IMPACT OF HR PRACTICES ON ORGANIZATIONAL

PERFORMANCE (AN EMPLOYEE STUDY OF PIA AND AIR BLUE)

MASTER OF COMMERCE (M.COM)

Name: AMINA YOUSAF

Roll No: AR523601

Registration No: 12-PGA-10792

Department of Commerce

Faculty of Social Sciences and Humanities

Allama Iqbal Open University Islamabad

Year 2016

i
 IMPACT OF HR PRACTICES ON ORGANIZATIONAL

PERFORMANCE (AN EMPLOYEE STUDY OF PIA AND AIR BLUE)

Name: AMINA YOUSAF

Roll No: AR523601

Registration No: 12-PGA-

10792

Name of Supervisor

This Project is submitted to Department of Commerce, Faculty of Social Sciences and

Humanities, Allama Iqbal Open University, Islamabad in partial fulfillment of the

requirement for the degree of M.Com

Department of Commerce

Faculty of Social Sciences and Humanities

Allama Iqbal Open University Islamabad

Year 2016

ii
 APPROVAL SHEET

(Viva Voce Committee)

Title of Project: Impact Of HR Practices On Organizational Performance (An Employee

Study Of PIA And Airblue)

Name of Student: AMINA YOUSAF

Roll No.: AR523601

Registration No.: 12-PGA-10792

Accepted by the Viva Voce Committee, Department of Commerce, Faculty of Social

Sciences and Humanities, Allama Iqbal Open University, Islamabad in partial

fulfillment of requirements for the Degree of Master of Commerce (M.Com)

VIVA VOCE COMMITTEE

Chairman

Member

Member

(Day, Month,

Year)

iii
 CERTIFICATE

The Project entitled IMPACT OF HR PRACTICES ON ORGANIZATIONAL

PERFORMANCE (AN EMPLOYEE STUDY OF PIIA AND AIRBLUE at Master of Commerce

(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

iv
 ATTESTATION OF AUTHORSHIP

I, AMINA YOUSAF Roll No. AR523601 Registration

No. 12-PGA-10792 a student of Master of Commerce in Allama Iqbal Open University,

solemnly declare that my research project entitled IMPACT OF HR PRACTICES ON

ORGANIZATIONAL PERFORMANCE (AN EMPLOYEE STUDY OF PIA AND

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

University or Institution. If it is found to be copied/plagiarized at later stage of any

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

understand that if I am found guilty, my degree will be cancelled.

Signature

Name AMINA YOUSAF

Roll No. AR523601

Registration No. 12-PGA-10792

Address: MOHALLAH FEATHA ALI

PARK GUJRANWALA

v
 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

with prayers of my Parents and support of my Teachers it became possible to formulate

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.

A comparative study of the two organizations comparing and contrasting on various

parameters of HR practices has been carried out in the project.

Thus, the report evaluates the two organizations on their HR practices like Employee

dissatisfaction, Recruitment & Hiring, Employee promotion, Feedback, Job rotation,

Employee Security, Exit Interviews & Monetary Rewards. After a thorough analysis,

recommendations have been proposed to improve the effectiveness of the organization

TABLE OF CONTENTS

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CHAPTER 1........................................................................................................................1

1. INTRODUCTION AND HISTORY............................................................................1

1.1 INTRODUCTION....................................................................................................1

1.2 FUNDAMENTAL BASES ARE..............................................................................2

1.2.1 Conception of a Nation, Birth of an Airline..........................................................3

1.2.2 Situate Airways take to Skies................................................................................3

1.2.3 Another National Flag Carrier for Pakistan..........................................................4

1.2.4 PIA's First International Service...........................................................................5

1.2.5 New Planes, New Directions, New Management.................................................5

1.3 RESEARCH OBJECTIVES....................................................................................6

CHAPTER NO:2.................................................................................................................8

2 LITRRATURE REVIEW.............................................................................................8

2.2 FUNCTIONS OF HUMAN RESOURCE DEPARTMENT OF PIA.....................10

2.3 HUMAN RESOURCE MANAGEMENT AT PIA................................................10

2.4 MANPOWER PLANNING....................................................................................11

2.5 HR PRACTICES ON EMPLOYEE SATISFACTION..........................................12

2.5.1 Worker satisfaction pia........................................................................................14

2.6 EMPLOYEE SATISFACTION AIR BLUE...........................................................14

2.7.1 CODE AND CONDUCT in PIA.........................................................................17

2.7.2 CODE AND CONDUCT AIR BLUE.................................................................17

2.8 HR PRACTICES ON EMPLOYEE RECRUITMENT AND CONTRACTING...17

2.8.1 Post Position and Implement Recruitment Plan..................................................19

2.8.1.1 Conduct Interview...........................................................................................19

2.8.1.2 Select Hire.............................................................................................................20

