INTERNSHIP REPOR REPORT T Prepared for CAA HR DEPT Prepared By Maryam Ahmad B.S Fifth Semester JINNAH NI!ERSIT" FOR #OMEN $TH%A&ST%'()*
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All All prai praise se for A//ah S#T who give us the ability and skills to go through the completion of the internship project successful. Alhamdulillah!!! Indebted too many people who help in various ways in this internship. First and foremost, we oer special thanks to CAA that provides us a lot of information regarding our report. I also would like all the people that worked in the oce of I"I# A"IA$I%& A$'%()I$* A$'%()I$*.. +ith their patience and openness they created create d an enjoyable working environment. environment. Further on, I want to thank the students and interns in the who made this demanding time joyful but always ecient.
E1e+2ti3e s2mmary4 The HR department contributes a lot in the success of CAA. There is a proper system of recruitment in the organization and the selection of employees is done on fair basis. The CAA also provides proper orientation and training to their new comer employees that help them to 2 I&$)&/'I0 )0%)$ %F AA ') 10A)$&$
understand the work place easily. Many incentives rewards and benefits are also provided to the employees for their motivation. The friendly culture is the strength of CAA that helps the employees to work with interest and make them feel comfortable at their work place. !ue to the open door policy "followed by CAA# there is a strong bonding between superiors and subordinates and this is the reason that the number of clients of HR$% is increasing day by day. . CAAl believes in high performance and creating best understanding with their employee needs and wants. CAA have global network with their international to deliver e&cellent service. CAA also provide medical health facility too their employees
I-trod2+tio- a5o2t CI!I6 A!IATION 'akistan Civil Aviation Authority is a 'ublic sector autonomous body working under the (ederal %overnment of 'akistan through the Ministry of !efence. )t was established on *th !ecember +,- as an autonomous body. 'rior to its creation a Civil Aviation !epartment in the Ministry of !efence used to manage the civil aviation related activities. 3 I&$)&/'I0 )0%)$ %F AA ') 10A)$&$
The day of *th !ecember has significance as it coincides with the date of creation of )nternational Civil Aviation /rganization ")CA/# in +,00 as a result of the famous Chicago Convention. )ncidentally the 1nited 2ations have declared *th !ecember as the )nternational Civil Aviation day and celebrated as such every year all over the 3orld. All kinds of Civil Aviation related activities are performed by CAA including the regulatory air traffic services airport management infrastructure and commercial development at the airports etc. Recently Civil Aviation Authority underwent Restructuring and Change Management process to meet the present and future challenges. This organizational transformation process identified $tructure Culture $kills and Rewards as four tracks on which simultaneous emphasis is being laid. The 4ision Mission and Core 4alues have been identified. 3ide5angle buy5in process by CAA senior management with staff and lower levels for bridging communication gaps between different hierarchical levels of the organization has been taken. As a result of the Restructuring process the fundamental organization structure has been balanced to focus on three core areas namely Regulatory Air 2avigations $ervices and Airport $ervices. These Core 6 7ine functions are fully supported by the various Corporate functions o f the organization. The restructuring process has helped 'akistan Civil Aviation Authority to fully focus on85 •
$trengthening its safety and security oversight role as per )nternational Civil Aviation
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/rganization re9uirements and standards. To facilitate growth of the infrastructure development "Airports and Airport Cities# on a
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fast5track basis. 'rivate sector participation in the process is also being encouraged. :nhanced Regulatory and air space management capabilities. Moreover emphasis is
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being laid on commercialization of its assets and land with improved customer 6 passenger service standards benchmarked with top performing international airports !evelopment of a 2ew Aviation 'olicy for the country in consultation with the Ministry of !efence 'lanning Commission 3orld bank Airlines and Aviation :&perts ":&pected to be considered by the Cabinet for approval shortly#. )nvesting in Human resource development through structured approach with particular focus on 9uality of people and enhancing their professional capability.
;uality work on new initiatives is in progress such as introduction of :nte rprise Resource 'lanning ":R'# Health $ecurity $afety and :nvironment "H$$:# Corporate $ocial Responsibility "C$R# :thics Management 'rogram Customer feedback mechanism at the airports :mployees 'erformance Management system benchmarking outsourcing of non 5core and wasteful activities etc. Recently we have embarked upon a challenging phased program to ac9uire international standards of )ntegrated Management $ystem ")M$# in CAA during which the international standards of )$/ ,<<+8<<< ";uality Management $ ystem# )$/ +0<<+8<<0
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":nvironmental Management $ystem# and /H$A$ +-<<+8<<* "/ccupational Health and $afety Management $ystem# shall be ac9uired.
