Course Title: SHRM Report: Industries Analysis

Resource person: Dr. Khuram Shahzad Submitted By: Aman Haroon F2019273028
M. Sheraz F2019273012
Aleem Inam F2019273013

Program: MBA 1.5(Evening) Section: G

 Executive Summary

The purpose of this report is to study and identify the difference and Gap between the theoretical and practical
HR practices being conducted in the human resource departments of the educational industries of the Pakistan.
This report critically analyzes this difference, it includes the recommendations of the best theories given by the
authors and an analysis of what is happening on practical grounds in the industries of Pakistan. This report
analyses the factors which are being responsible for the demotivation among the employees which results in the
low performance of the organizations. This report also identifies the gap among the working styles of
organizations. After the analysis the gaps there are recommendations suggested in order to fill those gaps and
makes the organization high performing. Recommendations includes the solution to increase the motivation
among the employees and how they can be converted from low to high performing.
CONTENT

1. STRATEGIC HUMAN RESOURCE MANAGEMENT

1.1. KEY CHALLENGES IN SHRM
1.2. WHY EFFECTIVE SHRM MANAGEMENT IS NECESSARY
2. INTRODUCTION

2.1. EMPLOYEES RELATION & BUSINESS NEEDS

2.2. HUMAN RESOURCE DEPARTMENT MANAGEMENT

2.3. WORKFORCE MANAGEMENT

2.4. EMPLOYEES BENEFIT PROGRAMS

2.5. COMPENSATION

2.6. ORGANIZATIONAL DEVELOPMENT

3. RECOMMENDATIONS

4. CONCLUSION

STRATEGIC HUMAN RESOURCE MANAGEMENT

 Definition:
It focuses on an organization’s human resources (people) as the primary source of competitive advantage of the
organization.

The activities highlight the HR programs, policies, and practices as the means through which the people of the
organization can be deployed to gain competitive advantage.

The pattern and plan imply that there is a fit between HR strategy and the organization’s business strategy
(vertical fit) and between all of the HR activities (horizontal fit).

The people, practices, and planned patterns are all purposeful, that is, directed towards the achievement of the
goals of the organization.

 KEY CHALLENGES IN SHRM:

1. Compliance with Laws and Regulation
2. Management Changes
 3. Leadership Development
4. Workforce Training and Development
5. Adapting to Innovation
6. Compensation
7. Understanding Benefits Packages
8. Recruiting Talented Employees
9. Retaining Talented Employees
10. Workplace Diversity
 WHY EFFECTIVE SHRM MANAGEMENT IS NECESSARY?

Employees are a company’s best asset. Small businesses that invest in their teams will enjoy faster growth and
outpace their competition.

Here are just a few more reasons to focus on effective HRM:

1. Creates a unique workplace culture

2. Emphasizes the rules, expectations, and standards for the workplace
3. Helps everyone understand workplace diversity
4. Facilitates communication between HR and employees
5. Strengthens the importance of training and development
6. Eliminates employee uncertainty

 INTRODUCTION:

The industry we choose for our final project is educational industry; we select five private universities of
Pakistan. And names of these universities are given below

1. NCBA
2. STEPS Fashion College
3. University of South Asia
4. Superior University
5. Institute of Administration & Science (Punjab University)
If we study the theory and do analysis of the different authors about the human resource development,
we come to know that there are many things which are need to be focused on in order to have satisfies
employees which leads to desired performance. Authors says that human resource development is very
critical for the performance of the organization and in order to be a high performing organization there
should be a strategic approach in human resource development (Ali Irshad, 2008).HR managers should
 need to think strategically (Harris, 2001). They should see employee as a long term asset for them and
invest accordingly on the employee. They should work on attracting employees and focusing on their
needs and then motivating them by full filling their wants and the third step is to retain them (Ali Irshad,
2008). In today’s environment an employee wants flexible working hour and other flexibilities at the
work place environment. Today’s environment is very competitive and every organization wants an
employee who is more hard working and high performing and for this purpose there is a war running
between organizations. Mostly organizations also try to attract high performing employees from other
organizations by offering them more pay and other benefits. This type of strategies are termed as “War
for talent” by the authors (Ali Irshad, 2008). The difference between a high performing organization and
an average performing organization is the talent (Ali Irshad, 2008). Let’s suppose an employee is very
talented and skillful but he/she is not satisfied with their work or the organization then they will not give
their best performance and the organization is just paying a high amount but not receiving the required
amount of performance from it. HRM is an essential part of any organization and should be managed
with care (Amran Rasli, 2011) there are different theories given by different authors which tells us about
those factors which are responsible for the performance of the employees.
We meet HR professional and get their feedback by giving them questionnaire. That survey consists two
sections, first section is about HR Services & second section consist some questions. The detail analysis
of this questionnaire is discussed and recommendations & conclusion.
 SECTION ONE: HR SERVICES
1. EMPLOYEE RELATIONS & BUSINESS NEEDS:

The average answer of this question is 4 (importance and effectiveness). According to the survey we notice that
HR have to build an employee relationship so that he/she will feel comfortable and spent some with managers
to assess individual needs, and coaching managers on performance management system. In this we observe that
how HR department counsel employees on HR policies and procedures. Labor relationship building and
agreements with labor is very important if you fulfill the requirement of your negotiations. If any a employee is
harassment mentally/physically or face discrimination. So, the duty of the HR department is to investigate that
matter. And conduct workshop on workforce programs, like how we invest in stock exchange market, how we
overcome anxiety and stress, etc. So that everybody has a chance to think besides job.

