Dilaawaiz Moomna’s Post

Employment skill preparedness encompasses various talents and attributes essential for individuals to navigate the labor market and flourish once they land employment. Today, we share HR insights with Cavendish University Zambia on how they may deliberately equip themselves with the necessary attitude and skill sets to be recognized as potential with less experience. #students #skills #atitude #markets #employment #opportunity #labour #markets #management   

Unlocking #Opportunities: #Transforming #Pakistan's Job Market with #HR #Innovation The job situation in Pakistan is challenging, with high unemployment and underemployment affecting many, especially young graduates. The informal sector dominates, offering low wages and limited #jobsecurity. As HR professionals, we face the tough task of attracting and retaining skilled talent in this environment. However, there are growth opportunities in sectors like #IT, #telecommunications, and #renewableenergy. We can make a difference by implementing robust #trainingprograms, promoting #continuouslearning, and enhancing #employeeengagement. By focusing on these #areas, we can help our #organizations thrive and support the broader economic recovery of our #nation. Let’s connect and share insights on navigating these challenges and driving positive change in Pakistan’s job market. #PakistanJobs #HRPakistan #JobMarket #Employment #CareerDevelopment #WorkforceDevelopment #TalentManagement #HRStrategy #EconomicRecovery #SkillsDevelopment #YouthEmployment #FutureOfWork #JobOpportunities #HRLeadership #WorkplaceWellbeing

In recent years, Pakistan has witnessed an alarming increase in brain drain, with talented professionals seeking opportunities abroad due to the lack of adequate career prospects, financial stability, and growth opportunities at home. The government's failure to address key concerns—ranging from inflation, economic instability, and job security—has only exacerbated the issue, leaving private companies in Pakistan to bear the brunt of this talent exodus. While the private sector still offers a wide array of promising vacancies, there is a growing challenge in finding the right resources. Many organizations are actively recruiting for positions in finance, technology and more, but they often struggle to find skilled professionals. There is no shortage of job opportunities in Pakistan, yet the gap between demand and supply of quality human capital is widening. The private sector is feeling the strain. With the top talent leaving, businesses are left scrambling to fill critical positions. This talent shortage not only affects operational efficiency but also stifles innovation and growth. Many organizations now face the paradox of having vacancies but not the right resources to fill them, which leads to project delays and lost business opportunities. In conclusion, while the challenges are undeniable, the private sector holds the key to retaining Pakistan's talent. By taking proactive steps and valuing their employees, companies can ensure that Pakistan’s best and brightest continue to contribute to the growth and development of the country.#BrainDrain #HRRecommendations #PrivateSector #TalentRetention #PakistanJobs #CareerGrowth #EmployeeEngagement

HUMAN RESOURCE REQUIREMENT IN SCANDINAVIA:OPPORTUNITIES FOR PAKISTAN – Human resource is a great asset for the economy of any nation as it contributes to the overall productivity of nation’s economy. It actually enables the nation to capitalize available resource and opportunities, therefore, the presence of trained and well equipped human resource is blessing for any nation. Pakistan in this regard, is indeed fortunate to possess highly qualified, skilled, semi skilled and unskilled human resource. If this potential is utilized properly, it can bring huge benefits for the nation Read:

HUMAN RESOURCE REQUIREMENT IN SCANDINAVIA:OPPORTUNITIES FOR PAKISTAN – Human resource is a great asset for the economy of any nation as it contributes to the overall productivity of nation’s economy. It actually enables the nation to capitalize available resource and opportunities, therefore, the presence of trained and well equipped human resource is blessing for any nation. Pakistan in this regard, is indeed fortunate to possess highly qualified, skilled, semi skilled and unskilled human resource. If this potential is utilized properly, it can bring huge benefits for the nation Read:

To the Pakistani companies and HR professionals: it’s time to elevate your hiring standards. Offering a managerial position requiring 5+ years of experience and a Master’s degree with a salary of 120,000 PKR is simply not competitive. Align salaries with the economic landscape of Pakistan and the capabilities of your candidates. Instead of token benefits like tea, PF, and medical insurance, focus on fair compensation. Base your decisions on merit, not on factors like caste, color, creed, gender, or age. Furthermore, it’s essential to recognize that a 25-year-old can effectively manage a team of individuals older than themselves, given the right skills and capabilities. Age should never be a barrier to talent and leadership potential. Remember, skills transcend age. Let’s think twice before undervaluing talent. #hr #pakistan #pakistanicompanies #job #jobopportunity Abeer Azhar - CHRP Mohsin Jamal

