1. Conceptual Framework
for
Human Resource Management

2. What is HRM?
 A set of people- related policies, programmes
and practices as well as underlying values
 Designed and executed to enhance HR
effectiveness (get effective results from
them)
 For supporting organisational goals and
strategies
 By integrating needs of the organisation and
those of its people.
HRM is concerned with “people” aspect of
management

3. What is the primary purpose and focus of each function?
HRM universe

4. Unpacking the HRM functions
Diverse – wide span of influence and control

5. Evolution of HR Roles

6. Mid 1990s Mid 2000s
Employee Champion Employee Advocate,
Human Capital Developer
Administrative Expert Functional Expert
Strategic Partner Strategic Partner
Change Agent Leader
Evolution of HR Roles
Prof Dave Ulrich: A New Mandate for HR

7. Nepali Context
 HR viewed as a cost not an investment
 In 2008, only 48 organizations in Nepal had
HR department, now, over 400 companies
have it.
 HR Department is there but no authority
 No Ministry of HR
 Government sector does not have HR; in
Private sector, need of HR emerged after 2046
& 2063.

8. Duties of HR professionals
 HR oversees organizational leadership and culture, &
ensures compliance with employment and labor laws.
Duties of HR professionals include:
 To work with the organization so that HR is in sync with
the company's long-term vision and goals.
 To carry out administrative duties, like providing the
tools the organization needs to successfully operate.
 To discover new methods that move the company
forward.
 To take care of employees in terms of managing their
selection, recruitment, compensation issues,
development, and administration.

9. Trends enhancing importance of HRM
• The Increased globalization of economy
• Technological changes, challenges and
opportunities
• Need to be flexible in response to changing
business environments
• Increase in litigation related to HRM
• Changing characteristics of the workforce

10. The cost of doing business
Why is
knowing &
realizing this
important?

11. What difficulties might managers
have in managing HR?
 Whole hearted cooperation, energy, & commitment
from employees
 Concepts & procedures for managing large numbers of
employees often convey contradictory messages to
managers
 Place and role of HRM in corporate decision making,
role of personnel staff, lack of sufficient HR
management know-how at the top, remain largely
unresolved
 Some management assumptions, practices, structure
pertaining to HRM undermine the efforts of many
managers