Category: Human Resource Management

Categories
Human Resource Management

HRM 461: Nepalese Administrative System

The objective of this course is to familiarize students with the administrative system of Nepal from ancient era to date.

Contents

  1. Introduction to administrative system
  2. Ancient administration of Nepal, Kirata, and Lichchhabi period
  3. Mediaeval Administration of Nepal: Nepal Mandal, and Karnali Pradesh
  4. Modern Nepalese Administration (1768-1951), Shah Period, and Rana Period.
  5. Modernization of Nepalese Administration (1951- onward), Basic Structure and Features, Administrative Reforms, Administrative Culture

References

Agraawal, Hem Narayan (1976). The administrative System of Nepal from Tradition to Modernity. New Delhi: Vikash Publlishing House Pvt. Ltd.

Baiday, Tulasi Ram/ Manandhar, Triratna (2053). Aadhunik Nepal ko Prashasanik Itihas(1768-1951). Kathmandu: Nepal Asiali Anusandhan Kendra.

Bhatta, Bhimdev (2071). Nepal ko Prashasanik Itihas. Kathmandu: Sopan Mashik.

Bhattrai, Ghanashyam (2064). Nepal ko Sthaniya Prashasan ko Itihas (1768-1951AD.). Delhi: Adiroit Publishers.

Poudyal, Madhab (1989). Administrative Reforms in Nepal. New Delhi: National Book Organization.

Shrestha, Tulsi Narayan (2005). Nepalese Administration A Historical Perspective. Kathmandu: Ratna Pustak Bhandar.

Categories
Human Resource Management

HRM 462: Administrative Reform

The objective of this course is to impart the knowledge and skills to administrative reform so that student will be acquainted to adopt the administrative reform policies.

Contents

  1. Introduction: concept of administrative reform, necessity of administrative reform, administrative issues and reform, development and administrative reform, capability building and administrative reform
  2. Administrative reform in historical perspective: Reform during Rana rule, reform in democratic era, reform during Panchayat period, reform after 1990 and onward
  3. Administrative Reform and institution building, administrative reform and change in civil service, decentralization and administrative reform
  4. Implementation of administrative reform and its implications on structure and functions of the government, Administrative reform and technology, fiscal implication of administrative reform.
  5. Administrative Reform and the role of the government Agencies, Issues and challenges of administrative reform in general and particularly in Nepal

References

Agrawal, Hem Narayan (1976). The administrative System of Nepal from Tradition to Modernity. New Delhi: Vikash Publlishing House Pvt. Ltd.

Baiday, Tulasi Ram & Manandhar, Triratna (2053). Aadhunik Nepal ko Prashasanik Itihas (1768-1951). Kathmandu: Nepal Asiali Anusandhan Kendra.

Bhatta, Bhimdev (2071). Nepal ko Prashasanik Itihas. Kathmandu: Sopan Mashik.

Bhattrai, Ghanashyam (2064). Nepal ko Sthaniya Prashasan ko Itihas (1768-1951AD.). Delhi: Adiroit Publishers.

Poudyal, Madhab (1989). Administrative Reforms in Nepal. New Delhi: National Book Organization.

Shrestha, Tulsi Narayan (2005). Nepalese Administration A Historical Perspective. Kathmandu: Ratna Pustak Bhandar.

Categories
Human Resource Management

HRM 463: Human Resource Development

The objective of this course is to aware of the students to the theories and practices of human resource development and its management so that after the completion of this course they can assume the role of human resource manager in the public as well as in private organizations.

Contents

  1. Introduction: Concept and Nature of human resource development; Human and social capital building and human development; indicators of human resource development, Function of HRM, difference between HRM & HRD.           
  2. Human Resource Planning: Human resource plan at Macro and Micro Level; Governing factors for human resource plan.
  3. Acquisition and utilization of Human Resources: Recruitment, training and development, Human resource inventory, Performance appraisal, socialization, Promotion, transfer and retirement.
  4. Compensation and Benefits: Salary and other benefits like health, education, transport, housing, insurance, safety, compensation policy
  5. Human resource Policies and Practices for Human Resource Development: Inclusiveness; positive discrimination and affirmative policies; issues and challenges.

References

Agrawal, Govind Ram (2013). Human Resource Development In Nepal. Kathmandu: M.K.Publishers and Distributors.

Ed. Pandey, Sriram Raj, Tropp, Shawjna, Sharma, Bikas & Khtiwada, Yub Raj (2006). Nepal Reading in Human Development. Kathmandu: United Nations Development Programme.

