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Prepared ByPrepared ByRizwan Ramzan AliRizwan Ramzan Ali

Vishan DasVishan DasImran HussainImran Hussain

Human Resource Management Term Report On AKUH 5–2

INTRODUCTION.

Aga Khan University was established in 1983 through a charter of Government of Pakistan. The Aga Khan University Order 1983. This Charter provided broad and unrestricted range for initiatives for “promotion and dissemination of Knowledge and technology… in the health sciences and such other branches of learning as the university may determine… in Pakistan and abroad.”


INTRODUCTION

VISION Aga Khan University & Hospital will be an

autonomous, international institution of distinction, primarily serving the developing world and Muslim societies in innovative and enduring ways.


INTRODUCTION

MISSION Aga Khan University & Hospital; is committed

to the development of human capacities through the discovery and dissemination of knowledge, and application through service.

It seeks to prepare individuals for constructive

and exemplary leadership roles, and shaping public and private policies, through strength in research and excellence in education, all dedicated to providing meaningful contributions to society.


THE AGA KHAN UNIVERSITY’S COMMITMENT TO HUMAN RESOURCES

THE AGA KHAN UNIVERSITY’S COMMITMENT TO HUMAN RESOURCESThe AKUH lays great emphasis on the importance of “Human Assets” in their vast area of development network throughout the world.

His Highness Agha Khan as incepted in one of his early convocation addresses excerpt given below

“… … …We must do all we can do to keep our good people and to sustain the highest level of quality in what we do. Without good people, we cannot afford quality. Without quality, good people would not choose to stay…”


HUMAN RESOURCE DIVISION

PURPOSE OF IT’S EXISTENCE IS TO : Attract, develop, motivate and retain high . caliber faculty and staff.

Act as strategic partners and players with the line managers to positively influence and support AKU’s strategic direction.

Be employee champions by advocating quality of work life.

Serve as a resource for The Aga Khan Development Network.


RECRUITMENT DEPARTMENT

MISSION Staff Recruitment Department at Aga Khan University

aim to provide the best recruitment solutions to meet the diverse staffing needs of our Institution.

The department is responsible to assist supervisors/department heads in recruiting and selecting suitably qualified, high-caliber faculty and staff for vacant positions in a timely manner.

Being equal opportunity employers, Department ensures that the best candidate is selected purely on merit basis.


INITIATING RECRUITMENT PROCESS

DEPARMENT HEAD

RECRUITMENT DEPARTMENT

PERSONNEL POLICIES ADMIN&

COMPENSATION DEPT


RECRUITMENT PROCESS

There Are Two Sources From Which Candidates Are Searched.

1. INTERNAL SOURCES

2. EXTERNAL SOURCES


RECRUITMENT PROCESS

INTERNAL SOURCES

Internal Administration

Intra-net at AKU is very increasingly and effectively used for such purposes.

Those who have access to intranet accounts. Otherwise, openings posted on the notice boards attract the attention of employees.


RECRUITMENT PROCESS

EXTERNAL SOURCES

Employee Referrals Educational Institutions Announcements in Jamat Khana Advertisements

-Local Newspapers

-Foreign Newspapers


SCREENING PROCESS

PRELIMINARY INTERVIEW

Preliminary Interview is taken to eliminate the unqualified candidate for further process.

APTITUDE TEST

For different candidates aptitude tests are prepared to check their abilities.


SCREENING PROCESS

INTERVIEWS

This is the most important part of selection process in Pakistani context, because other methods are considered too sophisticated and costly.

REFERENCE CHECKS

References are consulted to find out whether information provided by the candidate is reliable and accurate.


SCREENING PROCESS

DOCUMENT VERIFICATION AND REFERENCES

At the time of joining, the Recruitment Officer checks

the prospective employee's original educational documents and service certificates. Further, a copy of the last degree/certificate is sent for verification to the issuing authorities.

References from previous employers are checked for

all new employees hired in grade 9 and above.


SCREENING PROCESS

OFFER OF POSITION The Recruitment Department will prepare a

suitable offer for the candidate based on a comparative analysis of other faculty members working at a similar level and having comparable qualifications and experience.

