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NORDMENDE CHASSI 5790X Circuit Diagrams
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by Christina Hank
Key Points
- Bad standards paired with improved instructional practices (assuming these were happening in the same state) could produce good testing results in the same way bad standards paired with local concentration on improving test preparation strategies can improve test scores.
- Good instruction can be independent of standards, but good curriculum cannot.
- Good standards do not ensure good curriculum.
Essential Question: Will these standards have an effect on student achievement?
- But there are still tremendous things happening for our students right now.
- Think about the "buzz words" that have developed from CCSS implementation: text complexity, text-dependent questions, rigor.
- Are these new concepts? Not necessarily, but were these ideas prevalent in the early 1900′s? No.
- So, we are going somewhere with our educational system. We are moving in some direction.

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REPORT PIA Internship Report On
Prepared By: Omar Tariq Farooq
1|P ag e
July,2010 Miss Maheen Fatima Chief Engineer HRT PIA Karachi, 74400 Dear Reader: It has been a great honor for me to prepare a report on Human Resource and two departments of engineer division Engineering Business Development and Bay II (BASE MAINTENNCE) man hour calculation which was assigned to me by Miss Maheen Fatima without her guidance and support the compilation of this report would not have been possible. I also, want to express gratitude to PIA employees who has benefitted me in providing relevant information to compile the report. Thanking you. Sincerely, Omar Tariq Farooq
2|P ag e
PIA is the flag carrier airline of Pakistan. Since 1955, PIA is serving the community at large. There are several achievements under its belt. It is the 31st airline amongst the world best airlines and also has the best engineering set up in the subcontinent. Era of 1960s is considered as the ³Golden Period´ of the airline as under the visionary leadership of Mr. Noor Khan, the airline flourished and they turned the airline around. This corporation has decades of experience and thousands of world class knowledgeable, competent, qualified employees. So it was an opportunity for me to learn and observe the practical knowledge of airlines systems and the pros and cons of the management of large organization. I feel lucky to be part of this organization as internee. During my internship, I was assigned project on Man hour, Human resource management and two engineering departments Engineering Business Development (EBD) and Base maintenance under the supervision of Miss Fatima Maheen Ali (CE-HRT). I thank Miss Fatima Maheen Ali (CE-HRT) for her moral support and motivation towards me to complete my project in a positive working environment on time. Also the staff including both departments had been very keen and informative towards my project.
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REPORT PIA TABLE OF CONTENT Serial Number *PARTICULARS* # 1 Human Resource Management 2 Human Resource Planning 3 Human Resource Budget 4 Human Resource Audit 5 Man Power Planning 6 Man Hour 7 Engineering Business Development 8 Engineering Division 9 Task Analysis 10 Time Motion Study General Morning and Evening Shift 11 Working Pg 5 Pg 6 ± 7 Pg 8 ± 9 Pg 10 ± 16 Pg 17 ± 19 Pg 20 Pg 21 ± 25 Pg 26 ± 30 Pg 31 ± 32 PG 33 Pg 34 ± 38 4|P ag e .
From these terms emerged a largely administrative management activity. organization development. employee motivation. in the first instance in the United States as well as multinational corporations. origins of the function arose in organizations that introduced 'welfare management' practices and also in those that adopted the principles of 'scientific management'. hiring. for example. wellness.REPORT PIA HUMAN RESOURCE MANAGEMENT Human Resource Management (HRM) is the function within an organization that focuses on recruitment of. and providing direction for the people who work in the organization. communication. administration. management of. although it is also applied in labor economics to. Human resources is also the name of the function within an organization charged with the overall responsibility for implementing strategies and policies relating to the management of individuals (i. coordinating a range of worker related processes and becoming known. business sectors or even whole nations. safety. demanded by corporate management and the greater competitiveness for limited and highly skilled workers. the human resources). This function title is often abbreviated to the initials 'HR'. Human Resource Management is the organizational function that deals with issues related to people such as compensation. Human Resource Management can also be performed by line managers. and training. coined in the 1960s. Human resources progressively became the more usual name for this function. Human resources is a relatively modern management term. reflecting the adoption of a more quantitative as well as strategic approach to workforce management. benefits. Human resources is a term used to describe the individuals who comprise the workforce of an organization.e. performance management. 5|P ag e . in time as the 'personnel function'.
6|P ag e . including: y Redundancy or recruitment costs y Consequences on morale y Redeployment/outplacement opportunities y Availability of skilled staff within the organization y Availability of suitable people in the job market y Time constraints y Development/training needs/schedules y Management requirements. To participate in the decision process by providing information and opinion on each option. Information already gathered provides the basis for a human resource plan. The strategic process can be organized logically . To support line managers dealing with the people consequences of implementing the decision. This forms part of the information collated from the organization as a whole 2. strategic decisions are taken at the centre of the business. For resourcing strategies to be implemented they must be translated into practical action. This is reflected in planning of skill and competence needs as well as total headcounts. political soundings taken and preferences assessed. information must be obtained. If the implications are major.For these decisions to be taken. It is clear that many of these decisions are fundamental to an organization. consequences gauged.REPORT PIA HUMAN RESOURCE PLANNING: A process which anticipates and maps out the consequences of business strategy on an organization's human resources. The role of the human resource function is two-fold: 1.
an analysis of the opportunities and experiences that are required for individuals to train and develop in order to meet organizational and personal objectives. aspirations and needs.g.REPORT PIA Human resources are the people that work for an organization. through job enlargement) and outside the organization (e. appraisal to find out about individual needs.the provision of opportunities and courses for individuals to develop skills. 7|P ag e . e. knowledge and attitudes that help themselves to achieve personal objectives. HRM therefore relates to every aspect of the way in which the organization interacts with its people. Training Opportunities and courses for individuals to develop skills. However. HRM therefore involves finding out about the needs and aspirations of individual employees. by providing training and development opportunities. knowledge and attitudes that help the organization to achieve its objectives. etc. for example through the appraisal process and then creating the opportunities within the organization (e. the term Human Resource Management (HRM) has come to mean more than this because people are different from the other resources that work for an organization. Development .g. through taking up educational opportunities at local colleges/universities) for employees to improve themselves. which takes into account both: Different individuals have their own needs and aspirations.g. People have thoughts and feelings. training and development needs analysis. and Human Resource Management is concerned with how these people are managed. A training and development plan can then be created to set out how these needs can be addressed in practical steps. The term HRM has thus come to refer to an approach. Training and development needs analysis .
