Over the last few years, human resources have been valued as an integral part of any business. With institutions now heavily dependent on the contribution of their human resources in terms of meeting goals and targets, it is essential that employers value their employees and keep them motivated for increased commitment and competence.
As organisations expand and increase the size of their workforce, employee problems – both personal and job-related – tend to multiply and can affect motivation and productivity. Balancing work and family life and coping with transition has become a great challenge for almost everyone. Employees, regardless of their position in the organisation, may face a variety of problems in their daily lives. Usually, most of these problems can be worked out but sometimes they may become too much for individuals to handle on their own. Such unresolved issues may begin to affect personal happiness, family relations, performance at work and even physical health.
A Conference On The Development Of Human Resources In South Asia Held In Islamabad, Sometimes Ago, Was Attended By More Than 60 Intellectuals Of The Region. The Details Of This Conference Provide Food For Thought For The Thinkers, Policy-Makers, Those Entrusted With Implementation Of Policy And The Common Citizens Of The Country. Pakistan Ranks 132nd In The World In The Manpower Development, Because Enough Heed Has Not Been Paid To Manpower Planning And Development. No Serious Effort Has Been Made To Determine How Many Professionals And Technicians Are, Or Will Be Required In Each Field Of Economic Activity And Performance. Pakistan Is Neglecting Its Future Needs Of Manpower, And Consequently The Pace Of Economic Development.
The retirement age for men in our organized private sector industrial and commercial establishments ranges from 55 to 60 years. In fact there are few amongst the multi-national companies operating in our country who retire their employees at 60 and most of them don’t go beyond 58. The same companies operating in European countries have a higher retirement age of 65 and depending upon the physical and mental condition of the employee, allow him to work even beyond this age. In our government departments and the public sector companies, the retirement age is 60 and higher in the case of judges, but unlike the private sector companies, in the public sector companies, acceleration in the amount of terminal benefits during the years before retirement is not that significant.
In talking about careers, there are two interested parties – you and the prospective employer. Taking that a step further, there are, again, two types of seekers – the fresh entrant and the experienced one. The opportunities and approaches one needs to make are different for each and keep getting more challenging as we gain in experience. In this column, we will approach the topic from the viewpoint of the fresh graduate. What can you do to increase your chances of success?
While we in Pakistan are still in the process of renaming our Personnel Departments as “Human Resources”, the rest of the developed markets are asking: “Is HR a career in crisis?” The fact is, the role of HR is evolving constantly and we need to move away from the traditionally administrative function it has been to one that is dynamic and able to contribute positively to the bottom line.
Our situation is different to that of the developed markets because HR here is mainly practised by multinational companies. A few enlightened Pakistani firms also have highly developed HR functions and these, too, tend to be based on concepts borrowed from the West or Japan. However, the criticisms about HR seem to be the same around the world and this is at the heart of the issue.