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Hrm project Bird Conservation Nepal
General HRM Practice on Bird Conservation Nepal Lazimpat, Kathmandu
Bird Conservation NepalEstablished 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 headName: Sushma ShresthaPosition: 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 ManagementNeed of HR: According to Project needRecruitment: All from external sources All employee Not from other recruits itself Agencies or from Universities
Process of RecruitmentApplication: Mainly through Organization’s website but rarely through manual
Advertisement for Job News paper , generally on Himalayan Times and Kantipur and jobs.com
Executive RecruitmentThrough direct recruitment or Headhunting Diversification on RecruitmentDiversification according to government rule55% 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 ProceduresCriteria for Selection According to Job DescriptionOther than job specification Generally psychological test are not conductedTests:Written Test and Interview Generally external expert takes interview (from Donor Agency)
Training and DevelopmentTraining On the job ( by supervisor) Off the job( through Workshop type by expert from outside) Computerized training/ Internet training from Bird conservation International
Management DevelopmentGenerally:– 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 AppraisalTwice a year(1/2 yearly)By the immediate supervisorRanking style360 degree approachDiary 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