Director, Human Resources / Recruitment Manager will be responsible for making the final offer and explaining the benefits and other terms of employment to the candidate.


SCREENING PROCESS

LETTER OF APPOINTMENT

Upon acceptance of the offer, the Recruitment Department will prepare a letter of appointment, which will be given to the candidate along a summary of benefits and other related documents.

JOINING FORMALITIES Recruitment Department will ensure completion of all

the joining formalities. These include procuring a work permit and work visa for expatriates, arranging for a pre-employment physical examination and ensuring completion of the personnel file.


SCREENING PROCESS

RECOMMENDATION

An assessment center can be useful for an organization like AKU. Since most of the jobs at AKU are critical in nature, it will help to identify the communication skills and personality traits needed from potential employees. This mode of selection will ensure that the selected ones integrate easily and will be able to meet the demands of their jobs.


ORIENTATION

It is the policy of AKU to conduct new employee orientation programs to familiarize employee with the goals and objectives of the institution, its history, and organization structure, range of services provided, its place within the community, and how every employee contributes to the institution’s success.


ORIENTATION

GENERAL ORIENTATION

Every employee is required to attend a general orientation.

DEPARTMENTAL ORIENTATION

The employee’s supervisor/department head has the responsibility to induct the new employee into the Department and position


ORIENTATION

RECOMMENDATION

The current general orientation is day long. All employees belonging to different departments like nurses, HR officers and lab technicians are grouped together and given an orientation


TRAINING & ORGANISATION DEVELOPMENT

• AKU provides extensive learning opportunities to its employee for their professional development to enhance their productivity and quality of work life. For this purpose institution have Centre of English language, ISD and Human Resource Development Department to provide employee with extensive and job related training programmes.


TRAINING & ORGANISATION DEVELOPMENT

SERVICE AGREEMENTS

AKU sponsors faculty and staff for training/educational programs, based on Institutional objectives and related needs for the professional development of our faculty and staff

TRAINING SPONSORSHIP FORM

Candidates are required to fill out the form and get it approved by the concerned signatories


PERFORMANCE EVALUTATION/APPRAISAL

Performance appraisal is intended as a means of measuring and enhancing individual performance, fostering professional development and career growth, determining merit increases, and meeting the internal and external demands for documentation of individual performance.



At AKU, performance of all faculty and staff is assessed on an on-going basis by respective supervisors and department heads.

Performance appraisal at AKU is an open appraisal system, requiring that a faculty/staff member be provided ongoing feedback (formal or informal) about his/her performance, and the opportunity to give his/her views.



THESE ARE DIVIDED IN TWO CATEGORIES

Non-Management Staff Performance Appraisal

Management Staff Performance Appraisal



RECOMMENDATION

The current performance appraisal is of 6 pages, which makes it too time consuming and costly. AKU should make use of their in house IT department and intranet infrastructure to enable online performance appraisal. It will help them to be cost effective as well as improve time efficiency


BENEFITS & REWARDS

Performance management is an excellent method of helping councils deliver lasting improvement. It does this by ensuring individuals, teams, and ultimately the organization, know what they should be doing, how they should be doing it and take responsibility for what they achieve


BENEFITS & REWARDS

There are seven steps that the Aga Khan University & Hospital follows when they follow the final implementation stage of performance appraisal.

The seven steps are :


BENEFITS & REWARDS

Develop Business Plans Establish what aspects of performance need to be

measured Set up systems to monitor and evaluate Agree specific performance objectives Develop an internal communications system Ensure the performance appraisal system is in place, is

well understood and working effectively

Recognize and reward good performance


BENEFITS & REWARDS

RECOMMENDATION

One area can be managed well. Effective induction and probation processes for new employees are extremely important in setting the right expectations for performance on both sides. If this early stage is managed well it may be possible to intervene to prevent or minimize individual capability issues later on through personal development or redeployment. Feedback from this process may also highlight problems with job design or recruitment processes, which then need to be rectified.

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