FORMULATION OF A FRAMEWORK FOR EFFECTIVE MANAGEMENT OF DIVERSIFIED WORKFORCE IN DEFENSE SECTOR ORGANIZATIONS OF PAKISTAN

Abstract

Over the past few years, new trends has been observed in the business market owing to new unseen challenges and need for bringing new practices to cope with the revolutionized environment. Globalization and diversification of workforce are the two major trends observed in recent years. Today people are travelling (more than ever) worldwide in search of better job opportunities and enhanced career progression prospects. Employees with technical education want to have a space where they can utilize their skills, apply their own ideas and perceptions to solve the problems faced to come up with new developments everyday without intervention. Also, as the literacy rate and trend of technical education is increasing worldwide, universities are pouring thousands of eligible people in the market pool every year. Due to these trends, people from different countries and cities with different culture, race, religion and demographics combine and work together, making market diverse and heterogeneous thus creating differences among employees in terms of thinking, norms, customs, values, religion and practices. Workforce diversification is being observed in Pakistan also at a higher rate. Gender, age, linguistic and cultural diversity are commonly found in Pakistani organizations apart from other types of diversity which are present in comparatively lesser ratio. The trend of women towards professional education and joining workplace is increasing at a higher pace due to their desire to prove their presence and contribute towards the success of the country. People from less developed areas are also coming forth owing to different scholarships and quotas present for them exclusively. They move towards developed and bigger cities in search of career opportunities which are scarce in their region creating a culturally diverse workforce at workplaces. Now elderly people are also willing to remain in workforce even after retirement age and also organizations do not want to give up the experience they have incorporated in their personnel after years of effort. Another reason for increasing diversity in workforce is increasing inflation and worsening economic conditions of the country. Owing to the importance of Human Resource Diversity Management in the country, this thesis evaluates the practices of management in different Defense Sector R&D organizations of Pakistan. The evaluation is based on 10 most important factors for effective management of diversified workforce. How those factors are exploited for the betterment of workforce by management is studied and based on the results, a framework is proposed for implementation in Defense Sector R&D organizations of Pakistan. The key to manage a diverse workforce is Formulation of a Framework for Effective Management of Diversified Workforce in Defense Sector Organizations of Pakistan Page ii to consult the workforce and give them a sense of appreciation and value in the workplace. Communication is the basis of every relationship. A system must be incorporated where employees can communicate effectively and without hesitation with each other and develop a sense of belonging. Diversity being a new concept, 20% of the workforce is even unaware of the meaning of “Workforce Diversity” or “Diversified Workforce” in Pakistani organizations. The first step to start off with the management of diversified workforce is to improve the awareness of this concept in Pakistani organizations.