A STUDY ON INFLUENCE OF POLITICS ON

JOBS IN GOVERNMENT SECTOR IN

DISTRICT MIRPUR AZAD KASHMIR

USMAN ZAFAR MIRZA

BJ655923

ALLAMA IQBAL OPEN UNIVERSITY ISLAMABAD

28 June 2018
A Study on Influence of Politics on Jobs in Government Sector
in District Mirpur Azad Kashmir

By

USMAN ZAFAR MIRZA

Roll No: BJ655923
Submitted in partial fulfillment of the requirement for B.Ed. (1.5 year) program in
science education at Department of Early childhood and Elementary Teacher
Education

FACULTY OF EDUCATION
ALLAMA IQBAL OPEN UNIVERSITY, ISLAMABAD
June 2018

© USMAN ZAFAR MIRZA 2018

ii
 Faculty of Education
Allama Iqbal Open University, Islamabad

APPROVAL FORM
The research project attached here to, titled “A Study on Influence of Politics on Jobs in

Government Sector in District Mirpur Azad Kashmir” proposed and submitted by Usman

Zafar Mirza Roll No. BJ655923 in partial fulfillment of the requirements for the degree

of B.Ed. (1.5 year) science education is here by accepted.

Supervisor: _______________
Mr. Nadeem Javed

Evaluator: ___________________

Dated: 28-06-2018

iii
 DECLARATION
I S/O ____________________________
Roll No. _________________________ Registration # ______________________
A student of B.Ed (1.5 year) programme science education at Allama Iqbal Open

University do hereby solemnly declare that the research project entitled

‘‘______________________________________________________________________

___________’’ Submitted by me in partial fulfillment of B.Ed. (1.5 year) programme, is

my original work, and has not been submitted or published earlier. I also solemnly

declare that it shall not be submitted by me for obtaining any other degree from this or

any other university or institution. I also understand that if evidence of plagiarism is

found in my thesis/ dissertation at any stage, even after the award of a degree, the work

may be cancelled and the degree revoked.

Date: 28-06-2018 Signature of candidate

_____Usman Zafar Mirza______

Name of Candidate

iv
 ACKNOWLEDGEMENT

All the praise and Glory to be Allah, Who blessed me with the courage and knowledge to
achieve this goal. I can never thank Him enough for his blessings upon me.Every Grace
of Allah is on Prophet Muhammad (PBUH) Who is always a sourse of guidance and
knowledge for humanity as a whole.

A milestone of this nature could by no means be viable to gain without the help of a
galaxy of a few simply loving persons. No phrases to describes my emotions of
appreciating approximately my affectionate mother and father, whose love,
encouragement and prayers forever buoyed me up. Their problem, devotion, and love can
never be paid back. I haven't any words to say thanks to these all. I cannot overlook the
love and staying power of my entire family for the duration of my academic carrier..

I owe a debt of my sincere graduate to our supervisor Mr. Nadeem Javed whose
guidance,suggestion and positive criticism played an important role to my achievement.
His encouragement help me in the completion of this project. He is really a source of
great inspiration for me. His guidance kept me on the right track and in the right
direction.

And last but not the least; I would love to well known the support of my own family
contributors. I would like to admit that I owe all my achievements to my true, honest and
most loving parents, who imply the maximum to me, and whose prayers are a supply of
dedication.

_____________________________

Usman Zafar Mirza

Registration #: 16-KBR-00882

Roll No. BJ655923

v
 Research Project Submission Approval Form
SUPERVISOR

Research Project entitled “A Study on Influence of Politics on Jobs in Government Sector

in District Mirpur Azad Kashmir” Submitted by Usman Zafar Mirza Roll No. BJ655923

Registration No. 16-KBR-00882 Programme B.Ed. (1.5 year) has been found to be

satisfactory regarding its quality, content, language, format, citations, bibliographic style,

and consistency, and thus fulfills the qualitative requirements of this study. It is ready for

submission to Allama Iqbal Open University for evaluation.

Date: 28-06-2018 ______Mr. Nadeem Javed____ __

Signature of supervisor

vi
 ABSTRACT

Appointment process is an essential to the performance of an agency and its body of

workers, with equipped people wanting to be appointed and their valued and overall

performance assessed accurately. But in Azad Jammu and Kashmir public sector

appointments are made on the basis of strong politic relations than the ability basis. For

this type of study I used some questionnaires and interviews to the some administrative

persons and general public also. I made interviews about different administrative persons

of different departments of district Mirpur and general public. The findings in the forms

of perceptions were significant about the negative influence of the political persons on

the public appoint process. I analyzed the performance of some people who were selected

on the basis of strong political relations and what was the effect of that selection on the

public sector organizations. Moreover I got information about the competent persons and

their role in government sector. The findings showed that their role in the progress of

public sector was very much beneficial for the public sector organizations.

Keywords: Politics, political influence, public job effects public sectors etc.

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 TABLE OF CONTENTS
CHAPTER PAGE

1. INTRODUCTION
1.1 Background of the Study…………………………………………………. 01
1.2 Statement of the problem………………………………………………….. 03
1.3 Research Objectives…………………………………………………......... 03
1.4 Research Questions……………………………………………………….. 04
1.5 Hypothesis………………………………………………………………… 05
1.6 Significance of the study………………………………………………..... 06
1.7 Scope and Limitations of the study………………………………………. 06
1.8 Research Methodology………………………………………………........ 06
1.8.1 Population……………………………………………………........ 06
1.8.2 Sampling Techniques……………………………………………... 06
1.8.3 Sample…………………………………………………………….. 07
1.8.4 Research Instruments…………………………………………….. 07
1.8.5 Data Analysis……………………………………………………… 07

2. REVIEW OF RELATED LITERATURE……………...... 08

2.1 Recruitment and selection……………………………………………...... 08

2.2 Role of Pakistan security agencies in government job………………...... 08

2.3 Linkage between Public Job Promotions and Political Considerations…. 09

2.4 Quality of Governmental Services in the Pakistan Context…………….. 10

2.5 Standards for Providing Qualified Governmental Services……………... 10

2.6 Previous Studies…………………………………………………………. 11

3. RESEARCH METHOLODOGY………………………… 13
viii
 3.1 Research Design…………………………………………………………. 13
3.2 Population……………………………………………………………….. 14
3.3 Sample and Sampling Techniques………………………………………. 14
3.3.1 Research sample…………………………………………………. 15
3.3.2 Data Measurement……………………………………………….. 15
3.3.3 Personal Characteristics of study sample……………………….. 15
3.3.3.1 Gender……………………………………………….... 15
3.3.3.2 Age……………………………………………………. 15
3.3.3.3 Educational degree…………………………………..... 16
3.3.3.4 Years of experience………………………………….... 16

3.4 Instrumentation………………………………………………………….. 17
3.4.1. Questionnaire…………………………………………………… 17
3.4.2. Interviews………………………………………………………. 18
3.5 Validity and Reliability of Instruments…………………………………. 18
3.5.1. Internal validity………………………………………………… 18
3.5.2. Structure validity of the questionnaire…………………………. 18
3.6 Data Collection………………………………………………………… 18
3.7 Data Analysis………………………………………………………….. 19

