General HRM Practice on Bird Conservation Nepal

Lazimpat, Kathmandu

TOGETHER FOR BIRDS

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.

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)

Information about Human Resource Management

Need of HR: According to Project needRecruitment:All from external sources

All employee recruits itself

Not from other Agencies or from

Universities

Process of Recruitment

Application:

Mainly through Organization’s website but rarely through manual

Advertisement for Job

News paper , generally on Himalayan Times

and Kantipurand jobs.com

Executive RecruitmentThrough direct recruitment or Headhunting

Diversification on RecruitmentDiversification 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.

Selection Procedures

Criteria for Selection According to Job Description

Other than job specificationGenerally psychological test are not conducted

Tests:Written Test and Interview Generally external expert takes interview (from Donor Agency)

Training and Development

TrainingOn the job ( by supervisor)Off the job( through Workshop type by

expert from outside)Computerized training/ Internet training

from Bird conservation International

Management Development

Generally:– Seminar– Coaching– Case Study– Role playing

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”

Performance Appraisal

Twice a year(1/2 yearly)

By the immediate supervisor

Ranking style

360 degree approach

Diary keeping

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

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

Managerial compensation

• Financial incentives according to agreement• Individual Awards• Foreign visit program• Deviation on incentive with compare

employee generally high

• Other than financial incentivesAnnual leave of 30 daysSick leave of 7 daysAccidental and Medical insurance up to 1.5 lakesNo pension planNo cafeteria schemeParental and

How to provide group incentive for Group Performance?

According to their Team Performance

Labor Relation and Trade Union

• No trade union• They claim employees are fully satisfy.• Good relationship between employees.• Grievances are handled through immediate

supervisor

The End

Group Effort By

Jai Bind Mandal, Pratik Regmi, Pranav Joshi, Rajendra Bastola, and Tola Kanta Neupane