Review of the service structure of FBR and the way forward

Abstract

World Bank states that Pakistan's tax collecting system is amongst the lowest in the world, and it's because of the structural weakness of the system that is leadino Pakistan in a state of economic shocks. The purpose of this project is to locate the issue(s) 0 of HR that are creating misalignment within FBR so that, once diagnosed, they can be fixed without disrupting the activities needed to improve the organization in running effectively. four components of Human Resource Management have been discussed throughout the project i.e. recruitment and selection, training and development, performance appraisal and feedback, and pay and benefits. The projects philosophy is based on pragmatism approach for practical solutions. Inductive approach is used to build conceptual frameworks. The data is collected by one on one interviews, focus group and questionnaires. It is interpreted to the best of judgment that FBR's HR department should introduce a system that different departments present what they require in an individual for a certain position. both soft and hard skills. DOT, a department in FBR, should focus on training need analysis of individuals, along with people of similar grade or job requirement. A competency framework should be adopted, similar to that of UK's civil service system, so that the work that employees are conducting is accounted for and transparent. Bonuses, or pay for performance of their work would create a drive within the employees to work harder and can be utilized more to motivate individuals for better output