4. DATA ANAYLYSIS AND INTERPRETATION……... 20

4.1 Descriptive Statistics…………………………………………………… 20
4.1.1 Data Analysis………………………………………………….... 20
4.1.2 Data Interpretation…………………………………………….... 22
4.1.2.1 Response to question No1……………………………. 22
4.1.2.2 Response to question No2……………………………. 23
4.1.2.3 Response to question No3……………………………. 23
4.1.2.4 Response to question No4……………………………. 25
4.1.2.5 Response to question No5……………………………. 26
4.1.2.6 Response to question No6……………………………. 26
4.1.2.7 Response to question No7……………………………. 27
4.1.2.8 Response to question No8……………………………. 28

ix
 4.1.2.9 Response to question No9……………………………. 29
4.1.2.10 Response to question No10…………………………. 29
4.1.2.11 Response to question No11…………………………. 30
4.1.2.12 Response to question No12…………………………. 31
4.1.2.13 Response to question No13…………………………. 32
4.1.2.14 Response to question No14…………………………. 33
4.1.2.15 Response to question No15…………………………. 33
4.1.2.16 Response to question No16…………………………. 34
4.1.2.17 Response to question No17…………………………. 35
4.1.2.18 Response to question No18…………………………. 36
4.1.2.19 Response to question No19…………………………. 37
4.1.2.20 Response to question No20…………………………. 37
4.1.2.21 Response to question No21…………………………. 38
4.1.2.22 Response to question No22…………………………. 39
4.1.2.23 Response to question No23…………………………. 40
4.1.2.24 Response to question No24…………………………. 40
4.1.2.25 Response to question No25…………………………. 41

5. SUMMARY, FINDINGS, CONCLUSION AND

RECOMMENDATION …………………………………. 42
5.1 Summary……………………………………………………………….. 42
5.2 Findings………………………………………………………………… 43
5.3 Conclusions…………………………………………………………….. 44
5.5 Recommendations……………………………………………………… 45

Bibliography………………………………………………………… 47

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 LIST OF TABLES
Table Name Page No
Table 1.1 Result of Hypothesis………………………………………………....... 07
Table 3.1: Research Scale………………………………………………………… 15

Table 3.2: Gender………………………………………………………………… 15

Table 3.3: Age……………………………………………………………………. 16

Table 3.4: Educational Degree…………………………………………………… 16

Table 3.5: Years of experience…………………………………………………… 16

Table 4.1 Analysis of Data………………………………………………………. 20

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 LIST OF FIGURES
Figures Name Page No
Figure 4.1: Responses according politics involve in govt. jobs……………………… 22
Figure 4.2 Responses according major causes of political influence………………… 23

Figure 4.3 Responses according political influence decrease

efficiency of govt. organizations…………………………………………………...... 24
Figure 4.4 Responses according how minimize political influence………………….. 25
Figure 4.5 Responses according who is responsible for political
influence in govt. sector…………………………………………………......... 26
Figure 4.6 Responses according competency base selection’s benefits……………… 27

Figure 4.7 Responses according competent people enhance efficiency

of govt. organizations…………………………………………………………. 28
Figure 4.8 Responses according competent people enhance efficiency……………… 28
Figure 4.9 Responses according competent people work fairly……………………… 29
Figure 4.10 Responses according merit base selection enhance

quality of govt. organizations………………………………………………… 30

Figure 4.11 Responses according politics base hiring influence negatively…………. 31

Figure 4.12 Responses according recruitment, selection and
suspension are based on performance ……………………………………… 32
Figure 4.13 Responses according people have equal
opportunities to learn and grow……………………………………………... 32
Figure 4.14 Responses according people know very well what is
expected from them…………………………………………………………. 33
Figure 4.15 Responses according recruitment and selection practice
used in organizations influence personal behavior………………………… 34
Figure 4.16 Responses according turnover rate is linked

xii
 with poor selection practice………………………………………………... 35
Figure 4.17 Responses according govt. organizations lacking consistency
in employment opportunities having impact of performance………………. 35
Figure 4.18 Responses according organization’s merit base recruitment and
selection really inspires the very best in me towards the job performance………… 36

Figure 4.19 Responses according job description reflect clear tasks about the job….. 37
Figure 4.20 Responses according people are right fir for their current jobs…………. 38
Figure 4.21 Responses according organizations has formal policy of recruitment….. 39
Figure 4.22 Responses according performance appraisal system fairness…………… 39

Figure 4.23 Responses according people are promoting on the political reference….. 40

Figure 4.24 Responses according my last performance appraisal reflection…………. 41

Figure 4.25: Responses according horizontal mobility in the organizations………………. 41

xiii
 CHAPTER 1

INTRODUCTION

1.1 Background of the Research Study

The word “Politics” is based on Greek and it originated in Greece. Chris Bast pointed out

the first known usage was in 350 BC in the book of POLITICS by Aristotle. (Leftwich,

A. 2004).

The actual beginning of politics may never be known and the question is somewhat

challenging because that depends on one’s definition. It would undertake that every

community no matter how small has some form of politics. It accept that politics are

fundamentally based on the power displays and the negotiations people must make in

order to live together in a harmonious society.

A job is someone’s role in society. More specifically a job is an activity is a

hobby frequently constant and often executed in change for payment for a living. Many

human beings have multiple jobs e.g. parent, homemaker, and employee. A person can

provoke a job by turning into a worker, beginning an enterprise, or turning into a figure.

The period of a activity may also range from short-term to a lifetime. The relation

between politics and jobs is that the recruitment process in the past as well as now days is

made on the basis of strong political relations. If a person have strong political relation

1
then it is easy way for him/her to get a government job in Azad Jammu and Kashmir.

(Rehman, S, 2009)

As we know that today the most common problem that most of the qualified

people are facing very rare opportunities of jobs. Most of the people work as private

employees and they could not get jobs in government sector. Politics plays an important

role in government sector. When it is analyzed the government employees the results

found that most of the employees were selected for their jobs on the basis of some

references of politicians. (Bovin, R. 2001).

Most of the jobs in public sector are recruited by the choice of politicians. The result of

politics is that the ratio of eligible people as compared to recruited people is very small.

Eligible people cannot get jobs in public sector especially in education department.

Today it can see that very few government schools and colleges have good strength and

their quality of education is good otherwise most of the public schools and colleges have

low strength. People who have support of the authorized politician they can easily get

jobs and people who do not have access to authorized politician it is very hard for them to

get jobs in public sectors. (Khan, W. 2011).

Now days there are some struggles were made for the merit and many people can

get jobs in public sector on the basis of merit. This study is made for the impact of

politics on the jobs in public sector. How politicians effect on the recruitment of public

jobs. Politicians have relations with people who recruit the people for public sector and

they select the people of their own choice. The numbers of people who recruit employees

on the basis of merit are very less as compared to people who recruit people according to

choice of politicians. Dedication of the actual need of public human sources and the wide

2
variety of public positions related to desires were now not completed professionally and

as a end result the impact of weak basis commenced to appear quickly as public quarter

changed into suffering from inflation of human sources with low productivity charge and

excessive costs.

1.2 Statement of the problem

To demonstrate how politics involve in the selection process of jobs in government

sectors and what are the effects of politics on the performance of government sector

organizations.

1.3 Research Objectives

The basic objective of this study is to recognize those political factors who affect the

recruitment process in public sector and what are the effects of politics on common

people who have less opportunities to show their skills in public sector and how can the

effect of politics can be reduced on the recruitment process in government sectors. In this

research project the impact of politics on jobs in government sector will be analyzed and

evaluated.

Some of the research objectives of my research study are as follows.

1.3.1. To assess the influence of politics on the public jobs.

1.3.2. To analyze the effects of that selection on the government organizations.

1.3.3. To find out the problems that occurred due to such type of selections.

1.3.4. To examine the role of least able people towards the public jobs.

3
1.3.5. To assess the capability of competent people as compared to incompetent

people.

1.4 Research Questions

In this research questionnaire method is used to find out the political influence on the

government sector jobs and what are the effects of that type of recruitment of government

sector jobs.

1.4.1. To what extent politics involve in the recruitment process of government sector

jobs?

