IMPROVING HUMAN RESOURCE MANAGEMENT IN PAKISTAN NAVY

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.