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Presented by Fareeha Nazeer Iqra Butt

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"Leadership Is The Ability To Get Extraordinary Achievement From Ordinary People" (Brian Tracy) "If we treat people as they are, we make them worse. If we treat them what they ought to be, we help them become what they are capable of becoming"

In todays competitive world both HRM and TQM are considered crucial for efficient and effective utilization of resources
The paper is based on the premise that there exists a positive relationship between human resource management practices and quality management system.

To provide support to the argument the paper examines the nature and extent of HR practices currently being employed at Punjab University and discusses its compatibility with TQM initiatives taken by the HEC

HEC has taken various initiatives aiming at reforming the higher education sector ranging from faculty development to structural changes in governance and management of higher educational institutions.
Recognizing the importance of quality management in the higher education, the HEC has taken several steps for quality assurance in public sector universities and constitute a quality assurance department

TQM

Importance of HRM practices & QM

Retention of competent Employees

HRM & Organizational Culture

Logical and Analytical Framework

Quality initiatives and OD

Culture change

The university hierarchy has two basic functional divisions, administrative and Teaching or research On academic side, teaching is organized around departments, institutes, centers and colleges which are grouped under 13 faculties headed by respective dean

Registrar

Treasurer

Controller of Examinations

Administrative department

Chief Medical Officer

Resident Officer

Traditional Vs Quality Management Structure and Culture are two sides of the same coin

Organizational culture may be defined as a set of values widely shared by organizational members
Power culture prevails in the public sector universities which has to be replaced by quality culture

HR Strategy

Job Design & Job Description

HR Planning

Recruitment & Selection

HRM & Quality Assurance

Training & Development

Performance Appraisal

Employee Relations

Quality driven organizations not only view human resources critical for continuous improvement, but also look for alternate and innovative ways of managing them
Human resource strategy as part of an overall strategic plan becomes the need of organizations to avoid risk in case they operate in a competitive and turbulent environment.

A comprehensive strategic plan incorporating HR does not exist in Punjab University and most of the HR functions are performed by Office of Registrar.

The quality management discourages the narrowly defined job descriptions and calls for loosely defined tasks and responsibilities of person in a group setting which needs to be performed from time to time.

In Punjab University, there has not been any such practice of written job descriptions.

Quality management is based on the idea of zero tolerance for waste. Thus, human resource planning takes more importance in quality conscious organizations. Planning is not done on the basis of assumptions and perceptions rather it is based on facts and data.

In Punjab University, presently a system of formal human resource planning is not in place. In the absence of a human resource department/office in the organizational hierarchy of the University, a sophisticated system of human resource planning is beyond the capacity of the Office of the Registrar

In quality oriented organizations, recruitment and selection should ensure the induction of employees who have the learning potential, initiative, problem solving skills, and ability to work in groups and teams.

At Punjab University, recruitment and selection of both faculty and staff is handled by the Office of Registrar with the assistance of two separate sections each headed by a Deputy Registrar.

Quality management views training as a strategy not as an occasional event. Three types of training includes
Generic skill orientation training Specific job related training and Organizational development (OD) training aiming at organizational change are needed to support the quality management system.

T & D of faculty and staff has been badly neglected in the past in Public sector universities. Therefore, no formal system of training existed except learning through experience.
Whereas faculty members have been receiving opportunities for development through their doctoral studies within and abroad, but administrative and technical staff remained deprived of any training opportunity.

In a quality driven organization, evaluation criteria used for performance appraisal include feedback from superiors, customers. Employee participation in performance appraisal is considered vital for effective performance appraisal in quality management

Punjab University has the same rules of efficiency and disciplines as that of Government of Punjab. Annual Confidential Report (ACR) is the only instrument of performance evaluation of employees

Quality management advocates for skill based compensation rather than job based compensation.
Punjab University like all other public sector universities has adopted National Basic Pay Scales ranging from 1 to 22 grades.

Trusting relationship between labor unions and management is a key component of quality management. Quality management views labor union as partners in organization wide quality improvement.

However, many of its processes face resistance from unions. There is always resistance to change from those who are affected by it or who have fear of unknown.

Specialized Departments for Managerial Functions & Professional Staff

Disassociation with NBPS

Introduce Finance Office having Staff with Financial Management Knowledge & Expertise

Issue of faculty appointment and salary structures

Defined & Detailed workload for teachers

Semester system & approaches to teaching

Teachers involved in committee work should be given incentive

Training & Development of Teachers and Administration staff

Ethics Committee with full-time secretarial support may be constituted

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Tangible and measurable performance indicators should be developed

To enhance productivity, efficiency and quality resulting in organizational effectiveness and employee satisfaction will require total transformation of its bureaucratic and power culture to quality culture.
Thus, human resource management should be put at the heart of quality assurance systems and given top priority in developing and implementing quality initiatives.