2.8.1.4 When to Conduct References..........................................................................21

2.8.1.5 References in the Overall Decision Process....................................................21

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2.8.2 Settle Recruitment...............................................................................................21

2.8.3 EMPLOYEE RECRUITMENT AND HIRING PIA..........................................22

2.8.3.1 Recruitment Policy..........................................................................................23

2.8.3.2 Education level................................................................................................24

2.8.3.3 External Recruitment.......................................................................................25

2.8.3.4 Internal Recruitment........................................................................................25

2.8.3.5 Downsizing............................................................................................................26

2.8.3.6 Outsource.........................................................................................................26

2.8.3.7 Methods of Recruitment..................................................................................26

2.8.3.8 Air hostess.......................................................................................................27

2.8.4 RECRUITMENT AND HIRING AIR BLUE.....................................................27

2.9 HR PRACTICES ON REPERESENTATIVE PROMOTION...............................28

2.9.1 Representative PROMOTION in pia..................................................................29

2.9.2 Representative PROMOTION AIR BLUE.........................................................30

2.10 HR PRACTICES ON EMPLOYEE COMMUNICATION....................................30

2.10.2 Communction AIR BLUE......................................................................................32

2.11 HR PRACTICES ON EMPLOYEE JOB ROTATION..........................................32

2.11.1 JOB ROTATION PIA.........................................................................................34

2.11.2 JOB ROTATION AIR BLUE..............................................................................34

2.12 HR PRACTICES ON EMPLOYEE post...............................................................34

2.12.1 Post-employment surveys PIA............................................................................35

2.12.2 Post-employment surveys air blue......................................................................36

2.13 HR PRACTICES ON EMPLOYEE MONETARY REWARDS............................36

2.13.1 Money related REWARDS PIA..........................................................................37

2.13.2 MONY RELATED REWARDS AIR BLUE.......................................................37

2.14 HR PRACTICES ON EMPLOYEE SECURITY...................................................38

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2.14.1 Representative Security PIA...............................................................................38

2.14.2 Representative security AIR BLUE........................................................................39

2.15 HR PRACTICES ON EMPLOYEE POWER AND POLITICAL.........................39

2.16 HR PRACTICES ONSHARING INFORMATION...............................................40

2.16.1. SHARING OF INFORMATION PIA...............................................................41

2.162. SHARING OF INFORMATION AIR BLUE.......................................................41

CHAPTER NO. 3..............................................................................................................42

3 RESEARCH METHODOLOGY...................................................................................42

3.1 DATA COLLECTION METHODS........................................................................42

3.2 PRIMARY DATA...................................................................................................42

3.3 QUESTIONNAIRES..............................................................................................44

3.4 DEPTH INTERVIEWS..........................................................................................44

3.5 SECONDARY DATA.............................................................................................45

3.6 RECRUITMENT....................................................................................................45

Chapter No.4......................................................................................................................46

4 DATA ANALYSIS AND INTERPRETATION..........................................................46

4.1 Age Frequency........................................................................................................47

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 How often do you take airline travel?.....................................................................49

4.4.1 Interpretation.......................................................................................................49

4.5 Which airline you always/usually select to travel?.................................................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 How do you consider the price of PIA as compare to AIRBLUE..........................54

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 Quality of Food.......................................................................................................57

4.14.1 Interpretation.......................................................................................................58

4.15 Hospitality/Customer Service.................................................................................58

4.15.1 Interpretation.......................................................................................................58

4.16 Economical.............................................................................................................59

4.16.1 Interpretation.......................................................................................................59

4.17 Corporate Image.....................................................................................................59

4.18 Safety of Luggage...................................................................................................60

CHAPTER NO. 5..............................................................................................................61

5 CONCLUSION AND RECOMMENDATION..........................................................61

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5.1 Conclusion...................................................................................................................61

5.2 Recommendation....................................................................................................62

CHAPTER NO. 6..............................................................................................................64

BIBLIOGRAPHY/REFERENCES...................................................................................64

Questionnaire.....................................................................................................................65

xii
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. INTRODUCTION AND HISTORY

1.1 INTRODUCTION

Pakistan International Airlines (PIA) is a national aircraft, it is the standard conveyor

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

in Asia PIA is a gigantic endeavor with more than 18,043 laborers.

