GROUP MEMBERS

• Ammarah Gilani
• Ayesha Sikander
• Beenish Malik
• Sadaf Younus
• Sidra Hanif
• Zaib Malik
 BACKGROUND
Pakistan International Airlines Corporation (PIAC)
• Established 1955
• PIA

Open Skies Aviation Policy

• 1990
• Emergence of other airlines

Current Airline
• PIA
• Airblue
• Shaheen
 HR DEPARTMENT

Backbone of organization

Recruit and retain right people

Airline industry is volatile

 HR Strategy

Employee
2-way flow training
of Regular Implemen Standardiz Proactive Maintainin and
informatio evaluation ting TQM ation planning g culture developm
n ent
 MISSION STATEMENT

“To be the leading Air Logistics

service provider in terms of quality,
reliability, customer dedication,
growth and innovation to ensure
service excellence”
VISION
To become the most
successful regional
airline by providing
the best services to
our customers while
optimizing profits.
CORE VALUES

 Safety
 Performance driven
 Self development
 Accountability and
integrity
 Service excellence
HR STRUCTURE

 Organization design
 GM
Operations

GM Airport
Operations

Licensing
Officer

Manager
Flight
Services
EXTERNAL STRATEGY

• Service excellence strategy.

 EXTRENAL ENVIRONMENT
STRENGHTS OPPORTUNITIES
 Service Excellence  Providing an extensive feeder network for
 Cost leaders international airlines
 Reliability
 Building secondary hubs
 Innovation in service
 Technology

WEAKNESSES THREATS
 Staff retention  New technology
 Facilities and offers provided by other
airlines
 Emergence of new airline company
 Economic instability
 Government policies
 INTERNAL ALIGNMENT WITH
STRATEGIC DIRECTION

• Core technology: It is how the principal

products or services are created.

• Structure: It includes the division of labor,

policies and procedures.
Technology

Routine

Non-
routine
 Structure

Organization Decision Division

al design autonomy of Labor

Non-
Mechanist Centralize Decentraliz Specialize
Organic specialize
ic d ed d
d
HR POLICIES OF AIRLINE INDUSTRY
RECRUITMENT AND SELECTION POLICY:

 Full time employee

 Part time employee

 Trainee/ Internee

 Seasonal employee
 INDUCTION POLICY

• Induction is a formal
procedure where the
newly hired employees
are welcomed into the
organization and made a
part of the airline
industry.
 PERFORMANCE APPRAISAL POLICY

• Employee is assessed by his boss annually

or semi annually.
• Rewarded in accordance to their
performance
• Development plan is formed
COMPENSATION BENEFITS POLICY
• Medical
• Dental
• Vision
• Life Insurance
• Disability
• Retirement
 LEAVE POLICY
Annual leave
family care leave
sick leave
education leave
New Years Day
Independence Day
Labor Day
Eid Days
Other Islamic days
ATTENDANCE POLICY

 Employees work on shifts

 Disciplinary action a

 Employees know the what-if situation before

hand.
OTHER POLICIES

• Employee relation policy

• Ethics and conduct policy
• Sexual harassment policy
• Safety policy
• Legal issues policy
• Exit interview policy
• Reimbursement of travel, food, etc
• Mobile phone policy
• Loan policy
• Transfer policy
• Retirement plan policy
• Resignation/ termination policy
• Disciplinary policy (dress code, smoking policy)
• Gift policy
• Funeral policy
• Communication policy
• Equal employment opportunity policy
EMPLOYEE MOTIVATION

 "Psychological forces that

determine the direction of a
person's behavior in an
organization, a person's
level of effort and a person's
level of persistence.“
TYPES OF MOTIVATION

Intrinsic Extrinsic
INTRINSIC MOTIVATION

• Intrinsic motivation is
based on the basic
essential and
fundamental factors that
satisfy employees
internally like praise,
respect, recognition,
empowerment, growth,
trust, purpose, honor,
independence, power,
status, etc.
EXTRINSIC MOTIVATION

• Motivation caused by
external factors that
fulfill physical needs like
bonuses, home
accommodation, car,
reimbursements, etc
REWARD SYSTEM IN ORGANIZATIONS

• Increase in salary
• Cash
• Gift
• Holiday
 WHILE REWARDING EMPLOYEES

 DAY TO DAY PERFORMANCE

 ENTHUSIASM
 PUNCTUALITY
 WILLINGNESS TO ACCOMPLISH A TASK
 ABILITY TO INNOVATE AND IDEATE
 OVERALL FULFILLMENT OF GOAL
UNDERSTAND WHAT MOTIVATES EMPLOYEES

 MONEY
 SUCCESS
 RECOGNITION
 POPULARITY
 STATUS
 CAREER DEVELOPMENT
 HEALTH
 LEARNING
 KEY ELEMENTS IN
EMPLOYEE MOTIVATION
Strong set of values

Employees come first

Rewards and recognition

Mission

Hiring

Distributed leadership
Motivation and its Effects
 Motivated employees

Expected output

Increased productivity

Increased Profits

Increased salary or compensation

Increased Job Satisfaction

Increased commitment
LATEST RESEARCH
MICRO MOTIVATION

●
Customized motivational plan
●
Conduct a review process
MCCLLEND NEED THEORY

Achievement
Challenging Affiliation Power
projects Team work Empowerment
Unstructured Social activities Authority
tasks
LINKING THEORY WITH MICRO
MOTIVATION
 Affiliation

Medical House rent

coverage allowances
CONCLUSION