human resource management in pakistan

HumanResource Management

Importance in PakistanInspire Others

Work Smart

Exceptional Results

MEANING OF HUMAN RESOURCES• Human resources refer to the size of population of a

country along with its

Efficiency Productivity Educational qualities

Organization abilities

Population

HRM

• HRM may be defined as a set of policies, practices and programs designed to realize both personal and organizational goals.

HR Vision• According to the World Bank, there are three main

components of economic growth:

• Human resource in any country is the primary factor for setting up the direction and pace of the socio-economic development.

Factor ContributionsHuman Capital 64%Physical Capital 16%Natural Capital 20%

HRM Vision in Pakistan• Initiation:

– Unfortunately awareness about HRM started in Pakistan in late 1980

• Bitter Factor:– There are not many organizations in Pakistan that use

resource optimally. Most of them abuse, misallocate and misdirect this resource to an incredible degree.

• Good Factor:– With time, organizations are becoming increasingly aware of

HR contribution to the progress and growth of their businesses.

Human Resource in Pakistan• Pakistan is blessed with high quality of human resources,

which is also industrious and productive, but much less demanding than their counterparts in the developed world.

• Pakistani nation is hard working and has always stood up to expectations. Our people are energetic and workers are dedicated. In fact, HR is the most important contributor to the economic success of Pakistan over the past decades.

• Human resources are playing an important role in the transformation of Pakistan from an underdeveloped country to a prosperous nation.

Phase I– Labor Officers– Labor Welfare Officers

Responsibilities– Day To Day Administration– Protection Against Violations– Labor Legislation– Security

Phase IIAdministration Officers– Ex Army Personnel Or– Physically Robust Personalities

HRM in Pakistani Environment

Phase IIIMultinationals– Brought Knowledge, Skills And Philosophy Of Personnel's Functions

• Personnel Officers

• Personnel Administration

• Personnel Management

• Employee Relations

• Labor Relations

Phase IV– Personnel & Industrial Relations Manager

Phase V– Human Resources Management.

HRM in Pakistani Environment

Categories of Human Resource Management in Pakistan

A. HRM in Pakistan’s government sector

B. HRM in Pakistan’s non-profit sector

C. Key HRM resources in Pakistan

A. HRM in Pakistan’s government sector

1. Planning and development division HEC, HRDN

2. Ministry of labor, manpower, and overseas Pakistanis

3. The National Commission for Human Development (NCHD)

4. National Vocational & Technical Education Commission (NAVTEC)

5. Etc.

B. HRM in Pakistan’s non-profit sector1. AmanTech- (Aman Foundation)2. Pakistan Society for Training & Development 3. Pakistan Society of Human Resource Management4. German Agency for Technical Assistance5. The Hunar Foundation6. Umeed Partnership7. Al-Noor8. etc

Pakistan Society of Human Resource Management

Employee Assistance

Program (EAP)

Parental Leave

Lasting Relationship

Program

Best Practices For Recruitment And Retention

Impact of Human Resource in Pakistan

Maximum Utilization of Resources

Population and Per Capita Income

Labour Intensive Industries

Population and Standard of Living

Solution of Capital Shortage

Population and Savings

Specialization

Population and Employment

Extension of Market

Population and Agriculture

Population and Other Facilities

Population and Urban Development

Population and Industrial Development

Small & medium enterprises and HRM practices • HRM working in SME sector plays a vital role in economic

growth. One could observe significant decline in poverty from 34% in 2002 to 17.2% in 2007.

• The main impact of HR practices is on the following areas

– Recruitment and selection – Training and development – Compensation – Employee performance

Small & medium enterprises and HR practices

http://hrmars.com/hrmars_papers/Article_03_Impact_of_HRM_Practices_on_Employees_Performance.pdf

Top 500 Ranking

Small & medium enterprises and HRM Score

Table: the mean scores of HR practices variables

Country MeanRecruitment and selection 3.497 Training and development 3.352

Compensation 3.683 Employee performance 3.682

Overall HRM Practices 3.553

Source: E u r o E c o n o m i c a ISSN: 1582-8859

Human Resource Management Practices in Universities

• Education is most powerful tool in the development of personality and human skills, for progressing any nation