This association is isolated into taking after offices:

Human Resource and Administration

Marketing

Corporate Planning,

Information Services,

Finance

Flight Services

Flight Operation

Engineering

Procurement and Logistics

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Customer Services

Training and Development

Quality Assurance

1.2 FUNDAMENTAL BASES ARE

Jinnah International Airport, Karachi,

he Allama Iqbal International Airport, Lahore

Islamabad International Airport, Islamabad/Rawalpindi.

Helper bases:

Peshawar International Airport,

Faisalabad International Airport,

Quetta International Airport and

Multan International Airport

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

organization settling on the decisions Pakistan worldwide airplanes known as PIA or

Pakistan general, is the national standard transport and a communicated had undertaking

of the governing body of Pakistan. Headquarter at Jinnah International Airport Karachi it

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,

Lahore and Islamabad/Rawalpindi.

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 ,

2
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the inside east , Europe, and the far east. It is essentailly controlled by the organization of

Pakistan is manged by the service of guard as an autonomous body. It utilized 18043

individuals as of May 2008 and now according to current record 22000 representatives is

working in PIA at various assignments.

History and foundation of PIA

1.2.1 Conception of a Nation, Birth of an Airline

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.

Ispahani, a primary creative, to setup a national bearer on an on a very basic level

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

planed strategy for transport was fundamental. If there should be an occurrence of

Pakistan air transport has been never critical to the progress of another country

1.2.2 Situate Airways take to Skies

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

happened to be the primary post war overall territory to be flown by a transporter

3
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enrolled in India within two months of arrange aeronautics courses operational

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

starting courses were Karachi-Lahore-Peshawar, Karachi-Quetta-Lahore and Karachi-

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

consider the growing needs of the sub-territory.

1.2.3 Another National Flag Carrier for Pakistan

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

4
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claimed carrier Orient Airways converge with it. As per PIAC Ordinance 1955 the result

of the merger was conception of another aircraft on January 10, 1955.

1.2.4 PIA's First International Service

In 1955 the youngster aircraft's initially booked universal administration - to the

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

a grave need for the aircraft

1.2.5 New Planes, New Directions, New Management

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

5
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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

the London-Karachi-Dacca, course which later turned out to be exceptionally effective. In

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.

Be that as it may, the administration was ended in 1966 because of disasters.

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.

1.3 RESEARCH OBJECTIVES

The HR practices of two associations having a place with the same way of industry;

principle study research which is behavior about hr rehearses invovles,

Employee satisfactions

Employee code and conduct

Employee recruitment and hiring

Employee promotion

Communction

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job rotation

employee post

Montary rewards

Employee security

Power and poltical

Sharing information

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CHAPTER NO:2

2 LITRRATURE REVIEW

In today's aggressive surroundings it is essential for an organization to concentrate on the

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

coordinated on Pakistan International Airline (PIA) PIA is national banner transporter

built up in 1955 [4]; give administrations to more than 200 million Pakistanis on

Domestic and International level. Human Resource administration (HRM) is without a

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,

availability of preparing and livelihood headway, openings and organization of managing

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

resource, capital and development then it will be compelling

8
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2.1 HUMAN RESOURCE DEPARTMENT OF PIA

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

leave laborers. Human Resource Department (HRD) of PIA makes methodologies

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

could be a couple reasons of dissatisfaction e.g. inefficient workforce or unmotivated

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

e.g. nonattendance of course, poor get ready and change, nonappearance of

capacities, nonattendance of motivation, nonappearance of watching, nonappearance

9
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of validity, nonappearance of guideline. Utilizing Talented, taught, skilled and

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

significant difficulties which globalized associations face are workforce assorted

qualities, innovation and E business

2.2 FUNCTIONS OF HUMAN RESOURCE DEPARTMENT OF PIA

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

remuneration and administrator backing ought to likewise be given to representatives.

2.3 HUMAN RESOURCE MANAGEMENT AT PIA

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

association it has mixture of 10 HR administrators and every city checking Quetta,

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

10
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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

examination representative presenting on outside station, the information is being formed

from HR division.

2.4 MANPOWER PLANNING

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

arrangement is the high however As PIA is an exceptionally incomprehensible

association working in human asset and organization, promoting, corporate arranging

data administration, account, flight administration, flight operation, building, obtainment

and logistics and client administrations. It is extremely convoluted to fathom the

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

destination to destination .operation, building, obtainment and logistics and client

11
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administrations. It is extremely convoluted to fathom the 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 destination to

destination.

