An Internship Report On

The Human Resource Management

Practices in East African Civil
Aviation Academy Soroti

KAMPALA INTERNATIONAL
UNIVERSITY
Date: 1st June – 31st July - 2022

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 An Internship Report On
The Human Resource Management Practices
In East African Civil Aviation Academy (EACAA)
Soroti

Submitted To
Mr. Tom Mugume
College of Economics and Management
Kampala International University

Submitted By
Omania Allan Brian
Reg No: 2020-08-01916
KAMPALA INTERNATIONAL UNIVERSITY

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 LETTER OF TRANSMITTAL

20th Aug, 2022

MS. Nansamba Ritah
College of Economics and Management
Kampala International University

Subject: Report on "HRM Practices in East African Civil Aviation Academy" submitted as part of
the internship.

Dear Madam,

I have created this document on "The human useful resource control techniques in East African
Civil Aviation Academy" so as to satisfy the necessities for finishing the internship application.
The paper is primarily based totally on HRM training discovered in my undergraduate training
at Kampala International University and makes a specialty of the fundamental capabilities of
human useful resource control. This internship application supplied me with each theoretical
and realistic Understanding. I discovered approximately the enterprise's way of life and bought
enjoyment with banking and human assets. If you have been excellent enough to get the
document and deliver me your useful advice, I'd be absolutely grateful. I've tried to comply with
the guidelines mentioned. It might be a pride for me in case you discovered this document
beneficial and informative to you.

Sincerely Yours,

Omania Allan Brian

2020-08-01916

BHR Program

Kampala International University

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 LETTER OF DECLARATION

I Omania Allan Brian hereby proclaim that the document titled "The Human
Resource Management Practices in East African Civil Aviation Academy" that I
organized and submitted to Kampala International University is a document of
unique work that I finished below the supervision of MS. Ritah Nansamba,
Professor, Kampala International University's College of Economics and
Management. I asserted that this document is my personal work and it became
written as a part of my BHR program for my educational purpose.

Yours Sincerely,

……………………………….

Omania Allan Brian

Reg No: 2020-08-01916

BHR Program

Kampala International University

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 LETTER OF ACCEPTANCE

This certifies that Omania Allan Brian, Reg No: 2020-08-01916, BHR Program, is a
regular scholar at Kampala International University's College of Economics and
Management. His paper, titled "The Human Resource Management Practices at
East African Civil Aviation Academy," is now finished. He finished his internship
document below my supervision. I agree that this is an exquisite document at
Kampala International University. I desire his achievement in his destiny
endeavors.

FIELD SUPERVISOR

Mrs. Lacot Beatrice

…………………………..

ACADEMIC SUPERVISOR

MS. Nansamba Ritah

……………………….

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 ACKNOWLEDGMENT

First of all I need to thank the almighty God for presenting me with the strength
to perform my duties as an intern and post the document on time. Ms. Nansamba
Rita, my university supervisor, is beholden to me for her unwavering supervision
throughout my organizational attachment time. I am additionally grateful to Mrs.
Lacot Beatrice (my organizational supervisor) who assisted me with the aid of
imparting useful directions. During my internship, I became in consistent touch
with my organization's manager and some distinct contributions to stuff. Without
them, this project might be terribly difficult. I need to emphasize this
organization's terrific operational surroundings and cluster dedication, which has
allowed me to swallow and help bring together the document. The majority of
them have been East African Civil Aviation Academy. My parents (Mr. Aloki John
Darlington and his wife Akello Christine Beatrice), Kokas E Onya, Dr. Akulau
Moses, Oluka Hebert Benon for their kind support during my intern not forgetting
Nakalembe Agnes and Emasu Moses Aaron who stood with me in all ways. My
sincere gratitude to all those who help me the journey of my Career.

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 EXECUTIVE SUMMARY
The internship document represents 2 months of HR practices on the East African Civil Aviation
Academy Soroti. The studies are being achieved so as to provide a clean image of EACAA Soroti
activities and Human Resource Practices. The East African Civil Aviation Academy was created
on 27 November, 1970 and operations started in September, 1971. However, the cause of this
is to take a look at the EACAA's Human Resource Practices and managerial effectiveness over
duration of time. The document's predominant aim became to get a sensible understanding of
the Human Resource Practices of EACAA. This report is divided into 6 chapters and is primarily
based totally on EACAA's realistic experiences. The 1st chapter is dedicated to the document's
introduction, which covers topics like background, objective, methodology and limitations of
the study. The 2nd chapter offers a short review of EACAA. It additionally encompasses all
banking activities and operations. The 3rd chapter offers literature review of the report. There
is some theoretical knowledge about Human Resource Management Practices. Chapter 4
includes the final Human Resource Management Practices of EACAA. In this chapter the study
focuses on the general Human Resource Management Practices of EACAA, on the activities of
the Human Resource Department and on the behavior and results of collaborators in this
sector. Chapter 5 describes the Human Resource SWOT analysis that describes the internal
(Strengths and Weaknesses) and external (Opportunities and Threats) environment of EACAA's
HRD. The major results of EACAA's HRM Practices analysis are also included in this chapter.
Finally chapter 6 indicates the findings and analysis, recommendations and summaries the
report with a conclusion. The core findings of the report illustrate the ways in which EACAA's
planning, recruit and select, train, appraise and compensate its employees through the HRD.