Objectives of Practice:– To investigate HRM practices– To investigate the HRM practices of HRM executives– To compare HRM practices of Pakistan– To find out the best HRM practices being implemented in the

universities studied– Providing remediation for improving quality of higher education

Relationship b/w HRM practices & the Ranking of universities

Source: macrothing.org International Journal of Human Resource Studies V4.0 2014

Top 500 Ranking

The Impact of IT on the Performance of HR in Pakistan

• In 1998 The addition of information technology to the human resource industry has revolutionized the contemporary workplace. HR professionals now have an– increased capacity– retrieve it in a timely and effective manner– increased the efficiency of the organization– effectiveness of management functions– opportunities for better leadership practices

Country Investment in HRD

Country Investment in HR

Pakistan US $. 28India US $. 30

Indonesia US $. 54Malaysia US $. 150

South Korea US $. 160

The following is the level of per-capital investment in human capital development in various developing countries of the world:

Pakistan’s HDI trendsYear HDI Value1980 0.3531990 0.3992000 0.4442005 0.4952010 0.5222011 0.5272013 0.5362014 0.5382015 0.612

Pakistan’s HDI RankYear HDI Value1980 1301990 1322000 1362005 1362010 1382011 1622013 1562014 1472015 147

Immediate Neighbors of Pakistan

Lost of Resources: War against terrorism in Pakistan

http://www.dawn.com/news/1281352/war-against-terror-cost-pakistan-107bn

http://www.internal-displacement.org/south-and-south-east-asia/pakistan/figures-analysis

http://tribune.com.pk/story/860790/80000-pakistanis-killed-in-us-war-on-terror-report/

HRM & War against terrorism in Pakistan

http://www.dawn.com/news/1222915/will-pakistan-see-more-school-attacks

Countries facing the highest number of school attacks

4,616,500

Adults 4,616,500Spouse 13,30,000

Kids 2,123,430Non Reg. 36,00,000

HRM & GDP progress in Pakistan

8.0

4.0

1.5

5.2

http://data.worldbank.org/country/pakistan

2018

Impact of implementation of HRM in Pakistan


• ISLAMABAD, October 26, 2016 – Pakistan made some important progress towards the ease of doing business for small and medium-sized enterprises, finds the latest edition of the World Bank Group’s Doing Business report.

• As a result, Pakistan is among this year’s global top 10 improvers, says Doing Business 2017: Equal Opportunity for All, released on last Tuesday.

Impact of implementation of HRM in Pakistan

http://tribune.com.pk/story/833809/fight-against-terrorism-japan-commends-pakistans-sacrifices/

https://theintercept.com/2016/02/08/after-years-of-violence-pakistan-is-winning-its-fight-against-terrorism/

Evolution of HRM

Procure and develop

Procure, develop and motivate

assets

1980 to 1990 1990 To 2000 2000 to 2018

Example Gwadar port of Pakistan


Gwadar port of Pakistan


China Pakistan Economic Corridor 51 Billion US dollars

investment 700,000 Direct Jobs 4 Million New Jobs 5 Million New Houses 10 New Universities 200 New Hospitals Pakistan's biggest

Airport Central Hub for South

Asia and Europe Boost in Tourism Boost in Economy Decrease in Poverty

Importance of CPEC


Recommendations• HRM in Pakistan be understood from a broad and not from a narrow,

ethnocentric perspective.• Second, it is recommended that researchers avoid assuming that HRM in a

developing country may not be challenging enough.• The international HRD community should consider creating collaborative

partnerships with public and private HRM institutions in South Asia, particularly in Pakistan.

• Pakistan has an acute shortage of HRM researchers and practitioners (Aftab 2007), which is proving to be a major obstacle in the country’s economic growth.

• Fourth, as suggested by participants in the December 2006 AHRD conference in Malaysia (Ismail et al. 2007), the influence of Asia’s current political issues, socio-economic development, and culture on HRD should be addressed.

• Fifth, efforts should be made to create long-term partnerships with the HEC, Pakistan.

• Efforts should be made to use of technology to promote collaborative efforts with institutions in Pakistan.

Questions ?