HUMAN RESOURCE

MANAGEMENT

Mirza Faran Baig

DEFINITION
According to Flippo
“Planning, organizing, compensation,
integration and maintenance of people for
the purpose of contributing to
organizational, individual and societal
goals.”
WHAT IS IT
• It’s a part of administration which is concerned with
people at work & their relationship within the
organization.
• It involves personnel planning &forecasting appraising
human performance, selection & staffing, training &
development, maintenance & improvement of
performance &productivity.
Personnel Administration (PA) is used to:
• Process employee data
• Maintain employee information
• Administer personnel procedures
WHAT IS IT
Personnel Administration (PA) Actions are used to:

• Hire new employees

• Promote, Demote, or Transfer employees
• Add Additional Assignments
• Manage Leave of Absences and Returns
• Separate and Retire employees
Personnel Processes
• RECRUITMENT
• Methods: Recruitment Proper
 Merit System vs Spoil System
 Education System
• By Promotion
• SELECTION
• Past Record
• Interview
• Intelligence Tests
• Performance tests
• Aptitude Tests
• Personality Tests
Spoil System
• Public offices distributed to the party men
victorious at polls.
• Offices / posts are considered spoils to be
enjoyed by the political party.
• As new party comes to power, it dismisses
all employees appointed by its
predecessors.
• The new political authority fills the above
vacancies with their own favorites
• Full authority of hiring & firing without any
grievances redressel system
Spoil System
• Spoil system justifies on grounds of policy
implementation with max. effectiveness.
• Spirit of public service is sacrificed and is
taken place by political interests.
• Employees under spoil system promotes
the interests of their political benefactors
albeit illegitimate.
• Politics & administration both completely
merged in spoil system
Merit System
• Comparative merit / achievement
governs each individual’s selection
• System of rewards & punishments
• Competency
• Open competitive exams
• Fitness for duty
Merit System
• No consideration for party affiliation
• Neutrality of civil servants
• Public servants remains in office till
the age of retirement
• Professionalism
• Promotion based on
achievement/seniority
Personnel Processes
• TRAINING
• Informal Training
• Formal Training
 Pre-Entry Training
 Orientation Training
 In-service Training
 Post Entry Training
• Methods:
 Lecture Method
 Class Room Meeting
 Syndicate Method
 Case Study Method
 Field Research Method
RECRUITMENT & SELECTION IN
PAKISTAN
• Bureaucracy of Pakistan divided in three categories:
• Generalist administrative Service
• Functional Service
• Specialized Service
• Since, 1977 four avenues of recruitment
• Direct recruitment – CSS (through FPSC)
• Military recruitment
• Initial recruitment (answering the adv. In newspaper)
• Adhoc recruitment
• CSS Examination
• 2nd div. graduation => age 21-30 => Citizenship
• Written test => Psychological test => Interview => Medical Examination
• Training in CSA, LHR => Secretariat Training Institute, RWP => Pakistan
Academy for Rural Development, National Institute of Public
Administration, Pakistan Administrative Staff College LHR.
PERSONNEL ADMINISTRATION VS HRM
Points of Personnel HRM
Difference Administration
NATURE UNITARIST PLURALIST

FUNCTION INDEPENDENT SYSTEMS THINKING

APPROACH/ INTEGRATED

AUTHORITY & CENTRALIZED DENCENTRALIZED

POWER

RESPONSE REACTIVE PROACTIVE

LEADERSHIP & TRANSACTIONAL TRANSFORMATIONAL

MANAGEMENT
PERSONNEL ADMINISTRATION VS HRM
Points of Personnel HRM
Difference Administration

TERM OF RIGID FLEXIBLE

CONTRACT

PAY & TASK ORIENTED PERFORMANCE

PERFORMANCE ORIENTED

EMPLOYEE BASIC: SALARY, IMPROVEMENT:

SATISFACTION COMPENSATION STRETAGY, CREATIVITY

SCOPE NARROW WIDE SPECTRUM

OPEN VS CLOSED SYSTEM
• Open systems refer to systems that interact with other
systems or the outside environment.
• Closed systems refer to systems having relatively little
interaction with other systems or the outside environment.
CLOSED SYSTEM
• A closed-system perspective views organizations as
relatively independent of environmental influences.
• The closed-system approach conceives of the
organization as a system of management,
technology, personnel, equipment, and materials,
but tends to exclude competitors, suppliers,
distributors, and governmental regulators.
• This approach allows managers and organizational
theorists to analyze problems by examining the
internal structure of a business with little
consideration of the external environment.
CLOSED SYSTEM
• The closed-system perspective basically views an
organization much as a thermostat; limited
environmental input outside of changes in
temperature is required for effective operation.
• Once set, thermostats require little maintenance in
their ongoing, self-reinforcing function.
• While the closed-system perspective was dominant
through the 1960s, organization scholarship and
research subsequently emphasized the role of the
environment.
 OPEN SYSTEM
• Two early pioneers in this effort, Daniel
Katz and Robert Kahn, began viewing organizations as open
social systems with specialized
and interdependent subsystems and processes of
communication, feedback, and management linking the
subsystems.
• Open-systems theory originated in the natural sciences and
subsequently spread to fields as diverse as computer science,
ecology, engineering, management, and psychotherapy.
• In contrast to closed-systems, the open-system perspective
views an organization as an entity that takes inputs from the
environment, transforms them, and releases them as outputs
in tandem with reciprocal effects on the organization itself
along with the environment in which the organization
operates.
OPEN SYSTEM
• That is, the organization becomes part and
parcel of the environment in which it is situated.
• In much the same way, open-systems of
organizations accept that organizations are
contingent on their environments and these
environments are also contingent on
organizations.
• As an open-systems approach spread among
organizational theorists, managers began
incorporating these views into practice.
OPEN SYSTEM
• Katz and Kahn argued that the closed-system
approach fails to take into account how
organizations are reciprocally dependent on external
environments.
• Open-system approach serves as a model of
business activity; that is, business as a process of
transforming inputs to outputs while realizing that
inputs are taken from the external environment and
outputs are placed into this same environment.
OPEN SYSTEM
• Furthermore, in contrast to closed-systems, the
open-system perspective does not assume that the
environment is static.
• As an open system, an organization maintains its
stability through feedback, which refers to
information about outputs that a system obtains as
an input from its task environment.
• The point is that closed-systems versus open-
systems do not represent a dichotomy, but rather a
continuum along which organizations are more open
or less open to their environments.
Personnel Administration vs
HRM
• Personnel Administration is workforce centered,
directed mainly at, the organization’s employees;
• such as finding and training them, arranging for
them to be paid, explaining management’s
expectations, justifying management’s actions etc.
Personnel Administration vs
HRM
• HRM is resource centered, directed
centered, directed mainly at management,
in terms of devolving the responsibility of
HRM to line management, management
development etc.
FUNCTIONS/RESPONSIBILITIE
S
• Peoples Dimension
• Staff / Support function
• Assistance to Line employees
• Every manager’s job
FUNCTIONS/RESPONSIBILITIE
S
• Four basic function
• Staffing
Activities in HRM are mainly concerned with
seeking & hiring qualified employees.
• Employment planning
• Employment branding strategy e.g. Google
has promoted an employment brand that
promotes their culture of creativity &
innovation + employees perks like free food,
games, & lots of social interactions.
• Information about job to encourage
qualified applicants
FUNCTIONS/RESPONSIBILITIE
S
• Training & Development
• Organizational socialization
• Employee’s training
• Employee’s development
• Organizational development
• Career development
• Continuous process
• Motivation
• Maintenance
FUNCTIONS/RESPONSIBILITIE
S
MANAGERIAL FUNCTIONS:
• Planning of the enterprise
• Formulating policies for future development
• Program to choose adequate number of persons
• Provide training to the workers in enterprise
• Integration and maintenance of work force
OPERATIVE FUNCTIONS:
• It has to provide a clear layout about the inter-
relationship between persons
• Jobs and physical factor and every worker should have
proper understanding of their job
Civil Services of
Pakistan

Mirza Faran Baig

29
Civil Service:
• Civil service has been defined in the Civil Servant Act 1973.

• Civil servants are a group of people who serve public.

• Words like Public, Civil, and Government are used

interchangeably.

• Officers and officials working in government organization

are all public servants.

• They draw their salaries from public exchequer.

Historical Background of Civil Service
• Pakistan inherited the civil service structure from East
India Company (British Raj).

• The structure of the services existing in Pre-partition sub-

continent was adopted in Pakistan with little
modifications.

• The following two categories of the services were

maintained.

• All Pakistan Services

• Central Services
All Pakistan Services
• The all Pakistan Service was descendent of All-India
Services.
• The All Pakistan Service was created in Pakistan.

