Global COMPETITIVENESS

11


2015


Review Essay Review Essay
Review Essay
Review Essay
[GLOBAL COMPEATITIVENESS]



Human Resource Development




Prepared By:
Aftab Alam



Quaid-e-Azam University, Islamabad





ACKNOWLEDGEMENT


I would like to express the deepest appreciation to our Human Resource Development course instructor Sir, Farrukh, without his guidance and persistent help; this study would not have been possible. I also want to thank all the group members, who generously spared time and provided information regarding this study and participated to utmost level. Finally but not certainly the last, it is important to pay gratitude to our parents whose financial and moral support led us reach up to this stage.


Contents
Competitiveness 4
Human resource 4
Importance of human resource for competitiveness 4
Global Competitiveness Report 2015-2016 5
Determinants of Competitiveness 5
Country comparison 6
Measurement of University effectiveness 7
Strategic Plans and Human Resource 7
Strategic Plans at QAU 8
HR strategy for Quaid-e-Azam University 9
Strengths 9
Weaknesses 9
Recommendations: 10
References 11



Competitiveness
The Global competitiveness report published by world economic forum defines competitiveness as the set of institutions, policies, and factors that determine the level of productivity of an economy (Xavier Sala-i-Martín, 2015). The idea of competitiveness has a definitive role with the thought of scarcity of resources and their optimum utilization. The determination of productivity level of an economy has a cohesive relationship with the factors which we are using in a rigorous environment. These key factors and there interrelation determine economic growth of a country which depends on the productivity of the country because in the long term it is the only factor which defines the propensity of the society. In the long run, an economy's production of goods and services depends on its supplies of labor, capital, and natural resources and on the available technology used to turn these factors of production into goods and services. It is important to know that productivity is the result of a commitment to excellent intelligent planning and consistent efforts to achieve competitiveness.
Human resource
One of the most important factors of production is labor or human resource; Human resources are the people of an institution who are rendering mental, physical, and cognitive abilities. There is a close relationship between population and economic development, in some countries it is an obstacle in the way of economic development. While in various countries it is playing very effective role in improving the rate of economic development. The role of population in the economic development, the effectiveness of human resource and the efficiency to meet objectives is a critical part to attain competitive advantage. The creativity attribute of human being has always been one of the paramount gears in development since evolution. Therefor to cope with global competition human resource policies should be integrated with strategic objectives.
Importance of human resource for competitiveness
The strength of a nation depends even more on the quality than on the number of our people. Their potential capacity and capability are richest and most precious possession. The quality of human resources has a strong influence on the ability of societies, enterprises and governments to properly identify and analyze problems, to realistically and imaginatively envisage the future and to craft plans for achieving goals and objectives. The ingredients of high quality human resources are expert knowledge and skills, capacity for knowledge acquisition, analytical capacity, ability to communicate and creative adaptive responsibilities. All of these are necessary in the evolving socio-economic development. The significance of human resource and its role in prosperity of the society evokes a question of developing this factor of production. The type of human resource and its classification in an economy is a point to ponder. The well-educated labor force with diverse skills is a merit for a nation while on the other hand bunch of uneducated and unskilled labor is a threat for a nation to progress aligned with modern need.
Global Competitiveness Report 2015-2016
The World Economic Forum's Centre for Global Competitiveness and Performance through its Global Competitiveness Report and report series, aims to mirror the business operating environment and competitiveness of over 140 economies worldwide. The report series identify advantages as well as impediments to national growth thereby offering a unique benchmarking tool to the public and private sectors as well as academia and civil society. For over 35 years, the Global Competitiveness Report series has shed light on the key factors and their interrelations that determine economic growth and a country's level of present and future prosperity.
Determinants of Competitiveness
The report defines competitiveness as the set of institution, policies and factors that determines the output level or level of production. The level of production also defines the return on investment. To measure this indicator many different aspects of the society are being analyzed to determine competitiveness (Xavier Sala-i-Martín, 2015). These indicators are grouped into 12 categories. First category is institutional environment of a country which is dependable on the efficiency of private and public stakeholders. The legal and administrative framework in which individual firms and government interacts. The ideas like good governance, decisions to make investment and sustainable developments of an economy are imparts of institutions in an economy. Second of 12 categories is Infrastructure. Infrastructure is critical for ensuring the effective functioning of the economy. Effective modes of transport including high-quality roads, railroads, ports, and air transport enable entrepreneurs to get their goods and services to market in a secure and timely manner and facilitate workforce in an economy
