How it is measured in Airblue:

Measuring the satisfaction of consumer is common exercise within the business atmosphere,
notably within the Airblue, and most private firms recognise the importance of understanding its
customer’s perceptions, wants and motivations.

There are 2 major ways in which employer’s measure worker satisfaction, worker internet
Promoter Scores or the ancient method of measuring worker satisfaction through survey. Here
may be a lot of elaborate inspect each worker net Promoter Scores and worker satisfaction
surveys therefore airline decides which one is correct for your Airblue.

Why it is important to measure employee satisfaction:

Measuring worker satisfaction in Airblue helps your business perform at the next level and retain
prime talent. It additionally cultivates associate degree surroundings wherever staff will move on
the far side mere satisfaction to active engagement. As a result of high job satisfaction does not
equal excellent performance, and goal of the airline ought to be aim for the latter.

What are the challenges they face in evaluating:

While conducting surveys in Airblue, The credibility of survey statistics might rely on the
subsequent factors: Respondents might not feel inspired give correct, honest answers.
Respondents might not feel snug providing answers that portrays themselves in a very
unfavourable manner.

Objective of organizational design

Organisational design of Airblue could be a stepwise methodology that identifies dysfunctional

aspects of labor flow, procedures, structures and systems, realigns them to suit current business
realities or goals then develops plans to implement the new changes.it also helps in dealing with
contingencies, achieve competitive advantage , increase efficiency and ability to innovate new
goods and services.

Performance appraisal:

 What are the objectives of performance appraisal at Airblue?

 How are employees evaluated and what kinds of tools are used for appraisal?
  How is feedback provided to the employees?
 How does the HR deal with problems faced during appraisal process?

The objective of performance appraisal at Airblue is to evaluate performance of employees by

communicating the organization standards. It aims at improving employee performance in each
department to create a better workforce. Employees at Airblue are evaluated monthly on the
basis of complain reports and appraisal forms.

Airblue uses forced distribution ranking system to evaluate and appraise the performance of their
employees. The employees are evaluated yearly on the basis of their performance and then are
ranked as productive or non-productive. The employees who prove out to be most productive are
provided with more benefits and promotions while the ones with least productivity and poor
performance are given less benefits with motivation to improve. Another tool used by the
supervisors at Airblue is graphic rating scale method. Employee performance reviews are
constructed bases on the scores generated from this scale.

HR managers at Airblue also use appraisal forms to evaluate the performance of employees at
various departments such as HR, Finance, sales, pilots and the cabin crew. These forms evaluate
employees on the basis of both professional and personal traits and performance. Complain
management cells are also in these departments that aim at collecting monthly reports on the
performance of employees in each department. These reports contain complains about the
employee performance. This information is used to warn and motivate the employees to improve
their performance.

The feedbacks at Airblue are provided monthly, on individual basis and include positive and
developmental feedbacks. If the employees do not perform well and meet the targets, they are
provided with developmental feedbacks. While positive feedbacks are provided to appreciate and
motivate the employees performing well.

In order to deal with the problems faced during appraisal process such as fairness concerns and
biasness, the appraisal supervisors at Airblue makes sure to clearly define and communicate
performance standards. The employees are given opportunity to state their concerns and
opinions. Another method that Airblue uses to enhance the appraisal process is conducting
appraisal interviews.

Total quality and performance management:

 What is the aim of total quality management at Airblue?

 What methods and techniques has Airblue adopted to improve quality of air travel?
 What is the aim of performance management at Airblue?

The aim of total quality management at Airblue is to improve the quality of air travel. Airblue
tends to achieve this aim by providing automated services to its customers. The employees are
trained to provide the highest quality services to customers. This is achieved by observing rules,
regulations and policies set forth by the HR department of the airline.

The performance management team at Airblue aims at communicating the mission of Airblue to
the employees. The mission of Airblue is to provide cost effective air transportation to
passengers with the aim to increase revenues of the airline.