2.5 HR PRACTICES ON EMPLOYEE SATISFACTION

Worker fulfillment and dependability is a standout amongst the most essential difficulties

that managing an account division is confronting in current aggressive business sector. A

great deal of studies have been directed to decide indicators of worker fulfillment yet

these studies concentrated just on created nations. Subsequently, the fundamental

motivation behind study is to discover the relationship between three HR hones i.e. pay,

strengthening and evaluation framework and representative fulfillment and faithfulness in

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

making fulfillment among worker while representative strengthening is observed to be

critical element for creating representative dependability. Hypothetical and administrative

12
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ramifications alongside confinements for future exploration have additionally been

examined. Worker fulfillment and steadfastness is a standout amongst the most vital

difficulties that managing an account part is confronting in current focused business

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.

remuneration, strengthening and examination framework and representative fulfillment

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.

Measurable programming SPSS 17 has been utilized for legitimacy, dependability,

relationship and relapse examination. Representative pay is observed to be most critical

component for making fulfillment among worker while representative strengthening is

observed to be huge element for creating representative unwaveringness. Hypothetical

and administrative ramifications alongside constraints for future exploration have

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

an job .Moreover, it alludes to the capacity, in which worker

13
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2.5.1 Worker satisfaction pia

Worker fulfillment is key for the maintenance of able representatives at PIA. The

management endeavors to accomplish this by advancing workers in next pay bunches

(move-over), giving money related prizes (rewards) and exchanging representatives to

outside posts.

2.6 EMPLOYEE SATISFACTION AIR BLUE

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

extraordinary thought to its exceedingly skilled representatives. For ceaseless inspiration

that keeps the main thrust inside of these individuals alive, Air blue uses disjoin a

channels that include:

1. Long-term extra advantages instructive advances for the youngsters, restorative

and free air-voyaging offices through Air blue, more noteworthy protection

advantages and a few different lives and benefits.

2. Continuous ascents in compensations and rewards when representatives surpass

pre-set targets .However, constant survey is additionally continued the exhibitions

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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3. Promotions that incorporate occupation enhancement project are incorporated into

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

extra rewards US Dollars alongside customary compensation. The extension

process empowers speedy and better occupation advancements to these outside

flights, however the model s strict and it is obligatory to complete certain number

of flight hours before specialists are taken to remote flights

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

client accommodation. As per the Area Manager:"

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

bunches with astounding execution."

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2.7 HR PRACTICES ON EMPLOYEE CODE AND DIRECT

Importance OF HRM can be comprehended in basic terms as utilizing individuals, adding

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

enrollment arrangement that is ID of the enlistment needs, fiscal perspectives, criteria of

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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be in arranged way; Avoid unlawful inquiries. 2. Conduct morals trainingIt is a transient

procedure of preparing given to the HR of the association to do their

2.7.1 CODE AND CONDUCT in PIA

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

2.7.2 CODE AND CONDUCT AIR BLUE

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

association has faith in keeping up an adaptable society for the workers

2.8 HR PRACTICES ON EMPLOYEE RECRUITMENT AND

CONTRACTING

HR rehearses on chose for meeting and last thought are evaluated by more than one

individual to minimize the potential for individual inclination, an assurance admonitory

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

director should attempt to pick an interest admonitory gathering that addresses an

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

investment with opportunity to serve on request sheets of trustees and unprecedented

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

endorsed the gathering people incorporate:

At least one individual who has a strong understanding of the part and its dedication

to the workplace

AJOB master (specific or utilitarian)

An individual who will interface personally with the position as well as serves as

a standard customer

Search leading group of trustees people must ensure no beyond reconciliation

situation in association with the competitors under thought and ought to never be

individuals who may have eagerness for the position

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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

the enrollment procedure

2.8.1 Post Position and Implement Recruitment Plan

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

on letter are optional). Contenders will be seen as "Hopefuls" or "Explanations of

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

interest" and not discernable by the chase leading group of trustees.

2.8.1.1 Conduct Interview

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

assess aptitudes and capacities

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2.8.1.2 Select Hire

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

and making them as target as could be expected under the circumstances.

The pursuit board of trustees assessment apparatus will be useful in supporting choices

and making them as target as could be allowed.

Your documentation ought to show your choice. Documentation is required so as to agree

to OFCCP prerequisites. As a standout amongst the most basic strides all the while, it is

critical to remember the accompanying:

The best contender for the position was picked in light of capabilities

The applicant will complete the University and Department's missions

2.8.1.3 Reference Checks

The purpose of a reference check is to obtain information about a candidates behavior

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

predictor of future success, it is recommended references be obtained from current and

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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2.8.1.4 When to Conduct References

Different positions in the Corporation should be filled-in by people of better than

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

contracting status, number of accessible opening should be highlighted before every

classification being procured. Acceptance would be made at section, center and senior

administration level with an easy to understand procedure to encourage new participants.

