CECOS UNIVERSITY

HISTORY

In the year 1986, Engr. Muhammad Tanveer Javed established a small private sector

institution - CECOS Data Institute with only five computers and a very few students in

Peshawar Saddar. CDI designed a One-year diploma course in Computer Science. Later

this institute got affiliated to Peshawar University becoming the premier college to offer

post graduate courses in computer science and University of London for certain computer

courses. CECOS established the first private sector Commerce College in Peshawar in

1987. Later, in 1994 the campus extended to Hayatabad, as CECOS Data College and

programs of BSIT, MSIT, BCS, MCS, BBA and MBA were started and was also

authorized to be "Action Learning Center of Software Development" by UGC and

Ministry of Communication to conduct Post-Graduate-Diploma in Software

Development. The Institute of Cost & Management Accountants of Pakistan (ICMAP)

declared it as their Peshawar Center. In the year 1996,College of Engineering and

Information Technology was opened by CECOS to run Communication and Civil

Engineering programs and got affiliated to NWFP University of Engineering and

Technology. CECOS also moved to open the CECOS London College of Information

Technology and Management in 1998, registered under UK rules, to facilitate credit

transfer of their students to American and European Universities and to market software

developed by their students and conduct split degree programs. In the year 2001 CECOS

IT Park Project was opened with the aim to provide live facility to the students for the

development of software and to capture the huge International software market.

The University is recognized by Higher Education Commission, Govt. of Pakistan.

CECOS University has also received accreditation from International Universities

Accrediting Association, USA.

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N ATURE OF ORGANIZATION

Since last 16 years, CECOS is in tune with education in the fields of Information

Technology, Computing, Business Studies and Management Sciences.

Men and women with diverse functional backgrounds together explore advanced IT &

management concepts as well as practical applications. They communicate ideas and are

inspired to think more strategically and analyze more critically. Now it plans to

participate in building the capacity and infrastructure in the field of Information

Technology, Biotechnology & other Emerging Sciences required to facilitate an

educational revolution in Pakistan. Beside establishing educational Institutions for human

resource development in the field of IT, Engineering, Management Sciences, an office in

London is functioning over the past thee years, to manage and facilitate further

continuing education of CECOSians for admission with full credit transfer to prestigious

Universities of UK and USA. This office is also marketing the software development and

export potentials of CECOS.

VISION

The vision of CECOS University says,

“We are building a community of leaders. It is learning and networking community, with

an impressive mix of both experienced business and IT professional people interested in

general management and knowledgeable instructors dedicated to looking at business &

IT oriented environment in an integrated way. If people join our community, expect to

change -- to change the way they think... the way they approach problem solving... the

way they look at their work environment. It is a transformative educational experience,

one that can move them to the next level of success.”

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MISSION STATEMENT

The mission statement of CECOS University is “To provide quality education to it’s

every student so that our students get utmost benefit from the modern age IT facilities

with best possible environment and make them competent enough to face this challenging

era.”

AIMS & OBJECTIVES

To emphasize on student centered learning.

To develop education programs, integrating theory and practice for better results.

To encourage creativity, learning and individual enterprise.

To promote international perspectives in the curriculum, among students and

faculty.

To create an environment where students can develop analytical abilities

To plan measures and continuously monitor sustainable development of the

University.

To promote a sense of responsibility and the divine desire of learning in its

students for active participation in the development of our communities.

VALUES

With a blend of knowledgeable instructors and zealous students CECOS UNIVERSITY

believes in

Intellectual honesty,

Authentic communication,

Managerial integrity,

Personal responsibility, and

Mutual respect and support.

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HR ACTIVITIES IN CECOS UNIVERSITY

There is no HR department in CECOS and it relies on HR activities.

RECRUITMENT METHOD

CECOS uses both external as well as internal methods for recruitment process. External

is done mainly through advertisement. CECOS has a policy of Blind Box advertisement

in which the name of CECOS is not revealed. Internal is done through employee referral

i.e., the management first announces the vacancy internally. Employee referral is very

good because their own interest is also involved in that because after all they have to pass

time with them and it’s also less time and cost consuming for the institute. The

management also looks in international as well as national market for required people.