The third category is macroeconomic condition of a country, which indeed plays a vital role in business development and economic stability of a country. The fiscal policies and monetary measured must be up to mark and designed to be flexible so the economy will grow a sustainable manner. The rate of inflation, government debts and public saving etc., are some examples of the macroeconomics issues which influence economic growth and productivity. The fourth category is health and education, the health facilities provided in a country including cure for fatal diseases like malaria, aids etc. are the indicators which tell us the capacity of an economy to cope health problems. This category also includes the rate of primary education enrolments and the quality of primary education in a country. Quality higher education and training is crucial for economies In particular, today's globalizing economy requires well-educated workers who are able to perform complex tasks and adapt rapidly to their changing environment.
The other categories include efficient markets for both labor and goods where proper mechanism of demand and supply is regulated and policies are formulated to defend buyers and produces in the times of risk and depression. Financial market is also one of the important category which certainly is effective in development, the availability of financial resources for business investment and transparent banking system not assist in development but also provide informational support in maintaining economic balance in societies (Hillman, 2009). The people motivation to use new technology and the market size are also two categories which are substantial for effectiveness. The most peculiar category of 12 bases is innovation and research done by a country. Historical the countries which had invested in research and innovation are high tech and developed in all areas while ignorance towards knowledge and education lead people and their nations to under development and incompetence.
Country comparison
As we see the ranks of country according to their competitiveness we find a huge difference between countries with low competitiveness and high competitiveness. Developed countries like Switzerland, Singapore, United States, Germany and Netherlands are top of the list with features good quality of education, wide variety of opportunities in research with huge size of market and most importantly the contribution of scientist in innovation. On the other hand if we throw light on the least competitive countries we see slow productivity which leads to lack of infrastructure, rigid labor and financial markets and inefficient use of resources with poor educational institution and low innovation rates. Countries like countries like Sierra Leone, chad, Mauritania and Guines are low developed and ranked lowest. Some of the significant attributes of these countries are corruption, high unemployment, lack of health and education facilities and low investment opportunities for business followed with the problems of political instability and complex taxation system are the indicators which are of paramount importance in bring countries in the queue of development.
Measurement of University effectiveness
Education being critical component of development enables human being to be a distinctive factor in production process. Education increase the effectiveness of workforce by enabling them understand work and act accordingly with less inputs to produce maximum output. The transfer of knowledge is an extensive process which must be processed on standards. Educational institutions are responsible to craft out such skills and minds which will play a purposeful role in development process. The schooling system of a country and its education policy has a great influence on the population of a nation. The quality of primary education as well as a research oriented higher education supports development in economic aspect as well as in the areas of socio cultural development. Human capital represents the human factor in the organization; the combined intelligence, skills and expertise that gives the organization its distinctive character. The human elements of the organization are those that are capable of learning, changing, innovating and providing the creative thrust which if properly motivated can ensure the long-term survival of the organization.
Strategic Plans and Human Resource
Strategic plans are long term objectives which are carted out before carving out specific tasks. If we talk about strategic planning in HR we formally call it strategic human resource management. The aim of strategic planning is to generate organizational capability by ensuring that the organization has the skilled, engaged, committed and well-motivated employees it needs to achieve sustained competitive advantage.
Three strategies aimed at achieving competitive advantage are following:
Innovation – being the unique producer.
Quality – delivering high quality goods and services to customers.
Cost leadership – the planned result of policies aimed at 'managing away expense'
