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I. Introduction. With the continuous advancement of globalization, more and more enterprises choose to set up branches or expand overseas markets. As an overseas employer, it is essential to understand and master the personnel management regulations and cultural practices of the target country for the smooth conduct of business and the management of employees. This article will take Pakistan as an example to provide overseas employers with a must-know guide to Pakistani personnel management.
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2. Labor laws and regulations in Pakistan.
1.Working hours system.
Pakistan's labor law stipulates that the working week must not exceed 48 hours and the daily working hours must not exceed 8 hours. Overtime in excess of normal working hours shall be paid accordingly.
2.Leave system.
According to Pakistani labor law, employees are entitled to paid annual leave after one year of continuous employment. The number of days of annual leave varies depending on the number of years the employee has worked for the same employer, generally ranging from 10 to 20 days.
3.Benefits.
Pakistani labor law stipulates that employers should provide employees with social insurance and medical insurance. In addition, a pension system should be provided according to the length of service and the rank of the employee.
3. Recruitment and hiring in Pakistan.
1.Recruitment channels.
In Pakistan, companies can recruit through a variety of channels, including newspaper advertisements, online recruitment platforms, and staffing companies. In addition, the people of Pakistan place a high value on interpersonal relationships, and employee referrals are also a common way to recruit.
2.Interview process.
The interview process in Pakistan usually consists of two parts: a preliminary examination and a second examination. The initial examination mainly examines the basic quality and professional ability of the candidate, while the second examination pays more attention to the compatibility with the corporate culture.
3.Employment contracts.
Pakistani labor law stipulates that a written employment contract should be signed between the employer and the employee, and the rights and obligations of both parties should be clarified. The employment contract should contain details such as salary, job content, working hours, and benefits.
4. Employee management in Pakistan.
1.Cultural differences.
In Pakistan, the concept of family is very important. Therefore, in employee management, attention should be paid to respecting the family and personal life of employees, and giving appropriate care and support.
2.Employee training.
In order to improve the professional quality and skill level of employees, enterprises should organize training courses on a regular basis. In addition, employees can be motivated to be motivated through incentives.
3.Performance evaluation.
Pakistani companies usually adopt an annual performance appraisal system, which evaluates the performance of employees to determine matters such as promotions and salary adjustments. When conducting performance reviews, it is important to be impartial, objective and transparent.
5. Labor dispute settlement in Pakistan.
1.Negotiate a settlement.
In the event of a labor dispute, both parties may first try to resolve it through negotiation. If the negotiation fails, you can file a complaint with the local labor department and seek mediation or arbitration.
2.Legal Approach.
If negotiation and mediation fail, both parties may choose to resolve the labor dispute through legal means. When choosing a lawyer, it is important to choose a professional who is experienced and familiar with labor law.
VI. Conclusion. This article provides a brief overview of the key things that overseas employers need to know when conducting personnel management in Pakistan. However, due to the different laws and regulations of each country and region, companies need to have a deeper understanding of the relevant laws and regulations of the target country when doing business overseas, and cooperate with local professionals to ensure the smooth progress of personnel management.