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67e a world8class service provider in the aviation industry9.
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I//I%&5 ;0rovide safe, secure and ecient best8in8class aviation services to the stakeholders9.
R=$ >ranch shall be evaluate the demand for recruitment in the light of ?ob description and person specification. 4acant positions shall be published. 2T$ conducts all types of writer test related to recruitment process candidates shall send their applications to 2T$ within @< days if pub lication of advertisement. 2T$ scrutinize the received applications and then 2T$ conduct the written test of eligible candidates. Recruitment of officers in CAA shall be made in the following >ranches85 "a# Air Traffic Control "b# Rescue = (ire (ighting "c# Aeronautical :ngineering "i# Avionics "ii# Aerospace "d# $!$ "'ublic Relations >ranch is part of $!$# "e# (acilitation "f# (inance "g# Communication /perations "h# %eneral :ngineering "i# Civil "ii# :lectrical "iii# Mechanical "iv# :lectronics :ngineering "?# Horticulture "k# 7egal "l# Medical "m# M)$
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"n# $upply "o# Architecture "p# 7ibrary "ii# Recruitment of staff in CAA shall be made in the following Trades85 "a# ATC "b# Accounts "c# Auto "d# Civil "e# Communication "f# M)$ "g# :lectronics "h# :lectrical "i# (acilitation "?# Rescue = (ire (ighting "k# %eneral $ervices "l# :state "m# Horticulture "n# $ecretariat "o# $teno "p# $upply "9# Mechanical ADVERTISMENT OF VECANCIES: The
company advertises their ?obs by publishing them in newspapers or sending ?ob adds on their official website or on other sites like linked inB etc. the ?ob advertisements include all the ?ob descriptions like rules and regulation benefits and opportunities working hour etc.The re9uired 9ualification skills and responsibility are also listed in it so that it will be helpful for the candidates to select the most appropriate ?ob according to their skills and 9ualification > I&$)&/'I0 )0%)$ %F AA ') 10A)$&$
/#$I%&5 The selection is the process of deciding the most appropriate applicants out of many candidates. The HR$ %7/>A7 selects the employees by identifying the ?ob re9uirment.
%I& F%) 0)%1()5 )ndividuals who meet the above criteria and are interested to work for 'akistan Civil Aviation Authority should send their applications on >io5!ata alongwith C4 < 2os recent 'assport $ize Coloured 'hotographs attested photocopies of C2)C !omicile all :duc ational :&perience Certificates directly to M6s 2ational Testing $ervice "2T$# )slamabad for computerization 6 scrutinization on behalf of 'akistan Civil Aviation Authority. The applicants shall deposit non5 refundable amount of Rs.<<
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Age rela&ation for <@ years in case of candidates belonging to recognized Tribes of Tribal Areas.
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Candidates not fulfilling the above re9uirements or submitting incomplete applications will not be considered.
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Tests 6 )nterviews will be held at Darachi 7ahore )slamabad 'eshawar and ;uetta Airports
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2o TA 6 !A is admissible for Test 6 )nterview.
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Candidates using e&ternal influence or giving wrong information will be dis9ualified.
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Appointment will be sub?ect to CAAEs standards and medical fitness test.
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$elected candidates may be re9uired to serve anywhere in 'akistan.
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%overnment servants 6 employees of autonomous bodies 6 corporations including CAA employees should send their applications through proper channel.
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Application received after due date will not be considered 6 entertained.
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$elected candidates for the posts of AATC/ "'%5<*# and Aerodrome (ire (ighter "'%5 <0# will
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undergo basic training at Civil Aviation Training )nstitute Hyderabad and during training they will get fi&ed stipend. Their appointment will be sub?ect to successful completion of training.
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get fi&ed stipend. Their appointment will be sub?ect to successful completion of training.
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D# 3omen are encouraged to apply.
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The policy of the (ederal %overnment as declared from time to time with regard to 'rovincial ;uota for initial recruitment as applicable to CAA shall be observed.
Issuance %er %f Appointment #etters 5 /n completion of all formalities the selected candidates are sent to Hyderabad for training. After ?oining CAA /rientation is given and documents of all selected candidates are verified.
The +hart of re+r2itme-t a-d se/e+tio5ra-+h
TRAININ& AND DE!E 6OPEMENT4 ' ND #EE7 Training is providing the employees a learning e&perience to achieve the short term goals @@ I&$)&/'I0 )0%)$ %F AA ') 10A)$&$
3hile development programs are provided in order to achieve long term task. The CAA is the organization that is providing both the training and development. The CAA provides on the ?ob training class training on pro?ectors online training team building developments p rograms and personal development programs.