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 Table of Contents
LETTER OF TRANSMITTAL 3
LETTER OF DECLARATION 4
LETTER OF ACCEPTANCE 5
ACKNOWLEDGMENT 6
EXECUTIVE SUMMARY 7
CHAPTER 1 10
INTRODUCTION 10
1.1 BACKGROUND OF THE REPORT 11
1.2 ORIGIN OF THE REPORT 11
1.3 RATIONALE OF THE STUDY 11
1.4 SCOPE OF THE STUDY 11
1.5 OBJECTIVES OF THE STUDY 12
1.6 METHODOLOGY OF THE STUDY 12
1.7 LIMITATIONS OF THE RELATIONSHIP 13
CHAPTER 2 15
OVERVIEW OF THE ORGANIZATION 15
2.1 HISTORY OF THE ACADEDMY 16
2.2 OVERVIEW OF EAST AFRICAN CIVIL AVIATION ACADEMY (EACCA) 17
2.3 VISION OF EACAA 17
2.4 MISSION OF EACAA 17
2.5 SERVICES 17
2.6 CORPORATE STRUCTURE 17
CHAPTER 3 20
LITERATURE REVIEW 20
3.1 LITERATURE REVIEW 21
CHAPTER 4 24
HRM PRACTICES BY EAST AFRICAN CIVIL AVIATION ACADEMY 24
4.1 HUMAN RESOURCE MANAGEMENT 25
4.2 HUMAN RESOURCE PLANNING 25
4.3 RECRUITMENT AND SELECTION 26
4.4 MEDIUM OF RECRUITMENT ADVERTISEMENTS 27
4.5 EXAMPLE OF RECRUITMENT ADVERTISEMENT 28
4.6 SELECTION PROCESS OF EACAA 29
4.7 TRAINING AND DEVELOPMENT 29
4.8 PERFORMANCE EVALUATION

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30 4.9 COMPENSATION
32

CHAPTER 5 33
SWOT ANAYLISIS 33
5.1 SWOT ANALYSIS 34
CHAPTER 6 36
FINDINGS AND ANALYSIS, RECOMMENDATIONS AND CONCLUSION 36
6.1 FINDINGS AND ANALYSIS 37
6.2 RECOMMENDATIONS 40
6.3CONCLUSION 41
REFERENCES
42
APPENDIX
43

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 CHAPTER 1

INTRODUCTION

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1.1 BACKGROUND OF THE REPORT
The report is a prerequisite for receiving a Kampala International University Bachelor of Human
Resource (BHR) Degree. To get hold of the degree, every scholar needs to complete an
internship application wherein they need to work in an organization and put together an
internship report whilst doing so. The possibility to function as an intern at EACAA became a
notable possibility. While operating at EACAA's HR Department, it became determined that
there are not any huge variations among real lifestyles HR approaches and theoretical HR ideas.
As a result, the report is prepared to show EACAA's HR Practices.

1.2 ORIGIN OF THE REPORT

Today the EACAA’s system plays a critical role in economic life and there is no question that the
global Aviation system is fast evolving as a result of competition, globalization, technological
advancements and deregulations. HRM may have to cope with the effects of a changing Civil
Aviation environment as part of the company. HRM is a great problem right now since it
requires firms to provide the right people for the right jobs in a short amount of time. It’s
difficult to persuade them to employ entirely new HR techniques. Designing HR practices and
strategies properly might be a process that requires a great deal of attention and effort. The
importance of equal opportunity and supply cannot be overstated. During my internship at
EACAA, I had the fortunate opportunity to learn how EACAA promotes its employees to apply
various HR methods. Furthermore, deciding on HR strategies enticing staff to apply them over
time may be difficult. The internship program at EACAA allowed me to better understand
organizational behavior in the workplace. The EACAA's HR Practices work is included in the
internship experience. To submit my internship report, I picked the theme of the research to
examine and describe how EACAA performs its HRM practices.

1.3 RATIONALE OF THE STUDY

Civil Aviation Authority, like those in other emerging countries, will experience increased
competition in the coming months. With increasing financial complexity, the Aviation industry
faces a variety of hazards. HRM refers to how an organization's employees are managed. Field
agents, coordinators, workers, supervisors and project managers will be among them. These
individuals are referred to as "Assets" since they lead organizations. These "Assets" must be
used to administer the company, much as EACAA utilizes resources to run its activities. It is not
enough to have a specialized organizing staff. Fundamentally, until a team is effectively
managed, motivated and executed, a company will not be able to fulfill its objectives.

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The design of systems, such as construction plans and policies, is a means of managing,
motivating and executing stuff. HRM includes these systems.

1.4 SCOPE OF THE STUDY

The objective of this report is to present all of the information I gathered throughout my
internship on EACAA's HR Practices. The paper will include detailed information on EACAA in
order for any reader to conceptually comprehend the bank and its services, among other
things. A research like this on EACAA's HR Practices can assist students and instructors learn
how Aviation recruit and pick individuals. This knowledge can aid students when they are
looking for a job or when they compare what I teach with what they learned in their HR
courses. The final recommendations can help the EACAA's HR manager (if deemed useful) to
enhance the EACAA HR process and activities.

1.5 OBJECTIVES OF THE STUDY

Employees are a company's most valuable asset. And if they are handled well, they will
inevitably create income and promote the firm's name. Similarly the report's goals are crucial
since they provide an overview of the report's foundation. My report's objectives are as
follows:-

OBJECTIVE IN GENERAL
 To organize an internship report that supported HRM methods through East African Civil
Aviation Academy Soroti.
 To fulfill the prerequisites for completing the Kampala International University BHR
program.

OBJECTIVES THAT ARE UNIQUE

 To investigate EACAA HRM methods.
 To conduct a SWOT analysis of EACAA's HRM procedures.
 To make a number of recommendations for the improvement of EACAAs HRM
procedures

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1.6 METHODOLOGY OF THE STUDY
The methodology section of a report usually includes a theoretical explanation of the method
utilized in the study. It is divided into two parts. The first is the data analysis and data
acquisition methodologies.

INFORMATION ANALYSIS METHODOLOGY

The report is being written utilizing exploratory research approaches, in which each qualitative
approach is being used to evaluate primary and secondary data.

METHODOLOGY FOR COLLECTING DATA

The research is based on information from two distinct sources. The following are the sources:-
Primary Sources

 As an intern, I will gain practical job experience.

 Through official and informal contact with employees and clients of the bank.

Secondary Data Sources

 Through East African Civil Aviation Academy's annual reports.

