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PAKIISTAN ARMY

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PAKISTAN ARMY....CAPABILITIES,WORKING ,HONOUR,STRENGTH,LEADERSHIP AND AWARDS....

Published in: Leadership & Management

PAKIISTAN ARMY

  1. 1. Name : Fizba Razaq
  2. 2. PAKISTAN ARMY
  3. 3. Group Members • FIZBA RAZAQ • NUZHAT PARVEEN • SAMINA IJAZ • SANA ARSHAD • MAHAM SANA • ASIF IQBAL
  4. 4. Army Introduction  Pakistan Army is the largest branch of military.  It is mainly responsible for protecting state border.  The security of administration and defending the national interests of Pakistan.  It is also to be utilized for internal security
  5. 5. HISTORY  Pakistan military formed the officers who fought world war II under the British Raj joined the military of Pakistan giving it professionalism, experience and leadership.  After independence, the military supposed to have been divided between India and Pakistan with a ratio of 64% going to India and 36% for Pakistan.
  6. 6.  Iman  Taqwa  Jihad-fi-sabilillah
  7. 7. • IMAN  To have faith and trust in Allah and consider oneself A follower of none but Allah And a follower of none but his messenger • Taqwa The fear of Allah Almighty. Guarding ones tongue, hands and heart from evil. Righteous, piety and good conduct.
  8. 8. • Jihad-fi-Sabilillah  Jihad means ‘to struggle’ or ‘to strive’  Shift the lordship of man over man to the lordship of Allah on the Earth  To stake one’s life and everything else to achieve this scared purpose.
  9. 9. NUZHAT PARVEEN
  10. 10. Pakistan Army Hierarchy  Officers Field Marshal General Lieutenant General Major General Brigadier Colonel Lieutenant Colonel Major Captain Lieutenant Second Lieutenant
  11. 11. Pakistan Army Hierarchy • Junior Commissioned Officers Subedar Major Subedar Naib Subedar • Non-Commissioned Officers Battalion Havildar Major Battalion Quartermaster Havildar Company Havildar Major Company Quartermaster Havildar Havildar Naik Lance Naik
  12. 12. UNIFORMS • The standard uniform for the Pakistan Army was a traditional old British Army Khaki. • Now The colors of the new pattern uniform depend on the geographical areas.
  13. 13. MILITARY INTELLIGENCE ACADEMIES Pakistan's Military Intelligence (MI) is one of the three main intelligence services in Pakistan. Functions involve monitoring high level military and political leaders and safe guarding critical facilities such as military and non-military installations.
  14. 14. 1. • Pakistan Air Force Academy 2. • Pakistan Naval Academy 3. • Pakistan Maritime Academy 4. Pakistan Military Academy
  15. 15. Pakistan Army Hierarchy • Junior Commissioned Officers * Subedar Major * Subedar * Naib Subedar • Non-Commissioned Officers * Battalion Havildar Major * Battalion Quartermaster Havildar * Company Havildar Major * Company Quartermaster Havildar * Havildar * Naik * Lance Naik Performance Appraisal is a process in which supervisor evaluates his/her subordinate’s performance It basically has three steps: Examines and evaluates an employee's work behavior by comparing it with preset standards Documents the results of the comparison Uses the results to provide feedback to the employee to show where improvements are needed and why.
  16. 16. SAMINA IJAZ
  17. 17. ACR stands for Annual Confidential Report. This is an annual assessment report of subordinate staffs maintained by Human Resources Department of the concerned institution.
  18. 18. •Specific observations regarding character, conduct, integrity and performance of a servant. •ACR reveals the clear picture of a servant. personal qualities standard of performance dealing with others potential growth his suitability for promotion to appoint to a higher post according to individual
  19. 19.  The system of writing confidential reports has two main objectives. • Improve performance of the subordinates in their present job. • Assess their potentialities and to prepare them for the jobs suitable to their personality  A.C.R. should be discreet, judicious, precise, detached, disinterested, dispassionate, equitable and fair minded without being partial.
  20. 20.  The measurement of performance in military organizations is more complex and difficult process compared to the performance evaluation in the private sector.  More measurements in various levels are made compared to those in the private sector.
  21. 21. Data Channels of Pakistan Army for evaluation  Performance and Potential Evaluation by the reporting officers (Including narrative comments on performance and potential of the subject personnel)  Performance Evaluation  Courses and Trainings  Foreign Language Knowledge  Education Level  Physical Fitness Evaluation Test  Appraisal-Award-Punishment  Career Summary  Personality Traits  Occupational Knowledge  Comparative Assessment Performance Evaluation in Pakistan military
  22. 22. Dimensions of Performance Evaluation System in Pakistan Army Validity Directness Objectivity Adequacy Quantitative Practicality Reliability
  23. 23. SANAARSHAD
  24. 24.  Two Categories of Evaluation System in Pakistan Army  Other Rank Evaluation Report  Officer’s Evaluation Report  Format of Evaluation is different but criteria is same for both.
  25. 25. Other rank officers are evaluated mainly on the following characteristic: Ability to work Theory to practice Ability to Work Under Pressure and to Meet Deadlines. Ability to work independently Other Ranks Evaluation System
  26. 26. Personal Details of the Evaluating Personnel  Name and Surname Rank Service Number Current Appointment or Post Medical Status (Recent medical report disability if exists)  Promotional Exams Courses (Military Academy) Academic Title Date of Appointment in various Ranks Marital Status (occupation of her spouse, number of children) Period of Direct Contact with the Subject Personnel Dimensions of Officers Evaluation System
