CHAPTER 1 INTRODUCTION 1.1 Background of the study Human Resource Development is the main stream through a country; a nation can change its future. Hence it is realized finally that a country can, and a mostly an under develop country can alleviate its poverty through the process to develop its human resource. Now in Pakistan, as it is also a developing country taking more interest in developing its human resource. So in 1989, Security Exchange Corporation of Pakistan (SECP) created SRSP licensed under section 42 of company’s ordinance 1984. Earlier it was named as Sarhad Rural Support Corporation (SRSC) due to its some affiliation with the provincial government. The Human resources of an organization are their most important asset .The successes and failures of an organization are largely determined by the caliber and efforts of its work force. That’s why the HRM section of the SRSP was established in the early 1996. As the world is demanding to alleviate poverty in order to stop the social evils. So for that development of the Human resource is very vital. HRM section focuses on the development of both the employees and the community. The new challenges in the world “Survival for the fittest” means that if one has some skill or 1
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CHAPTER 1
INTRODUCTION
1.1 Background of the study
Human Resource Development is the main stream through a country; a nation
can change its future. Hence it is realized finally that a country can, and a mostly an
under develop country can alleviate its poverty through the process to develop its
human resource. Now in Pakistan, as it is also a developing country taking more
interest in developing its human resource.
So in 1989, Security Exchange Corporation of Pakistan (SECP) created SRSP
licensed under section 42 of company’s ordinance 1984. Earlier it was named as
Sarhad Rural Support Corporation (SRSC) due to its some affiliation with the
provincial government.
The Human resources of an organization are their most important asset .The
successes and failures of an organization are largely determined by the caliber and
efforts of its work force. That’s why the HRM section of the SRSP was established in
the early 1996.
As the world is demanding to alleviate poverty in order to stop the social evils.
So for that development of the Human resource is very vital. HRM section focuses on
the development of both the employees and the community. The new challenges in
the world “Survival for the fittest” means that if one has some skill or knowledge so
that can only be develops. The world is now funding under develop countries like
Pakistan to upgrade their Human Recourse and develop them.
1.2 Purpose of the Study
1. This report is prepared for the fulfillment of the degree requirement for the
Bachelor of Business Administration at Institute of Business and Management
Science Studies Agriculture University, Peshawar.
2. The study involves the activities regarding the HRM section of the SRSP
where I carried out my internship and the whole organization of the SRSP in
general point of view.
3. At the end of the report there are some recommendation given for the
improvement of the section especially and for the Organization as well.
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1.3 Focus of the Study
The study is focus on the activities of the HRM section at the Swat region of
the SRSP, and is based on the 8-weeks internship performed by the internee in
section.
Merits of the Study
The study done will benefit students in general and Human Recourse
Development students in particular. Further the management of the section of SRSP
can also use the information, which will guide them in their course of duty and
supervision.
1.4 Methodology of the Study
The data used in this report is develops from two types of sources i.e. primary
and secondary data.
Primary Data
Personal observation of the activities performed in the HRM section of the
organization and meeting with the head of the HRM section and the other staff of the
HRM, during the entire internship period were the sources of the primary data used in
this study.
Secondary Data
HRM journals, Annual reports, Quarter reports, documents regarding the
sections, brochures, books on HRM and the Internet are the main sources of the
secondary data used in this report.
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CHAPTER 2
INTRODUCTION OF THE SRSP (SARHAD RURAL
SUPPORT PROGRAMME)
2.1 Introduction to the SRSP
Sarhad Rural Support Program SRSP is a non profit/non government
organization working in North West Frontier Province of Pakistan. It was established
in 1989 as the first replication of "livelihood centered" Rural Support Programme
(RSP) approach to rural development which had been successfully demonstrated in
the northern mountain regions of Pakistan. At the heart of RSP approach is the idea
that communities have an ability for self help which has enabled them to survive in
harsh environments. A catalyst organization is needed to provide them with technical
and material support and social guidance to bring out the latent abilities in the
communities. The USAID provided SRSP initial seed money and its board of
directors included eminent people from the civil society and civil services. Shoaib
Sultan Khan the founder of the RSP movement was inspirational in establishing it.