Anticipating how to staff the 8|P ag e . Managing a human resources department involves budget planning and execution like any other company department. Budget planning and execution requires precision for your human resources department. Preparing a Forecast 2. and preparing a shortand long-term plan to execute your vision. hiring plans may be minimal or global in nature.REPORT PIA HUMAN RESOURCE BUDGET: The HR Budget is the operational budget within human resources. managers can ensure an organization's success. By accurately assessing what work needs to be done and who can do it most efficiently. analyzing jobs. cafeterias. etc. The investment in Human Resources of company¶s income requires absolute necessary attention when creating the budget. social security fee other components (fringe benefits and reimbursement of expenses. Depending on the current size of a business and its strategic goals. Steps in Budget Planning & Execution 1. Steps include preparing a forecast. kindergartens for children of employees. developing your personnel.«). Considering all the components of labor costs: salaries. allowances for travel and transfers) and other costs (training.
skills and knowledge. Typically. retrain or hire personnel to accomplish each task. self-paced courses and formal education degrees typically cost money. Ensuring the return on investment---in the form of improved skills in professional development or technical expertise---typically warrants the expenditure. training and recruitment programs for current and future fiscal years. hiring.REPORT PIA operation with accuracy improves the longer a company has been in business. interviewing. Analyzing Work Flow 4. seminars. In addition to interviewing and hiring new employees. assessing and training company personnel. Using industry standard tools. By examining tasks. Companies should be prepared for any employee turnover and have applications and resumes on file. ready to act upon should the company need to replace or expand the workforce. a manager can predict the growth pattern and the type of personnel needed to maintain or expand the business. three to six months planning results in successful execution of advertising. so assessing company needs carefully requires thought. 9|P ag e . and any lessons learned should be incorporated into future Human Resources budget planning and execution activities. Any issues encountered during execution should be examined during post-project review sessions. Creating a Comprehensive Plan 5. Using previous results or by comparing a business with similar companies to get the needed data. managers can plan to develop. required experience. developing career plans for existing employees (including executive leadership) requires budget planning and execution. managers can document the best policies and procedures to utilize in order to complete the work in a timely and cost effective manner. Workshops. By accurately defining each job's scope. Developing Employees 3. Gaps in company expertise should result in recruitment activities as quickly as possible. responsibilities. Providing training for professional or technical development motivates employees to utilize their skills on the job to execute the company's strategic goals. managers can create comprehensive plans including budgets for wages. Tracking and monitoring actual expenditures should influence future planning strategies.
Once information is gathered. The audit itself is a diagnostic tool. head count. HR Functions: Roles. not a prescriptive instrument. and any issues needing resolution. The audit works best when the focus is on analyzing and improving the HR function in the organization. The focus is on how these activities and tasks are actually performed in the organization. The process of getting information. and HR information systems (HRIS) y y y y y y y Recruitment Documentation Training. It will help you identify what you are missing or need to improve.REPORT PIA HRA-(HUMAN RESOURCE AUDIT) The Human Resources (HR) Audit is a process of examining policies. The purpose of the audit is to reveal the strengths and weaknesses in the nonprofit¶s human resources system. the audit team reviews each major section and notes disparities between paper (what we think or say we do) and practice (what we actually do. in and of itself. It is most useful when an organization is ready to act on the findings. and to evolve its HR function to a level where its full potential to support the organization¶s mission and objectives can be realized. and career management Compensation and benefits Performance measurement and evaluation Termination and transition Legal issues and personnel policies The team works to collect information to answer the HR audit questions in each of these categories. procedures. systems. This can then be 10 | P a g e . The first step is to collect all the pertinent information. development. as revealed by the answers to the audit questions). but it can¶t tell you what you need to do to address these issues. can be quite informative. documentation. and practices with respect to an organization¶s HR functions.
A cautionary note: Finding out what is insufficient and inadequate is the first step toward improvement. Follow-up and review should be a regular management function. performed on an ongoing basis.. Roles. Head Count. it is important to take steps to correct those deficiencies. and systems.REPORT PIA compared to best practice (what we should do to best support our organization¶s mission). & Human Resource Information Systems (HRIS) y y How many employees are currently on staff? How many employees are: o Regular o Probationary o Temporary o Full Time o Part Time o Exempt o Non-Exempt What is the definition of a part-time employee? (i. and deliverables ² should be created after the team reviews the completed audit and identifies areas where improvement is needed.e. and to make necessary improvements in their HR skills. processes. accountability. What is the maximum number of hours an employee can work to be considered part-time?) What is the minimum number of hours an employee has to work to be considered full-time? How long is the probationary period? Are employees aware of their status? How long can an employee be temporary? y y y y y 11 | P a g e . Organizations should take that first step only when they are ready to act on the findings. Improving the HR system takes some time. A workplan ² with a timeline. If deficiencies are identified.
What is the turnover rate (percent of employees leaving each year) in your organization? Has this changed over time? Who gives references for former employees? 12 | P a g e . referrals from other agencies. how many are being used? And.. personal contacts) Are current employees given appropriate consideration for promotion or lateral position changes? Who does the preliminary screening of candidates? Who selects candidates for interviews? Is training provided for those who conduct interviews? How is the recruitment. individual. sequential.g.. which ones don¶t have descriptions? Are independent contractors used? If so.REPORT PIA y y How many employees have supervisory responsibility? Are there currently up-to-date job descriptions for all employees? If not. panel)? Who holds final authority to hire? Who checks references? How are the reference checks documented? Who makes the offer of employment? Where is the hiring paperwork generated? Who negotiates compensation packages? List the practices you believe are unique to your organization. and selection process documented? What is the interview process that is used (e. screening. advertisements. for what functions? Is the 21 point test for Independent Consultants being used for classification? Have issues related to classification of employees been raised? y y y Recruitment y y y y y y y y y y y y y y y y y y y How did the work force get to be the current size? What are some of your organization¶s future needs for personnel? What are the procedures for hiring in your organization? What recruitment sources are used? (e.g.
and if so. who fills the request? Is an HRIS system being used. which one? Does the payroll service provide all governmental employment filings? Is there training of managers and employees about personnel files. and policies and procedures for accessing them? How is Paid Time Off documented? When requests for information are made to your organization. Development and Career Management y y y y Who is responsible for new employee orientation? What are the elements of the new employee orientation program? Where and to whom do new employees go when they have questions about your organization or their jobs? Is there a formal training program for employees and managers? If so. and if so.REPORT PIA Documentation y y y y y y y y y y y Where and with whom are the personnel files currently held? What documents are held in personnel files? How are the following documented by your organization? o Hiring: Application. which one? Training. please describe it. 13 | P a g e . and Reference Checks o Compensation and Benefits o Transitions o Paid Time Off o Training o Discipline o Work History o Work Assignments o Significant accomplishments o Emergency contact information o Performance evaluation and performance management o Termination How long are files held and where are they stored after employees leave? What is the interface between HR and Finance? Is a payroll service used. Interviewing.
and how is it earned? What is the eligibility requirement for vacation? Is there a cap to limit the amount of vacation accrued? 14 | P a g e .REPORT PIA y y y y What training and development initiatives have occurred in your organization? How are managers and supervisors trained and prepared for their roles? What is the average length of time an employee stays with your organization? Does this vary by position type? How much does your organization spend annually (in total and per employee) on employee training and development? Does this vary by position type? Health and Welfare Benefits y y y y y Describe the health insurance program provided by your organization. or is it split between vacation and sick leave? If it is straight PTO. Are dependents covered. in part or in full? Are domestic partners covered? What are the eligibility requirements for health insurance and other benefits? Which of the following health and wellness benefits are offered. what are the rates of accrual and caps? What is the vacation schedule. and if so. and what are the limits and requirements for coverage? o Dental o Vision o Disability o Employee Assistance Program o Life Insurance o Other wellness benefits o Flex benefit plan o Other benefits Pension and Retirement y y y y y y y y y What is the pension or retirement plan? What is the vesting period? Can employees contribute? Can pretax dollars be put into some form of deferment plan? Paid Time Off What holidays are paid and who is eligible for them? Is there a PTO system.
