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Presented by

Mohy-ud-din Shami ()
Adnan Ahmed Sheikh (EX-MBASPR13-012) and
Zargham ()

Warning
The following slides of presentation contain information
that may convey negative impression about Government
Sector Organizations of Pakistan. It may however solely
based on presenters on perceived impression on
collected data.

* Overview
1. Background
2. The issues or problems in the human recourse
management in Pakistan - Focusing
government sector
3. The positive side - Conclusion

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Background

Organization's most valued assets - the


People
60 years for developing and managing
effective human resource.
Current situation

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Job analysis and design


New performance implications requires
constant update every moving day
Un-termed tasks Overlapping tasks,
add nothing to achievement of job goal

Work flow process

Un documented work flows


Longer task completion cycles
Presence of unrequited process
More people doing less work
Over dragging and complicated
management process

Requirement and selection

Nepotism and mal practices in government sector


In the private sector things are a bit better
Hiring by reference
Hired resource should have apt for delivering the desired
Performance the criteria to sustain

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Work Environment

Hostile work environment


Lack of supervisor support
Privileged employees
Lack of knowledge sharing
Cleanliness, proper
spacing, seating facilities
Discrimination

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Hierarchy

In the government sector


hierarchy is too complex
Giving your point of view to the
boss can make you lose you job
Higher grade officers require a
complete protocol which costs
government money.
In the private sector at times
hierarchy is ignored and over
passed causing frustration to the
manager

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Working Hours
The flexi time concept is not
applicable in the government
sector.
The employees have to follow
timing be them doing nothing
in that time.
A new trend - People come at
8 in the morning, show
presence, take government
vehicle and go to various
offices for networking, chat
around, go home for lunch,
rest and than come back at 5
in the evening and still till
nine.
Extra working hours in IT

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Performance Appraisal

The ACR in the government can make and break careers.


Factors that distort performance appraisal can be observed very
obviously
One average report can not make you go up the ladder of success
Keeping a good rapport with the boss is performance effectiveness
The person up in the hierarchy is not bothered about the
relationship with the juniors.

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Systems, SOPs and Regulations


Corporate scandals
Government still has some systems in
place be them bad but the local NGO
sector has nothing in black and white
they do what they want. The multi
nationals are in a better position as they
have some system for performing
activities.
Some scandals in Pakistan
Crescent Bank
Pakistan Steel Mills
Indus Bank
Mehran Bank
MCB

History

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Reward system
In our set up money is the only motivator even than the
employees are not compensated according to the task.

Example is of a police officer and an ordinary police man,


the prior is given as many facilities as possible where as
the subsequent is highly less rewarded.
The reward system has no motivational components as
high performance does not result in promotions, salary
increase etc.
Bad performance does not cause any problems for the

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Training and Development

Training and Development


In government sector, national and international trainings are
financed for the employees.
Issues with the selection of the individual, relevance of
training, and the application of training to the job.
It's been observed that the Pakistani officials who go for
international trainings take them as shopping trips.
The aspirations of the employees are not kept in mind for
his growth.

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Other HR Challenges

Following are some other important issues that are also


troubling the sustainable growth of human resource

Lack of concept of cost benefit analysis

The education polices are not linked with the industrial requirements

More effort is put on the theoretical implications than the practical


implications

Political pressures are the cause of many mal practices

Right people are not placed on the write jobs

People have their vested interest that hinders organization effectiveness

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Other HR Challenges
continued.

Poor leadership
Diversity and innovation is not encouraged by many
Lack of opportunities
Low motivation
Passive behaviors
Management by objective MBO is not in place
Multitasking is not present in the government employees
Pay is not related to performance
Commitment level is very low
Lack of subject specialists
Deficient research in the area
Improper Communication with in the organization
Rigidity
False perceptions
Many organizations operate without a vision
Shortsightedness

HRM Challenges in
The
positive side
Pakistan
Conclusions
These issues can be taken as the starting point for better
planning and effective human resource management
Finances are not the reason- it is poor planning
Work, Work and Work, Commitment to quality and putting the
best effort
HR policies should be based on Trust, equality and
consensus
Create conditions in which people are willing to work with zeal,
initiative and enthusiasm; make people feel like winners are definitely
company's greatest assets.
Fair treatment of people and prompt redress of grievances would
pave the way for healthy work-place relations
Prepare workers to accept technological changes by clarifying
doubts
"People are definitely company's greatest assets

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Cultural Aspects of HR Policies

Thank you.

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