3. Lesson:1.1
Scanning
Human resource is crucial aspect for
development. It must be produced and
managed to fulfill all sorts of needs in a nation.
The challenges on its production and
management should be tackled jointly. A
government’s priority should be to produce
skilled human resource for the sustainable
development.
4. Lesson:1.1
What is meant by human resources?
All skilled and semi-skilled manpower required for a
particular task or by a particular organization for its
operation are called human resources. Human
resources are essential for development.
It is also called workforce or man and mind-power. The
work done through human resource might either apply
manual, mechanical or mind force.
Such work can be classified into four major types:
1) Primary 2) Secondary
3) Teritary 4) Others
5. Lesson:1.1
Classification of
work
Primary: Producing raw materials for
subsistence use or commercial purpose
(Farming, forestry, fishing, mining etc)
Secondary: Producing goods by using
different raw materials (Processing food
grains, production of goods in factory,
construction of buildings, handicrafts etc)
Teritary: Providing services or utilities to
other (transportation, communication,
pharmacy, government jobs, shop
keeping, hotels, restaurants, teaching,
etc.)
Others: Expert services or works
(research, invention, discovery, planning
and programming etc.)
6. Lesson:1.1
Human Resource on the basis of skill/Nature of Work
1. Unskilled : Unskilled human resources are those people
who have not attended any training and education related
to their work. They carry out works with physical labour
than mental skill. Factory workers, porters, carpenters,
and farmers are examples of such type of human
resource.
2. Semi-Skilled: Those people who have attended short-
term training and education related to their work and
have the efficiency to do particular work but not
expertised are called semi-skilled human resources.
Plumbers, electricians, drivers etc. are semi skilled human
resources.
3. Skilled : Skilled human resources are those people who
have received long term training and education in the field of
their work. Thy are not only efficient in their work but also
well expertise. Teachers, engineers, doctors, scientists, etc are
examples of skilled human resources.
7. Lesson:1.1
Human Resources Based on Tenure of Service
1. Short term HR : It is the human
resource prepared for fulfilling the
short-term or immediate needs of
a nation. For instance, census
enumerator, volunteer, rescuer,
temporary police during election,
plant harvesters, paper folders, etc.
1. Long term HR : The workforce prepared for fulfilling both the immediate and future
needs of a country is long-term human resource. Its examples include civil servants,
police, army etc. Their direct contribution gets over after a fixed tenure in work. Once
retired, they do not tend to become too active.
2. Sustainable HR : This is the human resource that can serve throughout life once the
knowledge or skill is gained and updated timely. Teachers, doctors, engineers, planners,
etc. fall under this category.
8. Human Resource Development
• Human resource development is the process of appointing qualified human resource,
distribute them appropriately and train them. Or it is an act of increasing ability and skill
an individual through skill oriented training and developing resource as a whole.
• Production of workforce for any development work in a nation is termed as Human
Resource Development.
• Human Resource development is the framework for equipping employees develop their
personal and organizational skills, knowledge and abilities for better output in an
organization.
• It builds up confidence sharpens skill and boosts up the morale of the employees.
• It can be prepared and updated through education, timely trainings, seminars and market
surveys.
9. Human Resource Management
• Human resource Management is the term that describes
about the system of management of people in an
organization for the smooth functioning of institutions
and organizations.
• HRM deals with all aspects of human resources functions
i.e. from recruitment to rewards and it is a routine
administrative process.
10. Need of Human Resource Development
• For fulfilling the demand of human resource during the crisis as well as for managing
the worker who have become more in number.
• For the demand and recruitment of human resource on the basis of Human Resource
Planning.
• For deducting or maintaining the required number of workers of the organization by
analyzing its required number of labours.
• To find out the sufficiency and possibility of skilled and trained workers required for
the country.
• To bring variation in the work and to estimate the availability and condition of human
resource in the market for doing different types of work.
• To increase the productivity of the organization by managing the available human
resource property.
11. Human Resource Development (HRD) Human Resource Management (HRM)
1. Human resource development covers specific activates
of development part i.e. training, learning, career
development, empowerment, etc.
1. HRM covers comprehensive activities of management i.e.
planning, staffing, developing. Monitoring, managing and
evaluating.
2.HRD is concerned with the performance of the people
only.
2. HRM is concerned with the development of the entire organization
(including that of the people working there.)
3.. HRD is made just for improving the efficiency of
existing human resources
3. HRM is made for overall management of the human
resources.
4. The purpose of HRD is to empower and strengthen the
ability of employees of a certain organization.
4. The purpose of HRM is to improve the overall
performance of the organization.
5. HRD is more focused on input (investment) 5. HRM is more focused on output (result)
6. HRD is a narrow and limited field. 6. HRM is a broader and bigger concept.
12. Challenges and Foresights of HRD & HRM
• Nepal’s economics condition is not sound and political instability prevails as a trend.
• Low literacy
• Unscientific education
• Poor scope and platform for job
• Poor policies
• Many workers have migrated to the foreign land
• Unemployment
• Lack of required manpower
• Mismatch between demanded and available human resource, etc.
13. To face above mentioned challenges , following things must have been done
• Production of competitive human resource;
• Balance between demand and supply of human resource;
• Introduction of scientific and practical education;
• Provision of job oriented (technical and vocational) trainings;
• Introduction of integrated plans and policies;
• Prioritization to domestic workforce and products;
• Determination of target groups and upgrading of their efficiency;
• Operation of youth leadership programmes and
• New definition of work
14. Provision and procedure of HRD
• A nation should prepare and produce all type of human
resources for materializing harmonious development. Otherwise,
there can be imbalance in the workforce, either shortage or
overflow. This may create chaotic situation such as uncontrolled
unemployment. Thus, a government should have the provision
of human resources. It, then after, should produce human
resources of all types. Nevertheless, its primary focus should
always be on producing skilled and sustainable human resources.
Once prepared, the skills and expertise of human resources
should be used wisely.
15. • Field Visit: Visit a nearby office of a company or consult the office of your school.
Study the various types of human resources working there. Prepare a report.
• Find out some people involved in various skilled works in your community. Make a
list of those works including the benefits to the nation.
• Creative Work: Compose an interview between a journalist and the Minister of
Labour, on the government policies regarding the production of skilled human
resources.
• See you again in next lesson, be productive in your study. Thank you very much.