(If the instrument differs by position.) Legal Issues / Personnel Policies y y To your knowledge. what are the limits? Performance Management And Evaluation y y y y y y y Describe the past and current performance appraisal system in your organization.e. communicating the termination to other employees. please attach a copy.. please attach all instruments.) What type of process is used (360o±supervisor only±peer evaluation± outcome)? What type of training is used in relationship to performance evaluation? What is the role of the supervisor/manager in performance appraisal? What is the focus of performance management in your organization? How often and consistently is the process used? Termination And Transition y y y y y y y y y y Is your organization an ³at-will´ employer? What other causes or conditions of termination of employment exists? What procedures are used for o Termination for Cause o Job Closure o Resignation What level of approval is needed before a termination can occur? Is there any formal checklist or legal review prior to termination? Are exit interviews performed for all employees who leave? What documentation is required for all employee transitions? How are references handled in your organization? Who is responsible for internal communications regarding difficult Terminations? (i.REPORT PIA y y y Are employees permitted to substitute sick leave for vacation? How is unused accrued vacation treated? Can employees contribute sick leave to other employees. and if so. If a performance appraisal instrument is used. are all employees appropriately classified? What personnel policies are currently being used? (Please attach a copy) 15 | P a g e .
REPORT PIA y y y y y When was the last time these policies were reviewed and updated? Is there a disparity between policies and practices? Who has organizational responsibility for legal or employment questions? Is harassment training regularly provided? How are employee grievances dealt with? Immediate Audit Benefits: y y y y Create an HR business plan Streamline HR work processes Monitor compliance with established regulations and procedures Develop user-friendly HR systems 16 | P a g e .
Manager has to guess the future business and to take timely and correct decisions in respect of company objectives. is a process initiated by the HR Department with the Top Management. Planning is making a decision in advance what is to be done. so that the profit margin can be increased. After the preparing the plans.REPORT PIA MAN POWER PLANNING Personnel management is productive exploitation of manpower resources. It is indeed a complex and a challenging process. Manpower Management starts with manpower planning. It is a kind of future picture where events are sketched. It also takes into account the upgrading in existing people. capital and machinery should be taken into account. Management has to prepare for short term strategy and measure the achievements. while the long term plans are prepared to develop the better and new products. A staffing needs assessment determines the numbers and types of jobs needed to successfully achieve business goals Definition and importance of manpower Planning: Planning is nothing but using the available assets for the effective implementation of the production plans. Manpower Management is choosing the proper type of people as and when required. This is also termed as µManpower Management¶. 17 | P a g e . foresight and sound judgment. motivating and controlling of the various activities within the organization. services. It involves problem solving and decision making. Every manager in an organization is a personnel man. Time required for acquiring the material. expansion to keep the interest of the owners. Manager has to reasonably predict future events and plan out the production. policies and cost performances. Staffing Need Assessment (Man Power Planning). It can be defined as a mental process requiring the use of intellectual faculty. The plans need to be supported by all the members of the organization. imagination. dealing with people. It is the willpower of course of action to achieve the desired results. Planning is concerned with coordinating. The basic purpose of the management is to increase the production. people are grouped together to achieve organizational objectives.
y It creates healthy atmosphere of encouragement and motivation in the organization. y Training becomes effective y It provides help for career development of the employees Steps in Manpower planning y y y y y y y Predict manpower plans Design job description and the job requirements Find adequate sources of recruitment. dismissals and promotion. Best motivation for internal promotion. which is dissimilar in case of different individuals is the result of genetic differences. y Health of worker: worker¶s physical condition plays a very important part in performing the work. Good health means the sound mind. Give boost to youngsters by appointment to higher posts. thus providing incentive. y It generates facilities to educate people in the organization. y It boosts the geographical mobility of labor. death. y It provides smooth working even after expansion of the organization y It opens possibility for workers for future promotions. y The quality and rate of physical as well as mental development.REPORT PIA Advantages of manpower planning: Manpower planning ensures optimum use of available human resources. y General and technical education: education provides a definite impact n the working ability and efficiency of the worker. 18 | P a g e . y Climate: Climatic location has a definite effect on the efficiency of the workers. Factors which affect the efficiency of labor: y Inheritance: Persons from good collection are bound to work professionally. y It is useful both for organization and nation. y It brings about fast economic developments. transfer and other issues. Look after the expected losses due to retirement. See for replacement due to accident. in the sound body.
y A very important process where management determines how an organization should move from its current manpower position to a desired manpower. allocation. It aims at correct place. The personal qualities influence the quality of work. products. Particular useful to all big organization to able to meet and manage changes in terms of technical know-how. It is used for achieving fundamental growth in the concern. markets.e.REPORT PIA Personal qualities: persons with dissimilar personal qualities bound to have definite differences in their behavior and methods of working. management is able to ensure the right number of people and the right kind of people at the right place and at the right time for which they are best suited. discipline etc. correct man on a correct job. manpower for the success of any organization. It can work out the correct price by the resource building or capacity building. y Hours of work: long and tiring hours of work exercise have bad effect on the competence of the workers. y Downsizing of manpower: Downsizing of manpower gives the correct picture about the number of people to be employed to complete given task in the predetermined period. etc y With proper Manpower Planning. y Wages: proper wages guarantees certain reasons in standard of living. utilization and maintenances of human resources of an enterprise. such as cheerfulness. Thus manpower planning is must to make the optimum utilization of the greatest resource available i. development. This provides incentive to work. y Defining the present needs and estimating the future needs of manpower in an organization. It is therefore a strategy for procurement. and keep workers satisfy. 19 | P a g e .
sleep and other distractions. meals.REPORT PIA MAN HOUR: A man-hour is the amount of work performed by an average worker in one hour. So. they roast a chicken no faster than one chef. In reality. researching and writing a college paper might require twenty man-hours. adding more staff will have a reduced effect: although having two chefs will double the speed of some elements of food preparation. Some tasks also have a natural number of staff associated with them: the time to chop the vegetables will be halved with the addition of the second chef. e. If some elements of the task have a natural time span. other factors intervene to reduce the simplicity of this model. Its progress will be interrupted by work for other courses. It is of most use when considering 'piece-work'. a simple c appropriate to certain types of activities. where the activity being managed consists of discrete activities having simple dependencies. Preparing a family banquet from scratch might require ten man-hours. Managers count the man-hours and add break time to estimate the amount of time a task will actually take to complete. 20 | P a g e . This is. In transport industry. it almost certainly will not get done in twenty consecutive hours. while one college course's written paper might require twenty man-hours to carry out. and where other factors can be neglected. eating and other bodily functions. Real-world applications The advantage of the man-hour concept is that it can be used to estimate the impact of staff changes on the amount of time required for a task. This is done by dividing the number of man-hours by the number of workers available. but the time to carve the chicken will remain the same. It is used in written "estimates" for estimation of the total amount of uninterrupted labor required to perform a task. this concept is superseded by passenger-mile and tone-mile for better costing accuracy. Thus. For example. adding another man to a packaging team will increase the output of that team in a predictable manner. of course. Man-hours do not take account of the breaks that people generally require from work. for rest. They only count pure labor.g.
