Human Resource Development – Unit 1

Human Resource

All the humans that can contribute to the development works with their technical, physical or intellectual abilities are known as human resource. Example: labour, doctor, nurse, engineer, etc.

Types of Human Resource

Human Resources can be classified into two types on the basis of skill and term. They are:

1. On the basis of Skill: There are three types of human resources on the basis of skill: unskilled, semi-skilled and skilled human resources.

– Human resources with no specific knowledge and skills but can contribute in development are known as unskilled human resources. Example: sweepers, conductors, etc.

– Human resources that have little but not in-depth knowledge and skills about a particular job are known as semi-skilled human resources. Example: health assistant, nurse, etc.

– Human resources having complete knowledge and skills about a particular job are known as skilled human resources. Example: doctor, lawyer, etc.

2. On the basis of Term: There are also three types of human resource on the basis of term: short-term, long-term, and constant-term human resources.

– Short-term human resources are ones who have their need for a very short duration of time only. Example: tourist guides, etc.

– Long-term human resources are ones who have their need for a long duration of time but expire after a certain age. Example: police, civil servant, etc.

– Constant-term human resources are ones who can utilize their knowledge and skills throughout their lifespan. Example: doctor, teacher, etc.

Preparation of Human Resource

Human Resources can be prepared in the country or a locality in the following ways:

1. Technical and vocational education opportunities
2. Trainings, and other skill development programs
3. Universities, colleges and schools providing practical knowledge and life skills
4. Establishment of industries for creating job opportunities

Human Resource Management

Human Resource Management (HRM) is a continuous set of activities related to hiring the right employee for the right job at the right time and developing their skills and efficiency via trainings. It focuses on the employees. It covers aspects such as searching the best employee, managing their needs, preparing incentive plans, and more. It is an umbrella term and Human Resource Development comes under it.

Human Resource Development

Human Resource Development is the process of developing the skills and efficiency of the employee to make their more responsible and valuable to the organization. It increases the production and productivity by encouraging the employees and increasing their dedication towards work.

Need of Human Resource Development

Nepal is lacking human resource development in most of its sectors due to which problems like unemployment, illiteracy and poverty are increasing. Following are the needs of human resource development:

1. To investigate the needs of manpower in the organization and fulfill it accordingly.
2. To increase the production and productivity.
3. To reduce the import of expert and skilled workers from abroad by increasing capability of local manpower.
4. To maintain the numbers of workers in the organization according to the expenditure for labor.

Importance of Human Resource Development

 Human Resource Development helps to prepare the human resources for the present and the future; and diversifies their working capabilities so as to sustain the human resources and utilize them in the time of need. Following are the importance of Human Resource Development:

1. It increases the efficiency of the manpower working in the organization.
2. It helps to make the maximum utilization of the available human resources.
3. It increases the cordial relationship between the workers and the stakeholders resulting in increased productivity of the organization.
4. It helps to develop various professional, and interpersonal skills in the employees to make them competent and quickly adaptable.

Challenges of Human Resource Development and their Solutions

Nepal needs to progress a lot in the field of HRD. Despite knowing the problems, no appropriate measures have been taken to solve these problems. Due to this, the problems have been sustained from a long time.

• Challenge I: There is neither effective nor a clear Human Resource Policy in the country. Solution: Clear and efficient Human Resource Policy should be formulated and implemented in the country.

• Challenge II: Large number of Human Resources are being developed in the sectors which have more than necessary manpower’s already in the country (example: doctors). Solution: Existing human resources should be utilized to the maximum level and excess production should be avoided.

• Challenge III: Nepal has been facing brain-drain (a condition where intellect manpower goes abroad for employment) for centuries which creates scarcity of human resources. Solution: Create large scale employment opportunities within the country.

• Challenge IV: Lack of technical, vocational, and training providing institutions in the country. Solution: Make special provisions for establishment of technical and vocational education providing institutions. Also, make life skills related subjects compulsory in school curriculum.

Future plan for Human Resource Development

Nepal expects to develop enough human resources in the future to meet the demand of the market. For this, following things should be considered:

a) To develop the skilled, competent and capable manpower to compete in the national and international market.
b) To maintain balance between demand and supply of manpower.
c) To define the work differently and make education job-oriented.