The withdrawal by USAID because of Pressler amendment created numerous teething
problems for the organization. But support from Novib and Government of Khyber
Pakhtoonkhwa’s decision to assist it by making it a partner in the two
2.2 SRSP Objectives
Building social capital by mobilizing communities for poverty reduction,
livelihoods and sustainable development
Enhancing individual capacities for leadership; and organisational capacity for
internal and external management
Building resource base of the poor and remove infrastructure constraints
utilizing potential existing in communities
Expanding the frontiers of finance by providing access to credit to the poorer
segments of the population
Enabling communities to link up with providers of social services
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2.3 AGA Khan Rural Support Programme
AKRSP (AGA Khan Rural Support Programme)
AKRSP works in the Northern Areas of Pakistan including the hilly
areas of Swat, Baltistan, and Gilgit to alleviate poverty and to increase
development in education, health, rural development etc. It starts
working in December 1982. The major working area of this
organization includes; social organization, women’s development
(They are looking forward to create Gender balance), human resource
development, and enterprise promotion and credit saving services.
Their main donors are European commission, the government of UK,
Canada, Germany, World Bank and Aga khan foundation.
“The AKRSP verified that incomes had doubled in the first ten years of the
programme”
Vision.
The society where poverty is eradiated through promotion of sustainable
livelihood.
SRSP Mission:
The rural poor face many problems that can not be solved by individuals, but
require joint efforts for their resolution. Many of these problems relate to physical
infrastructure e,g water supply schemes, link roads, water course lining etc. The
provision of needed infrastructure often acts as a means of solving a significant
portion of community problems, provided the community identifies it as a problem
and participate in its execution. Infrastructure not only fulfills the basic need of the
community but also acts as a catalyst for institutional development at the grass roots.
It does this enhancing the managerial skills of the community and by mobilizing
community resources for collective action.
SRSP has always supported the implementation of small physical
infrastructure schemes. As part of its strategy for sustainability, SRSP mobilizes
communities to maximize their contribution to the costs of the CPIs. SRSP has been
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contributing to the cost of CPI schemes to demonstrate the capacity of COs in
implementing CPI schemes through community participation. SRSP assists
communities to undertake CPI schemes by developing linkages with government,
donors and private organizations.
The Organization
Sarhad Rural Support Programme was established in 1989 as private
(guarantee) Limited Company under Article 42, of the Company’s Ordinance 1984. It
has six Programme Regions located in South and North of Khyber Pakhtunkhwa.
There are in six regions
1. SWAT
2. Kohat
3. Mansehra
4. Abbottabad
5. Peshawar
6. Charsada
2.4.3 Board of Directors (BODs)
Company has a Board of Directors, which has enriched experience in and an
un-relinquishing commitment to people centered development. The experiences are as
entrepreneurs, past experience with the highest echelons of the government,
environmentalists, sociologists and technocrats. The Board sets the policy, monitors
its implementation and provides timely feedback on programme implementation.
2.4.4 MANAGEMENT
The next tier is the management, which is at the Head Office as well as
heading the regional teams. The regions are completely decentralized in terms of
operation, staff matters. The budget is allocated to the regional programme managers
(RPMs), which they manage for effective implementation of the programme. The core
management at the Swat region, provides backstopping support to the regions,
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streamline systems of finance, HRM, PMER, engineering, social sector and gender,
monitor programme progress and give feedback to the BODs. It has a total of 398
staff members, out of which 63 are women. From the total, 237 are professionals and
out of these 61 are professional women.
2.5.1 SOCIAL MOBILISATION
The process of organizing people.
Putting people o the track of development after social organization.
Process of bringing attitudinal change for social organization on continuous
process.
Motivating people for accepting social organization process.
Activating people for taking steps in a certain direction.
Continuous development process to achieve certain goal.
Create public opinion on a specific point.
Identification of problems and systematically plan for them;.
Facilitating people for sustainable development through collective efforts.
“Social mobilisation is based on the assumption that poor people especially the
poor,landless and the asset less are willing to do many things themselves to help
improve their situation and the community as a whole is interested in helping the
poor to attain their potential”.
2.5.3 Productive Investment’s (PIs)
Allocate separate PIs to women Organisations.
In case of commonly identified PI for a village by Male/Women Community
Organisations (M/WCO) the field staff to ensure meaningful participation of
women in decision making for PI need identification.
Initiate proper gender screening of PI proposals to ensure equity of impact.
Explore new nature of PIs to adequately address women’s needs and make
investments in social sector where community maintains the facility.
Impart proper operation and maintenance training to all PI management
committee members including women before PI initiation.
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Credit and Enterprise Development (CED)
To provide loans to very poor people for self –employment enterprise projects
that generate incomes, allowing themselves to care for themselves and their families.
The definition is different for every country means it varies from country to country.
