Internship ReportPakistan International Airline Corporation

Preface

This report credentials the work done during the summer internship at Pakistan International

Airlines Corporation (PIAC), Karachi under the supervision of Asst. Manager Mrs. Shaista

Khan. The report will first give an overview of the Corporation then the tasks completed during

the period of internship with our experiences. Then recommendations shall be discussed.

I had tried my best to keep report simple.

Acknowledgement

I would like to express my deepest appreciation to all those who provided me the opportunity of Internship in PIA.  A special gratitude, I give to our Internship Incharge, Mr. Nadeem Khan whose contribution in stimulating suggestions and encouragement helped me during my Internship Program.

Furthermore, I would also like to acknowledge with much appreciation the crucial role of the staff of HR (HRA&C), who gave the permission to use all required equipment and the necessary materials to complete the task/sectional assignments. Last but not least, many thanks to my reporting officer, Mrs. Shaista Khan who invested her full effort in guiding me during my tasks. I also appreciate the guidance given by other supervisor as well as the panel in my Internship Program that helped me to improve my skills, capabilities and competencies, thanks to their comment and advices.

Contents:

1. Introduction 1

2. Pakistan international airlines PIA 1

2.1. Mission statement of PIA 2

2.2. Vision of PIA 2

2.3. Slogan 2

2.4. History 2

2.5. Achievements and recognitions of PIA 3

3. HR department of PIA 4

4. Human Resource Admin and Coordination (HRA&C) 5

4.1. Sub units of HR Admin & Coordination 5

4.2. Functions of HR Admin & Coordination 5

4.3. Our Duties and Responsibilities 6

5. Leave Facility in PIA 9

5.1. Policy 9

5.2. Schedules of Leave in PIA 10

Casual Leave 10

Sick Leave 10

Special Leave 10

Special Sick Leave 10

Privilege Leave 11

LPR (Leave Preparatory Retirement 11

Days Off 11

Accident Leave 11

Leave without Pay 11

General Conditions of LWP 12

6. Passage Facility in PIA 12

6.1. Policy 12

6.2. Types and Conditions 13

Types of Passage 13

Set 13

Passage facility is given on the basis of 13

Availability of tickets 13

Family 13

Categories of Tickets 14

Entitlement Year for Passage 14

Passage rule 14

General Rules 14

Eligibility 14

Validity 15

Transfer of Passage 15

Passage against Future Entitlement 15

NOC for Immigration Authorities for Travel Abroad 15

Issuance of Domestic Passage in Emergencies 15

HR Unit Security 16

Diary Dispatch 17

LAOO 17

TMS 17

Free Path 17

7. Conclusion 18

8. Recommendations 19

9. References 20

1. INTRODUCTION :

The following report describes the activities carried out during 6-weeks, internship at

Pakistan International Airlines (PIA). The document contains information about the

organization along with its history and the responsibilities performed by us throughout the period

between 1st June and 10th July. The main objective of this report is to reflect upon the experiences

collected by us during our internship at this organization.

The first part of the report offers an overview of the organization following its introduction

and history, it proceeds to describe in some detail the most relevant projects carried out and

experiences we gained. Finally, the report wraps-up with a few closing remarks and conclusions

from the experience.

1. Pakistan International Airlines PIA : Pakistan International Airlines (PIA) is one of the best airlines of the world and is the

strong pillar of Pakistan’s economy. It has its head office in Karachi. It is one of the largest

airlines’ of Asia operating scheduled services to 24 Domestic destinations and 39 International

destinations in 25 countries across Asia. Its main bases are Karachi, Lahore, and

Islamabad/Rawalpindi. Its secondary base includes Peshawar, Faisalabad, Quetta, Sialkot and

Multan from which it connect the metropolitan cities with the main bases, the Middle East and

the Far East. The airline is owned by the government of Pakistan (87%) and other shareholders

(13%).

PIA is divided into following departments: Human Resource and Administration,

Marketing, Corporate Planning, Information Services, Finance, Flight Services, Flight Operation,

Engineering, Procurement and Logistics, Customer Services, Training and Development, Quality

Assurance.

To attract capable candidates externally, PIA advertise in the leading newspapers (Dawn

and Jang) and on the official website of PIA, these are the mediums used by PIA. Internal

Recruitment is done by upgrading the rank of any current employee through selection/re-

designation by checking the prescribed criteria and interview by selection board.

