Toward an indigenous perspective on HRM
| dc.contributor.author | Ali, Qamar | |
| dc.date.accessioned | 2017-12-21T05:10:05Z | |
| dc.date.available | 2017-12-21T05:10:05Z | |
| dc.date.issued | 2011 | |
| dc.description | Supervised by:Professor Dr. Zafar Iqbal Jadoon | en_US |
| dc.description.abstract | The purpose of this study was to identify external and internal forces shaping HRM practices in textile industry of Pakistan. The study aimed to describe the context specific HRM practices in textile industry. Interviews were used as a source of primary data collection. Taking Faisalabad city as a case, top HRM officials from ten respondent organizations in textile industry were interviewed. An interpretive approach to research design was adopted using ‘human as an instrument’ for data analysis. Findings of this study illustrate that due to extensive competition in last few years HR planning has received serious attention in textile industry. Recruitment is challenging in case of hiring of skilled workers, because skilled labor is not abundantly available in labor market. Selection is centralized as far as mainstream hiring is concerned. Mostly candidates are selected on reference basis, because of the political backgrounds of most of the textile owners. Industry is male dominated which is mainly because women are reluctant to work in a highly male dominated work settings where language and behavior of seniors do not suit to females. Training is found dormant in current circumstances, due to financial setback in industry. Energy crisis has struck badly to the industry and organizations are not in a position to invest in activities like training and development. Moreover, raises in salary are not given on regular basis and performance appraisals are mostly kept confidential which create a feeling of stress and disharmony among workers. Textile industry is largely affected by its customers who are its leading stakeholder. Compliance to minimum wage rate, child labor regulations, overtime of workers, and quality standards etc. are some of the areas where customers demand their expectations to be met by organizations. Moreover, customers are expecting the organizations to establish backup units overseas to reduce the risk of delayed and/or poor quality supplies. Countries like China, India, and Bangladesh are posing huge threats to the industry. The industry is at best dominated by family owned businesses and now the young generation, after education from abroad, is taking charge of their parents. Assumptions about workers are getting transformed. Fresh leaders are thinking different from their predecessors. However, there is a state of inertia in textile industry where young leaders have an uphill task ahead to remove the obstacles in the course of change. This study suggests that organizations should acquire as well as develop international level workforce as they are moving overseas. Employees should be considered as a critical asset in this competitive global environment. Young leaders, with positive assumptions about workers, should transform their organizations from typical seith-type cultures towards decentralization, autonomy, mutual trust, and respect. | en_US |
| dc.identifier.uri | https://escholar.umt.edu.pk/handle/123456789/2325 | |
| dc.language.iso | en | en_US |
| dc.publisher | University of Management and Technology Lahore | en_US |
| dc.subject | Faisalabad city | en_US |
| dc.subject | Compliance | en_US |
| dc.subject | MS Thesis | en_US |
| dc.title | Toward an indigenous perspective on HRM | en_US |
| dc.title.alternative | A study of textile industry of Pakistan | en_US |
| dc.type | Thesis | en_US |
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