Department of Management Science
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Item AI-Enhanced Human Resources Management Practices in Pakistan(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2024) M. USMAN MAQSOOD; CIIT/FA23-RBA-018/LHR; Dr. Sidra RamzanAs a consequence of technology breakthroughs, the world changes quickly. The goal of the twenty-first century is to establish a direct link between work effectiveness and completion time. For HRM operations to be successful, they must be both efficient and effective. Artificial intelligence (AI) has the potential to improve employee engagement, decrease repetitive tasks, and save time. Nevertheless, it interferes with HR functions like hiring and performance reviews. For example, In-person encounters could be emotionally draining. Training and education for HR managers is crucial, as is their ability to adapt to new situations. AI has the potential to greatly accelerate this development. The use ofAI might greatly enhance HRM practices on a global scale.Item Toolkit for Gender Diversity and Inclusion of Women in Textile Industry(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2024) Maham Arif; CIIT/SP23-RBA-008/LHR; Dr. Imran Shafique; LHR TP 9601As part of the MBA final semester at COMSATS University Lahore, this project explores at gender inclusion programs in the textile sector with a particular focus on Eastgate Industries Pakistan. The project key objectives are to explore the current state of gender diversity and inclusion in textile industries and to propose practical recommendations for improving the gender diversity and inclusion initiatives for women at textile industries. The scope of the project is to evaluate gender diversity, inclusion initiatives, availability of leadership development programs, mentoring opportunities, and equal opportunities of career progression. This will provide valuable insights to Eastgate Industries and the entire textile sector about how to establish more inclusive and positive workplaces. The project is done by conducting semi-structured interviews with the employees and observing the work environment at Eastgate Industries. The findings reveal that Eastgate Industries is still working on creating inclusive work environment for women. The organization lacks formal policies and regulations on gender diversity and inclusion e.g. no flexible working arrangements, less representation of women in leadership roles and absence of structured feedback mechanism etc. Recommendations are given on the basis of benchmarking some of the best practices in this industry and some models of Gender Diversity and Inclusion, keeping in view they help in achieve the broader goals for gender inclusivenessItem An Assessment of human resource management practices and its impact on Organizational outcomes: A Case of PEF (Punjab Education Foundation)(Library Information Services COMSATS University Islamabad Lahore Campus, 2015-02-04) Asma Batool; FA12-MSPM-004; LHR TP 4301The conducted study aimed at investigating relationship between human resource practices, knowledge management and organizational outcomes in project based education organization Punjab Education Foundation in Pakistan. In addition, the study examined the relationship human resource practices (HR practices) (effective communication, job design, staffing, rewards and incentives, career development, job security, work life balance and appraisal. The main study was conducted through sample of 248 employees working at different level in Punjab Education in between 25 and 50 and above belonging to the city of Lahore, Rwalpindi and Multan. Survey method was used to collect data comprising of three sections including the demographic sheet, human resource management practices scale, knowledge management scale and organizational outcomes scale. Moreover, multiple regression analysis for Baron and Kenny (1986) steps four mediation analysis performed. The results showed that knowledge management partial mediated between effective communication (β= .493, p=0.000), job design (β= .457, p=0.000), staffing (β= .398, p=0.000), rewards and incentives (β= .336, p=0.000), career development (β= .336, p=0.000), job security (β= .340, p=0.000) and work life balance variables (β= .375, p=0.000) and fully mediated between appraisal (β= .303, p=0.000) organizational outcomes. The PEF has moderate level of working environment and organizational strategies. The consideration of the research finding is based on the recommendations to develop and improve the techniques and betterment of internal working environment and human resource management practices for motivating human capital to achieve goals effectively and efficientlyItem Role of Performance Management System in enhancing employees’ productivity and satisfaction(Library Information Services, COMSATS University Islamabad, Lahore Campus, 2020) Aiman Khan; SP17-BBA-037; Waseem AnwarHuman Resource Management is the focal point for any organization as it is one of the resources of gaining competitive advantage. The central purpose of this project is aimed to verify and analyse the role of Performance Management System in enhancing employees’ productivity and satisfaction. My inspection is basically based on the internal and external environmental analysis of the organizations i.e. SWOT, PESTEL, and competitors analysis techniques as these are the modern tools for evaluating any organization. Aspects that were investigated included planning, implementation, appraisal, feedback, and reward. Recommendations included setting of clear, realistic goals for individuals as well as for the teams, having regular review discussions on performance with employees, providing regular constructive feedback and reward system should be linked to the results of the appraisal i.e. there should be a contingent pay plan which is fair and just.