Urma Razzaq

As job seekers, we often notice a significant difference in job listings within Pakistan: while some companies clearly state the salary range for job positions, most companies remain silent on this crucial detail. Why is this the case? Transparent salary information can save time for both employers and candidates, ensuring that expectations align from the very beginning. It fosters trust and can significantly enhance the employer's brand reputation. Are there specific reasons why many Pakistani companies prefer to keep salary information undisclosed? Is it a matter of flexibility, market competitiveness, or something else entirely? Transparency in salary can lead to better, more informed decisions for job seekers and potentially a more motivated and committed workforce for employers. Should more Pakistani corporates adopt a transparent approach similar to the few that already do? #Transparency #JobListings #CorporateCulture #JobSeekers #Pakistan #HR #SalaryTransparency #CareerGrowth

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𝐒𝐢𝐥𝐞𝐧𝐭 𝐋𝐚𝐲𝐨𝐟𝐟𝐬: 𝐓𝐡𝐞 𝐆𝐫𝐨𝐰𝐢𝐧𝐠 𝐓𝐫𝐞𝐧𝐝 𝐨𝐟 𝐃𝐢𝐬𝐜𝐫𝐞𝐞𝐭 𝐖𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞 𝐑𝐞𝐝𝐮𝐜𝐭𝐢𝐨𝐧 𝐢𝐧 𝐏𝐚𝐤𝐢𝐬𝐭𝐚𝐧 Silent layoffs are a discreet method companies use to reduce their workforce without making formal announcements. In Pakistan, this practice has become increasingly common. Here’s how it works: 𝐓𝐞𝐜𝐡𝐧𝐢𝐪𝐮𝐞𝐬 𝐔𝐬𝐞𝐝 𝐢𝐧 𝐒𝐢𝐥𝐞𝐧𝐭 𝐋𝐚𝐲𝐨𝐟𝐟𝐬: 𝐒𝐭𝐞𝐚𝐥𝐭𝐡 𝐓𝐞𝐫𝐦𝐢𝐧𝐚𝐭𝐢𝐨𝐧𝐬: Employees are abruptly let go under the guise of "performance issues" or "restructuring." 𝐅𝐨𝐫𝐜𝐞𝐝 𝐑𝐞𝐬𝐢𝐠𝐧𝐚𝐭𝐢𝐨𝐧𝐬: Employees are pressured to resign "voluntarily," masking the layoff as a mutual decision. 𝐈𝐧𝐝𝐞𝐟𝐢𝐧𝐢𝐭𝐞 𝐋𝐞𝐚𝐯𝐞𝐬: Employees are placed on indefinite leave or furlough, effectively removing them without official termination. 𝐇𝐢𝐫𝐢𝐧𝐠 𝐅𝐫𝐞𝐞𝐳𝐞𝐬: The company stops hiring new employees, allowing natural attrition to reduce headcount over time. 𝐂𝐨𝐧𝐭𝐫𝐚𝐜𝐭𝐨𝐫 𝐂𝐮𝐥𝐥𝐢𝐧𝐠: Freelancers, consultants, and temporary workers are quietly let go as their contracts end or are terminated early. Reduced Hours or Pay Cuts: Employees' hours are reduced, or they face pay cuts, prompting some to leave voluntarily. 𝐏𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞 𝐈𝐦𝐩𝐫𝐨𝐯𝐞𝐦𝐞𝐧𝐭 𝐏𝐥𝐚𝐧𝐬 (𝐏𝐈𝐏𝐬): Employees are placed on unrealistic PIPs, leading to terminations when they fail to meet unattainable goals. 𝐖𝐡𝐲 𝐂𝐨𝐦𝐩𝐚𝐧𝐢𝐞𝐬 𝐢𝐧 𝐏𝐚𝐤𝐢𝐬𝐭𝐚𝐧 𝐂𝐡𝐨𝐨𝐬𝐞 𝐒𝐢𝐥𝐞𝐧𝐭 𝐋𝐚𝐲𝐨𝐟𝐟𝐬: 𝐀𝐯𝐨𝐢𝐝𝐢𝐧𝐠 𝐍𝐞𝐠𝐚𝐭𝐢𝐯𝐞 𝐏𝐮𝐛𝐥𝐢𝐜𝐢𝐭𝐲 𝐌𝐢𝐧𝐢𝐦𝐢𝐳𝐢𝐧𝐠 𝐒𝐞𝐯𝐞𝐫𝐚𝐧𝐜𝐞 𝐂𝐨𝐬𝐭𝐬 𝐌𝐚𝐢𝐧𝐭𝐚𝐢𝐧𝐢𝐧𝐠 𝐌𝐨𝐫𝐚𝐥𝐞 (𝐓𝐞𝐦𝐩𝐨𝐫𝐚𝐫𝐢𝐥𝐲) 𝐋𝐨𝐧𝐠-𝐓𝐞𝐫𝐦 𝐂𝐨𝐧𝐬𝐞𝐪𝐮𝐞𝐧𝐜𝐞𝐬 𝐢𝐧 𝐏𝐚𝐤𝐢𝐬𝐭𝐚𝐧: 𝐖𝐡𝐢𝐥𝐞 𝐬𝐢𝐥𝐞𝐧𝐭 𝐥𝐚𝐲𝐨𝐟𝐟𝐬 𝐦𝐚𝐲 𝐨𝐟𝐟𝐞𝐫 𝐬𝐡𝐨𝐫𝐭-𝐭𝐞𝐫𝐦 𝐛𝐞𝐧𝐞𝐟𝐢𝐭𝐬, 𝐭𝐡𝐞𝐲 𝐜𝐨𝐦𝐞 𝐰𝐢𝐭𝐡 𝐬𝐢𝐠𝐧𝐢𝐟𝐢𝐜𝐚𝐧𝐭 𝐥𝐨𝐧𝐠-𝐭𝐞𝐫𝐦 𝐫𝐢𝐬𝐤𝐬: 𝐄𝐫𝐨𝐝𝐞𝐝 𝐓𝐫𝐮𝐬𝐭: Employees may lose trust in the company, feeling insecure about their job stability. 𝐓𝐚𝐥𝐞𝐧𝐭 𝐃𝐫𝐚𝐢𝐧: Talented employees may leave voluntarily, seeking more transparent and stable work environments. 𝐋𝐞𝐠𝐚𝐥 𝐈𝐦𝐩𝐥𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬: Companies may face legal challenges if employees contest the fairness or legality of their termination. 𝐑𝐞𝐩𝐮𝐭𝐚𝐭𝐢𝐨𝐧 𝐃𝐚𝐦𝐚𝐠𝐞: If the practice becomes public knowledge, the company’s reputation can suffer more severely than from traditional layoffs. Silent layoffs are a controversial tactic that balances immediate business needs against potential long-term damage to the organization’s culture and reputation. In Pakistan, where labor laws and employment practices are under scrutiny, adopting a transparent and ethical approach to workforce reductions is crucial. #SilentLayoffs #WorkforceReduction #EmployeeTrust #CorporateStrategy #HRPractices #BusinessEthics #WorkplaceTransparency #EmploymentLaw #TalentManagement #CompanyCulture

