Hrm project Bird Conservation Nepal

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It is the case study about Practices of HRM on Bird Conservation Nepal, Kathmandu

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  • Hrm project Bird Conservation Nepal

    1. 1. General HRM Practice on Bird Conservation Nepal Lazimpat, Kathmandu
    2. 2. 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.
    3. 3. 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)
    4. 4. 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
    5. 5. Process of RecruitmentApplication: Mainly through Organization’s website but rarely through manual
    6. 6. Advertisement for Job News paper , generally on Himalayan Times and Kantipur and jobs.com
    7. 7. Executive RecruitmentThrough direct recruitment or Headhunting Diversification on RecruitmentDiversification 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.
    8. 8. 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)
    9. 9. 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
    10. 10. Management DevelopmentGenerally:– Seminar– Coaching– Case Study– Role playing
    11. 11. 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”
    12. 12. Performance AppraisalTwice a year(1/2 yearly)By the immediate supervisorRanking style360 degree approachDiary keeping
    13. 13. 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
    14. 14. 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
    15. 15. Managerial compensation• Financial incentives according to agreement• Individual Awards• Foreign visit program• Deviation on incentive with compare employee generally high
    16. 16. • 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
    17. 17. How to provide group incentive for Group Performance? According to their Team Performance
    18. 18. Labor Relation and Trade Union• No trade union• They claim employees are fully satisfy.• Good relationship between employees.• Grievances are handled through immediate supervisor
    19. 19. The End
    20. 20. Group Effort ByJai Bind Mandal, Pratik Regmi,Pranav Joshi, Rajendra Bastola,and Tola Kanta Neupane

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