Human Resource Management in PakistanBYDr. Zareen AbbasiAssistant ProfessorDepartment of Public Administration University of Sindh, Jamshoro

The Elite Scientific Publications Faisalabad, Pakistan 2009

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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

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DedicationI 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

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Table of contents

Chapter-1 Chapter-2 Chapter-3 Chapter-4 Chapter-5 Chapter6 Chapter-7 Chapter-8 Chapter-9 Chapter-10 Chapter-11 Chapter-12

General Introduction Historical Background of Human Resource Management Job Analysis, Specification Job Description and Job

Managing Changes in Jobs and Work Schedules Recruitment, Selection and Placement Identification and Development of Managerial Talents Employees Appraisal Program Employees Conduct and Discipline Management of Human Resource in Pakistan Human Resource Development Human Capital Era Environmental Pollution & Human Resource

References/ Bibliography Annex-1 Annex-2 Annex-3 Definitions Abbreviations Organizational Examples

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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 applicants 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 todays 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.

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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 employees 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

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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.

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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 any field with sick and disabled persons so developed nations invest quite a hefty amount in their health sector. In Pakistan, unfortunately, due attention is not paid to this important sector. The contents and substances of the education are yet another set of means that needs to be looked into more closely. It is the quality of education and training which enables the people to play their useful role to increase national productivity. Pakistan is blessed with huge human resources but our savings and investment level can be raised only when we are in a position to convert our unproductive and underutilized human resources into potential accelerator of economic growth. Today, we are trying hard to catch up quickly with the high standards of living through industrial and technological revolution but because of short supply of trained manpower this is not possible. In this perspective it will be appreciating if priority is given to the development of industrial human resource maturity in the country. Industrial human resource development is the existing and present need. We enjoy efficient amount of diligent and sincere manpower but it must needs be exploited or as apiece of potential and capacity. Now it is the time to avoid finding replacement and firing of employees. Our country needs to create conditions and environment necessary for creativity and innovation, competitive in the knowledge-based industries that will

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provide the highest value added for economies. Failure or success hinges on the ability of an organization in mastering the manpower and overall planning of policy strategies on the development of human resources as well as their maximum use in nation building activities. Pakistan desperately requires real human resource expansion like education, literacy, technical skill, health, food, housing, intellect and culture. In Pakistan the problem is not the lack of human resource but accepting the need of human resource for proper human resource management. Human resource level can be improved on the job training, attendance in regular courses, setting up of paramount training centers or sending the cadre to similar setups already working in the market. Rapid acceleration of economy is a thorny affair without proper human resource development. Pakistan being a labor surplus economy is confronted with a high population rate, low literacy level, poor skill and technological base. It has resulted in critical imbalances in the progress and administration of human resources. It is keenly felt that the achievement of economic and social goals of the country depends to a great extent on the fact as to how much effectively its manpower resources are being put to uses for the national development. Specially in a country like ours, where human resources are plentiful than others, so due importance be attached to overall planning of policy strategies on the growth of human resources as well as their maximum use in nation building activities. It is now fully realized that human resources even if abundantly available are incapable of providing a guaranteed economic and social progress for country unless the human resources are built up and developed on sound lines so that they could furnish positive solutions to national problems in critical situations. It is a well known fact that the real improvement of human resources calls for a multifaceted action, in all directions like education, literacy, technical skill, health, food, housing, intellect and culture. If we motivate human talent and potentialities in all the walks of life we can manage to identify ourselves with the modern world and we can face all the overwhelmingly challenges. In this scenario the role of human resource management will definitely take on a longer significance and prompting managers to take a lead role in all organizational decisionmaking and operation. Change dictates modern ways of perception and new frames of

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references as well as up to minute attitudes and new fangled. None but the desired skill of managers will be competent agent of change. In this connection, manager able to bring in change will be an asset of any organization. The Pakistani nation is hard working. It has measured up to expectations. The people are energetic and workers are dedicated. Pakistan has required quality, commitment and will to success. In this perspective, human resource is amply chipping in for the transformation of Pakistan from an underdeveloped country to potentially prosperous nation. Only proper guidance and necessary assistance is required to multiply the capabilities to increase the output. Pakistans human resource has evolutionary thinking. Changed time also requires a change in thinking. A sizeable share of budget is hoped to earmark for the development of human resource in Pakistan and a change will be visible in near future and country would walk on the road to progress and prosperity. Pakistan, being a labor surplus economy with a high population rate, low literacy level, poor skill and technological base has eventuated in critical imbalances in the development of human resources Pakistans problem number one is very poor human resource development capability. Organizational motivation creates and inspiration, assistance, and guidance to the worker for his motivation and helps him to use his talents wisely and effectively. Healthy and educated human resource is a pre-requisite for sustainable development in Pakistan but it is much slower as compared to developing countries. Pakistan needs renewed and determined efforts for building physical infrastructure, development of human resources and environment protection while maintaining macro economic stability and self reliance. If the parallel is drawn among Pakistan to that of Japan, Canada, and Australia, the batter nations lacks a rich. The most precious resources are Pakistans human resource. If human resource is properly trained, usefully exploited and technically developed Pakistan can be come one of the strongest nations of the world. In Pakistan, in terms of grouping of organizations, on the one hand, we have government run organizations, both federal and regional and on the other hand, are the multinational organizations. In between are the state run organizations, sole proprietor ship and family based organizations and nationalized industries. The number of people assigned the human resource management tasks and these tasks are

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taken as human resource management function depends on the beliefs and approaches of the organization. In Pakistan, it would be fair to say that the multinational organizations remain in the forefront of HRM. This is primarily due to the global approach of the organization filtering to Pakistan. Working in human resource management is fulfilling and rewarding to have contribution to the development of any individuals potential and advancement is reward in itself. It is this reward that makes the job worthwhile and each day different from the one before. Human resource is the productive asset but government of Pakistan has failed to realize this. This is not too surprising since opponents of literary of the general populace exist within the top echelons of Pakistan, today. Productivity development of human beings depends upon the job training programs. The other important factor is the workers cultural outlook and attitudes towards work and desire for self-improvement. In Pakistan, human resource professionals are still inapplicable in organizational institutional setup. There are many large organizations that recognize their commitments to have the best practice in human resource but unfortunately fail to deliver goods in its implementation. Many organizations preach genuinely and honestly that they practice and care staff policy. Sadly, Pakistans obsolete and moth-eaten educational infrastructure has fallen through to re-orientate and educate youth with occupational skills. Education has a disappointing relationship to future jobs. Many students having no skill but the degree results frustration and high brain drain is common. Special incentives in land and salaries have been provided to attract overseas Pakistanis back to the country. It goes without saying that our young human resource can be perfected in their fields through training. Organizations should be developed that are consumer driven, quality focused and globally effective. With these sort of thoroughgoing measures, organizations will plug away strive to restore nation competitiveness and assist answering its continued prosperity in the new fangled millennium. According to the economic survey 1992-93, Government of Pakistan, Human resources if effectively engaged, play a dynamic and pivotal role in socio economic force employment of a country. Demographics and labor force employment characteristics of a country furnishes broad indicators to how human resources are productively taken on