SELECTION METHOD

It takes time. First a preliminary interview is taken and nobody is expelled out or

disqualified in that interview. After that a demo is taken and the candidate is given a topic

of either the selection committee’s choice or of his own choice. After that he has to

deliver a demo in front of some fresh and some old students along with a penal of

teachers. He/she is asked questions at the end of demonstration. This is a part of initial

recommendations and he is recommended to registrar and again another penal interviews

him. His pitch of sound, subject knowledge, general knowledge, and eye contact are

examined. Preliminary interviews, Demonstration, Detailed interview, Writing skill,

Sound pitch tests etc. are taken in selection process. A semi-structured interview is taken

but the management knows how much importance should be given to different areas. So

far there are no exit interviews, i.e., the interviews taken from a staff member who is

leaving CECOS for any reason but the management aims to introduce them as well. The

candidates for teaching are judged in their basic knowledge about their subject. Some

general questions about their subjects are also asked. There is a structured pro-forma for

evaluating the candidate, which overcomes the shortcoming of halo-effect up to a great

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extent. An HR specialist, a teaching specialist, an English language specialist are there in

the selection panel in the demonstration session.

ORIENTATION OF NEW EMPLOYEES

The newly selected candidate is introduced to all staff and also to the Vice Chancellor of

CECOS. The orientation of the new employees is done formally and individually. He is

introduced to the students and teachers by any responsible authority. Because of this

practice he/she is familiarized with the staff as well as with the students. And due of this

practice the chances of rise of any conflict is lowered because due to this orientation

session, students come to know about their new teacher in a better way. In some cases

where this orientation practice was not done, some unnecessary conflicts aroused

between teacher and students and that was just because of the distrust of students over

their teacher because they were not well aware of their teacher’s abilities and past

experience and ware therefore not ready to give him any credit. New employees are

introduced even to librarians and to all those with whom he/she has to interact. In this

way a formal, serial, type of orientation is conducted.

TRAINING AND DEVELOPMENT PROGRAM

There are different training programs. For example if it is come to know that a teacher of

M.Sc. Mathematics has the ability to adopt Discrete Mathematics even he has not learned

that subject in his educational life, but due to his/her potential abilities, it becomes a

challenge for him/her and tries to learn that subject as much as possible from various

sources. In this manner he/she gets more and more learning and brings improvement in

his/her teaching skills. Internet surfing facilities are also provided. Employees are sent to

different seminars as well. The management aims to materialize some ideas of training

session in summer vacations. Whenever it is felt that a specific subject needs more than

one teacher, the management used to send two subject specialists in a single class. For

example, there is a subject called “Consumer Behavior and Market Analysis” that needs a

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subject specialist from Marketing discipline as well as a subject specialist from

Psychology discipline. So teachers of Marketing as well as of Psychology are sent in the

class at the same time. This improves the knowledge and understanding of both the

teachers and as well as of the students. This is a unique method of training and

development introduced by CECOS in Peshawar specially. The results of this practice are

tremendous.

METHODS OF PERFORMANCE APPRAISAL

A pro-forma is there to judge the best employees. For good teachers on annual basis,

awards and shields are given to them. Personal increments and special increments on the

basis of performance are also given.

RESOLVE CONFLICTS

There has never been any conflict among employees but rather CECOS faces conflict

between employees and management. The reason for no conflicts among employees lies

in its staff room where all the employees get together and share their ideas and thoughts

with one another and also help each other in their subjects. In the form of a mutual staff

room, a healthy environment is provided to them, which harmonizes their mutual

understanding. Internal discussion develops them a lot because that are conceptual

discussions and all the employees share their knowledge. Employees have mutual Iftar

parties etc. Diverse workforce is a challenge and a positive aspect and CECOS always

welcomes them and manages such a diverse workforce just because of its policy of

equity. There is no such threat of lobbyism and grouping in CECOS.

MOTIVATE EMPLOYEES

There are many factors. For example salary rise, learning and exposure, or giving them

some responsibilities for example, to tell them to computerize all the data of CECOS and

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this will increase their good will and reputation. So they get to be motivated and do that

task with immense pleasure and confidence. Moreover, old age benefit schemes are also

in consideration for employees. CECOS does not believe in snatching employees from

other institutions rather it prefers fresh candidates and develops them.

HUMAN RESOURCE INFORMATION SYSTEM OF CECOS

There are personal files of each and every staff member. A full detailed computerization

of data from each and every discipline is going to be done very soon. Online examination

is also in consideration. So far, the data of employees have not yet been deleted. A

complete database of the teachers, students and all the other working staff will be created

very soon. The data of any teacher is not removed so quickly because sometimes it

happens that those teachers who left CECOS due to any reason, they come back and join

it with more pleasure and enthusiasm, so there is no need to set a selection committee for

them again because all their previous record is saved in their personal files. So in that

case, it becomes very easy for the management to decide whether to select that person or

not on the basis of his/her previous record.

