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
For supporting organisational goals and
By integrating needs of the organisation and
those of its people.
HRM is concerned with “people” aspect of
3. What is the primary purpose and focus of each function?
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
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
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
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
• Need to be flexible in response to changing
• Increase in litigation related to HRM
• Changing characteristics of the workforce
10. The cost of doing business
11. What difficulties might managers
have in managing HR?
Whole hearted cooperation, energy, & commitment
Concepts & procedures for managing large numbers of
employees often convey contradictory messages to
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
Some management assumptions, practices, structure
pertaining to HRM undermine the efforts of many