 East African Civil Aviation Academy articles and brochures
 Documents from the office
 Working documents

1.7 LIMITATIONS OF THE RELATIONSHIP

The authorities were quite helpful, but they were quite too preoccupied with allowing me time
to grasp the topic. They also have to compete in a very competitive financial climate. There are
some limitations to any activity. During the course of my reporting, I am also subjected to some
standard limitations.

 The first constraint is that due to lack of time, I have not presented a complete
account of EACAA's activity.
 Another drawback of the research is the lack of access to current data and
information on the different operations of the EACAA's policy of not revealing
specific data and information for whatever reason, which may be extremely
valuable.
 The third constraint is that the clients and authorities were too preoccupied with
their work to give me much time for interviews.

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 CHAPTER 2

ORGANIZATION OVERVIEW

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2.1 HISTORY OF THE EAST AFRICAN CIVIL AVIATION ACADEMY
EACAA was founded in September 1971 under the Directorate of Civil Aviation of the EAC. The
government of Uganda, the East African Community (EAC), the United Nations Development
Programme, and the International Civil Aviation Organization were the major contributors.
When the first EAC collapsed in 1977, the Ugandan government took over the management and
maintenance of the school. In 2012, the government began the process of returning the school
to the EAC.

In late 2013, the Ugandan government entered into preliminary discussions with Integra, a
private Danish aviation company, to improve and manage the school at international standards
under a public-private-partnership (PPP) arrangement. Discussions at the Ugandan cabinet level
have also been held about returning the school to the EAC.

In 2014, the EAC Council of Ministers agreed to take it back. On 3 July 2014, the presidents of
Kenya, Uganda, and Rwanda agreed in principle to re-instate the EACAA as one of the centers
of excellence in the EAC.

However, due to the failure of partner states to remit operational and development funds to
the school, the Ugandan Cabinet, in March 2019, formally resolved to take over the ownership
and management of the academy. It is expected that the academy will expand its training
programs to include pilots and aircraft maintenance engineers from (a) UPDF Air Force (b)
Uganda National Airlines Company (c) Uganda Police Air Wing (d) Ugandan Presidential Fleet (e)
Commercial and General Aviation. This would save Uganda millions of dollars in foreign
exchange, currently spent on procuring this training outside the country.

Location
The school is based at Soroti Airport, (IATA: SRT, ICAO: HUSO), in the town of Soroti in the
Eastern Region. It is approximately 228 kilometres (142 mi), by air, north-east of Entebbe
International Airport, Uganda's largest civilian and military airport. The coordinates of the
airport are 1°43'15.0"N; 33°37'03.0"E (Latitude:1.720833; Longitude:33.617500).

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2.2 OVERVIEW OF THE EAST AFRICAN CIVIL AVIATION ACADEMY
As of May 2018, the flying school was undergoing renovations and a certification process to
become a center of aviation excellence in the region. New technical staff have been recruited,
including (a) a Director (b) a Quality Manager (c) a Safety Manager (d) a Chief Engineering
Instructor (d) Flying instructors (e) Ground instructors (f) Engineering instructors and (g) Flight
Operations Instructors. At that time the school had nine training aircraft. By May 2018, nine
pilot-trainees, seven aircraft maintenance engineers and fourteen flight operations officers had
completed training during the calendar year. Another fifteen pilots, fifteen flight operations
engineers and five aircraft maintenance engineers were expected to graduate during the
second half of 2018

2.3 VISION OF EAST AFRICAN CIVIL AVIATION ACADEMY

To be the preferred center of excellence providing quality and safe aviation training.

2.4 MISSION OF EAST AFRICAN CIVIL AVIATION ACADEMY

To provide quality training that meats International Civil Aviation Organisation Standards.

2.5 SERVICES AT EAST AFRICAN CIVIL AVIATION

 Flight Training
 Engineering Training
 Airport Operation
 Aircraft Maintenance

2.6 CORPORATE STRUCTURE

OFFICE OF THE DIRECTOR

 Director
 Personal Secretary
 Office Attendant
 Driver

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HUMAN RESOURCE AND ADMINISTRATION DEPARTMENT

 Principal Human Resource Officer

 Human Resource Officer
 Librarian
 Records Officer
 Information Scientist
 Assistant Records Officer
 Assistant Librarian

ADMINISTRATION SECTION

 Assistant Secretary
 Stenographer Secretary
 Assistant Inventory Management Officer
 Pool Stenographer Secretary
 Receptionist
 Office Typist
 Telephone Operator
 Office Attendant
 Driver

ACCOUNTS UNIT

 Senior Accountant
 Accountant
 Senior Assistant Accountant
 Assistant Accountant

PROCUREMENT UNIT

 Senior Procurement Officer

 Procurement Officer

GROUND SCHOOL

 Head of Training Flight Operations

 Chief Flight Operations Instructor
 Chief Ground Instructor
 Principal Ground Instructor
 Senior Ground Instructor
 Ground Instructor

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FLYING SCHOOL

 Head of Training - Flying

 Chief Flying Instructor
 Principal Flying Instructor
 Senior Flying Instructor
 Flying Instructor

ENGINEERING TRAINING SCHOOL

 Head of Training Engineering

 Chief Engineering Instructor
 Principal Engineering Instructor
 Senior Engineering Instructor
 Engineering Instructor

AIRCRAFT MAINTENANCE DEPARTMENT

 Chief Aircraft Maintenance Engineer

 Principal Aircraft Maintenance Engineer
 Safety Manager
 Quality Manager
 Senior Maintenance Engineer
 Aircraft Maintenance Engineer
 Aircraft Radio Engineer
 Technical Records Officer
 Aircraft Technician
 Technician Assistant  

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 CHAPTER 3

LITERATURE
REVIEW

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3.1 LITERATURE REVIEW
Human Resource Management (HRM) is an anticipated approach to supervision people
lucratively for performance. It aims to construct a more open, bendable and compassionate
administration style so that employees will be provoked, industrial and managed in a way that
they can furnish of their greatest to carry department’s missions. Good HRM practices are
implicated in selection reach departmental objectives and add to productivity. Human resource
management is the process of planning, recruiting, selecting employees and providing proper
training and developing employee skill.