In university the HR department is meet head to head deans of all departments and Heads of departments. So,
they will update their employee on HR policies and strategies. And primary responsibility of HR is listening
and solve the problems of the employees. And HR offer educational program in which they design and create
what kind of subject and outlines we cover in this year.

2. HUMAN RESOURCE DEPARTMENT MANAGEMENT:

The importance of this question is 5, and the effectiveness of this question is 4. We know importance of HR
functions but somehow, we cannot deliver them properly. Maintaining HR functions like, individual
performance planning and performance appraisals, HR budget development, HR staff meetings and executive
presentations, measurement of HR programs and activities related to general administration, All these factors
sounds every easy but achievement of every single task in the form of effectiveness is very difficult, because at
the very same time you work on special projects (for teachers you can inform them to attend national or
international research conferences, employee workplace security & safety. In university faculty member have
separate gate pass so they can go easily without any hassle. And the HRIS system is kind of user friendly so
that everyone assesses that system easily.

If any department will specifically conduct a training to their faculty members. Or some teachers and students
will launch a university newspaper so HR will Give them budget of that thing.

3. WORKFORCE MANAGEMENT:

The average answer of this question is 3.5. The workforce forecasting & planning is very important. In
educational sector HR have to focus on faculty. Means how many PhD’s, Master’s teachers we have or how
many we take this year. In this sector internal hiring is zero if you will hire a marketing teacher, he/she is not
going to apply on space department. So that more focus on external hiring or visiting faculty is high. Every
university follow proper cancel of hiring. After some time, teachers will promote to some managerial posts like,
director student affair, and registrar. Employee relocation is zero because we target private universities.

4. EMPLOYEE BENEFIT PROGRAMS:

The average answer of this question is 3. Employee benefits plan are too much important for the organization
and as well as for the HR department. According to our research these five universities offer’s Chinese
language course to their faculty members and also educating them on online businesses. There is no disability
plan for faculty members. But every employee of the university will get medical allowance. (Expect visiting
faculty). There is no saving and investment plan for teachers. Our research in private sector so there is no
pension plan for teachers. The importance of this section is very high but effectiveness is low.

5. COMPENSATION:

Both importance and effectiveness compensation rating are 4. Every HR department is clear about job
classification, job analysis and organizational charts etc, every university revise its payroll policies on yearly
basis. Because they don’t want to lose their best source. And some of the universities offer evening classes,
hiring a separate faculty for this task, university will hire firstly offer that job to their permanent faculty
members.

6. ORGANIZATIONAL DEVELOPMENT:

The average answer of this question is 4. How they measure performance of the faculty members. There are
some factors from where HR department will measure performance level submit result on time, students
feedback, research work & teaching methods. All these universities have not appropriate training and
development system.

 SECTION TWO: ADDITIONAL HR QUESTIONS

1. What does HR do to exceed internal and external customer/stakeholders’ expectations?
A. HR is the back bone of every organization. They are the one, whose understand the vision and mission
and hire the most expensive intellectual capital of any organization. They are the drivers of success to
understand and meet the demand expectation.
2. What can be done better?
A. Setting acceptable and achievable goals and those goals lead organization to the betterment.
3. What obstacles do you feel exist that prevent HR from efficiently and effectively meeting internal
and external customer/stakeholders needs/expectations?
A. Communication gap is the main problem that is the biggest obstacle in the organization. They need to
design control process to keep the expectation of the stake holders.
4. Please provide any additional information you feel may be helpful in evaluating and/or improving
the HR function (including best practices).?
A. An organization’s HR is reluctant to change because they think what we are doing is good enough for the
employees.

 RECOMMENDATIONS:
1. Employee relationship is very weak between departments.
 2. No university will conduct any kind of workforce programs or workshop like developing and delivering
diversity-related programs for awareness and employee education, developing and sponsoring programs
such as work/family balance, wellness, etc.
3. Number of special projects is low in every university.
4. No pension plans.
5. Succession Planning is weak.
6. No investment and business plan for teachers after retirement.

GAP ANALYSIS:

The gap analysis, we have found that the institution we have selected are not working according to
international accreditation and some of them are not fallowing some HEC policies .

 CONCLUSION:

This examination uncovers that there are numerous components which are answerable for the low inspiration of
the representatives and these elements are being disregarded. This outcomes in low execution and higher
turnover rate. There are numerous speculations which can be extremely useful on the off chance that they are
executed yet tragically in Pakistan we don't perceive any usage of these hypotheses which prompts low
execution of the associations. HR division should be improved and HR supervisors ought to embrace key
measures so as to lead the associations and making then high performing substances.

 BIBLIOGRAPHY:

Ali Irshad, S. u. (2008). Problems and challenges in human resource management: A case of large organizaation in
Pakistan. p. 1.

Amran Rasli, B. K. (2011). Key role of strategic human resource management in advancing the degree of team learning.

Business.com. (2018, Feb 06). Retrieved from Business.com: https://www.business.com/articles/best-hr-talent-

acquisition-certifications/

Gary L. Neilson, K. L. (2011). Secret of sucessful strategy execution.

Harris, L. C. (2001). Strategic human resource management, market orientation and organizational performance. 157-
166.