and D-checks we carry out. it is equipped with the most advanced. we are involved in the day-to-day maintenance operations of many airlines. head-quartered at Jinnah International Airport. On-time delivery. Our experienced and skilled specialist teams are happy to review your airframe maintenance requirements and propose customized packages ranging from Total Airframe Care support to individual checks and modifications. frequent progress reporting and flexibility are key factors in number of hundreds of C. Strategically located for the convenience of airlines whose operations extend to Asia. Karachi. 21 | P a g e . PIA's Engineering Base. is acclaimed as one of Asia's best. modern aircraft maintenance and overhaul facilities and is manned by a team of highly trained personnel. Airframes As a full-service MRO provider.REPORT PIA ENGINEERING BUSINESS DEVELOPMENT: PIA Engineering & Maintenance PIA Engineering is an established Aircraft Maintenance and Repair organization that provides world-class solutions to the aviation industry.
CFM56 300 Airbus A300B4/B2 GE CF6 Airbus A310-300 ATR 42-500 / Yes Yes Yes Yes Yes Yes Yes GE CF6 PW4152 Yes PW127 Yes Yes Yes Yes Yes Yes QBC - MBC/Inter D Yes D/Base Check Yes - - - Yes Yes Yes Yes - Yes - Yes 22 | P a g e .RR RB211 300 Boeing 747.CF6 JT9D 200 Boeing 777200/300 GE90 Boeing 737.REPORT PIA Aircraft Engines Types of Checks C A Boeing 747.
000 lbs/sec and an engine weight of 15. An independent machine shop. The test cell has recently been upgraded with a cutting-edge test cell data acquisition system. Spread over an area of 9. airflow of 3.REPORT PIA ENGINE: PIA Engineering's Engine Overhaul Workshop is acclaimed as one of the most modern and best equipped engine repair and overhaul facilities in the region. The Engine Overhaul Workshop also includes a heat treatment shop with a vacuum heat treatment facility.072 square meters. is equipped with several precision machines used for the repair and modification of engine components during the overhaul process. A key feature of the Engine Overhaul Workshop is the jet engine test facility. as well as robotic plasma flame spray. designed to test aero engines up to a maximum capacity of 100.000 lbs thrust. both manual. the ASE2000. The ASE2000 can be used to accommodate all FADEC/EEC powered engines. 23 | P a g e . attached to the Engine Overhaul Workshop.000 lbs. the workshop offers high-class plating facilities.
Engine Capabilities CF6-50C2/E2 Full Refurbish MC MO OH CFM-563B Full Refurbish MC MO OH RB211-524 Fan Blade Replacement - - - CF6-80C2A8 BSI / Fan Blade Replacement MC OH - PW4152 BSI - - - Dart MK532 HSI MC MO OH GE90-94/GE90115B BSI / Fan & Propulsion Separation - - - 24 | P a g e . CFM56-3B. GE CF6-80C2.REPORT PIA Aircraft Engines-GE CF6-50C2/ E2.
a precondition for efficient and punctual aircraft operations. Avionics and Radio components for above listed Aircraft. 25 | P a g e . y y y y y y y Aircraft-Boeing 747-300 Boeing 747-200 Boeing 777-200 Boeing 737-300 Airbus A300B4 Airbus A300B2 Airbus A310-300 y Aircraft Engines-GE CF650C2/ E2.from Honeywell GTCP 660-4. we continuously focus on careful component management. PIA E&M is a fully accredited JAR/FAR145 organization. We also provide in-house maintenance on Hydraulic. Pneumatic. GE CF6-80C2. GTCP 85-129K/H. correct documentation and punctual delivery are key factors in our successful component maintenance programs.REPORT PIA Components: Being involved in the daily operations of many airlines. GTCP 700-5. Short turnaround times. holding certificates from many countries throughout the world Engineering Capabilities Our large scope of maintenance includes. CFM56-3B y Auxiliary Power Units.
REPORT PIA PIA Engineering Divisions y y y y y y y y y y Line Maintenance Base Maintenance Power Plant Overhaul Avionics Airworthiness Management Quality Assurance Cabin Assurance Component Overhaul Support Shops / Capabilities Special Facilities 26 | P a g e .
around the clock y PIA Engineering offers excellent Line Maintenance at all International / Commercial airports in Pakistan and large numbers of line stations around the globe. A300 B4. along with regular transit tasks for Boeing 777. 737 and Airbus A310. y PIA Engineering LM has sufficient aircraft support dock installations in four hangers with the requisite trained manpower and tooling to undertake simultaneous work on various types of aircraft in your fleet. and ATR-42. Fokker F-27. under EASA Part-145 and CAA Pakistan. 747. 27 | P a g e .REPORT PIA Line Maintenance y Our highly skilled Line Maintenance team in Karachi undertakes and releases the full range of cabin tasks and In Flight Entertainment (IFE) checks during transit.
Our services are tailored to your airline's needs. Our clientele comprises of large numbers of international operators and our experience of over 50 years enables us to find the right solutions for all your operational and maintenance needs. 747. A300 B4. y Inspections ± Ageing Aircraft Corrosion Prevention and Control Program (CPCP) ± Supplemental Structural Inspection (SSI) y Structural Modifications ± The Base Maintenance team is backed up with a state-of-the art Structure Repair Shop which can perform repairs on individual structural components of aircraft and also has the capability to develop repair schemes. with your engineering and maintenance requirements. as well as trained manpower and tooling. Fokker F-27. an EASA Part-145 approved MRO with the most extensive maintenance capabilities. Our highly qualified engineering personnel offer comprehensive engineering services. to undertake simultaneous work on various types of aircraft in your fleet. y Our highly skilled Line Maintenance team in Karachi undertakes and releases the full range of cabin tasks and In Flight Entertainment (IFE) checks during transit. along with regular transit tasks for Boeing 777. y As part of our Line Maintenance services. and ATR-42. 737 and Airbus A310. around the clock. backed up by excellent equipment and systems. Our Line Maintenance facilities cover the complete range of 28 | P a g e . We have sufficient aircraft support dock installations in the hangars. under EASA Part-145 and CAA Pakistan. PIA Engineering also maintains the appearance and quality of your aircraft's cabin and exterior.REPORT PIA Base Maintenance y Entrust PIA Engineering. Our Line Maintenance division is backed by extensive shop support and substantial stocks of spare parts inventory and is amongst the region's most experienced facilities.