Some suggest loans are micro, for income generation and enterprise development.
Small loans, which enables common men to invest in his/her enterprise and
regenerate or maximize his or her living. So SRSP provide that loans and guide the
entrepreneur, that in which best way he /or she will ables to get a best possible
achievable returns.
Training in skills improvement
Training for best production
Facilitating in Product Modification and new creation
Market linkages
Publicity of products at national and international level
2.5.5 Human Resource Management ( HRM)
Generally the basic aim of SRSP is to develop the human resource at gross
root level. The organization target that community which needs training to enhance
their skill. It is upgrading of human skills of the poor such as
Managerial skills
Productive skills
Cooperative skills
To enable them to make best use of available resources for the reduction of
poverty from the society. The development of human resource tries to bring the social
guidance which will organize themselves into communities for pooling of resources,
achieving economies of scale.
Further it covers also its staff members to develop and increase their level of
learning which will help them to communicate and work smoothly.
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2.6 Regional Office, SRSP
The six regional offices based in Swat is fully decentralized in their operation.
They work directly with the community organizations. Swat regional office has its
own Regional Programme Manager (RPM) who supervises and monitors the activity
of his/her region. The details of these regional offices are given below.
2.6.1 Regional Programme Office Swat
Swat the northern most district of Khyber Pakhtunkhwak, lies at a distance of
180 km from Peshawar. The total area of Swat is 14,850 Sq Km. with a total rural
population 288,000. SRSP started its activities in this district since January 2002.
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CHAPTER 3
ORGANIZATION SERVICES
3.1 Credit and Enterprise Development section (CED)
SRSP drew up a credit policy, which was implemented in January 1995.
According to the policy the CO/WO is the most equitable and sustainable receiving
mechanism through which credit can be channeled to the most disadvantaged,
particularly women. The credit and enterprise development section realize that credit
is becoming more and more significant in supplementing farm incomes, as there is a
drastic increase in population and subsequent land fragmentation.
3.1.2 Strategy
The community and women organization can avail of credit for livestock,
micro-enterprise and agriculture. Regular and compulsory savings are necessary as
this capital is used by communities for non-lending purposes. It was essential to first
create a capital pool for lending purposes. SRSP, however has a pool of capital (donor
funds) which it lends out as part of regular credit to villagers. For this purpose it is
necessary that the credit is easily available to the rural poor and the most important is
to identify an activist within each CO/WOs who will take the responsibility for the
repayment of loans. The operational strategy for this purpose is to identify a
democratic person with the help of SOs (Social Organizers) CO/WOs (Community
Organisations/Women Organisations). After this the credit need will be identified and
activist will submit a credit demand to SO, after this the loan will be sanctioned by the
SRSP. The village activist will be held responsible for the disbursement and recovery
of the loans. The SOs can do monitoring of loans periodically.
3.1.3 Credit Windows
The loans are given to the community and women organization on three credit
windows, which are based on the tenure and purpose of the loan.
1. Short-term
Loan tenure: 4 to 9 months
Loan purpose: agricultural inputs, shop keeping and trading.
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2. Medium-term
Loan tenure: 9 to 18 months
Loan purpose: micro enterprise, annual crops and livestock.
3. Long-term
Loan tenure: 18 to 24 months
Loan purpose: land development, micro enterprise and livestock.
To reach out its target population, SRSP has made a special provision of credit
line for all community members. SRSP made a special provision of credit facilities to
the most vulnerable groups, among these the women; homeless peasants and tenants
fall in the first group and landless herders and small peasant farmers in the second
group. Collateral free loans up to 25000 with 20 % services charges per annum are
offered to individuals for the fist group. For the second group there is no relaxation of
collateral and the desired loan/ equity ratio is 90:10. For this group the loan limit will
apply according to the existing credit policy. 2 % of the recovered services charges of
all loans are paid to the community activist for their services in loan processing and
recoveries. A services charge of all loans is reimbursed to the community activist for
their role in loan disbursement and recoveries.
3.2 Natural Resource Management Section
The Natural Resource Management (NRM) section of SRSP seeks to assist
farmers to maximize the productive capacity of their land and other natural resources
through improving local management systems and introducing new and improved
technologies in forestry, agriculture and livestock.
3.2.2 Strategy
NRM adopts a three pronged strategy to carry out its mandate within the
programme area: First Research Demonstration and Adoption (RD&A), Second
Human Resource Development and third Institutional linkages. RD & A is one of the
most important means of introducing SRSP to the C/WO.
