1. Chhabindra Parajuli Joint Secretary Government of Nepal
HRM Practices in Nepal
Chhabindra Parajuli
Joint Secretary
Government of Nepal
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2. Coverage of this class Introduction Concept Evolution of HRM
Characteristics
Objectives of HRM
HRM System
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3. Contd... Scope of HRM Why HRM is different than PA?
Outcomes of HRM System
Challenges of HRM
HRM Practices in Nepal
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4. What is HRM? Management of only living resources in an organization,
HR matters for the efficient management of other resources like Organizational platform and process, financial and physical property Informational Network and Organizational Image,
HR is independent variable and others are entirely dependent to HR,
HR can appreciate the ‘‘Organizational Code of Ethics’’,
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5. Conceptual Definitions
HRM is only concerned with the R to R activities – Traditional Approach;
HRM is emphasised now Pre R to Post R entire activities – Recent Approach;
Karmachari Prasason (Ka. Pra.) – Traditional Approach still practices in Nepalese Government administration system;
Some P. Es. practices HRM Sections;
The concept of Ka. Pra. Is very arrow approach;
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6. Contd...
HRM is a process consisting of the acquisition, development, motivation and maintenance of human resources.
Decenzo and Robbins
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7. Evolution of HRM
First Stage- Welfare Management(WM)- in between onwards to before 1940;
Second Stage- Personnel Management (Ka. Pra.)- in between 1940s to before 1980s;
Third Stage- Human Resource Management(HRM)-in 1980s;
Fourth Stage- Strategic HRM(SHRM)- 1980s onwards till date;
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8. Characteristics of HRM
Employees around and centred;
Managing people concept;
Employees development concerned;
Exist in all organizations;
Changing concept;
Dynamic process;
Social and Cultural influenced;
Emotional aspect;
Strategically focused;
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9. Functional Objectives
Objectives of HRM
Societal Objectives
Organizational Objectives
Functional Objectives
Personal Objectives
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10. HRM Systems operates within Internal and External Environments
Inputs of HRM
Process of HRM
Outputs of HRM
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11. Scope of HRM Training and Development; Organizational Development;
Organization design and redesign;
HR Planning;
Selection and staffing;
Personnel development and motivation;
Compensation management;
Employees welfare and support;
Trade Union relation maximization;
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12. Functions of HRM Maintenance Development Motivation Acquisition
HRP
Recruiting
Employee Socialization
Job Design /Redesign
Job Evaluation
Performance Management
Rewards
Occupational safety nets
Employee Health maintenance
Relationship maintenance
Training
Position Development
Career Development
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13. Personnel Management and HRMPM
HRM
Narrow focus- People as input
Broad concept- People as strategic resources
Only concerned on personnel problems
Address overall HR related development concerns
Routine functions
Strategic functions
Control oriented- Discipline, order and functions
System oriented- Growth, Participation and Rewards
Restricted communication
RTI Provision
Ends- Employee satisfaction only
Ends- Achieving goals and maintaining Results
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14. HRM Outcomes Quality of work life HR Productivity Change Readiness
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15. Birds-eye-view about HRM
HRP
Training and Development
Maintaining Employee Discipline
Transfer and Promotion
Grievance Handling and Dispute Settlement
Performance Management
Rewards and Punishment
Motivating Employees
HR Inventory and HRIS
Revisit HR Policies
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16. Nepal Police Status: Are they satisfied with their HRM Policy?
IGP
AIG
DIG
SSP SP
DSP
Inspector
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17. HRM Policy – Nepal Organizations
Retirement policy at Nepal Police- Service period 30 years / Age / Post based fixed tenure. Result- Overall unsatisfied ;
Case of Promotion-( Unsatisfied) DIG Ramesh Kharel and Late DIG Nawaraj Silwal;
Nepal Rastra Bank Case- Service period 30 years and age bar( 58years)- Still Debated;
Civil Service case- Retirement age 58 or 60?
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18. Challenges of HRM prepared by chhabindra parajuli HRM Challenges
Diversity Management
Right man in Right place
Outsourcing HR
Balancing work and family life
HR Code and Conduct updating
Meeting employee’s expectations
Maintaining the BPO qualities
Balancing the Relationship with different labour unions
Corporate culture
Following the RTI
Professionalizing the employees
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19. HRM Practices in Nepal
HRM Practices in Nepal GoN: Single Civil Service Act and Regulation;
HRM in Nepalese P Es : Separate HRM policies for different P Es;
HRM in Private sectors: Pre- R to Post R Policies; e.g Khetan Group, Private commercial Bank and other corporate houses;
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20. Conclusion Retired should be replaced by Re-change tyre ;
HR should be utilized as human capital interest by the organizations as interest earning of the fixed capital by the customer;
Organization specific HR Policy is essential;
Dynamic HRM is the need of today;
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21. Group work Exercise
Suppose you are recently appointed as the Under secretary position of the Government of Nepal and your posting is fixed at the Ministry of Federal affairs and General Administration and you started your duties at the HRM Section chief. If the secretary of this ministry asked you to prepare a model draft of HRM Policy in order to address the current challenges of the Nepalese Public sector organizations, what are the major issues to be included in your draft? Prepare individual draft first and discuss this draft within the group members and produce one draft for the group.
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22. Thank you for your kind attention.
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