DISCIPLINE

Discipline is giving immense importance. Time-in and time-out are very strict for

employees. Some portion of salary is also deducted if an employee is not punctual for

more than two times. Feedback from students is received by the management for “What

is taught in the class” and “Are they satisfied”. Labor laws are strict and teachers have to

give the maximum of their performance.

INTERNAL AND EXTERNAL CHALLENGE

Constant governmental change in educational policies is one of the biggest challenges for

CECOS. For example CECOS is accountable to HEC as well as to Engineering board of

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Pakistan and it has to follow their rules and regulations strictly. For example they have a

rule that an employee must have a more than one-year experience in an institution. Those

employees that have not yet completed one year in CECOS are not given the status of

employees by HEC. Moreover, they have formulated certain rules for Ph.Ds and

producing that large number of Ph.Ds is very costly but we have to follow their

instructions. Internal challenge is our scarce resources. CECOS needs a lot of funds for

establishing a standard engineering laboratories and workshops and fund rising is the

biggest challenge for it’s survival.

VALUES OF CECOS

For CECOS, Value is anything you value. Quality of education is valued very much.

From employee’s point of view, there are some flaws. But it is adopting some values for

example, good salary, employees old benevolent fund, and health insurance for

employees. CECOS value interest free banking and that is the reason it does not deal with

banks very much. CECOS is trying to insure itself with Islamic Insurance System,

Taqafal. From teaching point of view, we value only one thing and that is QUALITY.

The students of CECOS are those that didn’t get admission in Government institutes of

Engineering, Management Studies and Business etc just because of their marks. CECOS

believes in providing the students with every facility, which will help them in enhancing

their existing knowledge, assisting them in exploring new fields and horizons by giving

them the quality education and making them groomed in every manner so that when

he/she leaves us to join the practical world; he/she is able to stand tall amongst the rest

and achieve great heights of success. CECOS is building a community of leaders. It is

learning and networking community, with an impressive mix of both experienced

business and IT professional people interested in general management and

knowledgeable instructors dedicated to looking at business & IT oriented environment in

an integrated way. If people join this community, expect to change -- to change the way

they think... the way they approach problem solving... the way they look at their work

environment. It is a transformative educational experience, one that can move them to the

next level of success.

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NEED FOR HR DEPARTMENT

There should be proper HR and Employee Development departments. Because machines

cannot replace Human Resource. CECOS has good infrastructure and quality education

but a need for proper HR department is still there.

DISCUSSION

(Starting with the name of Allah, the most Merciful and Almighty), This research

work is conducted for an educational purpose by Muhammad Fahad and Arooj Zeb under

the supervision of subject specialist Ms. Aqsa Siddiq. The research analyses the human

resource activities of one of the most reputed educational institutions of NWFP, i.e.,

CECOS University. The interview on the basis of which an analysis is made is taken

from Mr. Ubaid Ullah, the Incharge of CECOS Management and Information Sciences

Campus (Hayatabad Phase 2), Peshawar. He is a very responsible and trustworthy person

and the information provided by him is reliable and valuable. We are very grateful to him

for his utmost co-operation. We also wish to acknowledge the assistance and guidance of

our subject specialist Ms. Aqsa Siddiq.

Mr. Ubaid Ullah belongs to village Akbar Poora, District Nowshehra. He has

done M.Sc. Statistics and MBA (M.I.S) and now doing M.S (Finance). He served as

Govt. Statistical Officer for eight years. After leaving that job, he has been serving in the

field of education in different institutions for the last four years. He has been a visiting

teacher in University of Peshawar and in Pakistan Rural Academy, Peshawar. Now days

he is serving in CECOS University with an additional charge of administration and

management of that campus. Although he is the Incharge of a whole campus but the

interviewers found him very down to earth and co-operative with the students who come

for research purposes. A detailed interview of length one hour was taken from him and he

dealt with co-operatively.

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CECOS University is providing the educational services for the last twenty-one

years (since it’s evolution till now). One of the very common problems of private

institutions is that although they are providing quality education and standard services but

they lack funds and are mostly short of finances. Moreover, the government policies are

stricter for private institutions while public institutions are given relaxation in this

regard??? CECOS University is also suffering from lack of sufficient funds these days.

