Chapter 1

Introduction to Human Resource Management

1.1 Concept of HRM:

dfgj ;+;fwg Joj:yfkg Ps clgjfo{, dxTjk"0f{, ;Dj]bgzLn / lqmofzLn ljwf xf] . of] ljwf ;+u7gsf ljleGg ;fwg>f]tx?
dWo] dfgjLo kIfsf] k|efjsf/L Joj:yfkg ;+u ;DjlGwt 5 . ;+u7gsf cGo ;fwg>f]tx?sf] kl/rfng dfgj hgzlQmx?af6
dfq ;Dej x'g] ePsf]n] pgLx?sf] plrt tl/sfn] Joj:yfkg ug'{kb{5 . o; cy{df dfgj hgzlQmx?sf] 1fg, ;Lk, bIftf /
tTk/tfsf] Joj:yfkg g} dfgj ;+;fwg Joj:yfkg xf] .

ddfgj ;+;fwg Joj:yfkgnfO{ ;xL cy{df a'emg dfgj ;+;fwg / Joj:yfkgnfO{ cnu cnu ?kdf a'emg' pko'Qm x'G5 . dfgj
;+;fwgn] ;+u7gdf sfo{/t ;Dk"0f{ sfdbf/x?nfO{ hgfpF5 eg] Joj:yfkgn] pgLx?sf] sfo{ ;Dkfbg u/fpg] snfnfO{ hgfpF5 .
o;y{df ;+u7gfTds p2]Zo xfl;n ug{sf] nflu dfgj ;+;fwgsf] k|efjsf/L ?kdf pkof]u ug]{ ;DjlGw ;Dk"0f{ k|lqmof ldnfpg'nfO{
dfgj ;+;fwg Joj:yfkg elgG5 . cyf{t dfgj ;+;fwg ;DjlGw of]hgf agfpg], ;+u7g ug]{, lgb]{zg ug]{, lgoGq0f ug]{, lg0f{o
ug]{ sfo{nfO{ dfgj ;+;fwg Joj:yfkg elgG5 .

dfgj ;+;fwg Joj:yfkg cGt/ut k|flKt (Acquisition), ljsf; (Development),, ;b'kof]u (Utilization) / ;Def/
(Maintenance) ;DjlGw sfo{x? kb{5g . o;sf ;fy} plrt ;dodf plrt JolQmnfO{ plrt :yfgdf k|jGw (right man
at right place at right time) u/L lqmofnsnfkx?nfO{ k|efjsf/L ?kdf ;+rfng ug'{ klg dfgj ;+;fwg Joj:yfkg xf] .

According to Decenzo and Robbins " Human resource management is a process consisting of
the acquisition, development, motivation and maintenance of human resource. Dfgj ;+;fwg Joj:yfkg
dfgj hgzlQmx?sf] k|flKt, ljsf; pTk|]/0ff / ;Def/ ;dfj]z ePsf] Pp6f k|lqmof xf] .

lgisif{df dfgj hgzlQmx?sf] ;du| tyf j}1fglgs Joj:yfkg k4ltnfO{ dfgj ;+;fwg Joj:yfkg elgG5 .

1.2. Characteristics of HRM

1) Human Centered: dfgj ;+;fwg Joj:yfkg dfgj hgzlQmx?sf] egf{, 5gf}6, kb:yfkg, ;]jf ;'ljwfx? Lgwf{/0f{
pTk|]/0ff, tflnd tyf ljsf;, Ifdtf, bIftf, ;Lk tyf of]Uotfsf] j[l4 nufotsf sfo{x?df s]lGb|t /x]sf] x'G5 . o;n] dfgj
;+;fwgnfO{ s]Gb|ljGb'df /fv]/ j}1flgs Joj:yfkgnfO{ hf]8 lbPsf] x'G5 .

@ Continuous Process: ;+u7g lhljt /x];Dd dfgj ;+;fwg Joj:yfkg sfo{ lg/Gt/ rln/xg] k|lqmof xf] . dfgl;x? yf]/}
k|of;af6 clws nfesf] cfzf ub{5g . o;sf nflu dfgj ;+;fwg Joj:yfkgn] sd{rf/Lx?nfO{ lg/Gt/ pTk|]/0ff k|bfg ub{5 .

#) System: dfgj ;+;fwg Joj:yfkgnfO{ Ps ;du| k|0ffnLsf] ?kdf JofVof ug{ ;lsG5 . o; cGt/ut Input, process,
output and Feedback r/0fx? kb{{5g . of] k|0ffnLn] jftfj/0fLo k|efj;+u lg/Gt/ cGt/lqmof ub{5 .

$_ Dynamic process: dfgj ;+;fwg Joj:yfkgn] jftfj/0fLo k|efj;+u cg's'n x'g] u/L of]hgf tyf lg0f{o lnP/
sfo{fGjog ug'{kb{5 . Ps k6s agfPsf of]hgf ;w}sf nflu pkof]uL x'g g;:sg] ePsfn] kl/l:ylt cg';f/ kl/jt{g / kl/dfh{g
ub}{ hfg' kb{5 . To;}n] HRM Ps ultzLn k|lqmof xf] .

%_ Universal: dfgj ;+;fwg Joj:yfkg ;fgf, 7"nf, ;/sf/L, u}/ ;/sf/L gfkmfd'ns tyf ;]jfd'ns cflb ;j} lsl;dsf
;+u7gx?df ljleGg lsl;dsf hgzlQmx?sf] cfjZostf kg]{ ePsf]n] dfgj ;+;fwg Joj:yfkg sfo{n] pQm sfo{ k'/f ub{5 .

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6) Management Function: dfgj ;+;fwg Joj:yfkg Ps Joj:yfkg sfo{ xf] . lsgsL o;n] dfgj ;+;fwg ;DjlGw
Planning, Organizing, decision making, controlling, supervising , motivating cflb sfo{x? ;DkGg ub{5
.

7) Strategic Function: dfgj ;+;fwg Joj:yfkgn] /0fgLlts sfo{ klg ub{5 . kl/jlt{t jftfj/0fdf ;dflxt x'gsf] nflu
dfgj ;+;fwgsf] ljsf;, k|flKt, ;b'kof]u / ;Def/ h:tf sfo{x?sf] nflu o; Joj:yfkgn] /0fgLlts nIo lng] ub{5 .

*) Organizational Structure: ;+u7gsf] sfo{ ;Dkfbg ;/n, ;xh / kf/bzL{ agfpg ljleGg kbx?sf] >vnf tof/ u/]/
sfo{ k|s[ltsf] cfwf/df ;+u7gfTds ;+/rgf tof/ ug]{ sfo{ dfgj ;+;fwg Joj:yfkgn] ub{5 .

(_ Complex Function: dfgj ;+;fwg Joj:yfkg sfo{ Ps hl6n k|lqmof xf] . lsgsL of] sfo{ dfgjLo dgf]lj1fg /
Jojxf/ ;+u ;DjlGwt 5 . To;}n] dfgjLo Jojxf/, / dgf]lj1fgnfO{ a'em]/ dfq Joj:yfkg sfo{nfO{ cuf8L a9fpg' kg]{ ePsf]n]
o;nfO{ hl6n sfo{sf] ?kdf kl/efflift ul/Psf] xf] .

!)_ Focus on Goal

1.3. Objectives of HRM

!_ Organizational Objectives: Joj;foLs ;+u7gx? cg]s nIo Pj+ p2]Zosf ;fy :yflkt x'G5g . h:t} d'gfkmf cfh{g
ug]{, ;]jf k|bfg ug]{, ahf/ lj:tf/ ug]{, pTkfbsTj j9fpg] cflb . pQm nIox? Xfl;n ug{sf nflu ljleGg lsl;dsf ;fwg
>f]tx?sf] ;lx ?kdf kl/rfng ug'{kb{5 . dfgj ;+;fwg Joj:yfkgn] dfgj hgzlQmx?sf] k|flKt, ljsf;, ;b'kof]u / ;Def/
sfo{åf/f k|fKt ug]{ p2]Zo /fv]sf] x'G5 .

@_ social Objectives: ;dfhdf :yflkt ;+u7gx?sf] p2]Zo gfkmf cfh{g ug'{ dfq geO{ ;fdflhs ;]jf k'/ofpg' klg /x]s]f
x'G5 . To;}n] pkef]Qmf, nufgLstf{, ljqm]tf, / ;/sf/ k|lt ;+u7gx? k|ltj4 x'G5g . pQm k|ltj4tf k'/f ug]{ sfo{df dfgj
;+;fwgx?sf] pNn]vgLo of]ubfg /x]sf] x'G5 . dfgj ;+;fwg Joj:yfkg dfkm{t hgzlQmx?nfO{ ;fdflhs lxt, sNof0f, ljsf; /
;Ddfg sfo{ k|lt k|]l/t ul/ ;fdfdflhs p2]Zo k'/f ul/G5 .

#_ Functional Objectives: ;+u7gfTds p2]Zo xfl;n ug{ Joj:yfksn] ljleGg lsl;dsf sfo{x? h:t} of]hgf agfpg],
;+u7g ug]{, lg0f{o ug]{, lgoGq0f ug]{ ;dGjo ug]{ / ;+rf/ ug]{ cflb sfo{fTds sfo{x? ;DkGg ug'{kg]{ x'G5 . dfgj ;+;fwg
Joj:yfkg sfo{n] dfgj ;+;fwg ;DjlGw k|flKt, ljsf;, ;b'kof]u / ;Def/ sfo{x? ;DkGg u/]/ oL p2]Zox? k'/f ub{5g .

$_ Individual Objective: ;+u7gdf sfo{/t sd{rf/Lx?sf cf cfkmg} OR5f, rfxgf, ?rL / cfjZostfx? X'G5g . pQm
cfjZostfx? kl/k'lt{ ug{ dfgj ;+;fwg Joj:yfkg sfo{n] plrt Hofnf, kfl/>lds, ;'/Iff, j[lQ ljsf;sf] Joj:yf ub{5 .
o;sf ;fy} sfo{ ;Gt'li6 k|bfg ug]{, plrt sfo{ jftfj/0f tof/ ug]{ / k'/:sf/ tyf b08;hfosf] Joj:yf ldnfpg] p2]Zo
HRM sf] /x]sf] x'G5 .

%_ Increasing Productivity: dfgj ;+;fwg Joj:yfkgn] ;xL ;dodf ;xL :yfgdf ;xL dfgj ;+;fwgsf] Joj:yf u/]/
pgLx?nfO{ ljleGg lsl;dsf tflnd tyf ljsf;sf sfo{qmdx?åf/f pTk|]l/t ub}{ pTkfbsTj / gfkmfbfostfdf j[l4 ub{5 .

^_ Providing job satisfaction: dfgj ;+;fwg Joj:yfkg sfo{n] sd{rf/Lx?sf nflu nfdf] ;do ;Dd l6ls/xg] jftfj/0f
to ub{5 . sd{rf/Lx?sf ;]jf ;'ljwfx?df j[l4, kbf]Gglt, cltl/St kfl/>lds, plrt sfo{ jftfj/0f , hflu/sf] ;'/Iff, sfo{
:yndf cf/fd, cfw'lgs k|ljlwsf] ;'ljwf cflb pknAw u/fO{ sfo{ ;Gt'li6df j[l4 u/fpg] sfo{ dfgj ;+;fwg Joj:yfkgn] ub{5
1.4. Functions of HRM

Dfgj ;+;fwg Joj:yfkgsf sfo{x? lgDgfg';f/ ljZn]if0f ul/Psf 5g .

!_ Managerial Function: dfgj ;+;fwgx?sf] s'zntfk"j{s Joj:yfkg ;+u ;DjlGwt sfo{x?nfO{ Joj:yfksLo sfo{x?
elgG5g . o; cGt/ut lgDg sfo{x? kb{5g .

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a) Planning: dfgj ;+;fwgx?sf] cfjZostf klxrfg ug]{, cfjZos hgzlQm lgwf{/0f ug]{, egf{ 5gf}6, tflnd, kbf]Gglt, j[lQ
ljsf;, cjsf; ;]jf ;'ljwfx?sf ;DjGwdf dfu{lrq tof/ ug]{ sfo{ g} of]hgf xf] . of]hgf tof/ ubf{ sd{rf/Lx?sf] df}HbftnfO{
klg Wofg lbg' kb{5 .

b) Organizing: ;+u7gleq ljleGg :yfgx?df sfo{/t sd{rf/Lx?sf jLrdf cGt/;DjGw sfod ug]{ sfo{nfO{ ;+u7g ug]{
elgG5 . ;+u7gdf ;+u7gfTds ;+/rgf tof/ ug]{, kbLo >ªvnf lgwf{/0f ug]{, sd{rf/Lx?sf] sfd st{Jo, clwsf/ / pQ/bfloTj
:ki6 ug]{, ;dGjo sfod ug]{, cflb sfo{x? Organizing cGt/ut kb{5g .

c) Directing: ;+u7gdf s;n] s;nfO{ cfb]z tyf lgb]{zg ug]{ eGg] af/]df :ki6 ug]{ sfo{nfO{ Directing elgG5 . ljz]if
u/]/ dflyNnf] txn] tNnf] txnfO{ cfb]z lbg], ;+rf/ ;+hfnsf] ljsf; ug]{, ljleGg lsl;dsf ;+u7gfTds sfg"gx?sf] jf/]df
hfgsf/L lbg] tyf sfdbf/x?nfO{ PsLs/ ug]{ sfo{x? Directing df ;dfj]z x'G5g .

d) Controlling: dfgj ;+;fwg Joj:yfkgsf] Controlling sfo{n] sfo{ :t/ lgwf{/0f ug]{, sfo{ ljZn]if0f ug]{ / sfo{
;Dkfbg d"Nof+sg ug]{ cflb sfo{x? ub{5 . h;af6 sfdbf/x?sf] u'0f:t/, ;do tyf k|of;x?nfO{ k|efjsf/L?kn] lgoGq0f ug{
d2t k'Ub5 .

2) Operative Function: dfgj ;+;fwg Joj:yfkgsf] ;+rfng sfo{ cGt/ut lgDg sfo{x? kb{5g .

a) Acquisition: ;+u7gsf p2]Zox? xfl;n ug{sf] nflu k|ofKt dfqfdf plrt :yfgsf nflu plrt dfgj ;+;fwgx?sf]
lglZrt ug]{ sfo{nfO{ k|flKt elgG5 . o; cGt/ut HRP tof/ ug]{, Job analysis ug]{, Job specification and Job
evaluation tof/ ug]{, Recruitment, selection, placement and socialization ug]{ cflb sfo{x? kb{5 . o;k|sf/
;+u7gdf ;Ifd / of]Uo dfgj ;+;fwg leqfpg' g} k|flKt sfo{ xf] .

b) Training and Development: ;+u7gdf k|fKt ePsf dfgj ;+;fwgx?nfO{ plrt :yfgsf nflu cled'vLs/0f
Orientation ug]{ / Career Development sf sfo{qmdx? ;+rfng ug]{ sfo{x? o; cGt/ut kb{5g . o;af6 dfgj
;+;fwgx?n] cfkmgf] of]Uotf, ;Lk / bIftfsf] clej[l4 ug]{ cj;/ k|fKt ub{5 .

c) compensation and Benefits: sfo{/t dfgj ;+;fwgx?nfO{ k|bfg ul/g] cfly{s ;x'lnot tyf ;'ljwfx?nfO{ Ifltk"lt{
tyf nfe elgG5 . Ifltk"lt{sf] plrt Jo:yfkgn] sd{rf/Lx?nfO{ sfo{ k|lt pTk|]l/t ub{5 . o; cGt/ut tnj, eQf, cltl/St
kfl/>lds, kbf]glGt, k'/:sf/, jf]g;, u|]8 cflb kb{5g .

d) Maintenance: dfgj ;+;fwg Joj:yfkgsf] ;Def/ sfo{ hgzlQmx?nfO{ ;'/Iff, :jfoQtf, :jtGqtf / ;dfg Jojxf/
sfod ug]{ sfo{ ;+u ;Djlgwt 5 . ;fy} /fd|f] >d ;DjGw, dgf]/~hg, v]ns'b, vfhf ;'ljwfx? Cflb k|bfg u/]/ sd{rf/Lx?sf]
;Def/ ug{ ;lsG5 .

e) Record Keeping: dfgj ;+;fwg Joj:yfkgn] ;+rfng sfo{ cGt/ut dfgj ;+;fwgx?sf] ;Dk"0f{ ljj/0f cBfjlws ub{5
. sd{rf/Lx?sf] 5gf}6 ;do, sfo{ :yfg, of]Uotf, ;Lk, cg'ej, cltl/St 1fg, kbf]Gglt, ;?jf, k'/:sf/, b08, ;hfo, tnj eQf,
cltl/St kfl/>lds cflb ;DjlGw clen]v /fVg] sfo{ dfgj ;+;fwg Joj:yfkgn] ub{5 .

e) Evaluation: dfgj ;+;fwg Joj:yfkgn] hgzlQmx?sf lqmofsnfkx?sf] d"Nof+sg ug]{ sfo{ klg ub{5 . o; cGt/ut
sd{rf/Lx?sf] sfo{ z}nL, sfo{ cjlw, sfo{ k|efjsf/Ltf, ;'4tf, g}ltstf, cg'zf;g, uflDe/otf, sd{rf/L gLlt / cEof; cflb
sf] d"Nof+sg ub{5 .

f) Research: dfgj ;+;fwg Joj:yfkgn] sd{rf/Lx?sf ;DjGwdf ljleGg lsl;dsf cg';Gwfg / ljsf; ;DjlGw sfo{x? klg
ub{5 . sd{rf/Lx?nfO{ sfo{ k|lt pTk]|l/t ug]{ tl/sfx?, sfo{ :ynsf] ;hfj6, sd{rf/Lx?sf jLrsf] cGt/ ;DjGw, cflbsf
;DjGwdf gof z}nL, b[li6sf]0f, cjwf/0ff / ljlwx?sf] vf]l hug]{ sfo{ klg dfgj ;+;fwg Joj:yfkgn] ub{5 .

