a superior manner.

TRAINING EVALUATION
Evaluation is very important as the organization is investing time and money. There would be pre-training-evaluation and post -training-evaluation. In pretraining-evaluation, the following things would be done: Formative Evaluation: in which it will be done during program design and development which will help to make sure that the training program is well organized and runs smoothly. Secondly, it will also be considered carefully that the trainees learn and satisfied with the program. Pilot Testing: in this, the program will be previewed with some potential trainees and managers to make sure that the program is well organized.

Post-Training-Evaluation In post -training-evaluation, the effectiveness of the training would be measured on the basis of the performance of the group attended the training. The comparison between pre-training-performance with the post -trainingperformance would give the clear result which would help to determine the effectiveness of the program. If the program gets a success, it would be provided to all the employees. Since the idea/topic is not limited to the levels of management, there would be no restriction. Later it would be made mandatory for all the new comers to attend it.

CONCLUSION
In conclusion, it can be said that the program is expected to do well from the organizational point of view where it will help to reduce costs through minimizing unnecessary losses of resources as well as the employees‟ point of view where it will work as a career growth ladder. It is very important to build this sense in employees because many organizations are occurring big losses due to the lack of „ownership‟ of the job and the organization.