– Durga Chudal

Every business organization in Nepal , possess many factors of production such as land, human resource, capital , technology and other resources expecting high level of output as finished goods with better hospitality. Among them human resource is the most important key factor for Nepalese business organization. All the assigned factors of production are mobilized through well managed human resources. The dream of every entrepreneur can be pleased via human resources.

Globalization and deregulation of national economies have put forward many challenges and opportunities for the businesses in Nepal. To tap opportunities and to cope with challenges efficiently, skilled and competent human force has been considered as one of the most important factor. This is because all other things concerned with management of an organization are same, the only different is people. Business organizations across the world, therefore, regardless of their size and nature, have been streamlining their efforts and resources to develop skilled and competent work force providing them continuous coaching, training and other career development opportunities.

Nepalese business organization is always threatened by some challenges that may be internal and external as well. To ensure long-term success, anticipation of future challenges that likely to aggravate business is imperative. Low productivity, old production technology and low effort in human resource development are the most influencing internal challenges. Likewise, weak managerial competency, increasing pressure of trade union, weak information system and poor quality are among other challenges. Human resources are executed with the motive of resolution.

Human resource management plays crucial and advantageous role to the both organization and deployed human resource in Nepalese business organization. Satisfied, highly-motivated, automated and loyal employees represent the basis of competitive company. They are viewed as the core competence of Nepalese business organization.  Competitive business organization can only survive within the jagged environment. The growth of satisfaction is to be reflected in the increase of productivity, improvement of the product’s quality or rendered services and higher number of innovations. Satisfied employees form positive reference to the employer, increase its attractiveness for potential job seekers and strengthen its competitive position in the market. Management of the company does not often know opinions of own employees and underestimates dependence between satisfaction of employees and total successfulness of the company in the market. Reciprocal relationship between management and employee is directed to the mutual growth and development. Such situation should exist when people go to work, they shouldn’t have to leave their hearts at home.

Now a days the challenge for organizations is not only to make potential employees aware of their company as a good place to work, and bring the best applicants successfully through the recruitment and hiring process, but to retain them, ensure their understanding of the company’s goals and commitment to them, and provide the environment and structures to motivate them to give of their best. Management should remember that they hire people brighter than them and then they get out of their way.  Proper working environment and cooperative structure of business organization makes certainty to achieve the desired goals.

In today’s rapidly changing and highly competitive environment, the human resource function also plays an increasingly important role in an organization’s ultimate success or failure. Where success was once dependent upon an organization’s ability to discover and manage natural resources, success today goes to the organizations that most effectively discover and manage their human resources possible. No business organization can imagine the scene of success, ignoring the proper working environment and appropriate system. Favorable working environment and human resource system make reinforce to create utility on existing human resources.

The cooperation and coordination between management and employee is crucial for effective and efficient functioning of an organization. Lack of confidence between them has not only seriously impeded the development of human resource in an organization but also has hindered the productivity and overall performance of the organization. For effective and efficient functioning of an organization, employees are to be empowered besides providing training and development opportunity. Since majority of Nepalese business executives are unaware of the employee empowerment concept and those who are aware too have low comprehension of the concept. This has hindered the development of professionalism in Nepalese business organizations. Recognizing the importance of the employees and their self-esteem, management needs to empower them.

Human resource management creates high employee morale, it can help boost productivity and reduce employee turnover. When workers feel they are being paid and treated fairly in comparison to employees at other companies, they are more likely to be less frustrated and more productive. In addition to creating awards programs and company outings, take steps to improve working conditions. Solicit feedback on supervisors and managers and offer them training so they can more effectively communicate with and manage their subordinates. Provide written job descriptions and base annual reviews on them to reduce employee frustration. If you can’t afford a human resources professional, create an employee morale committee that develops idea for making the workplace a more positive place.

(Chudal is Senior Sales Manager of Maruti Cement Limited)