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In many organizations sycophants, nepotists, incompetent and corrupt people are enjoying the key posts. Nepotists and corrupt are like Draculas, who imbibe the resources of organizations just like blood. Sycophants and incompetent ones are like creepy bald guys (CBGs). They are dating damsels, which is an absolute mismatch, where as hunks are standing helpless as they are not provided the chance to date those damsels. Presence of Draculas and CBGs is the clear testimony of the fact that malpractices in the arena of HR are rampant. Due to which the processes of recruitment, promotion and appraisal are not as fair as they ought to be. It proves that there are serious issues with the HR practices which are being practiced in the country. This article discusses the core reasons for the existent malpractices and issues in the field of HR.    

Colonial legacies:

It has been sixty-six years since Pakistan has separated from its neighboring country India, in 1947. Before that, Pakistan and India were united and were ruled by the Britishers. Just like in most of the other British colonies, white masters implemented their own administrative system in order to run the business of state. Albeit, the British masters left in 1947, their legacies were left behind, and are even still in practice. The system and practices of civil administration which are in practice in Pakistan have been inherited from the British administrative system. This is not only the case of Pakistan, in fact most of the British colonies after they exit, adopted almost the same administrative system which was under practice during the British rule.  In order to extend and facilitate their rule, colonial masters handpicked the people of their choice on the basis of religion and ethnic background. This gave extraordinary powers and facilitated to feudal lords, military men and civil bureaucracy. Primarily, this system was based on the doctrine of martial race, since colonial masters were of the view that each race and ethnic group is suitable for certain jobs. Even today this doctrine may be seen in practice in the recruitment of military personals in Pakistan. This practice formed power elites with unlimited and unquestionable powers in their hands. Due to this, power imbalance was created by investing too much authority in few hands. Power elites formed such rules which were beneficial for them. This influenced almost every area of administration including HR practices.

Lack of research in the field of HR:

Another important issue is that the area of HR is neglected by researchers in Pakistan and limited literature is available on the subject. To have better professionals in a field the first step is to give them education on it. However, in Pakistan limited courses are available on HR and very few educational institutions are offering specialized professional education of the field. This is also a cause for the little research found in the field of HR.

Less attention paid by businesses towards the development and progress of HR departments and practices:

In Pakistan many organizations do not pay attention to the management of HR. In most of the cases small organizations do not have HR departments. Medium and large organizations however are paying more attention to it due to the global competitive business environment. The major functions of the HR departments are recruitment, training and development activities. Organizations in Pakistan are not using their human resources in the best possible manner; they misuse their human resources, thus ignoring the importance of their valuable assets.

Implementation of the foreign models of HR:

By analyzing the situation of Pakistan the fact which comes forward is that in Pakistan MNCs and private organizations are leaders of HR; as the government has not taken the sufficient steps in this regard. Thus, the private sector is leading in this context. MNCs apply the HR systems which their head offices dictate them to apply. The systems which are developed in other countries are developed according to their own particular needs. Thus, when these are applied in other places there is less possibility that positive results are derived. If some best practices are effective in one country it does not mean that they will work in other country which is socially and culturally different.

U.S interference in the matters of management for sake of good governance:

Pakistan was ally of the U.S during the Afghan-Soviet war, where it played a very crucial role in implementing the U.S. policies. After 9/11 when the U.S declared war on terror (WOT), Pakistan played the role of strategic ally of the U.S. Military bases, land routes and air space of Pakistan were used for fighting against terrorists in Afghanistan. The U.S offered financial and strategic support to Pakistan in the return of its support in the WOT. Pakistan promised to improve its infrastructure and to have good governance from the assistance which it received. Financial assistance consultancy was also provided in order to improve the system of management. It is a fact that Pakistan was always under the influence of the U.S. However, after WOT the interference of the U.S in the system of government with the purpose of improving it, increased.

All of the reasons discussed, are among some of the major factors responsible for the worse state of affairs in the field of HR in Pakistan. Colonial legacies have impact on national culture. Flattery, favoritism, nepotism and sycophancy are its results. MNCs and the private sector exercise those HR practices which are prepared and applied in developed countries. These practices are incompatible with the circumstances which prevail in the Pakistan and are thus not bringing fruitful results in front. The government is not putting sincere efforts in the development of human resources, something that increases reliance on Anglo Saxon and U.S literature of HR and prepares ground for the implementation of foreign practices.

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