GLOBAL VS. LOCAL TALENT: A MISSED OPPORTUNITY? 🇵🇰 While many developed countries face challenges with an aging population and low birth rates, resulting in fewer young people entering the workforce, Pakistan boasts one of the largest and most dynamic youth populations globally. Yet, we seem to be missing a crucial opportunity. Our youth, brimming with potential, often lack access to mass vocational training programs that could prepare them for global job markets. Both the government and private sector need to step up their efforts to equip our young talent with the skills necessary to meet job opportunities worldwide. Here’s a thought: Why not initiate programs where young professionals can register their talents, receive training, and secure employment abroad? Such programs could even include a system where fees are collected post-employment, ensuring that both the individual and program benefit from successful placements. Moreover, leveraging open media to showcase the percentage of unemployed youth and their potential could drive more focus and action toward this cause. Let’s think about how we can transform this demographic advantage into tangible global success. Muhammad Azfar Ahsan Nutshell Group Hassan Raza HR Hub HR kbs Human Capital HUMAN CAPITAL Faryal Shahid Khawaja Ameen Ahsan Aleena Ali Aamir Ahsan Khan Planning & Development Board(P&D Board) CEO hub Sidra Najam (CHRMP)(CHRA) Mariă īqbáļ Rukhshinda Mehar Rajesh Kumar EVELYN THOMPSON Aneel Arshad Ali Human Resources Development Fund - HRDF - KSA Human Resources – Search Solution Group Saylani Welfare International Trust Rehan Allahwala Ali Allawala ARIF HABIB CORPORATION LIMITED Asif Peer AirSial Limited Pakistan Software Export Board (PSEB) State Bank of Pakistan (SBP) #YouthEmployment #VocationalTraining #PakistanYouth #GlobalTalent #JobOpportunities #SkillDevelopment #YouthEmpowerment #EconomicGrowth

#copypaste To the Pakistani companies and HR professionals: it’s time to elevate your hiring standards. Offering a managerial position requiring 5+ years of experience and a Master’s degree with a salary of 120,000 PKR is simply not competitive. Align salaries with the economic landscape of Pakistan and the capabilities of your candidates. Instead of token benefits like tea, PF, and medical insurance, focus on fair compensation. Base your decisions on merit, not on factors like caste, color, creed, gender, or age. Furthermore, it’s essential to recognize that a 25-year-old can effectively manage a team of individuals older than themselves, given the right skills and capabilities. Age should never be a barrier to talent and leadership potential. Remember, skills transcend age. Let’s think twice before undervaluing talent. #trends #newtrendsinhirinng #economy #economicalsituation

Currently, Pakistan faces a serious employment crisis, with over 5.6 million people unemployed. Beyond the statistics, there’s a disturbing trend of skilled workers being undervalued, mistreated, or denied the compensation they’ve rightfully earned. 📌A friend of mine recently had to leave her job because her manager’s behavior towards her became excessively casual. When she confronted him, she was let go. 📌Talented professionals, with 5-6 years of experience, are leaving their jobs because they’re still being paid entry-level trainee salaries. 📌Almost 40% of LinkedIn complaints right now are from employees whose companies are failing to release their salaries on time, despite their hard work and dedication. These issues highlight not only an economic crisis but also a growing problem with the workplace environment itself. Toxicity, favoritism, and lack of respect for boundaries are eroding employee well-being. People are forced to choose between tolerating mistreatment or risking unemployment. This year, the theme for World Mental Health Day was “Mental Health in the Workplace.” The focus on mental health has never been more crucial. A healthy workplace isn’t just about meeting deadlines or getting tasks done—it’s about building a space where people feel safe, respected, and valued. It’s time for workplaces to evolve, because a truly successful company is one that prioritizes the well-being of its people. #WorkplaceWellness #MentalHealthintheWorkplace #WorldmentalhealthDay #Employmentcrisis