2.1. Mission statement of PIA:

“As a symbol of national pride, Pakistan international must strive to be an airline of choice

operating profitably on modern commercial concepts, capable of competing with the best in its

entire international and domestic markets and consistently exceeding customer expectations. It

should be a choice employer deploying modern technology in all spheres of its activities.”

2.2. Vision of PIA:"To be a world class airline exceeding customer expectations through dedicated employees

committed to excellence"

2.3. Slogan:

“Great people to fly with”

2.4. History: Pakistan International Airlines (PIA) began when Pakistan was not an independent state.

In 1946 Muhammad Ali Jinnah realized the need for an airline network and called upon the help

of an industrialist Mirza Ahmed Ispahani to develop a flag carrier for the nation. Meanwhile an

airline called “Orient Airways” registered in Calcutta was formed on 23 October 1946. In

February 1947, the airline brought three DC-3 airplanes from a company in Texas, and in May of

that year the airline was granted a license to fly. Services were started in June from Kolkata to

Sittwe and Yangon. This was the first post-war airline flight by a South Asian registered airline

company. Two months after this, Pakistan was formed. Orient Airways began relief flights to

the new nation and soon after, it moved its operations to Karachi and began flights to Dhaka on 7

June 1954. In addition, the first two domestic routes in Pakistan were established from Karachi

to Lahore, Peshawar, and Karachi to Quetta to Lahore.

On 11 March 1955, Orient Airways merged with the government’s proposed airlines,

becoming ‘Pakistan International Airlines Corporation’. During the same year the airline opened

its first international service from Karachi to London. In March 1960, PIA became the first Asian

airline to use Jet aircraft when Boeing 707 services were introduced.

The 1980s began with the opening of cargo centre in Karachi and delivery of a new

aircraft, Airbus A300B4-203. During 1982 the first C and D checks were carried out on the fleet

I Karachi. In 1985 PIA Planetarium tourist’s attraction was inaugurated in Karachi and later in

Lahore.

2.5. Achievements and recognitions of PIA:

First airline from an Asian country to fly the super constellation.

First Asian airline to operate a jet aircraft.

First Asian airline to be granted maintenance approval by the US Federal Aviation

Administration(FAA) and the Air Registration Board, predecessor of the British Civil

Aviation Authority(CAA).

First non-communist airline to fly to the people`s Republic of China and operate a service

between Asia and Europe via Moscow.

First airline in Asia to induct the new technology Boeing 777-300 aircraft.

First airline in the world to induct Boeing 777-200LR, the world`s longest range in

commercial airliner.

First airline in the world to take delivery of the Boeing 777-200LR world liner (Longer

Range Variant).

Pakistan International Airlines Flight Services Department was awarded the ISO

9001:2000 certification award during May 2006.

First airline in Pakistan to operate a flight with an all female crew at command in the

cabin.

First airline in the world to operate the Boeing 777-200ER, 777-20LR and 777-300ER

altogether - all the three variant available on the market.

PIA Flight Kitchens in Karachi were awarded the HACCP Certification.

3. HR Department of PIA: There are four main divisions of HR department of PIA. Each division consists of different

sections and some sections further consist of sub units. Department has a Director, each division

has a General Manager and each section has a Deputy General Manager. Sub units are headed by

the respective Dy. General Manager or Managers of the section. Four main divisions and their

sections are as under:

i. HR Management

HR Admin & Coordination

HR Marketing

HR Finance

HR Engineering

HR Passenger Handling Service

HR Information Technology

HR Flight Services

HR Flight Operations

HR Procurements and Logistics

HR Precession Engineering Complex

HR Food Services

HR Services

HR Records

ii. Organizational Development

Industrial Engineering

Staff Development

Recruitment and Placement

iii. Industrial Relations

iv. Policies and Compensation

Policies and Procedures

Compensation and Benefits

4. Human Resource Admin and Coordination (HRA&C): This section is headed by a Dy. General Manager (Mr.Abdul Rauf Akhtar) along with two

Assistant Managers; (Mrs. Shaista and Mr Ali Asjad respectively), two HR Supervisors, three

HR Assistants, Machine operator, Statistical Assistant, office attendants.

