The purpose of this research study was to analyze the application of human resource management standard practices in Habib Bank Limited (HBL) (a bank which was privatized lately in the year 2004 by Government of Pakistan) and Sui Southern Gas Company Limited (SSGCL) (which is under the management of Government of Pakistan). The focus of this study was to compare the said organizations with respect to human resource problems and prospects in order to get the insight and review the facts that what difference exists between the two flourishing organizations on HRM grounds with respect to their management nature i.e. one is privatized while the other is under government control. To get the desired information and analyze this subject in its true spirit, it was decided to take open ended interviews with a pre-designed instrument containing questions about human resource planning and resourcing,performance management, reward management, human resource development, health, safety and welfare, employee relations and human resource services with an aim to get detailed observations from respected employees of HBL and SSGCL. The responses from both the organizations have highlighted the issues such as overstaffing, biasness, labor union influences, closed door communication policy, sexual harassment, employee conflicts, grievances of career development, etc. Whereas on the positive side the respondents have elaborated that HBL has a professional committee to handle such issues and successful in handling the recruitment and human resource development issues while SSGCL is in the process of improvement but facing interruptions due to labor union and political pressures. It is being highlighted by the respondents of HBL and SSGCL that their organizations are providing good rewards in addition to the salaries which include performance bonuses, foreign training and trips, attractive retirement benefits, qualification assistance and allowances and family medical treatments (spouse and children). It is also said that these giant entities with respect to the HR head count are also efficient in providing the recreational and sports activities such as sports tournaments (cricket, hockey, football, etc.), musical programs, movie shows, cultural and religious events. Also expressed by the respondents that both of the organizations are well equipped and trained to deal with health safety and welfare issues and train their employees to understand and apply such principles to conduct their day to day activities safely and environment friendly. Problems and Prospects of Human Resource Management in Pakistan 7 The industrial relations (IR) and human resource services were criticized by the respondents in a way that SSGCL employees were of the opinion that their organization is facing the problems due to labor union involvement and political pressures, whereas HBL has improved its IR management significantly since its privatization. It is mentioned by the respondents of both the organization that their organizations keep their human resource policies and procedures confidential and does not disclose these documentation to the employees. And comparatively it is also observed that HBL communication system is better than SSGCL whereas SSGCL people are facing issues in communicating with the management and management does not communicate with the employees effectively. It is therefore concluded that although SSGCL and HBL are good on the reward system and health, safety and welfare functions, however, in rest of the areas HBL retain comparatively better position than SSGCL.