3.2.3 Training of Village Extension Workers (VEWs)
The development of village specialist is the starting point of SRSP
intervention in any village after which NRM inputs are provided. The VEWs not only
play a vital role in the transfer of technology to other farmers but also are instrumental
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in establishing linkages with government line departments for procuring agricultural
and other inputs, which they sell at a profit to their communities.
3.3 Planning Monitoring, Evaluation and Research (PMER) Section
3.3.1 Role of PMER:
Any process must start initially with planning. The implementation process
must be monitored and for value addition into future learning, research and evaluation
must be carried out as well. Planning helps to focus on the direction and goal to be
achieved. Monitoring realigns the direction and focus during implementation and
allows necessary course correction. Evaluation ensures that future planning is of
improved quality and mistakes made during implementation are removed at that stage.
Research helps in introducing new and positive dimensions to the type of programme
being carried out.
3.3.3 Planning Support
PMER will facilitate the short term and long term strategic planning process
by introducing various modules e.g. the logical framework analysis and ZAP. The use
of these modules will assist sections in systematic and holistic planning of activities
and projects, setting realistic targets and gaining a picture of the wider objectives and
impact of the programme.
Strategy Planning
Due to the ever changing socioeconomic environment and the needs of the
people is also changing so SRSP will respond positively by revising its strategy after
every four to five years to appropriately address the practical need of the people and
this is done by a series of interactive dialogues with the concerned section, staff and
the communities.
Annual Planning
The annual planning will base on past performance s, the meeting of targets,
continuous assessment and appropriate adjustment of programs and activities, and
agreements reached with the government and with the donors.
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3.3.4 Monitoring:
For regular monitoring information is necessary for the improvements in
programme. Regular monitoring of activities at the field level as well as through
evaluation studies is carried out. In 1994, the PMER(Planning Monitoring, Evaluation
and Research) had design a monitoring system from the field to the Head Office level
for the purpose of regular monitoring.
Evaluation Case studies are most useful in assessing programme impact. These cover
technical as well as institutional aspects of the programme. PMER has put greater
emphasis on conducting evaluation of Programme activities in the field. For this
purpose they pursued two strategies: First training field staff for writing their own
case studies because they actually involved in implementing programme components.
Second more in-depth and less frequent, analytical case studies assessing the longer-
term impacts and progression towards sustainable development.
3.4.1 Health, Nutrition and Family Planning (HNFP)
The objective of this programme is to improve the basic health of rural
communities. The main objectives of this section are to upgrade the knowledge and
skill through community health awareness and reduce morbidity and mortality in
disadvantaged rural women and children. By awareness mean educating women about
basic health and hygiene practices. The second objective is to train the male and
female health workers in the project areas. In the workshop conducting in 2002 it is
felt that the training of female health workers is short and limited, which does not
allow them to respond to primary health care PHC (Primary Health Care) problems.
So proper and complete training must be given to female and male health workers.
The third objective is to establish and effective liaison with the government and non-
government health, education, family planning and water and sanitation services
providing agencies. In the family planning sectors, the SRSP links up WOs to the
government PWD (Population Welfare Department) by undertaking joint visits to
WOs with PWD staff. Many women are referred to family planning services through
the CHWs as (Community Health Workers) were as through SRSP health staff.
3.4.2 Education Programme
The adult literacy rate in the province stands at 37.3% with girls literacy as
low as 21.1%. Pakistan as a whole is lagging behind in all areas of social
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development. Therefore serious and effective activities in the Social Sector especially
education needs some serious thinking and working. SRSP education programme is
broadly based on service delivery. Primarily, SRSP has demonstrated a model based
on the concept of Community Based School (CBS) for adoption to the provincial
government education department. SRSP believes that education is a fundamental
right of girls and there is a genuine need to educate the communities on child rights
with special focus on the importance and value of girls’ education.
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CHAPTER – 4
STRUCTURE AND REVIEW
“An organization is a consciously coordinated social unit, composed of two or
more people that functions on a relatively continuous basis to achieve a common goal
or set of goals.”
Sarhad Rural Support Programme is an NGO (Non Governmental
Organization) was established in 1989 as private (guarantee) Limited Company under
Article 42, of the Company’s Ordinance 1984. It has Six Programme Regions located
in South and North of Khyber Pakhtunkhwa. These six regions are Charsadda, Kohat,
Mansehra, Abbottabad, Peshawar and Swat. The Head office of the SRSP is in
Peshawar.
4.1 SRSP Head Office Peshawar
As the regarding to the Head Office of SRSP, it is located in Peshawar.