4.1. Sub units of HR Admin & Coordination:The sub units of HR Admin & Coordination are as under:

i. HR unit PTC

ii. HR unit Security

iii. HR unit Works & Projects

iv. HR unit Motor Transport/ Sports

4.2. Functions of HR Admin & Coordination: Being the main admin, main Functions of HR Admin & Coordination sections are:

Coordination with the outstation

Employee’s grievances/ appeals

Service Briefs

Promotion Cases

Seniority cases

Litigation cases

Disciplinary cases

Letters for transfers/ postings

Confirmations

Special Allowance

Re-designation cases

Maintaining Seniority lists

Training nominations

Issuance of NOC for Job applications

Maintenance and updating of records of leaves and passage of all employees

Updating records on TMS & POPIS

Maintaining LAOO (Local Admin Office Order) register

Diary Dispatch

Self & family card processing

Annual PARs projects

Salary fixation

Clearance / final settlement formalities in retirement/separation

Issuance of Visa letters/ NOC/ Passports/ Interline tickets

Preparation and issuance of Passage authority

Issuance of LPR (Leave Preparatory Retirement) Letters

Record keeping

Litigation (repeat)

Provide services to daily wage employees

4.3. Our Duties and Responsibilities: During 6 weeks of our internship period in HR Admin & Coordination section,

we learned and carried out different functions time to time. Such as; we dealt with different cases

of different nature under the supervision of our supervisors, we wrote different letters containing

different subjects, we initiate minutes regarding different issues as per the applications and

appeals of employees, and we learned that what could be a disciplinary case and how to deal

with such cases in the corporation. Some of the works (with their description) we did there are as

follows:

Employee Grievances:

Employee grievances occurs when employee is not satisfied with

corporation/management’s decisions regarding promotions, transfers, allowances, as well as it

could also occur between employees regarding seniority etc. When any employee has any such

grievances he could write an appeal to department head and in case he does not get the

satisfactory decision he could approach to court, as the last resort. Then, his appeal is decided on

the basis of Corporation’s rule and merit of the case.

We dealt with such a case in which a person was aggrieved because he was not given the

desired seniority. He made an appeal in the court and asked for justice. We proceed with the case

by making HR comments as per the corporate policy and move the case to higher authority for

final decision.

Further we studied a case in which an employee was not satisfied by the seniority of his

co-employee because according to him he deserves that seniority at first place so he forwarded

his case through a letter to higher authority to look into the matter.

Promotion Cases:

It includes the entire promotions whether by Management’s decision or by the appeal of

employee himself. To select the employee for promotion we assess employee as per the

promotion policy of PIA to check whether employee meets the criteria by mean of length of

service, qualification, PARs Trainings or not. And the most important thing to check is whether

there is any vacancy available or not.

We dealt with the cases where employee themselves appeal for their promotion submitting

the required documents for promotion and then forward the file to higher authority. We also

check the PG wise employees’ list to check and find out who is eligible for promotion and who is

not.

Seniority Cases:

Respective HR Section make seniority lists of employee for the time of being belonging to such

category. Then as per the policy and eligibility of employees according to the seniority lists,

employees appear in Promotion boards and are selected for promotions in next pay groups. We

studied such cases in which employees were selected for promotions as per their seniority.

Disciplinary Cases:

It refers to misconducts made by employees on their job in the corporation. Some disciplinary

cases are of Fake/Bogus Degree, Fraud, use of Corporation equipment without approval of

competent authority, going on leave without informing the authority, misconducts, sleeping or

wasting time without any prior reason during job timing etc. when someone has carried out any

misconduct then he has to go through a proper procedure of set by the competent authorities to

deal with the misconducts. The procedure is as follows:

It is started with a show cause notice. Show cause notice is given to employee and

he has a time of 3 to 7 days to reply on this notice.

If the reply is submitted by the employee is not satisfactory then Inquiry panel

conduct an Inquiry.

If the employee is found guilty in this Inquiry, he is charged some penalty.

Minimum penalty is giving a warning letter to employee and maximum penalty is

permanent separation of employee from the organization.

We dealt with the case, where an employee made fraud by giving illegal mutual allotment of flat.

As per Corporation policy, dual allotment of same flat is not allowed but he did so. Proper

Inquiry was conducted to further proceed with the case and to avoid such an event in future.

Inquiry covers the following aspects:

a) Action against employee who keep illegal position of PIA Flat.

b) Lapse on the part of Township official involve in this case.

Letters:

During our internship we wrote different letters, such as; we wrote a letter of transfer of

employee from his home department to another department on Management’s behalf, and

confirmation letters of NOC to apply for overseas scholarship etc.

Special Allowances:

Special Allowances are the Allowances given to employees by the corporation. We studied a

case in which an employee made a request for the payment of LTA (Leave Travel Allowance).