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Curious to know about eLearning as a career path? Join us on June 4th at 7 pm PK time for a game-changing webinar on "eLearning: Essential Skills and Opportunities" hosted by Faiza Yousuf, Founder of #WomenInTechPK, featuring Mehreen Farhan, Elearning Professional, and a Community Builder. Don't miss out on this insightful discussion! 

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In today's fast-paced world, staying ahead of the curve is essential for success. Understanding the training needs of your workforce is the cornerstone of effective organizational development. NUST PDC is offering a one-day course in Lahore on "Training Needs Assessment," on June 4. Register now: https://t.ly/I2HyT Don't miss out on this opportunity to make a lasting impact on your workforce. Enroll today! #NUSTPDC #Lahore #TrainingNeedsAssessment #LearningandDevelopment

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Is 'organizational development' limited to "corporate trainings" only? I've seen some companies even in Pakistan advertise the job posting of 'OD specialist' having an experience of 5 years or less than 5 years and then expect from the new hire to cure all the organizational dysfunctionalities in a short period of time. In Pakistan and globally often 'OD specialists' consider their work limited to scheduling internal and external trainings in their companies and the management of the companies also expect the same from them. Because of the way most companies are organized, the CEO is the focal point of power and responsibility for managing and taking care of all organizational development initiatives. The CEO or President of the company is therefore, the key to the success of organizational development (OD) programs. All this is not new. But what has not been spelled out clearly is the what and the why about the CEO that makes him the key to the success of organizational development initiatives. The answer is: his behavior. The way the CEO actually behaves is crucial for the survival of organizational renewal and change activities. It is his behavior and subsequently the behavior of functional heads that ultimately does or does not confirm the idea that organizational development (OD) is necessary, credible, and inexorably linked to his leadership style. #od #organizationaldevelopment #work #business #corporate #learn #develop #grow #changemanagement #leaders #entrepreneurs #decisionmakers #learn #behavior #ceos #cfos #executives #hr #directors #boardmembers #renewal #departmentalheads #managers #know #reflect #hrprofessionals #functionalheads #ctos #life #coach #mentor #softwaredevelopmentmanager