“Human resource management refers to the practices and policies you need to carry out the
personnel aspects of your management job, specifically, acquiring, training, apprising,
rewarding and providing in a safe, ethical and fair environment for your company’s employees
(Dessler, 2011).” “Human Resource Management is defined as a strategic and coherent
approach to the management of an organization’s most valued assets – the people working
there who individually and collectively contribute to the achievement of its objectives
(Armstrong, 2006).” “Human resource management (HRM) is a strategic, integrated and
coherent approach to the employment, development and well-being of the people working in
organizations (Armstrong, Armstrong’s Handbook of Human Resource Management Practice,
2009).” “Human resource planning is a process in which an organization attempts to estimate
the demand for labor and evaluate the size, nature and sources of the supply which will be
required to meet that demand (Reilly, 1996).”

“Human resource planning helps to align human resource work contribution with that of the
organization they support in order to schedule activities that would be more meaningful and
productive and align with the mission of the organization it supports (Deb, 2006)”.

“Human resource planning is a planning process by which an organization can move from its
current manpower position to its desired manpower position. Through manpower planning, an
organization strives to have the right number and the right kinds of people at the right places at
the right time (Bhattacharyya, 2006)”.

The recruiting and selection process is a series of steps, as follows (Dessler, 2011):-

 Do workforce planning and forecasting to determine the position to fill.

 Build a pool of candidates for the job by recruiting internal or external candidates.
 Have the applicants fill out application forms and perhaps undergo an initial interview.

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  Utilize various selection techniques such as, test, background investigations and
physical exams to choose job candidates.
 Send one or more job candidates to the supervisor responsible for the job.
 Have the candidates go through one or more selection interviews with the
supervisor and other relevant parties and determine to which candidate(s) to
make an offer.

The four stages of recruitment and selection are as follows (Armstrong, Armstrong’s Handbook
of Human Resource Management Practice, 2009):-

 Defining requirements – preparing role profiles and person specifications;

deciding terms and conditions of employment.
 Planning recruitment campaigns.
 Attracting candidates – reviewing and evaluating alternative sources of
applicants, inside and outside the company: advertising, e-recruiting, agencies
and consultants.
 Selecting candidates – sifting applications, interviewing, testing, assessing
candidates, assessment centers, offering employment, obtaining references;
preparing contracts of employment.

The strategy of training involves three steps (Bass & Vaughan, 1966):-

 Statements of the content of the training program, characteristics of the learner

and his environment, the over-all organizational climate, and the relation of
training to company goals.
 Decisions about how and by whom the content will be taught, including
discussion of both current industrial training techniques and promising
innovations and the extent to which they conform to the principles of learning.
 Administration and evaluation of the training program. Training needs and the
effectiveness of training programs must be assessed continuously in a carefully
designed and executed research program.

Training is an activity leading to skilled behavior, the process of teaching employees the basic
skills they need to perform their jobs. The heart of a continuous effort designed to improve
employee competency and organizational performance.

A performance appraisal is a regular review of an employee's job performance and overall

contribution to a company. Also known as an annual review, performance review or evaluation,
or employee appraisal, a performance appraisal evaluates an employee’s skills, achievements,
and growth--or lack thereof (HAYES, 2021).

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Compensation is a systematic approach to providing monetary value to employees in exchange
for work performed. Compensation may achieve several purposes assisting in recruitment, job
performance, and job satisfaction. An ideal compensation management system will help you
significantly boost the performance of your employees and create a more engaged workforce
that’s willing to go the extra mile for your organization. Such a system should be well-defined
and uniform and should apply to all levels of the organization as a general system. Plus you’ll
enjoy clearer visibility into individual employee performance when it comes time to make
critical compensation planning decisions. With effective compensation management you’ll also
enjoy clearer visibility into individual employee performance when it comes time to make
critical compensation planning decisions. These performance appraisals assist in determining
compensation and benefits, but they are also instrumental in identifying ways to help
individuals improve their current positions and prepare for future opportunities. Human
Resource is the most vital resource for any organization. It is responsible for each and every
decision taken, each and every work done and each and every result. Employees should be
managed properly and motivated by providing best remuneration and compensation as per the
industry standards. The lucrative compensation will also serve the need for attracting and
retaining the best employees (Patnaik & Padhi, 2012).

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 CHAPTER 4

HRM PRACTICES BY EAST AFRICAN

CIVIL AVIATION ACADEMY

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 4.1 HUMAN RESOURCE MANAGEMENT
HRM is a function in business that aims to maximize employee performance in support of the
company’s strategic goals. HR is largely concerned with how people are handled inside
businesses, with a focus on rules and methods. A HR manager's tasks are divided into 5
categories:-

 Planning for Human Resources (HRP)

 Recruiting and selection of eligible employees
 Training and development
 Performance evaluation
 Compensation and benefits

In a nutshell, HRM's purpose is to increase a company’s output by boosting the potency of its
personnel. Despite the fast rate of change in the commercial world, this hierarchy is unlikely to
alter primarily. According to Edward L. Gubman of the Journal of Business Strategy, "The basic
mission of human resources will always be to acquire, develop and retain talent; align the
workforce with never change.'' Those three issues will never be resolved. Until recently, the
Human Resources Department (HRD) of a firm was not generally acknowledged as a company
level function, despite the fact that its function was to isolate it from the rest of the business
and revere it as one of the most effective human resources. However in recent years, people's
knowledge of the relevance of human resource management to an organization’s overall health
has substantially increased.

4.2 HUMAN RESOURCE PLANNING

Human resource planning helps EACAA human resource managers to foresee the future and
ensure that competent personnel are still available. As a result, the term "workforce planning"
is frequently used. This strategy is also used to assist businesses in assessing their needs and
planning ahead of time to meet those needs. EACAA's human resource planning is adaptable
enough to meet the demands of short term staffing while also adjusting to the changing
conditions of the long term business environment. HRP investigates and analyzes current
human resource skills first. Employees, who are ill, promoted or on vacation are examples of
HRP issues. HRP ensures it, as well as the optimum match between people and employment

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minimizing labor shortages and surpluses. The human resource department normally prepares
the following steps to achieve EACAA's objectives:-

 Recruit and retain qualified staff.

