HRM Practices in Nepal

Chhabindra Parajuli
Joint Secretary
Government of Nepal

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 Coverage of this class
Introduction

Concept

Evolution of HRM

Characteristics

Objectives of HRM

HRM System

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 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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 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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 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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 Contd...

HRM is a process consisting of the

acquisition, development, motivation
and maintenance of human resources.
 Decenzo and Robbins

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 Evolution of HRM
First Stage- Welfare Management(WM)- in between 1900
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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 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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 Objectives of HRM

Societal Organizational Functional Personal

Objectives Objectives Objectives Objectives

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 HRM Systems operates within Internal and
External Environments
Outputs
of HRM

Process
of
HRM

Inputs of
HRM

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 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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 Functions of HRM
●
Acquisition ●
Motivation

Job Design
HRP /Redesign
Recruiting Job Evaluation
Employee Performance
Management
Socialization Rewards

Training Occupational
safety nets
Position Employee Health
Development maintenance
Career Relationship
Development maintenance

●
Development ●
Maintenance

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 Personnel Management and HRM
PM 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 System oriented- Growth, Participation
functions and Rewards
Restricted communication RTI Provision
Ends- Employee satisfaction only Ends- Achieving goals and maintaining
Results

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 HRM Outcomes

Change Quality of
Readiness work life

HR Productivity

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 Birds-eye-view about HRM
Revisit HR HRM
Policies

HR Inventory
and HRIS HRP
Motivating Training and
Employees Development

Maintaining
Rewards and
Employee
Punishment Discipline

Performance Transfer and

Management Grievance Handling Promotion
and Dispute
Settlement

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 Nepal Police Status: Are they satisfied with
their HRM Policy?

IGP

AIG

DIG

SSP

SP

DSP

Inspector

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 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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 Challenges of HRM
HRM
Professionalizi
ng the
Challenges
employees

Following Diversity
the RTI Management

Corporate Right man in

culture Right place

Balancing the
Relationship with Outsourci
different labour
unions ng HR
Maintaining Balancing
the BPO work and
qualities Meeting HR Code and family life
employee’s Conduct
expectations updating

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 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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 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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 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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 Thank you for your kind attention.

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