Training and development process either formal or informal
Formal training5 (ormal training include abitio training refresher courses management courses specialist6advance6technical professional course
Informal training5 Many of the method so common that they are probably not viewed as training method mentoring from more e&perience employee participation in meeting conferences on the ?ob training and rotation.
$ype of training5 mployee orientation5 An orientation program may be held on e&isting employee a t the time of posting at one location to another at the time of change in responsibilities6duties it is to ensure the duration of programed e&isting employee may not e&ceed one week.
%n the job training B%C$D5 :mpFloyee learn the ?ob actually doing through /n The Gob Training. /n the ?ob training shall be regular feature to get ac9uisition with re9uirement on new ?ob assignment this type of training relatively ine&pensive and covered skill that are specific to the ?ob.
Cob instruction training BjitD5 Gob instruction training shall be delivered to employee whose nature of the ?ob consists of logical se9uence step.
$here are three type of traing in hr department • •
Catti )nland (oreign
attie training5 Civil activates shall be impact on cattie which include abs5initio training6advance courses abs5initio training is design by a new entrance for developing the skill up to minimum developing level. 3hereas courses focus on progressively to train employee for the purpose of e9uipping tool and techni9ue to make their duties effectively. Aviation training institute shall act as institute of training activities for CAA employees various
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Inland training5 The different training re9uirement such as soft skill various specialized training shall be met through local market however subscription of such training should be linked up with reputation and e&pertise of training provider such training programmed preferable in house basis under the argue of saving cost of training
Foreign training5 (ully6partial funded training programmed offered by various countries and donor agencies shall be utilized in compliance with laid down rule and procedure of a government the mandatory6essential training programed educated under the umbrella of )CA/ forum shall be availed considering the criteria of e9uitable participation and relevance nominees advance 6specialize foreign course and training covered under the contractual agreement with governed according to government policy sine foreign training cost is high such training program shall be utilized to train the trainer basis to spread to scope of training
$raining need assessment5 Tna is a is a important assepect to actual traing re9uirement for individual it focus on two puppose •
Training re9uired for the performance gap of the individual employee to perform their
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e&sisiting ?ob with satisfactory level Training re9uired to enhance the proffersional capabilities of an individual employee to assume their future assignment
$raining need assessment B$&AD in the light of the following %rganiEational analysis5 )dentitfies factor of individual positively and negatively effectiveness of training program these factor include such as money available in training program
$askjob analysis5 identifies what skill and techni9ue re9uired to successfully perform the ?ob task.
9 rd ee, The opportunities given to the employees in order to motivate them and boost their self5esteem is the benefits. The CAA provide medical facilities i.e "opd hospitalization#. )t also provides separate benefit i.e gratuity and provident fund.
gratuity fund5 %ratuity is the separation benefit in which the amount of the current salary"at the end of each year# is added in the account of the employee and then a lump sum amount of money is paid to the worker at the time of retirement. 'ackage (or (amilies /f CAA :mployees 3ho !ie )n $ervice8 •
This order is applicable for the families of all regular employees o f CAA who die in
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service on or after +st Guly <<. /n receipt of the re9uisite documents in H;s CAA HR "C6> = >$# >ranch AM HR "Compensation 6 >enefits# will be responsible to process the case for approval of Competent Authority as per entitlement
'ouse 'iring5 (or /fficers8 Hiring of residential accommodation for '%5<, '%5+< and '%5++ only.
lub embership5 /nly for %eneral Manager "'%5+<# !irector CHR"'% ++# !eputy !irector %eneral"'%5+# and
/'%#A)/'I05 /utstanding children of all CAA employees irrespective of pay groups who secure. -< and above marks "A one grade# in Matric or e9uivalent will be given a stipend of Rs.+ <<<65 each per month for a period of one year. This $cholarship will initially be for a period of one year which will be e&tended for another year.
/0IA# #%A&/ G)A&$/5 The Airports 6 1nits desirous of taking grants from Central 3elfare (und for investment purpose in profit making ventures may do so. The profit thus earned will be divided between Central 3elfare (und and respective 7ocal 3elfare (und on fifty5fifty basis.
0ension5 Hinds %f 0ension • •
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$uperannuation: /n attaining the age of I< years. 4oluntary8 /n completion of years 9ualifying service. )nvalid: !isability on medical ground etc. Compulsory Retirement8 (orcefully Retirement. @3
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(amily 'ension8 )n case of death during service6retirement.
0ension )ules •
Civil aviation authority "CAA# follows government pension6commutation rules since
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creation of CAA i.e *th !ecember +,-. !ues are being paid to pensioners according to government rules as amended from time
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to time. Chief HR is the sanctioning authority of pension cases.