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I think firstly we should pay attention to our postings on LinkedIn 🤔 what is going on here people are talking about office relationships, wanna make relations here or bla bla🤦 Is this a shadi.com app where you are finding your perfect match🤨 agar aap educated hokar is chij ko promote kroge then how can girls not expect the wrong texts from connections here🙄 Guys be mature because this time is not for flurt with someone this a time to be responsible 👍 #onlyjobposting #bemature #reality #harrashment #education #awareness #mythought #payattention #linkedin #connections #promotegoodthings #responsibilities

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Leave Laws in Pakistan Casual Leave (CL) Sindh, Punjab, Balochistan, KPK, Islamabad: 10 days/year. Sick Leave (SL) Punjab, KPK & Islamabad: 16 days (half wages). Sindh: Factories Act: 16 days (full wages). Mines & Shops Act: 16 days (half wages). Balochistan: Factories Act: 20 days. Mines & Shops Act: 16 days. Annual Leave (AL) Sindh, Punjab, KPK, Islamabad: 14 days (full wages). Sindh (Mines): 1 day for every 17 days worked (underground) or every 20 days worked (aboveground). Balochistan: 20 days. Festival Holidays Federal/Provincial Governments: 12 days annually (Sindh allows 14 days). Maternity Leave Sindh: 16 weeks. Balochistan: 14 weeks. Punjab, KPK, Islamabad: 12 weeks. Paternity Leave Punjab: 7 days. Iddat Leave All provinces: 4 months and 10 days. Other Leaves (as per company policies) Wedding Leave: Typically 7–14 days. Birthday Leave: Allowed by some MNCs for 2–3 kids annually. Hajj/Umrah/Ziarat Leave: Paid leave often granted after 2–3 years of service. Tablighi Leave: Some organizations allow up to 40 days (paid/half-paid). As HR leaders, it is our responsibility to ensure that employees are well-informed about their leave entitlements and that we are up-to-date on legal requirements. Let’s continue to foster a fair and compliant work environment by staying ahead on labor laws and company policies. #HRProfessionals #EmployeeBenefits #LeaveEntitlements #HumanResources #WorkplaceCompliance

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A resounding appreciation goes out to Hafiz Habib Ur Rehman for his enlightening session on "Investing Your 4 Years Wisely in Career Advancements" at Tegathon! 🌟 As a seasoned HR Executive specializing in HR Operations, Technical Recruitment, and Performance Management, your guidance resonated deeply with us. Thank you for sharing your invaluable insights! 👏 #SpeakerAppreciation #Tegathon2024 #CareerAdvancement #HRLeadership #ProfessionalGrowth 🚀

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Sunday thought: Recently came across an article on the animation industry being a lucrative business in the global entertainment media sector. However, the landscape seems different in Pakistan, partly due to inadequate education in the field. It's interesting to note that individuals in Pakistan believe they can learn 3D animation in just 3 months, while internationally, an animatic-specific course requires at least a year of dedicated training. A stark difference highlighting the importance of comprehensive education in this creative domain. #AnimationIndustry #GlobalMedia #Education #Training #CreativeSector

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Lately, I've seen too many posts targeting HR, even stereotyping women in HR by calling them "baji"—an Urdu term for elder sister—in a sarcastic tone, even though many men also work in HR. It’s disheartening to see a field that’s crucial to company culture dismissed so easily, especially in posts from senior professionals (including some CEOs) who should understand both HR’s responsibilities and its limitations. What people often miss is that HR is typically the face of decisions —especially in smaller or family-owned (“sethiya”) companies. We communicate these decisions, but we don’t always make them. As for the criticism that HR serves the company’s interests first, isn’t that true for every department? Yes, HR has its shortcomings, and there’s always room for improvement. But if we truly want to elevate workplace standards, constructive feedback and respect will drive change much more effectively than belittling posts ever could. Let’s encourage progress without putting down an entire profession. #RespectHR #ConstructiveFeedback #LinkedInCommunity #WorkplaceCulture

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Does a specialized degree really matter in Pakistan, where universities focus more on theories than practical learning? Also, does having a specialized degree guarantee that you will become an expert in that field? Your thinking and approach can improve with theoretical learning, but it can only align you to a certain level. In today’s market, most learning comes from practical experience. I have a degree in leadership, but does that mean I am a leader or that I fully understand leadership? No. You become an expert in any field through practical experience and dealing with real-life situations. You also learn from your mentors at work. If you know about different training methods, you would see that on-the-job training, off-the-job training, and induction programs teach job skills - not your degree or field of study. A degree teaches you the basics to some extent, but in the end, you learn through experience. 𝐉𝐨𝐛 𝐬𝐤𝐢𝐥𝐥𝐬 𝐜𝐚𝐧’𝐭 𝐛𝐞 𝐥𝐢𝐦𝐢𝐭𝐞𝐝 𝐭𝐨 𝐣𝐮𝐬𝐭 𝐭𝐡𝐞 𝐭𝐡𝐞𝐨𝐫𝐞𝐭𝐢𝐜𝐚𝐥 𝐤𝐧𝐨𝐰𝐥𝐞𝐝𝐠𝐞 𝐰𝐞 𝐠𝐨𝐭 𝐝𝐮𝐫𝐢𝐧𝐠 𝐨𝐮𝐫 𝐬𝐭𝐮𝐝𝐢𝐞𝐬.

