Lahore School of Aviation

The University of Lahore

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Program: BS Aviation Management Semester: 3A

Course : HRM Code:
Instructor: MAAM SABA Batch: 11th
Assign. No: 1 Date: 09-10-20
Name: ASAD REHMAN Reg. No: 70077689

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Marks: / 10

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Instructor’s Signature
HRM AT PIA:-
Since 22000 employees are currently engaged in serving PIA and these employees are figured to be the valuable
for the organization so the management of these employees is a big challenge for HR managers engineering is
the biggest department of PIA after which is IT department, marketing, and finance. In average organizations
there is only one human resource manager who is taking over all the responsibilities but as PIA is a big
government organization it has conglomeration of 10 HR managers at each city including Lahore, Quetta,
Karachi, Peshawar, and Islamabad. In Multan there is only one senior Human resource officer i-e is Sheikh
Bilal Rasool. PIA has de- concentrated some of its departments though there are others which are centralized.
All the small departments at PIA have been aggregated under one HR manager and the application of corporate
policies in these departments is same as in others.
According to Sheikh Bilal Rasool and assistant Human Resource Muhammad Fakhur, some of the functions are
being centralized and only upper management is responsible for the operations of that particular functions. For
the performance appraisal reports and for the posting of employees to foreign stations, the data is being
collected from human resource department. The performance standard is ACR i-e Annual confidential Report.
The managers are responsible for measuring ACR. The steps involved in Human Resource Management
Process are as follows:
 Human Resource Planning HRP is basically a process by which an organization ensures that it has the
right number and kinds of people, at the right place, at the right time, capable of effectively and
efficiently completing those tasks that will help the organization achieve its overall objectives.
 The industrial engineering section is responsible for the human resource planning. It is the
responsibilities of this department to analyze the required manpower for the purpose of human resource
planning.
 Human resource budget has a high consideration and value. HRB initiates the preliminary requirements
concerning vacancies. It is prepared by industrial engineering department. As PIA is a very vast
organization working in human resource and administration, marketing, corporate planning,
information service, finance, flight services, flight operations, engineering, procurement and logistics;
and customer services. 

Human Resource Planning Recruitment Selection Orientation Training and Development Performance
Appraisals Compensation and Benefits Career Development
 Job Analysis:
PIA is the member of IATA (international air transportation association) and it is mandatory for PIA to have an
IOSA (IATA operational safety audit) after every two years. “This IOSA audit which should be done by an
IATA approved organization is valid for 2 years. IOSA emphasis PIA to have a manual containing all the rules
regulation and policies, the job description, responsibilities and duties of each job must be documented and PIA
fulfills all these requirements.
Recruitment:
“The function of recruitment is actually to fulfill the man power requirement of PIA Organization” The human
resource department first determines the vacancies which need to be filled up by internal promotions. If there is
no availability of employees for the vacancy than the external recruitment process is followed. External
Recruitment To encourage external hiring PIA publicize the vacancy on the leading newspapers like Dawn,
Jang and express. Other than this, the vacancy post is also publicized on PIA website.
Selection:-
 The selection process follows the following steps
1. Application Form Application forms are must for a candidate to fill, if he/she is applying for respected
seat or position.
2. The candidates are asked to provide the following information & Experience is asked if he/she has
worked before in any other company or organization.
3. Interview The interview is conducted by the panel which includes the upper officers, supervisors and
the department head. Both the structured and unstructured questions are asked in the interview.
Number of children’s if married source of income etc.
 Training and Development:
For the training purpose SOPS are developed, Standard Operating Procedures (SOP) . An initial training is
given to all the newly inducted employees to build the basic knowledge, skills and abilities required to perform
their jobs efficiently and with the passage of time as the new technology introduces or other changes in the
market situations, trainings are given to the existing employees

Improve technical training programs:

As far as technical training is concerned, PIA has come across 4 major incidents because of the technical faults
in its airplanes. So this organization must improve the technical training programs. Although it had several
training programs but as compare to other airlines, PIA needs to increase the quality and quantity of training
programs. permanent employees. Proper check and balance of HR polices:
There should be a proper monitoring department to have a check and balance on whether the HR policies and
practices are implemented in their real sense.
Focusing On Career Development:
PIA needs to be focused towards the career development of its employees as the staff development department
is not performing its duties and responsibilities and for a good organization every function is considered to be
important and crucial.
Implement employee retaining strategies:
PIA should implement some strategies to retain its efficient employees as the airhostess turnover rate as well as
other employees’ turnover rate is very high. PIA has to groom the strategies like increasing allowances and
providing healthy working environment to its employees. Other than these HR department of PIA should also
focus on the following
 Act As an independent organization
 Salary survey
 awarding employees with the stocks
 Exit interview should be conducted
 Checking the employees background and history
 increasing advertisements channels
 Trend analysis
 Organization charts and process charts missing
 Business proficiency
 Technological advancements
 Unions should not be backed by the political parties
 Non-financial rewards should be encouraged
 Upper hierarchy should selected internally
 Hiring on merit Bases
 Exterior interference should be controlled
THE END