LTA was not given to him because he was under disciplinary action due to submitting Fake

Matric Certificate. As per rules, since he was not eligible for annual Increment so he could not

get LTA. As per corporation Policy salary and allowances are admissible during disciplinary

action. Therefore, we initiate a minute on employee request and sought advice from PnP section

that whether LTA should be paid to employee during disciplinary cases.

Re-Designation:

Re-designation involves change of a designation of an employee upon permanent transfer from

one department to another. In case when such transfer is made on attachment basis then the

employee carries his current designation to the new assignment and his seniority is maintained in

his parent department.

We dealt with the case, in which case is initiated by the Manager for re-designation of

employees, due to shortage of staff in different areas. According to corporation rules, re-

designation of employees not allowed on his choice but if the management wanted to re-

designate the employee then it can be made. Therefore, we initiate minute and send it to

management for the approval of re-designation.

Issuance Of NOC:

When an employee wanted to apply for the new job outside the organization, or he wanted to

continue his studies while working in PIA, he needs a NOC (No Objection Certificate) from the

Corporation for it because sometimes in fact most of the times the organizations/Institutes

demand them for further procedure.

When employees don’t inform the organization and apply for job or studies at their own

and later ask for NOC from Corporation, then as per Policy they may be issued a warning letter

for not informing the corporation.

5. Leave Facility in PIA:

5.1. Policy:Corporation’s policy for leave is: “Leave is a privilege and shall not be claimed as a matter of

right. When the exigencies of service so require, discretion to refuse or revoke leave of any

description is reserved with the Competent Authority. Interpretation of rules/procedures shall

always be made in the light of policy enunciated hereinabove.”

5.2. Schedules of Leave in PIA:

Casual Leave:

Employee can avail 10 leaves per year. It is non-accumulative must be avail it within a

year otherwise it will lapse. It shall not be combined with privilege leave and day off.

Normal casual leave should not be granted for more than three days at a time. Half day

casual leave or any other leave shall not be allowed.

Sick Leave:

It contains 12 leaves per year calendar. It can be avail 12 days leaves at a time. It can be

accumulated with next year’s sick leaves if it’s not avail. It combined with casual leave as

well. If it is more than one day then the certificate must be from registered medical

practitioner (RMP) has to submit by the employee. There is no limitation for sick leave.

Special Leave:

It contains maximum 3 months leaves during service. Employee can avail it for extreme

compassionate grounds Sickness etc. As in the case of divorced or widow female the

female employee can avail it now but if she left over with her privilege leaves then firstly

it will be cut off from her privilege leaves and afterwards she can avail sick leave.

Special Sick Leave:

It could be avail when there is no sick leave, privilege leave, special leave and special

sick leave. Employees shall be entitled to a maximum of one and half (1-1/2) years‟

special sick leave in entire service either in piecemeal or at a stretch subject. Employees

are under care and treatment of PIA Medical Officer. Period of continuous sickness is

beyond 30 days. Initially sick leave at credit of the employee shall be consumed.

Thereafter, accumulated privilege leave shall be adjusted.

Privilege Leave:

It contain 30 leaves per year, if the service is less than 10 years and 35 leaves per year,

for those who have the service of more than 10 years. It is also accumulative and has

limitation. It could not be added up for more than 365 days, leaves exceeding 365 days

would be lapse. Only DGM can approve it and lower rank than the rank of DGM could

not approved but upper than the rank of DGM can approved. At a time minimum 5 days

leave could be assigned if you need more than the 5 days then will take it from privilege

leave.

LPR (Leave Preparatory Retirement):

It could be avail before the retirement. These are those privilege leaves which an

employee could not avail. So, now it will be named as LPR. Encashment of LPR in

respect of employees retiring on attaining superannuation age i.e. 60 years has been

discontinued. No leave shall be earned during LPR.

Days Off:

This leave could be avail by that employee who has been working on that day which was

officially off than the employee has the chance to avail it in else time. It could be avail

within 180 days from that event otherwise it will be lapsed.

Accident Leave:

It would be avail 3 months leave in the case of accident if the person is on the job. It is

not assigned annually.

Leave without Pay:

It would be given only once in whole service period and it will be for maximum 3 years.

