Dr. Mirza Dilshad Baig has a Ph.D (HRM) from University of Karachi. He has completed Post Graduation in Human Resource Management from Institute of Labour Studies, India. He has been associated with various top universities of Pakistan as Professor & Visiting Faculty in Karachi since 1987.
|Ph.D (HRM)||University of Karachi||HR Audit – A Tool for Better Performance & Productivity.||2004 – 08||Completed|
|Two Year Post Graduate Honors (HRM)||Institute of Labour Studies, India||Personnel Mgmt, Industrial Psychology, Labour Laws, Sociology etc.||1985 – 87||1st Class|
|LLB||Jamshedpur Co-operative College, India||Law of Jurisprudence, Law of Equity, Law of Properties etc.||1982 – 85||2nd Class|
|B.Sc||Jamshedpur Co-operative College, India||Chemistry, Botany, Zoology etc.||1979 – 81||1st Division|
|Matric||Central Karimia High School, India||Maths, English, General Science etc.||1976 – 77||1st Division|
Academic Career Accomplishments:
As a regular visiting faculty, I am associated with Department of Public Administration, University of Karachi. Besides the universities mentioned below, frequently invited as a Guest Speaker in various Seminars, Workshops, Conferences etc. At regular intervals, I have been invited to seminars on various topics relate to Organizational Development & Management Practices by reputed Education Sectors.
|Universities / Institutions||Programs||Specialized Courses||Tenure of Teaching|
University of Karachi,
Dawood Engineering College of Science & Tehnology,
Florida Green University
Institute of Labour Studies, India
|P.hD, M.Phil / MS, MBA, MHRM, PGD-HRM, Honors Diploma||Strategic HR Management, Performance Management, Learning Management, Compensation Management,
Employee Relation, International HR Management, HR Audit & Procedures, HR Technology, Talent Management, Leadership, Change Management, Strategic Management, Organizational Behavior, Organization Development,
Knowledge Management etc.
|1987 – Continued|
Corporate Experience Profile
|Organization||Functional Positions||Professional Tenure|
|Al Ameen Group, Allied Bank Ltd. Security Papers Ltd, EFP, Knoll Pharmaceuticals, Naya Daur Motors, Dadex Eternit Ltd, Tata Steel Ltd.
|Director HR, Country Head Organizational Development, Head HR Planning, Head Compensation & Benefits Management, Head Planning & Performance Management, GM (HR & A), Country Head (Training & OD), Divisional Head HR & IR, Senior Manager (HR), Manager (HR), Assistant Manager (P & I/R), HR Executive||July, 1987 to Present|
Imparted Training Programs in my past & present organizations for Managers, Regional Controllers, Relationship Managers, HODs and the members of Board of Director on the following topics:
- Effective communication for client satisfaction.
- Motivating employees for better results
- Field Manager – Always a good leader.
- How to make effective decisions- A case study of Regional Controller of a leading Bank.
- Innovation, customer satisfaction and just do it.
- HR actions for Field Managers.
- HR Audit – A tool for better performance and productivity
- Techniques of handling problem customers.
- Why Managers fail? A critical analysis on Managerial effectiveness of Private– public & Multinational organizations.
- Approaches to implement 360 degree Performance Appraisal System.
- 7 Habits of Highly effective peoples
- 5 Pillars of Organizational Excellence
- VUCA – Volatility – Uncertainty – Complexity – Ambiguity (A challenge for Business Leaders)
- Good to Great
Corporate Achievements & Area of Expertise:
HR Policy/ Manual
Strategic HR Planning
Work Profile Analysis:
|a) Extensively involved in developing the policies & programs pertain to employee development, job profiles, talent management initiatives, HR audit, competency assessment, OD operational manual, HR research, work load evaluations, HR standards, etc.
a) Involved in the process of restructuring of the salaries and other benefits of Bank’s employees. Kept a close watch on the up gradation compensation and facilities structure to stay competitive in the current market scenario.
b) Developed policies pertaining to Career & succession plan, Job Rotation, Job Enrichment & Enlargement, Employee orientation and induction, after a thorough study and in depth analysis of different institutions so as to retain highly competent employees in the organization. Besides, worked out strategies to bring improvement in capabilities enabling them to grow and take up the challenges of the elevated positions.
c) A number of HR policies were got modified by the Board of Directors to facilitate attainment of HR objectives.
a) Carried out an extensive exercise in various organizations to assess the manpower requirement and accordingly coordinated with the concerned quarters and fulfilled their requirement. Moreover launched series of sessions for enhancing performance and productivity in all levels.
a) Developed necessary tools & parameters and accordingly conducted JD exercise against identified and critical positions after successful launch of an awareness program.
a) Conducted Assessment interviews and competency tests of the identified positions in the organizations for effective utilization of the human resources in the organization. Moreover efforts made to implement innovative strategies by adopting a number of modern HR techniques on recruitment, performance management programs, skill development etc
a) Revised the previous ACR Appraisal system and introduced Objective based Performance Evaluation Procedure to make it more transparent and Merit Based. Evaluation Reports provided HRD with proper feedback to examine the pay structure of the employees.
b) Competency based Evaluation Forms were developed for all cadres of employees. The newly developed Performance Evaluation Form was implemented in line with the defined time frame.
a) Developed the Training Assessment Program for employees and conducted Training Need Analysis and provided feedback to the Management Development Department with the day to day challenges of Business demands and Organizational needs. Accordingly new courses were introduced and expert professionals were hired who imparted training in their respective fields resulting in the improvement of the performance of the employees.
b) Involved actively in planning training programs/courses for different levels in the management hierarchy.
c) Arranged Workshops, Seminars and Conferences in collaboration with NICC and ILO at Karachi, Lahore, Islamabad, Faisalabad and Quetta.
d) Managed training programs for Knoll at senior levels in the area of general management & case studies on OD intervention.
e) Managed Training & OD program for 550 member organizations while stay at EFP, a constituent body of ILO, Geneva based.
f) Actively participated in the HR Research at TATA with the concept of bringing innovative programs in all the key areas of learning at its Head Office and manufacturing sectors.
|Employee Mapping||a) Conducted climate survey at NDML with benchmark organizations wherein opportunities provided to the employees to settle their grievances through formulized Grievance Handling Procedure.|
|a) Participated in collective bargaining negotiations to resolve day to day work related issues to ensure industrial peace in accordance with the legal requirements. Settled industrial disputes on regular intervals and attended various courts and NIRC whenever required.|
Currently associated with Institute of Business Management (IoBM), Karachi as a P.hD Research Review Committee Member. Also invited frequently by SZABIST, Karachi as an External Examiner for M.Phil / Ph.D VIVA Programs. At present, also working as an active member of Board Executive Committees at Preston University.
Institute of Business Management (IoBM)
Office,, Institute of Business Management
Korangi Creek, Karachi Pakistan – 75190
Ext – ” ”