1.5. Components of HRM

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 Acquisition

Maintenance HRM Development

Function

Utilization

1) Acquisition: ;+u7gsf] nIo xfl;n ug{sf] lgldQ pko'Qm lsl;dn] cfjZos ;+Vofdf bIf sd{rf/Lx? k|fKt ug]{ sfo{ o;
cGt/ut kb{5 . dfgj ;+;fwg Joj:yfkgsf] z'?jft dfgj ;+;fwg k|flKtaf6 x'G5 . jf:tjdf dfgj ;+;fwgsf nflu of]hgf
agfpg', ;+u7g ug'{, pTk|]l/t ug'{ lgoGq0f ug'{ , egf{ tyf 5gf}6 ug'{, kb:yfkg ug'{, / ;fdflhsLs/0f ug'{ g} HRM sf] k|flKt
sfo{ xf] . o; cGt/ut lgDg sfo{x? kb{5g .

a) Human Resource Planning: o; cGt/ut HRM n] ;+u7gnfO{ eljZodf cfjZos kg]{[ dfgj ;+;fwgsf] k"jf{g'dfg ug]{
sfo{ kb{5 . o;n] ;+u7gdf slxn] / s:tf] k|sf/sf] hgzlQm slt cfjZos kb{5 elg cg'dfg jf n]vfhf]vf ul/G5 .

b) Job Analysis: ;+u7gdf ;DkGg ug'{kg]{ sfo{sf nflu cfjZos kg]{ of]Uotf, Ifdtf, bIftf, ;Lk, cg'ej / sd{rf/Lx?sf]
sfd, st{Jo clwsf/ / lhDd]jf/Lsf] jf/]df ljZn]if0f ug'{nfO{ sfo{ ljZn]if0f elgG5 . o; cGt/ut Job Description and
Job specification sfo{x? kb{5g .

c) Recruitment: ;+u7gdf cfjZos sd{rf/Lx?sf] kbk"lt{sf nflu ;Defljt pDd]bjf/x?af6 lgj]bg dfu ug]{ sfo{nfO{ egf{
elgG5 . egf{ sfo{ of]Uo tyf bIf pDd]bjf/x?sf] vf]lh u/]/ / l/St :yfgsf nflu lgj]bg lbg nufpg] sfo{ ;+u ;DjlGwt 5 .

d) Selection: egf{ k|lqmofåf/f lgj]bg lbPsf pDd]bjf/x? dWo]af6 ljleGg ljlwx?sf] k|of]u u/L of]Uo tyf bIf JolQmsf] rog
ug]{ sfo{nfO{ 5gf}6 elgG5 .

e) Placement: 5gf}6 k|lqmofåf/f rog ePsf pDd]bjf/x?nfO{ plgx?sf] ?rL, rfxgf / OR5f cg';f/ plrt :yfgdf xflh/
u/fpg'nfO{ kb:yfkg elgG5 . kb:yfkg eO;s]kl5 pDd]bjf/x?n] sd{rf/Lsf] ?kdf sfo{ ub{5g .

f) Socialization: kb:yfkg ul/Psf sd{rf/Lx?nfO{ ;+u7gsf] d"No, dfGotf, ;+:s[lt / sfo{ jftfj/0f ;+u 3'nldn u/fpg]
sfo{nfO{ ;fdflhsLs/0f elgG5 .

2) Development: ;+u7gdf k|j]z u/]sf sd{rf/Lx?nfO{ ;+u7gsf] p2]Zo cg's'n sfo{ ug{ ;Sg] ul/ of]Uotf, Ifdtf, bIftf,
cflbsf] :t/ j[l4 ug'{nfO{ ljsf; elgG5 . ljleGg lsl;dsf tflnd, ;]ldgf/, uf]i7L, cGt/lqmofx?sf] cfof]hgf u/]/
sd{rf/Lx?sf] s'zntf Pj+ bIftfdf j[l4 ul/G5 . o; cGt/ut lgDg sfo{x? kb{5g .

a) Identify Training and Development: HRM n] ljsf; sfo{ cGt/utu ;j{k|yd ;+u7gsf] s'g s'g txdf sfo{/t
dfgj ;+;fwgx?nfO{ s:tf] lsl;dsf] tflnd tyf ljsf;sf] cfjZostf eGg] jf/]df klxrfg ub{5 . cfjZstf klxrfgsf] nflu
lj1x?sf] ;xof]u lng ;lsG5 .

b) Employees Training: sfo{fGjog txdf /x]sf sd{rf/Lx?nfO{ tTsfn sfo{ ;Dkfbg ug{ cfjZos kg]{ ;Lk tyf bIftf
j9fpgsf nflu dfgj ;+;fwg Joj:yfkgn] tflndsf] cfof]hgf ub{5 . tflndsf] cfof]hgf On the job and Off the job
u/L b'O{ lsl;dn] ug{ ;lsG5 .

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c) Management Development Planning: Joj:yfkLso kbx?df sfo{/t Joj:yfksx?sf] 1fg, ;Lk, cg'ej, bIftf
clej[l4 ug{sf nflu ;+rfng ul/g] sfo{qmdnfO{ Joj:yfkg ljsf; elgG5 . dfgj ;+;fwg Joj:yfkgn] sfo{:yndf / sfo{:yn
jflx/ ljlwåf/f Joj:yfksx?sf] j[l4 ljsf; ug]{ sfo{qmd ldnfpF5 .

d) Employee Career Development: sd{rf/Lx?sf JolQmut cfjZostfx? hf] of]Uotf, ;Lk, kb, clwsf/ /
lhDdjf/Lsf] bL3{sflng clej[l4 ;+u ;DjlGwt 5g To;sf jf/]df ljsf; sfo{qmdx? ;+rfng ug]{, cj;/x? k|bfg ug]{, plrt
jftfj/0fsf] lgdf{0f ug]{ / sd{rf/Lx?nfO{ To;sf nflu tof/ ug]{ sfo{x? sd{rf/Lx?sf] hLjg j[lQ ljsf; cGt/ut kb{5g .
pQm sfo{ dfgj ;+;fwg Joj:yfkgn] ub{5 .

e) Organization Development: dfgj ;+;fwg Joj:yfkgsf] o; sfo{ cGt/ut dfgj ;+;fwgx?sf] Jojxf/ / b[li6sf]0f
kl/jt{g ul/G5 . o;af6 ;j} sd{rf/Lx? ;+u7g k|lt ;dlk{t x'G5g .

3) Utilization: ;+u7gdf k|fKt ePsf dfgj ;+;fwgx?sf] 1fg, ;Lk, cg'ej, bIftf tyf IfdtfnfO{ ;+u7gsf] lxtsf lglDt
k|of]u ug'{nfO{ pkof]u elgG5 . dfgj ;+;fwg Joj:yfkgsf] of] r'gf}ltk"0f{ sfo{ xf] . o;n] dfgj ;+;fwgx?sf] pkof]lutfnfO{
;+s]t ub{5 . pkof]lutf ljz]if u/]/ dfgj hgzlQmx?sf] pTkfbsTj j[l4 ug]{ sfo{ ;+u ;DjlGwt 5 . o; cGt/ut lgDg sfo{x?
kb{5g .

a) Motivation: sd{rf/Lx?nfO{ sfo{ k|lt clwstd OR5's agfpg / k|]l/t ug{ OR5f zlQm hufpg] sfo{nfO{ pTk|]/0ff elgG5
. dfgj ;+;fwg Joj:yfkgn] sd{rf/Lx?nfO{ pTk|]l/t ug{ ljleGg lsl;dsf df}lb|s Pj+ cdf}lb|s k'/:sf/x?sf] Joj:yf ub{5 .
o;af6 sd{rf/Lx?nfO{ clwstd pkof]u ug{ ;lsG5 .

b) Performance Evaluation: sd{rf/Lx?n] u/]sf sfo{x?sf] k|efjsf/Ltf, d"No, / sfo{s'zntf dfkg ug]{ sfo{nfO{ sfo{
;Dkfbg d"Nof+sg elgG5 . o; sfo{n] ljz]if u/L sfo{ ;Dkfbg :t/sf] n]vfhf]vf ub{5 . dfgj ;+;fwg Joj:yfkgn] sfo{
;Dkfbgsf] d"Nof+sgaf6 k'/:sf/, b08;hfo, kbf]glt, cflb sfo{x? ;DkGg ub{5 .

c) Reward Management: sd{rf/Lx?sf] ;+u7g k|ltsf] ;dlk{t efj / of]ubfgsf] sb/ ub}{ pgLx?nfO{ sfo{ k|lt cem
cfslif{t u/fpg, / ;]jfdf lg/Gt/tf /xL/xf]; eg]/ ljleGg lsl;dsf cfly{s nfex?sf] Joj:yf ug'{nfO{ k'/:sf/ Joj:yfkg
elgG5 . sd{rf/Lx?sf] sfd k|ltsf] em'sfj , nugzLntf / ldlxg]tsf] sb/ Joj:yfkg kIfn] k'/:sf/ af6 ub{5g .

4) Maintenance: ;Lko'St lgk"0f{ cg'ejL tyf ;+u7g k|lt sl6j4 eO{ jkmfbf/ ?kdf sfo{ ug}{ sd{rf/Lx?nfO{ sfo{
;Dkfbgsf nflu :jtGqtf, :jfottf, / cfTd lg0f{osf] clwsf/ k|bfg ug'{nfO{ ;Def/ elgG5 . ;Def/ sfo{n] sd{rf/Lx?nfO{ ;w}
el/ ;+u7gdf /lx/xg] jftfj/0f to ub{5 . o; cGt/ut lgDg sfo{x? kb{+5g .

a) Harmonious Relation: dfgj ;+;fwg Joj:yfkgn] Joj:yfkg ;d"x / sd{rf/Lx/sf jLrdf ;'dw'/ ;DjGw sfod
u/fpb5 . b'{O{ ;d"xjLrsf] ;djGwn] sfo{ ;Gt'li6 j9fpb5 / sd{rf/Lx?nfO{ :yfloTj k|bfg ub{5 . To;}n] sd{rf/Lx?sf nflu
cg'zf;g ;DjlGw plrt Joj:yf u/]/ , ;d:of Pj+ u'gf;f] ;dfwfgsf] plrt Joj:yf u/]/ ulx/f] >d ;DjGw sfod ul/G5 .

b) Employees Welfare: dfgj ;+;fwg Joj:yfkgsf] sd{rf/L sNof0f sfo{ lgj[t hLjgsf] ;'/Iff Pj+ sNof0f ;+u
;DjlGwt 5 . nfdf] ;do;Dd ;+u7gdf sfo{ ;Dkfbg u/]/ cjsf; k|fKt sd{rf/Lx?sf nflu k]G;g, pkbfg, ;+rosf]if, ljbfsf]
/sd, ;Gtfgx?sf] lzIff, :jf:Yo, dgf]/~hg h:tf ljifox?sf] Joj:yfkg HRM n] ub{5 .

c) Effective Communication: k|efjsf/L ;+rf/n] sd{rf/Lx?sf] sfo{ ;Gt'li6df j[l4 ub{5 . t;y{ dfgj ;+;fwg
Joj:yfkgn] ;+u7gdf bf]xf]/f ;+rf/ k|0ffnLsf] ljsf; u/]/ ;+rf/ sfo{nfO{ k|efjsf/L agfpF5 .

Human Resource Management System

Ss'g} klg ljifosf jf/]df k|lqmofut ;+/rgf lgdf{0f ug'{nfO{ k|0ffnL elgG5 . ;+u7g leq ljleGg lsl;dsf k|0ffnLx? to ul/Psf
x'G5g . ltgLx? dWo] HRM System klg Ps xf] . o; k|0ffnL cGt/ut ljleGg ;xfos k|0ffnLx? /x]sf x'G5g . pQm
k|0ffnLnfO{ lgDgfg';f/ ljZn]i0f ul/Psf] 5 .

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Input Process Output

-HR skills and ability * Acquisition -Goal achievement

-HR Objectives -HR Planning -Readiness for change
-HR Inventory -HR recruiting -Profit
-Job analysis -HR selecting -productivity
-Labour market -HR socialization -Quality of work life
* Development
-Training and Development
-Career planning
* Utilization
-Performance evaluation
-Motivation
-Compensation
*Maintenance
-Labour relation
-Employees welfare

Feedback

Internal Environment

External Environment

1. Input: HRM System cGt/ut Input k|j]zsf] r/0f xf] . o; cGt/ut lgDg tTjx? kb{5g .

a. HR skills and ability: HRM system sf] Input cGt/ut ;j{k|yd dfgjLo ;Lk, cg'ej, of]Uotf, Ifdtf / bIftfsf]
pkof]u ul/G5 . ;+u7gfTds nIo xfl;n ug{ cfjZos kg]{ plrt lsl;dsf] ;Lk / Ifdtfsf] k|j]z o; r/0fdf ul/G5 .

b. HR Objectives: HRM System cG/tu ;+u7gfTds nIo, p2]Zo, /0fgLlt, sfo{ljlwx? Klg kb{5g . ;+u7gsf p2]Zo
/ gLltx?af6 dfgj hg;lQmx?sf] klxrfg ug{ ;lsG5 .

c. HR Inventory: HR Inventory n] df}Hbft /x]sf dfgj ;+;fwgx?sf] ljj/0f cjut ub{5g . o;af6 dfgj ;+;fwgsf]
jf/]df k"jf{g'dfg ug{ ;xh x'G5 .

d. Job Analysis: sfo{ ljZn]if0fn] ljleGg kbdf sfo{/t hgzlQmx?n] ;Dkfbg ug'{kg]{ sfdsf] ljj/0f tof/ kf/]sf] x'G5 .
;fy} To;sf nflu cfjZos kg]{ of]Uotf, ;Lk, cg'ej / bIftfsf] ;d]t ls6fg ub{5 .

e. Labour Market: ;+u7gnfO{ cfjZos kg]{ dfgj ;+;fwgx?sf] cfk'lt{ ug]{ >f]tnfO{ >d jhf/ elgG5 . >dahf/sf]
cfwf/df dfgj ;+;fwg cfk'lt{ of]hgf agfpg] ul/G5 .

2. Process: HRM System sf] of] bf]>f] r/0f xf] . o; r/0fdf Input af6 k|fKt ePsf ;fwg>f]tx?nfO{ ;+u7gsf]
cfjZostf cg';f/ ?kfGt/0f / ljsf; ul/G5 . o; cGt/ut lgDg tTjx? kb{5g .
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a. Acquisition : o; sfo{ cGt/ut ;+u7gsf nflu cfjZos pTs[i6 hgzlQm k|fKt ul/G5 . o;sf nflu ;+u7gdf HR
planning, recruitment, selection, socialization sfo{qmdx? ;+rfng ul/G5g . oL ;j} sfo{x?sf] k|efjsf/L
;+rfngaf6 plrt hgzlQmsf] k|flKt x'G5 .

b. Development: o; cGt/ut tflnd tyf ljsf; sfo{qmdx? ;+rfng u/]/ sd{rf/Lx?sf] hLjg j[lQ ljsf;, Career
Development ;Ifdtf / ;Lkx?sf] ljsf; ul/G5 .

c. Utilization: sd{rf/Lx?sf] k|flKt / ljsf; sfo{df ;xeflu u/fO;s] kl5 sfo{ef/ lbg' kb{5 . o;sf nflu Ifltk'lt{, sfo{
;Dkfbg d"Nof+sgåf/f pTk|]l/t u/L clwstd k|of]u ug]{ Joj:yf ldnfOG5 .

d. Maintenance: of]Uo, bIf / ;Lko'St sd{rf/Lx?nfO{ ;+u7gdf /lx/xg] jftfj/0f tof/ ug]{ sfo{nfO{ ;Def/ elgG5 .
sd{rf/Lx?nfO{ plrt jftfj/0f, >d ;DjGw, / sd{rf/L sNof0fsf/L ultljlwx? ;+rfng u/]/ ;'/Iff k|bfg ug{ ;lsG5 .

3. Output: dfgj ;+;fwg Joj:yfkgn] ;+u7gdf ljleGg lsl;dsf Inputs nfO{ ?kfGt/0f u/]/ k|ltkmn k|fKt ub{5 . h;nfO{
Output elgG5 . Output cGt/ut lgDg k|ltkmnx? k|fKt x'G5 .

A Goal Achievement: k|efjsf/L dfgj;+;fwg Joj:yfkg k|0ffnLaf6 ;+u7gn] lgwf{/f0f u/]sf cNksflng, dWosflng /
bL3{sflng nIox? k|fKt x'G5 .

b. Readiness for Change: kl/j{tg ultzLn k|lqmof xf] / ;+u7gsf nflu kl/jt{g cfjZos x'G5 . t;y{ ;+u7gfTds
;kmntfsf] nflu ;sf/fTds kl/jt{g cfjZos x'G5 eGg] zf]r sd{rf/Lx?n] /fVg' kb{5 . / kl/jt{gsf nflu tof/ x'g' kb{5 .

c. Profit: x/]s ;+u7gsf] d'Vo nIo gfkmf cfh{g ug'{ /x]sf x'G5 . dfgj ;+;fwg Joj:yfkg k|0ffnLsf] cWoogaf6 k|ltkmnsf]
?kdf gfkmf klg k|fKt x'G5 .

d. Productivity: sd{rf/Lx?sf] plrt Joj:yfkg, ljsf; / ;b'kof]uaf6 ;+u7gsf] pTkfbsTjdf j[l4 x'G5 . pTkfbsTjn]
;+u7gnfO{ nfut nfe k|bfg ub{5

e. Quality of work life: sd{rf/Lx?sf] ;+u7gdf sfd ug]{ hLjgnfO{ sfo{ hLjg elgG5 . pRr:t/Lo sfo{ hLjgn]
sd{rf/Lx?sf] u'0f:t/df j[l4 ub{5 . sfo{:yn ;kmf, :jR5, v'nf, pHofnf], sf]nfxn lgolGqt , x'g'g g} u'0f:t/Lo sfo{ hLjg xf]

4. Feedback: k[i7kf]if0f jfxo kIfaf6 k|fKt x'g] k|ltlqmof xf] . plrt k|ltlqmofx?af6 cfjZosLo ;"rgfx? ;+sng ul/G5g /
Input process and Output sf If]qdf ;'wf/ ul/G5 .

Internal Environment cfGtl/s jftfj0fLo tTjx?sf] ljZn]if0faf6 ;+u7gsf ;jntfx?, Pj+ b'j{ntfx?sf] jf/]df
hfgsf/Lx? k|fKt x'G5g . oL tTjx? ;+u7gsf] lgoGq0f leq x'G5g To;}n] ;jntfx?sf] ;b'kof]u/ b'j{ntfx?sf] Go"lgs/0f ug{
HRM k|0ffnLn] ;xof]u ub{5 .

External Environemtn: jfXo jftfj/0fLo tTjx?sf] ljZn]if0faf6 cj;/ tyf r'gf}ltx?sf] jf/]df hfgsf/L k|fKt ul/G5
./fhgLlts, cfly{s, ;fdlfhs, k|fljlws jftfj/0fx" jfXo jftj/0fsf tTjx? x'g . oL tTjx?nfO{ ;+u7gn] lgoGq0f ug{ ;Sb}g .
To;}n] cj;/x? sf] ;b'kof]u u/]/ r'gf}ltx?sf] ;fdgf ug{ ;Sg' kb{5 .

Personnel Management and Human Resource Management

Personnel Management sd{rf/L Joj:yfkgsf] k'/fgf] cjwf/0ff xf] . of] cjwf/0ff ;+u7gdf sfo{/t sd{rf/Lx?sf]
k|zf;g ;+u ;DjlGwt 5 . o;n] Joj;foLs cfjZostf eGbf sfo{ k|lqmofnfO{ j9L hf]8 lbPsf] 5 . of] b[li6sf]0fn]
sd{rf/Lx?nfO{ ;fwg / ;jntfsf ?kdf geO{ nfutsf ?kdf l:jsf/]s]f 5 / lgoGq0fd'vL k|zf;g Pj+ sf/jfxLdf hf]8 lbPsf]
5.

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Human Resource Management: dfgj ;+;fwg Joj:yfkg sd{rf/L Joj:yfkgsf] gf}nf] cjwf/0ff xf] . of] cjwf/0ffn]
sd{rf/Lx?sf] k|efjsf/L kl/rfng / k|jGwnfO{ hgfpF5 . o; cGt/ut dfgj ;+;fwgsf] k|flKt, ljsf;, pkof]u / ;Def/ ;DjlGw
sfo{x? kb{5g . o;n] sfo{ k|lqmofnfO{ eGbf Jofj;flos cfjZostfnfO{ j9L hf]8 lbG5 . dfgj ;+;fwg Joj:yfkgn] ;Lk,
ljsf;, pTk|]/0ff ;dGjo tyf ;d"x sfo{nfO{ hf]8 lbG5 .

Personnel Management and Human Resource Management nfO{ uxg ?kdf a'emgsf] nflu logLx?sf ljrsf]
leGgtfnfO{ a'em'g cfjZos x'G5 .