It shall be admissible to all categories of employees who have completed minimum one

year service (regular or contractual or combination of both) in accordance with the laid

down condition and on account of the following reasons:

o Sickness

o Study

o In continuation of maternity leave to female employees

o Self arranged secondment/gainful employment

o Posting/transfer of spouse at other work station

o Any other unforeseen personal exigency not covered under leave rules

General Conditions of LWP:

a) Employee shall avail at one go not in piece-meal

b) Employee should not rejoined duty before the completion of LWP.

c) After availing LWP employee should start working at the same position where he

placed before commencement of LWP. On other hand if there is no availability of his/her

position, so now according to Management’s discretion he/she shall be placed at any

vacant position anywhere in the Corporation.

d) Approval of LWP is based on competent authority on case to case basis, keeping in

view of corporation’s requirement.

e) Employee family shall be allowed to avail free tickets on credit during the period of

LWP.

f) Grant of LWP to contractual employees shall be restricted within the period of contract

only.

g) No assistance shall be given to employees who have been allowed LWP for study

purpose.

6. Passage Facility in PIA:

6.1. Policy:“Rebated passage to an employee may be granted by the competent authority at its

discretion. It shall not be claimed by an employee as a matter of right. An employee and

his family will be entitled to such rebated passages as approved by the Board, from time

to time.”

6.2. Types and Conditions of Passage:

Types of Passage:

100% Re-bated Passage; have not to pay, free

95% Re-bated Passage; have to pay 5%

85% Re-bated Passage; have to pay 15%

Set: A set contain max 5 round trip tickets

Employee and his/her Family may utilize current rebated set of tickets either at a

time or at different occasions.

Employee allowed availing the two combined set of 100% Re-batted tickets, on

domestic routes, for self, wife and four or more children either at a time or at

different occasion.

Passage facility is given on the basis of : Designation

Length of service

Tickets are available for: Domestic routes

International routes.

Family: Spouse (husband or wife), unemployed and unmarried sons up to the age of 24

years; unmarried, widow and divorced daughter of any age and mentally retarded

children of any age( Subject to certificate of Chief Medical Officer(CMO)/ Chief

Flight Surgeon).

Son ticket entitlement may end at the age of 24 and then parents can transfer their

ticket to him up to the age of 27(only if he is unemployed).

Passage facility shall be admissible to one adopted child of an employee, during

service.

Dependent Parents who are not engaged in any gainful employment or business.

Categories of Tickets are : Sublo; known as Chance ticket.

Non Sublo; known as Confirm Ticket.

Entitlement Year For Passage: Passages available on the basis of entitlement year from 1st March to the last day

of the February and lapse at the end of each entitlement year in respect of

employees having less than 10 years services because they having a non-

accumulated tickets and employees having service more than 10 years have

accumulative tickets for just one year.

Passage rule: General rules and conditions is applicable to various categories of employees,

their families including eligibility, validity, transfer of ticket, etc.

General Rules: Competent Authority grant re-bated Passages to the serving and retired

employees.

Eligibility: Summary of entitlement of 100%, 95% and 85% re-bated tickets applicable during

employee service on following grounds:

I. For Domestic Routes:

During 1st year of service, no 100% & 95% re-bated tickets given to employee.

After 1st year of service, 100% & 95% re-bated ticket given to employee.

II. For International Routes:

During 1st year of service, no 100% & 95% re-bated tickets is given to employee.

After 1st year of service, 100% & 95% re-bated tickets is given to employee.

Validity: Passage authority shall be valid for 15 days from date of Issuance.

Tickets shall be valid for 180 days from the date of Issuance then expired

automatically. But if employee wants to use after expiry of tickets so the validity

may extended for 90 days.

Transfer of Passage: Tickets are transferrable to parents on every year based on domestic and

international routes.

Domestic ticket can transfer to employee parents once in a year.

International ticket can transfer to employee parents once in two years, from the

date of Issuance.

Passage against Future Entitlement: Request for issuance of one set of 100% Re- bated passage on domestic routes,

against future entitlement, shall only be considered when employee has consumed

all rebated passages, on domestic routes during entitlement year.

Such a request is made 02 months prior to the expiry of entitlement year.

Proper justification is given by the employee to establish requirement for Issue of

Passage.

NOC for Immigration Authorities For Travel Abroad: International travelling required NOC. Employee who travels Abroad on leave or

On Company Service (OCS) shall obtain No Objection Certificate on PIA letter

head.

Issuance of Domestic Passage In Emergencies: In case of emergency like (sudden death, accident of a close relative or serious

illness) direct ticket can be achieved without Passage authority. The Duty Station

Managers at domestic stations are authorized to issue domestic tickets only on

giving a valid PIA Identity Card/ Family card.