To accomplish this goal, a legitimacy base enlistment arrangement has been figured in the

light of guidelines from Federal Government/PIA Board of Directors, the remarkable

elements of which are under as

2.8.1.5 References in the Overall Decision Process

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

available, obtaining copies of signed past performance reviews is also recommended.

Should a reference from the candidates current supervisor not be obtained, it is

recommended Human Resources be contacted to discuss.

2.8.2 Settle Recruitment

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

procedure be finished as takes after:

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Review the obligations and obligations of the position and guarantee they were

precisely depicted and reflected in theJOB portrayal and meeting process

Review determination criteria used to guarantee they depended on the capabilities

2.8.3 EMPLOYEE RECRUITMENT AND HIRING PIA

. A whole Recruitment and Selection Division is working in the HR and Administration

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

enrollment and selectional troublesome circumstances the Human Resource Department

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

recruitment process is followed.

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2.8.3.1 Recruitment Policy

Various positions in the Corporation shall be filled-in by persons of above average

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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2.8.3.2 Education level

Entry level for induction in PIA shall be up to PG-V / VI. However in corporations

requirement and non-availability of suitable personnel for promoting/selecting internally,

induction in PG-VII and above can also be made?

Qualification Pay Group

Matriculation PG-I

Intermediate PG-II

Graduate PG-III & IV

Masters PG-V

MBA, MPA, & equivalent PG-V & VI

MBBS PG-VI

B.E/BSC Engineering PG-V

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

Persons Employment and Rehabilitation Ordinance 1981.

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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

for preparing the Merit List of the suitable candidates.

The vacancies shall be advertised through national / provincial / regional newspapers and

electronic media.

Unsolicited applications will not be entertained.

2.8.3.3 External Recruitment

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.

2.8.3.4 Internal Recruitment

"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

22000 employees which are over numbered.

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

Company and security guard hiring is outscored to ZINC Corporation.

2.8.3.7 Methods of Recruitment

Observance of Provincial /Regional and other quotas

Following quotas have been specified by the Federal Government for strict observance in

direct recruitment:

Provincial & Regional Quota

Merit Punjab Sindh KPK Baluchistan Northern Azad

Areas/ Kashmir

FATA

7.50% 50% Rural Urban 11.5% 6% 4% 2%

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

are available from the Province / Region concerned.

No substitute recruitment will be made.

2.8.3.8 Air hostess

Unmarried females shall be eligible for appointment as Air hostess.

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

the discretion of the Management.

Eligible candidates shall be called for Grooming Test / Preliminary Interview.

Candidates, who qualify the above steps, will appear for final interview before the

Selection Board

2.8.4 RECRUITMENT AND HIRING AIR BLUE

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

program as it leads to expanded profitability of the association. The association assesses a

few identity traits at the season of enrollment. These incorporate the accompanying

Dialect Skills: Air blue lean towards individuals with familiar communicated in English

and coherent discourse conveyance especially for representatives as administrators and at

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helpline focuses to especially for workers as administrators and at helpline focuses to

give quick and effective administrations

"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'

individual for their

association, the level of adaptability's key to conform in the way of life

2.9 HR PRACTICES ON REPERESENTATIVE PROMOTION

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

advancement fundamentally influenced representatives' aims to leave an association.

Associations could enhance their representatives' degree of consistency by embracing

work enhancement programs and upgrading their headway opportunities. Other than

advancement opportunities, the assessment criteria utilized as a part of the advancement

and prize framework additionally had huge impacts on workers' turnover goals (Quarles,

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1994). Ineffectual execution examination and arranging frameworks added to

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

outcomes with the firm. Furthermore, an accentuation on inside advancement is prone to

give a feeling of decency and equity among the representatives who take note of that

authoritative residency is esteemed in the organization (Pfeiffer, 1995). Teseema and

Soeters (2006) found a noteworthy and positive connection between's advancement

rehearses and saw worker

2.9.1 Representative PROMOTION in pia

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

handle assorted representatives and extraordinary circumstances

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

handle assorted representatives and extraordinary circumstances

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2.9.2 Representative PROMOTION AIR BLUE

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

2.10 HR PRACTICES ON EMPLOYEE COMMUNICATION

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

association can do to cultivate a constructive and cooperative worker relations

atmosphere, position the association as a business of decision, set desires and minimize

introduction to risk - When individuals consider representative interchanges, they

regularly consider more formal correspondences like authoritative declarations, email

messages from senior administration, strategy manuals This is essential since HR is

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

environment. This is despised by representatives and bosses alike. Businesses consider

HR to be excessively consistence centered and representatives feel it can't be trusted,

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

circumstances, for example, execution examinations, pay audits, profession arranging,

preparing, tutoring, and while giving setting, persistent training and criticism. - Managers

need to comprehend the essentials of imparting as a pioneer. This is especially critical

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

other vital things hierarchical conduct shows us about correspondences include::

Imparting in associations is a two-way prepare. There's both upward and descending

correspondences.

