1. for Human Resource Management
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Conceptual Framework
for
Human Resource Management

2. 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

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

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

5. Evolution of HR Roles

6. Evolution of HR Roles Mid 1990s Mid 2000s Employee Champion
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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

7. 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.

8. 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

9. Duties of HR professionals
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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.

10. 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

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

12. 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

13. 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