Assignment Of;

Evolution of Human Resource Management over the 1 or 2 decades

Submitted to;
Doctor Usman sahib

Presented by;
 Waseem Ashraf Roll No M16BBA020
 Abdul Rahman Roll No M16BBA018
 Muhammad Saeed Roll No M16BBA011

Hailey College of Banking and Finance University of

Punjab Lahore

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HRM department in Pakistan are witnessing a continuous change in systems, management cultures and
philosophy due to the global alignment. Let we see the evolution of HRM working and changes in HRM
department in Pakistan over the last twenty years.

20 years before HRM Now a day’s HRM Comments

working in Pakistan working in Pakistan

The main focus of HR managers are on

 Increasing labor supply  Creating competitive

 Personal management
 Managing employee
relation
objective
 Moving personnel
management to HRM
 Becoming proactive
integrated and business
oriented.

Experience

 20 years before those  Now the in qualification HR profession in Pakistan left

hired as a HR manager
who had highly law
knowledge person and
had study in HRM. Most
of the managers are
those who had
experience in HR field
more than of 20 years.
Salaries
 Their salaries are 26-
35percent less than the
current salaries of HR
manager.
The role of HR manager
of HR manger is one its administrative eggshell
most important thing is behind a few years ago. All
that he should have business schools teach fairly
knowledge about IT. standardize form of HRM.
Most of HR manager Companies take 150-200 fresh
hire in these days that HRM employee ever year.
has experience of 5 to 9 Companies want to retain high
years in HR field. performance employee. Surely
all this tells us HRM is now a
 The average salaries of mature profession Pakistan.
HR managers are 20-22
lacks in Pakistan.

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  The main role of HR  The main role of HR
manager is as a
manager as planner and
protector and screener.
change agent.
Large enterprise
 Large enterprise hired  Now small enterprise
the HR manger.
also hires the HR
manager to improve
their performance.
Communication Gap

 The communication gap  The communication gap

between the HR is lesser because HR
manager and employee manager realize its
is higher than now. importance.

Issues in HRM working

 Trade union, nepotism  Cultural changes and

lack of skills was the
barrier in HRM working.
inconsistence in
government policies are
biggest challenges that
HR department faces
now a days.

Many Years ago, the human resources department — often referred to simply as
“personnel” — was primarily charged with keeping records; ensuring companies
followed regulations and were in compliance with laws; and determining wages,
compensation packages, and other benefits.
Over the years, the HR department has evolved tremendously. In fact, the HR
department has gone through drastic changes in the last 10 years alone. Thanks
to the emergence of a slew of technologies that automate much of the work

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traditionally done by HR professionals, the HR department that exists today looks
almost nothing like the ones that existed before. In addition to programs that can
automate payroll and streamline the onboarding process, there are also platforms
that simplify the recruiting process and talent management systems that enable
companies to quickly determine whether their employees are getting the right
training opportunities, among other things.
Instead of focusing on personnel management and administrative tasks, today’s
HR departments — at least the ones that are forward-thinking — spend their
energies managing employee engagement and strengthening culture. They’re also
charged with managing the employees themselves to increase the odds they’re
happy at work and will continue to stick around for the foreseeable future.
Despite the progress and evolution that’s occurred in the HR sector over the last
decade, 80% of respondents indicated they believe their company’s HR skills are
lacking, as reported by Deloitte. A major reason for that, it would seem, stems
from the fact that companies are generally wary of change. And HR leaders, for
example, may be hesitant to embrace new HR technologies simply because they
fear they will ultimately be putting themselves out of work.
By investing in new HR technologies and platforms, however, HR professionals
can provide even more valuable services to their companies while improving team
morale and, by extension, productivity.

Engaging Employees
The vast majority of employees today are not engaged at work. In
fact, Gallup reported that 31.7% of employees are engaged — which means
nearly 7 out of 10 workers don’t love their jobs and aren’t willing to go above and
beyond ever.
Engaged employees are happier at work. They’re also more productive than their
disengaged peers. When HR departments focus on increasing engagement, not
only does the quality of the work improve on a company-wide basis, employees
are more likely to get along with one another. They’ll be in positive, helpful
moods — compared to disengaged employees who might have a hard time even
cracking a smile.

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As our Engagement Report revealed, coworkers are the number one thing
employees like about their jobs. The happier and more engaged workers are, the
more likely their peers will be to enjoy their company. In other words, strong
engagement helps build a more connected team that has each other’s backs.

Strengthening Culture
A company’s culture describes its mission, beliefs, values, ethics, and more.
Cultures define what is expected out of employees.
Culture is one of the top correlated factors to employee happiness, as noted in
our Engagement Report. The stronger a culture is, the more likely a staff is to be
happy. Because happiness is directly related to productivity, managers would be
wise to focus enough resources on improving culture however they can. Not only
are employees who fit in with an organization’s culture more motivated to do
their best work, they’re also more likely to believe in the work your company is
doing and treat customers with a serious level of respect. Further, they’ll
evangelize on your company’s behalf — even when they’re not in the office.
HR technologies make it very easy to gauge whether employees are happy with
company culture and believe that things are working as they should be. For
example, the results from a pulse survey will make it very clear whether a certain
new program or initiative is successful or if it’s making employees feel
overworked and stressed. Armed with that data, managers can then opt to
continue business as usual (when the results are good) or to abandon an idea and
steer the company in a different direction (when the results are bad). It sure beats
waiting six months to find out that a new program is really hurting culture and
employee morale.

Managing Talent
Despite the fact that many of today’s employees are extremely interested in
having opportunities to develop and grow at their companies, only 25% of
workers believe their organizations offer ample opportunities for career
development, our Engagement Report revealed.

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If you want to keep the best employees around, it is imperative that you offer
them the ability to acquire new skills and learn new things. You can’t take them
for granted and just assume they’ll stick around forever.
Even if you think your employees are all replaceable, you should still be
concerned with how much it costs to replace workers who take jobs elsewhere.
According to the Center for American Progress, businesses can expect to pay up
to $15,000 to replace departing employees. That’s quite the chunk of change for
any company.

Thanks to new HR technologies, it’s easier than ever to manage talent and ssure
employees are reaching their goals and getting what they want to out of work.
Talent management systems, for example, enable HR workers to easily keep track
of everything from recruiting and performance management to learning and
development and compensation management. All of the critical data needed to
make sure employees are improving and reaching the next level can be accessed
from one central interface — streamlining the process significantly.
HR has evolved quite remarkably over the last decade. Instead of being fearful of
what the changes mean for the HR department or the professionals working in it,
companies would be wise to embrace the modern tools and technologies that
enable them to build even stronger companies.
Rather than focusing on records management and compliance-related issues, for
example, strong HR departments spend their time focusing on improving
employee engagement, building an even stronger and more attractive company
culture and managing talent from the recruitment process to the exit interview.
Organizations that embrace this modern approach to HR will have happier
workforces and happier customers — which all translates into a healthier bottom
line.