All matters related to Passage of retire employees are dealt by Retire Cell. Employee can go on

leave for travel by using PL for minimum 7 days leave. Employee can takeoff three stations only

on one ticket, repetition of station is not allowed.

HR Unit Security:We visited the HR Unit security. This unit performs all the HR functions related to security staff;

like promotions, transfers, their grievances etc. 23 stations are under this unit. These stations

have three dimensions:

South:

Karachi (KHI)

Quetta (UET)

Gawadar (GWD)

Turbat (TUT)

Pesheen (PZH)

Punjgoor (PJG)

Moen jo Daro (MJD)

Sukkhar (SKZ)

Nawab Shah (NWS)

North:

Islamabad (ISB)

Peshawar (PW)

Gilgit (GIL)

Dera Ismail Khan (DIK)

Iskardu (ISK)

Central:

Lahore (LHE)

Lil Pur (LYP)

Multan (MUX)

Sialkot (SKT)

Rahim Yar Khan (RYK)

Dera Ghazi Khan (GZK)

Bahawalpur (BHP)

Diary Dispatch:Diary dispatch is used to maintain the record of received and sent documents (letters, mails

litigation cases etc) by internal as well as external sources.

LAOO (Local Admin Office Order):LAOO no. is a unique reference number and it is placed on employee’s letters which are sent to

HR Records. Each section has its own LAOO number.

TMS (Time Management System):

It is software used in PIA for attendance, submission of leaves and all leave related

issues.

Free Path:This software is used in PIA. Main system is known as Free Path. It has many parts. POPIS is

one of those parts, used for different purposes; Payroll, leave record, tickets record etc.

7. Conclusion:

We started our journey from PTC where we went through the history of PIA and had

many guest speakers in orientation who share their experiences in PIA and elaborate the culture

of PIA.

We gained lots of experience during working in PIA (HRA&C). We overviewed the legal

aspect of Human Resource Management that our section dealt with. We have done practical

work that enhances our skills, capabilities and competencies. We also have done the practical

implementation of whatever we learn in our books. This helps us to elaborate our level of

thinking and recognizing the real facts and figure that does not explain by bookish concept. We

dealt with assignments that are related to dual allotment, seniority cases, promotion, amendment

of leaves and disciplinary case related to using wrong signing authority. Moreover, we

understand the schedules of leave and passage in PIA that what benefits and perks would be

availed by an employee in terms of annual leaves and tickets. We also overviewed the security

department of PIA that deals with the security staff of the Organization. The staff of our

department includes DGM, Manager and Assistant Mangers which are intellectual and

competent; from them we learned a lot of experiential knowledge through which we polished our

explicit and tactic knowledge. This internship help us to lead in the professional world and first

time we understood the legalities in HRM like this department would also do the legal working

for the organization beyond the basic functions like planning, organizing, leading, controlling,

recruiting & selecting, training & developing and performance appraisal. Overall it was a nice

experience.

Recommendations

PIA should use NTS system for new inductions to ensure the inductions merit based,

without any type of political influence and hire qualified, intellectual and eligible staff.

This will be helpful in the smooth functioning of the corporation as well as will be cost

effective because well qualified staff will need less time for trainings.

PIA has a large number of employees. It should done right-sizing by means of golden

handshake for aged employees who have served PIA for a long time and are now at the

edge of retirement. In this way the monthly burden of the corporation will be decreased

and that amount could be used for the establishment of the corporation.

In PIA there is lots of paper work. In this modernize era this paper work should be now

computerized by means of proper software (ERP, SAP etc) to keep the records and to

integrate the data. It will be then easy to store as well as to retrieve data.

(By Saba Tehniat)

Organization is continuously bearing loss due to political influence. Whenever election

held, the newly elected parties change the management of PIA. The new management

take new Inductions make new rules for Corporation, the implementation of these new

rules spoil lots of money and time. To overcome this problem Corporation need to reduce

the increasing political Influence on the part of the Corporation.

In PIA, unions involved in using unnecessary power which creating a problem in smooth

functioning of Corporation. Management need to take initiative to ensure that these

unions are working under the boundaries.

Job application forms should be available online, it would be more convenient and time

saving for applicants.

(By Qurat Ul Ain)

8. References: http://www.piac.com.pk/pia_about/pia-about_history.asp

http://www3.piac.com.pk/policy/Manual/PPM-I-2014/PPM1index.asp

http://www.slideshare.net/zirram/pia-research-report