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employed in the various national development fields and how people are capitalizing on achievements in socio economic fields. A special human resource development committee of the cabinet has been set up to study the current upcoming and future requirements of human resource and to map out policies and programs for their optimal exploitation and to expand employment opportunities for the unemployed. Similar committees are being established to promote employment at provincial level. Government is suggested to stock sufficient staffing for targets oriented market. Simultaneously, proper staffing adjustment is a matter of wage concern. The competitive ventures that the private sector may take on are critically dependent on the pool of available human resource. The salaries, fringe benefits and other incentives that the government offers to attract people from within this pool have a direct bearing on the private sector. Besides its monopolistic attitudes, a private sector is trying to found its potential opportunities in export service industries. As a result, joint ventures are dramatically augmenting for the developing countries with no exception of Asia and Pakistan. Public sector policy of emolument is not as satisfied as private sector is in the country. So, pay envelopes are to be made heavy and synchronized with corporate sector. Here, we cannot rule out the initiatives of foreign government surveys in the gradual synchronization of public sector enterprise consultants with private sector. The private sector in Pakistan does not adjust its salaries based on the free market forces. Instead, the greatest pressure in the private sector is from the incentives provided by the government job. Pakistan has a fairly even balance in this regard. The government, which does not work under free market principles, must adjust its salary package according to the salary package of the private sector. In Pakistan the lifestyle of government employees, before and after retirement, is no worse, if not better, than the lifestyles of their counterparts in the private sector. Ethics and morality are ones personal traits, related to individuals social credibility but ethics and morality must need to exist in working environment also. In Pakistans scenario, being a Muslim country, group ethics are totally ignored in business life. As often as not, senseless accumulations, illegal gains and rampant corruption have become the part and parcel. The post has the spirit of socio-economic and cultural transformation

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in Pakistan had shape us in many ways. Of the parallel is drawn between the size of post and pre independence organization, their preindependence size is much smaller than todays establishment with all out blue-chip operational activities. These organizations set them, forth following initiation of the process of modernizing society that in turn, instill development and change. The redoubtable enterprises managing this holistically Pakistani innovations-shy organization is immensely cutting Gordian knot. Gone were days when adequate, qualified candidates were not available in required numbers to fill in a vacancy in Pakistani organizations. But the expansion in the educational facilities during the last quarter of the century has changed the situation. The limited number of jobs has to be judiciously meted out among the qualified candidates pertaining to different regions and segments of the society to make our organizations a melting pot for candidates drawn from diverse, social ethnic and regional background for national integration. In organizations, most employees of different salary grades anticipate eagerly that their rights and privileges stem outset of being their employment in organization. Those employees who want to quit their organizations after completing 25 years or less then 25 years may also be allowed to retire with retirement benefit in proportion of their length of their service. Similarly the employers have option to retire, those who have served minimum of service but have lost their utility to the organization. In the private sector, a common complaint is that it is difficult to get work done through others. The workers have just gone astray. Generally in our corporate culture, the workers belonging to union seems to be immune from work. The authority also does not have dared to ask them to work. They are more politically motivated and they avail themselves of it. Time paid work force would not give a return which they would do, when payment is related to output or production called contract work the union accuse management and vice versa. Private sector is there to thrive upon expense of the public sector, through tax evasion, obtaining loans from public financial institutions, avoidance of payment of import/export duties, levies and like that. It is a general knowledge that Pakistan houses rich people with indigent government. People are not prepared to pay taxes and public functionaries are not serious to

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make recoveries from them. Corruption has crept in the public and private sector. The real trouble is lack of management in hierarchical levels or narrow span of control so the peoples problems are not solved. Managerial class in Pakistan is generally well educated if not well qualified. The need of the Pakistani society is of management, which can learn lessons from the past to envision future, feel sociopsychological pulses of the people, determine proper priorities, optimize economic use of resources and above all, can enhance confidence among the people and establish its own credibility. Although the challenges redoubtably insurmountable but can be withstood if we have to team up with other nations in the reach for development in the 21st century. Healthy and educated human resource is a pre-requisite for sustainable economic growth in Pakistan but it is much slower as compared to the developed countries. Pakistan needs renewed and persevering efforts for building physical infrastructure, development of human resources and environment protection while maintaining macro economic stability and self-reliance. Following ineluctable penetration of globalization stabilized economics are those that entertains workforce or manpower as a potential national wealth in collaboration with the quality of the social and material infrastructures that support them. Todays personal role is shifting from protector and screener to planner and change agent. Human resource activity plays the role of change management. So we can say that the term Human Resource refers to the people in an organization. When public and private organizations improve, society prospers with the effective and efficient function of virtuous cycle. Pakistans human resource has evolutionary thinking. Changed time also requires a change in thinking. A sizeable share of budget is hoped to earmark for the development of human resource in Pakistan and a change will be visible in near future and country would walk on the road to progress and prosperity. Pakistan, being a labor surplus economy with a high population rate, low literacy level, poor skill and technological base has eventuated in critical imbalances in the development of human resources. Pakistans problem number one is very poor human resource development capability. If human resource is properly trained, usefully exploited and technically developed. Pakistan can be come one of the strongest nations of the

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world. In Pakistan, In terms of grouping of organizations, on the one hand, we have government run organizations, both federal and regional and on the other hand, are the multinational organizations. In between are the state run organizations, sole proprietor ship and family based organizations and nationalized industries. The number of people assigned the human resource management tasks and these tasks are taken as human resource progress function depends on the beliefs and approaches of the organization. In Pakistan, it would be fair to say that the multinational organizations remain in the forefront of human resource progress. This is primarily due to the global approach of the organization filtering to Pakistan. Working in human resource progress is fulfilling and rewarding to have contribution to the development of any individuals potential and advancement is reward in itself. It is this reward that makes the job worthwhile and each day different from the one before. Human Resource is the productive asset but government of Pakistan has failed to realize this. This is not too surprising since opponents of literary of the general populace exist within the top echelons of Pakistan, today. Productivity development of human beings depends upon the job training programs. The other important factor is the workers cultural outlook and attitudes towards work and desire for self-improvement. Pakistan being a labor surplus economy is confronted with a high population rate, low literacy level, poor skill and technological base. It has resulted in critical imbalances in the development of human resources. It is keenly felt that the achievement of economic and social goals of the country depends to a great extent on the fact as to how much effectively its manpower resources are being put to uses for the national development. Specially in a country like ours, where human resources are plentiful than others, so due importance be attached to overall planning of policy strategies on the development of human resources as well as their maximum use in nation building activities. It is now fully realized that human resources even if abundantly available are incapable of providing a guaranteed economic and social progress for country unless the human resources are built up and developed on sound lines so that they could furnish positive solutions to national problems in critical situations. If we motivate these human talent and potentialities in all the walks of life we can manage to identify ourselves with the modern world and we can face all the