• It comprised Civil Service of Pakistan (CSP) and the

Police Service of Pakistan (PSP).
• Officers of these services served under central as well
as the provincial governments.
• Officers when served under the Provincial Government
were controlled by Provincial Government concerned
• The basic control remained with center.
 1. All Pakistan Services
Civil Services of Pakistan (CSP):
• The CSP in Pakistan was the
descendent of the Indian Civil
Service (ICS) in India.
• At the time of independence It
consisted of:
• Former ICS officers, Officers
who served in World War 2.
• Finance service officers
• Officers selected by
Competitive Examination held
in 1949 & 1950
Police Service of Pakistan (PSP):
 The PSP in Pakistan was the
same as Indian Police Service
(IPS) in sub-continent.
 At the time of partition it
consisted of those officers who
opted for Pakistan.
 The posts held by PSP officers
included Inspectors-Generals,
Superintendents, Deputy
Superintendents, Assistant
Superintendents etc.
 Most of the PSP officers served
under Provincial Government.
 2. Central Services:
• Like the Central Services before partition the Central Services
in Pakistan were controlled by Central government.
• Before the Administrative Reforms (1973), the Central Services
are given below:-

 Pakistan Foreign Services (PFS)  Trade Service of Pakistan

 Accounts Services
 Pakistan Customs and Excise
Services (PCES)
 Pakistan Taxation Service
 Pakistan Military & Land
Cantonment Service
 Pakistan Postal Service
 Information Service of
Pakistan (ISP):
 Economic Pool
 Central Secretariat Services.
 General Administrative
Service.
Structure of Civil Service
• The structure of civil servants consists:

• Public Service Commissions (Federal & Provincial) are

constitutionally Grade 16 and above.

• The autonomous organization recruit people directly

(test & interview by the organization)
Federal Government Provincial Government

Ministries Department
Division/s Directorate
Attached Departments Autonomous Bodies
Autonomous Bodies Example: Development Authorities
Public Enterprises District/Tehsil Office
History of Civil Service Reform
• Upon independence government decided to review the
system of administration.

• Foreign experts were invited to study and make

recommendations.

• The famous among those expert reports were:

 Egger Report 1953

 Gladieux Report
Egger Report 1953 (Observations)
• It is oriented towards academic notion of
intelligence and ability.
• It is obsessed with interests of those
already in service.
• Recruitment standards are out-dated
• Recruitment techniques far removed from
currently accepted good practices.
Egger Report 1953 (Observations)
• The selection system is self-perpetuating

• Tends to repeat its own type

 As though civil service drew most of its

inspiration from looking in the mirror
• Members of civil service are supposed to be like
a box of interchangeable part in assembly line

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Egger Report 1953 (Recommendations)

• Unification of the entire group into Civil Service of

Pakistan
• With internal grouping for administrative purpose
e.g. Administration, Foreign Service, Accounts etc.
• Standardized pay scales based on comprehensive
job analysis
• Generalists should not dominate other services

• Need to have specialization in the civil service

Gladieux Report
• In 1955 Mr. Bernard Gladieux, USA was engaged
 As Public Administration consultant.

• Technical & professional civil servants also

possessed administrative skills
• The above should be encouraged to hold higher
positions.
• In 1955 the First Five Year Plan of the Government
of Pakistan also took note of dominance of the
generalists cadre of civil service over other cadres.
Gladieux Report
• It was recommended that non-technical Central
Superior Services should be converted into
branches of this combined civil services all
having identical pay scales, prospects of
promotion and leave.
• These should be treated as if they were the
branches of a single central service.

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 Pay and Service Commission (1962)
Report recommended that public service be build on seven tiers
of groups:
• Group F 4 Grades Unskilled workers
• Group E 4 Grades Semi-skilled workers
• Group D 5 Grades Skilled workers and rank and file staff
• Group C 5 Grades Lower inspectional middle/supervisory
• Group B 4 Grades Basic officer class
• Group A 4 Grades Managerial class, District level
• APS 4 Grades Higher administrative post
Working Group (1969)
 Working Group gave following recommendations:
• All branches of civil service should have same status
• They should retain their individuality
• For ex-cadre positions, same criteria should be used as
for the cadre services
• No difference of pay scales of the provincial/ central
civil servants.
Administrative Reforms
Committee (1972)
 Appointed to study all aspects of civil service
 It made the following recommendations:
• All services and cadres should be merged
• Into a unified graded structure
• Equality of opportunity for all who enter service
at any stage
• Based on the required professional and
specialized competence necessary for job.
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Administrative Reforms
Committee (1972)
• All “classes” among government servants be
abolished
• Replaced by a unified graded structure:
 A peon at the bottom and Secretary at the
top.
• Grading of each post determined by job
evaluation.
• Provision for entry into government service :
 of talented individuals from private sector
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 From such fields as banking, insurance etc.
 Implementation of the Reforms
In order to emphasis professionalism in field of administration the
following “Occupational Groups” were formed:

1. District Management Group 9. Foreign Affairs Group

2. Police Group 10. Office Management Group
3. Income Tax Group 11. Military Land and Cantonment
Group
4. Customs and Excise Group
12. Railways Group
5. Accounts Group
13. Secretariat Group
6. Information Group 14. Tribal Areas Group
7. Postal Group 15. Economists and Planners
8. Commerce Group Group
The Civil Service Today:
Constitution of 1973 gives that :
• “Executive Authority of federation is exercised by
Government in the name of President.
• The PM is the Chief Executive of the Federation
• Federal Cabinet exercises its authority through CE
• According to 4th schedule
 There is Federal and concurrent list of areas/responsibility of
Federal Government.
 Abolished by 18th Amendment
Categories of the Civil Service:
 The services and posts under Federal / Provincial
classified in the following 3 categories:
• Generalist Services:
 Recruitment is based on the basis of general education of
candidate
• Semi-Technical Specialized Services:
 Recruitment is based on advanced academic attainment in
University without formal education or tracing in professional
institution.
• Purely Technical Services:
 Recruitment on technical qualification like doctor, engineers.
Civil Service Recruitment in Pakistan:
The criteria of recruitment to civil service are:
• Based on pure merit.
• All posts must be advertised before selection.
• Assessment is based on selection boards,
committees etc.
• Due representation to every province is given.
Appointing Authority

The appointing authority for various grades

is :
• Grade 20 and Above President
• Grade 17 to 19 Establishment
• Grade 3 to 16 Ministry
• Grade 1 and 2 Head Office

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Main Recruiting Agencies:
The main recruiting agencies are:
• Federal Public Service Commission at the federal level
• Provincial Public Service Commission at provincial level
• Departmental Selection/Promotion Committees

Training:
Training of civil servants is divided into the following.
• Pre-Service Training: given before entry to service.
• In-Service Training: given during the service.
The Major Training Institutions are:-
• • National Institute of Public Administration
• • Pakistan Academy for Rural Development
• • Pakistan Administrative Staff College
Functions of Civil Service
• Maintains Law & Order
• Provides Defence
• Collects Revenues and
• Maintains currency
• Provides Utilities (electricity, telephone, gas)
• Maintain Government Accounts
• Maintains Foreign Relations
• Maintains Cantonments
• It regulates, distributes and allocates goods and
services in the society
Role of Civil Service in Good Governance
• Good governance involves promoting the rule of law,
tolerance and a transparent socio-economic and political
processes and an independent judiciary.

• There is a need to change the role of government from

regulator to facilitator.

• The other facet of civil service is the strong correlation

between the extent of government involvement in the
economy, and the amount of corruption.

• Civil servants need effective training and career

development, which would result in better organizational
and individual performance.
Civil Service & Good Governance
• Performance appraisals should be around
core competencies
Rule of law; Efficiency; Equity; Economy;
Responsiveness

• Specific goals to increase core competencies

• Civil servants be retained on basis of
performance
• Inadequate performance should be corrected
Civil Service & Good
Governance
• Civil Servants be protected against arbitrary
action
• Personal favoritism/ coercion partisanship be
prohibited
• Respect for human rights

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 Public Ad. vs Private Ad.
Public Ad Private Ad
Private administration is considered to
Considered to be welfare oriented.
be profit oriented.

Public administration is referred to as Private administration is being referred

Common Weal Organization. to as Business organization.

Public administration operates under Private ad. does not operate under the
the political direction. same type of political consideration.

Consistency of the treatment- Public Private administration can go for a

administration is non-discriminatory discriminatory based on its commercial
while dealing with the citizens. or business requirements.

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Monopoly- The public sector can enjoy The private sector cannot be allowed
monopoly in a particular sector. to have monopoly.
 Public Ad. vs Private Ad.
Public Ad Private Ad

Public Scrutiny will be higher in case

of the Public sector. It is subject to The same type of scrutiny is not
multiple institutional mechanisms of applicable to the private sector.
scrutiny.

Diversity of activity- Public sector is

Private sector is not as diverse as the
more diverse in terms of presence and
Public Sector.
operation in functional areas.

Legal Constraints- Public sector is Private Sector is not subject to as

considered to be more rigid in its many legal constraints as there are in
operations. Public sector has to abide the public sector. Private sector
by a number of rules, laws, enjoys an amount of flexibility which
organizational manuals etc. is not present in the public sector.

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THANK YOU
PA is concerns with framing
policies covering
• Manpower planning, recruitment , selection,
placement & termination.
• Education, training, career development.
• Terms of employments , methods, standard of
remuneration. Working conditions & employee
services. Formal & informal communication
Negotiation & application of agreements on
wages & working conditions, procedures for
avoiding & settlement of disputes.