This document summarizes human resource management practices at Siddhartha Bank Ltd. in Nepal. It discusses the bank's HR planning, job analysis, recruitment, selection, training, performance management, and motivation practices. The bank focuses on attracting and retaining top talent through competitive compensation and benefits, training programs, and opportunities for career growth. However, retaining technical managers and providing training to remote branches presents challenges. The success of the bank is attributed to its high-quality human resources and conducive work culture.

1. Asian College of
Management & Technology
Human Resource Management in
Nepal
By
Group Dynamic

2. Objectives
To accomplish the project work.
To study the HR practice in Nepal.
To share information with you all.
To hear from you all with aim of further
improvement.

3. Contents
 Introduction of Organization
 HR Planning Practice
 Job Analysis (J.A.) Practice
 Recruitment, Selection & Socialization Practice
 Training & Development
 Performance Appraisal
 Reward System Practices
 Discipline Practice
 Motivation Practice

4. Methods of Data Collection
Questionnaire
Direct
Interview
Official site
www.siddharthabank.com.np
Observation
Repots,

5. Established in 2002
Head Office
Mission Statement:- Location:AD
Hattisar Kathmandu, Nepal
CORE VALUES OF THE BANK
Be one of the leading banks of the industry in terms of profitability,
Organization:productivity and innovation.
Customer focus
Vision
Siddhartha Bank runs with a vision to be financially sound, operationally
Aim at total customer satisfaction by rendering efficient and
Shareholder prosperity
efficient and keep abreast with technological developments.
diversified financial services through improved technology.
Siddhartha Bank Ltd. Nepal
Employee growth
Build a highly motivated and committed team of staff by nurturing a
good work culture to achieve superior welfare performance aiming
Economic individual
to enhance organizational effectiveness.
Be the place of pride to all its stakeholders.

6. Organization:-
Siddhartha Bank Ltd. Nepal
CEO.
Mr. Surendra Bhandari
MD. Sambhu Nath Gutam
Deputy MD
Deputy MD
Deputy MD
Deputy MD
HR Management
Corporate Credit Dpt.
Valley Resource Head
Chief of IT
Chief Payment
Solution
Loan Risk
Management Head
S M E Loan Dpt.
Finance Department
Treasury Head
Legal Department
Internal Audit
Department
Accounting
Department
Head of Other Branches
Extension Counters
Fig. Management Hierarchy, Source: Final Year report 2068/069

7. Mission ;Developing and retaining highly motivated and committed staff.
Queries Dealt By
Mr. Nitish Basnet
HR Officer
Arjun Bhadra Khanal
HR Head, SBL Nepal
Human Resources Management

8. Human Resources Management
Total Staffs = 550
Support
Executives
Composition as per Gender Officers &
Staffs
3%
Sr. Officers
2%
23%
Female
40%
Senior
Assistants, A
ssistants &
Junior
Assistants
65%
Total No. of Female Staffs – 220
Source:- Final report 2011
Male
60%
Management
Trainee
7%
Total No. of Male Staffs - 330
No. of Sr. Assistants,Trainees &
Number of Executives = Officers = Assistants = 357
Numbersof Officers & Sr. 16 = 39 Jr.127
Supports Staffs = 11
Management Assistants

9. Human Resources Management
Total No. of Staffs at Head office - 150
Under HR Department 5 Staffs

10. S.B.L. Planning
HR
Practices
HR Planning is guided by Bank’s Targets/ Objectives /Goals.
Method for
Therefore, future staffing requirements is based upon bank’s future target.
Determining future staffing requirements & Developing actions plans for meeting
them.
HR Department plans according to existing employees’
Robbins
 Skills


Knowledge &
Education

11. S.B.L.
Job Analysiswithin a job
A systematic exploration of the activitiesPractices
Basic techniques to defineDuties
Responsibilities
 HR Managers,
Accountabilities of a job
 Identifies the activities by Observation Method Source;
 Defines Job Description & Job specification
Robbins
 Timely Review & Job-Analysis is done

12. Recruitment, Selection &
Socialization
S.B.L. Recruitment Practice
Recruitment is the discovering of potential candidates for actual organizational
vacancies.
Most commonly preferred Recruitment Sources are –
 Promotion
 Transfer
 Contract Staff
 Attracts pool of quality candidates with the help of Newspaper
 Official website
Outsourced Recruitment process, because
 It requires lots of additional staffs
 Time consuming
 Such recruiting agencies are expertise
Robbins

13. Recruitment, Selection &
Socialization
S.B.L. Selection Practice
 S.B.L. outsourced their selection process up to Written Examination.
 Role of References while selection
 It is useful while hiring top level / experienced staffs

14. Recruitment, Selection &
Socialization
S.B.L. Socialization
Practice
 Bank organizes Induction Ceremony for information sharing
 Introduce their new staffs during
 Meeting
 Picnic

15. Training & Development
Practices
Training & Development programs for all its employees
ranging from sub-ordinates to executive levels
Organized Training Calendar
 Usually, trainings are conducted on public holidays
Frequent Training Programs
 100 + Training programs conducted in 069/070
Separate Training Hall
Training Feedback system & Analysis
- To check the effectiveness of training

16. Performance Appraisal Practice
 Job Fulfillment Analysis
 Skill Rating

17. Reward System Practice
Human Resource management Policy
Uncompromising in that it ensures performance based growth & compensation
Intrinsic Reward
Assigning Challenging job
For E.g. Officer of Head-office assigned as
Branch Manager.

18. Discipline Practice
 Employees practice
 High level of ethics
 Integrity
 Transparency
 Punctuality
Office @ 9:30 A.M.
 Dress Code
 Up to Officer – Uniform
 Above Officer Level – Business Formal
Wear

19. Motivation Practices
 Development Opportunity
 Job Enrichment.
 Bonus Package

20. Challenges
Acquisition & Retaining of Technical Managers
Remote Branches (Like Dadheldura branch)
 Difficulties in providing training to those staffs
International Development practice is being
adopted.
 Therefore, resources development as per Intl. Standard challenging.

21. Conclusion
 Siddhartha Bank believes in attracting & retaining the best
human resources in the industry.
 The growth of the Bank can primarily be attributed to its
high quality human resource.
 The Bank is the best pool of the best employees in the
industry.
 It is the collective effort of employees which has made it
possible to stand today as one of the consistently growing
commercial banks in the country.
 The Bank’s work culture is very much conducive for people
seeking knowledge, experience & growth.

22. Limitation of Study
Lack of knowledge in us.
Banking & Financing institutes provide
very less information.
Our study limit to cover the whole syllabus

23. Thank full towards
Mr. Shankhar K.C. & Mr. Nitish Basnet
SBL, Hattisar, Kathmandu
Mr. Rishwo Ram Gorkahli
HR Instructor, ACMT, Minbhawan

24. Thank-you all
Any queries