Introduction

My name is Ubaid Ullah, belong to Akbar poora Village, District Nowshera. I have done
M.Sc. Statistics and MBA( MIS ) and now doing MS in Finance.

Is there any proper HR department in CECOS or your institution just rely on HR

Activities?
There is no HR department in CECOS and it relies on HR activities.

Values of CECOS?
Value is everything you value. Quality of education is valued very much. From
employee’s point of view, there are some flaws. But it is adopting some values for
example, good salary, employees old benevolent fund, health insurance for employees.
CECOS value interest free banking and that is reason we do not deal with banks very
much. CECOS is trying to insure itself with Islamic insurance system Taqafal.

Recruitment method of CECOS?

Both internal and external. Employee reference is very good because their own interest is
also involved in that because after all they have to pass time with them. Moreover
CECOS also has another policy of Blind Box advertisement in which the name of
CECOS is not revealed. There is no such threat of lobbyism and grouping in CECOS.

What is your selection method and how much time does it take?
It takes time. First a preliminary interview is taken and nobody is expelled out or
disqualified in that interview. After that a demo is taken and the candidate is given a topic
of either our choice or of his own choice. Then he has to deliver a demo in front of some
fresh and some old students along with a penal of teachers. He/she is asked questions at
the end of demonstration. This is a part of initial recommendations and he is
recommended to registrar and again he is interviewed by another penal. His sound pitch,
subject knowledge, general knowledge, eye-contact are examined.

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Orientation of new employees?
He is introduced to all the staff and also to the Vice Chancellor of CECOS. He is
introduced to the students and teachers by any responsible authority. Because of this
practice he/she is familiarized with the staff as well as with the students. And due of this
practice the chances of any rise of any conflict is lowered because due to this orientation
session, students come to know about their new teacher in a better manner. In some cases
where this orientation practice was not done, some unnecessary conflicts aroused
between teacher and the students and that was just because of the distrust of students over
their teacher because they were not well aware of their teacher’s abilities and past
experience and was therefore not ready to give him any credit. New employees are
introduced even to librarians and to all those with whom he/she has to interact.

Training and development program?

There are different training programs. For example if we come to know that a teacher of
M.Sc. Mathematics has the ability to adopt Discrete Mathematics even he has not learned
that subject in his educational life, but due to his/her potential abilities, it becomes a
challenge for him/her and tries to learn that subject as more as possible from various
books. In this manner he/she gets more and more learning and brings improvement in
his/her teaching skills. Internet surfing facilities are also provided. Employees are sent to
different seminars as well. We aim to materializing some ideas of training session in
summer vacations. If we come to know that a specific subject needs more than one
teacher, we used to send two subject specialists in a single class. For example, there is a
subject Consumer Behavior that needs a subject specialist from Marketing discipline as
well as a subject specialist from Psychology discipline. So we used to send a teacher of
Marketing as well as Psychology at the same time in a class. This improves the
knowledge and understanding of both the teachers and as well as of the students. This is a
unique method of training and development introduced by CECOS in Peshawar specially.
The results of this practice are tremendous.

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Methods of performance appraisal?
A pro-forma is there to judge the best employees. For good teachers on annual basis,
awards and shields are given to them. Personal increments and special increments on the
basis of performance are also given.

Resolve conflicts?
There has never been any conflict among employees but rather CECOS faces conflict
between employees and management. The reason for no conflicts among employees lies
in its staff room where all the employees get together and share their ideas and thoughts
with one another and also help each other in their subjects. In the form of a mutual staff
room, a healthy environment is provided to them, which harmonizes their mutual
understanding. Internal discussion develops them a lot because they are conceptual
discussions and all the employees share their knowledge. Employees have mutual Iftar
parties etc.

Motivate employees?
There are many factors. For example salary rise, learning and exposure, or giving them
some responsibilities for example, to tell them to computerize all the data of CECOS and
this will increase their good will and reputation. So they get to be motivated and do that
task with immense pleasure and confidence. Moreover, old age benefit schemes are also
in consideration for employees.

Comparison with Local universities when it comes to employees benefits and

compensation?
The most convincible element of CECOS for its employees is its environment and
satisfaction.

HRIS of CECOS?
There are personal files of each and every teacher. These days a full detailed
computerization of data from each and every discipline is going to be done very soon.

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Online examination is also in consideration. The data of employees have not yet been
deleted.

Selection process which tests are conducted?

Preliminary interviews, Demonstration, Detailed interview, Writing skill, Sound pitch
etc. are taken in selection process.

Overcoming the Halo-Effect?

We judge him/her in their basic knowledge about their subject. Some general questions
about their subjects are also asked. We have a pro-forma for evaluating the candidate that
overcomes the shortcoming of halo-effect in a great deal. We have an HR specialist, a
teaching specialist, an English language specialist in a demonstration session.

Kind of interview conducted?

A semi-structured interview is taken but we know how much importance should be given
to different areas.

Care for Labor laws and regulations?

Labor laws are strict and teachers have to give the maximum of their performance.

One biggest internal and external challenge?

Governmental changes in educational policies is one of the biggest challenge for us. For
example we are accountable to HEC as well as to Engineering board of Pakistan and we
have to follow their rules and regulations strictly. For example they have a rule that an
employee must have a more than one-year experience in an institution. Those employees
that have not yet completed one year in CECOS are not given the status of employees by
HEC. Moreover, they have formulated certain rules for Ph.Ds and producing that large
number of Ph.Ds is very costly but we have to follow their instructions. Internal
challenge is our scarce resources.

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Factors motivating others to join CECOS?
CECOS does not snatch employees from other institutions. We prefer fresh candidates
and develop them. We do not have exit-interviews but we aim to introduce them as well.

Managing a diverse workforce?

Diverse workforce is a challenge and a positive aspect and we always welcome them and
manage such a diverse workforce just because of our policy of equity.

Discipline?
Discipline is giving immense importance. Time-in and time-out are very strict for
employees. Some portion of salary is also deducted if an employee is not punctual.
Feedback from students are received by the management for what is taught in the class
and are they satisfied.

There should be a proper HR and Employee Development departments. Because

machines can not replace Human Resource. We have good infrastructure and quality
education but a need for proper HR department is still there.

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