1.4.2. What are the major causes of political impact on government jobs?

1.4.3. What are the results of political influence on government jobs?

1.4.4. What are your suggestions to minimize the impact of politics on public jobs?

1.4.5. Who are responsible for the impact of politicians on jobs?

1.4.6. Is capability based selection is beneficial for government sector?

1.4.7. Which type of role can play competent people in government jobs?

1.4.8. What is the efficiency of the competent people as compared to incompetent

people?

1.4.9. Is incompetent people work honestly for government sector?

1.4.10. Is worth of government sector enhancing from such type of recruitment?

1.4.11. Political hiring influence the performance negatively in govt. organization performance?

1.4.12. Recruitment and selection, demotion, delay and dismissal are based on performance?

4
1.4.13. All people have equal chances to learn and grow?

1.4.14. People know very well what is predicted from them on their jobs?

1.4.15. Recruitment and selection practices used in organizations influence personal actions?

1.4.16. Turnover rate is related with poor Employment and selection practices?

1.4.17. Govt. organizations are lacking stability in employment chances, having an impact on

Performance?

1.4.18. This organization’s merit base recruitment and selection really encourages the very best in

me towards the job performance?

1.4.19. My job description shows clear tasks and skills needed to perform the Job?

1.4.20. My last performance appraisal precisely reflected my performance?

1.4.21. People are exact fit for their current Jobs employed on the basis of political references?

1.4.22. Organization has formal policy for employment and selection of staffs?

1.4.23. The performance judgment system is unbiased?

1.4.24. People were equally promoted on their performance instead of political influence?

1.4.25. There is horizontal movement in this organization?

1.5 Research Hypothesis

1.5.1. If selection is made on merit the government sector organizations will become

More competent as compared to private organizations

1.5.2. People will become more active and more hardworking.

5
1.6 Significance of the study

The Significance of this research project study is to find out the causes of political

influence on the public jobs and also find what factors those are helpful for the politicians

to recruit the people of their own choices. Secondly to find out causes of political

influence on jobs then finds out the ways to minimize the influence of the politics on

jobs. Moreover this study may contribute to improve the quality of services in

government sector in district Mirpur.

1.7 Scope and Limitations of the study

The research limitations of this research study are limited to the area of district Mirpur.

This research study is about the impact of politics on the area of district Mirpur that

how politics is involve in the recruitment process of government sector jobs and what

are the effects of that type of selection on the performance of the government sector

organization.

1.8 Research Methodology

The research methodology involves the following steps

6
 1.8.1 Population

The populace of the look at is taken from the district Mirpur authorities area employees

of different departments. The take a look at population became (50) personnel who are

operating as head of departments and administrators on fee in government sectors.

1.8.2 Sampling Techniques

There are two types of sampling techniques: probability and non-probability. In this

research non probability technique is used because the sample used in this research was

without equal and independent chance to population sample selected for research.

1.8.3 Sample

A random sample consisting of (50) employees of district Mirpur was used in this

research who are working in government sector. Fifty questionnaires were distributed

among that employees and after that the questionnaires were recollected.

1.8.4 Research Instruments

Open questionnaire, closed questionnaire, discussion method and interviews techniques

were used for the selected population.

1.8.5 Data Analysis

The data was ordered on a tally sheet and tables about different variables were prepaid.

The data analysis technique used for the examination of questionnaire was quantitative

which involve simple percentage method. Table with percentages were used for the

description of the data in accordance with the hypothesis.

7
 Responses
Hypothesis
Yes No Non Response
01 90% 08% 02%
02 80% 15% 05%
Table 1.1 Result of Hypothesis

8
 CHAPTER 2

REVIEW OF RELATED LITERATURE

2.1 Recruitment and Selection

Selection and recruitment is the process in which specific criteria and instruments are

used to select a person or persons from several applicants who are created to apply for a

job in an organization and who suit more to flourish in the job.

2.2 Pakistan Security Agencies and Government Jobs:

Background research which is considered as background displaying and

background test is called the simple step accompanied by applicants to make enlightened

appointment decision to minimize the chance of place of business savagery, employee

theft, and careless appointing system. Consequently, background investigation is

performed for activity or pre-activity purpose through monitoring down and

accumulating facts approximately that specific candidate who is admitted obtaining a

selected region on the organization or organization, specifically in case of tactful and

touchy positions wherein a relied on an employee is needed (Junaid Ashraf, 2012).

In the same perspective, article No. 24-item No. 4 of Pakistan’s constitution, it is

stated that competitors are not implicated with reference to immoral crime or delinquency

that spoils his good reputation or marks his fame and trust if he/she is not absolved. But

the question is, does background investigation applied professionally in the context of

Pakistan? In past, security scanning that is the background investigation was a necessary

9
condition for the government job in order to make sure that the applicant is not in

connection with the Indian Occupation (Jabreen S, 2006).

In spite of no specific legal permission that Pakistan security equipment allow

postponing inside the procedure of appointing government servants, security scanning

changed into mandatory for the government job in the reign of Zulfiqar Ali Bhutto. Then

whilst fashionable Zia ul Haq grow to be the president of Pakistan had issued a decision

stating that protection scanning may be eradicated from the process of employing

government servants. At that time, protection scanning became performed not only for

new appointments but additionally for that personnel who have been already running in

authorities’ institutions, which resulted in discharging numerous authorities servants on

the idea in their political association. Furthermore, many searches had been finished with

the aid of researchers to get a copy of (03/09/1977) choice but couldn't discover

whatever! Later, researchers determined that the decision becomes no longer publicly

published inside the Pakistan Gazette. Standard personnel council (G.P.C) suggested that

Pakistan safety equipment had performed an excellent function in approving the

applicants and appointing public servants. Consequently, G.P.C is devoted to the tips of

Pakistan security apparatus, even in case of rejecting the applicant! (Rehmam S, 2009).

2.3 Public Job Promotions Linkage with Political Considerations

The actuality of the Pakistan civil services promotions executes that in most

cases, the promotions for the upper class do not follow any law, and totally political

references are used for the promotions instead of merit and capability or personal

performance. It is to be noted that in 1977, the administrative committee of the

10
Ministerial Cabinet, had a full control on appointments and promotions process but in

1984, political appointments was back once again in the era of Muhammad Khan Jonejo.

This complex political condition resulted in:

1. Maximizing the number of public service seniors

2. Clash between the powers of government organizations.

3. Appointments of seniors according to their political references made by each

Government (Khan, W, Ahmed, 2011).

2.4 Quality of Governmental Services in the Pakistan Context

Jabreen S, (2006) determined that a fragile governmental experience was present

in measuring the quality of the services provided by the government of Pakistan. Only

one survey was dedicated, determining and recognizing the citizen’s necessities at the

location of services provision. Effects of the survey which were a key to the system of

making use of governmental high-quality offerings requirements underneath the umbrella

of a pre-developed guidebook in 2004. Lamentably, by means of the initiation of the

consensus authorities, the technique had lasted as ink on paper.

2.5 Criteria for Presenting Qualified Governmental Services

The predeveloped design who was designated by “A design for employing criteria

of governmental service position” had described 6 standards for giving adequate

governmental jobs, which are:

1. Job Provider Behaviors

2. Knowledge and Information

3. Atmosphere of Work

4. Response

11
5. Development and Quality

6. Crisis Management and Economy

2.6 Previous Studies

At the session from April to June 2012 (Junaid Ashraf, 2012) had concluded that

professional authorities were consolidated on the guidance of Ministerial cupboard.

