Among these, the most critical are the globalization of economies, accelerated technology and innovation, the information and communication revolution, rapid organizational change and outsourcing of manufacturing/services operations of multinational corporations (MNCs). Understanding HRD in Southeast Asia cannot be complete without looking at prominent global and regional economic, political, and technological trends. The research leaves the issues of job security and lack of proactivity in public sector for future researches.
The research argues theoretically and results reveal empirically that semi-government and private sector faculty were on same page, as they have been found proactively coping the challenge of change as compared to the public sector. However, some data from secondary sources has also been used as additional sources of information. For this study primary data was collected using semi-structured interviews supported by a questionnaire.
Inspired with the phenomenon of " change and learning " this preliminary exploratory study focuses on higher education sector of Pakistan and highlights how the public sector, semi government and private sector universities have addressed this challenge of change. Earlier researchers had paid scant treatment to this area as evident from the scarce published frameworks and empirical research in the domain of change management which warrants conducting exploratory studies.
Popular literature on organizational change contends that organizations with proactive coping approaches consider " change management " as an integral ingredient of their culture to reap the benefits of the learning organization principles. This survey is distillation of four months participant observation, informal exchanges, and formal interviews to explore higher education sector of Pakistan in the context of change, coping and learning. The study will help academia, policymakers and practitioners to restructure their HR system in line with global HR best practices to meet the emerging challenges of the contemporary academic world and fulfill the growing expectations of the stakeholders. The study identified a number of loopholes in the HR system in these universities for improvement. This study was aimed at looking into the prevailing HR system with a prime focus on five major themes including HR system, structure and capacity, recruitment and selection, training and development, performance appraisal and promotion and career development in the five selected universities. Our research study investigated how the HR system was designed and functioning in the public sector universities in Khyber Pakhtunkhwa. Over the years, management of human resources in these organizations has not received the desired level of attention. With poorly trained staff, persistently dogged behavior and obsolete organizational structure, official business in the public sector universities in Khyber Pakhtunkhwa are governed in an orthodox fashion.
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