Case Study on HR Shortages in the Nepalese Construction Industry
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The document discusses the demand for civil engineers, managers, and technicians in the Nepalese construction industry following a deadly earthquake. It notes a lack of qualified professionals due to brain drain and outlines opportunities for rapid industry growth and job creation as rebuilding gets underway. However, there is currently a mismatch between the demand and supply of skilled labor. The document also identifies reasons for the lack of attraction to jobs in the construction field in Nepal and makes recommendations for how the industry can better attract and retain talent to help rebuild in the aftermath of the disaster.
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The document discusses the shortage of qualified managers, engineers, and technicians in Nepal's construction industry. It analyzes the drivers of increased demand, reasons for the mismatch between supply and demand, and reasons for the lack of attraction to the industry. Strategies are suggested for industry leaders to attract and retain talent, such as increasing pay, ensuring job security, rewarding performance, and maintaining a work-life balance. The document also discusses how the construction industry can turn the earthquake disaster into an opportunity by generating jobs and addressing the shortage of labor through human resource planning and development.
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Case study on Beauty view cosmetic attariya, kailali
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Task and responsibilities perform by general manager at sathi hotal pvt. ltd.
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一比一原版(QU毕业证)皇后大学毕业证如何办理
QU本科学位证成绩单【微信95270640】《皇后大学毕业证书原版制作QU成绩单》【Q微信95270640】《仿制QU毕业证成绩单皇后大学学位证书pdf电子图》，A.为什么留学生需要操作留信认证?
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Case Study on HR Shortages in the Nepalese Construction Industry
- 1. 1Ramesh, Manoj, Sushil, Meena, Babita7/3/2015 3:12 AM
- 2. Meena Khadka Babita Phulara Ramesh Pant Manoj Raj Sharma Sushil Raj Shahi 2Ramesh, Manoj, Sushil, Meena, Babita7/3/2015 3:12 AM
- 3. 1. Analyze the demand scenario for civil engineers, managers and technicians in contribution Industry in Nepal? • The recent earthquake was very deadly and destructible many infrastructure and lives harm in this earthquake. • Around 5 lakh houses, offices, and developmental properties around 22 district were affected by this earthquake. • At that this time civil engineers, managers and technicians are completely lacking in construction industry due to brain drain. • That is maximum skilled manpower are migrating towards developing countries. • After earthquake, many people are lacking houses. They are living in the tents. 3Ramesh, Manoj, Sushil, Meena, Babita7/3/2015 3:12 AM
- 4. • Government is also not paying enough attention towards the victim of earthquake. Many foreign countries, NGOs, and INGOs are helping to the people. • It is estimated that by 2016 the Nepalese construction industry will be adding 50,000 jobs each year with a significant proportion of this coming job in the technical, managerial, and engineering functions. • The industry is faced with prospects of rapid growth and prosperity due to earthquake. • Development of earthquake resistant by companies are unable to find manpower. 4Ramesh, Manoj, Sushil, Meena, Babita7/3/2015 3:12 AM
- 5. 2. Why there is mismatch between demand and supply of qualified managerial and technical manpower? • Unemployment in the Nepal has risen sharply since the outbreak of the crisis. At the same time, however, Construction experience a relatively large unfulfilled demand for labour. • The mismatch between demand and supply is more pronounced than before the crisis. This mismatch on the labour market has negative consequences for economic development in the short as well as the longer term. • And after earthquake there is demanded of engineers, managers, and technicians but before earthquake limited manpower would be demanded. So there is mismatch on qualified managerial and technical manpower. 5Ramesh, Manoj, Sushil, Meena, Babita7/3/2015 3:12 AM
- 6. 3. Identify the basic reasons for less attraction of civil engineers and technician in construction industry in Nepal? • No guarantee of job after some year • Limited working period for certain year • Work load is high • Uncertainty of Job • Underdeveloped country • Political instability • Hiring process • Worth of work • Organizational culture • Changing and Diverse workforce 6Ramesh, Manoj, Sushil, Meena, Babita7/3/2015 3:12 AM
- 7. 4. What specific strategies would you suggest to the industry caption for attracting and retaining talent? Understand Your Current Culture understanding your current culture is the idea of values versus ethics. Many organizations write wonderful mission statements that have great values in them. Meaningful Work When you recognize people for their accomplishments, they feel that their work has significance. Build career entrepreneurship Allow people to set their career goals, provide them with the tools to reach those goals and let them measure their accomplishments. Helping people set their own roadmap and then allowing them to succeed will ensure that people are engaged. 7Ramesh, Manoj, Sushil, Meena, Babita7/3/2015 3:12 AM
- 8. Create a flexible work environment Work-life balance is consistently rated as the one of the most important aspects for attracting and retaining talent. Understand and embrace Real Diversity Real diversity means going beyond issues of gender, ethnicity, or age. It means embracing people who not only look different but THINK differently. Streamline the hiring process People respond positively to the organization when you streamline the process and get back to people quickly, even if they did not get the position. Also, moving quickly gives you a significant competitive advantage over your competition. 8Ramesh, Manoj, Sushil, Meena, Babita7/3/2015 3:12 AM
- 9. 5. In the aftermath of earthquake, can Nepalese construction industry turn this disaster into opportunity? What role does HRM can play in this scenario? • Collaboration At all levels of the organization, managers and HR professionals work together to develop employees' skills. • Commitment Building HR professionals also suggest strategies for increasing employee commitment to the organization • Building Capacity To build the an effective human resources, private companies compete with each other in a "war for talent." It's not just about hiring talent; this game is about keeping people and helping them grow and stay committed over the long term. 9Ramesh, Manoj, Sushil, Meena, Babita7/3/2015 3:12 AM
- 10. • Worker Protection Unions and union contracts can also impact the requirements for worker safety in a workplace. Worker protection issues might include the following: 1. Chemical hazards 2. Heating and ventilation requirements 3. Use of “no fragrance” zones 4. Protection of private employee information • Communication Besides these major roles, good communication skills and excellent management skills are key to successful human resource management as well as general management 10Ramesh, Manoj, Sushil, Meena, Babita7/3/2015 3:12 AM
- 11. 7/3/2015 3:12 AM Ramesh, Manoj, Sushil, Meena, Babita 11