Bases Personnel Management Human Resource Management

1.Concept Oof] sd{rf/L ;+u ;DjlGwt k/Dk/fut Oof] sd{rf/L ;+u ;DjlGwt cfw'lgs cjwf/0ff xf] h;n]
cjwf/0ff xf] h;n] sfo{ k|lqmofnfO{ j9L hf]8 Joj;flos cfjZostfnfO{ j9L hf]8 lbG5 .
lbG5
2.Definition ;+u7gdf sfo{/t sd{rf/Lx?sf] k|zf;g ;+u7gfTds nIo xfl;n ug{sf] nflu pknAw ;fwg
Joj:yfkgnfO{ sd{rf/L Joj:yfkg elgG5 . >f]tx?sf] k|efjsf/L tyf j}1flgs ?kn] k|jGwnfO{ dfgj
;+;fwg Joj:yfkg elgG5 .
3.Emphasis sd{rf/L Joj:yfkgn] nIo xfl;n ug{sf] nflu dfgj ;+;fwg Joj:yfkgn] nIo xfl;n ug{sf] nflu
lgoGq0f / cg'zf;gnfO{ j9L hf]8 lbG5 . tflnd, pTk|]/0ff / ;d"x efjgfnfO{ hf]8 lbg5 .
4.Job Design sd{rf/L Joj:yfkgsf] sfo{ 9fFrf >d dfgj ;+;fwg Joj:yfkgsf] sfo{ 9fFrf 6f]nL sfo{df
ljefhgdf cfwfl/t x'G5 . cfwfl/t x'G5 .
5.Scope sd{rf/L Joj:yfkg s]jn sd{rf/L ljefu leq dfgj ;+;fwg Joj:yfkgn] cGo ;Dk"0f{ ljefux? /
;Lldt /xG5 . cGo Joj:yfksx? ;+u o;n] Joj:yfksx? ;+u ;/f]sf/ /fv]/ sfo{ ub{5 .
;/f]sf/ /fVb}g
6.Planning Ssd{rf/L Joj:yfkgn] 5f]6f] cjlwsf Dfgj ;+;fwg Joj:yfkgn] bL3{sflng / cNksflng
of]hgfx? dfq lgwf{/0f ub{5 . dWosflng cjlwsf of]hgfx? lgwf{/0f ub{5 .
7. Function sd{rf/L Joj:yfkgn] sfo{ tflnsf cg'?k dfgj ;+;fwg Joj:yfkgn] ;do kl/l:ylt cg'?k
lgoldt sfo{ ub{5 . /0fgLlts sfo{ klg ub{5 .
8. Outcomes sd{rf/L Joj:yfkgn] sfo{/t sd{rf/Lx?sf] Ddfgj ;+;fwg Joj:yfkgn] sd{rf/Lx?sf] ;Lk, bIftf,
;Gt'li6 / a:t' tyf ;]jfx?sf] pTkfbgnfO{ u'0f:t/Lotf, ;xeflutf cflbdf j[l4 / ;+:yfsf]
cfkmgf] pklnAwsf] ?kdf lng] ub{5 . pTkfbsTj j[l4nfO{ cfkmgf] pknlAwsf] ?kdf lng] ub{5
.

Human Resource Management Outcomes:

Dfgj ;+;fwg Joj:yfkg Ps v'nf k|0ffnL xf] . h;nfO{ ljleGg jfXo Pj+ cfGtl/s tTjx?n] k|efj kfb{5g . dfgj ;+;fwg
Joj:yfkg k|0ffnLdf Input åf/f ljleGg tTjx?sf] k|j]z u/fOG5 / Processing k|lqmofåf/f ?kfGt/0f u/]/ ljleGg lsl;dsf
Outputs k|ltkmnx? k|fKt ul/G5g . pQm k|ltkmnx?sf] jf/]df lgDgfg';f/ ljZn]if0f ul/Psf] 5 .

1. Productivity: ;fdfGotof pTkfbg nfutdf s6f}lt u/]/ pTkfbg Ifdtf clej[l4 ug'{nfO{ pTkfbsTj elgG5 . cyf{t sfo{
;Dkfbg ubf{ k|fKt kl/0ffd / nfu]sf] nfut jLrsf] cg'kft (Productivity= input/output) nfO{ pTkfbsTj elgG5 . sd
nfutdf j9L kl/0ffd k|fKt ePdf pTkfbsTjdf j[l4 x'G5 . pTkfbsTj j[l4 x'g' eg]sf] pknAw ;fwg>f]tx?sf] clwstd
;b'kof]u x'g' xf] . o;y{ clws pTkfbsTj xfl;n ug{ Joj:yfks ;w} dfgj ;+;fwgx?sf] of]Uotf, Ifdtf, ;Lk, bIftf clej[l4
ug{ lqmofzLn /xg' kb{5 . h'g ;+u7gsf] pTkfbsTj pRr x'G5 ltgLx?n] sd ;dodf g} cfkmgf nIox? Xfl;n ug{ ;Sb5g .
t/ klg pTkfbsTjnfO{ cg]s tTjx?n] k|efj kfb{5g . pQm k|efj kfg]{ tTjx? lgDdfg';f/ ljZn]if0f ul/Psf] 5 .

a) Capital Investment: pTkfbsTjnfO{ nufgL u/]sf] k"FhLsf] dfqfn] k|efj kfb{5 . olb k'FhLsf] nufgL clwstd 5 eg]
cTofw'lgs d]l;g oGq pks/0f / k|ljlwsf] k|of]udf j[l4 u/]/ u'0f:tl/o a:t' pTkfbg ug{ ;lsG5 . ;fy} ;+u7gdf oflGqsLs/0f
/ cfw'lgsLs/0fdf ;d]t j[l4 x'g uO{ pTkfbsTjdf j[l4 x'G5 . To;}n] nufgLsf] k"hLdf j[l4 ug'{ kb{5 .

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b. Innovation: cg'ejaf6 gof ljlw / 1fgsf] l;h{gf ug]{ k|lqmofnfO{ cflj:sf/ elgG5 . gof ljlw / 1fgn] sfo{
;DkfbgnfO{ ;/n, l56f] 5l/tf] agfp5 . ;+u7gdf tof cflj:sf/ x'gsf] nflu gof ljrf/nfO{ ;d]6g' kb{5 . gof ljrf/sf]
ljsf;n] gof a:t'sf] ljsf;, nfut s6f}lt, sfo{ ;Dkfbg d"Nof+sgdf ;/nLs/0f u'0f:t/df j[l4 x'G5 .

c. Learning: s'g} ljifodf gof 1fg lng' jf a'emg'nfO{ l;sfO{ elgG5 . pTkfbsTj j[l4 ug{sf] nflu sd{rf/Lx?nfO{ gof 1fg,
;Lk lbg' kb{5 . gof l;sfO{ / ;Lk clej[l4sf] nflu tflnd tyf ljsf; sfo{qmdx? ;+rfng ug'{ kb{5 .

d. Motivation: sd{rf/Lx?sf] sfo{ ;Dkfbg ug]{ OR5f zlQm j9fpg'nfO{ pTk|]/0ff elgG5 . cfly{s Pj+ u}/ cfly{s k|f]T;fxgx?
pTk|]/0ffsf tTjx? x'g . sd{rf/Lx?nfO{ tnj, eQf, cltl/St kfl/>lds, kbf]Gglt, k'/:sf/, ;Ddfg, pko'St sfo{ :yn,
u'0f:tl/o hLjg pknAw u/fP/ pTk|]/0ff hufpg ;lsG5 . o;n] klg pTkfbsTjdf j[l4 ub{5 .

2. Quality of Work Life: ;+u7gdf sd{rf/Lx?sf] sfo{ ;Dkfbg ug]{ jftfj/0f pko'St, :t/Lo / k|efjsf/L x'g'nfO{
sfo{hLjgsf] u'0f elgG5 . sfd ug]{ :yfgsf] jftj/0f ;/;kmfO{, k|sfz, k|ofKt ;'ljwf, d]l;g pks/0fx?sf] Joj:yf, sfddf
:jfoQtf, dof{lbt ;'kl/j]If0f, sfo{ :ynsf] ;'/Iff, vfhf tyf cf/fdsf] Joj:yf, k'/:sf/, ;fldKotf cflb cj:yfn] sfo{hLjgsf]
u'0fnfO{ hgfpF5 . sd{rf/Lx?sf] c;n sfo{ hLjg sfod ug{ ;s]df sfo{ k|lt cem j9L ;dlk{t x'g k|]l/t ub{5 . sfo{hLjg
u'0fdf ;'wf/ Nofpg] ljlwx? lgDgfg';f/ 5g .

a. Autonomy: sd{rf/Lx?n] s/sfk tyf x:tIf]k ljgf cfkmgf] :jljj]såf/f :jtGqtfk"j{s sfd ug{ kfpg] cj:yfnfO{
:jfoQtf elgG5 . olb sd{rf/Lx?n] P]g, lgod, sfg"g cg';f/ :jtGqk"j{s lg0f{o ug]{ cj;/ kfpg] xf] eg] plgx?n] lgw{Ss
;fy cfkmgf] lhDd]jf/L k'/f ug{ ;Sb5g .

b. Recognition: dflg; :jefj}n] cfkmgf] sb/ tyf ;Ddfg rfxG5 . ;+u7gdf sfdsf] d"Nof+sg xf]; / cfkm'nfO{ dfGotf
k|fKt xf]; eGg] rfxgf sd{rf/Lx?n] /fv]sf x'G5g . To;}n] sd{rf/Lx?sf] sfo{ ;Dkfbgsf] cfwf/df k|;; + f, ;Ddfg, sb/kq,
k'/:sf/, :ofjf;L k|bfg ug'{ kb{5 . o;sf ;fy} pgLx?sf] >d, ;Lk, ldx]gt, OdfGbf/Ltf, w}o{tfnfO{ klg dxTj lbg' kb{5 .

c. Beloging: ;+u7g / sd{rf/Lx? jLrsf] lgs6tfnfO{ ;fldKotf elgG5 . sd{rf/Lx?n] of] ;+u7g d]/f] xf] , o;n] dnfO{ sd{
ug]{ cj;/ lbPsf] 5 To;}n] d}n] st{Jolgi6 eP/ sfo{ ug'{ kb{5 eGg] a'emfO{ /fVg' kb{5 eg] ;+u7gn] klg sd{rf/L d]/f dxTjk"0f{
;DklQ x'g logsf] ;+/If0f ug'{ , ;'/Iff k|bfg ug'{ / :jtGqtf lbg' d]/f] st{Jo xf] eGg] j'emg' kb{5 . o; lsl;dsf] ;f]rfO{n] Ps
cfk;df ;fldKotf sfod ub{5 / sfo{hLjg u'0f:t/ x'G5 .

d. Progress and Development: sfo{hLjg u'0f:t/ agfpgsf nflu sd{rf/Lx?sf] k|ult / ljsf;df klg Wofg lbg' kb{5
. sd{rf/Lx?n] cfkmgf] JolQmTj, 1fg, ;Lk, Ifdtf, dfg;Ddfgdf j[l4 xf]; eGg] rfxG5g . To;}n] pgLx?sf] kbf]Gglt, ;?jf,
r'gf}ltk"0f{ sfo{df ;xeflutf, lg0f{o sfo{df ;xeflutf, sfo{ ;Dkfbgdf :jtGqtf cflb cj;/x? k|bfg ug'{ kb{5 .

e. Rewards: sd{rf/Lx?nfO{ plrt cfly{s k'/:sf/ h:t} tnj, eQf, cltl/St kfl/>lds, k]G;g, pkbfg, ;+rosf]if, ljbfsf]
/sd, u|]8 cflbsf] Joj:yf u/]/ klg sfo{hLjgnfO{ u'0f:t/ agfpg ;lsG5 . cfly{s k'/:sf/n] sd{rf/Lx?sf cfjZostfx?nfO{
k'/f ub{5g .

3. Readiness for Change: kl/jt{g ultzLn k|lqmof xf] . kl/jt{gn] s'g} klg lrhnfO{ leGg agfOlbG5 . To;}n] kl/jt{g
cfjZostf klg xf] . jfXo jftfj/0fsf tTjx? cfly{s, ;fdflhs, /fhgLlts, ;f+:s[lts, sfg"gL cflbdf cfP/xg] kl/jt{gn]
;+u7gdf klg kl/jt{g b]vf kb{5 . To;}n] Jofj;foLs ;kmntf / k|efjsf/Ltfsf] nflu sd{rf/Lx? ;w}j kl/jt{gsf nflu tof/
x''g' kb{5 . To;sf nflu plgx?n] gof 1fg, ;Lk, bIftf / k|ljlwsf] k|of]usf jf/]df l;Sg' kb{5 . ;fy} ;+u7gn] cfjZostf
cg';f/ sfo{ lhDd]jf/L, ;+u7gfTds ;+/rgf, sfo{ jftfj/0f cflbdf ;d]t kl/jt{g ug'{ kb{5 .

;fdfGotof sd{rf/Lx? kl/jt{gsf nflu tof/ x'b}gg . slxn]sfxL kl/jt{g ug]{ s'/fdf lj/f]w ;d]t ub{5g . To;sf nflu
;+u7gn] kl/jt{g Nofpg' eGbf k"j{ hfgsf/L u/fpg' kb{5 . ;fy} kl/jt{g ;DjlGw tflnd, uf]li7 tyf ;]ldgf/x? ;+rfng ug'{
kb{5 . sd{rf/Lx?nfO{ of]hgf agfpg], lg0f{o ug]{, To;sf] sfof{Jogsf nflu Joj:yfkg ;+u} ;xeflu u/fP/ klg kl/jt{gsf nflu
tTk/ agfpg ;lsG5 .

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 Challenges of Human Resource Management

1. Globalization: cfly{s qmflGt / k|ljlwsf] ljsf;n] Joj;foLs lqmofsnfkx? ljZjJofkL km}lnPsf 5g . ljz]if u/]/
jx'/fli6«o sDklgx? l;df kfl/sf b]zx?df zfvf / pk zfvfx? vf]n]/ cfkmgf\ sf/f]jf/x?nfO{ j9fO/x]sf 5g . sf/f]jfx?sf]
lj:tf/Ls/0fsf nflu hgzlQmx?sf] cfk'lt{df klg Tolts} Wofg lbO/x]sf 5g / ;+;f/df /x]sf of]Uo, bIf, ;Lk o'St
sd{rf/Lx?nfO{ cfkm' lt/ cfslif{t ug{ ;kmn ePsf 5g . 7"nf ;+u7gx?sf nflu of] cj;/ ePtf klg ljsfzf]Gd'v d'nsx?sf
nflu eg] of] r'gf}ltsf] ljifo eO/x]sf] 5 . :j+o 7"nf ;+u7gx?df sfo{/t hgzlQmx?df ljljwtf /x]sfn] dfgj hgzlQmx?sf]
Joj:yfkg lgs} r'gf}ltk"0f{ b]lvPsf] 5 .

2) Technology Change: ;+u7gx?sf nflu k|ljlw dxTj"0f{ ;fwg xf] . k|ljlwsf] ;xof]un] cfh ;+;f/df sxf s] s:tf]
eO/x]sf] 5 eGg] jf/]df t'?Gt} yfxf kfpg ;lsG5 . pTkfbs tyf pkef]Stfx? ;j}nfO{ k|ljlwn] hfu?s u/]sf] 5 . t/ gof
k|ljlwsf] cflj:sf/ / ltj| kl/jt{gn] r'gf}lt klg yk]sf] 5 .;+u7gx? k|ljlwdf lge{/ eO;s]sfn] gof k|ljlwsf] cfoft ug'{
clgjfo{ x'G5 . csf]{ tkm{ sfo{ k|lqmofdf ePsf] oflGqs/0fn] j]/f]huf/L klg j9]sf] 5 .

3) Diversity in Work Force: ljZjJofkLs/0fn] ubf{ cfh ;+u7gdf ljleGg ;+:s[lt, hft, wd{, ju{, d"No dfGotf,
wf/0ff, b[li6sf]0f / ?lr ePsf dflg;x?sf] ;xeflutf /x]sf] 5 . >d jhf/df ljb]zL, dlxnf, hghflt, lk5l8Psf ju{x?n] klg
:yfg agfpg ;kmn ePsf 5g . o; k|sf/ ;j}nfO{ Gofok"j{s Joj:yfkg ug'{ r'gf}ltk"0f{ x'G5 .

4) Change Management: Joj;foLs jftfj/0f kl/jt{gzLn 5 . kl/jlt{t jftfj/0f cg';f/ ;+u7gdf cfjZos ;'wf/,
kl/dfh{g / gof kl/l:ylt sfod ug'{ kb{5 . kl/jt{gn] dfq} ;+u7gsf] eljZo ;'lgZrt ug{ ;Sb5 . t;y{ kl/jt{gnfO{ cfTd;fy
ug{ cfw'lgs of]Uo, bIf / ;Lk o'St dfgj ;+;fwgx?sf] cfjZostf kb{5 . ;+u7gsf sfo{/t sd{rf/Lx?nfO{ kl/jt{gsf nflu
tof/ agfpg' cfkm}df r'gf}lt xf] .

5) Contingent Work Force: j9bf] k'g;+/rgf / ;+rf/ k|ljlwsf] ljsf;n] sd{rf/Lx?nfO{ c:yfoL, s/f/, Hofnfbf/L
?kdf lgo'St ug]{ k|rng j9b} uPsf] 5 . 7'nf k|s[ltsf ;+u7gx?n] o; lsl;dsf sd{rf/Lx? k|fo ;Nnfxsf/ / k/fdz{bftfsf]
?kdf lgo'St ub{5g . t/ logLx? cfkmgf] sfo{If]q eGbf jflx pQ/bflo b]lvb}gg . o;y{ ;f+of]lus sd{rf/Lx? ;+u7gsf nflu
r'gf}ltsf] ?kdf b]vfkb}{ 5g .

6) Change in Legal Environment: sd{rf/Lx?sf] 1fg, ;Lk, bIftf / cg'ejsf sf/0fn] pgLx? ljleGg lsl;dsf
P]g–sfg"gx?, lgodx?k|lt ;r]t ePsf 5g . h:t} >d P]g, jfnjflnsf ;DjlGw P]g, dfgj clwsf/ P]g, dlxnf P]g, cflb . log}
sfg"gx?sf] ;xof]un] /fli6«o tyf cGt/fli6«o :t/df dfgj ;+;fwgx?n] xslxtsf nflu bjfj >hgf ul//x]sf x'G5g h'g
;+u7gsf nflu r'gf}lt xf] .

7) Complexity: ljZjJofkLs/0fsf] k|efjn] ubf{ ;+u7gx?sf] sfo{ If]q, sfo{ z}nL, sfo{ ljlw / lgod sfg"gx?df gof gof
kl/jt{gx? b]lv/x]sf 5g . dfgj ;+;fwgx?sf OR5f, rfxgf / cfjZostfx?df klg y'k|} leGgtfx? 5g . nufgLstf{x?n] k"FhLsf]
nufgLdf j[l4 ug'{kg]{ cfjZostf 5 . kmn:j?k dfgj ;+;fwg Joj:yfkngsf nflu of] ljifo klg r"gf}lt jGb} uPsf] 5 .
;+u7gsf lqmofsnfkx?sf] bfo/f j9b} hfg'n] sd{rf/Lx?sf] ;+Vof, u'0f:t/, k|ltj4tf, u'0f:t/Lo sfo{ hLjg, k|efjsf/L jftfj/0f
tof/ ug{ sl7g eO/x]sf] 5 .

