Changing Perspectives of Managing Human Resources in Nepal
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Sustainable competitive advantage depends on formulationand implementation of appropriate human resourcemanagement (HRM) strategies and deployment oftheir competencies effectively in dynamic and complexenvironment. Competencies deployment is an approach tomake decisions on the intentions and plans of organizationconcerning employment relationship and its recruitment,training, development, performance appraisal, reward andemployee relations policies and practice. The improvementof organizational effectiveness is an overall objective ofpeople management in organizations. In light of these, thisstudy explores the present practices of HRM like: HR departments,HR policies and strategies, HR planning, recruitmentselection and placement, training and development,performance appraisal, compensation and benefit, employeerelations and communications. Based on the survey in 204Nepalese organizations as a unit of analysis, the study concludesthat HR practices in few organizations have actionprogram for minorities, ethnic group, older employees andpeople with disabilities. Due to centralized organizationalstructure, most of HR decisions are taken into central officeand line managers being involved highly in planning andimplementing HR policies. In a nutshell, though HRM practicesare not developed like developed countries, Nepaleseorganizations are realizing the significance of people managementat work and changing their practices in the presentdynamic environment.
Abstract
Sustainable competitive advantage depends on formulationand implementation of appropriate human resourcemanagement (HRM) strategies and deployment oftheir competencies effectively in dynamic and complexenvironment. Competencies deployment is an approach tomake decisions on the intentions and plans of organizationconcerning employment relationship and its recruitment,training, development, performance appraisal, reward andemployee relations policies and practice. The improvementof organizational effectiveness is an overall objective ofpeople management in organizations. In light of these, thisstudy explores the present practices of HRM like: HR departments,HR policies and strategies, HR planning, recruitmentselection and placement, training and development,performance appraisal, compensation and benefit, employeerelations and communications. Based on the survey in 204Nepalese organizations as a unit of analysis, the study concludesthat HR practices in few organizations have actionprogram for minorities, ethnic group, older employees andpeople with disabilities. Due to centralized organizationalstructure, most of HR decisions are taken into central officeand line managers being involved highly in planning andimplementing HR policies. In a nutshell, though HRM practicesare not developed like developed countries, Nepaleseorganizations are realizing the significance of people managementat work and changing their practices in the presentdynamic environment.
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