 The most capable person should be chosen, trained, and rewarded.
 Manage disputes and absences.
 Employees should be promoted or let go.

One of the most essential decisions a firm will make is to evaluate HRP. After all, businesses will
only do it if they have to. If the right people are employed and proper procedures are followed,
the differences in product lenses and products can be beneficial.

4.3 RECRUITMENT AND SELECTION

The process of discovering, screening, short listing and employing possible human resources for
the goal of feeling Rose inside businesses is known as recruitment. Recruitment and selection is
an important HRM function that aims to optimize employee strength in order to meet the
company's strategic goals and objectives. In a nutshell, recruitment and selection is the process
of locating, screening, short listing and choosing qualified individuals for open jobs. One of the
most important components of a human resource manager's jobs at East African Civil Aviation
Academy is the recruiting and selection process. The effectiveness of a company’s hiring
capacity determines its degree of exclusion EACAA has developed and implemented a
registration technique in order to maximize the effectiveness of their organization and make
the most use of their resources. To take use of it slowly and gain considerable power of
application, an effective and realistic recruiting strategy must be organized. The method should
encompass the following supporting aspects in order to design an efficient and cost-effective
registration system:-

 Priorities and identify task:-

While the previous circumstances still occur at various levels of any organization, it is a
procedure that is nearly continual. Filling all of the posts in a timely manner is tough.
Following these principles, it's important to distinguish between situations that need
quick thought and actions. The opportunities (focused on all jobs in the same position or
focused first on core vacation) are beneficial for taking care of the nature of admission
activities.

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  Candidate goal:-
The process of registering candidates is exciting if the organization can determine that
the applicants can satisfy the desired hope standard. This holds true for support
parameters as well.
 Required level of performance:-
To centrally recruit the most successful personnel and artists, many procedures are
necessary.
 Required degree of experience:-
The system must make it obvious what level of competence EACAA requires. New
entrants to seasoned specialists will be among the candidates.
 Candidate classification:-
The target Rivals must be properly identified through Technology. It will be affiliated
with a comparable organization, fall under a single category and include the jobless, the
organization’s finest animator and so on.
 Employment source:-
Unique recording sources must be presented by the approach (external and internal).
What are some of the other applications and sources of centralized recording? One of
the most efficient methods for early admission is through skilled referral.
 Qualified employers:-
Experts who have registered for management meetings and other selection methods
are well organized and have previous expertise with coordinating operations. They must
consider the real parameters and competencies while meeting and selecting individuals.
 Assess candidates:-
Unique parameters and tactics for dealing with these as well as the complete selection
method must be planned ahead of time. It's a sequence of particular meetings, human
resources interviews, official examinations, psychological testing and so on.

4.4 MEDIUM OF RECRUITMENT ADVERTISEMENTS

 BDjobs.com
 Prothomalojobs.com
 Directly in Universities
 Head hunting organizations

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4.6 SELECTION PROCESS OF EACAA
Typically selection consists of a number of challenges or phases. To identify eligible individuals
EACAA uses its own defined selection technique. Before the requester moves on to the next
step, each of the stages is successfully deleted during this approach. The EACAA selection
process begins with a selection of accessible CVs for a specific post. EACAA's selection
procedure includes:-

 Screening resumes or applications.

 Written examinations.
 Employment interview.
 Checking the reference.
 Approval of the final draft.
 Occupational opportunities.
 The process of induction.

Following the interview, the aviation’s human resources personnel identify the candidate as
qualified for the job and invite them to take the written test. Several examinations are
necessary in the written test of East African Civil Aviation Academy. The purpose of curriculum
selection is to weed out unqualified or undesirable applicants. It’s essentially a categorization
approach in which the needed information about a candidate's education, skills and abilities is
acquired from them.

4.7 TRAINING AND DEVELOPMENT

Training refers to activities ranging from the acquisition of elementary motor skills to the event
and alteration of complex socio emotional attitudes. It is a process of organizational
improvement that aims to create favorable changes by adjusting employee abilities and
attitudes. Every organization should focus its human resources to training and development of
representatives with the explicit goal of preserving a competitive edge in the commercial
market.
HRD is concerned with both the training of employees for their current positions as well as the
development of skills for future positions and tasks. Training for administrators, directors and
groups; educational expense compensation programs; customer service training; performance
management; and training in anticipation of provocation are all examples of HRD initiatives.
Human resources are the foundation for every organization’s quick and well-managed growth.

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EACAA recognizes the value of human resources, which may help to improve aviation services if
they are properly educated. The association's unwavering success is based on an exceptional
and skilled human resources workforce. The most common human resources are a significant
source of advantages. To attract a large number of talented human resources and create
comprehensive frameworks, aviation’s must comprehend and implement human resources
frameworks, human resource agreements and exercises that allow workers to develop their
abilities and practices in the same way that the aviation must. With low funds, the aviation
attempted to prove extraordinary performance. As a result, every year, quality positions are
picked from a large school base at the aviation’s lowest levels in order to construct great
administrations for their clientele. In addition, the method for recruiting the evidence and, as a
result, the aviation's intern was started. The EACAA is a well-being-oriented representative
organization. As a result, the EACAA administration seeks to identify all possible solutions that it
believes useful to improve the competence and efficiency of its employees. Its own unique
training facility. Important instructors, scholars and other rich individuals were asked to provide
their mailing addresses.

