Conceptual Framework

for Human Resource 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

What is the primary purpose and focus of each function?

HRM universe

Unpacking the HRM functions

Diverse – wide span of influence and control

Evolution of HR Roles

Mid 1990s Mid 2000s

Employee Champion Employee Advocate, Human Capital Developer

Administrative Expert Functional Expert

Strategic Partner Strategic Partner

Change Agent Leader

Evolution of HR Roles

Prof Dave Ulrich: A New Mandate for HR

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 Government sector does not have HR; in

Private sector, need of HR emerged after 2046 & 2063.

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.

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

The cost of doing business

Why is knowing & realizing this important?

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