OWN YOUR JOB

Training for employees of Pakistan International Airlines Corporation (PIAC)

12/12/2009

SYED MUHAMMAD FARAZ ALI- PAF-KIET

 OWN YOUR JOB
Training for employees of Pakistan International Airlines Corporation (PIAC)

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Vision

PIA's vision is to be a world class airline exceeding customer expectations

through dedicated employees, committed to excellence.

Mission
Employee teams will contribute towards making PIA a global airline of
choice:
Offering quality customer services and innovative products
Participating in global alliances
Using state-of-the-art technologies
Ensuring cost-effective measures in procurement and operations

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INTRODUCTION

This report is about the introduction of a new training program with the
name of “OWN YOUR JOB” at Pakistan International Airlines Corporation
(PIAC). Basically, the need of this program was felt due to the care-free
attitude of the employees related to their jobs and assets or resources of
the organization which is influencing it in one way or other which has to
be changed for taking the organization on the profitable track.

All the parameters of the program have been mentioned as under:

Objectives of Training

To develop the sense of ownership in the employees for their jobs in the
organization.
To minimize the costs of the individual departments by developing this
sense.
To increase the motivation level of the employees by making them owner
of their jobs.
To increase the level of job-satisfaction by motivating employees through
this training.
Finally, to increase the productivity of employees and ultimately of the
organization.

TRAINING NEEDS ASSESSMENT (TNA)

The Needs Assessment process includes the review of the departmental

performance report as well as the performance appraisal of the employees
which would help to analyze the gaps in the required and actual performance
of the employees. The basic criterion for training need is the applied Vs actual
expense or costs of the individual departments. This would facilitate to find
which department requires training. In the TNA, following aspects would be
involved:

Director HR
General Manager HR
Head of Department s
Supervisors
Applied budget and actual expenses
Performance appraisals (ACRs in PIAC)

Method/Technique of TNA

As the department heads would be involved in this process, their interview

would be the best idea for getting information.

After completion of the TNA, the summary would be sent to chairman and
Managing Director of PIAC.
Organizational Analysis

There would be a comprehensive analysis of the organization‟s strategic

business goal to find out whether this training fits and severs. By doing this,
training would be aligned with the strategic business goal by fulfilling gaps and
short comings.

Resource Analysis

Resource analysis involves the best available resources in executing the training
program. For example:

Budget for training

Expertise required to provide training
Time availability
Venue availability

TRAINING TOPIC

The topic of the training would be “OWN YOUR JOB” which means taking special
care of what you do in the organization as your job. This is basically developing
the sense of responsibility, enthusiasm and feelings of pride. Development of this
sense will make employee feel that the organization is his. Everything at
workplace is to facilitate him. If he takes care of those things, it will be beneficial
for him. The topic emerged from observation of the care-free attitude of many
employees at PIAC. This care-free attitude includes late coming, care less
attitudes towards physical aspects of the organization, denting organization by
using its assets for personal use etc…since, PIAC has a big political influence on
it, it has been the attitude of its employees for a long time and has now become
a culture. This culture has to be changed by introducing this training program on
a permanent basis.

TRAINING EXECUTION

Since, this is a new subject related to training; therefore, the trainer would be
outsourced. Initially, the managers, supervisors Director HR and General
Manager HR would attend the training as an orientation to the training program,
so that they could have an idea about the actual program. After that, the
actual transfer of the training to employees would be done.

If the program gets a success, it would be made mandatory for all the
employees to attend this training so that this sense could become a part of
values of the organization and the cultural development. Every new comer
would attend it as a part of his initial training which would help him to adapt to
this culture and could serve the organization in a superior manner.

TRAINING EVALUATION

Evaluation is very important as the organization is investing time and money.

There would be pre-training-evaluation and post -training-evaluation. In pre-
training-evaluation, the following things would be done:

Formative Evaluation: in which it will be done during program design and

development which will help to make sure that the training program is
well organized and runs smoothly. Secondly, it will also be considered
carefully that the trainees learn and satisfied with the program.
Pilot Testing: in this, the program will be previewed with some potential
trainees and managers to make sure that the program is well organized.

Post-Training-Evaluation

In post -training-evaluation, the effectiveness of the training would be measured

on the basis of the performance of the group attended the training. The
comparison between pre-training-performance with the post -training-
performance would give the clear result which would help to determine the
effectiveness of the program. If the program gets a success, it would be
provided to all the employees. Since the idea/topic is not limited to the levels of
management, there would be no restriction. Later it would be made mandatory
for all the new comers to attend it.
CONCLUSION

In conclusion, it can be said that the program is expected to do well from the
organizational point of view where it will help to reduce costs through minimizing
unnecessary losses of resources as well as the employees‟ point of view where it
will work as a career growth ladder.

It is very important to build this sense in employees because many organizations

are occurring big losses due to the lack of „ownership‟ of the job and the
organization.