Successful listening aptitudes are similarly as vital as solid composition or verbal

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

portion of the hindrances to compelling correspondence, for example, "commotion,"

diversions, poor selection of words, social contrasts, etymological foundation, status and

power differentials and absence of time.

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2.10.1 COMMUNCATION PIA

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

Though, it is trusted top the present Chairman is inclined towards a decentralized

structure, the reasonability of such a procedure in PIA remains to be seen Effective

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

consistency. In advance fax was comprehensively used to transmit information, however

with the mechanical movement messages

2.10.2 Communction AIR BLUE

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

the time get together to discuss issues close by

2.11 HR PRACTICES ON EMPLOYEE JOB ROTATION

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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various capacities and commitments. Individuals understand a couple of particular

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

little consideration in HR thinks about. Exact exploration in such manner is woefully

required Traditionally, work turn is typically tended to at an authoritative level rom the

businesses' perspective, hierarchical scholars have pushed regular revolution as a method

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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2.11.1 JOB ROTATION PIA

At PIA, workers are not pivoted among different offices unless they ask for a revolution.

2.11.2 JOB ROTATION AIR BLUE

So as to make the representatives acquainted with multi-dimensional undertakings,

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

deparments Whether the consequence of a representative end or a renunciation, when a

worker leaves, HR ought to accumulate data in regards to that worker's experience,

including the explanation behind the abdication or contributing certainties and

circumstances that prompt an end to facilitate or enhance the's business rehearses.

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-

contend assention or prohibitive pledge to ensure the business' advantage.

2.12 HR PRACTICES ON EMPLOYEE post

In the event that the worker has been fired, the business might at present advantage from

a post employment survey if HR is effective in persuading the representative to take an

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interest. Since fired representatives will probably make post-end protestations, the post

employment survey procedure can be a helpful instrument in tending to worker concerns

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

worker's life. Patterns: Restrictive contracts or non-contend understandings are an

important device for the business to ensure its hobbies after a worker leaves the

association. Most states assess the enforceability these concurrences on a case-by-case

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

such a limitation, nor if it force strict principles on an ex-worker.

2.12.1 Post-employment surveys PIA

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.

2.12.2 Post-employment surveys air blue

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

reasons for disappointment, contrasts in hierarchical society, versatility quandary and

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

inspiration and improved fulfillment.

2.13 HR PRACTICES ON EMPLOYEE MONETARY REWARDS

Most managers are searching for approaches to amplify representative profitability and

productivity. Be that as it may, by what means can representatives be persuaded to

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

the EXTRA MONEY). That agent may be less enlivened proceeding.

2.13.1 Money related REWARDS PIA

In the midst of an exceptionally aggressive environment, PIA needs to persuade its

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

are as Medicinal Entitlement, Free/Rebated Air Tickets, Utility Allowance, Rent

Allowance and Meals at diminished rates

2.13.2 MONY RELATED REWARDS AIR BLUE

As opposed to this, Air blue consolidates a lively culture of propelling its representative s

through various instruments to guarantee constant fulfillment, development and

stimulating conduct The center components used to persuade workers are yearly and

quarterly financial examinations in light of their extraordinary execution.

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2.14 HR PRACTICES ON EMPLOYEE SECURITY

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

accomplish wanted results exists in provincial banks. Representatives had a normal

perspective of the announcement; every worker is approached with deference with a few

representatives. Representatives couldn't unhesitatingly concur or differ that there is a

formal, reasonable and sensible procedure for taking care of grievances and protests.

2.14.1 Representative Security PIA

Therapeutic Entitlement, Free/Rebated Air Tickets, Utility Allowance, Rent Allowance

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

nerves with the objective that failure levels are checked

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2.14.2 Representative security AIR BLUE

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

arrangement of HR approaches that obviously characterizes the issues, procedural

arrangements and the punishments the violator needs to shoulder. Particularly for those

on each movement to guarantee a sheltered workplace. Offices where there is more

female staff, a boss is kept to check for any inconsistency

2.15 HR PRACTICES ON EMPLOYEE POWER AND POLITICAL

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

typical capacity as it were.

