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HR paradox in Nepalese Organizations

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H uman Resources departments have been set up in most of organisations in the country. But, the HR departments are still considered a part of the administrative unit rather as a strategic partner that can contribute to achieve the organisation’s goals.  Because of the partial understanding of the significance of human resources management, most HR departments are headed by a person who does not even know the basics of HR or by a well educated but very junior staffer with no relevant experience.  The role of HR departments has been limited to ‘fire fighting’ and carrying out routine activities such as record keeping, updating the pay roll and maintaining relations with employees. Majority of organisations do not involve their HR managers in strategic plan formulation, decision making and business planning process. Vital decisions related to employees are taken by senior managers without consulting the human resources managers.  It is more surprising that in some o...
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Impact-full Best HR Practices-2013/014

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As per the one survey revealed Top 10 HR Best Practices that produced the highest impact ratings out of all of the 140 HR practices. See if you agree that this is a list that makes a lot of sense: Structured governance and business case development   (HR impact opportunity — 39%). From By evaluator:   “Building a business case requires a clear understanding of the business or businesses that HR serves, as well as working relationships with all business leaders. HR can achieve both by involving business leaders in the planning processes and governance. This involvement also helps to ensure business alignment and, as a result of that alignment, business buy-in and support.” Developing advanced workforce planning capabilities  (HR impact opportunity — 28%). From Evaluator: “High-impact HR organizations incorporate sophisticated forecasting and workforce analytics into their processes. Th...
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