8) Flexibility: kl/jt{gzLntfsf] u'0fnfO{ nrstf elgG5 . ;+u7gnfO{ jblnbf] jftfj/0fdf ;dfof]hg ug{sf lglDt ljleGg
If]qx?df nrstf ckgfpg' kg]{ b]lvG5 . sfo{;do, sfdbf/x?sf] k|flKt, ;+u7g ;+/rgf, afXo >f]tsf] k|of]u cflb sfo{x?df
nrstf cfjZos x'G5 . h'g sfo{ dfgj ;+;fwg Joj:yfkgsf nflu sl7g / r'gf}ltk"0f{ 5 .

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 Chapter – 2

Human Resource Planning

2.1. Concept of HRP: ;fdfGotof eljZodf ;DkGg ul/g] lqmofsnfkx?sf] jf/]df jt{dfgdf k"jf{g'dfg ug'{ jf vfsf tof/
ug'{nfO{ of]hgf elgG5 . cyf{t eljZodf s] ug]{, slxn] ug]{, sxf ug]{, s;/L ug]{ / s;åf/f u/fpg] eGg] jf/]df dfu{lrq tof/
ug'{nfO{ of]hgf elgG5 . of]hgfn] ;+u7gdf p2]Zox? Pj+ nIox? , lgwf{/0f ub{5 . t/ oxfF s]jn of]hgfsf] jf/]df dfq geO{
dfgj ;+;fwg of]hgfsf] jf/]df ljZn]if0f ug{ vflhPsf] xf] .

;+u7gsf] ljleGg tx / :yfgx?sf nflu eljZodf cfjZos kg]{ hgzlQmx?sf] jf/]df jt{dfg ;dodf k"jf{g'dfg ug'{nfO{ dfgj
;+;fwg of]hgf elgG5 . cyf{t dfgj ;+;fwg Joj:yfkgsf k|flKt, ljsf;, ;b'kof]u / ;Def/ ;DjlGw sfo{x?sf] dfu{lrq tof/
ug'{nfO{ dfgj ;+;fwg of]hgf elgG5 . dfgj ;+;fwg of]hgf ljz]if u/]/ hgzlQmx?sf jf/]df nIo Pj+ p2]Zo lgwf{/0f ug]{ sfo{
;+u ;DjlGwt 5 .

eljZodf ;+u7gnfO{ cfkmgf] nIo k|fKt ug{ s'g s'g tx, :yfg / >]0fLdf s] slt hgf hgzlQmx?sf] cfjZos 5, pgLx?sf]
cfk"lt{ sxfFaf6 s'g ljlw / k|lqmofåf/f ug{ ;lsG5 , cfk"lt{sf >f]tx? S'g s'g x'g pgLx?sf of]Uotf, Ifdtf, bIftf, ;Lk /
cg'ej s] slt cfjZo x'G5 eGg] jf/]df vfsf tof/ ug'{nfO{ of]hgf elgG5 .

According to Mondy and Noe " The analysis of future personnel requirement referres to the human
resource planning " eljZodf cfjZos kg]{ sd{rf/L cfjZostfsf] ljZn]if0f ug'{nfO{ dfgj ;+;fwg of]hgf elgG5 .

lgisif{df dfgj ;+;fwg of]hgf dfgj ;+;fwg Joj:yfkgsf] Pp6f dxTjk"0f{ Joj:yfksLo sfo{ xf] . o;n] Right man at the right
place at the right time ug]{ s'/fnfO{ ;'lgZrt ub{5 . dfgj ;+;fwg of]hgsf] d'Vo p2]Zoe g]sf] ;+u7gsf] ljleGg sfo{x?sf] nflu
cfjZos kg]{ pko'St hgzlQmx?sf] cfjZostf lgwf{/0f ug]{, cfk'lt{sf] ;'lglZrtf sfod ug]{, cfjZos d"Nof+sg ug]{ / k"jf{g'dfg ul/
pko'St sfo{of]hgf agfpg] /x]sf] x'G5 .

2.2. Characteristics of HRP

1. Future Oriented
2. Continuous Process
3. System Oriented
4. Goal Oriented
5. Time period
6) Productivity Oriented
7) Utilization of resources
8) Environmental Influence
9) Focus on right person in right place
10) Part of corporate Plan

2.3. Imporatnce of Human Resource Planning

1) Organizational Goal Achievement: dfgj ;+;fwg of]hgfn] hgzlQmx?sf] k|flKt, ljsf; , ;b'kof]u / ;Def/
h:tf dxTjk"0f{ sfo{x?sf jf/]df k"jf{g'dfg ub{5 . pQm k"jf{g'dfgaf6 plrt :yfgsf nflu plrt hgzlQmx?sf] Jo:yfkg ul/G5
/ ;+u7gsf] sfo{ ;Dkfbgdf k|efjsf/Ltf NofO{ lgwf{l/t nIo xfl;n ug{df d2t k'Ub5 .

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2) Development of Human Resources: kl/jlt{t jftfj/0f cg';f/ dfgj ;+;fwgx?sf] 1fg, ;Lk, bIftf / Ifdtfdf
cfd'n kl/jt{g Nofpg] tyf j[l4 ljsf; ug]{ sfo{nfO{ dfgj ;+;fwg ljsf; elgG5 . dfgj ;+;fwg of]hgfn] s'g ;dodf s'g
txsf hgzlQmx?nfO{ s:tf] lsl;dsf] ;Lk tyf 1fgsf] j[l4 ug'{ cfjZos 5 eGg] jf/]df k"jf{g'dfg u/]/ cfjZosLo Joj:yf
ldnfp5 .

3) Utilization of Human Resources: dfgj ;+;fwgx?sf] plrt ;dodf plrt :yfgsf nflu Joj:yf ldnfpg'nfO{
hgzlQmx?sf] ;b'kof]u elgG5 . dfgj ;+;fwg of]hgfn] hgzlQmx?sf] of]Uotf, Ifdtf, bIftf / ;Lk cg';f/sf] lhDd]jf/L
lgwf{/0f ug]{, cfly{s k'/:sf/ lgwf{/0f ug]{ / sfo{ ;Dkfbgsf] d"Nof+sg ug]{ sfo{x? k'/f ub{5 . o;af6 hgzlQmx?sf] k|efjsf/L
Joj:yfkgsf] vfsf tof/ x'G5 .

4) Effective Motivaiton: dflg;x?sf] sfo{Ifdtf, sfo{ ?rL, / OR5f zlQmdf j[l4 ug]{ sfo{nfO{ pTk|]/0ff elgG5 . dfgj
;+;fwg of]hgfn] hgzlQmx/sf] ?rL, rfxgf, cfjZostf cg';f/sf] lhDd]jf/L lgwf{/0f ug]{, sfo{ hLjg u'0f:t/ agfpg], sfo{
;Dkfbg d"Nof+sg u/]/ plrt k'/:sf/ tyf b08 ;hfo lgwf{/0f ug]{ sfo{sf] vfsf tof/ ub{5 . o;af6 hgzlQmx? sfo{ k|lt
pTk|]l/t x'G5g .

5) Reduce Uncertainty: eljZo clglZrt 5 . t;y{ ;+u7gdf h'g;'s} j]nf c;xh kl/l:ylt >hgf x'g;Sb5g . k|ljlw,
sfo{ Jojxf/, Joj:yfkg k|0ffnL, jhf/ /0fgLlt cflbdf b]vf kg{ ;Sg] clglZrtnfO{ sd ug{ dfgj ;+;fwg of]hgfn] plrt
hgzlQmx?sf] jf/]df dfu{lrq tof/ ub{5 . o;af6 clglZrttf sd ug{ ;lsG5 .

6) Reduce in Labour Cost: ;+u7gdf sfo{/t hgzlQmx?sf nflu e'Stfg ug'{kg]{ cfly{s nfenfO{ >d nfut elgG5 .
dfgj ;+;fwg of]hgfn] s'g s'g :yfgdf s] slt ;+Vofdf s:tf] hgzlQmx?sf] dfu 5 eGg] jf/]df :ki6 gd'gf tof/ u/]/
hgzlQmx?sf] k"0f{ ;b'kof]u ug]{ Joj:yf ldnfpF5 . o;af6 hgzlQmx?df sfd ljlxgsf] cj:yf cfpb}g / >d nfutdf s6f}lt
x'G5 .

7) Good Human Relation: dfgj ;+;fwg of]hgfn] dflyNnf] tx b]lv tNnf] tx;Ddsf] sfd, st{Jo, clwsf/ /
pQ/bfloTjnfO{ kl/eflift ub{5 . ;fy} ;d"x sfo{ tyf 6f]ln sfo{sf] cjwf/0ffnfO{ klg dxTj lbPsf] x'G5 . ;j} sd{rf/Lx? cf–
cfkmgf] lhDd]jf/L k|lt ;hs x'G5g / Ps cfk;df cf}Bf]lus ;DjGw tyf >d ;DjGw sfod ub{5g .

8) Control of Human Resource: dfgj ;+;fwgx?sf] s'zntfk"j{s ;b'kof]u tyf ;Def/ ug]{ sfo{df dfgj ;+;fwg
of]hgfsf] dxTjk"0f{ of]ubfg /x]sf] x'G5 . dfgj ;+;fwg of]hgfn] lgwf{/0f ul/Psf] sfo{qmd cg';f/ hgzlQmx?sf] k|of]u ug]{
jftfj/0f to ug'{ g} dfgj ;+;fwgx?sf] lgoGq0f xf] .

2.4. Concept of Human Resource Strategy:

;fdfGotof ;+u7gsf] lj:t[t dfu{lrqnfO{ /0fgLlt elgG5 . of] Pp6f nIodf k'Ugsf nflu agfOPsf] Jofks sfo{ of]hgf xf] .
csf]{ zAbdf ;+u7gsf nflu lb3{sflng nIo Pj+ p2]Zo lgwf{/0f ug]{ , p2]Zox?sf] k|flKtsf nflu sfo{ of]hgf to ug]{ /
cfjZostf cg';f/ ;fwgsf] jfF8kmf8F ug]{ sfo{nfO{ /0fgLlt elgG5 .

;+u7gsf] bL3{sflng p2]Zo k|flKtsf] nflu dfgj ;+;fwgx?nfO{ s'g tl/sfn] k|flKt, ljsf;, pkof]u / ;Def/ ug]{ eGg] jf/]df
tof/ ul/Psf] j[xt dfu{lrqnfO{ dfgj ;+;fwg /0fgLlt elgG5 . dfgj ;+;fwgsf] s:tf] lsl;dsf] Joj:yfkgaf6 ;+u7gsf] nIo
k|fKt ug{ ;lsG5 eGg] s'/f dfgj ;+;fwg /0fgLlt leq kb{5 . kl/jlt{t jftfj/0f cg';f/ dfgj ;+;fwgsf] Joj:yfkgsf nflu
tof/ kfl/Psf] h'lQmnfO{ dfgj ;+;fwg /0fgLlt elgG5 . /0fgLlts of]hgfn] ;+u7gsf] cfGt/Ls jftfj/0fsf ;jn / b'j{n
kIfx?sf] tyf jfXo jftfj/0fsf cj;/ / r'gf}ltx?sf] ljZn]if0f u/]/ ;jn kIf tyf cj;/x?sf] ;b'kof]u ub}{ bL3{sflng sfo{
of]hgf to ub{5 .

According to Gary Dessler " The term HR strategy refers to the specific HR course of action the
company pursues to achieve its aims. " dfgj ;+;fwg /0fgLlt zAbfjnL sDkgLn] o;sf p2]Zox? k|fKt ug{
k|of;/t /xg] ljlzi6 dfgj ;+;fwg sfo{dfu{nfO{ hgfpF5 .

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lgisif{df ;+u7gsf] /0fgLlts p2]Zo k|flKtsf nflu dfgj ;+;fwg Joj:yfkgsf ljleGg kIfx?sf jf/]df tof/ ul/g] ;+/rgfnfO{
dfgj ;+;fwg /0fgLlt elgG5 .

2.5. Relationship between Human Resource Planning and Strategic Planning:

/0fgLlts of]hgf ;+:yfut tx (Corporate Level) sf] of]hgf xf] . ;+u7gsf] eljZo ;'lglZrtt ug{sf] nflu /0fgLlt
of]hgf tof/ ul/G5 . o;n] ;+u7gsf] Mission, Vision, Objectives, strategies nfO{ JofVof ub{5 . /0fgLlts of]hgfn]
cfGtl/s tyf jfxo jftfj/0fsf] ljZn]if0f ub}{ cj;/ tyf ;jn kIfx?sf] ;b'kof]u ug{ h'lQmx? tof/ ub{5 .

dfgj ;+;fwgsf] Joj:yfkg tyf sd{rf/L kl/rfng ;DjlGw ;Dk"0f{ sfo{x?sf] k|f?knfO{ dfgj ;+;fwg of]hgf elgG5 . ;+u7gsf]
/0fgLlts of]hgf k'/f ug{ dfgj ;+;fwgx?sf] k|flKt, ljsf;, ;b'kof]u / ;Def/ cflb sfo{x?sf] k"jf{g'dfg ub{5 .

/0fgLlts of]hgf / dfgj ;+;fwg of]hgfjLrsf] ;DjGwnfO{ lgDg b'O{ txdf JofVof ul/Psf] 5 .

1) Follower relationship: dfgj ;+;fwg /0fgLlts of]hgfsf] cfwf/df dfgj ;+;fwg of]hgf tof/ ul/G5 . /0fgLlts
of]hgf ;du| of]hgf xf] eg] dfgj ;+;fwg of]hgf /0fgLlts of]hgfnfO{ k'/f ug{ tof/ ul/g] ljleGg lsl;dsf of]hgfx? dWo]
Ps xf] . o; b[li6n] dfgj ;+;fwg of]hgfn] /0fgLlts of]hgfnfO{ cg'z/0f ub{5 . h:tf] lsl;dsf] /0fgLlts of]hgf x'G5 7Ls
To;nfO{ ldNg] u/L dfgj ;+;fwg of]hgf th'{df ul/G5 .

2) Partner Relationship: /0fgLlts of]hgf / dfgj ;+;fwg of]hgf sf jLrdf ;fem]bf/sf] ;DjGw klg 5 . /0fgLlts
of]hgfsf] j[xt nIo , p2]Zo / nIox? Kk'/f ug{sf] nflu of]Uo, bIf, cg'elj dfgj ;+;fwgx?sf] Joj:yf ldnfpg] sfo{ dfgj
;+;fwg of]hgfn] ub{5 . /0fgLlts of]hgfsf] ;kmn sfof{Gjogsf] nflu dfgj ;+;fwg of]hgfsf] ;xsfo{ cfjZos x'G5 . To;}n]
/0fgLlts of]hgf tof/ ubf{ dfgj ;+;fwg of]hgf / dfgj ;+;fwg of]hgf tof/ ubf{ /0fgLlts of]hgfnfO{ Wofg k'/ofpg' kb{5 .

2.6. Approaches to Human Resource Planning:

dfgj ;+;fwg of]hgf th'{df ug]{ ;DjGwdf ljleGg wf/0ff Pj+ b[li6sf]0fx? k|ltkfbg ul/Psf 5g . o; ;DjlGw d'Vo tLg
b[li6sf]0fx? lgDgfg';f/ 5g .

1) Quantitative/ Top Down Approach: dfgj ;+;fwg of]hgf th'{df ug]{ of] l;4fGt ;+Vofdf cfwfl/t 5 . o;
b[li6sf]0f cg';f/ ;j{k|yd ;+u7gsf] s'g txdf s] slt ;+Vofdf s'g :t/sf] sd{rf/Lsf] cfjZostf 5 eGg] s'/fsf] lgSof}n
ul/G5 . o; ljlw cGt/ut /x]/ of]hgf th'{df ubf{ pRr txsf Joj:yfksn] cfkmgf] ljj]s k|of]u ub{5g / cGo txsf
Joj:yfksx? ;+u s'g} ;/f]sf/ /fVb}gg . s]jn sfof{Gjogsf] nflu cGo txsf Joj:yfks lhDd]jf/ x'G5g . To;}n] o;nfO{
Top Down Approach elgPsf] xf] . pRr txsf Joj:yfksåf/f lgolGqt x'g] ePsf]]n] o;nfO{ Management Driven
Approach klg elgG5 .

o; b[li6sf]0faf6 dfgj ;+;fwg of]hgf tof/ ug{sf] nflu ljz]if1x?sf] ;xof]u lng' kb{5 . ljz]if1x?n] ljleGg u0fLlto
gd'gfx? (Statistical models) tyf cfy{zf:qLo gd'gfx? (Economic model) sf] k|of]u ub{5g .cGtdf Jojxfl/s
9+uaf6 lglZrt ;Lk / of]Uotf ePsf dfgj ;+;fwgx?sf] ;+Vof lgwf{/0f ul/G5 .

2) Qualitivative/ Bottol Top Approach: dfgj ;+;fwg of]hgf th'{df ug]{ of] l;4fGt s'g} vf; sfo{ ug{sf nflu
s:tf] ;Lk, cg'ej, bIftf ePsf dfgj ;+;fwgx? cfjZos kb{5 eGg] s'/fsf] k"jf{g'dfg ;+u ;DjlGwt 5 . cyf{t dfgj ;+;fwg
of]hgf tof/ ubf{ s'g txdf s:tf] Ifdtf / u'0f ePsf hgzlQmx? cfjZos 5g eGg] jf/]df lgSof}{n ub{5 . o; b[li6sf]0faf6
dfkm{t of]hgf agfpbf lgDgtxaf6 qmdz pRr txsf u'0fx? lgwf{/0f ul/G5g . tNnf] txsf sd{rf/Lx?n] of]hgf jgfP/
dflyNnf] txdf k7fpF5g / cfjZos kl/dfh{g ;lxt ;f] of]hgf kl/t ub{5g . To;}n] o;nfO{ Bottom Top Apporach
elgG5 .

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o; b[li6sf]0fåf/f of]hgf tof/ ubf{ ssd{rf/Lx?sf] cle?rL, Ifdtf, efjgf / pQ/bfloTj cflbkIfx?nfO{ Wofg lbOG5 . To;}n]
o;nfO{ Soft Approach or Employee Driven Approach klg elgG5 .

3) Combind/Mixed Approach: dfgj ;+;fwg of]hgfsf] lgdf{0f sfo{df ;+Vof / u'0f:t/ b'j} kIfsf] ;Gt'ng ldnfO{G5
eg] To;nfO{ ld>Lt b[li6sf]0f elgG5 . o; lsl;dn] of]hgf th'{df ubf{ o;sf] k|efjsfl/tfdf j[l4 x'G5 . ;fy} of]hgf lgdf{0f
sfo{df pRr tx / dfgj ;+;fwg Joj:yfkssf] ;xeflut /xG5 . pRr txdf Joj:yfksn] nIox?, p2]Zox?, dfu{bz{gx?
tof/ ub{5g eg] ;f]xL cfwf/df dfgj ;+;fwg Jo:yfksn] ljefuLo of]hgf tof/ ub{5g . of] b[li6sf]0f cg';f/ ;j} kIfx?sf]
;xeflutfdf of]hgf tof/ x'g] ePsf]n] o;nfO{ Participative Approach klg elgG5 .

2.7. Human Resource Planning Process

dfgj ;+;fwg of]hgf th'{df ug'{ Ps hl6n / jf}l4s sfo{ xf] . To;}n] of] sfo{ ;DkGg ug{sf] nflu lgDgfg';f/sf r/0fx? k'/f
ug'{ kb{5 .

