HR Conference

7/31/2019 HR Conference

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www.wondershare.com


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Presented by

Fareeha Nazeer 21

Iqra Butt 25


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"Leadership Is The Ability To Get Extraordinary

Achievement From Ordinary People"(Brian Tracy)

"If we treat people as they are, we make them

worse. If we treat them what they ought to be,

we help them become what they are capable

of becoming"


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In todays competitive world both HRM and TQM are

considered crucial for efficient and effective utilization of

resources

The paper is based on the premise that there exists a positive

relationship between human resource management practices

and quality management system.


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To provide support to the argument the paper examines the

nature and extent of HR practices currently being employed atPunjab University and discusses its compatibility with TQM

initiatives taken by the HEC


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HEC has taken various initiatives aiming at reforming the

higher education sector ranging from faculty development to

structural changes in governance and management of higher

educational institutions.

Recognizing the importance of quality management in the

higher education, the HEC has taken several steps for quality

assurance in public sector universities and constitute a quality

assurance department


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TQM

Importance of HRM practices & QM

Retention of competent Employees

HRM & Organizational Culture

Quality initiatives and OD

Culture change

Logical and

AnalyticalFramework


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Registrar

Treasurer

Controller of Examinations

Chief Medical Officer

Resident Officer

Administrative

department


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Traditional Vs Quality Management

Structure and Culture are two sides of the

same coin


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Organizational culture may be defined as a set of values

widely shared by organizational members

Power culture prevails in the public sector universities which

has to be replaced by quality culture


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HR Strategy

Job Design & Job Description

HR Planning

Recruitment & Selection

Training & Development

Performance Appraisal

Employee Relations

HRM &Quality

Assurance


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Quality driven organizations not only view human resources

critical for continuous improvement, but also look for alternate

and innovative ways of managing them

Human resource strategy as part of an overall strategic plan

becomes the need of organizations to avoid risk in case they

operate in a competitive and turbulent environment.


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A comprehensive strategic plan incorporating HR

does not exist in Punjab University and most of the

HR functions are performed by Office of Registrar.


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The quality management discourages the narrowly defined job

descriptions and calls for loosely defined tasks and

responsibilities of person in a group setting which needs to be

performed from time to time.

In Punjab University, there has not been any such practice of

written job descriptions.


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Quality management is based on the idea of zero tolerance for

waste.

Thus, human resource planning takes more importance inquality conscious organizations. Planning is not done on the

basis of assumptions and perceptions rather it is based on facts

and data.


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In Punjab University, presently a system of formal human

resource planning is not in place. In the absence of a humanresource department/office in the organizational hierarchy of

the University, a sophisticated system of human resource

planning is beyond the capacity of the Office of the Registrar


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In quality oriented organizations, recruitment and selection

should ensure the induction of employees who have thelearning potential, initiative, problem solving skills, and ability

to work in groups and teams.


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At Punjab University, recruitment and selection of both faculty

and staff is handled by the Office of Registrar with theassistance of two separate sections each headed by a Deputy

Registrar.


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Quality management views training as a strategy not as an

occasional event. Three types of training includes

Generic skill orientation training

Specific job related training and

Organizational development (OD) training

aiming at organizational change are needed to support thequality management system.


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T & D of faculty and staff has been badly neglected in the past

in Public sector universities. Therefore, no formal system of

training existed except learning through experience.

Whereas faculty members have been receiving opportunities

for development through their doctoral studies within and

abroad, but administrative and technical staff remained

deprived of any training opportunity.


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In a quality driven organization, evaluation criteria used for

performance appraisal include feedback from superiors,

customers. Employee participation in performance appraisal is

considered vital for effective performance appraisal in quality

management


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Punjab University has the same rules of efficiency and

disciplines as that of Government of Punjab. Annual

Confidential Report (ACR) is the only instrument of

performance evaluation of employees


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Quality management advocates for skill based compensation

rather than job based compensation.

Punjab University like all other public sector universities has

adopted National Basic Pay Scales ranging from 1 to 22

grades.


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Trusting relationship between labor unions and management is

a key component of quality management. Quality management

views labor union as partners in organization wide quality

improvement.

However, many of its processes face resistance from unions.

There is always resistance to change from those who are

affected by it or who have fear of unknown.


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1 2 3

Specialized

Departments for

Managerial

Functions &Professional Staff

Disassociation

with NBPS

Introduce

Finance Office

having Staff with

Financial

ManagementKnowledge &

Expertise


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Defined &

Detailed

workload forteachers

Issue of faculty

appointment and

salary structures

Semester system

& approaches to

teaching

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Training &

Development of

Teachers and

Administrationstaff

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Teachers

involved in

committee work

should be givenincentive

Ethics

Committee with

full-time

secretarialsupport may be

constituted


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10

Tangible and

measurable

performance

indicators should

be developed


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To enhance productivity, efficiency and quality resulting in

organizational effectiveness and employee satisfaction will

require total transformation of its bureaucratic and power

culture to quality culture.

Thus, human resource management should be put at the heart

of quality assurance systems and given top priority in

developing and implementing quality initiatives.


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HR Conference

Documents

Transcript of HR Conference