  27. 27. Dimensions of Officers Evaluation System For the Use Of MS Branch  Initial Officer Evaluation  Performance Personality Evaluation  Demo performance  Professional competence  Leadership/Command Ability  Common Skills • Brief Pen Pictures  Strong POINTS  Weak Areas  Emp Recommendation (Fit for staff or Command)  Promotion Recommendation  Reason for unfit/FME  GRD Awarded  Technical reporting Officer’s Evaluation  Senior Reporting Officer’s Evaluation  Next Senior Reporting Officer’s Evaluation
  28. 28. Physical Performance is evaluated by testing running, push-up and sit-up.  There are also additional parameters, for example rope climbing, swimming and pull-up Physical Performance
  29. 29. Intellectual attributes behavioral attributes special qualities professional qualities Characteristic features.
  30. 30. MAHUM SANA
  31. 31. SWOT Analysis • Strengths • Weaknesses • Opportunities • Threats
  32. 32. Strengths • Low cost , dispensable • Force multiplier • Flexible deployment • Ideal counter for high-high fifth generation threat • Adds new dimension to air battle • Allows for flexibility in strategy
  33. 33. Weaknesses • Lack of situational awareness of UCAVs • Poor post-merge comparative performance vis-à-vis manned fighters • If enemy finds a weakness it can be exploited until Software update • More affected by Electronic warfare (EW)
  34. 34. Opportunities • Take advantage of rapid changes in technology • Ideal utilization of existing industrial expertise • Balance fighter force structure which presently lacks sufficient high-high platforms
  35. 35. Threats • Indian strength in IT and UAVs (via Israel) • New dimension to arms race against superior financial and technical resources • Lack of a greed governance structure across the ICT and health sectors
  36. 36. Techniques Used In Performance Evaluation in Pakistan Army Methods used by Pakistan army Graphic Rating Scale Pen Picture Bars
  37. 37. Techniques Used In Performance Evaluation in Pakistan Army • Graphic Rating Scale Army officers are evaluated on different traits Each trait is listed down and the reporting officer rank each traits sum up the total and evaluate the officer
  38. 38. Techniques Used In Performance Evaluation in Pakistan Army • Behaviorally anchored rating scale In part III of OER, performance/personality evaluation BARS are used to evaluate the personality factors. • Pen picture Reporting officer give his remarks about evaluating officer Paragraph is return on his leader ship and command quality .
  39. 39. Techniques Used In Performance Evaluation in Pakistan Army Quantitative and Qualitative Ranking Scale • Quantitative scale Quantitative scale ranks from 1-6 is ranked where 1 is the least on the scale and 6 being the highest. • Qualitative scale Qualitative scale includes scales, such as Outstanding Well Above Average Above Average High Average Average Below Average
  40. 40. Man Power Military Age 16-49 years old Available for Military Service 48,453,305 males, 44,898,096 females, Fit for Military Service 37,945,440 males, (2010 est.) 37,381,549 females, (2010 est.)
  41. 41. ASIF IQBAL
  42. 42. WOMEN AND MINORITIES IN THE FORCES Women have served in the Pakistani Army since its foundation. Currently, there is a sizable number of Women serving in the army. Most women are recruited in the regular Army to perform medical and educational work.  Also minorities served in forces
  43. 43. Officially any kind of corruption does not exist in performance evaluation system but it may occur unofficially as a result of human factor Human factor error Reporting intentionally high or low from what a subordinate deserves based on personal liking and disliking results in Human Factor Error in appraising.
  44. 44. Personal Liking Reporting Officer may over rate the subordinate on the basis of his personal liking for the officer Personal Disliking Supervisor may rate any officer adverse from what he deserves on his personal grudges with the evaluate office
  45. 45. Performance Appraisal and Base Pay  There is no relation between Officer’s Evaluation Report and base Pay  The evaluation of an individual does not affect either positively or negatively on the base pay Performance Appraisal and Compensation Performance evaluation report is not directly linked with compensation. Linking Performance Evaluation System with Compensation and Base Pay
  46. 46. . . If poor performance is evaluated, no detention is given to the officer.  He is transferred to some other unit or fired from the job, if two consecutive negative appraisals are reported.
  47. 47. In Pakistan Military Performance Evaluation is very important for transfer or promotion decisions. Performance Evaluation and Transfer Decisions  If the result of an officer’s performance evaluation is below the prescribed standards in this case he is transferred to some other unit
  48. 48. Performance Evaluation and Promotion Decision  Officer’s Evaluating Report is majorly important for promotional decisions of an officer  On bad performance reported an officer is not recommended for the promotion  . On Good evaluation reported an officer is recommended for promotion by the senior reporting officer and then the officer under goes in a procedure for the promotion.
  49. 49. The performance evaluation system of Pakistan army is well designed as has fewer errors in the system Pakistan Army should introduce incentive pays or bonuses to encourage good performance of the officer and motivate other officers to work with passion for the Pakistan army . The reporting officer should avoid personal interests while evaluating the officer so he may get the evaluation what he deserves Critical Analysis

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