for Human Resource Management 2/16/2019 Conceptual Framework for Human Resource Management

HRM is concerned with “people” aspect of management What is HRM? A set of people- related policies, programmes and practices as well as underlying values Designed and executed to enhance HR effectiveness (get effective results from them) For supporting organisational goals and strategies By integrating needs of the organisation and those of its people. HRM is concerned with “people” aspect of management

What is the primary purpose and focus of each function? HRM universe What is the primary purpose and focus of each function?

Unpacking the HRM functions Diverse – wide span of influence and control

Evolution of HR Roles

Evolution of HR Roles Mid 1990s Mid 2000s Employee Champion 2/16/2019 Evolution of HR Roles Mid 1990s Mid 2000s Employee Champion Employee Advocate, Human Capital Developer Administrative Expert Functional Expert Strategic Partner Change Agent Leader Prof Dave Ulrich: A New Mandate for HR

Nepali Context HR viewed as a cost not an investment In 2008, only 48 organizations in Nepal had HR department, now, over 400 companies have it. HR Department is there but no authority No Ministry of HR Samanya Prasasan Mantralaya Public service (Lok Sewa) for recruitment Administrative Staff College for training HR not so prominent in Government sector; in Private sector, need of HR emerged after 2046 & 2063.

Nepali Context Based on a study by M.P. Maharjan in 2013 Size of the organization generally determines whether or not to have a HR department Covering sectors such as manufacturing and services revealed that 69% of the organizations have HR departments in Nepal 28% have a HR director who has a place in board of directors or equivalent 90% organizations have male HR representative 68% of Nepali companies have written HR policy

Duties of HR professionals 2/16/2019 Duties of HR professionals HR oversees organizational leadership and culture, & ensures compliance with employment and labor laws. Duties of HR professionals include: To work with the organization so that HR is in sync with the company's long-term vision and goals. To carry out administrative duties, like providing the tools the organization needs to successfully operate. To discover new methods that move the company forward. To take care of employees in terms of managing their selection, recruitment, compensation issues, development, and administration.

Trends enhancing importance of HRM The Increased globalization of economy Technological changes, challenges and opportunities Need to be flexible in response to changing business environments Increase in litigation related to HRM Changing characteristics of the workforce

The cost of doing business Why is knowing & realizing this important?

Example of impact - Financial results for firms more or less active in HRM Financial Measures Highly Active Less Active Sales growth per year (5 year trend) 17.5 % 10.7% Profit growth per year (5 year trend) 10.8% 2.6% Most recent annual profit margin 5.3% 3.3% Percentage of companies with loss in previous year 0% 18% Equity growth per year (5 year trend) 16.7% 9.3% Growth in earnings per share per year (5 year trend) 6.2% -3.9% Adapted from Dennis J. Kravetz (1988). The Human Resource Solution, San Francisco, Calif.: Jossey-Bass, p. 42. AND Dr. N. Lam Winter 2014 Module

What difficulties might managers have in managing HR? Whole hearted cooperation, energy, & commitment from employees Concepts & procedures for managing large numbers of employees often convey contradictory messages to managers Place and role of HRM in corporate decision making, role of personnel staff, lack of sufficient HR management know-how at the top, remain largely unresolved Some management assumptions, practices, structure pertaining to HRM undermine the efforts of many managers