1) Assessing current human resource: dfgj ;+;fwg of]hgf lgdf{0fsf] klxnf] r/0fdf sfo{/t hgzlQmx?sf] lj:t[t
ljj/0f tof/ ug'{kb{5 . jt{dfg cj:yfdf ljleGg tx / :yfgdf sfo{/t sd{rf/Lx?sf] ;+Vof / ltgLx?df ljBdfg of]Uotf, ;Lk,
cg'ej, bIftf cg'ej / pgLx?n] ul//x]sf] sfo{sf] nut tof/ kfg'{ kb{5 . ljz]if u/]/ dfgj ;+;fwgx?sf] d"Nofsg cGt/ut
dfgj ;+;fwg ljj/0f / sfo{ ljZn]if0fsf] d"Nofsg ul/G5 . dfgj ;+;fwg ljj/0fn] hgzlQmx?sf] gfd, 7]ufgf, pd]/, lgo'lQm
ldlt, of]Uotf, Ifdtf, bIftf, cg'ej, jt{dfg kb, tx , :t/ cg'zf;g, k'/:sf/ b08 ;hfo cflbsf] hfgsf/L lbG5 eg] sfo{
ljZn]if0fn] sfo{ ljlzi6Ls/, sfo{ ljj/0f / sfo{ d"Nof+sg ;DjlGw ljj/0f k|bfg ub{5 .

2) Forecasting of Human Resource Demand: dfgj ;+;fwg of]hgf k|lqmofsf] bf]>f] r/0fdf eljZosf nflu
cfjZos kg]{ dfgj ;+;fwgx?sf] k"jf{g'dfg ul/G5 . o; r/0fdf ;+u7gfTds nIo xfl;n ug{ cfjZos kg]{ sd{rf/Lx?sf] ;+Vof
pgLx?sf] ;Lk, bIftf / of]Uotfsf] cg'dfg ul/G5 . dfusf] k"jf{g'dfg ubf{ ;+u7gsf] cfGtl/s tyf jfXo jftfj/0fsf] klg
ljZn]if0f ul/G5 . o;sf ;fy} dfusf] k"jf{g'dfg sfo{n] Joj;fo of]hgf, cg'qmd of]hgf, cjsf;, /flhgfdf, b'3{6gf / d[To"b/
h:tf s'/fx?df klg Wofg lbG5 .

3) Forecasting of Human resource Supply: dfgj ;+;fwgsf] dfusf] k"jf{g'dfg ul/;s] kl5 o; r/0fdf pQm
hgzlQmx? s'g s'g ljlw tyf >f]taf6 s] slt ;+Vofdf cfk'lt{ ug{ ;lsG5 eGg] jf/]df k"jf{g'dfg ul/G5 . dfgj ;+;fwgx?sf]
cfk'lt{ d'Votof cfGtl/ >f]t / jfXo >f]t ljlwaf6 ul/G5 . cfGtl/s >f]tjf6 cfk'lt{ ug{ ;?jf, j9'jf, sfo{ kl/qmdf cflbsf]
Joj:yf ldnfOG5 eg] jfXo >f]tjaf6 cfk'lt{ ug{ ljleGg ljZjljBfno, tflnd s]Gb|x?, Joj;foLs ;+u7gx? , nf]s ;]jf cfof]u
cflb sf]] ;xof]u lnOG5 .

4) Matching Demand and supply forecasting: dfgj ;+;fwg of]hgf k|lqmofsf] o; r/0fdf dfgj ;+;fwg dfu /
cfk'lt{ k"jf{g'dfgsf jLr t'ngfTds cWoog ul/G5 . o; k|sf/sf] t'ngfn] sd{rf/Lsf] cg'dfgdf yKg' kg]{ xf] jf 36fpg' kg]{ xf]
jf yk36 s]xL ug']{ gkg]{ xf] eGg] jf/]df lg0f{o ul/G5 . dfgj ;+;fwgsf] dfu eGbf cfk'lt{ sd 5 jf w]/} 5 jf cfk'lt{ g} 5}g
cflb ljifodf o; r/0fdf cWoog ul/G5 .

5) Action Plan: dfgj ;+;fwg of]hgf lgdf{0fsf] of] clGtd r/0f xf] . o; r/0fdf dfu / cfk'lt{jLr ;Gt'ng ldnfpg sfo{
of]hgf agfOG5 . of] sfo{ of]hgf lglZrt ;dosf nflu tof/ kfl/G5 . sfo{ of]hgf cGt/ut egf{, 5gf}6, ;fdflhsLs/0f,
tflnd tyf ljsf;, j[lQljsf;, kbf]Gglt, kfl/>lds cflb of]hgfx? to ul/G5g . log} sfo{ of]hgfsf] cfwf/df jf:tljs dfgj
;+;fwg of]hgf lgwf{/0f ul/G5 .

2.8. Human Resource Inventory:

;+u7gdf sfo{/t ;Dk"0f{ dfgj ;+;fwgx?sf] lj:t[t ljj/0fnfO{ dfgj ;+;fwg df}Hbft elgG5 . o; df}Hbft ljj/0fdf
sd{rf/Lx?sf z}lIfs of]Uotf, tflnd, ;Lk, bIftf nufot pgLx?sf cg'ej, ?rL / u'0fx? ;d]tsf] hfgsf/L /flvPsf] x'G5 .
dfgj ;+;fwg ;"rL tof/ ubf{ ;+u7gdf sfo{/t ;Dk"0f{ sd{rf/Lsf] JolQmut kmfOn tof/ ul/G5 . cfhef]nL cfw'lgs

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;+u7gx?df dfgj ;+;fwg df}Hbft sDKo"6/ k|0ffnLdf /fVg] ul/Psf] 5 . o; ;"rLaf6 sd{rf/Lx?sf lgDg ljj/0fx? jf/]
hfgsf/L k|fKt x'G5g .

!_ JolQmut ljj/0fM o;af6 sd{rf/Lx?sf] gfd, 7]ufgf, pd]/, hGd :yfg, j}jflxs l:ylt, lnªu cflb jf/] ljj/0f /flvG5 .

@_ z}lIfs ljj/0fM o;df sd{rf/Lx?sf] z}lIfs of]Uotf ;DjlGw h:t}M cWoog u/]s]f ljBfno, ljZjljBfno, tyf cGo lzIf0f
;+:yfaf6 k|fKt u/]sf k|df0fkq, cflbsf] ljj/0f /flvG5 .

#_ tflnd ljj/0fM o; ljj/0fdf sd{rf/Ln] ;+u7g leq / jflx/af6 k|fKt u/]sf tflndx?sf] jf/]df ;"rL tof/ ul/G5 .

$_ cg'ejM o;df ;DjlGwt sfdsf] cg'ej, cGo :yfgdf sfd u/]sf] jf gu/]sf], u/]sf] eP s'g txdf sfd u/]sf] , s'g
k|s[ltsf] sfd u/]sf] cflb pNn]v ul/G5 .

%_ jt{dfg kbM o;df sd{rf/Ln] jt{dfgdf sfd ul//x]sf] kb pNn]v ul/G5 .

^_ sfo{ ;DkfbgM o;df sd{rf/Lsf] sfo{ ;Dkfbg :t/ lgwf{/0f ul/G5 .

&_ Ifltk"lt{M o;df sd{rf/Ln] jt{dfgdf kfO/x]sf tnj, eQf, ;'ljwf / cGo ljlQo k|f]T;fxgx? pNn]v ul/G5 .

*_ ljz]if ;LkM o;df sd{rf/Lx?df /x]sf ljleGg cltl/St ;Lkx?sf] jf/]df ljj/0f /flvG5 . h:t} lg0f{o ug]{ ;Lk, c?nfO{
k|efjdf kfg{ ;Sg] ;Lk, v]ns'b, snf / ;flxTo cflb

(_ efiff 1fgM o;df sd{rf/Lx?n] af]Ng] efiffx?sf] ljj/0f tof/ ul/G5 .

!)_ sfo{ k|fyldstfM sd{rf/Ln] s:tf] sfddf j9L ?rL /fVb5 s'g zfvf jf :yfgdf sfo{ ug{ rfxG5 cflb ;DjlGw ljj/0f
tof/ ul/G5 .

Human Resource Information System:

;+u7gdf sfo{/t dfgj ;+;fwgx? ;DjlGw ;"rgfx?sf] ;+sng ug]{, ljZn]if0f ug]{, e08f/0f ug]{ , k'gMk|flKt ug]{ / ljt/0f
;DjlGw sfo{ ug]{ sDKo"6/ k|0ffnLnfO{ dfgj ;+;fwg ;"rgf k|0ffnL elgG5 . dfgj ;+;fwgx?sf] ;"rL /fVg] of] dxTjk"0f{ ljlw xf]
. of] tYof+sdf cfwl/t clen]v k|0ffnL xf] . o;df ;Dk"0f{ sd{rf/Lx?sf] l;nl;nfj4 ?kn] clen]v /flvPsf] x'G5 . o;df
/flvPsf ;Dk"0f{ ;"rgfx? cfjZos k/]sf] ;dodf tTsfn k|fKt ug{ ;lsG5 . o;n] JolQmut Pj+ ;fd'lxs ?kdf sd{rf/Lx?sf]
tYof+s Pj+ hfgsf/Lx? clen]v /fVb5 . d'Votof, JolQmut ljj/0f, ;Lk, cg'ej, kb, kfl/>lds, sfo{ ;Dkfbg,k'/:sf/, b08
;hfo nufot cGo cfjZos ;Dk"0f{ ;"rgfx? Pj+ hfgsf/Lx? clen]vLs/0f ul/Psf x'G5g .

Succession Planning:

;+u7gsf] ;+/rgf cg';f/ ljleGg txdf ljleGg lsl;dsf hgzlQmx? sfo{/t x'G5g . pgLx? ;j}sf] sfd, st{Jo, clwsf/ /
pQ/bfloTj lgwf{/0f ul/Psf] x'G5 . ;j}n] cf–cfkmgf] If]qaf6 dxTjk"0f{ e"ldsf lgjf{x ul//x]sf x'G5g . t/ slxn]sfxL ljz]if
kl/l:yltn] ubf{ sd{rf/Lx? cg'kl:ylt klg x'G5g . lhDd]jf/Lsf] lx;fjn] tNnf] txsf Ps b'O{ hgf sd{rf/Lx? nfdf] ;do;Dd
cg'kl:yt x'Fbf klg vf;} c;/ kb}{g t/ pRr txsf Joj:yfkssf] cg'kl:yltdf eg] ;+u7gn] Iflt Joxf]g'{ kg]{ x'G5 . t;y{
;+u7gsf] dxTjk"0f{ kbx? l/St x'gf;fy cfGtl/s j9'jf u/L kbk'lt{ ug]{ Joj:yf ldnfpg tof/ ul/g] of]hgfnfO{ pQ/flwsf/L jf
cg'qmd of]hgf elgG5 .

cg'qmd of]hgfn] d'Vo Joj:yfks, sfof{no k|d'v, sfo{sf/L k|d'v cflb k|d'v kbx? l/St x'g cufj} kbk'lt{ ug]{ Joj:yf
ldnfpF5 . o; cGt/ut sd{rf/Lx? dWo]af6 pQd pDd]bjf/sf] vf]hL ul/G5 rog ul/G5 / tflnd tyf ljsf; sfo{qmdx?df
;xefuL u/fOG5 . eljZodf pQm kb l/St x'gf;fy pTs[i6 pDd]bjf/nfO{ cfGtl/s j9'jfåf/f tTsfn cfk'lt{ ul/G5 . To;}n]
Joj:yfksLo sd{rf/Lx?sf] jt{dfg l:ylt, kbf]Gglt x'g] ;Defjgf, ;?jf x'g] ;Defjgf, cg'kl:yt /xg] ;Defjgf, hflu/ 5f]8]/
hfg] ;Defjgf cflbnfO{ ljZn]if0f u/]/ ;f]sf] k'lt{ ug{ of]Uo tyf cg'ejL sd{rf/L sxfFaf6 Nofpg] s;/L 5gf}6 ug]{ eGg] jf/]df
Pp6f lj:t[t ljj/0f tof/ ul/G5 h;nfO{ cg'qmd of]hgf elgG5 .

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Human Resource Planning in Nepalese Organization:

g]kfn Joj;foLs b[li6sf]0fn] k|;:t ;Defjgf ePsf] d'n's xf] . t/ /fhgLlts cl:y/tf, cGt/fli6«o x:tIf]k, cfw'lgs ;Lk,
cg'ej / bIftfsf] cefj cflb sf/0fx?n] ubf{ ;+u7gfTds ljsf;n] ult lng ;ls/x]sf] 5}g . oxfF 7'[nf ;+u7gx? ;Lldt
dfqfdf /x]sf 5g . cfkmg} >f]t / ;fwgx?sf] k|of;n] pTkfbg pBf]u, lgof{td'ns pBf]u, cfoft k|lt:yfkg pBf]u, ko{6g
pBf]u / ;]jfd'ns pBf]u cflb ;+rfngdf /x]sf 5g . o; lsl;dsf ;+u7gx?n] /fli6«o tyf cGt/fli6«o :t/df
Jofj;foLstfnfO{ j9fjf lbO/x]sf 5g . t/ klg b]zsf] kl/l:yltn] ubf{ dfgj ;+;fwg of]hgsf] If]qdf lgDgfg';f/sf r'gf}lt tyf
;d:ofx? b]lvPsf 5g .

1) Lack of HRP: g]kfndf ljz]if u/]/ ;/sf/L tyf ;+:yfut ;+u7gx?df s'zn / cfw'lgs dfgj ;+;fwg of]hgfsf] cefj
/x]s]f 5 . o;n] ubf{ plrt ;dodf, plrt :yfgsf nflu plrt hgzlQmx?sf] Joj:yfkg x'g ;ls/x]sf] 5}g . g]kfnL
of]hgfsf/x?n] s]jn ;}4flGts kIfnfO{ dfq hf]8 lbg] ub{5g . t/ sltko lghL If]qsf ;+u7gx? h:t} j}+s, sn]h, pBf]u, cflb
If]qdf eg] dfgj ;+;fwgsf] of]hgfnfO{ cf+lzs ?kdf k|of]u u/]sf] kfOG5 . t/ ;/sf/L If]qsf] pbfl;gtfn] dfgj ;+;fwg of]hgf
k|efjsf/L x'g ;ls/x]s]f 5}g .

2) Lack of Information: dfgj ;+;fwg of]hgfsf] k|efjsf/Ltf k|ofKt ;"rgf, tYof+s / hfgsf/Lx?df cfwfl/t x'G5 . t/
g]kfndf ;+u7gx?n] ;"rgfx?nfO{ cBfjlws ug{ ;s]sf 5}gg, cBfjlws ;"rgfx? klg k|ofKt 5}gg . csf]{ kIf eg]sf] ;"rgfx?
uf]Ko /fVg] gfddf pknAw g} gug]{ k|rngn] of]hgf lgdf{0f sfo{df ;d:of ;dfwg eO/x]sf] 5 .

3) Lack of skilled Manpower: g]kfndf k|fljlws / ;Lkd'ns lzIffsf] cefjn] bIf hgzlQmsf] pTkfbg x'g ;s]sf]
5}g . kmn:j?k lj1 hgzlQmx? jflx/af6 cfk'lt{ ug'{kg]{ b]lvG5 . sltko 7'nf ;+u7gx?n] of]hgfsf/, ;Nnfsf/, / lj1sf] ?kdf
cfkm\g} b]zx?af6 hgzlQmx?sf] cfoft ub{5g . csf]{ tkm{ g]kfnsf cbIf hgzlQmx? ljb]lzt jfWo ePsf 5g eg] oxfF /x]sf
hgzlQmx?df klg 1fg, cg'ej / ;Lksf] cefj b]lvG5 .

4) Over Staffing: g]kfnsf ;/sf/L tyf ;+:yfut ;+u7gx?sf] Pp6f dxTjk"0f{ r'gf}lt eg]sf] clws sd{rf/L ;+Vof xf] .
dfgj ;+f;wg of]hgf k|efjsf/L x'g g;Sbf s'g} :yfgdf hgzlQmx? clwstd b]lvG5g eg] st} Go"gtd ;+Vofdf klg pkl:ylt
5}g . o;af6 sd{rf/Lx?sf jLrdf g} c;Gt'li6 b]lvG5 . To;sf] k|ToIf c;/ dfgj ;+;fwg of]hgfdf b]lvG5 .

5) Short Term Plan: ;+u7gfTds nIo xfl;n ug{ bL3{sflng of]hgf th'{df ug'{ cfjZos x'G5 . dfgj ;+;fwg of]hgf
cfkm}df Ps bL3{sflng of]hgf xf] . t/ g]kfnL ;+u7gx?n] s]jn cNksflng of]hgfx? dfq lgwf{/0f ub{5g . o;n] ;du| dfgj
;+;fwg Joj:yfkgnfO{ ;d]6g ;Sb}g .

6) Low Pariority: g]kfnL ;+u7gx?sf] d'n nIo eg]sf] pTkfbgdf j[l4 ug]{ / ljqmL ljt/0fdf j[l4 ub}{ gfkmf k|fKt ug]{ /x]sf]
x'G5 . t/ dfgj ;+;fwgx?sf] sfo{hLjgsf] u'0f:t/, c;n sfo{ jftfj/0f, pTkfbsTjdf j[l4 cflb If]qdf sd Wofg lbPsf] kfOG5
. lsgsL o;sf nflu dfgj ;+;fwg of]hgfsf] ljsf; ug'{ kb{5, h'g cfkm}df sd k|fyldstfdf /fv]sf x'G5g .

7) Government Interference: g]kfn ;/sf/sf dxTjk"0f{ ;+u7gx? h:t} ljZjljBfno, ;+:yfg, ljleGg cfof]ux? /
lnld6]8 sDkgLx?df ;/sf/af6 lgo'StL x'g] k|rngn] klg dfgj ;+;fwg of]hgf cf]em]ndf k/]sf] 5 . d'Vo ;lrj, ;lrj, ueg{/,
cfof]usf k|d'vx? h'g kf6L{sf] ;/sf/ ag]sf] 5 p;}n] cfkmgf glhsf JolQmx?nfO{ lgo'Qm ub{5g . o;af6 of]hgf aGg] sfo{df
7"nf] ck/f]w >hgf x'G5 .

Ddfly pNn]lvt ljifox? ;d:ofsf] ?kdf b]lvPsfn] g]kfnL ;+u7gx?df lgDg sfo{x? ug{ ;s]df dfgj ;+;fwg of]hgf
k|efjsf/L x'g] b]lvG5 .

!_ ;+u7gx?n] dfgj ;+;fwg of]hgfnfO{ dxTjk"0f{ c+usf] ?kdf :yflkt ug'{ kb{5 .

@_ dfgj ;+;fwg of]hgfnfO{ pRr txsf Joj:yfksx?af6 k"0f{ ;dy{g x'g' kb{5 .

#_ dfgj ;+;fwg of]hgfsf] ;kmntfsf nflu ljleGg txx?sf jLr ;dGjo Nofpg' kg]{ b]lvG5 .

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$_ sd{rf/Lx?sf ;Dk"0f{ clen]vx? MIS dfkm{t clen]lvs/0f ug'{ kb{5 . o;n] dfgj ;+;fwg of]hgfsfo{nfO{ cfjZos
tYof+sx? pknAw u/fpg ;xh x'G5 .

%_ dfgj ;+;fwg dfu / cfk'lt{sf] k"jf{g'dfg jLr ;Gt'ng sfod ug'{ kb{5 .

^_ dfgj ;+;fwg of]hgfsf] ;DjGwdf Joj:yfkg jf ;+rfns ;ldltn] :ki6 wf/0ff to ug'{ kb{5 .

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 Chapter – 3

Job Design and Job Analysis:

sfo{ 9fFrf / sfo{ ljZn]if0fsf jf/]df cWoog ug'{ k"j{ logLx? ;+u ;DjlGwt s]xL zAbfjnL (Terminology) x?sf] jf/]df
j0f{g ug'{ jf j'emg' cfjZos x'G5 . dxTjk"0f zAbfjnLx?nfO{ lgDgfg';f/ ljZn]if0f ul/Psf] 5 .