Starting with the Vision of CECOS University, which says, “ We are building a

community of leaders”, teachers play a significant role in the lives of students. Many

teachers prove to be role models for their students. So what are the criteria of CECOS for

selecting Role Models for their students? The criteria are good as well as strict enough to

choose the best faculty for their institution. But the main thing is that how do you retain

that good faculty with you, because to fulfill material needs, one has to think beyond the

environment and the quality of experience. Let’s see what steps CECOS has taken in

order to make their vision more vivid and substantial.

The interviewed person reveals in his interview that during recruitment process

they prefer Employee Referral because the staff working there is aware with the

environment and culture of CECOS in a better way and for making personal reputation

good; they always refer a good and proficient person. CECOS believes in ‘Make Policy’

rather than ‘Buy Policy’ and that is the reason they mostly hire fresh candidates. For this

they have some very good reasons. According to them, fresh candidates who have

recently done their Masters are much more enthusiastic and confident and also they need

some respectable job. Moreover it is easier for them to mould into our culture. This is a

very appreciable approach.

The next step that is Selection process is lengthy and the criterion is very strict. A

candidate has to show a hundred percent performance regarding his/her personal abilities

and the subject in which he/she has done Masters. He/she must show a full command

over the subject. But here a question arises that whether is it possible for a fresh

candidate to show that much performance and fulfill the high expectations of the

selection penal? And aren’t they pressurized unnecessarily? But this practice also reveals

that whether the candidate can work under pressure or not. However, the courtesy

interview practice is proving to be a good public relations exercise for CECOS because

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this kind of interview increases the reputation of the organization in the eyes of a

candidate. But it is quite noticeable that nobody is eliminated in the preliminary

interview, which lengthens the selection process unnecessarily. In the selection process a

personality test i.e., the Bernsenter Personality Inventory test will prove to be very

helpful in evaluating the personalities of the candidates and decision-making on the basis

of that test. Another problem of Halo Effect during interviews is overcome by using a

structured pro-forma for the evaluation of the candidate but still it can’t be eliminated

totally.

The orientation of the newly employed candidates is done formally and

individually. Each employee is introduced to the students and all the other staff of the

institute by the Incharge or by any other responsible authority (experienced teacher or

other staff member). But the new employee is told nothing about the Vision, Mission and

the History of the institution. It is necessary to realize them the objectives and the vision

of CECOS. This will give them a direction to channelize their efforts.

The training and development sessions are giving confidence to the employees

and used to learn new things. The most appreciable thing is that teachers are performing

dynamic activities and development constantly takes place. Including ethics in the

development program sessions can enhance their motivation level by making them job

loyal. In profession like teaching, positive attitudinal change is very necessary for

resolving conflicts but the management of CECOS is not doing any efforts in this regard.

Monetary incentive holds a strong place but it is not always the money that

enhances the motivation level of employees but the attributes like care for other’s self-

respect, share in decision-making, authorities in hand (although limited) are also better

incentives if realized. The employees of CECOS are given confidence by handing over

more responsible tasks. Interestingly a sense of smugness and snobbery could easily be

created in the minds of the employees and they will put more and more efforts for the

sake of high repute unconsciously. The methods for performance appraisal and increasing

motivation level are not satisfactory and sufficient. The management should seriously

think about that because if the employees are not appreciated for their hard work, they

will opt to leave the institution and remember good employees are the assets for any

organization.

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The computerization of human resource information system of CECOS is in its

initial stages and it is strange why they started it so late? May be the previous poor

management is the reason but now it is good to see that the current management has

taken serious steps in this regard.

In the last the discussion is concluded with a suggestion that, keeping in mind the

importance of Human Resource Management now days, it is good to have a separate HR

department in CECOS. Although the University is running successfully but still there are

some issues that require full concentration and to be dealt with wisdom and an HR

approach; the most important one is employee’s motivation and performance appraisal.

Moreover, according to the interviewed, Mr. Ubaid Ullah, there are conflicts between

employees and top management. The only reason for such conflicts is a lack of proper

human resource management department because in the absence of that, employees used

to discuss about their conflicts with one another rather than with any authority. Although

the Incharge is there to sort out those issues but he has a limited set of authorities and

cannot take decisions alone. It is not wise to run four different campuses of a University

without a proper Human Resource Management Department. For the time being the

University is running successfully but in the future, they may face employee’s high turn

over rate due to lack of proper and evident handling of human resource. The current

management of CECOS also thinks so and so is the thinking of the two researchers i.e.,

Muhammad Fahad and Arooj Zeb.

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