4.8 PERFORMANCE APPRISAL

The practice of assessing and employees performance on the job in terms of the tasks
requirements is known as performance appraisal. One of the most common reasons for
observing operational performance, motivating personal and enhancing organizational policy is
to a performance assessment program. Employees instinctively give their best for the
organization when they know the organization is monitoring their performance and may
reward them through the performance analysis module. Employees' trust improves when they
are accolades for prizes for their efforts. An open and honest performance assessment Method
can help the company meet its objectives. During the performance evaluation review not only
will train requirements be recognized and handled but hidden abilities may also be discovered.
The following methods are used by EACAA to evaluate its performance:-

 Weighted checklist method:-

The weighted checklist approach outlines a performance evaluation approach in which
the appraiser pays close attention to the duty analysis, in which managers compile a list
of the worker's effective and ineffective behaviors per job, which is then documented
descriptively.
 Critical incident approach:-
The critical incident approach for performance analysis is one in which the management
records both good and negative aspects of the employees performance during the
course of their work day.

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  Balanced scorecard:-
The balanced scorecard specifies the direction in which the intended results were
attained; the entire dashboard translates the organization’s goal and vision statement
into a set of performance targets.
 The Behaviorally Anchored Rating Scale (BARS):-
The behaviorally anchored rating scale technique outlines a performance evaluation
focused on specific behaviors or develops indications that characterize real or
ineffective performance. The rating scale and critical incident method of employee
performance review are combined in a behaviorally anchored rating scale.
 Management by objectives:-
Management by goal is a system in which managers and employees create a goal for a
specific period of time, analyze performance and reward employees based on their
achievements.
 Assessment center approach:-
This method of performance evaluation evaluates employee performance in social
contexts. Employees are invited to participate in situational activities (in basket
activities, workgroups, simulations, role playing exercises and so on) that are designed
to help them focus on their potential success in various positions and responsibilities.
 Psychological appraisal:-
This approach is particularly beneficial for identifying and employee’s latent potential
since it focuses on evaluating and employee’s future performance rather than the
outcome of their previous work. A qualified psychologist conducts a number of tests on
workers during this performance evaluation approach including in-depth interviews,
psychological exam and personal dialogues. These tests are designed to determine an
employee's emotional intellectual and other associated characteristics that may
influence their future success in the workplace.
 Human resource (cost) accounting approach:-
The cost accounting method examines an employee's performance in terms of the
monetary advantages they provide the company. This figure is frequently calculated by
comparing the cost of maintaining an employee to the monetary advantages
contributions that the company has reaped from that individual.
 360-Degree feedback:-
There is a widespread Belief in the Industry that the early performance assessment
process is outmoded and ineffective. To stay motivated and engaged in learning from
the findings of their performance reviews, workers required continual contact with
Team leaders and supervisors as well as continuous feedback techniques such as 360
degree feedback. Multiple letters are involved in evaluating a private performance in the
360 degree feedback approach. All agents inside the business who engage with the

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 workers including bosses, colleagues, subordinates and even customers gathered the
workers input. Typically, an online questionnaire built expressly for this purpose is used
to collect this input when every person in a Firm evaluates their managers, peers,
customers and suppliers as well as participating in frequent self-evaluation effective
performance analysis with varying levels of openness is insured.

4.9 COMPENSATION
Employees earn compensation in consideration for their contribution to the company. All types
of pay or premiums given to workers and earned from their use are referred to as employee
compensation. As a result, allowance refers to the compensation that an employee receives in
exchange for his or her work. Employees receive advantages in the form of indirect financial
payments; they might include things like life and Health insurance, holidays, pensions,
educational programs and product or business case discounts. Employees at EACAA are
compensated and given allowances as follows:-

 House rent allowance

From FAVP to VP, house rent allowance is 50% of basic pay.
From Officer to JAVP, 50% of basic salary is transferred.
From SVP to DMD, 50% of basic salary is transferred.
 LFA (leave fare assistance)
LFA compensation is earned after a year of constrained duty.
The probationary officer's allowance
The officer on probation allowance is TK. 15000/- (consolidated)
TK. 20000/- for a probationary officer (consolidated)
 Bonus/Incentive
Every year each employee receives a 1+1=2 festival bonus, which is equal to 100% of
their regular salary. They also receive an incentive bonus based on the Aviation's
earnings. Typically they receive 4-8 incentive bonuses, which is equal to 100% of their
basic salary.

EACAA offers a variety of leave options. They are:-

 Ordinary leave (With full payment)

 Casual leave
 Maternity leave is a period of time during which a woman takes care of her.
 Leave on half pay basis
 Special leave for people with disabilities
 Taking time off in advance
 Leave without pay

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 CHAPTER 5

SWOT ANAYLISIS

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5.1 SWOT ANALYSIS
SWOT analysis is a simple and straightforward method to strategic planning. It's one of the most
efficient tools for exploring and describing the internal and external landscape. It also aids in the
establishment of priorities and the coordination of team members around a common goal. SWOT
(Strengths, Weaknesses, Opportunities, and Threats) is an acronym meaning strengths, weaknesses,
opportunities, and threats. This study is an important step that a firm will take to help Speed the firm's
shift from a reactive to a proactive mode in order to improve its human resources strategy and
functions. Based on human resource practices of EACAA, a SWOT analysis is meant inside the following:-

STRENGTHS
The positive internal problem that a company may employ to achieve its purposes, goals and objectives
is called strength. The following will be included:-

 Own training facility:-

EACAA has its own Training Centre which is ideal for a business looking to save costs and its core
training is extremely successful for all employees and organizations.
 Rich HR department:-
EACAA has a well-organized Human Resource Department. It keeps track of all of its employees'
information in a separate folder and everything is thoroughly recorded.
 Special skills and knowledge:-
As a result it will be stated that EACAA possesses unique capabilities and qualified human
resources.
 Customer satisfaction is important:-
EACAA has built a reputation for offering exceptional services through excellent human
resources and an Islamic approach that impacts its clients through the years.
 Positive public image:-
EACAA is well liked by Uganda Civil Aviation Authority since it charges cheap fees for its services
and is constantly upgrading its aviation services.

