hr conference
TRANSCRIPT
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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
4 5 6
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Training &
Development of
Teachers and
Administrationstaff
7 8 9
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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