A HUMAN resource development summit was held in Lahore on Oct 28-29 focusing on the theme ‘Shape the future of your organisation through your people’.
CEOs, seasoned human-resource practitioners and think-tank members discussed various tactical and strategic aspects of human resource management (HRM) ranging from leadership development, sustainability, employee engagement, technology and productivity. Such platforms always help generate ideas to combat challenges.
Undoubtedly, human resource development (HRD) plays a central role in the economic growth of any country. Currently, Pakistan is facing some serious challenges with regard to this profession. Though the government has created an HRD ministry, since it has primarily evolved from the labour ministry it will take some time to acquire in-house expertise to understand the dynamics of HR and its implications for the revival of industry.
With regard to the growth of HRD, there are some major challenges which, if handled well, can promote a climate for economic recovery and reverse the process of brain drain in this country.
The biggest challenge to this profession in Pakistan is that the country does not have an institution to regulate human resources. It is a fact that HRM is a newly emerging profession. But developing countries have rapidly sensed its significance and formed institutions to standardise and regulate the profession. For example India and China have taken an institutional approach.
In Pakistan, there is an urgent requirement to create an institute on the pattern of the Institute of Chartered Accountants of Pakistan. The institute should work for advancement of the profession, set HR professional standards, a code of conduct and standards of behaviour relating to fairness and social responsibility and foster the continuous professional development of its members.
It should also define the domestic body of knowledge for the profession and act as an organisation to certify the credentials of HR practitioners.
Another challenge to HR in Pakistan is that it has very limited workforce management legislation. Industrial relations and related laws primarily focus on the labour class, leaving aside white-collar workers. The country needs enactment of laws addressing workplace discrimination issues, equal opportunities, a code of conduct on employees’ data-sharing, diversity, disabilities and retirement benefits.
The third significant challenge to the HR profession is the vast gulf between the HR industry and academia. The discrepancy between theoretical and practical HR has long-term consequences for the profession. Due to the absence of industrial role modelling at business schools, HR students also do not get ample opportunities for realistic applied research projects at business organisations.
The result of this is that the best practices taught to students in local institutions in developed countries, lose their relevance when transplanted here with a disregard to local culture, demographics and other socio-economic variables.
The government must seriously consider setting up a professional HR institute in Pakistan, which can better serve the needs of the profession by providing an essential and comprehensive set of resources and expertise. It can be a focal point in framing human resource practices conforming to our national requirements and also advise policymakers on HR practices and legislation.
It is only an institutional approach which can harmonise disparate HR practices, resulting in business efficiency and improved employee satisfaction.
