QUESTION # 1

Name and briefly discuss the factors that influence the way in which the companies

approach the important issue of recruitment?

Endogenous factors

The internal factors that affect the recruitment of personnel in an organization are known as

endogenous factors. These can range from the size of an organization to the cost of recruiting

trained personnel. Some of the factors are discussed below:

1. Size and Expansion of the Organization

As the term implies, the size of an organization affects the process involved in hiring new

personnel. If an organization is aiming to expand its business, it will hire more people in order to

hire help with the expansion process.

2. Recruitment Policy

Various organizations have varied policies in place regarding the hiring of officials. This policy

provides a framework for implementation of recruitment program and is based on the need of the

organization, recruitment costs as well as the organization objectives. This program includes

recruitment from both internal and external sources.

It is imperative for any organization to comprehend the demand and supply of trained personnel.

Human resource planning helps in determining the number of vacancies to be filled alongwith

the best qualified people for the job.

4. Cost Involved in Recruitment

Recruitments incur cost to the employer. This is why; organizations attempt to employ that

source of employment which will bear the lowest cost to the employer.

EXOGENOUS FACTORS

The external factors that affect the recruitment of personnel are called as exogenous factors.

These can be categorized as follows.

1. Supply and Demand

One of the most important factors that determine the recruitment process is the demand of

professionals. If the demand is high but there is a shortage of professionals in market, then the

organization has to rely on training its internal sources.

2. Labor Market

If the community is over populated with professionals, any attempt to hire labor will attract more

than enough applicants.

3. Goodwill and Image of Organization

of an organization is based on what organization does and affected by industry. In short, an

organization will find and retain employees with an image matching that of an organization.

4. Socio Political and Legal Environment

We often see some seats reserved for specific gender, age, group or location of people. The

circumstances and employment conditions around the location of organization also matters. This

also restricts management freedom to select those individuals who it believes would be the best

performers.

5. Unemployment Rate

The employment rate has a strong impact on the recruitment process. Higher employment rate

increases the number of applicants against a job opening. This enables the organization to hire

their perfect candidate on their own terms. This simplifies the recruitment process.

6. Competitors

Opposite to the high employment rate, competition in the specific area provides the candidates

with more choices and increases the difficulty to find the candidate perfectly fitting your

organizational needs.
Question#2

Before any company starts looking for new employees to fill a position. They have variety

of alternative available list and briefly discuss the main alternative companies can

investigate before taking the decision to recruit new staff.

Ans. 1. Overtime:

when the work load increases as the result of the waher demand of any product employer

asks the employee to work extra instead of recruiting now employees. The overtime benefits

both employees and employer ask the employee earns more for the extra piece of work and the

organization has doesnot need to incur cost of recruiting new persons. But however it also has

some drawback like it leads to increase in stress at works and productivity of the employees

decreases.

2. Employee Leasing:

Employee leasing is another form of alternative to recruitment where in the organization

pays another company for performing the hr functions like handling the employees payroll

benefits on its be half it is also called staff outsourcing where in a company hires the permanent

employee of another company because of their specialty in certain field to fulfill it's short term

requirements

3. Temporary Employees:

Till the task is completely accomplished some employees are hired on temporary bases for

a specific time period and such an employement is known as temporary employment. In this

modern era the employees are up with technical and professional positions where as the
temporary employment agencies were used in just hiring the unskilled and semi skiled laborers.

Out of my advantages of temporary employment one benefit that must be highlighted is that it is

fruit ful for the firms as the cost of thw labor is relatively not high, the services of an labor can be

utilized in an profitable manner and the future needs of the workers can be satisfied too.

But however, temporary employment lacks the dedication of the employees towards

organizational goals as they are not much aware of the culture and workflow of the organization.

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The companies outsource or direct the tasks of recruitment to the third party, when a company is

small and lack the expertise in recruitment it is advantageous for it to delegate the charge to the

third party to perform all the recruitment activities on its behalf. But still it is the client

company's responsibility to make sure that all the tasks related to recruitment are performed

effectively by the third party

Question. 3 Induction is an important process why some companies don’t pay sufficient

attention to this process.

organizations dont pay sufficient attention towards induction beacuse they lack the concept of it

and are more concerned about the short term profits rather than the long term benefits. The

management beleives that the induction would incur huge cost for the organization and it could

be done by the management itself instead of Hr Department. These organizations lack the

concept that induction is very important for an organization and as a result of incorrect induction

or less attention towards it can incure huge cost for the organization in long run.
Question # 4

What is the future of H.R in Pakistan?

Human resources management is still an emerging field in Pakistan. For this reason it could be

argued that Human Resource Management has to go a long way in the country. At the very first,

it is expected that in the future the Human Resource Management would become more

specialized as compared to today. This is a known fact that practices of HRM are evolving in

Pakistan and in the near future various new specialized fields will occur in the HRM that would

work in their own specialized areas such as practices in cultural diversity, trainings, recruitments,

technology orientation and search of skilled employees. Similar to finance and marketing,

Human resource management will also evolve into different fields and would make the entire

discipline more focused and specific rather than its general nature today.

Another important aspect of Future of Human resource management in Pakistan is with respect

to technology implementation. The latest trends in this regard are increasing use of data analytics

in human resources. Managers and corporations are adopting big data not only to analyze the

performance of the already existing departments but at the same time more focus is also being

spent on finding new talent through the use of data analytics. It is expected that in the future

Pakistani corporation would initiate substantial investment in the area of human resource data

analytics to have more in-depth performance information.

Future of Human resource management in Pakistan is also expected to be impacted by the

project CPEC. This is due to the fact that CPEC is expected to employ more than 1 billion people

in one form or the other. Such large number of personals would greatly increase the need and

demand for human resource professionals in the country. Furthermore due to the involvement of
foreign nationals, the HRM practices in Pakistan would also be characterized by cultural

diversity.

Question # 5

Suggest a compensation plan for the faculty of SZABIST.

The faculty compensation plan for Szabist would consist of two Principle components.

The first principle is Fixed Compensation (Base+Merit)

The second principle is Incentive Compensation.

The base salary of the faculty members would be increased on the basis of pre-decided rate as

had been adopted in the Human resource policy devised by Szabist Managing Board. At present

it is proposed that an annual raise of 12% may be given to faculty of Szabist covering the effects

of Inflation. The merit raise would be provided to the faculty members on the basis of

performance evaluation on pre decide benchmarks by the evaluating board.

The faculty may also receive incentive compensation.

The incentive compensation would be based on exceptional contributions in research, education,

service, and leadership. Teachers who have published research papers in journal of international

repute may fall under this category. Furthermore, if a faculty member contributes to exceptional

education services such as a published book related to course or design course for Szabist may

also be entitled to incentive pay.

Following factor may also be given important while deciding the compensation of faculty.
Experience: The greater would be the experience of the teacher, greater would be the base salary

of such teacher.

Qualification: A teacher with a doctorate or globally recognized professional qualification would

be entitled to a higher base salary as compared to other less qualified faculty members.

References

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