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overwhelmingly challenges. In this scenario the role of human resource management will definitely take on a longer significance and prompting managers to take a lead role in all organizational decisionmaking and operation. Change dictates modern ways of perception and new frames of references as well as up to minute attitudes and new fangled. None but the desired skill of managers will be competent agent of change. In this connection, manager able to bring in change will be an asset of any organization. The acute deficiency of change management and human resource progress tools, techniques and procedures in Pakistani organizations is creating inefficiency, ineffectiveness and loss of productivity at upper, middle and lower level management. Pakistan is blessed with huge human resources but our savings and investment level can be raised only when we are in a position to convert our unproductive and underutilized human resources into potential accelerator of economic growth. Today, we are trying hard to catch up quickly with the high standards of living through industrial and technological revolution but because of short supply of trained manpower this is not possible. In this perspective it will be appreciating if priority is given to the development of industrial human resource progress in the country. Industrial human resource development is the existing and present need. We enjoy efficient amount of diligent and sincere manpower but it must needs be exploited or as apiece of potential and capacity. Now it is the time to avoid finding replacement and firing of employees. Our country needs to create conditions and environment necessary for creativity and innovation, competitive in the knowledge-based industries that will provide the highest value added for economies. Failure or success hinges on the ability of an organization in mastering the manpower and overall planning of policy strategies on the development of human resources as well as their maximum use in nation building activities. Pakistan desperately requires real human resource progress like education, literacy, technical skill, health, food, housing, intellect and culture. In Pakistan the problem is not the lack of human resource but accepting the need of human resource for proper human resource progress. Human resource level can be improved on the job training, attendance in regular courses, setting up of paramount training centers or sending the cadre to similar setups already working in the market. Rapid acceleration of economy is a thorny affair without proper human

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resource development. Pakistan is positioned in the western fraction of the Indian subcontinent, amid Afghanistan plus Iran on the west, India on the east, along with the Arabian Sea on the south. The populace be present 169,270,617, birth rate is 29.1, infant death rate is 68.5, life hope is 63.8 [Economic Survey, 2007]. The accessibility of natural possessions is inadequate because of the dried weather and hilly topography, considerable inhabitants intensification is escalating force on the supply its administration has suffered from the significance on speedy trade and industry growth and often unregulated shape of cost-effective output. Population growth and pitiable water infrastructure have abridged per capita water availability from 53,000 cubic meters to 1,200 cubic meters, and heavy reliance on firewood has donated to the worlds second maximum rate of deforestation [World Bank Survey, 1997]. Deprived farming practices have led to soil erosion, groundwater degradation, and other problems that have hindered crop output and contributed to health problems for communities. Solid waste burning, low-quality fuels, and the growing use of fuel, inefficient motor vehicles have contributed to air pollution. Pakistans health indicators, health funding, and health and sanitation infrastructure are generally poor. About 19 percent of the population is malnourished and 30 percent of children under age five are malnourished [United Nations Survey. 2003]. Pakistans total health expenditures amounted to 3.9 percent of gross domestic product and per capita health expenditures were US$16 [World Health Organization. 2001]. Nevertheless, poverty increased in the late 1990s, and the countrys population growth reduced income growth. The proportion of the population living below the poverty line increased from 34 percent reversing decades of decline [Economic Survey of Pakistan, 2002]. Social service funding and institutions are inadequate to address the development problems faced by much of the Pakistani population. Provincial governments are responsible for providing social services but often lack the financial and institutional resources to do so. Most social services funding comes from the federal government plus international aid but dishonesty and institutional inefficiencies caught up plans, intended to lighten idleness, poverty and other societal evils. Pakistan covers only 0.67 percent of worlds land area but

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contains 2 percent of the worlds population [Economic Survey of Pakistan,2007]. Pakistan inherited on extremely narrow economic base at the time of partition in 1947. since then, the government of Pakistan is making rigorous efforts to build up infrastructure and productive potential of the economy through the process of development planning. The start of preparing the country for future advancement was made by launching a six year development programme (1951-57) named as Colombo plan. The programme was suspended two years before its completion due to repercussions of Korean war. In addition to the Colombo plan, other five year development plans were drawn up and implemented. The sixth and seventh five year plan are complete. The eighth year plan (1993-98) has been implemented. If the economic performance since 1947 is evaluated, the overall results are not very encouraging [Nnasir and Haider, 2003-04]. The per capita income at current prices is Rs. 28933 or $ 429 in Pakistan [Economic Survey of Pakistan. 2003]. the major portion of the population is just above poverty line. The distributing features of the economy is that whatever economic growth has been achieved. It is accompanied by unequal distribution of wealth. This has created social tension in the country and slowed down the rate of economic development. Pakistan has devised various strategies to quicken the tempo of economic development but it has not been able to break the vicious circle of poverty and enter into take off stage. The socio-cultural attitude of the people stand in the way of economic development of the country. In Pakisatn, more than 60% of the people are illiterate [Nnasir and Haider, 2003-04]. They are ignorant of the development taking place in their own country. The majority of the people are extravagant. Our is in fact a consumption oriented society. The people are mostly conservative in their habits. They feel pride in their native culture. People lack self confidence and imitative. The joint family system, though on the decline, has also killed the sense of imitative and the incentive to work. The caste system functioning mostly in geographical mobility. The occupational classification which is mostly village centered impede the economic development. The religious beliefs of the people condemning the accumulation of wealth, dependence upon fate and the will of God only are also obstacle to economic growth. The unnecessary expenditure on marriages, deaths, births, litigations, class pride etc.

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has reduced domestic savings and has adversely effected economic progress. About half of the population comprises women folk. Our social taboos and customs prevent them from working and improving the standard of living. The basic need of the people remain largely unsatisfied. For accelerating the rate of economic development, there should be a political stability in the country. If there is a change in the government set up due to elections or of dictatorship, the planning job done by the previous governments should not be altered altogether. The planning machinery and all others involved in administration should be loyal to the country. They should be competent, sympathetic and honest in the performance of the duties assigned to them. In Pakistan, since its inception, there are rapid changes in governments. Each government which come into power condemned the planning work done by the previous governments. They framed their own plans, formulated their own strategies of development and left the claim without achieving in the targets of the plans, all other plans have failed to achieve their targets. The over all line of the planning machinery in departments is generally weak, incompetent and unsympathetic. Self interest is dominating over national interest which is great barrier to economic development. We still not in a positioned to decide about the nature of economic system in Pakistan. Other problems are rising public debt, budget deficit, banking and financial crises, scarcity of foreign exchange, rapidly growing population etc. The increase in population is due to multiple factors as the practice of early marriages, drop in death rate, illegal migration in the country. Pakistan is a state full of possessions and has gigantic potential for escalation along with growth, which until now countries analogous like Japan, Canada as well as Australia is short of. The precious assets in Pakistan are its manpower and without healthy human resource, no progress is possible, no matter what the growth rate would be. The growth of inhabitants is alarming in Pakistan. It is a fact that the annually growth rate of population rose from 1.1% in 1931 to 14.90 crore in March 2003. If the populace endlessly increases, it will arrive at 217 million marks by the year 2020 [Economic Survey of Pakistan, 2007]. Economic development is the process whereby an economys real national income increases over a long period of time and if the rate of development is greater than the rate of growth of population, then per capita real income will increase.