2.15.1 Force AND POLITICS PIA

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

be convincing one needs as opposed to focusing on their businesses. We were not

prepared to get a comprehension on the distinctive political issues in the affiliation yet it

is a commonplace discernment that ill-conceived political lead is a regular practice. It is

accessible as nepotism, deliberately hurting the photo of various delegates

2.16 HR PRACTICES ONSHARING INFORMATION

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

objective to settle on taught decision, delegates should have entry to fundamental

information. Passing on execution data on an ordinary preface reliably help specialists to

improve and make. Agents evidently should be incredible at their occupations, however if

Int. Journal of Business Science and Applied Management/Business-and-

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,

information sharing develops various leveled straightforwardness which diminishes

turnover (Ahmad and Schroeder, 2003) and produces synergistic working relationship

among specialists (Nonaka, 1994). Information sharing is not a limitless HR practice as

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

addition, information sharing reliably incorporates the danger of discharging imperative

information to contenders (Rnde,2001

2.16.1. SHARING OF INFORMATION PIA

Endeavors are made by PIA's administration to guarantee that representatives are

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

2.162. SHARING OF INFORMATION AIR BLUE

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

torepresentatives is unveiled. This, in any case, never goes about as a de-propelling

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

affirmation and change purposes representative for affirmation and

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2. CHAPTER NO. 3

3 RESEARCH METHODOLOGY

3.1 DATA COLLECTION METHODS

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

aggregation schedules within this some portion of investigation method.

3.2 PRIMARY DATA

Essential information are those which are gathered surprisingly and will be new

information. Essential information gathers in a productive way. We overview the workers

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

information. Essential information especially gathers in reviews and explores. We get

essential information either through perception or through direct correspondence in

enlightening exploration in shape of interviews. In observation method, observer

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personally go to field and observe the system and collect data according to his research

with the help of observation.

It has many advantages. There will be no bias information in observation method we

collect data by observation. Information which a person gets through observation is

current information and it will more suitable than interviewing someone because in this

situation may be you become biased.

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.

In method of direct communication, we do interview which can be of different types.

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

be arranged from easy to difficult in logical sequence. Questionnaire should be simple as

no technical term used in questions. Questions should be in easy language so every

respondent should understand in proper way.

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

techniques and indirect questions.

We will gather essential information through

3.3 QUESTIONNAIRES

3.4 DEPTH INTERVIEWS

For our study, we will choose the specimen of thirty respondents. Representatives

incorporate chiefs, receptionists, culinary specialists, human asset administrators,

directors, associates and back supervisor. The primary sympathy toward this examination

is those the respondents must be representatives in Hotels

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3.5 SECONDARY DATA

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

occasionally information might be unacceptable according to our research. There are

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

also considered by researcher.

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

the outside enlistment procedure is taken after.

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Chapter No.4

4 DATA ANALYSIS AND INTERPRETATION

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

to information, either essential or auxiliary or information that was gathered and

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

and so on in connection to an examination and assessment of the impact of occupation

fulfillment on the representative's work.

Information investigation is the procedure of reviewing information with the

objective of highlighting valuable data

The information accessible in the self-managed study poll with respect to the

employment fulfillment level incorporates its level of fulfillment in regards to its

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

we use "SPSS" programming.

4.1 Age Frequency

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

As above table shows the frequencies of different age groups,

I filled out my questionnaire from different age group persons

and got such results in which the minimum range 13.3% of

age group 20-25 whereas the maximum 40% age group

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

I try my best to reach educated persons so that they easily

understand my questionnaire and help me in filling this so

I could the above table show to whom I reached and

requested to fill out my questionnaire. The above table and

Pie chart shows that most frequency of respondent is master or others degrees. The

percentage is 53.3% of them.

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

In gender respondents the 19 out of 30 were female

filled out the questionnaire the percentage is 63.3%

whereas the male respondent were only 36.7%.

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4.4 How often do you take airline travel?

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

The most respondent answer me this question that they

often travel 3 month to 4 month every year.

their percentage is 40% and 12 respondents out of 30.

4.5 Which airline you always/usually select to travel?

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

The answer of this question in favor of PIA 15 respondents

answer me that they usually travel by PIA airline so the

percentage is of this is 50%. 50% respondents think PIA

is best than AIRBLUE and any others.

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

The respondents answers me when this question were

ask them Is there any particular reason why you

usually choose that PIA? most respondent said that

because of price they usually choose PIA.

The percentage of these respondents is 43.3%

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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

When I compare PIA Price to AIRBLUE and others the 9

out of 30 respondent answers me in Excellent means

the price of PIA airline is best according to my sample

respondents. 30% respondents said that price is low thats

way they usually travel though PIA airline.