WEAKNESSES
Weaknesses are a reflection of internal negative aspects that stifle or hinder the company's ability to
carry out its goal and objective. They may be included:-

 High staff turnover rate:-

It has been reported that many staff depart East African Civil Aviation Academy due to excessive
work demands.
 Lack of equipment:-
EACAA's HRM operations are hampered by the fact that many of its workers lack the necessary
equipment and Technical skills to process employment activities.
  Digital HR technologies are in short supply.:-
EACAA human resources department lacks the technology necessary to handle the employment

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 procedure and the majority of HR work is done manually, leading to a Human Resources
Department that is unable to accomplish its responsibilities.
 Inadequate leisure opportunities:-
There are basically no leisure activities for employees to participate in where they may unwind
from their job demands.

OPPORTUNITIES
The opportunities are the external choices that an organization will make in order to achieve its goals.
EACAA prospects include:-

 Increasing the workforce:-

In Uganda there are a large number of educated jobless human resources looking for work.
EACAA will increase its operations since human resources are plentiful.
 Advanced Technologies and equipment:-
Human resources will invest heavily in advanced technology and equipment in order to improve
their personal performance in EACAA.
 Taking a part time job shift:- Due to the large number of job applicants EACAA might
lessen the workload of its current employees by sharing tasks among part-time staff.

THREATS
 Training cost may increase:-
As a result of this, and the constant advancement of modern technology EACAA's present
human resources procedures may become obsolete at any time, resulting in additional expenses
for future training.
 Other aviation’s could provide better human research benefits:-
Civil aviation’s provide their workers extremely competitive salary packages. EACAA may lose
recent workers in the next few days due to a lack of a flexible pay and reward scheme.
 Lack of aviation knowledge:-
Nowadays the majority of new workers are discovered to be experts in the old aviation system
and oblivious of civil aviation operations. They will find it difficult to adopt civil aviation authority
regulations and procedures perhaps resulting in a loss of Quality Services.
 East African Civil Aviation Academy resource restriction:-
Employees at EACAA's human resources department may be laid off if the government of
Uganda and EACAA adopt or raise human resource limitations.

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 CHAPTER 6

FINDINGS AND ANALYSIS,

RECOMMENDATIONS AND
CONCLUSION

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6.1 FINDINGS AND ANALYSIS
I have been working at Soroti branch, EACAA. I attempted to learn more about the recognized aviation's
human resource procedures. I gathered data from the EACAA and associated information from the
internet to do my investigation. If SIBL's human resources department should completely convey
incentive aspects to its employees in order to ensure job happiness. I personally obtained some findings
from Social East African Civil Aviation Academy over this brief term of the 08 weeks internship program
and I am adding some analysis to the data.

HUMAN RESOURCE PLANNING

Human resource planning helps EACAA human resource managers to foresee the future and
ensure that competent personnel are still available. EACAA's human resource planning is
adaptable enough to meet the demand of short term staffing while also adjusting to the
changing conditions of the long term business environment. The human resource department
normally prepares the following measures to achieve the EACAA's objectives: - find and recruit
competent people, choose, train and reward the most capable individual, manage disputes and
absences, employees are either promoted or fired.

ADVANTAGE OF THE HUMAN RESOURCE PLANNING PROCESS

SIBL gains several advantages in terms of effectively preparing their human resource planning.
The following are some of the benefits:-

 Human resource planning encourages employees to try to perform a better job. They
invest in the training and education needed to develop skills and expand capabilities,
allowing their organization to do more high quality work with the people they already
have on staff rather than relying on outside contractors.
 Human resource planning assists them in estimating the correct number of personnel
required to complete the tasks.
 They may monitor the working environment supplied to employees with the aid of
human resource planning, ensuring that they receive a sanitary working environment,
higher salary, more perks and amenities. As a result, long-term connections with bank
employees develop.

DISADVANTAGES OF THE HUMAN RESOURCE PLANNING PROCESS

 The procedure takes a long time.

 The bank may encounter a variety of challenges as a result of a lack of effective
preparation. Because human resource management and human resource planning
are intertwined.

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RECRUITMENT AND SELECTION
One of the most important components of a human resource manager's job at EACAA is the
recruiting and selection process. The effectiveness of an organization’s hiring capacity
determines its degree of execution. EACAA has developed and implemented a registration
technique in order to maximize the effectiveness of their organization and make the most
use of their resources. The method EACAA encompasses the supporting aspects is an
efficient and cost effective recruiting strategy. They are: - identify and priorities duties,
candidate objective, candidate category, employment source, qualified employers and
evaluate applicants are the ones to look for. To find appropriate applicants EACAA uses its
own developed selection technique. Each step is successfully deleted before the requester
moves on to the next in this manner. Screening resumes or applications, written test,
employment interview, reference check, final approval, employee and induction are all part
of the EACAA selection process.

ADVANTAGE OF THE RECRUITMENT AND SELECTION PROCESS

 When they choose their employee through an internal recruitment procedure, it's a
smart public relations move.
 Employees are more likely to recruit internally when they are promoted from inside.
 Internal recruiting is frequently, significantly, quicker than external recruiting.
 Change is aided by the use of external recruitment procedures.
 Using an external recruiting procedure, the bank may broaden its knowledge base beyond that
of its current workers and bring in fresh ideas and perspectives.
 Because information about an individual's performance is readily available, internal recruiting
increases the likelihood of a solid pick.

DISADVANTAGES OF THE RECRUITMENT AND SELECTION PROCESS

 In the internal recruiting process, when coworkers seek the same post, dysfunctional friction can
arise, causing interpersonal connection to be stressed.
 Employees who are not chosen for a position in an internal recruitment process may experience
lower morale and performance. Especially if they believe they are equally or better qualified
than the candidate chosen.
 Excessive internal recruitment can lead to inefficiency by creating multiple vacancies.
 They are unable to obtain new ideas from new employees throughout the internal recruitment
process.
 The recruitment and selection procedure is a time consuming and infrequent procedure.

