hrm project bird conservation nepal
DESCRIPTION
It is the case study about Practices of HRM on Bird Conservation Nepal, KathmanduTRANSCRIPT
General HRM Practice on Bird Conservation Nepal
Lazimpat, Kathmandu
TOGETHER FOR BIRDS
Bird Conservation Nepal
Established in 1982,Bird Conservation Nepal (CBN) Is largest and oldest Organization dedicated for the bird
conservation in Nepal. Is a membership-based organization with a founding
President, patrons, life members and growing membership. International collaboration with Bird Life International, WWF,
International Trust For Nature Conservation, The Rufford Foundation, DNPWC , etc.
Personal Background of the HR head
Name: Sushma Shrestha
Position: Administration and HR(Staff position)
Promotion: Directly at current post(2 years before)
No of staff: Permenant-12 and other are according to project requirement (at present four project and 56 member)
Information about Human Resource Management
Need of HR: According to Project needRecruitment:All from external sources
All employee recruits itself
Not from other Agencies or from
Universities
Process of Recruitment
Application:
Mainly through Organization’s website but rarely through manual
Advertisement for Job
News paper , generally on Himalayan Times
and Kantipurand jobs.com
Executive RecruitmentThrough direct recruitment or Headhunting
Diversification on RecruitmentDiversification according to government rule
55% Open, out of 45; 33% Ladies, 27% Janjati, 22% Madheshi, 9% Dalit, 5% Disable, 4% Back warded
But in some cases, according to project nature priorities are given to local peoples.
Selection Procedures
Criteria for Selection According to Job Description
Other than job specificationGenerally psychological test are not conducted
Tests:Written Test and Interview Generally external expert takes interview (from Donor Agency)
Training and Development
TrainingOn the job ( by supervisor)Off the job( through Workshop type by
expert from outside)Computerized training/ Internet training
from Bird conservation International
Management Development
Generally:– Seminar– Coaching– Case Study– Role playing
Analysis of training Effectiveness“generally not measured”
Who plays the role of change agent? “generally HR and other top management
combine plays the role of change agent according project requirement”
Performance Appraisal
Twice a year(1/2 yearly)
By the immediate supervisor
Ranking style
360 degree approach
Diary keeping
Motivation
• Better financial Incentives according to international standard
• Other than financial incentives are also provided
• Freedom on decision making• Team work• Opportunity to know better
Compensation
Financial incentives• According to international standard• Based on the agreement made ate the time of
recruitment• Per year increment according CPI• Fixed salaries at same level not competency• No trade union or government interference on
fixing incentive plan
Managerial compensation
• Financial incentives according to agreement• Individual Awards• Foreign visit program• Deviation on incentive with compare
employee generally high
• Other than financial incentivesAnnual leave of 30 daysSick leave of 7 daysAccidental and Medical insurance up to 1.5 lakesNo pension planNo cafeteria schemeParental and
How to provide group incentive for Group Performance?
According to their Team Performance
Labor Relation and Trade Union
• No trade union• They claim employees are fully satisfy.• Good relationship between employees.• Grievances are handled through immediate
supervisor
The End
Group Effort By
Jai Bind Mandal, Pratik Regmi, Pranav Joshi, Rajendra Bastola, and Tola Kanta Neupane