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

1. General HRM Practice on Bird
Conservation Nepal
Lazimpat, Kathmandu

3. Bird Conservation Nepal
Established 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.

4. Personal Background of the HR head
Name: Sushma Shrestha
Position: 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)

5. Information about Human Resource
Management
Need of HR: According to Project need
Recruitment: All from external sources
All employee Not from other
recruits itself Agencies or from
Universities

6. Process of Recruitment
Application:
Mainly through
Organization’s
website but rarely
through manual

7. Advertisement for Job
News paper , generally
on Himalayan Times
and Kantipur
and jobs.com

8. 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.

9. Selection Procedures
Criteria for Selection
 According to Job Description
Other than job specification
Generally psychological test are not conducted
Tests:
Written Test and Interview
Generally external expert takes interview (from Donor Agency)

10. Training and Development
Training
On the job ( by supervisor)
Off the job( through Workshop type by
expert from outside)
Computerized training/ Internet training
from Bird conservation International

11. Management Development
Generally:
– Seminar
– Coaching
– Case Study
– Role playing

12. 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”

13. Performance Appraisal
Twice a year(1/2 yearly)
By the immediate supervisor
Ranking style
360 degree approach
Diary keeping

14. 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

15. 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

16. Managerial compensation
• Financial incentives according to agreement
• Individual Awards
• Foreign visit program
• Deviation on incentive with compare
employee generally high

17. • Other than financial incentives
Annual leave of 30 days
Sick leave of 7 days
Accidental and Medical insurance up to 1.5 lakes
No pension plan
No cafeteria scheme
Parental and

18. How to provide group incentive
for Group Performance?
According to
their Team
Performance

19. Labor Relation and Trade Union
• No trade union
• They claim employees are fully satisfy.
• Good relationship between employees.
• Grievances are handled through immediate
supervisor

20. The End

21. Group Effort By
Jai Bind Mandal, Pratik Regmi,
Pranav Joshi, Rajendra Bastola,
and Tola Kanta Neupane