Health care is considered as one of the fundamental rights of every individual. At the same time, efficient and effective delivery of health care service requires pro-active management of health care professionals. The purpose of this article is to highlight human resource issues and challenges faced by health care professionals in South Asia and identify suitable strategies for better management of health care professionals. By using data from a pilot study in Pakistan’s public health sector in the province of Punjab, the article explores ways of implementing productive reforms to upgrade human resource management system in the public health care sector in South Asian countries.

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This study explored the adoption, benefits, and challenges of HRIS in a public organization in Pakistan. Using the case study approach, qualitative data was collected through in-depth interviews at various levels in a hierarchy. The study found that the organization could not achieve the benefits of HRIS as established in the literature. The adoption of HRIS remained quite slow and resulted in parallel systems (manual and automated) in the organization. In light of institutional logics perspective, the organization is struggling with contradictory pressures from the new logic of HRIS and the previous logic of manual HR system, which is costly for the organization. Out of various barriers identified, in the adoption of HRIS, the most crucial are lack of top management support and less technical knowledge to use the new system. The findings implied that mere adoption of HRIS could not produce the desired results until serious efforts were made for its successful implementation.