GPS. around the clock. including but not limited to: ± Sign Painting ± Decals ± Placards ± Drawing of Logos ± Engraving of Cockpit Instrument Panels 29 | P a g e . and B-RNAV. y Painting ± Our Base Maintenance team offers comprehensive aircraft painting services. EGPWS 8. RVSM. no installation job or STC implementation is too large or too complex for us.33 kHz VHF. SUPERAHARS. We have successfully completed a full installation of the MAS -2000E and also have in-house expertise in MAS-3000E installations and other In Flight Entertainment solutions. such as TCASII. based on new requirements. y Avionics Modifications ± PIA Engineering has been involved in all the recent aircraft retrofit programs. With a group of avionics modification specialists.REPORT PIA an aircraft's routine maintenance and inspection requirements. y PIA Engineering offers excellent Line Maintenance at all International / Commercial airports in Pakistan and large numbers of line stations around the globe. We have sufficient aircraft support dock installations in 4 hangars with the requisite trained manpower and tooling to undertake simultaneous work on various types of aircraft in your fleet.
REPORT PIA Special Facilities: NDT ± ± ± ± ± ± ± Penetrate Testing Magnetic Particle testing Eddy Current Testing Ultrasonic Testing Radiography Bore-scope Inspections Hardness Testing Heat Treatment ± Vacuum ± Furnaces Plasma Spray Plating Shop ± Chrome ± Nickel ± Cadmium ± Copper ± Silver ± Degreasers ± Cleaning Machining Painting Calibration ± Standard Labs Structure Repair Welding ± TIG welding ± Spot Welding ± Gas Welding 30 | P a g e .
but the tasks are more related to situation assessment. necessary clothing and equipment. and be analyzed as time and motion studies using concepts from industrial engineering. Task analysis often results in a hierarchical representation of what steps it takes to perform a task for which there is a goal and for which there is some lowest-level "action" that is performed.REPORT PIA Task Analysis Task analysis is the analysis of how a task is accomplished. including a detailed description of both manual and mental activities. Task analysis is often performed by human factors professionals. This often serves as the basis for Chaining. It is a model that is applied to classroom tasks to discover which curriculum components are well matched to the capabilities of students with learning disabilities and which task modification might be necessary. In behavior modification. task frequency. Cognitive task analysis is applied to modern work environments such as supervisory control where little physical work occurs. task and element durations. task complexity. The term "task" is often used interchangeably with activity or process. and response planning and execution. Task analysis may be of manual tasks. decision making. It discovers which tasks a person hasn't mastered. it is a breakdown of a complex behavioral sequence into steps. and the information processing demands of tasks that are easy or problematic. 31 | P a g e . environmental conditions. Task analysis emerged from research in applied behavior analysis and still has considerable research in that area. such as bricklaying. and any other unique factors involved in or required for one or more people to perform a given task. Task analysis is also used in education. task allocation.
REPORT PIA The task analysis process consists of five distinct functions: y y y y y Classifying tasks according to learning outcomes ± Inventorying tasks ± identifying tasks or generating a list of tasks Selecting tasks ± prioritizing tasks and choosing those that are more feasible and appropriate if there is an abundance of tasks to train. Sequencing tasks and sub-tasks ± defining the sequence in which instruction should occur that will best facilitate learning. or objectives. 32 | P a g e . goals. Decomposing tasks ± identifying and describing the components of the tasks.
simple steps. and (3) precise time taken for each correct movement is measured. It is a major part of scientific management (Taylorism). Hence the bricklayer both increased productivity and decreased fatigue. time and motion studies were pioneered by the US industrial engineer Frederick Winslow Taylor (1856-1915) and developed by the husband and wife team of Frank Gilbreth (1868-1924) and Dr. Method for establishing employee productivity standards in which (1) a complex task is broken into small. The best known experiment involved bricklaying. A time and motion study would be used to reduce the number of motions in performing a task in order to increase productivity. From these measurements production and delivery times and prices can be computed and incentive schemes can be devised. See alsoTaylorism. Frank Gilbreth reduced the number of motions in laying a brick from 18 to about 5.REPORT PIA Time And Motion Study A time and motion study (or time-motion study) is a business efficiency technique combining the Time Study work of Frederick Winslow Taylor with the Motion Study work of Frank and Lillian Gilbreth (not to be confused with their son. (2) the sequence of movements taken by the employee in performing those steps is carefully observed to detect and eliminate redundant or wasteful motion. 33 | P a g e . Through carefully scrutinizing a bricklayer's job. Generally appropriate only for repetitive tasks. best known through the biographical 1950 film and book Cheaper by the Dozen). Lillian Gilbreth (1878-1972).
20:30 20:30 .19:15 19:15 .5 1.09:30 09:30 .09:00 09:00 .25 2.5 8.15:30 MORNING SHIFT Observation Hours PrepationS Work First Break Work Lunch Work Pack Up TOTAL EVENING SHIFT Observation Prepations Work Tea Namaz Work Dinner + Namaz Work Pack Up TOTAL 0.25 1.5 Time Slot 15:00 -15:300 15:30 .REPORT PIA \ Time Slot 07:00 .15:00 15:00 .5 0.5 34 | P a g e .17:00 17:00 .5 0.23:30 Hours 0.12:30 12:30 .25 0.25 1.23:00 23:00 .13:45 13:45 .17:30 17:30 .18:00 18:00 .5 8.7:30 07:30 .5 3 1.5 0.5 1.5 1.5 0.
12:30 13:45 .5 1 0.75 = 2.75 3 2.5 2 1.15:00 Work Work Work TOTAL 1.75 x 22 x 12 = 1518 Calculating IDLE working Hours Total Hours ± Working Hours = IDLE Hours 8.75 x 22 x 12 = 726 35 | P a g e .REPORT PIA MORNING SHIFT Working HOURS 07:30 .09:00 09:30 .5 0 Work Work 07:30 .12:30 13:45 .09:00 09:30 .25 5.5 3 1.5 ± 5.15:00 Work Total working hours x Total Working days a month x Total Years = Man Hours 5.75 Total Idle Working hours x Total Working days a month x Total Years = Man Hours 2.
25 x 22 x 12 = 1386 Calculating IDLE working Hours Total Hours ± Working Hours = IDLE Hours 8.25 Total Idle Working hours x Total Working days a month x Total Years = Man Hours 3.25 2.23:00 Work Work Work TOTAL 1.25 = 3.5 0 Work Work 15:30 .19:15 20:30 .REPORT PIA EVENING SHIFT Working HOURS 15:30 .5 5.5 1 0.25 x 22 x 12 = 858 36 | P a g e .5 2 1.23:00 Work Total working hours x Total Working days a month x Total Years = Man Hours 5.17:00 18:00 .5 1.17:00 18:00 .5 ± 5.19:15 20:30 .25 2.
75 + 5.25 = 11 35% Working HOURS IDLE WORKING HOURS 65% 37 | P a g e .REPORT PIA TOTAL WORKING HOURS: Morning Shift + Evening Shift = 5.