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Economic development means the rate of expansion which can move a developing country from state of under development to a state of development through the changes in the technical and institutional arrangements. The essence of economic development remains rising per capita income, elimination of poverty, greater employment opportunities, lessening income inequalities and more important development concept of economic development was the rise in the real national income and per capita of a country. In 80s the real national income or real per capita income as a measure of development was discarded. The problems of wide spread poverty, unemployment and unequal distribution of income came to the forefront. This term was redefined in terms of reduction of poverty, inequality in income, and unemployment. In 1990s the change in concept once again came as the development of people rather than the development of things. The challenge of development is to improve the quality of life that generally calls for higher incomes and also involves better education, higher standards of health, less poverty, a clear environment, more equality of opportunity, greater individual freedom and richer cultural life. Pakistan has legged very seriously behind other developing countries, including South Asian neighbours, in progressing towards universal basic education. perhaps one of the most delitating constraints on social participation prevalent in Pakistan is the extremely limited agency of women. Income and consumption based approaches to poverty are practically useless in evaluating the social as well economic disadvantage faced by nearly one half of the population. Poverty can thus be seen in the context of establishing a parity between the status of political and civil rights, and that of social and economic rights. Migration has been a survival strategy of people confronting the prospect, impact or aftermath of disasters. It is mostly refers to the shifting of people from one area usually rural areas to another area mostly cities within the same country while global migration refers to the mass exodus of inhabitants principally settled in one state than settled to a different realm because of natural or obligatory proceedings such as thunderstorm, battle, financial hopelessness, tremor et cetera. Domestic resettlement refers to the shifting of people from one locale (typically countryside vicinity) to a different region. The boost in populace is frequently reasoned by banned movement in the nation state. The migration of Afghan

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refugees to Pakistan is adversely effected the labour market and the economy of Pakistan. About three million people migrated from Afghanistan to Pakistan during 1980-90 owing to Russia-Afghanistan war. The people remained in Pakistan for over ten years and they still live here in the wake of socio economic devastation that the ongoing civil war has caused in Afghanistan. The influx of Afghan refugees into Pakistan started in 1978 & was at its peak at 3.7 million in June 1990. The data on Afghan refugees reveals that Pakistan is still hosting 1.81 million Afghan refugees at the end of March, 1998. Pakistan maintained a policy of temporary protection with voluntary return as a preferred option. Since July 1990 to March 1998, approximately 1.9 million refugees have repatriated to Afghanistan due to continued factional fighting amongst various Afghan groups as well as non availability of adequate economic opportunities & other socio-economic conditions. About 0.295 million fresh Afghanis also took refugee in Pakistan during May, 1992 to March 1998. Pakistan has therefore had to bear the burden of food, shelter, health & other necessities of life. Refugees from Afghanistan first settled down in the northern areas of Pakistan where they crossed over. However, with the passage of time & in search of better socioeconomic opportunity within Pakistan they have migrated to the urban areas of Pakistan. This further straining the already adequate resources of these cities. It is estimated that 70 to 80 thousand people migrated to Karachi annually from other parts of Pakistan. It is further estimated that 4% population annually is from rural to urban areas of Pakistan. Similarly, Muslims of Indian occupied Kashmir are leaving their homelands at the hands of Indian atrocities and are migrated in to Azad Kashmir to seek shelter and protection, millions of Biharis are still lying helpless in the camps of Bangladesh and claimed to be Pakistani in thousands and claimed their migration to Pakistan. Bangladesh government does not take their responsibility as its citizens. Their socio economic situation is very poor. They want permanent settlement of their citizenship in other country. They are facing an acute problem of international migration lying in camps. Internal and international migration of population have created a number of problems for Pakistan. The immigration of Afghan refugees to Pakistan was harmfully exaggerated the cost-effective circumstances in Pakistan.

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An earthquake struck Pakistani-controlled Kashmir on October 8, 2005. The catastrophe beat send-off thousands helpless. Refugees, earthquake victims and displaces experience uprooting and relocation and must cope with the consequent stresses and the need to adapt to new or radically changed environments. All may experience deprivation, loss of homes, jobs and the breakup of families and communities. All must mobilize social and cultural resources in their efforts to reestablish viable social groups and communities and to restore adequate levels of material life. Today, in Pakistan the population boom has resulted economic disruption, ecological deprivation, deficiency of intake water, thinning wooded area wherewithal, milieu revolutionize due to weakening of ozone layer, naval pollution, echo pollution, diminution of terra firma possessions and smash up of attractiveness of life. Numerous environmental problems threaten the economy and the populations health. Pakistan has also become a dumping ground for the filth of dirty fuels, clogging already polluted urban centers with motor vehicle pollution. Environmentalists believe that industrial pollution and environmental degradation can only be tackled if the government puts the environment at the center of all economic planning. The development of a well-trained skilled labor force means is to achieve gainful productivity and efficiency in public and private sector. Population growth is increasing pressure on the resource base, and resource management has suffered from the emphasis on rapid economic growth and often-unregulated forms of economic productivity. As a result, human transformation of the environment is manifest in several problems. Population growth and poor water infrastructure have reduced per capita water availability from 53,000 cubic meters to 1,200 cubic meters, and heavy reliance on firewood has contributed to the worlds second highest rate of deforestation [Economic Survey of Pakistan, 2007]. Poor agricultural practices have led to soil erosion, groundwater degradation, and other problems that have hindered crop output and contributed to health problems for rural communities. Solid waste burning, low-quality fuels, and the growing use of fuelinefficient motor vehicles have contributed to air pollution. Pakistans health infrastructure is generally underprivileged, chiefly in countryside locale. About 19 percent of the population is

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malnourished, a higher rate than the 17 percent average for developing countries and 30 percent of children under age five are malnourished. Leading causes of sickness and death include gastroenteritis, respiratory infections, congenital abnormalities, tuberculosis, malaria, and typhoid fever. As because of inflation the resources have not been increasing with the same pace as the population. This has created more demand for the supply of certain goods and services as a result, prices have climbed radically in the past few years. People who do not find adequate quarters are forced to develop and live in slums these slums are infested with unhealthy and antisocial elements that further create problems for the cities. Vehicles on the roads have outgrown, the roads available for them creating congestion and pollution for pedestrians. Shortage of educational institutions in campuses with the number of potential candidates has created frustration among the students who are refused admissions in professional colleges and universities. medical facilities are insufficient tocate to the increasing population of the cities. More people are using more resources with more intensity than at any point in human history. Fresh water, cropland, forests, fisheries and biodiversity all show signs of stress at local, regional and global levels. Increasing pressure on the environment is the result of, on one hand, increasing affluence that is, more consumption, pollution and waste, and on the other persistent poverty that is, lack of resources and the technology to use them, and lack of the power to change these circumstances. Growing human numbers play a role in both scenarios. Population size, growth, distribution and movement help determine the relationship between people and their environments. Access to education, health and economic opportunity; consumption levels, gender differentials and quality of human capital all have an influence. The human development index for Pakistan was 0.445, which ranks it at 139 among the 175 countries [Human Development Report, 1997]. This low rank indicates the unsatisfactory performance of socio economic sector of Pakistan. Pakistans economy has been growing at the rate of 6.5 percent per annum, which is higher than the other human development index rank countries like Malaysia Iran, Sri Lanka, Indonesia and Egypt [UNDEP. 1996]. The high uncontrolled population growth rate is the major

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obstacle to raising the standard of living despite the high economic growth rate. The poor conditions of health sector is evident from the low levels of access of the population to health services, safe drinking water and sanitation facilities. Only 55 percent of the population has access to health facilities. Access of safe water and sanitation facilities is also extremely low in Pakistan. The low expenditure on health and education in 60s produced a low quality of labour force. The vicious circle of poverty , unemployment and high population growth rate coupled with the extremely inequitable distribution of assets and opportunities has prevented the fruits of high gross national product growth rate from reaching the majority of the people. Emphasis on the education, high quality of human resource would have been one way to break out of this vicious circle and redress the initial inequity.