Actually it is not working like Head Office. Usually the sub offices or the branch
offices are answerable to the center office. It has a Board of Directors, which has
experience committed people. The experiences are as farmers, entrepreneurs, past
experience with the highest echelons of the government, environmentalists,
sociologists and technocrats. The Board sets the policy, monitors its implementation
and provides timely feedback on programme implementation. The next tier is the
management, which is at the Head Office as well as heading the regional teams. The
regions are completely decentralized in terms of operation, staff matters. The budget
is allocated to the regional programme managers (RPMs), which they manage for
effective implementation of the programme. The core management at the Head
Office, provides backstopping support to the regions, streamline systems of finance,
HRM, PMER, engineering, social sector and gender, monitor programme progress
and give feedback to the BODs. It has a total of 398 staff members, out of which 63
are women. From the total, 237 are professionals and out of these 61 are professional
women.
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4.2 Organizational Chart
The organizational chart of SRSP is given on the next page, which shows
different layers of management of the organization.
HRM Section Organ gram
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BOD
CEO
PM HRM
MANAGER HRM
HRM OFFICER MALE/FEMALE
ASSISTANT HRM
4.2.1 BOARD OF DIRECTORS (BOD)
The boards of directors are the supreme authority of the Sarhad Rural Support
Programme (SRSP). In the actual meaning they are the body that run the organization.
The BOD are the policy makers for the SRSP. They are putting their efforts and in return
they receive an honorary membership. As they are non-paid staff of the organization.
The Bod includes and covers different peoples from the different fields of the society i.e.
Politicians, Bureaucrats, Social workers, Economists and etc. They are the people, which
are highly qualified and experienced. They help the organization in the time of crises and
check the proposals about different projects. Another responsibility of the BOD is to take
the progress report of the organization. The performance of the individual is also
discussed in the meetings of the Board. Further they give promotion to that employees,
who shows batter performance during their tasks, assign to them. They also layoff
certain employees that are non responsible and not committed to their work.
For the above very tasks the BOD make rules and procedures which are known
as the “SRSP Employees Service Rules 1994”. According to that service rules BOD is
group of qualified and experienced peoples, which are to help the organization. The
BOD also makes
Recruitment
Selection
Promotions
Amendments in the Service rules
Making approval for new projects
Looking for the funding body
Recruitment is carried out by the BODs. The recruitment is needed when new
position is made in the organization or a new project is assign to the SRSP. Recruitment
is the main function of HRM section. Board decides about the salary and other benefits
also. Usually the BODs makes the appointment of the new Chief Executive.
They create also new posts and their designations, for such reasons the board
may appoint a committee to:
Create additional position;
Downgrade the existing positions;
Abolish the existing positions.
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Selection of right man at time and at right place is the job of the BODs, because one
wrong decision can result in many losses either in terms of money or time.
Promotion is the result of good performance done by the employee. As the BOD
evaluate the overall performance of promoting individual. The negative aspect of the
performance evaluation is the Layoff from the job.
Making amendments in the Service Rules is the job of the BODs. Whenever the board
feels that the organization needs changes so they make amendments. These amendments
are made by the majority of the Directors vote in the favour of the amendment. For
example amendment in the titles like From Chief HRM to Programme Manager HRM
and Regional Programme Manager (RPM) to regional Programme Officer (RPO).
Making approval for new projects, when the project is prepared at first the proposal is
made for the BODs. When the board checks the requirements and applicability of the
project, then they issue orders for the detail project feasibility. The directors always have
close look on the funding body or agencies. They also see that the donor is interested in
which field and whether, we fulfill the requirements demanded or not. So they also make
certain proposal for such type of projects, to get the projects.
Chief Executive Officer
The CEO provides leadership on the strategic issues.
Keeps his BODs well informed and ensures that the organizations is achieving
the desired objective and goals specified.
He communicates directly with each employee to ensure the quality of work.
The CEO has close look on the key accounts personally and give them proper
time.
Over all Administration and Supervision of the SRSP and report to BODs on
every activity.
Issue various appreciation letters to the deserving staff for their performance
and motivation.
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Make recommendations for promotion of employees on the basis of their
activities.
Check and provide technical assistance in making projects to the staff.
Enhancement of the staff development inside or out side the country.
Link with the regions and check their activities with the RPO’s.