65 x 100 = 65% 8.5 / 8.5 + 8.5 = 17 Working in Both Shifts Working HOURS IDLE WORKING HOURS 35% 65% 1 man working hour /day 11 / 2 = 5.70 % 38 | P a g e .5 % = 5.REPORT PIA Total Working in both shifts 11/17 = 0.5 x 100 = 64.


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text: "I was so nervous about being around a group of women I don't know at all, and I'm usually pretty shy. However, given we were all camping together and riding cars together, we got to know each other real quick! I loved getting to know people and seeing all the different backgrounds we have while sharing so many interests. I love having new friends to ask about different parts of the country (and Canada!). I feel so blessed to have had this experience."


text: Just Rick Things (walking dead spoiler) Adjust content blocking lotrfan next random Comment Top NextComment This is OC. My friend gave me the idea, but I made it myself (that's why the font isn't correct). Hope you guys like it. next Tags: justgirlythings | the walking dead | CAAAAARL | that | Kills | People +26 Views: 3076 Submitted: 03/31/2014 Facebook Twitter Google+ Tumblr Pinterest


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BSW unveils garden fence panel range
BSW Timber has just unveiled a brand new range of garden fence panels that has been introduced to complement its existing fencing components.
The raised beds have been built to provide for elderly and less able people on a new allotment site. Volunteers worked tirelessly to construct the beds at varying height to accomodate wheelchair users.
Jenny Bull, Chairperson of Wolverton Allotment Society said, "We really are very grateful to have this timber from BSW to enable us to build attractive, substantial and long lasting beds. Travis Perkins kindly delivered them to our site and we had a very successful working party to construct the beds.
We have been overwhelmed by the generosity of BSW, Travis Perkins and others who have supplied screws and bolts, metal plates, and free hire of a generator and drill together with the volunteer labour to construct the raised beds. It has been a good start to our project and generated a wonderful energy and enthusiasm amongst our members."
BSW Timber has just unveiled a brand new range of garden fence panels that has been introduced to complement its existing fencing components.
BSW Timber has kick-started a major investment programme in its material handling equipment by commissioning eight new Bulmor side-loader vehicles for its sawmill in Newbridge-on-Wye, Powys.
BSW Timber Group, the UK's largest fully-integrated forestry company, has just unveiled a brand new domestic acoustic fence panel system.


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PITTSBURGH -- Some quick hits from the Steelers' first open locker room of the week:
-- The somersault that landed Emmanuel Sanders on his back last Sunday also landed on Mike Tomlin's list of prohibited activities. Players said they didn't have a problem with Tomlin banning such celebrations, though quarterback Ben Roethlisberger also defended Sanders. "E was not trying to make the other team look bad," Roethlisberger said. "He was genuinely excited." Roethlisberger later joked, "If I ever somersault it's going to be one of those little kids ones where I put my hands down and just roll right over."
-- Some of the veteran players have been talking to the rookies or plan to talk to them about what it is like to play in a Ravens-Steelers game. "I don't think they have a clue," Steelers wide receiver Antonio Brown said. "There's nothing like firsthand experience."
-- Kelvin Beachum is preparing for his second start at left tackle -- and a heavy dose of Ravens outside linebacker Terrell Suggs. Beachum, who can play every position along the offensive line, has been working exclusively at left tackle since the Steelers demoted Mike Adams. And the second-year man said he doesn't know if he would move in the event of an in-game injury. "I'm doing what they ask me day by day, finding ways to get better at the position they put me in," he said. "Whenever they change their mind they change their mind, but as of right now I have to make sure I'm the best left tackle I can be."
-- Linebacker Sean Spence returned to practice Wednesday for the first time since sustaining a career-threatening knee injury in the final preseason game of 2012. Spence was only slated to do some individual drills, but the practice represented a significant marker in the former third-round draft pick's long road back. "I think it's a blessing for this whole team," free safety Ryan Clark said of Spence's return, "and also it's an example for this team with perseverance and with prayer and with hard work [what] can be accomplished."


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Singer Taylor Swift, 22, is reportedly dating Conor Kennedy, 18, who is the grandson of the late politician Robert F. Kennedy.
Taylor and Conor were spotted over the weekend at the Kennedy compound in Hyannis Port, Massachusetts getting cozy.
Swift and Kennedy were spotted "kissing, holding hands, and getting extremely touchy-feely", an eyewitness reveals.
Conor is the son of Mary Kennedy, who committed suicide two months ago.
Popular VideoThis young teenage singer was shocked when Keith Urban invited her on stage at his concert. A few moments later, he made her wildest dreams come true.
It was originally rumored that Taylor was dating Arnold Schwarzenegger's son Patrick after she was photographed with him at the Kennedy family's July 4th party.


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Like the rest of the building or renovation project you need to start with a rough idea about how much money you can set aside for your window treatments budget. Each individual will have a different idea about what they would want to spend. If you can set a limit to start with then you will have less chance of going over that once you start shopping. Then it is a matter of researching and talking to your local window treatment expert to see if you can achieve the look you are after within the budget you have decided upon.
Curtain pelmets are chiefly used for window treatments but these are also used to stop the excess of light above the curtain head and the light that is coming from the top of the window. You can also dramatize the whole interior with the marvelous curtain pelmets designs. In some cases of curtain pelmets for window treatments, the pelmet is used alone without curtains. Here stiff pelmets are used. The pelmet design can vary according to the window. Craftsman can show his or her creativity by giving different carves and angles to the wood.
In many homes the problem isn't the sources of light through adjacent windows, rather the ability to let light in effectively. Take a look at your current window treatments. Heavy blinds, thick drapery and layered fabric curtains often keep out much-needed natural light. Consider using lighter-weight fabrics such as cotton or linen fabrics, especially in climates that allow moderate temperatures to filter in. For more extreme climates, opt for materials that are versatile and can be tied back to let in light or close when the sun is glaring or too bright.
Wood cornices are one of the most classic window treatment ideas, but they are often overlooked as an option in contemporary homes because of their traditional nature. Used alone, however, cornices can create a sleek, modern look. Though they can be paired with curtains, stained or painted, wood boxes are perfect for the kitchen and bath, where fabric can succumb to water damage. These are best built by a skilled carpenter for a custom fit, so they can be expensive if you aren't handy. Cornices hide curtain hardware and blend well with luxurious detailing, like crown molding, to give your home a gracious, regal look.
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Find numerous General Physicians in India from the comfort of your home on Lybrate.com. You will find General Physicians with more than 36 years of experience on Lybrate.com. You can find General Physicians online in Mumbai and from across India. View the profile of medical specialists and their reviews from other patients to make an informed decision.
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I am 52 old male. I am suffering cough cold with body pains since last two days. I am a heart patient and using regular medicines as prescribed by cardiologist.
Struggling from cough and cold and sore throat and also mild fever for 5 days now, please advice medicine.
I am 35 Years old male. I am suffering from cold, runny nose for past 4 days. I took citrizine, montelukast, but no change. Took mox250 also. So what should I do now.