Researchers had suggested modifying the method of selecting government superiors, in

addition, to discover a particular time interval for superiors to stay at their government

posts (Junaid Ashraf, 2012), in Punjab governorates, the Pakistan governmental sector

recognized the performance of creative injury administration in increasing the variety of

sets. The level of the feature of services in the Pakistan governmental sector in Punjab

governorates is standard with a corresponding weight of 63.531%. Junaid Ashraf

investigated the legal system that regulates contracting, expanding, and responsibility of

government superiors in Pakistan. He decided that Civil Service Law combines

conflicting items concerning the power of the Ministerial Cabinet and President in

announcing senior’s election determinations. It became recommended that ministerial

cabinet and presidency must decrease seniors’ job and take the interest of tolerating

knowledge, and civil services regulation have to be modified, and scheme for selecting

seniors have to be precisely distinctive. Junaid ashraf diagnosed that the main problems

and obstacles status against accomplishing the nice degree of transparency and equity in

senior’s recruitment system and found the extent of transparency and equity within the

procedure of appointing senior posts in pakistan. For appointing seniors, the civil

offerings law did not identify the tactics. The procedure for appointing seniors need to be

without a doubt distinctive and the civil provider law ought to be corrected. Furthermore,

12
at some stage in the approach of selecting seniors, the political belonging must be

circumvented. Studies the hassle of unfavorable legal guidelines and law with the aid of a

few employees who've management in the Pakistan authority. The researcher arrived out

with a mass of outcomes: he determined that widespread people use their authority and

power to justify legal guidelines in accordance with their pride; he assumed that

legislation could bear numerous interpretations and isn't clear-cut. (Khan, W, Ahmed,

2012) examined if there is differentiation in government jobs in Pakistan based on

political belonging. The research showed out that political based discrimination exists

within the public region and it is a devastating phenomenon which originated to reach

through the development of Pakistan countrywide authority and had arrived more

appropriately after the Pakistan countrywide battle. The research cautioned that political

elements should no longer have an effect on public task distinction.

(Khan, W, Ahmad, 2011) additionally suggested that recruitment at all public places

constrained to competition and should be declared. (Khan, W, Ahmad, 2011) examined

the selection policies at the organizational situations and existence of recruitment in

Pakistan ministries in Islamabad. The research revealed that various non-objective

agents that hold against normalizing the method of recruitment and selection. The

analysis suggested constructing a proper environment based on scientific criteria for

applying government servants.

13
 CHAPTER 3

RESEARCH METHOLODOGY

3.1 Research Design

This study adopts the descriptive analytical statistical approach by using the usage of a

questionnaire which changed into analyzes base on regression evaluation. A few

conferences are also conduct while there's a want to beautify research results and feed

its literature. Additionally, a pilot study for the questionnaire is taken earlier than

taking the outcomes of the sample.

This research consists of the public sector’s “Job Analysis” and the after effect

of the general public region’s employment and choice process on the entire work of

the institution. It is an strive to analyze the contemplating of the individuals working

in the government quarter institutions and the several concepts of the staff with the

assistance of a questionnaire specially plotted for this tenacity. Common features of

the evaluation can be observed in the real-life work ecosystem with a purpose to

higher apprehend the common sense to a group of workers' demeanor within the

authorities region institutions.

The foundation of this analysis is laid on the assessment of employment

investigation of the government location of Azad Kashmir district Mirpur. The look at

uses a questionnaire which turned into introduced 50 public zone organization

14
employees. A few quick assemblies also are behavior from the pattern. Questions asked

by the persons while persons are filling out the surveys, it makes the survey more

straightforward. Consequently, this evaluation relies on each primary and secondary

information strategies. The primary records are mainly composed by using the close-

ended questionnaire, even as some short meetings also are taking to get a few extra

details and reviews. Moreover, the secondary information is typical the information from

journals which might be giving within the literature and also formal hiring regulations are

studied to explain the simple hiring manner. Those techniques use with the intention to

discover reliable information and that reliable statistics ought to best be accrued thru

appropriate statistics series gear for the pattern of the population which had to be

explored for the topic underneath these studies.

3.2 Population:

The population of the investigation is taken from the district Mirpur authorities

zone personnel of different departments. The look at populace is (50) personnel who're

operating as head of departments and administrators on the charge in government sectors.

Some widespread public persons are also taking for the questionnaires.3.3 Sample

and Sampling Techniques:

3.3.1 Research sample

The examined sample is a stratified random sample consisting of (50) government

personnel who are running as department administrators and directors on the charge in
social region ministries. While (50) questionnaires are dispensed among respondents (50)
questionnaires are recollected.

15
3.3.2 Data Measurement
In this research, scale 1-10 is used. See Table 1.
Strongly Strongly
Item
Disagree Agree

Scale 1 2 3 4 5 6 7 8 9 10
Table 3.1: Research Scale
3.3.3 Personal Characteristics of study sample
3.3.3.1 Gender
As shown in Table 2 70% of the samples are males and 30% of the samples are females.

Gender Frequency Percentage

Male 35 70%
Female 15 30%
Total 50 100%
Table 3.2: Gender

3.3.3.2 Age:

As shown in Table 3, 20% of the sample are “from 25-less than 30 yrs.”, 62% of the

sample are of “ from 30-less than 40 yrs.”, 10% of the sample are of “from 40-less than

50 yrs.” and 8% of the sample are of “ more than 50 yrs.”.

Age Frequency Percentage

from 25 – less than 30 years 10 20%
from 30 – less than 40 yrs. 31 62%
from 40 – less than 50 yrs. 05 10%
more than 50 yrs. 04 08%
Total 50 100%
Table 3.3: A

3.3.3.3 Educational degree:

As shown in Table 4, 08.0% of the sample is “Diploma” holders, 30.0% of the sample is

“Bachelor” holders, 40.0% of the sample is “Master” holders and 22.0% of the sample is

“Ph.D.” holders.
16
 Educational degree Frequency Percentage
Diploma 04 08%
Bachelor 15 30%
Master 20 40%
Ph.D. 11 22%
Total 50 100%
Table 3.4: Educational Degree

3.3.3.4 Years of experience:

As shown in Table 5, 24% of the sample have experience “less than 5 years”, 22% of the

samples have experience “5-less than 10 year”, 30% of the sample has experience “10-

less than 15 years” and 24% Of the sample have experience “more than 15 yrs.”

Years of experience Frequency Percentage

Less than 5 year 12 24%
5 - Less than 10 year 11 22%
10- less than 15 years 15 30%
more than 15 years 12 24%
Total 50 100%
Table 3.5: Years of experience

3.4 Instrumentation

The technique of questionnaire and few brief interviews and surveys are use in this

report in order to collect dependable and valid data for the research.

3.4.1. Questionnaire

Questionnaire is located in this research to show a dependable method for

statistics series. The main purpose of the research questionnaire is to obtain data that can

17
not be without problems found or that isn't always already to be had in written or

automated shape. Proof from the questionnaire survey can then be use specially for

description, rationalization or hypothesis checking out. A letter is attached to each

questionnaire which clearly showed that the research is for a B.Ed.’s dissertation Allama

Iqbal Open University Islamabad. The questionnaire is a mere instrument to obtain

information from the government sector of district Mirpur. The confidentiality of the

questionnaire was also emphasized. At the beginning of the questionnaire, the topic of

the research is indicated. The participants are advised not to sign their names, as the

questionnaire is completely anonymous.

It takes one month (April 2018 – May 2018) to collect the information from the

public sector of the district Mirpur. The main focus of the questionnaire was to

determine the problems that affect the recruitment process of the government sector jobs.

3.4.2. Interviews

Few information accumulating unstructured interviews are also carried out by

using me besides the questionnaires. The questions had been similar to asked in the

questionnaire, it turned into achieved to make the studies extra dependable and

additionally get a few in addition info. The details which are not possible to collect inside

the close ended questionnaire.