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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

In this question A statement is write down and 5 alternative

answers were used for tick mark e.g. strongly agree to

strongly disagree. 1 is for strongly disagree, 2 for disagree,

3 for neutral, 4 for agree, 5 for strongly agree.

So the 33.3% select the strongly agreed.

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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

In this question same statement is write down and same 5

alternative answers were used for tick mark e.g. strongly agree

to strongly disagree. 1 is for strongly disagree, 2 for disagree,

3 for neutral, 4 for agree, 5 for strongly agree. By chance the

same result is draw in this question 33.3% select the strongly agreed.

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4.10 How do you consider the price of PIA as compare to AIRBLUE

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

The price of PIA as compare to AIRBLUE is low

according to 14 respondents out of 30 respondents and

their percentage is 46.7%. It means that most people travel

Though PIA airline because its price is low as compare

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

The maximum respondents said Yes the airline

shows sincere interest in solving traveling problems

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.)

Attributes PIA AIRBLUE

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

The maximum respondents said that PIA airline is

excellent in reaching in time on destination. 46.7%

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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

o PIA airline is excellent in punctuality. 11 out of 30

respondents 36.7%.

4.14 Quality of Food

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

Same case is here that PIA airline is excellent

in Quality of food. 12 out of 30 respondents 40%.

4.15 Hospitality/Customer Service

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

PIA airline is excellent in Hospitality and customer

services. 12 out of 30 respondents answer 40%.

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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

As PIA airlines price is very low as compare to

AIRBLUE and excellent in Economical. 12 out of 30

respondents answer 40%.

4.17 Corporate Image

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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As PIA corporate imgaes excellent AIR BLUE in corporate imges

13 out of 30 answer4.3.3%

4.18 Safety of Luggage

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%

As PIA safty luggage is satisfactory as air blue 17

Out of 30 answer 567%

13 ut of 30 answer4.3.3%

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CHAPTER NO. 5

5 CONCLUSION AND RECOMMENDATION

5.1 Conclusion

It has been watched that PIA and Airblue offer similitudes and contrasts. This is

principally because of the fluctuating structures and authority styles. As specified on

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

profitability of the representatives and subsequently of the association.

Both favor correspondence through electronic sends. In any case, Airblue has direct

correspondences as gatherings of cross-utilitarian groups. This empowers two-path

correspondence rather than the to-down correspondence at PIA.

Moderately compelling channels of communicating disappointment are available at

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

lines, activity is put off.

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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

circumstances. PIA turned its consideration on representatives when it confronted rivalry.

Else, it was focusing more on development and gainfulness: a result situated

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

association can dispose of over-burden employeesAs far as specialized preparing is

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

the unacceptable administrations of client administrations agent. Being a major

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

Act as an autonomous association

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Exterior obstruction ought to be controlled

Hiring on legitimacy premise

Upper chain of importance ought to chose inside

Non-money related prize ought to be energized

Union ought not be supported by the political gatherings

Technical headways

Business capability

Non moral acts ought to be maintained a strategic distance from

Organization graphs and process outlines missing

Trend investigation

Increasing promotions channels

Checking the representatives foundation and history

Exit meeting ought to be directed

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CHAPTER NO. 6

BIBLIOGRAPHY/REFERENCES

1. Spyropoulou, S., D. Skarmeas and C. Katsikeas, 2011. among employees. An

examination of branding advantage in export ventures, European Journal of
Marketing, 45(6): 910-935.

2. Advantage in export ventures, European Journal of Marketing, 45(6): 910-935.

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.

4. Fanelli, J.M. and R. Medhora, 1998. Financial Reformin Developing Countries.

MacMillan Press, London

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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?

Pakistan International Airline PIA

AIRBLUE

Or Any Other

3. Is there any particular reason why you usually choose that PIA?

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Service

Price

Other

4. How did the selected airline price compare to your expectations?

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

7. Give Marksto good aspects of selected airline that attract you?

1 2 3 4 5

8. How do you consider the price of PIA as compare to AIRBLUE?

Very Expensive

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Expensive

Average

Low

Very low

9. When I have a problem with travel arrangements, the airline showssincere

interest in solving it?

Yes No Never had experience like this.

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

Fair, 5 for Poor.)

Attributes PIA AIRBLUE

Destinations 1 2
Punctuality 1 2
Quality of Food 2 1
Hospitality/Customer Service 2 1
Economical 1 2
Corporate Image 1 2
Safety of luggage 1 2

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