Human Resources Management in Nepal Drinking Water Supply and Sanitation Corporation

Human Resources Management in Nepal Drinking Water Supply and Sanitation Corporation
Human Resources Management in Nepal Drinking Water Supply and Sanitation Corporation
introduction
This study brings approaches and strategies of human resources management in Nepal Drinking Water Supply and Sanitation Corporation into light. For this purpose, this study observes various theories of human resources management and the issues relating to the human resources of the corporation. This research will be based on theories and models of the human resources management postulated so far by diverse theorists and scholars with various perspectives. Also, this study to justify the points collects, processes, and presents both primary and secondary data and information. The focuses will be given on qualitative data collected through secondary sources, internet browsing, books, articles and journal.
This study analyzes the human resources policies of the corporation and recommends the best options to the corporation for the development of human resources management within the organization.
General Background to the Organization
Nepal Drinking Water Supply and Sanitation Corporation is a public corporation established in 1973 according to the provision of Corporation act 1964. The objective of the corporation, according to the publication of government of Nepal, is to supply clean drinking water all over the world and manage sewerage system effectively. The corporation is carrying out its daily activities and programmes mobilizing 860 staff in its different division, branches and projects. The corporation is striving for attaining the objectives, however, the corporation has not been successful for so. Within the organization, there are some problems, especially in human resources, interpersonal and inter-group relationship, which yield unproductive results. Despite its objectives to supply pure drinking water in all parts of the Nepal, it is failed even to distribute water in Kathmandu valley. Behind the failure of the corporation, there is also a hand of unsystematic human resources management. In this context, it is important to give the corporation options for potential human resources management. This study, therefore, aims to identify proper options for the processes of fulfillment of required human resources and for their development so that they can be linked meaningfully to the vision, mission and goals of the organization.
task 1
contributions OF hrm TO organizational objectives
Human resources management (hrm) is that aspect of people management, which systematically manages employees and employee-related issues and tasks of a given organization in an organized manner. Also, human resources management includes functions like projection, acquisition, development, retention and mobilization of required human resources for the organization along with appropriate techniques and methods. No doubt, people are important assets or resources for the organization since they have the potentialities to use and mobilize monetary, material and information resources to fulfill the objectives of the organization. Human resources management, hence, is related to systematic management and mobilization of people. In the words of Susan M. Heathfield (2010) human resource management is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Susan?s definition, however, does not include other important functions of the hrm. Anticipation of demand of workforce for the organization in a specific period of time as well as development of available people are so important for the organization, without which the approaches and objectives of hrm and as a whole of the organization itself will not be successful. Here, it is logical to put forward Michael Armstrong (2006 :3)?s opinion who states ? Human resources management is defined as a strategic and coherent approach to the management of an organization?s most valued assets- the people who individually and collectively contribute to the achievement of its objective?. His opinion suggests that human resources management as strategic and coherent approach, which means that the hrm includes all activities and methods necessary to handle and manage human resources rationally.
Human resources management is directly linked to the people and the management of them. Yet, it is related to development and mobilization of human resources creating conducive working environment. This means that right persons should be hired for the right positions at right time in a right way right way. Moreover, it should be accepted that behind the success of the organization, there are undoubtedly the hands of human resources and their individual and collective efforts. People and their synergic efforts turn something available in the nature into valuable objects or products with diverse forms and sizes. Considering the importance of people for the organization, the human resources management greatly supports the organization in order to make available aspirant employees along with proper human resources development plan and cutting edge techniques and strategies. The importance of hrm as observed by Michael Armstrong (2006) is to ensure that the organization is able to achieve success through people. At this point, it is also worth mentioning that behind the success and failure of the organization there are the hands of people. The level of people, their capabilities, their skills, their commitment, their relationship with each other, networking and so on are also considerable factors in measuring the outputs of the organization. Only effective hrm policies, strategies and methods can utilize potentialities of people in making organizational objectives a reality
1.1 human resources management activities IN the corporation
Human resources management is a holistic approach supportive to develop human
capital required for the organization through various activities and programmes.

Human Resources Management in Nepal Drinking Water Supply and Sanitation Corporation 9.4 of 10 on the basis of 4308 Review.