1) Task -sfd_M s'g} sd{rf/Ln] sfo{ ;Dkfbgsf] qmddf h] ub{5 To;nfO{ g} sfd elgG5 . sd{rf/Ln] lglZrt p2]Zo xfl;n ug{
zfl//Ls tyf dfgl;s?kdf ug]{ k|oTg g} sfd xf] . h:t} kmfO{lnª ug'{, 6fOlkª ug'{, lr7Lkq k|fKt ug'{ jf k7fpg' cflb ;j}
sfdsf pbfx/0fx? x'g .

2) Job -sfo{_M ;+u7gsf] nIo xfl;n ug{sf] nflu ;Dkfbg ug'{kg]{ ;dfg sfdx?sf] ;d"xnfO{ sfo{ elgG5 . Pp6f sfo{ leq
ljleGg lsl;dsf sfd jf lqmofsnfkx? x'G5g . sfo{x?nfO{ lgDg tLg k|sf/df juL{s/0f ul/Psf] 5 .

*Independent Job: olb sfo{ ;+rfng ug{ c?df lge{/ /xg' kb}{g eg] To;nfO{ :jtGq sfo{ elgG5 . h:t} n]Vg', k9g', cflb

*Sequential Job: olb sfo{ ;Dkfbg ubf{ c3f8L / k5f8Lsf lqmofsnfkx?n] k|efj kfb{5g / ltgLx?sf] ;xof]u lnP/ sfo{
;DkGg ul/G5 eg] To;nfO{ >ªvnfo'St sfo{ elgG5 . h:t} pTkfbg, e08f/ cflb

*Pooled Job: olb sfo{ ;Dkfbgsf] nflu ljleGg If]qsf JolQmx?sf] Ps cfk;df cGt/lqmof / ;xof]u lnP/ ;DkGg ul/G5
eg] To;nfO{ ;fd'lxs sfo{ elgG5 . h:t} 5nkmn sfo{, lg0f{o sfo{, of]hgf sfo{ cflb

3) Position: ;+u7gfTds ;+/rgfdf JolQmnfO{ lgwf{/0f ul/Psf] sfo{ef/nfO{ kb elgG5 . kbsf] sf/0fn] g} JolQmsf] sfd,
st{Jo, clwsf/ / lhDd]jf/L lgwf{/0f ul/Psf] x'G5 . jf:tdf h'g sfo{sf nflu hxfF a;]/ sfd ug'{kg]{ xf] To;nfO{ g} kb elgG5 .
h:t} n]vfkfn kb xf] eg] pQm kbdf a;]sf] JolQmn] n]vf ;DjlGw ;Dk"0f{ lqmofsnfkx? ;DkGg ub{5 .

4) Occupation: Pp6f ;+u7gdf /x]sf Ps} k|sf/sf sfo{x?sf] ;d"x nfO{ k]zf elgG5 , h:t} lzIf0f sfo{ ug]{x?sf] ;d"xnfO{
lzIfs k]zf, jsfnt ug]{x?sf] ;d"xnfO{ jsLn k]zf, Joj;fo ug]{x?sf] ;d"xnfO{ Jofkf/L cflb .

3.1. Concept of Job Design:

;fdfGotof ;+u7gdf sd{rf/Lx?n] ug'{kg]{ sfo{ / sfdx?sf] ?k/]vf tof/ ug'{nfO{ sfo{ 9fFrf elgG5 . ;+u7gfTds p2]Zo xfl;n
ug{sf] nflu s'g s'g sfo{x? s;n] ug]{, s'g ljlwåf/f ug]{, slxn];Dd ;DkGg ug]{ eGg] jf/]df tof/L ug'{nfO{ sfo{ 9fFrf elgG5 .
cyf{t sd{rf/Lx?n] ;Dkfbg ug'{kg]{ sfd lglZrt ug]{ ljlw to ug]{, clwsf/ tyf lhDd]jf/L lgwf{/0f ug]{ cflb ;DjlGw ljj/0f
tof/ ug]{+ sfo{nfO{ sfo{ 9fFrf elgG5 .

sfo{ 9fFrf Ps lnlvt ljj/0f xf] . h;n] Pp6f sfo{ cGt/ut s'g s'g sfdx? kb{5g / To; sfdnfO{ ;Dkfbg ug{ s'g ljlw jf
k|lqmof cg'z/0f ug'{kb{5 eGg] s'/fsf] hfgsf/L lbG5 . o;n] sfo{ ;'rL / sfo{ ;+/rgfnfO{ hgfpF5 . ;fy} sd{rf/L / ;+u7gsf]
cfjZostfsfjLrdf tfnd]n ;d]t ldnfpF5 .

According to Deceonzo and Robbins " Job design is the way in which job tasks
are organized into a unit of work ljleGg sfdx?nfO{ sfo{ PsfO{df ;+ul7t ug]{ tl/sfnfO{ sfo{9fFrf elgG5 .

lgisif{df ;+u7g leq s'g} sfd s;n], s;/L, sxfF / slxn] ug]{ eGg] jf/]df tof/ ul/Psf] dfu{lrqnfO{ sfo{ 9fFrf elgG5 . o;n]
sl7g sfo{nfO{ ljleGg lqmofsnfkx?df ljefhg u/]/ ;Dkfbg ug'{kg]{ sfo{sf lglDt cfwf/ to ub{5 .

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3.2. Benefits of Job Design:

1) High Productivity: sfo{ 9fFrf sfo{ ;Dkfbgsf] ?k/]vf xf] . o;n] ljleGg kbx?df j;]/ ug'{kg]{ sfo{x? , To;sf nflu
cfjZos ;Lk, cg'ej, bIftf, sfo{ :ynsf] cj:yf, cfjZos kfl/>lds tyf k'/:sf/ / oGq pks/0fx? cflbsf] Joj:yf
ldnfpF5 . kmn:j?k plrt ;dodf plrt sfo{ ;Dkfbg x'g uO{ pTkfbsTjdf j[l4 x'G5 .

2) Good labour relation: sfo{ 9fFrfsf] tof/Ln] x/]s sd{rf/Lx? cfkmgf] 1fg, cg'ej, bIftf / ;Lk cg';f/sf]
sfd k|fKt ub{5g . o;af6 sd{rf/Lx?sf] sfo{:t/df j[l4 x'G5 / sfo{ ;Gt'li6 k|fKt ub{5g . sfo{ ;Gt'li6af6 Ps csf{sf
jLrdf ;dembf/L sfod x'g uO{ c;n ;DjGw :yflkt ub{5g .

3) Better quality of work life: sfo{ 9fFrfn] sfo{ ;+/rgf, sfo{ ljlw, c;n sfo{ jftfj/0f, sfo{ ;Dkfbgdf
;/ntf / pko'St sfo{ pks/0fx?df hf]8 lbG5 . o;af6 sd{rf/Lx?sf] sfo{hLjgdf u'0f:t/Lotf sfod x'G5 .

4) Job satisfaction: sfo{ 9fFrfaf6 sd{rf/Lx?n] cfkm'n] rfx]sf] sfo{ k|fKt ub{5g . ;fy} pQm sfo{sf nflu k|ofKt
;fwg>f]t, clwsf/ / lhDd]jf/L ;d]t xfl;n ub{5g . o;jf6 pgLx? cfkmgf] st{Jo k'/f ug{ ;Ifd x'G5g . kmn:j?k
sd{rf/Lx?sf] sfo{ ;Gt'li6df j[l4 x'G5 .

5) Setting organizational strucute: sfo{ 9fFrfn] ;+u7gdf ;Dkfbg ug'{kg]{ sfo{nfO{ ljefhg u/]/ sfdsf]
k|s[ltsf cfwf/df lhDd]jf/L to ub{5 . o;af6 ;+u7gdf ljleGg lsl;dsf ljefux?, txx?, / kbx?sf] >hgf x'G5 h;nfO{
;+u7gfTds ;+/rgf elgG5 .

6) Achievement of organizational goals: sfo{ 9fFrfn] x/]s sd{rf/Lx?sf] sfd, st{Jo, clwsf/ tyf
lhDd]jf/L, sfo{ :yn, sfo{ ljlw, sfo{ ;d"x, / sfo{ ;do lglZrt ub{5 . o;af6 sd{rf/Lx? cfkmgf] lhDd]jf/L k|lt ;hu
/xG5g / ;dodf sfo{ ;DkGg x'g uO{ ;+u7gfTds nIo xfl;n ug{ ;lsG5 .

7) Employee motivation: sfo{9fFrfaf6 sd{rf/Lx?n] cfkm'n] rfx]sf] sfd jf lhDd]jf/L k|fKt ub{5g . pgLx?n]
cfkmgf] 1fg cg'ej / ;Lksf] clwstd pkof]u ug{ ;Ifd x'G5g . lhDd]jf/L cg';f/sf] cfly{s tyf u}/ cfly{s nfex? Klg k|fKt
ub{5g . o;n] sd{rf/Lx?sf] sfo{ ;Gt'li6df j[l4 ub{5 / pgLx? ;b}j sfo{ ug{ pT;'stf b]vfpF5g .

3.3. Methods of Job Design:

sfo{9fFrf tof/ ug{ k|of]u ul/g] tf}/tl/sfx?nfO{ sfo{ 9fFrfsf ljlwx? elgG5 . sfo{ 9fFrfnfO{ c;n / pTs[i6 t'Nofpgsf nflu
lgDg ljlwx? k|of]u ul/G5g .

1. Work Simplificaiton: sfo{ 9fFrf lgwf{/0f ug]{ of] ;/n / k/dk/fut ljlw xf] . o; ljlw cGt/ut Pp6f k"0f{
sfo{nfO{ ; ;fgf efux?df ljefhg ul/G5 . sfo{ k|s[ltsf] cfwf/df ;dfg :t/sf sfdsf] nflu Pp6f ;d"x agfOG5 . x/]s
sd{rf/Ln] ;DkGg ug{ ;Sg] u/L sfdnfO{ w]/} v08x?df ljefhg ul/G5 . vf;u/]/ sfo{nfO{ efuj08f u/]/ sfo{ ;/nLs/0f ul/g]
ePsf]n] sfo{df ljlzi6Ls/0f, z'4tf, ;/ntf / zL3|tfsf] ;fy} sd{rf/Lsf] ;Gt'i6Ldf ;d]t j[l4 ub{5 .

Advantages of Work Simplification

1) Increase in Efficiency
2) Maintain cost effectiveness
3) Provide Job satisfaction
4) No need of training
5) Makes work easy and simple

Disadvantages of Work simplification

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1.Create monotonous
2. Less interaction
3. Over specialization
4. Create boredom
2) Job Rotation: s'g} Pp6f sfo{df ce:t sd{rf/LnfO{ ;dfg :t/sf] csf]{ sfo{df ;fg'{nfO{ sfo{ kl/qmdf elgG5 .
o; ljlw cGt/ut sd{rf/Lsf] :t/ / kb ;dfg /xG5 t/ sfo{ :yn / ;f] cGt/ut ;Dkfbg ul/g] sfo{df dfq kl/jt{g ul/G5 .
sfo{ 9fFrfsf] o; ljlw cg';f/ sd{rf/L Pp6f sfddf j9Ldf ^ dlxgf /xG5 / To;kl5 csf]{ sfo{ jf :yfgdf :yfgfGt/0f x'G5 .
o;af6 sd{rf/Lx? ljleGg lsl;dsf] sfo{ ;Dkfbg ug{ ;Ifd x'G5g / cfjZostf cg';f/ pgLx?nfO{ h'g;'s} j]nf cfGtl/s
?kdf kbk'lt{ ug{ ;lsG5 .

Advantages of Job Rotation

1.Flexibility in work
2.Reduce boredom
3. Increase Experience
4. Personal growth
Disadvantages of Job Rotation
1. Lack of motivation
2. Increase in cost
3. Create monotony
4. Lack of interaction

3) Job Enlargement: sfo{lj:t[lts/0f÷sfo{lj:tf/M sd{rf/Ln] ul//x]sf] sfo{df ;f]xL k|s[ltsf] sfd yk ul/g] ljlw
jf k4ltnfO{ sfo{ lj:t[lts/0f elgG5 . o; cGt/ut ;dfg :t/sf cGo sfo{x? yk]/ sfo{ lj:tf/ ul/G5 . jf:tjdf o; ljlwn]
sfdsf] cfsf/df kl/jt{g ub{5 . ;+u7gdf k|j]z u/]sf sd{rf/Lx?sf] k|f/Dedf of]Uotf, Ifdtf, bIftf / ;Lksf] cefj x'G5 .
sfo{ ;Dkfbg ub}{ hfFbf 1fg, cg'ej / ;Lkdf j[l4 x'b} hfG5 / lgk'0f{tf xfl;n x'G5 . o; lsl;dsf] kl/l:ytdf lj:tf/} sfd /
lhDd]jf/Ldf yk ul/G5 h;nfO{ sfo{ lj:tf/Ls/0f elgG5 . s'g} s'g} sd{rf/Lx? PSn} w]/} sfo{x? tyf r'gf}ltx? ;DkGg ug{
rfxG5g To; sf/0fn] klg sfo{ lj:tf/ ljlwsf] pkof]u ul/G5 . o;/L sfo{ lj:tf/Ls/0f ul/Psf] cj:yfdf pgLx?sf] kfl/>lds
/ ;'ljwfx?df ;d]t j[l4 ul/G5 .

Advantages of Job enlargement

1. Provide motivation
2. Reduce monotony
3. Decrease absenteeism
4. Provide job satisfaction
Disadvantages
1. Increase in cost
2. Create conflict
3. It is not suitable for all organizations.
4. Need of training

4) Job Enrichment: ;fdfGotof, sfo{sf] ljifoj:t'df j[l4 ug'{nfO{ sfo{ ;d[l4 elgG5 . cyf{t s'g} lglZrt kbdf
sfo{/t sd{rf/LnfO{ dflyNnf] txsf] lhDd]jf/L yk u/L sfo{ lj:tf/ ug]{ ljlwnfO{ sfo{ ;d[l4 elgG5 . sfo{ ;d[l4n] sfdnfO{
7f8f] ?kdf lj:tf/ -Vertical Expansion) ub{5 . sfo{ ;d[l4 eg]sf] sfo{ef/ yk ug'{ dfq geO{ clwsf/, lhDd]jf/L,
r'gf}lt, sfo{ If]q tyf cltl/St ;]jf ;'ljwfx? ;d]t lj:tf/ ug'{ xf] . sfo{ ;d[l4 ljlw Herzberg sf] pTk|]/0ff ;DjlGw
Two Factor Theory df cfwfl/t 5 .

Advantages of Job Enrichment

1. Provide motivation
2. Reduce monotony

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 3. Decrease absenteeism
4. Provide job satisfaction
Disadvantages
1. Increase in cost
2. Limited capacity
3. Situational
4. Refuse by some employees
5) Job Charactieristic: sfo{ ;Dkfbg ug{ ;Sg] sd{rf/Lx?sf ljleGg ljz]iftfx?nfO{ cfwf/ agfO{ sfo{ 9fFrf tof/
ul/G5 eg] To;nfO{ sfo{ ljz]iftf ljlw elgG5 . of] ljlw ;g !(&% df Hackman / Oldham n] k|ltkfbg u/]sf x'g
. of] ljlw cg';f/ sfo{ ;DkGg ug{ ;Sg] ;du| ljz]iftfx? dWo] lgDg kfFr ljz]iftfx?df juL{s/0f u/L sfo{ 9fFrf tof/ ul/G5 .

a) Skill Variety: -;Lk ljljwtf_M ;+u7gsf] sfo{ ;Dkfbg ug]{ sd{rf/Lx?df ljleGg lsl;dsf ;Lkx? X'G5g . pQm
;Lkx?nfO{ cfwf/ agfO{ sfo{ 9fFrf tof/ ug'{kb{5 . sd{rf/Lx?df hlt w]/} lsl;dsf ;Lkx? 5g Tolt g} j9L k|efjsf/L sfo{
9fFrf lgdf0f{ x'G5 .

b) Task Identify -sfo{ klxrfg_M sfo{ 9fFrf tof/ ubf{ k|To]s sd{rf/Ln] ;Dkfbg ug]{ x/]s sfo{sf] :ki6 klxrfg
ug'{kb{5 . sd{rf/Ln] sfo{ sxfFaf6 z'? ug]{, slt ;do ;Dd ug]{, s'g ljlw jf k|lqmofsf] k|of]u ug]{ / kl/0ffd s] x'g ;Sb5 eGg]
jf/]df /fd|/L a'em]/ sfo{ 9fFrf lgwf{/0f ug'{ kb{5 .

c. Task Significance: -sfo{ dxTj_M x/]s sfo{sf cfkm\g} ljz]iftfx? / dxTj /x]sf] x'G5 . sfo{sf] dxTj / uxgtfnfO{
a'em]/ sfo{ 9fFrf tof/ ug'{ j'l4dfgL x'G5 . sd{rf/Ln] ug]{ sfo{n] JolQm, ;dfh, ;+u7g / b]zsf lglDt s:tf] k|efj kfb{5 ;f]
cfwf/df sfo{ 9fFrf lgdf{0f ug'{ kb{5 .

d) Autonomy: -:jfoQtf_M k|efjsf/L sfo{ ;+rfngsf] nflu sd{rf/Lx?nfO{ k|bfg ul/Psf] :jtGqtfnfO{ :jfoQtf elgG5
. sfo{ 9fFrf tof/ ubf{ sd{rf/Lx?nfO{ k|bfg ul/Psf] lg0f{o ug]{ clwsf/, sfo{ :jtGqtf, sfo{ lgoGq0f cflbnfO{ Wofg lbg' kb{5 .

e. Feedback: sfo{ 9fFrf tof/ ubf{ sd{rf/Lx?sf jf/]df k|fKt ePsf ;'emfjx?, k|ltlqmofx?, l6Kk0fLx? cflbnfO{ ;d]t
cfwf/ agfpg' kb{5 .

Advantage of Job characteristics

1) Increase in Productivity
2) Provide MOtivaiton
3) Effective Performance
4) Job satisfaction

Disadvantages

1) More expensive
2) Need of skills and ability
3) Lack of coordination
4) Less effective for workers

6) Autonomous Work Group: -:jfoQ sfo{ ;d"x_M s]xL ljlzi6 sfo{sf lglDt ljleGg sd{rf/Lx?sf] ;d"x tof/ u/]/
sfo{ 9fFrf tof/ ug'{nfO{ :jfoQ sfo{ ;d"x elgG5 . of] ljlwdf sfo{nfO{ ;;fgf ;d"xdf jlu{s/0f ul/G5 / sd{rf/Lx?sf]
;d"xnfO{ sfo{ ;Dkfbgsf] lhDd]jf/L lbOG5 . pSt ;d"xx? :jlgolGqt / :j;+ul7t x'G5g . ;d"x cfkm}n] s'g JolQm /xg], s;n]
s'g sfd ug]{, s'g k4lt ckgfP/ sfo{ ug]{ / s;n] g]t[Tj ug]{ eGg] h:tf lg0f{ox? ub{5g . ;d"xx?n] ;j} ;b:ox? ;+u cfk;L
5nkmn, k/fdz{, / ;dGjo u/]/ lg0f{odf k'Ub5g .