3.5 Validity and Reliability of Instruments

Validity refers to the degree to which a method measures what it's miles consider

to be measuring. Validity has some of the specific features and assessment procedures.

18
Statistical validity is used to assess tool validity, which incorporates internal validity and

structure validity.

3.5.1. Internal validity

Internal validity of the questionnaire is the first statistical take a look at that used

to test the validity of the questionnaire. It's far measured via a scouting pattern, which

consisted of fifty questionnaires thru measuring the correlation coefficients between

every item in a single area and the complete field.

3.5.2. Structure validity of the questionnaire

Structural validity is the second one statistical take a look at what used to test the

validity of the questionnaire structure with the aid of trying out the validity of each field

and the validity of the entire questionnaire. It measures the correlation coefficient

between one subject and all the fields of the questionnaire that have the equal level of like

scale.

3.6 Data Collection

In this research data is collected by the following means

Interviews

Questionnaires

Surveys

Interviews are conduct from some of the public sector employees to make the

research study more efficient. Questionnaire technique is also use to gather information

19
about research topic. Some open ended questions and some closed ended questions are

also use for this research study. Last thing that is use for this research study are surveys.

Surveys are also making of different government sector organizations to get information

about the recruitment process of the employees and also their working progress in the

government sector organizations.

3.7 Data Analysis

The data is organizes on a tally sheet and tables regarding different variables are prepaid.

The data analysis technique uses for the analysis of questionnaire is quantitative which

involve simple percentage method. Table with percentages are used for the description of

the data in accordance with the hypothesis.

20
 CHAPTER 4

DATA ANAYLYSIS AND INTERPRETATION

4.1 Descriptive Analysis

4.1.1 Data Analysis

Sr. Strongly Strongly

Research Question Agree Neutral Disagree
No agree disagree
Most jobs selection is made in govt. sector
1. 66% 12% 01% 15% 06%
on political references?
The major cause of political influence is
2. 50% 15% 0% 20% 15%
relation of employer with political persons
Political influence of public sector has
3. decreased the efficiency of govt. 41.5% 20.3% 05% 30.1% 3.1%
organizations.
To minimize the impact of politics employer
4. 60% 22% 0% 10% 08%
must be fair with their job
Our system is responsible for the influence
5. 50% 30% 0% 16% 04%
of politics on jobs in govt. sector.
Capability based selection is beneficial for
6. 85% 10% 0% 05% 0%
govt. sector organizations.
Competent people can enhance the
7. 30% 40.2% 0% 20.3% 9.5%
efficiency of govt. sector organizations.
Competent people can perform better results
8. 50% 30% 0% 13% 07%
as compared to incompetent people
Competent people work honestly for govt.
9. 60% 20% 0% 15% 05%
sector organizations.
If selection is made on merit than quality of
10. 49.5% 20.1% 5% 21.9% 3.5%
govt. sector organizations will enhance.
Political appointment influences the
11. performance negatively in govt. 60% 25% 0% 14% 01%
organization.
Recruitment and selection, transfer,
12. demotion and dismissal are based on 20.1% 8.7% 8.1% 40.5% 22.6%
performance

21
Sr. Strongly Strongly
Research Question Agree Neutral Disagree
No agree disagree

All people have equal chances to learn

13. 8.8% 20.2% 10% 40.5% 20.5%
and grow.
People know very well what is hoped
14. 66% 12% 01% 15% 06%
from them on their jobs.
Employment and selection practices used
15. in organizations influence personal 55% 13% 0% 21% 11%
behavior.
Turnover rate is linked with poor
16. 41.5% 20.3% 05% 30.1% 3.1%
Employment and selection practices.
Govt. organizations are lacking
consistency in employment
17. 50% 22% 0% 20% 08%
opportunities, having an impact on
performance.
This organization’s merit base
recruitment and selection really
18. 50% 30% 0% 16% 04%
motivates the very best in me towards
the job performance.
My job description shows clear tasks and
19. 15% 20% 0% 55% 10%
skills needed to perform the Job.
People are right fit for their current Jobs
20. recruited on the basis of political 20% 9.5% 0% 40.3% 30.2%
references.
Organization has formal policy for
21. 10% 30% 0% 20% 20%
employment and selection of employees.
The performance judgment system is
22. 05% 20% 0% 55% 20%
fair.
People were honestly promoted on their
23. performance instead of political 9.5% 20.1% 0% 39.9% 30.5%
influence.
My last performance appraisal precisely
24. 20% 15% 0% 25% 40%
reflected my performance.
There is horizontal movement in this
25. 8.8% 20.2% 10% 40.5% 20.5%
organization.
Table 4.1

22
4.1.2 Data Interpretation

QNo1. Most jobs selection is made in govt. sector on political references?

4.1.2.1 Response to question No1: When questionnaire is present in front of the people

of working in different departments of the government sectors and private sectors as well

there responses shows that 66% of the people strongly agree that in government sectors

mostly job selection is made on political references 12% agree to this question 1% of the

people give no response 15% percent disagree and only 6% people strongly disagree this

questionnaire. Responses show that selection is not made on the basis of merit.

strongly agree agree no response disagree strongly disagree

6%
15%
1%
12%
66%

Fig.4.1 Responses according politics involve in govt. jobs

QNo2. The major cause of political influence is relation of employer with political

persons?

23
4.1.2.2 Response to question No2: When questionnaire is present in front of the people

of working in different departments of the government sectors and private sectors as well

there responses shows that 50% of the people strongly agree that major cause of political

influence is relationships of employer with political persons 15% agree to this question

0% of the people give no response 20% percent disagree and only 15% people strongly

disagree this questionnaire. Responses show that employer have political relationships

that is why he select people of choice of political persons.

strongly agree agree no response disagree strongly disagree

15%
20% 50%

15%
0%

Fig4.2 Responses according major causes of political influece

QNo3. Political influence on public sector has decreased the efficiency of

government organizations?

24
4.1.2.3 Response to question No3: When questionnaire is present in front of the people

of working in different departments of the government sectors and private sectors as well

there responses shows that 41.5% of the people strongly agree that influence of politics

has decreased the efficiency of the govt. sector organizations 20.3% agree to this question

05% of the people give no response 30.1% percent disagree and only 3.1% people

strongly disagree this questionnaire. Responses show that political influence on govt.

sector recruitment system has decreased the efficiency of govt. organizations.

strongly agree agree no response disagree strongly disagree

3%

30% 42%

20%
5%

Fig4.3 Responses according political influence decrease efficiency of govt. organizations.

25
QNo4. To minimize the impact of politics employers must be fair with their jobs?

4.1.2.4 Response to question No4: When questionnaire is present in front of the people

who are working in different departments of the government sectors and private sectors

as well there responses shows that 60% of the people strongly agree that to minimize the

impact of politics, employer must be fair with his job 22% agree to this question 0% of

the people give no response 10% percent disagree and only 08% people strongly disagree

with this questionnaire. Responses show that to minimize the impact of politics

employers must be fair with their jobs.

strongly agree agree no response disagree strongly disagree

10%
0% 8%

22%
60%

Fig4.4 Responses according how minimize political influence

26
QNo5. Our system is responsible for the influence of politics on jobs in govt. sector?

4.1.2.5 Response to question No5: When questionnaire is present in front of the people

who are working in different departments of the government sectors and private sectors

as well there responses shows that 50% of the people strongly agree that our system is

responsible for the influence of politics on jobs in govt. sector 30% agree to this question

0% of the people give no response 16% percent disagree and only 04% people strongly

disagree with this questionnaire. Responses show that our system is responsible for the

influence of politics on jobs in govt. sector.

strongly agree agree no response disagree strongly disagree

0% 4%
16%

50%

30%

Fig4.5 Responses according who is responsible for political influence in govt. sector

QNo6. Competency based selection is beneficial for govt. sector organizations?