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TRAINING AND DEVELOPMENT
Human resource development is concerned with both the training of employees for their
current position and the development of skills for the future of occupations and tasks. EACAA
recognizes the value of human resources which may help to improve banking services if they
are properly educated. The aviation attempted to confirm extraordinary performance while
using the minimum amount of money possible. The EACAA might be well-being representing
organization. As a result the Academy’s administration strives to consistently implement all
viable solutions that are valuable in improving the ability and potency of its representatives. It
is its own unique training facility.

ADVANTAGE OF THE TRAINING AND DEVELOPMENT PROCESS

 Training leads to higher operational productivity and profit for the organization.
 Employees with more training are less likely to make operational errors.
 Training provides Employees with a broader knowledge and a broader ability based resulting in
enhanced personal progress.
 DISADVANTAGE OF THE TRAINING AND DEVELOPMENT PROCESS
 A worker training program that is insufficient.
 The bank does not have a certified training centre.

PERFORMANCE APPRAISAL
One of the most important factors in achieving effective operational performance, motivating
employees and enhancing structure policy is a performance assessment program. When employees
understand that the organization is observing their work and that they may be rewarded. They will
instinctively give their best for the organization. Important incident technique, balance record,
behaviorally anchored rating scale (BARS), management by objectives (MBO), assessment center
technique, psychological appraisal, human resource (cost) accounting technique, 360-degree feedback
are some of the ways EACAA evaluates its employee's performance.

ADVANTAGE OF THE PERFORMANCE APPRAISAL PROCESS

 Supervisors can use performance appraisals to plan out promotion programs, for a productive
workforce. In this instance, ineffective staff are often laid off or demoted just in case.
 A performance appraisal aids in the creation of remuneration packages for employees.
 Performance evaluation can be used to rate benefits.
 The systematic process of performance evaluation aids supervisors in developing training
policies and programs. It aids in the analysis of staff strengths and limitations so that new tasks
are generally developed for cost effective employees. It also aids in the formulation of future
growth plans.

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  Appraisal of performance is a motivator. If the objectives are met, a person's potency will be
assessed by analyzing their performance. This effectively inspires a person to do a better job and
assists him in reinforcing his performance in the long run.

DISADVANTAGE OF THE PERFORMANCE APPRAISAL PROCESS

 Performance assessments take a long time to complete.

 They are sometimes not properly stored inside the aviation to avoid bias.

COMPENSATION
All types of pay or premiums given to workers and earned from their use are referred to as employee
compensation. As a result, allowance refers to the compensation that an employee receives in exchange
for his or her work. Employees at SIBL get house rent allowance, LFA(leave fare assistance), probationary
officer allowance, bonus or incentives, and car loan scheme as compensation and benefits.

ADVANTAGE OF THE COMPENSATION PROCESS

 The aviation may simply encourage its personnel by using a competent compensation process.
 Why a fair remuneration system ensures that academy personnel are satisfied with their jobs.
 The employee's performance determines the compensation procedure. As a result, employees
put up their best effort to fulfill their tasks. And the aviation can benefit as a result of this.

6.2 RECOMMENDATIONS
EACAA is one of Uganda's most important flying schools. It's difficult for me to suggest EACAA as an
intern. Human resources are extremely valuable in today's business. I discovered some data that has to
be improved in HRD activities:-

 Every year or every six months the organization’s HR department should perform an employee
satisfaction survey.
 Officials who work in customer service should be adequately trained. Because personnel are
sometimes unable to deliver appropriate responses to client inquiries.
 EACAA's new staff should be trained by a professional institution such as EACAA or by its own
training institution.
 The process of choosing aviation and selecting aviation is not automated. To make these
process easier CAAs should employ human resources management software to simplify this
selection and selection process.
 EACAA only develops a purchase budget of once a year, at the start of the fiscal year.
 EACAA has never employed a contractual agency for outsourcing.
 When the aviation has to hire new staff it must do so on a regular basis. Aviation may find it
useful to utilize a recruiting agency since it aids in the search for the ideal individual.

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6.3 CONCLUSION
EACAA human resources department is the most confidential and secure in the organization. As
an intern, I had restricted access to check data, which frequently prevented me from collecting
information that was too sensitive for the EACAA. As a result, all of the facts presented in the
research allowed me to just accept it. Despite the fact that EACAA employees current human
resource practices, certain improvements are made in some areas. The aviation will look into
the suggestions raised in the studies recommendations section. People are the most precious
resources for organizational success, according to a research on human resources management
methods conducted by the EACAA. Several elements are involved in the development of these
important resources. Procedures for recruitment and selection are critical. Recruitment and
selection methods are also necessary to improve the organization’s effectiveness. Initial training
techniques that are dynamic and appropriate are necessary. Performance evaluation is a vital
analysis that examines an employee's job performance which culminates in the completion of a
training program. Finally, remuneration and benefits should be appropriate so that workers
maintain their dedication to their job obligations. All human resource functions may help the
organization achieve its ultimate goals.

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 REFERENCES
East African Civil Aviation Academy Soroti website: www.flysoroti.ac.ug Email:
[email protected]

Civil Aviation Authority website www.caa.ac.ug

Armstrong, M. (2009). Armstrong’s Handbook of Human Resource Management Practice (11th
ed., p. 515). Kogan Page.

BASS, B., & VAUGHAN, J. (1966). TRAINING IN INDUSTRY--THE MANAGEMENT OF LEARNING.

iEduNote. Retrieved from https://www.iedunote.com/training.

Bhattacharyya, D. (2006). Human Resource Planning (2nd ed., p. 69). Excel Books.

Deb, T. (2006). Strategic Approach to Human Resource Management (p. 76). Atlantic Publishers
and Distributors.

Dessler, G. (2011). A Framework For Human Resource Management (6th ed., pp. 84-85).
Pearson.

Patnaik, B., & Padhi, P. (2012). COMPENSATION MANAGEMENT: A THEORETICAL

PREVIEW. TRANS Asian Journal of Marketing & Management Research, 01(01), 39.
https://doi.org/publication/259786503

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