Human Resource Management in Pakistan BY Dr. Zareen Abbasi Assistant Professor Department of Public Administration University of Sindh, Jamshoro The Elite Scientific Publications Faisalabad, Pakistan 2009 1 Human Resource Management in Pakistan Dr. Zareen Abbasi Assistant Professor Department of Public Administration University of Sindh, Jamshoro Pakistan ISBN 978-969-8753-06-1 First Edition 2009 Copy Right Reserved by the Author All rights reserved. This book should not be reproduced Without the permission of the author Published by: The Elite Scientific Publications, Faisalabad, Pakistan Price: 300 2 Dedication I dedicate this effort to my sympathetic father Deedar Hussain, devoted mother Nishat, brother Izhar and sister Ambreen and their kids Farrukh Ashfaq, Neha Ashfaq, Nasar Izhar & Fatima Izhar. Zareen Abbasi 3 Table of contents Chapter-1 General Introduction Chapter-2 Historical Background of Human Resource Management Chapter-3 Job Analysis, Job Description and Job Specification Chapter-4 Managing Changes in Jobs and Work Schedules Chapter-5 Recruitment, Selection and Placement Chapter–6 Identification and Development of Managerial Talents Chapter-7 Employees Appraisal Program Chapter-8 Employees Conduct and Discipline Chapter-9 Management of Human Resource in Pakistan Chapter-10 Human Resource Development Chapter-11 Human Capital Era Chapter-12 Environmental Pollution & Human Resource References/ Bibliography Annex-1 Definitions Annex-2 Abbreviations Annex-3 Organizational Examples 4 Chapter-1 General Introduction HRM plays an important role in improving the productive contribution of people in the organization that are strategically, ethically and socially responsible. HRM practices and policies translate change as employee commitment & opportunity. HRM is concerned with the people as every organization is made up of people, acquiring their services, developing their skills and motivating them to high levels of performance and ensuring that they continue to maintain their commitment to the organization in achieving organizational objectives. Blissful fate of a realm is directly proportional to competent generation. It stands to reason that eminence and quantity means of learning is desperately very poor. It is therefore said that we have such a state to continue on sustained basis. This problem goes from bad to worse as undue external pressure, discrimination, nepotism at the cost of prospective applicant. To avoid applicant’s adjustment in blatant defiance of external pressure on the recruitment process, organization must methodize antitrust strategy and design ways and means to minimize the adverse impact in this overly globalize age. HRM can practically help organization pull off a great deal of coup by selecting, training and managing excellent people. The task of managing people in today’s world of work is particularly challenging in the light of the changes in efficiency step up. It is difficult to delineate, gauge and evaluate the productivity. To all intents and purposes, cutthroat competition has gained much currency. Never before has the world of work been so challenging. Never before has it been so imperative to our career that we need to learn and develop our skills of management. Never before have had people so many vast opportunities with so many potential rewards. This is an epoch of cost competitiveness i.e. the organization delivers valuable products priced at levels the customer is not reluctant to forwardly. High-quality management requires managing so that costs are kept nominally under control and the company can sell its products at fixed prices that cover cost and achieve a profit. 5 Given the objectives of the organizations, hardly an ideal sense of viable survival exists for public and private organization, as they are multidimensional, moronic-economically, administratively. This would be purposively unsuccessful. In the information based era, human resource professionals are becoming much more key players in larger than life organization. HR manger serves as intellect of an organization as latter bank full on its asset of people. Effective human resource professionals are able to think strategically the planning of the organization. A loyal, dedicated, skilled, efficient and productive human resources is valuable assets of an organization but not reflected on the balance sheet. Capital investment, innovation, learning and motivation dictate important components to productivity in organizations. Capital investment with best available machinery improves the efficiency of workers. To be productively effective and generatively efficient in their work, employees ought to be ingrained proper technical skill. The best-trained employees have the capacity to access the most advanced piece of equipment to increase productivity by change in employee’s attitude or morale. While productivity improvements can be achieved through a series of events, proper equipment increased motivation. Globalize change and technological advancement effect worker as a driving force for each other and the process leads to innovation. New forms of work organizations change the nature of work and new occupational categories. With these changes, human resource development has come to fore. In Pakistan, there is an intense search for HR imperative to national progress and appalling global challenges. On this perspective, economic growth is only possible through human resource to meet the developmental requirements. The unmanaged economic growth eventuates to the detriment of human resource progress. It identifies employment for translating the benefits of economic growth into the lines of people. For this purpose, new patterns of growth needed to be developed and sustained well into the 21st century and new mechanism must be cultivated. We must ponder over it as an investment to human resource. This investment is potentially more important than building roads, bridges or powerhouses. We had better construct our people. The policy makers are suggested to direct their attention and pent-up 6 energies towards human resource progress improvements to attain economic growth and social development in the 21st century. Overwhelmingly insurmountable globalization is posing serious challenges to organizations throughout the world, particularly to the third world countries. One of the very momentous aspects of human resource progress is the support of business houses at the national and international levels. Only those organizations, which multi-dimensionally understand the new environment and growing intricate with a proper response mechanism will live through and set forth themselves. Human resource is the most valuable and perishable resource in any organization. As a lack would have it, Pakistan is replete with such organizations that fail to use these resources effectively. Most of them misallocate and misdirect this resource. All organizations irrespective of national, multinational or international status are to deal with this resource, which is limited in the environment it operates. Organizations strive to use this limited or scarce resource effectively and efficiently in order to achieve their goals and objectives. The most high-ranking element/factor in current organizational triumph is workforce skill, product, quality and customer satisfaction. All the above-mentioned three factors bank on human resource education, training and motivation. In present business world, change is the only factor, which will interestingly remain constant. Changes in technology, consumer demand, demographic and global composition and competition of workforce will have an effect on the role of human resource professionals. Highly demanding 21st century dictates challenges to the comity of nation in the shape of industrialization and globalization. Simultaneously nations have to depend on human resource in some way or others out of capital and technology. The fundamental purpose of human resource is to enable organization to stand on its reliant fact in the face of predatory globalization forces. The effective human resource factors include those persons who are willing to chip in for its wealth and welfare. Lack of an occupational skill, poor health, paucity of opportunity to work and other multifarious causes may contribute in ordinarily high percentage of ineffectiveness by refusing to employ people who could be productive. 7 Human being is a major resource leading to the development of the country. A careful analysis of the factors, which led to tremendous development of the most developed countries, shows that they have a very large number of skilled workers and qualified persons. Human resource implies the proper development of human beings both physically and intellectually. In other words, it shows that attentive focus be paid on human capital as it plays a vital part in national development resulting in its apex owing to the health and qualified manpower. This entire procedure requires a big and methodical planning. Noticeably and interestingly, a factory or a titanic architectural landmark takes almost 5 to 6 years in this modern technology era but a well qualified and experienced engineer or doctor takes some 14 to 16 years with a great many works under his debt. Development means both productions of needed skill and climate conducive for optimum utilization of these skills. The first and foremost prerequisite for human resources progress is the proper attention to the health sector. No nation can dream of acquiring preeminence in