A strategy, whether it is an HR strategy or any other kind of management strategy must have two key elements: there must be strategic objectives (things the strategy is supposed to achieve), and there must be a plan of action (means by which it is proposed that the objectives will be met).
Strategic Plans at QAU
The main objective of every educational institution is to provide quality education and establish a platform where research and development activities should be practiced to compete with the modern needs. As we know that world is hankering to attain as much knowledge as it can this is due to the changing trends in research and increasing demand for innovation.
Quaid-e-Azam University is one of the top universities in Pakistan. Being a federal university its primary objectives are to provide a learning environment to student from all over the country having different origins and cultural values (University). The diverse nature of student is put in to learning process in different fields of knowledge. The most prominent strategy of QAU which is also one of its strategic priorities is to enroll students with best educational background and prepare them to work in a professional environment. Though it also focuses on participation of student from different geographical areas which enable student to understand cultures and compete with different minds. Some of the peculiar strategies of Quaid-e-Azam University are as follow.
To provide student a research oriented environment and Strengthen support for and recognition of important interdisciplinary areas.
To maintain diversity and encourage participation by bring people from different geographical and cultural backgrounds.
To providing an affordable, high standard education and supporting faculty and staff to continue their professional and intellectual development.
Indeed the vision of QAU is multidimensional and being a pinnacle educational institute it has been one of the best sources of talent and skills in the country. To achieve effectiveness in comparison with other educational institution we have to analyses the quality of education and the extent of research and innovation in the institution. It is important to mention that the state education policies and government bureaucracies are some of the factor which influences strategies of Quaid-e-Azam University.
HR strategy for Quaid-e-Azam University
Human resource strategies of QAU are planned and formulated by a establishment department. Though there is not separate HR department in the structure of QAU. The function of HR is handled by different department. Being an autonomous body the selection and recruitment functions are done by establishment department. This department also handles issues of employee payroll, retirement and job rotations. Due to absence of proper HR department the situation of human resource management is not up to the modern needs. There is not a proper channel of career development and skill building in the institution and employees, mostly the teachers and professors are search for better opportunities outside the institution.
Strengths
Participation: People from differential culture background, gender, age and origin makes QAU a melting pot.
Talent Acquisition: QAU has a tremendous history for admitting young and talented minds from all over country.
Research oriented environment: QAU provides a marvelous opportunity of research in various fields which enable students to understand knowledge through particle approach.
Weaknesses
Lack of training: Due to absence of proper training and development QAU is fail to develop its staff through training and career development.
Recruitment and Retention: The absence of HR department leads to mismanagement in recruitment and other HR functions
Lack of modern technology and Infrastructure: Technology and infrastructure are a huge concern for QAU, due to insufficient infrastructure, labs and schools are crowded which damages the quality of education.

Recommendations:
The effectiveness of educational institution is very significant for the effectiveness of human resource. Human resource attains its skills and knowledge from these universities. To enhance efficiency and attain competitiveness the management must concentrate on quality of science and arts education, quality of management and natural studies. The importance of technology and access to internet is a must for educational institution to compete in the contemporary world. To increase effectiveness there must be a strong relationship between academicians and practitioner. Being in the category of factor driven nations, Pakistan has to develop its infrastructure and people must get better macroeconomic environment by controlling inflation and unemployment. The well-functioning labor market provide human resource to projects and other institutions, to develop this human resource QAU has to establish training and development department for employees in the university, which will result in low brain drain and retention of skillful human resource. Meritocracy and accountability are two important elements which must be exercised to make sure the resources are used according to plan.



References
Hillman, A. L. (2009). Public Finance and Public Policy. New york: CAMBRIDGE UNIVERSITY PRESS.
University, Q.-e.-A. (n.d.). www.qau.edu.pk. Retrieved 12 02, 2015, from Quaid-e-Azam University: www.qau.edu.pk/mission
Xavier Sala-i-Martín, K. S. (2015). The Global Competitiveness Report 2015–2016. World Economic Fourm.






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