1. Understanding Human Resource Management
Shilu Pradhan
Nepal Administrative Staff College

2. Contents Concepts Objectives of HRM
Personnel management Vs human resource management
Functions of HRM
Environment of HRM in Nepalese Organizations

3. “Nurturing potential into performance”

4. What is HR?
People become HR when they combine energy & physical strength with competencies (knowledge, skills, attitudes, potential for growth)
HRM can be seen as an interaction between human beings & the organization
On the one hand,
One has to put the right person on the job: well educated, qualified & well selected
On the other,
you have to create an organization with possibilities for people to develop themselves

5. Defining HRM
“HRM is concerned with the “people” dimension in management.
Since every organization is made up of people, acquiring their services, developing their skills, motivating them to high levels of performance, and
ensuring that they continue to maintain their commitment to the organization are essential to achieving organizational objectives.”
(Decenzo and Robbins)

6. Objectives of HRM Employs the skills & abilities of the workforce
Increases Employees’ job satisfaction and self- actualization
Achieving Quality of Work Life
Increasing employee commitment
Managing organizational culture
Managing change

7. Personnel Management Vs Human Resource Management
Reactive in nature versus proactive in nature
Emphasis on compliance versus commitment
Rules dominated versus culture and values dominated
Low level of trust to high level of trust
Basis of pay is job evaluation versus performance evaluation

8. Functions of HRM Acquisition -k|fKtL_ Development (lasfz_
Utilization -kl/rfng_
Maintenance -;+ef/_

9. Acquisition -k|fKtL_ Human Resource Planning
It is the predetermination of the number and kind of human resources required in an organization for a specific time period in the future. It involves
Job Analysis
It is the process of collecting information about a job i.e. job description and specification
Recruitment
Recruitment is the process of finding qualified people and encouraging them to apply for work with the firm.

10. Selection Socialization
Selection is the process of choosing qualified and right people from among the prospective candidates
Socialization
It is the process of adaptation of new employees to organization culture

11. Development (lasfz_ Training
It is the systematic development of the knowledge, skills and attitudes required by an individual to perform a given task successfully.
Management Development
It involves programmes to enhance abilities to mangers to develop their potential for future job responsibilities

12. Career Development
It involves tracking career goals and paths of employees

13. Utilization -kl/rfng_
Motivation
It is a process of stimulating people into action through transferring capacity to work into willingness to work
Performance Appraisal
It is the process of evaluating the performance of the employee with regard to the performance set
by the organization

14. Compensation Management
Compensation management is the act of providing monetary value to an employee for the work they do by means of a company process or policy.

15. Maintenance -;+ef/_ Employee discipline
It ensures adherence by employees to rules and standards of acceptable behaviour.
Labour Relations
It deals with employer-employee relations, grievance handling and employee discontent with job and condition of employment

16. Exercise:
In a group (of four members), discuss the functions of HRM in Nepalese government organizations and present it by a group leader.
Group 1 :- Acquisition
Group 2 :- Development
Group 3 :- Utilization
Group 4 :- Maintenance

17. Environment of HRM in Nepalese Organizations
Least concerned with developing human competencies & potential for growth of employees
People not considered as a source of competitive advantage and important assets
HRM is not given a strategic role
Human resources are viewed as a cost rather than assets by management
Lack of mutual trust between labor and management

18. Conti…
Multiplicity of unions, union rivalries, politicization of unions etc.
Managers tend to see organizations in terms of power, prestige, domination, hierarchical & mechanistic structure & poor information & communication systems
HRD and HR planning is an area of least priority
Job rotation is not linked to career planning of employees

19. Thank you