4.2.4 MANAGER HRM
The Manager HRM of the Sarhad Rural Support Programme shall report directly
to the Programme Manager HRM. The grade of the Manger HRM is 7. The manager
HRM is also the second person or assisting the PM HRM. While in the absence of PM
HRM he also takes over the responsibilities of the Programme Manager HRM. Further
he carries out the following duties and responsibilities;
Manager HRM is responsible for day-to-day operations of HRM section and
personnel matters, as well as long term Planning of the program
4.2.5 Human Resource Development Officer (HRMO)
The HRM Officer of the Sarhad Rural Support Programme shall report directly
to the PM, HRM incase of Head Office or to RPM incase of regions. The grade of the
HRMO is 5 and he is assisting the manager HRM in various functions of the section.
There are two HRMO, s in section at every region and also at Head Office, one is male
and one is female. The following are the general and specific duties and responsibilities
of the HRM Officer;
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CHAPTER -5
INTRODUCTION TO HRM
In order to achieve the priorities and needs of the impoverished communities,
and a proper building of capacities in these poverty-stricken areas was not possible
without the assistance of the Human Resource Development Section. As for as the
need of such department section was also really felt in the organization, because the
staff morale is also the main the focus of the SRSP. The organization also wants to
meet new challenges and goals so the employees must be updated with current living
(Salary), their development in future long term aspects, trainings and the proper
rights. SRSP HRM section is also act like a bridge between development agencies and
different NGOs.
5.1 Human Resource Planning (HRP)
Human resource planning is the process by which managers and teams ensure
that they have the right number and kinds of people in the right place, and at the right
times, who are capable of efficiently and effectively completing those tasks that will
help the organization achieve its goals and objectives. HRP translates the
organizations objectives into terms of the workers needed to meet those objectives.
Now every Human Resource planning consists of some steps, the HRM
Recruitment policy of SRSP also relies on some steps which are: -
Mission Formulating:
Establishing goals and Objectives
Assessment of the current Human resource
Developing a profile of the Organizations current employees
A) Human resource information system:
B) Replacement Charts
Assessment of future Human resource needs
Development of Future programs
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If the Organization indicates a understaffing then the management would feel
a need for more staff to be hired is such situations recruitment takes place.
And on the other hand if HRP indicates over staffing then Decruitment takes place.
5.2 Job Analysis
As the Human Resource development section or any personnel department
starts its HR functions with the proper planning for the prosperous future of the
organization. The Job analysis is the important step of the HRM section of the SRSP
for the effective planning. As far as the planning is concenered in SRSP it relates to
the BODs. The board considers many aspects of the planning in the context of job
analysis. This function is distributed among the BODs and the HRM section. As the
recruitment of the grade 10 and 9/8 which is the CEO, and RPO, s or PM respectively.
So the job analysis is done through the HRM section but the help and approval of the
CEO and then further by the BODs. The HRM section make job analysis for
Creation of the new jobs
The performance of the present job
Removal of the existing job
5.2.2 Job Description
Produce an outline of the broad responsibilities (rather than detailed tasks)
involved in the job the personnel department would then produce a job description.
This describes the nature of the job and the responsibilities involved, usually in great
detail. The job description is useful for informing applicants exactly what the job
entails, and also for settling any later disputes about the tasks that the person
appointed has been asked to perform.
5.2.3 Job specification
Job specification is also written, stating the qualifications, skills, previous
experience and other personal qualities that the person must have. What skills,
experience, qualifications and attributes someone will need to do the job as defined in
the task analysis and job description.
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5.3 Recruitment of the SRSP
5.3.1 Appointment rules according to SRSP Service Rules 1994
Appointment shall be made only against established positions, for which
approved job descriptions ad budget provision exist.
Appointment shall be made in one of following ways:
1. By direct recruitment and selection (internal or through external).
2. By borrowing services of the personnel from Federal or provincial
Government Departments, or autonomous or Local Bodies, other
NGOs;
All regular appointments to the positions in grade 7 to 10 and grade 5 shall be
advertised appropriately. In the case of the grade 6 the open advertisement will
made if the employees from the internal organization is not available. But the
position in grade 1 to 4 will be advertised internally and the among the general
applicant and the other NGO’s.
There are appointing authorities for
Grades 10 Appointment will be made by BODs.
Grade 8/9 Appointments will be made by BODs.
Grade 5 to 7 Management Committee comprising CEO,
concenered PM, concenered RPO and the secretary of the
committee.
Grade 1 to 4 PM or the nominees for the head office,
RPO, SSO (Senior most).
A candidate for initial recruitment to a regular post must:
1. Possess the requisite qualifications/experience.