Jayaa Gopla, R. (1993). Human Resource Development: Conceptual Analysis and strategies. New Delhi: Sterling Publishers Private Limited.

Rao, T.V. (2001). Reading in Human Resource Development. New Delhi: Oxford IBH Publishing Co. Pvt. Ltd.

Categories
Human Resource Management

HRM 464: Performance Management

The objective of this course is to impart to the basic knowledge and skill for improving the human performance in organizations. It intends to provide the contemporary conceptual framework of performance management.

Contents

  1. Foundation of Performance Management: Introduction, Perspectives of Performance management, per-requisites of Performance Management, Characteristics of and Objectives of Performance Management, Principles of Performance management, Performance Management Model and Benefits of Performance management
  2. Performance Planning: Concept of Performance Planning, Setting Performance Criteria, Characteristics and Principles of Performance criteria, Process of Setting Performance Criteria, Characteristics and Objectives of Performance planning, process of Performance Planning and Barriers of Performance Planning
  3. Performance Managing: Concept, Characteristics, Objectives, Importance and Process of Performance Managing
  4. Performance Appraisal: Concept, Characteristics, Objectives, importance, Principles, Process, Approaches and Methods of Performance appraisal
  5. Performance Monitoring: Concept, Characteristics, Objectives, importance, Principles, Process of Performance Monitoring Performance Management Audit

References

Armstrong, M. ( 2009 ). Armstrong’s Handbook of Performance Management. UK: Kogan Page Limited.

Chadha, P. (2009). Performance Management. India: Macmillan Publishers India Ltd.

Kohli, A.S. & Deb, T. (2008). Performance Management: UK: Oxford University Press

Categories
Human Resource Management

HRM 465: Total Quality Management (TQM)

The purpose of this course is to acquaint with the students about the application of the concept of total quality management in organizations.

Contents

  1. Fundamentals of TQM: Concept, Basic elements, Major approaches, Difference between traditional management and Total Quality Management, TQM System, Benefits of TQM
  2. TQM Processes: Concept and Significance of Process reform, Quality Process, Continuous Reform, Strategies for Total Reform, Crises management against Reform
  3. Quality and Quality Circle (QC): Concept of Quality, Quality Dimensions, Concept of Quality circle, Characteristics of Quality Circle, Scope and Objectives of QC
  4. Leadership in TQM: Role of Leadership in TQM, Attributes of TQM leadership, organization Culture and behavior, Norms for employees
  5.  Continuous Improvement and Quality in Public Service: Concept of Kaizen, Characteristics of Kaizen, Kaizen cycle, implementation of TQM in Public Sector

References

Bagada, S.D. (2008). Total Quality Management. Delhi: Himalayan Publishing House.

Bank, John (2000). Total Quality management. India: Pearson Education Ltd.

Dhakal, Bimal (2066). Total Quality Management. Kathmandu: Airabati Prakashan.

Categories
Human Resource Management

HRM 466: Employer-Employee Relations

This course aims to provide knowledge to students on the basic concept of employer-employee relations with a view to develop their skills in effective management of work environment.

Contents

  1. Employer-Employee relations: concept and dynamics, Theoretical perspectives.
  2. Trade unions: introduction, Trade Union in Nepal. Employer’s associations and employment relations. Role of government in employment relations.
  3. Labor policy and legislation: Major feature of labor policy in Nepal, Labor legislation and administration in Nepal.
  4. Dispute settlement mechanisms and collective bargaining: Concept, nature and level of bargaining; the legal framework of collective bargaining in Nepal. Workers participation, forms and methods of participation. Workers participation in Nepal
  5. Labor welfare programs and social security, ILO and Nepal.

References

International Labor Organization, Labor administration: A profile on Nepal. Kathmandu: The Office of the ILO Advisor

Prem R. Pant and Narayan Manandhar (Eds) (1998). Industrial relations in Nepal, Kathmandu: FNF & IRF

Pramod Vema, Management of Industrial Relation, New Delhi: Oxford and IBH publishing co.

JI Husband, Labor Administration. New Delhi: Oxford and IBH Publishing co.

Categories
Human Resource Management

Human Resource Management Specialization

Human resources management (HRM) specialization area prepares students about personnel management in any type of institution. They study about personnel administration in Nepal, administrative reforms, performance management, total quality management, employer-employee relations etc.

SubjectsTypeCredits
HRM 461: Nepalese Personnel AdministrationTheory3
HRM 462: Administrative ReformTheory3
HRM 463: Human Resource DevelopmentTheory3
HRM 464: Performance ManagementTheory3
HRM 465: Total Quality ManagementTheory3
HRM 466: Employer-Employee RelationsTheory3