/)"I 7%%H/5 A77 services of an employee record in service books from starting of the ?ob till an end of a ?ob. 'erformance achievements and rewards of an employee record in service book. )ts proper maintenance is essential because we evaluate day to day performance of employee from that chief of CAA and director general give promotion to emplo yees if they deserve.
0)F%)A& A00)AI/#5 The measurement of the performance of employees on the basis of how they work and how much they are keen to learn new things is performance appraisal employeeEs performance is measured and the benefits and increments are provided to the employees according to their good performance.
/&I%)I$* %F 0#%*/ A00%I&$1 7* 0)%%$I%&5 a# :mployees approved by the Appointing Authority for regular promotion to higher grade shall be senior to those approved for promotion at a later date. b# An employee eligible for promotion who is inadvertently omitted from consideration in the original reference and is superseded when he is subse9uently considered and proved for promotion will take his seniority with the original batch. c# 3hen in a single reference the !'C is asked to recommend more than one person and the recommendation of the !'C is held up on respect of one or more such persons for want of complete papers etc. or for reasons beyond the control of the person"s# concerned the recommendation of the !'C in respect of such person"s# when made subse9uently will be deemed to have been made on the date when the recommendation in respect of the original batch was made. •
)f two more employees are promoted to higher grade on one and the same date their inter5 se5seniority shall be the same as en?oyed by them in the lower grade. )f their continuous appointment in the lower grade is also of the same date the employee older in age shall be treated senior.
)egular promotion implies that58 a# 'romotion was made to higher grade in a vacancy reserved for 'romotion. b# The employee fulfils the criteria prescribed for the post.
Human resource department face challenges at the time when they hire a wrong person for
the respective ?ob. .
)t faces challenge when the employees are not doing their best.
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At the time of hiring they have to think systemetically to choose the best candidate.
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They face problem when any employee takes a leave without informing to the company.
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)t face challenges when any employee is not in the 9uality management.
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They face the leadership development.
*. They also face the trade unions when the employs goes to strike because human resource management provide good workers of the environment.
ANA6"SIS OF DEPARTMENT AA is in the process of re8structuring and re8modeling its ') 1irectorate to meet the challenges of tomorrow. $oday ') anagement is a critical element for organiEations to move forward and produce best services to all stake holders. AA desires to induct dynamic ') Generalist, who will be responsible for overall policies formulation, development and implementation to achieve organiEations strategic targets inline with the mission and vision. Their HR department activities is to motivate and satisfy their employees by providing different type of benefits like medical facility incentives salary and so on CAA use A$TM "American standard society test# for hiring process and give adds through websites newspapers and magazines. They also arrange training programs for their employees $hort5 term assignments work well for minimizing pro?ect overload reducing staff cost and meeting deadlines or they may add long5term or pro?ect oriented workforce to augment their core staff and infuse new talent into their operations
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Co-+/2sio)n + centuryitEs very important every organization should Hr department to help the process of recruitment and selection of employee if the right e mployee hire the company success is high. CAA offers a range of services for the entire employment and business spectrum. The CAA has a proper system of recruiting the candidates. The company provides a proper orientation to their employee in order to make them comfortable with the work environment before they start their work and also to create a strong bonding with them. Human resource department face challenges at the time when they hire a wrong person in ?ob. They also face the trade unions when the employs goes to strike because human resource management provide good workers of the environment. CAAl also invest in building image and identity in the local and international market.
RECOMMENDATION •
3hen management establishes targets in their human resource plan management should make sure that strategies are recognized to attain those targets.
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CAA should think risk5ranking human resource gaps as a means of setting priorities given limited resources and to ma&imize results.
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CAA should train staff by giving them training internships so that they can work effectively and efficiently.
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CAA should do recruitment of selection of staff on basis of their 9ualification confidence level technical skills interviewing to determine his or her ability to pe rform the ?ob.
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E1perie-+e )n this Ith internship ) had great e&perience in caa good place to work great team environment )t is a real opportunity for me to work in a field in which ) am proficient even more in the city of karachi. ) have the ability to improve my confidence level and enrich professional work at the same time and in the meanwhile dealing with a lot of responsibilities every day help me improve my skills and competences. 3hilst ) did not earn any money the e&perience was worth its weight in gold. !uring my internship ) also worked on updating the employee manual. This was an invaluable e&perience as it allowed me to see how the law is applied to reality for the benefit of the employees. )t also allowed me to see how companies try to get their employees the best they can. )n addition) learned to appreciate the hard work that Human Resources !epartments put into behind the scenes to support the employees.