This presentation is about hrm practices in university of malakand in which different hrm practices like recruitment and selection, training and development were studied due to confidential information secondary data is not given in detail but on basis of that certain recommendation are proposed for better hrm practice in the university of malakand

1. I am Adil Nawaz Khan
I am here to give
presentations on my
final HRM project.
1

2. 2
Dr. Muhammad Usman
Assistant Professor
Department of Management Studies,
University of Malakand
Assigned by:

3. HRM PRACTICES IN
UNIVERSITY OF
MALAKAND

4. “
University of Maakand is a public
sector university located at Chakdara
UOM is founded in 2001, by the efforts
of ex-Governor, KP Lt. Gen(R) Syed
Iftikhar Hussain Shah.
4

5. “In the first session, after its inauguration,
a total of six departments were launched
enrolling 173 students and about 16
faculty members hired in the University.
The UOM currently offers admissions in
26 teaching departments on Open Merit
basis.
UOM secured its place at the general
category and ranked "seventh" by
the HEC.
5

6. HRM
Human resource management
involves all management
decisions and practices that
directly affect or influence the
people, or human resources,
who work for the organization.
6

7. Recruitment and Selection
in University of Malakand
7

8. 8
Training in University of
Malakand
 University of Malakand has established the Quality
Enhancement Cell in 2011.
 QEC conducted various types of training sessions
time to time for faculty members, administrative
staff, students and other employees

9. 9
On job trainings
They provide following
￭ Semester Bye-laws
￭ office management
￭ Methods of Quality Teaching
￭ Anti Plagiarism Policy
￭ Good Governance
￭ The use of different research tools
￭ ACR & CR Writing

10. 10
Employees Development in
University of Malakand
 Promotions of faculty members done under
HEC policy.
 With collaboration of HEC University of
Malakand have Faculty development program.

11. 11
Employees Evaluation in
University of Malakand
 They don’t have annual performance
appraisal, but they have ACR or CR for
evaluation of employee performance.

12. 12
Continued …..
 Mainly HOD’s or Dean of faculty evaluate the
employees at end of year under specific score
of following:
 Departmental role
 Attendance
 Classes
 Qualification
 Research Publications

13. 13
Compensation in University
of Malakand
 University of Malakand compensate its
employees according to government policy.
 UOM give to its employees
￭ Free education to its employee’s children
￭ Pension and GP fund.
￭ Beloved grants
￭ Hospitalization expenses
￭ Additional salary for extra position
￭ Housing

14. 14

15. 15
For Establishment section
￭ Ensure right person for the right job
￭ Establish its own screening test agency
for recruitment of different position
￭ Hire an expert psychologist for
⬝ Hiring process
⬝ Employees and students counselling
￭ Design an effective HR strategy for job
redesigning

16. 16
Continued …..
￭ University of Malakand should adopt MIS
⬝ Campus management system
⬝ Online processing of admission and
recruitment application
⬝ Employee tracking system

17. 17
Management
Information System
This will increase effectiveness
and will also reduce cost and
time consumption by these
activities.

18. 18
For Quality Enhancement Cell
￭ Hire technical expert’s trainers for
various trainings
￭ Must have a HR Professional
￭ Before arranging training must do proper
consultant training need assessment for
better future result
￭ Orientation session “learn how to learn”
for newly hire employees
￭ Up to date training sessions with Reward
system

19. 19
Continued …..
￭ Workshop on Presentation skills
￭ Lecture methodology
￭ Classrooms management
￭ Creative writing
￭ Workshop on business plans
preparations
￭ Various case studies for training and
development
￭ Leadership skills
￭ Smart seminar halls
￭ Digital literacy

20. 20
For Compensation
￭ Introduce new insurances for employees
⬝ Medical insurance, education etc
￭ Loans schemes for employees
⬝ Purchasing car
⬝ house or other needs
￭ Increase research grants and scholarships
￭ Convince allowance must cover
transportation
￭ Additional responsibilities allowance must
be increase from 12k.

21. 21
For Evaluation of Employees
 Introduce proper performance evaluation
system
￭ Appraisal proforma
￭ 360-degree evaluation
 A monitoring committee to evaluate output of
training

22. 22
General Recommendations
 Conduct a resources survey
• Physical
• Human Resource
• Financial
• and then do proper resources
management planning for better output
 University must allocate fund from its budget
for faculty development programs

23. 23
Continued …..
 Adopt new and ECO friendly
technology
⬝ start environment friendly
advertisement
⬝ E-filing

24. 24
Conclusion
In short, it’s time to shift from conventional to
green human resource management for the social
as well as economical well-being of both the
organization and the employees within a broader
prospect.

25. CREDITS
Special thanks to all the faculty
members and other staff of University
of Malakand who help me in this
project
25

26. THANKS!
Any questions?
26