Abstract
Human Resource Management (HRM) has been a crucial issue for Tribhuvan University (TU) due to the presence of a high number of students and teachers within the University Structure. The main purpose of this study was to explore the practices of the HRM in the TU. I adopted socio-constructivism as a research paradigm and narrative inquiry as the research design which is qualitative in nature. It used in-depth interview technique to collect information which was supported by literature review. TU conducts its overall human resource activities in coordination with executive bodies, campus chief, and line agencies like TUSC. The executive body is responsible for the entire HRM practices and other bodies have their own peculiar functions. For Instance, TUSC conducts the job design, job analysis, selection, recruitment, and performance appraisal process in the entire TU. HRM practices are familiar to the rules and regulations of TU and adopt them.
Highlights
Background of the StudyHuman Resources refer as the employee of the organization and Human Resource Management (HRM) is known as the design of management systems which ensures the human talent and uses it efficiently to garner organizational goals (Mathis et al, 2012; Bernardin, 2013)
That’s why, the human resources are an essential asset in the institution and it can be developed and its impact is maximized through the HRM
I gave pseudonymous name for the entire respondents to maintain the ethical concerns (e.g. Afzal & Tylor, 2016) in this study. Among these given names Mishra and Dangol were for senior administrative officers of Tribhuvan University Service Commission (TUSC), Thapa and Mandal represent for the campus chief of the constituent campus and Parajuli belongs to one of the Head of the Department of University Campus of Tribhuvan University (TU)
Summary
Background of the StudyHuman Resources refer as the employee of the organization and Human Resource Management (HRM) is known as the design of management systems which ensures the human talent and uses it efficiently to garner organizational goals (Mathis et al, 2012; Bernardin, 2013). Dessler and Varkkey (2016) state that “HRM is the process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concern” Considering it, the HRM is the approach which deals with the planning, organizing, staffing and leading of human assets in the organization. HRM includes the staffing, training and development, performance management and compensation and employee relations respectively. Staffing of HRM is known as the HR procurement and it includes job analysis and design, HR planning, recruitment, selection, socialization and placement are the key factors (Decenzo & Robbins, 1999; Durai, 2010).
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