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Advantages of Autonomous work Group

1) Provide autonomy
2) Less supervision cost
3) Team spirit
4) Effective decision

Disadvantages

1) Problem in cooperation
2) Conflit between employees
3) Situational
4) Increase absenteeism

7) Modified Work Schedule: -kl/dflh{t sfo{ tflnsf_M sd{rf/Lx?sf] sfo{ ;'ljwfnfO{ Wofgdf /fv]/ cg's'n sfo{ ;do
lgwf{0f u/L sfo{ 9fFrf tof/ ug'{nfO{ kl/dflh{t sfo{ tflnsf ljlw elgG5 . o; cGt/ut lgDgfg';f/sf] sfo{ ;do tflnsf to
ul/G5 .

a) Shorter Work Week: 5f]6f] sfo{ xKtf cGt/ut sd{rf/LnfO{ Ps} lbg jf xKtf w]/} 306f sfo{ ug'{ eGbf yf]/} yf]/} 306f
w]/} lbg ug]{ Joj:yf ldnfO{G5 . h:t} s'g} JolQmn] xKtfdf ^ lbg sfd ubf{ $) 306f sfo{ ub{5 t/ oxL sfdnfO{ b}lgs *
306fsf b/n] u/fP/ % lbg dfq sfd ug]{ Joj:yf ldnfP/ sfo{ 9fFrf tof/ ug{ ;lsG5 .

b) Flexilbe Work Time: nf]rbf/ sfo{ ;do cGt/ut sd{rf/Lx?sf] cg's'ntf cg';f/ rfx]sf] lglZrt ;do 5gf}6 ug{
nufOG5 . sd{rf/Lx?n] tf]lsPsf] s'n ;do 306f sfd ub{5g t/ sfd ug]{ ;do h:t} ljxfgL ;d"x, lbjf ;d"x, /fqL ;d"x
dWo] s'g ;do pko'Qm x'G5 pgLx? cfkm}n] 5gf}6 ub{5g / To;}sf cfwf/df sfo{ 9fFrf lgdf{0f x'G5 .

c) Job Sharing: sfo{ ljefhg cGt/ut Pp6f k"0f{sflng sfo{nfO{ ljleGg cf+lzs sfo{x?df ljefhg u/]/ sfo{9fFrf tof/
ul/G5 . h:t} s'g} sfo{ Ps hgfn] ub}{ cfPsf] df sfo{ ljefhgsf] cfwf/df b'O{ jf tLg hgfnfO{ pSt sfo{sf] lhDd]jf/L
x:tfGt/0f ul/G5 .

d) Homework: sd{rf/Lx?n] sfo{ :yn jflx/ jf cfkmg} 3/df j;]/ sfo{ ;Dkfbg ug]{ Joj:yf ldnfP/ klg sfo{ 9fFrf to
ug{ ;lsG5 . ljz]if u/]/ cWoog, cg';Gwfg, tyf sDKo"6/ ;DjlGw sfdx? ug{ u[xsfo{ k4ltsf] Joj:yf ldnfOG5 .

Advantages of Modified Work Schedule

1) Freedom in work
2) Reduce absenteeism
3) Increase in motivation
4) Provide Job satisfaction

Disadvantages

1) Difficult in scheduling
2) Not applicable
3) Problem in supervision
4) Minimum utilization of human

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8) Social Technical Method: sfo{sf] ;fdflhs / k|fljlws kIfnfO{ Wofgdf /fv]/ sfo{ 9fFrf tof/ ul/G5 eg] To;nfO{
;fdflhs k|fljlws ljlw elgG5 . sfo{sf] ;fdflhs kIfn] sd{rf/Lx?sf] dfgjLo ;DjGw, e"ldsf, sd{rf/L ;'ljwf, ;x'lnot,
sd{rf/Lx?sf ;d:of cflb tTjx?nfO{ ;d]65 eg] k|fljlws kIfn] sd{rf/Lx?sf] sfo{ ;Lk, of]Uotf, cg'ej, bIftf, pTkfbsTj,
KnfG6, d]l;g, oGq, pks/0f cflb tTjx?nfO{ ;d]65 . of] ljlwn] Ps} ;dodf k|ljlwsf] pkof]u / sd{rf/Lx?sf ;fdflhs
cfjZostfx? k'/f ug]{ ePsf]n] sfo{9fFrfsf] nflu k|of]u ePsf] xf] .

Advantages of Social Technical Method

1) Scientific Method
2) Provide Job satisfaction
3) Autonomy in work
4) Objective oriented

Disadvantages

1) Continuous learning
2) Situational
3) Difficult in balance
4) Not applicable

3.4. Concept of Job Analysis:

;fwf/0f cy{df sfo{ ;+u ;DjlGwt lqmofsnfkx?sf] ljZn]if0fnfO{ g} sfo{ ljZn]if0f elgG5 . cyf{t sfo{ leqsf lqmofsnfkx?nfO{
k|0ffnLut 9+un] cGj]if0f ug'{nfO{ sfo{ ljZn]if0f elgG5 . o; cGt/ut sfo{ ;DjlGw, ;"rgfx? ;+sng ug]{, ljZn]if0f ug]{, cWoog
ug]{ / clen]v /fVg] sfo{x? kb{5g . sfo{sf nflu sd{rf/Ldf cfjZos kg]{ u'0f, Ifdtf, of]Uotf, ;Lk / cg'ejsf ;fy} sfo{
:yn, sfo{df k|of]u ul/g] oGq, pks/0f, d]l;g, sfo{ jftfj/0f, lgl/If0f k4lt cflb ;DjlGwt hfgsf/Lx? sfo{ ljZn]if0fn] k|bfg
ub{5 . o;y{df sfo{ ;+u ;DjlGwt lqmofsnfksx?sf] ;Dkfbgsf nflu cfjZos kg]{ lzIff, >d, zlQm, d"No, ;Lk, k|ljlw, cflb
;DjlGw ljZn]if0fnfO{ sfo{ ljZn]if0f elgG5 .

csf]{ cy{df sfo{j0f{g (Job description) / sfo{ljlzi6 ljj/0f (Job specification) sf] ;dli6ut ?knfO{ sfo{
ljZn]if0f elgG5 . sfo{ j0f{gn] sfo{sf] lj:t[t ljj/0f k|:t't ub{5 eg] sfo{ ljlzi6 ljj/0fn] sfo{sf nflu cfjZos kg]{ of]Uotf,
Ifdtf, ;Lk, cg'ej cflbsf] ljj/0f k|:t't ub{5 .

According to Edwin Flippo " Job analysis is the process of studying and collecting information
relating to the operations and responsibilities of a specific job." sfo{ ljZn]if0fsf] tfTko{ s'g} ljlzi6 sfo{sf]
;+rfng tyf pQ/bfloTjx?sf] ;DjGwdf ;"rgfx?sf] PsqLs/0f / cWoogsf] k|lqmof;+u ;DjlGwt 5 .

lgisif{df sfo{ ljZn]if0f Pp6f To:tf] k|lqmof xf] h; cGt/ut Ps lglZrt sfo{ ;+u ;DjlGwt sfdx?, st{Jox?, / sfo{
;Dkfbgsf] nflu cfjZos kg]{ sf}zntf tyf of]Uotfx?sf] ljZn]if0ffTds cWoog ul/G5 .

3.5. Collecting Job Analysis Information

sfo{ ;DkfbgnfO{ k|efjsf/L, s'zn / k|lt:kwf{Tds agfpg sfo{x?sf jf/]df cfjZosLo ;"rgfx? ;+sng ug]{, cWoog ug]{,
ljZn]if0f ug]{ / clen]lvs/0f ug]{ sfo{nfO{ sfo{ ljZn]if0f elgG5 . sfo{ ljZn]if0fn] sfo{sf jf/]df lj:t[t ljj/0f tof/ ub{5 .
pQm ljj/0f ;"rgf Pj+ tYof+sx?df cfwfl/t x'G5 . To;}n] sfo{ ljZn]if0fsf] nflu ;"rgfx? ;+sng ug]{ ljlwx? lgDgfg';f/ 5g .

1) Questionnaire Method: ;"rgfx? ;+sng ug]{ of] k'/fgf] k|rlnt ljlw xf] . of] ljlw cGt/ut ;"rgf lng rfx]sf] sfo{
;+u ;DjlGwt ljleGg lsl;dsf k|Zgx? ;d]6]/ ;"rL tof/ ul/G5 / ljleGg txsf sd{rf/Lx?, >ldsx? / Joj:yfksx?nfO{ :j+

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cfkm} eg{ nufOG5 . k|ZgfjnLdf 5f]6f / j:t'ut k|Zgx? Dffq ;dfj]z ul/G5g . k|ZgfjnLdf ;fdfGotof sfdbf/x?sf] sfo{
zLif{s, sfo{ :yfg, e"ldsf, sd{rf/L ;+Vof, ;'kl/j]Ifssf] sfo{ cflb ljifox? ;dfj]z ul/Psf x'G5g .

2) Interview Method: sfo{ ljZn]if0fsf nflu cfjZosLo ;"rgfx? ;+sng ug]{ o; ljlw cGt/ut sfdbf/x?, sd{rf/Lx?
/ cGo ;/f]sf/jfnf kIfx? ;+u k|ToIf cfd'g] ;fd'g] pkl:yt eO{ ;"rgfx? ;+sng ul/G5 . ;j{k|yd ;"rgf lng vf]lhPsf
ljifox?nfO{ ;d]6]/ ljleGg k|Zgx? tof/ ul/G5 / pQm k|Zgx?sf] pQ/ ;jfnhjfkm, xfpefp / ;+s]tx? dfkm{t k|fKt ul/G5g .
cGt/jftf{ JolQmut / ;d"xut ?kdf ;DkGg ul/G5 .

3) Observation Method: sfo{ ljZn]if0f ug]{ JolQmn] sfo{:yndf g} uP/ sfdbf/x?n] u/]sf] sfo{ k|ToIf ?kn] cjnf]sg
jf lgl/If0f u/L tYof+sx? ;+sng ug]{ ljlwnfO{ cjnf]sg ljlw elgG5 . o; ljlw cGt/ut sd{rf/Ln] sfo{ z'? ug]{ ljlQs}
ljZn]ifsn] ljleGg ljifodf k|Zgx? ;f]Wg] / cjnf]sg ug]{ ub{5g . o;af6 sd{rf/Lx?sf] sfo{z}nL, sfo{ k|lqmof, sfo{ kl/0ffd,
nfut, u'0f:t/, ;dofjwL cflb jf/]df ;"rgfx? k|fKt ug{ ;lsG5 . cfhef]nL ljleGg Documentary, Film, CCTV, Photo
x?sf] cjnf]sg u/]/ klg ;"rgfx? ;+sng ug]{ ul/G5 .

4) Diary Method: ;"rgfx? ;+sng ug]{ o; ljlw cGt/ut sfo{/t sd{rf/Lx?nfO{ Pp6f 8fo/L pknAw u/fOPsf] x'G5 /
pgLx?n] b}lgs ?kdf ug]{ sfo{x?, kl/l:yltx?, cj:yfx? cflbsf] jf/]df l6kf]6 ub{5g . ;"rgf ;+sngstf{n] x/]s sd{rf/Ln]
tof/ kf/]sf 8fo/Lx?sf] cWoog u/]/ cfjZosLo ;"rgfx?sf] ;+sng ub{5g . t/ sd{rf/Lx?n] OdfGbf/eO{ 8fo/L n]v]sf] 5}g
eg] ;xL ;"rgf k|fKt ug{ ;lsb}g .

5) Technical Conference Method –-k|fljlws ;Dd]ng ljlw_M ljZn]ifs, lj1 tyf cg';Gwfgstf{x?sf] ;Dd]ng /fv]/
cfjZosLo ;"rgfx? ;+sng ug]{ ljlwnfO{ k|fljlws ;Dd]ng ljlw elgG5 . o; ljlwdf s'g} lglZrt sfo{ ;DjlGw ljz]iftfx?sf]
jf/]df k|fljlws 1fg ePsf ljz]if1x?sf] /fo ;+sng ul/G5 . of] ljlw k|efjsf/L 5 t/ klg sd{rf/Lx? ;+nUg gx'g] ePsfn]
k"0f{ ;Totfsf] eg] cefj 5 .

6) Check List Method: ;"rgfx? ;+sng ug]{ o; ljlw cGt/ut Yes and No cfpg] k|Zgx? tof/ u/]/ sd{rf/Lx?nfO{
7Ls lrGx nufpg elgG5 . r]slni6df sfo{ ;DjlGw k|Zgx? tof/ ul/G5g / Yes and No dWo] s'g} Ps 5gf}6 ug{ nufO{
cfjZos ;'rgfx? k|fKt ul/G5g .

3.6. Techniques of Job Analysis

sfo{ ljZn]if0f ;DjlGw dxTjk"0f{ ljlwx?nfO{ lgDgfg';f/ ljZn]if0f ul/Psf] 5 .

1. Job Focused Techniques: sfo{ s]lGb|t k|ljlw_M sfo{ ljZn]if0fsf] o; ljlwn] ;Dkfbg ug'{kg]{ sfo{sf ljljw kIfx?
h:t} sfdsf] k|s[lt, st{Jo, clwsf/, lhDd]jf/L, k|of]u x'g] oGq pks/0fx?, ljlw Pj+ tl/sf, sfo{ jftfj/0f cflbsf jf/]df
ljZn]if0f ub{5 . sfdnfO{ k|efjsf/L / ldtJooL t'Nofpgsf nflu sfo{ s]lGb|t ljlwåf/f sfo{ ljZn]if0f ul/G5 . o; cGt/ut
lgDg k|ljlwx? /x]sf 5g .

a) Workers' Function Analysis: -sfdbf/x?sf] sfo{ ljZn]if0f_M o; cGt/ut sd{rf/Lx?n] b}lgs?kdf ;Dkfbg
ug'{kg]{ sfo{sf] cWoog ljZn]if0f ul/G5 . vf;u/]/ sfdbf/x?sf lqmofsnfkx?, k|of]u ug]{ oGq pks/0fx?, cGo ;fwg>f]tx?
cflbsf] ljZn]if0f ul/G5 .

b) Workers Field Analysis: -sfdbf/x?sf] If]q ljZn]if0f_M o; cGt/ut sd{rf/Lx?n] sfd ug]{ vf; If]qsf] ljZn]if0f
ul/G5 . h:t}M hf]8g] If]q, 6fF:g] If]q, 5fKg] If]q, k]lG6ª If]q, dd{t ;Def/ If]q, h8fg If]q cflbsf] ljZn]if0f kb{5 .

c) Workers Production Analysis: -sfdbf/x?sf] pTkfbg ljZn]if0f_M o; cGt/ut sfdbf/x?n] pTkfbg ug]{ j:t'sf]
ljZn]if0f ul/G5 . sfdbf/x?n] k|of]u ug]{ sRrf kbfy{, cw{ tof/L a:t', tof/L a:t' tyf ;]jf pTkfbg cflb ;DjlGw ljZn]if0f
kb{5 .

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e) Workers Trait Analysis: -sfdbf/x?sf u'0fx?sf] ljZn]if0f_M o; cGt/ut sfdbfx?sf c;n u'0fx? h:t}M
OdfGbf/Ltf, g}ltstf, cg'zf;g, ljgd|tf, nugzLntf, ;xgzLntf, cle?rL, lgoldttf cflbsf] ljZn]if0f ul/G5 .

f) Hay Plan: ;+u7gsf Joj:yfksx?sf] sfo{s'zntf clej[l4 ug{] p2]Zon] sfo{ ljZn]if0fdf x] of]hgf ljlwsf] k|of]u ul/G5
. o; ljlwdf cGt/jftf{ dfkm{t sd{rf/L lgoGq0f, ;'kl/j]If0f, g]t[Tj, sfo{sf] p2]Zo, hjfkmb]lxtf, Joj:yfksLo u'0f, of]Uotf,
kbsf] k|s[lt / sfo{ If]q, clwg:t sd{rf/Lx? ;+usf] ;DjGw, cflb ;DjlGw ;"rgfx? ;+sng ul/G5 .

2) Person Focused Techniques: -JolQm s]lGb|t ljlwx?_M sfo{ ;Dkfbgsf] lhDd]jf/L lnPsf sfdbf/x?sf ljljw
kIfx?sf] ljZn]if0f ug]{ ljlwnfO{ JolQm s]lGb|t ljlw elgG5 . o; cGt/ut sfdbf/x?sf] Ifdtf, ;Lk cg'ej , cg'zf;g
pkl:ylt , k|efjsf/Ltf, cflbsf] cWoog ljZn]if0f ul/G5 . JolQm s]lGb|t ljlw dfgjLo ;DjGw ;+u ;DjlGwt 5 . o; cGt/ut
lgDg ljlwx? kb{5g .

a) The critical Incident Technique: -ulDe/ 36gf ljlw_M sfo{ ljZn]if0fsf] o; ljlw cGt/ut ljut s]xL ;dob]lv
sfo{ ;Dkfbgsf qmddf ePsf ljz]if ;sf/fTds tyf gsf/fTds 36gfx?sf] ljZn]if0f ul/G5 . vf;u/]/ ;sf/fTds 36gf 36bf
sd{rf/Lsf] Jojxf/, cfr/0f, z}nL / e"ldsf s:tf] lyof] / gsf/fTds 36gf b]vf kbf{ s:tf] Jojxf/ /xof] eGg] jf/]df o; ljlwn]
ljZn]if0f ub{5 .

b) Physical Abilities Analysis -zf/Ll/s Ifdtf ljZn]if0f_M k|efjsf/L sfo{ ;Dkfbg ug{ sd{rf/Lx?sf] zf/Ll/s
of]Uotf, zlQm tyf Ifdtfsf] klg cfjZostf kb{5 . t;y{ sfo{ ljZn]if0fsf] qmddf sd{rf/L slQsf] dhj't, x:6k'i6, t'?Gt
gyfSg] , :j:ytf, zf/Ll/s zlQm cflb jf/]df ljZn]if0f ug]{ ljlwnfO{ zf/Ll/s Ifdtf ljZn]if0f elgG5 .

c) Position Analysis Questionnaire –-kb ljZn]if0f k|ZgfjnL_M o; ljlw cGt/ut sd{rf/Lx?sf] dfgjLo / k|fljlws
kIfx?nfO{ Wofg lbP/ sfo{ ljZn]if0f ul/G5 . of] ljlwsf] ljsf; Purdue University sf k|fWofks McCormick n] u/]sf
lyP . pgn] o; ljlwdf ljleGg !($ j6f tTjx?sf] ;"rgf ;+sng ug{ ;lsg] u/L k|ZgfjnL tof/ kf/] lyP .

3.7. Job Description, Job Specificaton and Job Evaluation

a) Job Description: -sfo{ljj/0f_M s'g} vf; kbdf /x]/ s'g} sd{rf/Ln] ;Dkfbg ug'{kg]{ sfo{x?sf] lj:t[t ;"rLnfO{ sfo{
lj/0f elgG5 . of] sd{rf/Lsf] kbsf] dfglrq xf] o;n] kbsf] :j?k s:tf] x'G5 eGg] s'/fnfO{ :ki6 b]vfpF5 . o;n] ;DjlGwt
kbsf sfdx?, st{Jo, lhDd]jf/L, clwsf/ / hjfkmb]lxtf :ki6 ub{5 . s'g} kbdf /xL sfo{ ;Dkfbg ubf{ sd{rf/Ln] s] ug]{, s'g
:yfgaf6 ug]{, sfo{sf] u'0f s] x'g], sfo{sf] ;+s]t, ljefu jf zfvf s'g x'g], sfo{ jftfj/0f / zt{x? s] x'g] cflb ljifox?sf]
lj:t[t ljj/0fnfO{ sfo{ljj/0f elgG5 . o; cGt/ut lgDg ljj/0fx?sf] ;"rL tof/ ul/G5 .

