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I am Adil Nawaz Khan
I am here to give
presentations on my
final HRM project.
1
2
Dr. Muhammad Usman
Assistant Professor
Department of Management Studies,
University of Malakand
Assigned by:
HRM PRACTICES IN
UNIVERSITY OF
MALAKAND
“
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
“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
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
Recruitment and Selection
in University of Malakand
7
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
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
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
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
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
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
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
Continued …..
■ University of Malakand should adopt MIS
⬝ Campus management system
⬝ Online processing of admission and
recruitment application
⬝ Employee tracking system
17
Management
Information System
This will increase effectiveness
and will also reduce cost and
time consumption by these
activities.
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
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
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
For Evaluation of Employees
 Introduce proper performance evaluation
system
■ Appraisal proforma
■ 360-degree evaluation
 A monitoring committee to evaluate output of
training
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
Continued …..
 Adopt new and ECO friendly
technology
⬝ start environment friendly
advertisement
⬝ E-filing
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.
CREDITS
Special thanks to all the faculty
members and other staff of University
of Malakand who help me in this
project
25
THANKS!
Any questions?
26

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Hrm analysis of malakand university

  • 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:
  • 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