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Chapter-2 Historical Background of HRMHuman resource management is integration of Personnel Management and human resource management planning and change; human resource management today is partner in organizational change, creator of organizational culture and facilitator of organizational commitment. Generally todays human resource management functions are strategic and have the objective of enhancing organizational performance and meeting employee needs. Last decade of the bygone century is considered as the decade of human resource management where business tycoons concentrate phenomenally human resource as the most seminal assets of an organization system. Many labels have been used as personnel management and human resource management. The deep-rooted establishment of HRM has emerged, developed and full-fledged matured in eleven stages during the past centuries. To start with, intra-renaissance, the first stage is the preindustrial period, beginning around 1400 and continuing until the late 1700s period shows absence of any formal HRM function within organizations-HRM-shy stage (Ling, 1965). The second stage opens up with the monumental growth of dazzling industrial revolution in Great Britain in the late eighteenth century and percolates as far as to America in the early nineteenth century (Weber, 1927). The third stage kicks off with the emergence and growth of the modern HRM (Kaufman, 1993). In the fourth stage two different movements like scientific management and welfare work began in the nineteenth century and along with contributions from industrial psychology emerged around the time of World War 1 to consolidate the field of HRM (Lescohier, 1935: Eilbirt, 1959). The fifth stage wereas HRM in post World War 1 as dynamic discipline as well (Viteles, 1932). The sixth stage focused on the human relations while the outset of human relations movement associated itself with the workaholic of Harvard researchers Elton Mayo and in the 30s, a practitioner focus on human relations (Kaufman, 1993). The seventh stage is the golden age of industrial relations and the personnel management maintenance functions as formal HRM function had been enthusiastically received and established throughout American industries during and after

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World War 1 (Watson, 1977). The IR side of HRM experienced its golden age between 1948 and 1958 (Kaufman, 1993). The eighth stage is popular as the era of quality of work life. Beginning around the mid-1960s and the continuing up to the decade of the 1970s, there was a rise in the view of the importance of human resources and a view of them as assets, not liabilities. Realizing the importance of HR drove the efforts of this era and that investment in HR was sound and productive in return by changing nature of work force. The ninth stage is considered as the emergence of the contemporary HRM functions. HRM indicates an emphasis on human resources as organizational assets (Lewin, 1991). Ever since the thought prevails that organizational triumph now hinges on human resource than capital resources (Carnevale, Gaer & Meltzer, 1990). The tenth stage is known as strategic focus era in which appreciable transformation in image, status and importance of HR function introduced (Mayer, 1976). The eleventh stage is famous as HRM function today. HRM functions today include features as (Sisson, 1990; Blyton, 1992). Todays human resource responsibilities that relate to increase organizational effectiveness need to augment competency and adaptability of the workforce that can make the workforce competitive. New pay policies to motivate employees, raise productivity and increase organizational performance [Schuster & Zingheim, 1992]. The preamble to human resource management increased importance of human resource management and todays human resource managers work on operational levels, managerial levels and strategic levels [Schular, 1993] human resource managers new roles are strategic business partners, employee advocates, diversity managers, facilitators of organizational change and internal consultant [Dyer & Holder, 1988]. The successful human resource management practitioners now need to have the skills, necessary to operate at the managerial and strategic levels. The required skills include knowledge and understanding of business functions, human resource functional skills and change management capabilities. In the olden times some human resource management have optimized social science theory. The development of strategic human resource management widens its scope [Butler, Ferris & Napier, 1991]. Strategic human resource management represents a link between organizations strategy and

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human resource management activities [Lengnick-Hall & LengnickHall, 1988]. Human resource management activities are organizational in scope so they need to formulate and implement organizational strategy [Dyer, 1985] that could influence organizational performance. Human resource management in broader context factors is in the political perspective [Ferris & Judge, 1991], the economic utility perspective [Lazear, 1993] and the international perspective [Kochan, Batt & Dyer, 1992]. Human resource management is now focusing to bring change in business organizations by redesigning the strategy, envisioning new organizational arrangements through change process from initial awareness of the need of change towards implementation of new organizational arrangements [Beer, 1991]. Successful organizations are becoming more adaptable and quick in changing directions and customer centered. In this environment, the role of human resource dynamic professionals is just like a change agent. Human resource area is a rapidly changing field. This change character of human resource is deeply knowledgeable about the design of work system in which people contribute and succeed. The change must be adapted and organizations must adopt change [Hollbeach, 1999]. Organizations are trying to find out new ways to improve effectiveness and efficiency of employees. New changing processes are always in demand in organization for the efficient utilization of physical and financial resources. Planned changes occur as a result of specific efforts by a change agent. The forces for change are external and internal. Organizations show change by internal procedures and external forces for change occurs in the business environment [Davis, 1985]. Job analysis is mostly performed because of the change in the nature of the job [Singer, 1990]. Organizations are not static, so needs and requirements change according to the wants and requirements of their human resource. Organizations have recognized the need to change structures, to enable them, to respond and to change the challenges of competitors and demanding customer expectations [Smith, 1999]. The world of performance appraisal is changing. There is nothing except change.

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The world hates change but it is the only thing that has brought processes. All things change, nothing perishes. A number of developments in the workplace have contributed to this new reality (Verma, 2000). The whole world is changing so it is not just a matter of having one career path anymore; people are expected to move [Stone, 1998]. Human resource activity plays the role of change management so we can say that the term human resource refers to the people in an organization. Human resource management practices and policies change, employee commitment and enabling the organization better. Change involves new ways of thinking and new frames of references as well as new behaviors. Change involves more than just encouraging employees to do something differently. It also entails urging them to think differently. Managers skill will be competent agent of change. Managers, who can bring in is none but a big rich asset. So we can say that the importance of human resource management as an agent of change needs to successfully manage human resource for a company to maximize its competitiveness. In todays organizations, managers are becoming more responsible for human practices as an agent of change [Martin, 1993]. Change needs developed action to enhance the contribution of people in organizations. Improving the contribution of human resource is important that is why all firms create specialized human resource department. It is the duty and responsibility of managers to manage people in such a way that would produce effective output. The terms creativity, innovation and change are used in a multitude of ways. Creativity is the generation of an idea, innovation as modification of product, service, production process or technology and change as alteration of organization policy, structure or human attitudes and behaviors in order to improve performance. There are two principal approaches to change, change the people or change the situation. A change agent is ultimately interested in modifying human behavior and organizational performance [Webber, 1979]. Human resource management encourages change and increased flexibility in the ways of working. Human resource managers focus on individual contracts, payment and reward systems. Human resource managers should be prepared to take the responsibility for their own decisions and actions. Human resource

