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CareersIn 2015, HR practitioners in Pakistan are expecting to transition from a conventional, administrative role to one that involves strategic planning and development.
HR trends expected to gain traction in Pakistan in 2015 include:

1. Performance management. Annual appraisals, which are entrenched in corporate structures within most organisations, will be a thing of the past. Instead, line managers will implement performance management processes, such as 360 degree assessments which involve supervisors receiving feedback from subordinates and vice versa. This process also focuses on rewarding employees, identifying problem areas, implementing improvement initiatives – all of which help maximise employee potential and development.

2. HR apps. With mobile apps transforming business operations globally, operational HR functions – such as maintaining attendance records, updating employee databases and administering payrolls – will shift from manual to app-based systems. This will enable HR managers to execute time-consuming tasks with a single click using any smart device, be it their phone, laptop or tablet. For example, Morale.Me is a downloadable mobile app that can be used to conduct workforce surveys, while Lookup and 123people.com are helpful in pre-screening applicants.

3. Capacity building. Traditional training will become obsolete and the focus will shift to developing individual, team and organisational capabilities through skill-building sessions. These will incorporate combination methods, such as blended learning, which uses the 70/20/10 learning principle (70% learning       on-the-job, 20% through coaching/mentoring and 10% from training).

4. Recruitment trends. HR practitioners will look internally to promote talented individuals through effective succession planning instead of opting for external recruitment. Supporting functions such as recruitment, administration and accounting will be outsourced to minimise costs and maintain focus on strategic HR activities. Furthermore, managers will opt for contractual instead of permanent employees; this will yield potential cost savings as temporary employees are entitled to limited benefits, and can be let go during ‘low’ work periods without incurring severance expenses.

– Zeeshan Lakhpaty

The writer is a professional corporate trainer and international speaker zeeshan@peopleexcellence.biz

First published in the Careers Section of The DAWN National Weekend Advertiser on January 4, 2015.