HRM Information

1. Do you keep the record of the employees?

a. Yes. It is required legally, also required in Labour law
2. Which method is used to keep the record?
a. Google Drive
b. HR IS (NIMBLE) IS = Information system
c. Physical copies
3. What types of records are maintained?
a. Employee hiring details (Onboarding)
i. Personal details
ii. Citizenship
iii. Legally required document (PF card, SSF)
b. Employee Journey (Promotion letters, performance review (KPI), salary reviews, warning
letters)
c. Employee Offboarding (Resignation letter (eg: Experience letter, release letter,
retirement fund letters), offboarding letter)
4. The data or information you have is ever used for HRM planning or policy making?
a. Yes
b. Systematic guidelines for all those letters and keeping it)
c. Which are legally required letters, and which are company required letters –
differentiate
d. To locate in future (at least last 5 years data can be investigated easily)
5. Do you have any system of keeping record for HRM resources?
a. HRIS - Nimble
b. Google Drive
6. The HRM resources (training packages, study materials, technology etc.) are maintain only
within the organization or outside is also followed?
a. Technology – NIMBLE (3rd Party) – training given internal and external
b. Study materials – available inside and outside
c. Training Package - LMS (Learning Management System)
d. Learning and Development team – sub department of P&C - handles both
internal and external email.
7. Does these resources are used for HRM planning?
a. Yes, Training needs are received, analysed and then the HRM planning is made
b. Further action – Planned
c. Data collected in Quarterly email.

HRM outcomes
 1. What type of effect has been observed by HRM activities?
a.
2. Have the HRM activities have helped employee to improve their performance?
a. Yes
b. Feedback culture is there, any HRM activities performed, feedback is
immediately requested and then it gets incorporated so that its much more
efficient the next time.
c. Improvise (Continuance improvement is our motto)
d. Example: Pandemic, virtual – Ongoing went virtual, all feedback collected from
multiple batch, now there is a very efficient and smooth process for virtual
onboarding.
3. Any changes observed in Job behavior of employee?
a. They are more confident
b. No hesitation to reach out their manager (Supervisor) or mentors
c. Productivity increased (Feedback is taken from the employees and therefore they have
a sense of belonginess (Engaged) within the company, which acts a positive
reinforcement.)
4. Can you level the change in performance of the employee due to different HRM activities?
5. Have the employee productivity changes?
a. Yes there is significant change.
6. Are the client or customer are satisfied due to change seen in the employee?
a. Yes the managers are satisfied.
b. Client is also seen to drop positive google review of those employees.

HRM Strategy and Policy Analysis

1. Are there any formal HR policy in an organization?
a. Yes, there is an internal HR wiki which consists of all the HR policies
and it is accessible to all the employees.
b. It is also encouraged that they have it bookmarked.
2. How often HR policies changes in an organization?
a. As when required (Eg: COVID policy, WFH policy was not there but it was
introduced to change the location policy)
3. What are the effect of HR policies and its changes in an organization?
a. Those policies directly linked with staffs, renumeration, careful move
should be taken (Eg: Company went to SSF and at that time it was a
drastic change in the policy)
b. Clear communication is the key
c. If there is any change in HR policy or in the wiki, it is compulsory to
communicate to all staff of the company,
4. Is HR policies and plan in your organization is linked with the corporate / business
goals?
 a. Yes, and there is Quarterly goal of the People and culture team and it is
reviewed fortnightly basis.
b. If there is any challenges to meet the goal then it is also discussed in the
fortnightly meet.
c. During the nepali holidays, our company needs to operate as it is based on
Australia and they are not closed. Therefore to meet this business goal or
criteria, roaster day is introduced where the staff gets compensated for the
holidays that they have worked.
5. How important is it to link HR policies and plan with the corporate / business goals?
a. Very Important
b. HR is a bridge between employers and employees.
c. To match the connection the HR policies and plans are important.
6. How HR policy helps to reach the business goals?
a. Strategic planning
b. Employee engagement
c. Hiring
d. Training and development
7. People and culture
a. Recruitment team – internal and external hiring – Prabir reports to
Georgina who reports to brooke
b. Learning and development team – Trainings, employee development plans
(bi-annually) – Anjana reports to Goonja and she reports to Brooke
c. Core – HR policies, Renumeration, employee lifecycle (onboarding – off
boarding), HR calendar activities (Company update, performance review) -
Goonja and she reports to Brooke
d. Engagement team – Benefits, rewards and recognition, team building activity
(TBA) - Goonja and she reports to Brooke