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management is concerned with the demand for labor from management and has more emphasis on planning, monitoring and control to ensure the right number of people, with the right place and time. Human resource managers tend to say that people have a right to proper treatment at work and efficient management will achieve this. They attach credence to managing resource or top-notch policy phenomenon. They tend to evolve many of these activities to line managers like concentrate to develop policies, plan, and monitor and evaluate [Foot & Hool, 1996]. With the passage of time, Human resource management sights supreme with its manager more all rationally gigantic behind. This can largely be attributed to such factors as increasing labor costs, concern for improving workers productivity, search for compensation plans, that motivate and the need for interpreting and implementing new government laws and regulations. In the next decade, human resource managers will learn how to use their new power. The time is not away when human resource management influence the organization with its strong decision making responsibility. Additionally, because of human resource managements growing importance, senior executives in the organization will be increasingly coming out of the Human resource management function. The current focus of the organization, either public or private is to view human resource management activities as factor of production [Butler, Ferris & Napier, 1991]. The productivity is the quality of products or services [Robins, 1983]. The effectiveness of Human resource functions explored [Galang & Ferris, 1987] suggests the existing measures rendering are common for all organizations [Kirchoff, 1977]. Organizational effectiveness is a system to measure a degree to achieve organizational goals [Etzioni, 1964]. Organizational effectiveness accepted as a combination of several measures [Cunningham, 1977]. The implementation of change policy in an organization needs transparent, methods that can motivate employees to accept change on time [Martin, 1993]. Managers are responsible to manage people to produce effective output. There is a need to alter organizational policy; structure of human resource attitudes and behaviors, modification of products, services, processes and technology in order to improve effective performance through training and organizational

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development. Organizational performance can be changed only through change agent [Webber, 1979]. This is the responsibility of human resource to obtain, develop, utilize, evaluate, maintain and retain the right numbers and types of workers for the achievement of objectives and purposes. So we can say that human resource is a key factor in raising living standards and in the modernization of institutions that can create spirit in the morale of people. According to the National Manpower Commission, the objective of a development of a well-trained skilled labor force is to achieve gainful productivity and efficiency in public and private sector [Economic Survey, 1990-1991]. Human resource plays an important role in lowering labor costs to bring change innovatively in technologies with getting outcome for people [Schneider & David, 1993]. Human resource management plays very important role in selecting, recruiting and training the right people, at the right place for right type of work [Decenzo & Stephen, 1998]. An effective organization has the ability to survive and to make improvements in business that can be done through internal and external rewards (Stein, 1993). Human resource managers tend to say that people have a right to proper treatment at work resulting in the efficient management [Foot & Hool, 1996]. In the present globalization world, human resource management activities are the most seminal to the goods and bad of any organization. Human resource management is going to be a different game by the year 2000 [Decenzo & Robbins, 1998]. Human resource management helps employees in producing appropriate outcome from jobs by performance management program to ensure employees to go through the process by participation. The human resource management process helps job evaluation, objective setting and reward of performance. It enhances their personal contribution and satisfaction by knowing what exactly is expected about their jobs.

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Chapter-3

Job Analysis, Job Description and Job Specification

A Job may be understood as splitting up of total work into packages. After defining the word job, the job analysis route is looked-for because of the requirement of job analysis process to open hottest jobs. Jobs that are open devoid of job analysis, progression may not turn into a valuable job. Job analysis process is the course of action to collect information regarding job. It contains the duty of an administrative vocation in rank that requires least acquaintance, skill and ability to satisfactorily perform job. Majority of the primary organizations either do not have a job description, job analysis or job specification system The progressive organizations accentuate to identify the job foremost and then take into service the populace. A job consists of a group of errands that must be performed for an organization to accomplish its goals or a job is an album of aggregation of tasks, duties and responsibilities that is viewed as a reasonable duty to an individual worker. Job titles frequently give misleading impersonation of the actual content of a job. Most importantly the absence of proper job description might encompass disastrous consequences with difficulty to recruit employee. it serve as a starting place of crucial information for many human resource tricks and most judgment concerning such things as selection, training, promotion, work load, compensation call for relevant duties, tasks, and employee rations to be made explicit for each organizational position [Clinger, 1980]. In organizations, mission is linked with hallucination and stratagem. A mission convert the dream into what has to be done to get there and goals are general statements of purpose and direction. Objectives are very clear statements about output to be achieved. Effective objectives should be SMART in which S stands for exact objective domino effect output to be achieved, M stands for measuring success in terms of time, quantity, quality and cost, A stands for analysis of individual or team that have openings to talk about and procure objectives, R stands for realism about employees performance and be down-to-earth objectives, accessibility of wherewithal and hassle, T stands for time bounce to

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fix the date near the objectives as milestone [Smith, 1999]. Job Analysis is a methodical process of shaping skills, duties, and knowledge compulsory for performing jobs in an organization. It is essential and basic human resource technique. job analyses is the systematic process and update the human resource about the natural history of a particular job, major tasks undertaken by the incumbents, the outcomes that are expected, the jobs relationship with other jobs in the organizational hierarchy and jobholders characteristics. In organizations, the Job Comparison information is mandatory to compare a particular job with other jobs surrounded by or outer surface. The entire process is caught up in job evaluation and manpower utilization decision [Terrington & Chapman, 1983]. In Job Analysis Process, jobs are more likely to be described, differentiated and evaluated consistently. However if accurate information is available to reward managers carrying out recruitment, selection, appraisal and employee development than the researcher uncover that [Brettons & Jeffery, 1999]. Job analysis grip a systematic series of steps as careful observation of the job by the analyst, obtain and check personnel data in the establishment to provide accurate and important information to fulfill the requirements of jobs and the conditions surrounded them. The process is to describe and record aspect of jobs and specify the skills and other chucks required to perform a job. Job analysis is the progression to record information about the work performed by an employee. It is the process to settle on observations, study and report information related to specific job. It includes the identification of the tasks performed, equipments utilized, training skills and human resource required for the work. Job analysis is a method in which duties; skills and requirements are thoroughly studied in a methodical manner. Recently the management gets updated knowledge about individual job. Job analysis is a process to examine a job in detail, in order to identify its component tasks. The approach may very according to the purpose for which the job is being analyzed. Job analysis is a process to collect information as what has to be done on the job, why the job is going on, and how the job is related to the overall objectives of an