4.1.2.6 Response to question No6: When questionnaire is present in front of the people

who are working in different departments of the government sectors and private sectors

as well there responses shows that 85% of the people strongly agree that competency

27
base selection is beneficial for govt. sector organizations 10% agree to this question 0%

of the people give no response 05% percent disagree and only 0% people strongly

disagree with this questionnaire. Responses show that competency based selection is

beneficial for govt. sector organizations.

strongly agree agree no response disagree strongly disagree

0% 5% 0%
10%

85%

Fig4.6 Responses according competency base selection’s benefits

QNo7. Competent people can enhance the efficiency of govt. sector organizations?

4.1.2.7 Response to question No7: When questionnaire is present in front of the people

who are working in different departments of the government sectors and private sectors

as well there responses shows that 30% of the people strongly agree that competent people

can enhance the efficiency of govt. sector organizations 40.2% agree to this question 0% of

the people give no response 20.3% percent disagree and only 9.5% people strongly

disagree with this questionnaire. Responses show that competent people can enhance the

efficiency of govt. sector organizations.

28
 strongly agree agree no response disagree strongly disagree

10%

30%
20%

40%
0%

Fig4.7 Responses according competent people enhance efficiency of govt. organizations.

QNo8. Competent people can produce better results as compared to incompetent

people?

4.1.2.8 Response to question No8: When questionnaire is present in front of the people

who are working in different departments of the government sectors and private sectors

as well there responses shows that 50% of the people strongly agree that competent people

can produce better results as compared to incompetent people 30% agree to this question 0%

of the people give no response 13% percent disagree and only 07% people strongly

disagree with this questionnaire. Responses show that competent people can produce better

results as compared to incompetent people.

strongly agree agree no response disagree strongly disagree

13% 7%
0%
50%
30%

Fig4.8 Responses according competent people enhance efficiency

29
QNo9. Competent people work fairly for govt. sector organizations?

4.1.2.9 Response to question No9: When questionnaire is present in front of the people

who are working in different departments of the government sectors and private sectors

as well there responses shows that 60% of the people strongly agree that competent people

work fairly for govt. sector organizations. 20% agree to this question 0% of the people give

no response 15% percent disagree and only 05% people strongly disagree with this

questionnaire. Responses show that competent people work fairly for govt. sector

organizations.

strongly agree agree no response disagree strongly disagree

5%
0%
15%
20% 60%

Fig4.9 Responses according competent people work fairly

QNo10. If selection is made on merit than quality of govt. sector organizations will

enhance?

4.1.2.10 Response to question No10: When questionnaire is present in front of the

people who are working in different departments of the government sectors and private

sectors as well there responses shows that 49.5% of the people strongly agree that if

selection is made on merit than quality of govt. sector organizations will enhance 20.1% agree to

30
this question 5% of the people give no response 21.9% percent disagree and only 3.5%

people strongly disagree with this questionnaire. Responses show that if selection is made

on merit than quality of govt. sector organizations will be enhanced.

strongly agree agree no response disagree strongly disagree

4%

22% 49%

5% 20%

Fig4.10 Responses according merit base selection enhance quality of govt. organizations

QNo11. Is political hiring influence the performance negatively in government

organization?

4.1.2.11 Response to question No11: When questionnaire is present in front of the

people who are working in different departments of the government sectors and private

sectors as well there responses shows that 60% of the people strongly agree that political

hiring influence the performance negatively in govt. organization 25% agree to this question

0% of the people give no response 14% percent disagree and only 1% people strongly

disagree with this questionnaire. Responses show that political hiring influence the

performance negatively in govt. organization.

31
 strongly agree agree no response disagree strongly disagree
14% 1%
0%

25%
60%

Fig4.11 Responses according politics base hiring influence negatively

QNo12. Recruitment and selection, transfer, demotion, suspension and dismissal are

based on performance?

4.1.2.12 Response to question No12: When questionnaire is present in front of the

people who are working in different departments of the government sectors and private

sectors as well there responses shows that 20.1% of the people strongly agree that

Recruitment and selection, transfer, demotion, suspension and dismissal are based on

performance 8.7% agree to this question 8.1% of the people give no response 40.5%

percent disagree and only 22.6% people strongly disagree with this questionnaire.

Responses show that Recruitment and selection, transfer, demotion, suspension and dismissal

are based on performance.

32
 strongly agree agree no response
disagree strongly disagree

23% 20%

9%
40%
8%

Fig4.12 Responses according recruitment, selection and suspension are based on

performance

QNo13.All people have equal opportunities to learn and grow?

4.1.2.13 Response to question No13: When questionnaire is present in front of the

people who are working in different departments of the government sectors and private

sectors as well there responses shows that 8.8% of the people strongly agree that all

people have equal opportunities to learn and grow 20.2% agree to this question 10% of the

people give no response 40.5% percent disagree and only 20.6% people strongly disagree

with this questionnaire. Responses show that all people have not equal opportunities to learn

and grow.

strongly agree agree no response disagree strongly disagree

9%
21% 20%

40%
10%

Fig4.13 Responses according people have equal opportunities to learn and grow

33
QNo14. People know very well what is expected from them on their jobs?

4.1.2.14 Response to question No14: When questionnaire is present in front of the

people who are working in different departments of the government sectors and private

sectors as well there responses shows that 66% of the people strongly agree that People

know very well what is expected from them on their jobs 12% agree to this question 1% of the

people give no response 15% percent disagree and only 06% people strongly disagree

with this questionnaire. Responses show that People not know very well what is expected

from them on their jobs.

strongly agree agree no response disagree strongly disagree

6%
15%
1%
66%
12%

Fig4.14 Responses according people know very well what is expected from them

QNo15. Recruitment and selection practices used in organizations influence

personal behavior

4.1.2.15 Response to question No15: When questionnaire is present in front of the

people who are working in different departments of the government sectors and private

sectors as well there responses shows that 55% of the people strongly agree that

recruitment and selection practices used in organizations influence personal behavior 13% agree

to this question 0% of the people give no response 21% percent disagree and only 11%

34
people strongly disagree with this questionnaire. Responses show that recruitment and

selection practices used in organizations influence personal behavior.

strongly agree agree no response disagree strongly disagree

11%

21%
55%
13%
0%

Fig4.15 Responses according recruitment and selection practice used in organizations

influence personal behavior

QNo16. Turnover rate is linked with poor Recruitment and selection practices?

4.1.2.16 Response to question No16: When questionnaire is present in front of the

people who are working in different departments of the government sectors and private

sectors as well there responses shows that 41.5% of the people strongly agree that

Turnover rate is linked with poor Recruitment and selection practices 20.3% agree to this

question 05% of the people give no response 30.1% percent disagree and only 3.1%

people strongly disagree with this questionnaire. Responses show that turnover rate is

linked with poor Recruitment and selection practices.

35
 strongly agree agree no response disagree strongly disagree
3%

30% 42%

20%
5%

Fig4.16 Responses according turnover rate is linked with poor selection practice

QNo17. Govt. organizations are lacking consistency in employment opportunities

having an impact on performance?

4.1.2.17 Response to question No17: When questionnaire is present in front of the

people who are working in different departments of the government sectors and private

sectors as well there responses shows that 50% of the people strongly agree that Govt.

organizations are lacking consistency in employment opportunities, having an impact on

performance 22% agree to this question 0% of the people give no response 20% percent

disagree and only 8% people strongly disagree with this questionnaire. Responses show

that Govt. organizations are lacking stability in employment opportunities, having an impact on

performance.

strongly agree agree no response disagree strongly disagree

8%
20%
50%
0% 22%

Fig4.17 Responses according govt. organizations lacking consistency in employment

opportunities having impact of performance

36
QNo18. This organization’s merit base recruitment and selection really inspires the

very best in me towards the job performance?

