Special Initiatives:

HUMAN RESOURCE MANAGEMENT

1.1 INTRODUCTION: -

Human Resource Management (HRM or HR) is a strategic and coherent approach towards effective and efficient management of people in an organization in a manner that help in achieving the organizational goals. It is designed to maximize employee performance in service of an employer's strategic objectives. Human resource management is primarily concerned with the management of personnel within organizations, focusing on policies and systems. HR departments are responsible for overseeing employee-benefits design, recruitment, training and development, performance appraisal, and reward management. To sum up, HR covers all the matters related to employees, right from recruitment till retirement.

The present management of the Election Commission of Pakistan recognizing the significance of the modern techniques of human resource management turned its Establishment Wing into HR Wing headed by an Additional Director General. To strengthen the HR Wing two specialized officers of BS-20 and BS-19 were employed. 

1.2 REVIEW AND RATIONALIZATION OF HUMAN RESOURCE:

The Election Commission of Pakistan is mandated to conduct free, fair and transparent elections for the National Assembly, the Provincial Assemblies, the Senate and Local Government institutions. Due to increase in voters and assignment of the task of conduct of Local Government Elections, the workload of the Election Commission has increased manifold. However; the human resource remained the same, which posed a great challenge for ECP in the performance of its functions. This situation warranted overall review of organizational structure of ECP.

In order to overcome the said challenge the present management initiated review of existing human resource and rationalization thereof. During this rationalization process, multiple posts were created, abolished, upgraded or downgraded keeping in view the organizational needs. The nomenclatures of various posts were also changed to ensure uniformity. The future organizational needs were also kept in view during the process of rationalization. The rationalization exercise included the workload assessment of each wing of the Election Commission Secretariat as well as offices of the Provincial Election Commissioners and their allied Field Offices, in consultation with the respective PECs and Heads of Wings in ECP Secretariat at Islamabad.

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1.3 CREATION OF POSTS:

With the increase in the volume of the electoral activities in the country, the workload of ECP has significantly increased for which additional specialized Human Resource is required. In order to tackle the situation, the following posts have been created:-

1.4 PROMOTIONS:

Career progression is an integral part of every organization. Promotions to the next higher grades create a continuous sense of commitment and belongingness to the organization. Recognizing this important aspect of Human Resource Management, a series of meetings of respective Departmental Selection Committees were held wherein a number of promotions in different grades were made based on overall assessment of seniority-cum-fitness of the eligible personnel. Detail is as under:

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1.5 GRANT OF TIME SCALE

1.6 RECRUITMENT:

Recruitment is a continuous feature of HRM. Through this process, fresh blood is inducted, which is a pre-requisite for the evolution of every organization. In order to ensure merit and transparency in the recruitment process, ECP introduced the modern technology of Optical Mark Recognition (OMR), which substantially reduced human intervention in the marking of papers. The present recruitment process includes screening test, descriptive test after which the qualified, eligible candidates are shortlisted for interview.

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Detail of recruitments made during the year 2020 till date is as under:

1.7 DEPLOYMENT AND INSTALLATION OF HRMS

In line with the modern day requirements, a need for digitization of service record of officers and officials of ECP was essential. Therefore, a gigantic exercise of data entry of the service particulars of all the serving employees including their personal information, qualifications, transfers/postings record, promotions, disciplinary proceedings, court cases pertaining to service matters pending before different Hon’ble Courts, trainings, performance evaluation reports, advances, medical checkups, particulars of their dependents etc. were entered which is now available to the Authority/Authorized Officer on real time basis. Moreover, biometric attendance system has also been linked with HRMS.

1.8 SERVICE RULES

In order to regulate the terms and conditions of the service of employees of the Election Commission of Pakistan, the service rules were framed in 1989, which are being followed till date. A need was felt to review the existing Election Commission (Officers and Servants) Rules, 1989 and reframe the new rules to meet the existing requirements and future challenges. The Committee constituted for the purpose has prepared the draft Rules. The Service Rules are likely to be finalized shortly after approval of the Hon’ble Commission.

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1.9 DISCIPLINARY PROCEEDINGS

To maintain discipline within organization and to guard against the corrupt practices, the policy of rewards & punishment to be adopted. The employees of the Election Commission of Pakistan are being strictly monitored; the employees who perform well are rewarded, while those who are involved in unscrupulous and other illegal practices are punished accordingly. Further, in order to ensure merit and transparency, a number of officers and officials were proceeded against under the applicable laws and were penalized as well, which conveyed a message of zero tolerance towards inefficiency and has also improved the overall discipline and smooth functioning of the organization. Detail is as follows:

2.0 ONGOING COURT CASES PERTAINING TO SERVICE MATTERS:-