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organization. A complete job analysis provides the information about the characteristics and behaviors required for completing the job. A detailed analysis is used to select human resource according to the job requirement. The job analysis is a means of systematic and logical examination of a job in detail. Job analysis is habitually performed because of the change in the nature of jobs. This is a process in which necessary characteristics are determined to achieve satisfactory job performance by analyzing the environmental conditions in which the job is performed. Job analysis is a process to obtain job information. This information is recorded once called job description and the other called a job specification. The job performance depends upon the qualification standards. Job analysis is a process to determine the characteristics, which are necessary for satisfactory job performance, and to analyze the environmental conditions in which the job is going to be performed. Job analysis provides specific information about job hazards and identifies ways to perform those jobs safely. It is particularly important for supporting and defending managerial decisions such as promotions, transfers and demotions. Job analysis results in the preparation of three products and those are a job description, a job specification and qualification standard. Once a job analysis is completed follows job description, job specification and job design. Job Description is a written record of job duties and responsibilities to provide a factual basis for making job evaluation decisions and usually recorded in uniform manner and specifies the work performed and qualification of position. Job description is a written outline of the main tasks of a job. It is the systematic summary of information collected in the job analysis and is a responsibility of a specific job. The job description is the portion of the job analysis. It contains the tasks involved in the completion of the job along with the various behaviors or activities within any given organization. It normally includes job title, location, a summary of functions, job content, an analysis and conditions of employment together with any dangerous operation and training Job description enables the human resource to get occupied in decision making about the nature and requirements of the job. It helps

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to diminish applicants list as to process applicants who are not interested. Job description holds the information achieved from analysis as tasks, behavior, responsibilities and activities necessary for the completion of the job. It is essentially a broad statement of the purpose, scope, accountabilities and tasks that constitute a particular job. Organization structure is usually specified by means of an organization chart. Job description indicates the content of the job. Job description specifies the nature of managerial responsibilities in outline. It is a statement of the purpose and scope of a job. It is noticed that organizations have many different formats usually contain sections for the identification of job. The title and location of the job must be placed in hierarchy. a provision of employment cover the substantial working conditions of the job as special difficulties and dangers, excessive dirt, heat, noise, dust or fumes, abnormal working hours or shift work. The criterions development information assists the development of appropriate criteria for accessing the performance of job acceptance. This criterion is used in recruitment and selection decision. Training development information is very useful and helpful to those who manage training development programs. It helps them to determine the content and subject matter in training courses. Human resource specification is important to provide an assessment of the human resource required to carryout a job satisfactorily, after undergoing a development or training program. The performance appraisal data can be helpful to establish clear-cut standards for every performed job. The compensation helps to fit a particular job into the entire job structure and its data can be useful to know what type of compensation system is to be used, while revising the job evaluation. Safety and health information is useful for the safety and health of employees. It identifies the unhealthy factors and corrective measures can be taken to minimize and avoid the possibility of human injury. The determination of the essential characteristics of a job in order to produce a job specification and for this purpose essentially the process of examining a job is done to identify its component parts. The detailed approach may vary according to the purpose for which the job is being analyzed, e.g. training, equipment design, and work place layout. Job Specification is a one-page description to specify the summary of work performed. The job specification lists the human elements in selection process for satisfactory job performance. It

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describes the nature of human being best suited to fill the position in terms of education, skills, experience and other personal characteristics. The job specification is a part of job description that specifies the qualification of workers for selection of a job. It emerges from the description by means of translating the job activities and requirements into particular skills and abilities. The job specifications are the minimum skills, knowledge and activities required to perform the job. The purpose of the job specification is to channel executives and officials in the selection and placement of employees by considering factors as intelligence and an aptitude. The job may not call for trained person, but for an aptitude, for which training will be given. Ability and qualifications deals with the general level of education required for the job such as academic qualifications, training and experience etc. Job specification also refers a Qualification Standard that presents the maximum level of education, experience and credentials required to gratify job performance. Devoid of qualification standards neither job description nor job specification can take place. Educated, trained, experienced and physically fit human resource is needed for doing the job analysis. Such personnel can give an idea about the development and progress of an organization. Job analysis provides the basis to glue the functional areas together and the foundation for developing a sound human resource program. Many organizations use job analysis to satisfy equal employment opportunity rules and regulations. Human resource managers have discovered additional benefits in conducting analysis. In most organizations job analysis is used for selection, training, job evaluation, performance appraisal, health and safety, time and motion studies and adherence to government rules and regulations. The Purpose to Employ Job Analysis is to establish selection criteria. Selection requires the characteristics of applicant must be identified and matched to the job requirements. A job analysis identifies the characteristics of the job and the human characteristics crucial for satisfactory performance. It aids to identify shortcomings in already existing selection procedure. The training is the process in which employees formerly selected than usually given orientation by the organization. For many employees training is the path to learn and to get informed regarding company policy and procedures.

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Job Evaluation is a method in which each jobs monetary worth is determined. It is the process to determine the worth of the job in an organization, comparing the jobs to another and then assigning each job a monetary value. The successful fortitude and relative worth of each job within an organization requires that the jobs can be investigated with respect to certain similar characteristics. By comparing the job analysis of the two positions, the company can determine how many duties are required in the newly created position that is unique in nature. A pay range can be developed to provide workers with proper compensation for the additional duties required. Performance appraisal requires that all supervisors appraise the performance of their subordinates at least once a year. Both subordinates and supervisors must understand the job requirements. Performance appraisal needs to be validated against job analysis. This means that appraisal instruments are created and tested to make sure that they truly measure behaviors for satisfactory job performance. The logical first step is to familiarize employees with job requirements and creating valid instruments in job analysis. The health and safety plays very important role in organizations. There are jobs, which expose workers pro peril and for conducting a thorough job analysis required. The discovery of certain dangers if once discovered, safety measures may be taken that leads to greater profits through the decrease in accidents and the resulting increase in productivity. Time and motion studies are for the age of specialization in which companies try to increase productivity by maintaining quality. To get done this task, they have experts in engineering and efficiency. One of the primary tools employed by these efforts in time and motion studies determining the best way to accomplish a job by observing the tasks involved and the amount of time necessary to complete each task. To conduct time and motion studies, job analysis is performed to make sure that the tasks to be studied. In an effort to increase the speed, different techniques may be developed to save the amount of time and motion necessary during the job operation. Equal employment opportunity establishes the rules and regulations and decides that an added incentive would be given to employees for conducting job analyses. Job analyst is the personage designated by the organization,

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who is responsible to collect job information. This individual is usually an outside consultant, a current worker, or a supervisor. The people who dish up as a job analyst are mostly employees within the human resource department, the supervisor or an external consultant. Job facts can be obtained by using an analysis of the skills, knowledge, attitude or behavior along with the facet of essential training for the jobholders. Manpower planning is unattainable without job description and job evaluation. It forms a path for job specification. Job analysis helps organizations tackle reform change. Data facilitate the human resource in planning, establishing knowledge, skills and ability levels required for each job. The objectives of job analysis in human resource management provide the information about the work performed for many purposes. Some of the common purposes for doing job analysis are as job description, job comparison, criterions development, information, training, personnel specification, performance appraisal, compensation safety and health information. There are the major identified influences that create dissatisfaction among the employees of public and private organizations. The technological changes have an effect on skill requirements. Socioeconomic change destabilized the traditional forms of authority manager brandish. The process of job analysis consists of two main stages as data collection and preparation of job description, job specification and job standards. This process job analysis collect information about jobs and jobholder characteristics and the job information are then used to prepare job descriptions, specifications and standards. Techniques of Job Analysis Methods Analysis focuses on analyzing job elements that are the smallest identifiable components of a job. The need for method analysis often comes from changes in tools and equipment, changes in product design, changes in material, modification of equipment, procedures to accommodate handicapped workers and health and safety concerns. The techniques are available for conducting method analysis as Flow Process Charts is used to examine the overall sequence of an operation by focusing on either the movement of an operator or the flow of material. The Worker Machine Charts are useful for envisioning the segments of a work cycle in which equipment and operators are busy or idle. The analyst can easily see