4.1.2.18 Response to question No18: When questionnaire is present in front of the

people who are working in different departments of the government sectors and private

sectors as well there responses shows that 50% of the people strongly agree that This

organization’s merit base recruitment and selection really inspires the very best in me towards the

job performance 30% agree to this question 0% of the people give no response 16%

percent disagree and only 4% people strongly disagree with this questionnaire. Responses

show that this organization’s merit base recruitment and selection really inspires the very best in

me towards the job performance.

strongly agree agree no response disagree strongly disagree

16% 4%
0%
50%
30%

Fig4.18 Responses according organization’s merit base recruitment and selection really

inspires the very best in me towards the job performance.

37
QNo19. My job description reflects clear tasks and skills needed to perform the

Job?

4.1.2.19 Response to question No19: When questionnaire is present in front of the

people who are working in different departments of the government sectors and private

sectors as well there responses shows that 15% of the people strongly agree that my job

description reflects clear tasks and skills needed to perform the Job 20% agree to this question

0% of the people give no response 55% percent disagree and only 4% people strongly

disagree with this questionnaire. Responses show that my job description reflects not clear

tasks and skills needed to perform the Job.

strongly agree agree no response disagree strongly disagree

10% 15%

20%
55%

0%

Fig4.19 Responses according job description reflect clear tasks about the job

QNo20. People are right fit for their current Jobs recruited on the basis of political

references?

4.1.2.20 Response to question No20: When questionnaire is present in front of the

people who are working in different departments of the government sectors and private

sectors as well there responses shows that 20% of the people strongly agree that people

are right fit for their current Jobs recruited on the basis of political references 9.5% agree to this

question 0% of the people give no response 40.3% percent disagree and only 30.2%
38
people strongly disagree with this questionnaire. Responses show that people are not right

fit for their current Jobs recruited on the basis of political references.

strongly agree agree no response disagree strongly disagree

30% 20%
10%
40%
0%

Fig4.20 Responses according people are right fir for their current jobs

QNo21. Organization has formal policy for recruitment and selection of employees?

4.1.2.21 Response to question No21: When questionnaire is present in front of the

people who are working in different departments of the government sectors and private

sectors as well there responses shows that 10% of the people strongly agree that

Organization has formal policy for recruitment and selection of employees 30% agree to this

question 20% of the people give no response 20% percent disagree and only 20% people

strongly disagree with this questionnaire. Responses show that organization has formal

policy for recruitment and selection of employees.

39
 strongly agree agree no response disagree strongly disagree
10%
20%
30%
20%
20%

Fig4.21 Responses according organizations has formal policy of recruitment

QNo22. The performance appraisal system is fair?

4.1.2.22 Response to question No22: When questionnaire is present in front of the

people who are working in different departments of the government sectors and private

sectors as well there responses shows that 05% of the people strongly agree that the

performance appraisal system is fair 20% agree to this question 0% of the people give no

response 55% percent disagree and only 20% people strongly disagree with this

questionnaire. Responses show that the performance appraisal system is not fair.

strongly agree agree no response disagree strongly disagree

20% 5% 20%
0%
55%

Fig4.22 Responses according performance appraisal system fairness

40
QNo23. People were fairly promoted on their performance instead of political

influence?

4.1.2.23 Response to question No23: When questionnaire is present in front of the

people who are working in different departments of the government sectors and private

sectors as well there responses shows that 9.5% of the people strongly agree that People

were fairly promoted on their performance instead of political influence 20.1% agree to this

question 0% of the people give no response 39.9% percent disagree and only 30.5%

people strongly disagree with this questionnaire. Responses show that people were

promoted in the basis of political influence not on the basis of their performance.

strongly agree agree no response disagree strongly disagree

9%

31% 20%

40%
0%

Fig4.23 Responses according people are promoting on the political reference

QNo24. My last performance appraisal accurately reflected my performance?

4.1.2.24 Response to question No24: When questionnaire is present in front of the

people who are working in different departments of the government sectors and private

sectors as well there responses shows that 20% of the people strongly agree that My last

performance appraisal accurately reflected my performance 15% agree to this question 0% of

the people give no response 25% percent disagree and only 40% people strongly disagree

41
with this questionnaire. Responses show that my last performance appraisal was not

accurately reflected my performance.

strongly agree agree no response disagree strongly disagree

20%
40%

25% 15%
0%

Fig4.24 Responses according my last performance appraisal reflection

QNo25. There is horizontal mobility in this organization?

4.1.2.25 Response to question No25: When questionnaire is present in front of the

people who are working in different departments of the government sectors and private

sectors as well there responses shows that 8.8% of the people strongly agree that there is

horizontal mobility in this organization 20.2% agree to this question 10% of the people give

no response 40.5% percent disagree and only 20% people strongly disagree with this

questionnaire. Responses show that there is not horizontal mobility in this organization.

strongly agree agree no response disagree strongly disagree

21% 9%

20%
40%
10%

Fig4.25 Responses according horizontal mobility in the organizations

42
 Chapter No 5

SUMMARY, FINDINGS, CONCLUSION AND

RECOMMENDATIONS

5.1 Summary

This research report is about the background of the politics and then gives short

introduction of the jobs. After that this research study is about different factor that are

involved in the recruitment process of government sector jobs. This research study is

about impact of politics on government sector jobs in district Mirpur. In this research

study the knowledge is gain about political influences on the public sector jobs and what

are their consequences on the progress and efficiency of the government sector

organizations. Moreover research discusses about the comparison of the competent

people as compared to incompetent people. The results show great performance based

difference among competent employers as compared to in competent employers.

Competent employers show great results in the development of government organizations

and institutions. Working of competent people shows fairness towards their job.

Competent people have more skills as compared to incompetent people because in

competent people were lacking in their skills and their results were not satisfactory

because they were appointed on the basis of political references not on the base of their

skills for the concerning jobs. As a result they could not give their hundred percent to

their concerning jobs. For the collection of data three methods questionnaires, interviews

43
and surveys are use in this research. Research methodology use is population and

sampling techniques. The limitations of my research were limited to the area of district

Mirpur. This research study involves different people of the government sector

employees including head of departments, teachers, and some general people also. In this

research study descriptive techniques are used for the analysis of the data which I had

gathered from different sources. Tables and pie charts are used for the analysis of data

and interpretation of the data. All the results are present in this research study.

5.2 Findings

The results of this research study shows that in government sector recruitment most of

selection is make of the political references in district Mirpur. Most of the government

sectors have strong relationships with political parties and top rank political persons. The

results shows politics is not only involved in the recruitment process it also involves with

in the organizations. People who have strong political relationships can easily get

promotions in their relevant fields on the basis of political references. More results shows

that competent people have not much opportunities to play their role in the government

sectors. Competent people who work fairly and do not accept the references of the

politicians they are transferred from their concerning job area to another area. Most of the

people in government sector can do their jobs on the areas of their own choice because

they have back hand from some political person. They work according to their wish and

analysis shows that such type of people have not enough skills for their concerning jobs

and they cannot give better results. As compared to incompetent people the competent

people can give better results for the development of government sector organizations.

44
Findings show that there is no proper check and balance for recruitment process as well

as no job analysis made for government sector organizations in the area of district

Mirpur.

In competent people are lacking to fulfill their job requirements that’s why most of the

government sector organizations were in their bad conditions i.e. educational institutions

of government sectors, hospitals and other governmental institutions of district Mirpur

were not according to their standards because of no job analysis and proper check and

balance.

