Abstract:
Management in all organizational activities is the act of getting people
together to accomplish desired goals and objectives efficiently and effectively.
The term 'Human Resource' describes the workforce capacity available to be
deployed for achievement of objectives. Human Resource Management is an
administrative function which means employing people, developing their
capabilities, utilizing, maintaining and compensating their services in tune with
the job requirement. Efficient and effective management of the personnel has
progressed to an increasingly imperative and complex process.
Human Resource Management is being practiced in Pakistan Navy
through Personnel Department. Recent inductions of new ships, submarines,
aircraft and modern equipment continue to necessitate keeping pace with the
changing technologies and effective utilization of manpower. Right- sizing of
workforce or meeting shortage of personnel through enhanced recruitment
vis-a-vis financial constraints, capacity building of training facilities and
modifying curriculum commensuration with latest requirements are the
areas which need emphasis. Improvement of HRM in PN is required through
clear job description; need-based training, motivation & welfare and a
more specified performance appraisal of the personnel.
The efficient and effective use of personnel with the ever-growing
technological development is of critical importance for Pakistan Navy. The
personnel may be required to serve in non-traditional environments and face
new types of threats, reduced force and manpower levels, keeping in view the
adequacy of specialized training.
There is no reason why PN cannot sharpen its cutting edge by being
better trained, going cost effective and equipping itself with the modern
management skills and techniques to meet the challenges of the new century.This research is an approach to identify the actual gaps that may exist
to improve HRM in Pakistan Navy, the various recommendations and the
remedies proposed by officers and men in the respective context.
This study is conducted in the non-contrived, that is, natural setting,
with a minimal amount of interference on my part with the natural flow of
events. All administrative authorities (Five) were consulted and max officers
and men were interviewed for conducting the research. Therefore, the primary
aspect of this research is conducted through questionnaires, interviews and
observations.
The above-stated process of Research provided ample evidence that
the main HRM functions such as Recruitment and selection .training and
development and compensation are having few gaps that need to be
addressed
The main reason for these gaps are concluded as shortage in
manpower which in turn possesses burden on others, lack of infrastructure,
review in training curriculum and fast changing technology are the main gaps
found in Training and Development. However, shortages in compensation i.e,
pay and allowances are been met through internal welfare schemes.