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Thought of the day I'm deeply concerned about the current economic crisis, as the inflation rate is rising rapidly and unemployment is affecting more people every day. It's heartbreaking to see skilled individuals who once earned PKR 70,000 now willing to work for PKR 30,000 just to survive. Almost everyone around me is open to working for lower wages because of the lack of job opportunities. Hearing their stories of struggle is truly disheartening, and it highlights the tough times we are all facing. I am sharing a Google form where you can submit your details, and I’ll recommend you for relevant positions whenever I come across them. Additionally, I’ll soon create a WhatsApp group to share authentic job postings from across Pakistan. https://lnkd.in/dW6T8VKM #EconomicCrisis #Unemployment #Inflation #JobMarket #CareerStruggles #JobOpportunities #FinancialChallenges #CostOfLiving #WorkForLess #EmploymentIssues #SupportForJobSeekers #EconomicHardships #ResilienceInToughTimes #CareerSupport #JobSeekerStories

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Addressing start-ups and misleading Job Ads: • 𝐼𝑓 𝑦𝑜𝑢 𝑝𝑜𝑠𝑡 𝑎𝑛 𝑒𝑛𝑡𝑟𝑦-𝑙𝑒𝑣𝑒𝑙 𝑗𝑜𝑏, 𝘆𝗼𝘂 𝗰𝗮𝗻'𝘁 𝗿𝗲𝗾𝘂𝗶𝗿𝗲 𝗮𝗻𝘆 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲. • 𝐼𝑓 𝑦𝑜𝑢 𝑟𝑒𝑞𝑢𝑖𝑟𝑒 𝑒𝑥𝑝𝑒𝑟𝑖𝑒𝑛𝑐𝑒, 𝘆𝗼𝘂 𝗻𝗲𝗲𝗱 𝘁𝗼 𝗽𝗮𝘆 𝗺𝗼𝗿𝗲 𝘁𝗵𝗮𝗻 𝗲𝗻𝘁𝗿𝘆-𝗹𝗲𝘃𝗲𝗹 𝗽𝗮𝘆. It's simple! You can't require 4-6 years of experience for PKR 90,000 and complain "no one wants to work." #JobMarket #EntryLevelJobs #PayFairly #EmploymentStandards #HiringPractices #FairWages #JobSearch #Employment #WorkplaceFairness #CareerOpportunities #JobPosting #EqualOpportunity #WorkLife #Recruitment #JobHunt #PayEquity

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HR should be about building trust, driving business impact, and advocating for people—not just building a personal brand online. Let’s focus on real value, practical skills, and genuine contribution! #HRinPakistan #WorkCulture #Leadership #HRReality #Transparency #RealSkills

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⬛️ Employees (or other insiders) suffering from financial difficulties may pose a bigger risk than you think. ▪️ “A subject facing financial difficulties attempts to resolve their situation by exploiting their access to or knowledge of the organization. This may involve selling access or information to a third party, or conspiring with others to cause harm to the organization for financial gain.” Understand methods to try and prevent this Motive here - https://lnkd.in/eQFVBcAC #insiderrisk #insiderthreat #motive #cybersecurity

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According to our research, 73% of employees prefer to handle their own HR tasks. How do your employees feel about self-service tools like accessing payslips or requesting leave? 🤔 We’d love to hear from you! Tell us in the comments below. ⬇️ For more details: 📱 +92 (21) 3518 4555 📧 [email protected] 🌐 culturehcm.com #Culturehcm #HRtasks #didyouknow

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Unprofessional and Disrespectful HR - Ali Raza Ali Raza is a prime example of everything wrong with HR professionalism. His conduct towards staff, especially female employees, is utterly unacceptable. He lacks basic communication skills and manners, often speaking condescendingly and dismissively to anyone who dares to approach him with legitimate concerns. Ali Raza has been known to block male colleagues who question the delayed salaries or seek clarification on company policies. This behavior shows a complete disregard for transparency and accountability. Moreover, his inappropriate use of communication channels like WhatsApp to send messages to female employees crosses professional boundaries. It's clear he has no understanding of HR responsibilities, which include fostering a respectful and supportive work environment. In conclusion, Ali Raza's ineptitude and disrespectful behavior make him unfit for his role. Employees deserve an HR representative who understands their needs and treats them with dignity. His actions reflect poorly on the company's values and professionalism. #unprofessionalhr #unprofessionalisum

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