5.3 Conclusions

1. There is a great relationship between politics and employment of government sector

jobs.

2. Political base employment system is affecting severely to the efficiency of the

government sector organizations.

3. There is a significant relationship between recruitment system and excellence of

organizations.

4. Government sector organizations need purely merit base employment for the

development of their progress.

5. There must be a check and balance for the recruitment process to improve the quality

of government sector organizations.

45
6. For the improvement of the quality of organizations in the area of Mirpur some better

steps must be required for the recruitment process in govt. sectors.

7. Job analysis is pillar of recruitment and selection practices in any organization so job

analysis is required in Mirpur area.

8. Data results shows that government sector recruitment has a lot of flaws despite good

formal polices.

9. Results show that competent people can achieve better tasks as compared to

incompetent people.

10. Incompetent people need more skills with their concerning jobs.

11. Recruiter people need to work fairly for the recruitment of the people.

5.4 Recommendations

1. Apply the precept of identical possibilities in employing senior positions that are

stipulated within the simple law.

2. Make a few rules for the function of president and position of the ministerial

cupboard in employing authorities’ seniors.

Three. Forestall dealing with the principle of security integrity earlier than appointed, as

it's miles considered to be the illegal act.

4. Figuring out a time period to fill senior positions which will control the occupant

of these positions, as well as for renewing the expertise and competencies.

46
5. Editing the organizational structures for you to provide the senior level team of

workers enough flexibility to delegate powers and obligations to assistants.

6. Issuing guidebooks about providing governmental services to residents in all

ministries, if you want to make certain that offerings are furnished in a professional

manner a long way away from discrimination and preference.

7. Regulating the procedure of using governmental assets and defining clear

processes to punish all of us exploiting the government resources.

8. Evaluating the personnel in the professional and neutral way, far away from the

political respects.

9. Conduct benefit base examinations for the employment method and there should

be check and balance for the choice of the applicants.

10. There need to job evaluation for the recruited personnel to test their progress so

that it will work simply.

Eleven. There need to be some laws regulations and guidelines for such

government employees who are not working nicely in government sectors.

12. If any character made the selection at the bases of favoritism he should be banned

for his process.

47
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Barber, A. E, (1998). Recruiting employees: Individual and organizational perspectives.

Thousand Oaks, CA: Sage Publications

Bowin, R. B, & Harvey, D (2001) Human resource management: An experiential

Approach Englewood Cliffs, NJ: Prentice Hall.
Brannick, M. T, & Levine, E. L.(2002) Job analysis: Methods, research, and
Applications for human resource management in the new millennium London:
Sage Publications.
Bulmer,M, (2004). Questionnaires, Sage benchmarks in social science research methods.
London: Sage Publications.
Cherrington, D. (1995). The management of human resources (4th Ed) Englewood Cliffs,
NJ: Prentice Hall.
Davidson, G. Lepeak, S. & Newman, E (2007) Recruiting and Staffing in the Public
Sector Results from the IPMA-HR Research Series Alexandria, VA:
International Public Management Association for Human Resources
Retrieved from www.ipma-hr.org

Junaid Ashraf, (2012) Examining the public sector recruitment and selection,

In relation to job analysis in Pakistan

Jabareen S, (2006). Official job abuse Ramallah: The Palestinian independent

Commission for citizens’ rights

Kaplan, R. S. & Norton, D. P. (2004) Measuring the strategic readiness of intangible

Assets Harvard Business Review, 82, 52–64
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 Challenges in public sector: Bangladesh case study
McCormick, E. J. (1976). Job and task analysis In M. D Dunnette (Ed.), Handbook of
Industrial and Organizational Psychology (651–696).
Miyake, D. (2002, October). Implementing strategy with the balanced scorecard: An
Introduction to the strategy focused organization DM Review Retrieved from
http://www.dmreview.com/article_sub.cfm?articleId=5788
Newman, D. A., & Lyon, J. S. (2009). Recruitment efforts to reduce adverse impact:
Targeted recruiting for personality, cognitive ability, and diversity
Journal of applied psychology 94, 298–317, .
http://dx.doi.org/10.1037/a0013472.
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Recruitment and selection process: A case of city council of Nairobi, Kenya.
Review of Contemporary Business Research, 2 American Research Institute for
Policy Development Retrieved from www.aripd.org/rcbr.
Rehman, S. (2009) A study of public sector organizations with respect to recruitment,
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809–818 http://dx.doi.org/10.1002/ (ISSN) 1099-1379.

49
 APPENDIX
Recruitment and selection practices and performance in government sector of
district Mirpur.
A descriptive study

You are?

(a) Civil servant

(b) Public servant/Ex Public servant

What is your grade?

(a) Grade 15

(b) Grade 16

(c) Grade 17

(d) Grade 18

(e) Grade 19

(f) Grade 20

(g) Grade 21

(h) Grade 22

Since how many years have you been working with this organization?

(a) 0–3 years

(b) 3–6 years

(c) 6–10 years

(d) 10–15 years

(e) Above 15 years

50
What is your age?

(a) 20–25

(b) 25–30

(c) 30–35

(d) 35–45

(e) Above 45

What is your gender?

(a) Male

(b) Female

What is your education level?

(a) Metric/Science/Arts

(b) FSC/FA

(c) Degree/Bachelors/BA

(d) Diplomas

(e) Professional qualifications (CIMA, etc.)

(f) Postgraduate

Organization …………………………

51
 Recruitment and selection and performance

Sr. Strongl Strongly

Research Question Agree Neutral Disagree
No y agree disagree
Most jobs selection is made in govt. sector
1.
on political references?
The major cause of political influence is
2.
relation of employer with political persons
Political influence of public sector has
3. decreased the efficiency of govt.
organizations.
To minimize the impact of politics
4.
employer must be fair with their job
Our system is responsible for the influence
5.
of politics on jobs in govt. sector.
Competency based selection is beneficial
6.
for govt. sector organizations.
Capable people can enhance the efficiency
7.
of govt. sector organizations.
Capable people can perform better results
8.
as compared to incompetent people
Capable people work fairly for govt. sector
9.
organizations.
If selection is made on merit than quality
10.
of govt. sector organizations will enhance.
Political hiring influence the performance
11.
negatively in govt. organization.
Employment and selection, transfer,
12. demotion, suspension and dismissal are
based on performance

Remarks………………………………………………………………………………….
……………………………………………………………………………………………
……………………………………………………………………………………………
……………………………………………………………………………………………
……………………………………………………………………………………………
……………………………………………………………………………………………
……………………………………………………………………………………………
……………………………………………………………………………………………

52
13. All people have equal chances to learn and grow.

People know very well what is hoped from them on their

14.
jobs.
Employment and selection practices used in organizations
15.
influence personal behavior.
Turnover rate is linked with poor Employment and
16.
selection practices.
Govt. organizations are lacking consistency in employment
17.
opportunities, having an impact on performance.
This organization’s merit base recruitment and selection
18. really encourages the very best in me towards the job
performance.
My job description shows clear tasks and skills needed to
19.
perform the Job.
People are right fit for their current Jobs recruited on the
20.
basis of political references.
Organization has formal policy for employment and
21.
selection of employees.
22. The performance judgment system is fair.
People were honestly promoted on their performance
23.
instead of political influence.
My last performance appraisal precisely reflected my
24.
performance.

25. There is horizontal movement in this organization.

Remarks………………………………………………………………………………….
……………………………………………………………………………………………
……………………………………………………………………………………………
……………………………………………………………………………………………
……………………………………………………………………………………………
……………………………………………………………………………………………
……………………………………………………………………………………………
……………………………………………………………………………………………
……………………………………………………………………………………………

53