I am 25 year old male. I discharge very fast during intercourse. Even it does not gets perfect erection. What should I do?
If you wish to father a child, then sperm count and quality are critically important. Do you know some bad habits or activities can unknowingly harm your sperm? Here are 7 research-backed ways that you are ruining your sperm quality and count.
1. Laptops- Laptops can be dangerous if you use them on your lap. They can heat your testicles which can negatively affect your sperm production. In fact, a study indicated that men who use laptops on their lap regularly, their sperms motility decreases and DNA damages. This may hurt the chances of reproduction.
2. Smoking -Smoking contributes to 13% of male infertility cases. It damages the sperms in such a way that they are unable to fertilize the eggs. Even if they manage to create an embryo, it is less likely to survive. A puff of smoke may also cause hormonal imbalances and erectile dysfunction.
3. Hot shower - Watch out when you raise the temperature of your bath next time. Experts say that taking baths in very hot waters can heat your scrotum and decrease the sperm count. Scrotum is sac that stores sperms at 35 degree celsius. Avoid prolonged exposure to hot water, moderate exposure is fine.
4. Soap and detergent - Sure, they are considered as the ultimate germ killer but it is not just germs they kill, you are also killing your chances of having a baby. Some antibacterial soaps, shampoos, detergents and toothpastes may contain triclosan, this chemical has been linked to.
5. Beer - A european study suggested that drinking 5 beers a week is enough to reduce the sperm quality in healthy men. The researchers advised that high habitual alcohol can affect reproductive health and lower the chances of having a baby. However, semen quality can be restored if alcohol intake is reduced.
6. Tight briefs -When you wear tight briefs, your scrotum gets hold more tightly against the body. It can warm the testicles and create a hostile environment. Switch to wearing briefs as they can make you comfortable and also keep the scrotal temperature elevated.
7. Smartphone - Keeping your smartphone in the trouser pocket can spell trouble for you. An american study suggested that phones emit electromagnetic radiation and can have undesirable effects on the cells responsible for development of sperm inside the testicles.
I am Ravi Kiran. I am suffering from full of stomach pain since continuously 3 days so please suggest me the solution for this.
How to increase penis size. I am not satisfying my wife. I used many medicine but its not working. Please suggest me something.
Sciatica refers to back pain caused by a problem with the sciatic nerve. This is a large nerve that runs from the lower back down the back of each leg. When something injures or puts pressure on the sciatic nerve, it can cause pain in the lower back that spreads to the hip, buttocks, and leg. Up to 90% of people recover from sciatica without surgery.
Sciatica is not a medical diagnosis in and of itself—it is a symptom of an underlying medical condition, such as a lumbar herniated disc, degenerative disc disease, or spinal stenosis.
Lumbar herniated disc
A herniated disc occurs when the soft inner core of the disc (nucleus pulposus) leaks out, or herniates, through the fibrous outer core (annulus) and irritates the contiguous nerve root.
A herniated disc is sometimes referred to as a slipped disc, ruptured disc, bulging disc, protruding disc, or a pinched nerve. Sciatica is the most common symptom of a lumbar herniated disc.
Degenerative disc disease
While disc degeneration is a natural process that occurs with aging, for some people one or more degenerated discs in the lower back can also irritate a nerve root and cause sciatica.
Degenerative disc disease is diagnosed when a weakened disc results in excessive micro-motion at that spinal level, and inflammatory proteins from inside the disc become exposed & irritate the nerve root(s) in the area.
Lumbar spinal stenosis
This condition commonly causes sciatica due to a narrowing of the spinal canal. Lumbar spinal stenosis is related to natural aging in the spine and is relatively common in adults over age 60.
The condition typically results from a combination of one or more of the following: enlarged facet joints, overgrowth of soft tissue, and a bulging disc placing pressure on the nerve roots, causing sciatica pain.
What are the symptoms of Sciatica?
Usually, sciatica only affects one side of the lower body and the pain often radiates from the lower back all the way through the back of the thigh & down through the leg.
Some combinations of the following symptoms are most common:
Lower back pain, if experienced at all, is not as severe as leg pain
Constant pain in only one side of the buttock or leg, but rarely both the right and left sides
Pain that originates in the low back or buttock and continues along the path of the sciatic nerve - down the back of the thigh and into the lower leg & foot
Pain that feels better when patients lie down or are walking, but worsens when standing or sitting
Pain that is typically described as sharp or searing, rather than dull
Some experience a "pins-and-needles" sensation, numbness or weakness, or a prickling sensation down the leg
Weakness or numbness when moving the leg or foot
Severe or shooting pain in one leg that may make it difficult to stand up or walk
Depending on where the sciatic nerve is affected, the pain and other symptoms may also include foot pain or pain in the toes.
What is the treatment for Sciatica Pain?
The goals of non-surgical sciatica treatments are to relieve pain and any neurological symptoms caused by a compressed nerve root. There is a broad range of options available for sciatica treatment. One or some combination of the treatments below are usually recommended in conjunction with specific exercises.
For acute sciatic pain, heat and/or ice packs are readily available and can help alleviate the leg pain, especially in the initial phase. Usually ice or heat is applied for approximately 20 minutes, and repeated every two hours. Most people use ice first, but some people find more relief with heat. The two may be alternated. It is best to apply ice with a cloth or towel placed between the ice and skin to avoid an ice burn.
Pain Medications
Over-the-counter or prescription medications are often effective in reducing or relieving sciatica pain. Non-steroidal anti-inflammatory drugs or oral steroids can reduce the inflammation that is usually part of the cause of the pain.
Alternative sciatica treatment
In addition to standard medical treatments, several alternative treatments have also been shown to provide effective sciatica pain relief for many patients. Three of the more common forms of alternative care for sciatica include chiropractic manipulation, acupuncture, and massage therapy.
Chiropractic/manual manipulation
Spinal adjustments and manual manipulation performed by appropriately trained health professionals, such as chiropractors and osteopathic physicians, are focused on providing better spinal column alignment, which in turn should help to address a number of underlying conditions that can cause sciatic nerve pain.
The practice is centered on the philosophy of achieving or maintaining well being through the open flow of energy via specific pathways in the body. Hair-thin needles (that are usually not felt) are inserted into the skin near the area of pain.
Massage therapy
Certain forms of massage therapy have been shown to have a number of benefits for back pain, including increased blood circulation, muscle relaxation, and release of endorphins (the body's natural pain relievers).
Sciatica Surgery
Typically, it is reasonable to consider surgery for sciatica in the following situations:
Severe leg pain that has persisted for 4 to 6 weeks or more
Pain relief that is not achieved after a concerted effort at non-surgical sciatica treatments, such as one or a combination of oral steroids, non-steroidal anti-inflammatory medication, manual manipulation, injections, and/or physical therapy
The condition is limiting the patient's ability to participate in everyday activities
Urgent surgery is typically only necessary if the patient experiences progressive weakness in the legs, or sudden loss of bowel or bladder control, which may be caused by cauda equina syndrome.
