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1
STRAT ROLE OF HRM
In an era when intellectual capital is mightier than other physical or financial capital, the
employee is as powerful as the consumer was in the age of materialism.
Diedre Maken ,2000
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STRATEGICORIENTATION------- HRM
Committed and competent work force. How?
Adapt to changes in environment. How?Balance between capital and labor. How?Planned HR deployment for the future.
How?Building incentives. How?Safeguarding company interests. How?
3
SOURCE:PAKISTAN ECONOMICAL SURVEY 2005-06 3
TAHA WAHABSYED SHIRAZ RAZA NAQVI
4SOURCE:PAKISTAN ECONOMICAL SURVAY 2005-06 4
FORECASTED POPULATION & LABOR FORCE
FOR PAKISTAN
INTERNATIONAL POPULATION RANK: 06TH
POPULATION : 171 MILLION
GROWTH RATE : 1.51%
LABOR FORCE : 54.92 MILLION
EMPLOYED LABOR : 51.87 MILLION
UNEMPLOYED LABOR : 3.05 MILLION
5SOURCE:PAKISTAN ECONOMICAL SURVAY 2005-06 5
LABOR FORCE BREAK DOWN
YEAR TOTAL RURAL URBAN
2004 45.76 31.07 14.69
2005 46.82 31.79 15.03
2006 47.67 32.37 15.3
2009 50.79 35.54 15.25
(MILLION)
6SOURCE:PAKISTAN ECONOMICAL SURVAY 2005-06 6
FORECASTED POPULATION & LABOR FORCE
PROVINCIAL DISTR OF WORKFORCE/ GENDER
(IN MILLION)
AREA TOTAL MALE FEMALE5.05
PAKISTAN 54.92 42.44 12.48
PUNJAB 33.04 24.18 8.86
SINDH 13.46 11.31 2.15
BLN 2.17 1.90 .27
KP 6.25 5.05 1.20
7SOURCE:PAKISTAN ECONOMICAL SURVAY 2005-06 7
FORECASTED POPULATION & LABOR FORCE
FOR PAKISTAN
(AREAWISE POPULATION)
(% SHARE)
YEAR TOTAL RURAL URBAN
2004 100 67.90 32.10
2005 100 67.90 32.10
2006 100 67.90 32.10
8SOURCE:PAKISTAN ECONOMICAL SURVAY 2005-06 8
FORECASTED LABOR FORCE PROJECTIONS
(MILLION)
(INCREASING 0.94 MILLION PER YEAR)
YEAR TOTAL
2006 47.67
2010 51.46
2015 56.18
2020 60.89
9SOURCE:PAKISTAN ECONOMICAL SURVAY 2005-06 9
FORECASTED POPULATION & LABOR FORCE
FOR PAKISTAN
UNEMPLOYED LABOR FORCE
YEAR TOTAL
2006 3.66
2010 4.29
2015 5.08
2020 5.87
(MILLION)
10SOURCE:PAKISTAN ECONOMICAL SURVAY 2005-06 10
FORECASTED POPULATION & LABOR FORCE
FOR PAKISTAN
UNEMPLOYED LABOR FORCE
YEAR TOTAL
2006 07.68
2010 08.34
2015 09.04
2020 09.63
(IN % OF LABOR FORCE)
11SOURCE:PAKISTAN ECONOMICAL SURVAY 2005-06 11
FORECASTED POPULATION & LABOR FORCE
FOR PAKISTAN
OTHER SECTOR (EMPLOYED LABOR FORCE)(% OF employed LABOR
FORCE)YEARS AGRICULTURE MINING &
MANUFACTURINGCONSTRUCTION
2006
2010 44% 13% 6.3%
2015
2020
12SOURCE:PAKISTAN ECONOMICAL SURVAY 2005-06 12
FORECASTED POPULATION & LABOR FORCE
FOR PAKISTAN
OTHER SECTOR (EMPLOYED LABOR FORCE)(% OF employed LABOR
FORCE)YEARS TRANSPORT SERVICES OTHERS
2006
2010 5.5% 13.7% 2.3%
2015
2020
13SOURCE:PAKISTAN ECONOMICAL SURVAY 2005-06 13
FORECASTED POPULATION & LABOR FORCE
EMPLOYMENT STATUS BY CLASS/REGION- 2008-09
(IN MILLION)
STATUS TOTAL URBAN RURAL
EMPLOYERS .47 .34 .13
SELF EMPLOYED
17.06 4.59 12.47
UNPAID FAMILY
HELPERS
14.45 1.75 12.7
EMPLOYEES 17.96 8.18 9.78
TOTAL 49.94 14.86 35.08
14
PAKISTANI DIASPORA
• Expand & upgrade skill/job capacity.• “Young workforce” dilemma will last up-to 2050. • Urbanization increased 7 fold. In 2030, 50% pop
ratio will be urban.• 7 million Pak living abroad. Remits $ 8 bill annually.• Expand NAVTEC, SDC & CWA• Close monitoring of Key Indicator for Labor Markets
(KILM).
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RECRUITING TRENDS IN PAKISTAN
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THE PAKISTANI SCENARIO
COPING WITH BRAIN DRAIN.UNEMP NUMBER PREPONDEROUS EFFECT ON
EACH VACANCYEVERY CANDIDATE NOT A SERIOUS CANDIDATE.
ANCHORED TO THE HOMETOWN.JOB ASSURANCE FOR TECHNOCRATS.
MIDDLE MANAGEMENT GROUP BELIEVES IN HORIZONTAL MOBILITY.
TESTS ARE UNSTRUCTURED AND UN VALIDATED.EVERY VACANCY IS NOT ADVERTISED
A BIRD IN HAND IS WORTH TWO IN THE BUSH.
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RETENTION
• Employee retention refers to policies and practices companies use to prevent valuable employees from leaving their jobs.
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DUAL CAREER PATH SYSTEM
• A dual-career-path system enables employees to remain in technical career or move into a
management career path.
Pak Companies Recruiting on the Web
0
1,000
2,000
3,000
4,000
5,000
6,000
7,000
8,000
(Source: ROZEE.PK)
20
Obtaining Greater Employee Commitment and Performance for maximum results
Talat NaseerGlaxoSmithKline
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The reality
• Your company is a short stop• Globalization• Skill shortages• Dynamic work and corporate environments• Mergers and Acquisitions• Outsourcing and off shoring
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Developing a commitment strategy
• Developing Ownership• Communication Programs• Leadership Development
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HUMAN CAPITAL
Represents the human factor of the organization; the combined intelligence, skills and expertise that gives the organization its distinctive character. The human
elements of the organization are those that are capable of learning, changing, innovating and providing the creative thrust which if properly
motivated can ensure the long-term survival of the organization.
Bontis 1999