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when the operator or machine is working jointly or independently. Scheduled use of this type of chart can determine how many machines are working jointly or independently. Such charts are useful for identifying equipment utilization as well as for pinpointing bottlenecks in interdependent tasks. The Time and Motion Study has its origins in industrial engineering and the work of Fredrick W. Taylor and Frank and Lillian Gilbert. Work Measurement determines times for all units of work activity in a given task or job. Observed Time is simply the average of recorded times. Normal Time is the observed time adjusted for worker performance. Standard Time is the normal time adjusted for routine work interruptions. These standard times can be used as a basis for wages, incentives plans, cost determination, cost estimates for new products, balancing product lines and work crews. The job analysis is also discussing that Work Sampling is the process of taking samples from work activities to measure and analyze them. This can be done in several ways and was utilized to examine the difference between successful and effective managers where successful managers are those who climb the hierarchy fast, and effective managers are those who are great performers. Job analyst uses several sources of information before starting a job as consultant or as an analyst. There are different methods and ways, through which data can be collected. The Observation is a simple, convenient and inexpensive method for collecting job data. It requires that workers are observed and records are kept to specify their job behaviors. The Task Inventories are listing of tasks for the job being analyzed with a provision for some type of response scale for each task. Task inventory is a job analysis method done by questionnaire. Position Analysis Questionnaire is a structured questionnaire to analyze jobs. The Functional Job Analysis describes job about people, data, and things. It is a job analysis technique that clearly provides a systematic and uniform method of collecting data. Questionnaire Method is very popular in the job analysis. The procedure involves preparation and distribution of detailed questionnaire among employees, who fill it and return to their supervisors. In filling out the questionnaire the employee brings out small but important details about their job, material and equipment used etc. After collecting the questionnaire more detailed inquiry and an observation done by analysts. The method of job analysis is

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interview method very common and is used to obtain the information. Checklist can be used in large organizations that have a large number of people assigned to the same jobs in which meaningful checklist is prepared and sent to all the jobholders. Job Evaluation is a method for determining relative money value of jobs within an organization. It is a method of establishing the relative position of jobs in a job hierarchy. Which does not directly determine rates of pay, except the factor comparison method? Job evaluation is the process of determining, the worth of one job in relation to another. It is the process of analysis and assessment of jobs to make sure reliable worth, using the assessments as a basis for a balanced wage structure. Job evaluation is a comparison of jobs in order to determine compensation. Job may be measured against an absolute scale of difficulty or relative to other jobs. These comparisons are used to justify differences in the pay rates of each job. Job evaluation seeks to settle on the value of job relative to all other jobs within the same organization. The value of the job en route for organization is a whole so it can be placed in the right position within an overall job grade structure. Job evaluation is the extension of job analysis to ascertain reliably the relative worth of jobs, to transform these appraisals into a structure of adequate rates and to provide standard procedures for all additions and adjustments in the rate structure. It involves the analysis of job for the rationale of writing job description and specification. These jobs evaluate plan and conversion of relative job values to definite wage rates. A comprehensive program of job analysis must serve as basis for any job evaluation progress. The procedures of job evaluation must be commitment from management and agreement from the trade unions and staff committees to follow a procedure. The Steering Committees are made up of senior staff and trade union, consisting of six to fifteen members including personal manager. They set up machinery in order to evaluate various jobs to coordinate the assessments and assure an overall consistency. Evaluation Panels are relatively small with four to six members equally divided between management and employee representatives. They are not sufficiently involved with the selection of factors as techniques. The Communication and Disclosures are joint responsibilities of management and trade unions to publicize the aims, methods and results. The strategy tells employees why, how and when assessments

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will be made. It can be divided into three phases as initial announcement, progress reports and final disclosures. After the initial announcement, the steering committees and the panel holders regular meetings with trade unions and publish the progress reports the last the final disclosures were announced. The main Types of Job Evaluation schemes are Job Ranking where Jobs are ordered from least to most value in the organization. This rank order or hierarchy of jobs based on subjective evaluation of relative values. It is the simplest method having the nonanalytical approach. Its aim is to judge the job area as a whole and determine its relative place in a hierarchy by comparing one job with another and arranging them in order of importance. The ranking system is very suitable for small organizations having limited jobs. Accurate and complete job analysis data are fundamentals to the success of this method. It involves obtaining description for all the jobs and ranking these from low to high job requirements [Brettons & Jeffery, 1999]. Job Classification is also called the grade description system. It divides up the job hierarchy into a number of pay groups or grades developing a written description for each grade and then assigning every job into a particular grade. Job classification schemes select representative sample of bench mark, job covering components analyze the jobs, preparing job description, decide on the number of grades required, define each grade in terms of discernible, difference in skill and responsibility, Slots each benchmark, job into a grade by reference to the job and grade description. Point Rating System is based on separately defined factors, which is common to all the jobs. It analyses each job by breaking down into its component parts and by scoring a number of selected factors or sub factors is giving a point value. The more demanding a job in respect of particular factor, the higher the number of points scored. The total points for each of the factor are then added to give a total score representing the relative value of the job. The Factor Compression is a quantitative method that evaluates jobs on the basis of set factors. It is a more sophisticated method of ranking in which jobs in the organization are compared to each other across several factors, such as skill, mental effort, responsibility, physical efforts, and working conditions. The factors are used in this system i.e., mental requirements, skill requirements, physical requirement, responsibility and working conditions.

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Job Design as a means of enriching the work experience for employees and increasing the quality and quantity of work output [Peterson & Lane, 1979]. It is concerned with designing jobs that include a greater variety of work content, require a higher level of knowledge and skills, give the worker more autonomy and responsibility for planning, directing and controlling his job, and provide the opportunity for personal growth and meaningful work experience. The Job Redesign is seen as a way of responding to the rising expectations of the work force and the inability of many institutions to meet these demands effectively. It is also necessary to understand that job enrichment represents a new way of managerial goals. Efficient managers more effectively utilized human resources in meeting organizational and personal goals. The way jobs are designed has a significant impact on both employees and organizations. Poorly designed jobs result in less productivity and loss, reduced motivation, low levels of job satisfaction, less productivity and an increase in organizational costs. The job design process design or redesign the jobs to fulfill both employee and organizational objectives. Techniques used for Designing Jobs Job Simplification is a method in which jobs are divided into smaller components and assigned to workers as whole job. The simplification of work broke into their smallest