Depending on the cause and the duration of the sciatica pain, one of two surgical procedures will typically be considered:
A microdiscectomy (or small open surgery)
A lumbar laminectomy (an open decompression)


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Top employers offering Offline Storage Manager jobs
Firms with the most Offline Storage Manager-related jobs are Sierra-Cedar India Private Limited., PERSONAL NETWORK INDIA LTD., SV Management Consultants., Steplinkindia Human Resources & Management Services, Dishman Pharmaceuticals and Chemicals Limited or M K Auto Clutch Industries.
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Anlage Infotech India Private Limited |
Pune, Maharashtra
- 10d ago
Relevant of 4 years experience in Symantec NetbackupBasic understanding of EMC Netbackup Hitachi and HPExcellent written and verbal communication skills A MustWell versed with diff...
Adecco India Private Limited |
Bangalore, Karnataka
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Near online and offline data storage and quick user accessibility to the Storage Area Network and stored... Employment Type. Permanent Job, Full Time. Keyskills. SAN Brocade Veritas Volume Manager. Desired...
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Pune, Maharashtra
- 14d ago
Review and integrate the technical architecture requirementsexperience in designing and architecting complex applications (MVC. Widgets local storage, encryption, TSL, OWSSP, offline online sync...
D-Tech Management Resource ( India) Pvt. Ltd. |
Hosapete, Karnataka
- 9d ago
. Establishes proper storage of the Equipment report and data9. Does a regular review of reliability... shutdown data (for critical machines) and historical data in on line and offline machinery management...
TeaBox |
Bangalore, Karnataka
- 3d ago
About the Role. The candidate is expected to forge relevant partnerships (both offline & online) with an... We use state. of. the. art dehumidifying and cold storage solutions that keep the freshness, aroma, and...
Aniaaz Consulting Private Limited |
Bangalore, Karnataka
- 9d ago
And best practicesExperience with offline storage, threading, and performance tuningAbility to design applications around natural user interfaces, such as touchFamiliarity with the use of...
Godrej and Boyce Mfg. Co. Ltd |
Mumbai, Maharashtra
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Open plan office systems, storage systems, shipyards, defence, etc. Our products have been certified by... Search Market Optimization purposes. 5.Coordinating with internal product teams. offline marketing team...
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Nashik, Maharashtra
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Job Description. Experience with iOS frameworks such as Core Data, Core Animation, etc. Experience with offline storage, threading, and performance tuning. Familiarity with RESTful APIs to...
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Wells Fargo & Company MN increased its position in shares of Spartan Motors, Inc. (NASDAQ:SPAR) by 202.2% during the first quarter, according to its most recent 13F filing with the Securities and Exchange Commission. The institutional investor owned 66,435 shares of the company's stock after buying an additional 44,453 shares during the period. Wells Fargo & Company MN owned 0.19% of Spartan Motors worth $531,000 at the end of the most recent quarter.
Other large investors also recently bought and sold shares of the company. Tudor Investment Corp Et Al increased its stake in Spartan Motors by 1.5% in the fourth quarter. Tudor Investment Corp Et Al now owns 12,226 shares of the company's stock worth $113,000 after buying an additional 183 shares during the last quarter. Highbridge Capital Management LLC bought a new stake in Spartan Motors during the fourth quarter worth $246,000. Allianz Asset Management AG increased its stake in Spartan Motors by 18.7% in the fourth quarter. Allianz Asset Management AG now owns 43,645 shares of the company's stock worth $404,000 after buying an additional 6,880 shares during the last quarter. Mesirow Financial Investment Management Equity Management bought a new stake in Spartan Motors during the first quarter worth $374,000. Finally, New Jersey Better Educational Savings Trust bought a new stake in Spartan Motors during the first quarter worth $400,000. Institutional investors own 65.77% of the company's stock.
Shares of Spartan Motors, Inc. (SPAR) opened at 8.80 on Wednesday. The stock has a 50 day moving average of $8.66 and a 200-day moving average of $8.30. The firm has a market capitalization of $309.12 million, a P/E ratio of 43.78 and a beta of 1.11. Spartan Motors, Inc. has a 1-year low of $6.30 and a 1-year high of $10.50.
Spartan Motors (NASDAQ:SPAR) last posted its quarterly earnings data on Thursday, May 4th. The company reported $0.04 earnings per share for the quarter, hitting the Thomson Reuters' consensus estimate of $0.04. Spartan Motors had a net margin of 1.12% and a return on equity of 8.19%. The company had revenue of $167 million for the quarter, compared to analysts' expectations of $149.90 million. During the same period in the prior year, the business earned $0.02 earnings per share. Spartan Motors's revenue for the quarter was up 24.9% compared to the same quarter last year. On average, equities analysts expect that Spartan Motors, Inc. will post $0.40 earnings per share for the current year.
The firm also recently declared a semiannual dividend, which was paid on Thursday, June 15th. Shareholders of record on Monday, May 15th were given a dividend of $0.05 per share. This represents a yield of 1.12%. The ex-dividend date of this dividend was Thursday, May 11th. Spartan Motors's payout ratio is currently 47.62%.
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A number of research firms have recently weighed in on SPAR. Zacks Investment Research downgraded shares of Spartan Motors from a "buy" rating to a "hold" rating in a research note on Tuesday, May 9th. Seaport Global Securities restated a "buy" rating and issued a $10.00 price target on shares of Spartan Motors in a research note on Thursday, April 6th. Finally, TheStreet upgraded shares of Spartan Motors from a "c" rating to a "b-" rating in a research note on Monday, May 15th. One investment analyst has rated the stock with a hold rating and three have given a buy rating to the company's stock. The stock presently has a consensus rating of "Buy" and an average target price of $10.58.
In related news, CFO Frederick J. Sohm acquired 5,000 shares of the company's stock in a transaction dated Monday, May 8th. The stock was purchased at an average price of $8.94 per share, with a total value of $44,700.00. Following the completion of the purchase, the chief financial officer now owns 157,327 shares in the company, valued at approximately $1,406,503.38. The acquisition was disclosed in a filing with the SEC, which can be accessed through this link. Also, Director Richard R. Current acquired 5,141 shares of the company's stock in a transaction dated Wednesday, May 10th. The shares were bought at an average cost of $9.00 per share, with a total value of $46,269.00. Following the purchase, the director now owns 90,000 shares of the company's stock, valued at approximately $810,000. The disclosure for this purchase can be found here. 3.72% of the stock is owned by company insiders.
About Spartan Motors
Spartan Motors, Inc is an engineer and manufacturer in the heavy-duty, custom vehicles marketplace. The Company operates through three segments: Emergency Response Vehicles, Delivery and Service Vehicles, and Specialty Chassis and Vehicles. The Company's Emergency Response Vehicles segment engineers and manufactures emergency response chassis, emergency response bodies and aerial equipment.
Receive News & Ratings for Spartan Motors Inc. Daily - Enter your email address below to receive a concise daily summary of the latest news and analysts' ratings for Spartan Motors Inc. and related companies with our FREE daily email newsletter.


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