Job Title Occupational code No

Position Job No.
Department Date
Rank
Location
Responsible to
Job content
Authority and Responsibility
Job characteristics

Signature of Job holders Signature of Supervisor

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 Signature of Departmental Head

b) Job Specification: -sfo{ljlzi6 ljj/0f_M s'g} sfo{ ;Dkfbg ug{sf] nflu sd{rf/Ldf x'g'kg]{ Go"gtd ;Lk / ljz]iftfx?
pNn]v ul/Psf] ljj/0fnfO{ sfo{ljlzi6 ljj/0f elgG5 . o; ljj/0fn] sd{rf/Lsf] of]Uotf / u'0fx?jf/] hfgsf/L k|bfg ub{5 . o;
ljj/0fn] Go"gtd :jLsf/of]Uo of]Uotfx? qmdj4 ub{5 . sfo{ ljZn]if0faf6 k|fKt ul/Psf ;"rgfx?sf] cfwf/df sfo{ljlzi6
ljj/0fn] 1fg, ;Lk, z}lIfs of]Uotf, cg'ej, k|df0f tyf Ifdtf klxrffg ub{5 . oxL klxrfgsf] cfwf/df dfgj;+;fwg egf{ tyf
5gf}6 k|lqmof ;DkGg ul/G5 .
According to E.B.Flippo " A job specification is a statement of the minimum acceptable human
qualities necessary to perform a job properly. Ssfo{ ljlzi6tfn] sfo{ ug{ cfjZos kg]{ Go"gtd dfgjLo
of]Uotfx?sf] ljj/0f b]vfpF5 .
lgisif{df x/]s kbdf /x]/ sfo{ ;Dkfbg ug{sf nflu cfjZos kg]{ cfGtl/s tyf jfXos u'0fx?sf] ;"rLnfO{ sfo{ljlzi6 ljj/0f
elgG5 . sfo{ljlzi6 ljj/0fdf lgDg Joxf]/fx? pNn]v ul/Psf x'G5g .

Job Title Occupational code No

Position Job No.
Department Date
Rank
Location
Responsible to
Job content
Authority and Responsibility
Job characteristics
Job Specification
Education
Training
Experience
Ability
Skills
Special qualification
Physical fitness
Capabilities
Fluency in speaking
Writing and Reading
Mathematical Knowledge
Maturity

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c) Job Evaluation -sfo{ d"Nof+sg_M ;+u7gsf] nIo k|flKtdf s'g} vf; kbsf] s] slt e"ldsf /x]sf] 5 / o;n] slt of]ubfg
k|bfg ub{5 eGg] jf/]df n]vfhf]vf ug'{nfO{ sfo{ d"Nof+sg elgG5 . cyf{t x/]s sfo{sf] plrt d"No lgwf{/0f ug]{ sfo{nfO{ sfo{
d"Nof+sg elgG5 . o;n] s'g} vf; kb jf sfo{sf] d"No lgwf{/0f ub{5 . pQm d"Nosf] cfwf/df sfd{rf/Lx?sf] sfo{s]f b/, tnj
9fFrf, tnj eQf lgwf{/0f ul/G5 . t;y{ sfo{ d"Nofs+g k|efjsf/L x'g' kb{5 . s'g} kbdf cfjZos eGbf sd kfl/>lds lgwf{/0f
x'g uPdf ;Ifd JolQm cfslif{t x'b}gg . Go'g ;Lk o'St JolQmx? k|j]z ub{5g / p;sf] sfo{ ;Dkfbg klg sd;n x'G5 . o;sf]
ljkl/t s'g} vf; kbdf cfjZostf eGbf j9L kfl/>lds lgwf{/0f x'g uPdf ;Ifd JolQm egf{ x'G5g t/ kfl/>lds nfutdf j[l4
x'G5 . t;y{ s'g} vf; kbsf] dxTj, uxgtf, u'0f, >d ahf/sf] dfu / cfk'lt{sf] cWoog u/]/ tnj lgwf{/0f ug'{kb{5 .

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 Chapter- 4

Recruitment, Selection and Socialization

4.1. Meaning of Recruitment: ;+u7gsf] sfo{ ljlj/0f / sfo{ ljlzi6 ljj/0f cg';f/sf dfgj ;+;fwgx? cfk'lt{ ug{
;DkGg ul/g] klxnf] r/0fsf] sfo{nfO{ egf{ elgG5 . cyf{t ;+u7gdf s'g} lglZrt kbsf] nflu cfjZos kg]{ ;Defljt
pDd]bjf/x?sf] vf]lh ug]{ / pgLx?nfO{ lgj]bg lbg nufpg] sfo{nfO{ egf{ elgG5 . o; cGt/ut s'g} lglZrt :yfgsf] nflu
Go"gtd :jLsfo{ of]Uotf k'u]sf JolQmx?nfO{ ;+u7gdf k|j]z u/fpg >f]t kQf nufpg], vf]hL ug]{ / lgj]bg lbg k|f]T;flxt ug]{
sfo{x? kb{5g .

dfgj ;+;fwg egf{ Ps klqmof xf] . o; cGt/ut dfgj ;+;fwgx?sf] cfjZostf klxrfg ug]{, >f]tx?sf] vf]lh ug],{ cfjZos
hfgsf/Lx? ;+rf/ ug]{ / cfj]bsx?sf] lgj]bg k|fKt ug]{ cflb r/0fx? kb{5g . ;+u7gn] pQm r/0fx? k'/f ub}{ lj1fkgsf] k|lqmof
z'? ub{5 . t;y{ egf{ eg]sf] l/St :yfgsf nflu lj1fkg ug]{ sfo{ xf] .

According to Mondy and Noe "Recruitment is the process of encouraging qualified people to
make application for employment with a firm. " of]Uo JolQmx?nfO{ ;+:yfdf /f]huf/Lsf] nflu cfj]bg ug{
k|f]T;flxt ug]{ k|lqmofnfO{ egf{ elgG5 .

lgisif{df ;+u7gdf rflxg] sd{rf/Lx?sf] kbk'lt{ ug{ of]Uo JolQmx?nfO{ b/vf:t lbg k|f]T;flxt ug]{ k|lqmofnfO{ egf{ elgG5 . egf{
cfGtl/s / jfXo u/L b'O{j6f >f]tx?af6 k'/f ul/G5 .

4.2. Source and Methods of Recruitment

;+u7gsf nflu cfjZos kg]{ s'zn Pj+ of]Uo JolQmx? k|ofKt dfqfdf pknAw ug{ ;lsg] ;fwg tyf tl/sfx?nfO{ egf{sf
>f]tx? Pj+ ljlwx? elgG5 . pQm ljlwx? lgDgfg';f/ ljZn]if0f ul/Psf 5g .

Source and Methods of Recruitment

Internal External

Promotion Advertisement
Transfer Eductional Institution
Job Rotation Employment Agencies
Acting
Employee Referrals Labour Union
HR inventory Internship
Rehiring Walk in
Employees Recommendation
Part-time Employees

1. Internal Source/Methods: ;+ug7df sfo{/t sd{rf/Lx? dWo]af6 egf{ ug]{ Joj:yf ldnfpg'nfO{ cfGtl/s >f]t tyf
ljlw elgG5 . o; cGt/ut ;+u7gdf s'g} :yfg l/St x'g uPdf jxfnjfnf sd{rf/Lx?nfO{ ljleGg k|lqmofx? k'/f u/]/ egf{
ul/G5 . cfGtl/s ?kdf egf{ ug]{ ljleGg ljlwx? lgDgfg';f/ 5g .

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a) Promotion: xfn sfo{/t kbeGbf Ps tx dflyNnf] kbdf sfo{ ug{ nufpg'nfO{ kbf]Gglt elgG5 . of]Uotf, Ifdtf, jl/i7tf
/ ;Lksf] cfwf/df sd{rf/Lx?sf] kbf]Gglt ul/G5 . kbf]Gglt x'Fbf sd{rf/Lx?sf] tnj, eQf, lhDd]jf/L, sfd, st{Jo cflbdf ;d]t
j[l4 x'G5 .

b) Transfer: s'g} Pp6f sfof{nodf sfo{/t sd{rf/LnfO{ ;dfg txsf] csf]{ zfvf, ljefu jf OsfO{df :yfgfGt/0f ug'{nfO{
;?jf elgG5 . s'g} ljefu jf zfvfx?df clws sd{rf/Lx? 5g eg] ;?jfsf] k|lqmofåf/f egf{ sfo{ k'/f ul/G5 . ;?jf ul/Psf]
sd{rf/Lsf] sfd, st{Jo / lhDd]jf/L x]/km]/ x'g ;Sb5 t/ kfl/>ldsdf kl/j{tg x'b}g .

c) Job Rotation: s'g} ;+u7gsf] lglZrt kb jf sfo{df sfo{/t sd{rf/LnfO{ ^ dlxgf jf ! aif{kl5 ;f]xL ;+u7gsf] csf]{
sfo{df ;fg]{ k|lqmofnfO{ sfo{ kl/qmdf elgG5 . ljleGg lsl;dsf] 1fg, cg'ej / ;Lk ePsf sd{rf/Lx?sf] clwstd ;b'kof]u
ug{ sfo{ kl/qmdf ljlw k|of]u ul/G5 . o;af6 sd{rf/Lx?NffO{ gof 1fg xfl;n ug]{ cj;/ klg k|fKt x'G5 .

c) Acting -sfodd'sfod_M d'Votof Joj:yfksLo kb c:yfoL ?kn] l/St /xg uPdf Ps tx d'lg sfo{/t h]i7 sd{rf/LnfO{
s]xL ;dosf] nflu pRr txsf] lhDd]jf/L x:tfGt/0f ug'{nfO{ sfod d'sfod elgG5 . o;/L sfodd'sfod lbFbf sfd, st{Jo,
clwsf/, pQ/bf/loTj / ;]jf;'ljwfx?df ;d]t kl/jt{g x'G5 .

d) Referrls =-l;kmfl/;_M olb ;+u7sf] s'g} kb l/St x'g uPsf] 5 eg] Joj:yfks jf ;'k/efOh/sf] cfb]z / lgb]{zgdf
sd{rf/Lx? dWo]af6 cfjZostf cg';f/sf JolQmx?sf] l;kmfl/; u/L cfGtl/s ?kdf egf{sf] Joj:yf ldnfO{G5 .

e) HR Inventory: ;+u7gdf sfo{/t sd{rf/Lx?sf] ;Dk"0f{ ljj/0fx? ;"rLs[t ul/Psf] b:tfj]hnfO{ dfgj ;+;fwg df}Hbft
elgG5 . o;af6 ;+u7gdf s] s:tf] ;Lk, of]Uotf, Ifdtf / bIftf ePsf sd{rf/Lx? pknAw 5g eGg] jf/]df hfgsf/L k|fKt x'G5
. pQm hfgsf/Lx?sf] cfwf/df s'g} kb l/St /xg uPdf ;lhn} egf{sf] k|lqmof ldnfpg ;lsG5 .

f) Rehiring -k'glg{o'lQm_M ;+u7gaf6 cjsf; k|fKt u/]/ jf yk cj;/ k|fKt u/]/ jf cGo sf/0fn] 5f]8]/ uPsf sd{rf/Lx?nfO{
;+u7gsf] jf/]df oyfy{ hfgsf/L x'G5 . t;y{ To:tf sd{rf/Lx?sf] of]Uotf, Ifdtf, bIftf / sfo{ z}nLnfO{ Wofgdf /fvL
cfjZostf cg';f/ k'gglg{o'lQm ug{ ;lsG5 .

2) External Sources/Methods: ;+u7g eGbf jflx/ ;Defljt pDd]bjf/sf] ?kdf /x]sf JolQmx?af6 lgj]bg dfu u/]/
egf{ Joj:yfk ldnfpg'nfO{ egf{sf jfXo >f]tx? elgG5 . ;+u7g jflx/af6 gof / cfw'lgs 1fg ePsf sd{rf/Lx? egf{ ug]{ >f]t
g} jfXo >f]t jf ljlw xf] . o; cGt/ut lgDg ljlwx? kb{5g .

a) Advertisement: sd{rf/L egf{sf] of] ;j}eGbf nf]slk|o, k|rlnt, ;/n / ;j{dfGo jfxo tl/sf xf] . o; ljlw dfkm{t
sd{rf/Lx?sf] egf{ ubf{ l/St kbdf sd{rf/L cfjZos ePsf] hfgsf/L ;lxt of]Uotf, ;Lk, cg'ej / cltl/St of]Uotf ePsf
JolQmnfO{ pQm kbdf lglZrt ;do leq cfj]bg lbgsf lglDt ljleGg kqklqsf, 6]lnlehg, j]e;fO{8, OG6/g]6 / ;"rgf dfkm{t
hfgsf/L u/fOG5 . Ps} k6s w]/} dflg;x?nfO{ hfgsf/L k'/ofpg ;lsg] ePsf]n] j9L k|efjsf/L dflgG5 .

b) Educational Institutions: ;+u7gsf nflu cfjZos ;Lko'Qm hgzlQm pTkfbg ug]{ ljleGg ljBfno, sn]h,
ljZjljBfno tyf k|fljlws z}lIfs k|lti7fgx?n] pTs[i6 ljBfyL{x?nfO{ l;w} ;Dks{ u/]/ egf{sf] Joj:yf ldnfpg ;Sb5g .
;fdfGtof k|fljlws tyf k]zfut of]Uotf ePsf h:t} OlGhlgo/, 8fS6/, Joj:yfks, cg';Gwfgstf{, kmfd]{;L cflb pDd]bjf/x?sf]
lglDt of] ljlw k|of]u ul/G5 .

c) Employment Agencies: j]/fhuf/ o'jfx?nfO{ /f]huf/L k|bfg ug]{ p2]Zon] ;/sf/L, u}/;/sf/L tyf lglw If]qaf6
/f]huf/ Ph]G;Lx? ;+rfngdf /x]sf x'G5g . pQm Ph]G;Lx?n] ;+u7gx?nfO{ egf{ tyf 5gf}6 ;DjlGw k/fdz{ lbg'sf ;fy} lj1fkg
ul/lbg] / lnlvt tyf ct/jftf{ ;d]t lng] sfo{ ub{5g . cfhsfn g]kfndf of] ljlwsf] k|rg j9b} uPsf] 5 . ;/sf/L
P]h]G;Lx?df /f]huf/ k|j4{g s]Gb| Ps k|d'v Ph]G;L xf] .

d) Labour Union: sd{rf/Lx?sf xs lxt, ljsf; / :yfoLTjsf lglDt pgLx?sf] ;d"xaf6 :yfkgf ul/Psf] ;+:yfnfO{ >d
o"lgog elgG5 . >d o"lgogn] cfkmgf ;b:ox?Ssf] sfo{ :yfg, kb, ;Lk, cg'ej, bIftf, of]Uotf cflbsf jf/]df ;Dk"0f{

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ljj/0fx? clen]vLs/0f u/]sf x'G5g . ;+u7gsf] s'g} kbsf nflu hgzlQmx?sf] cfjZostf ePdf o"lgogn] l;kmfl/; u/]/
egf{sf] Joj:yf ldnfOG5 .

e) Internship ev{/} sn]h :t/sf] lzIff k'/f u/]sf ljBfyL{x?nfO{ sfo{ ;DjlGw k|fljlws 1fg l;sfpg] p2]Zon] ;+rflnt
sfo{qmdnfO{ Internship elgG5 . jfXo egf{ k|lqmof cGt/ut cfhef]nL lghL If]qsf ;+u7gx?n] of] k|lqmofåf/f ;Defljt
pDd]bjf/x?nfO{ of]Uo / bIf agfO{ egf{sf] k|lqmof ldnfp5g .

f) Walk In -:j:km't{ pDd]bjf/L_M Go"gtd of]Uotf k'u]sf pDd]bjf/x? /f]huf/sf] vf]hL ub}{ ljleGg ;+u7gx?df ;Dks{ ub}{
pDd]bjf/ jGb5g eg] To;nfO{ :j:km'{t pDd]bjf/L elgG5 . pgLx? h'g;'s} j]nf cGt/jftf{sf] nflu tof/ x'G5g . ;dfGotof
;+u7gx?n] cbIf Pj+ cw{bIf sfdbf/x?sf] egf{sf nflu of] ljlw k|of]u ul/G5 .

g) Employee Recommendation: o; ljlw cGt/ut ;+u7gdf s'g} kb l/St x'g cfPdf sfo{/t sd{rf/Lx?n] ;+u7gb]lv
jflx/ cfkmgf ;fyLefO{, cfkmGt, lrghfgsf of]Uo / bIf JolQmx?nfO{ egf{sf] nflu l;kmfl/; ul/G5 . jxfnjfnf sd{rf/Lx?sf]
lr/kl/rt JolQm x'g] ePsf]n] gof egf{sf] nflu of] j9L e/kbf]{ x'G5 .

h) Part time Employees: ;+u7gn] /f]huf/ ;+:yfx? ;+u k/fdz{ u/]/ cf+lzs, b}lgs Hofnfbf/L / s/f/df cfjZos
hgzlQmx?sf] egf{ ug{ ;Sb5 . slxn]sfxL ;+u7gdf cjsf; k|fKt sd{rf/Lx?nfO{ pgLx?sf] of]ubfgsf] sb/ ub}{ cf+lzs
sd{rf/Lsf] ?kdf ;d]t egf{ ug{ ;lsG5 .

4.3. Concept of Selection: dfgj ;+;fwg Joj:yfkgsf] csf]{ dxTjk"0f{ sfo{ 5gf}6 xf] . ;+u7gdf l/St kbsf nflu egf{
k|lqmofåf/f lgj]bg lbPsf pDd]bjf/x? dWo]af6 pTs[i6 JolQmsf] rog ug]{ sfo{nfO{ 5gf}6 elgG5 . cyf{t ;+u7gdf k|fKt ePsf
lgj]bgx?sf] ljZn]if0f u/]/ ;xL JolQm 5fGg] sfo{nfO{ 5gf}6 elgG5 . 5gf}6 sfo{n] cof]Uo JolQmx?x? x6fO{ of]Uo / pko'St
JolQm lgo'St ub{5 .

dfgj ;+;fwgsf] cfk'lt{ sfo{df egf{ kl5sf] dxTjk"0f{ sfo{ 5gf}6 xf] . 5gf}6 sfo{n] ;xL sfo{sf] nflu pko'St ;dodf of]Uo
JolQmsf] rog ub{5 . sd{rf/Lsf] 5gf}6 ubf{ sfo{ ljj/0f / sfo{ ljlzi6 ljj/0fnfO{ d'Vo cfwf/ agfOG5 . 5gf}6 k|lqmof pk'St
eP dfq pko'St sd{rf/Lsf] cfk'lt{ x'g;Sb5 . To;}n] 5gf}6sf nflu ljleGg lsl;dsf ljlwx? cjnDjg ul/G5g .

According to Windel French " Selection is the process of choosing among the people who apply
for work with an organization." ;+u7gdf sfd ug{sf nflu cfj]bg lbPsf JolQmx? dWo]af6 pko'St JolQm rog ug]{
k|lqmofnfO{ 5gf}6 elgG5 .

lgisif{df, vf; kbsf nflu pTs[i6 JolQmx? rog ug]{ k|lqmofnfO{ 5gf}6 elgG5 . of] jf:tjdf s'g JolQm /fVg] elg lg0f{o ug]{
r/0fsf] Ps >]0fL xf] .

4.4. Difference between Recruitmetn and Selection

Bases of difference Recruitment Selection

1. Meaning l/St kbsf nflu lgj]bg dfu ug]{ k|fKt ePsf lgj]bgx?dWo]af6 pTs[i6 cfj]bssf]
k|lqmofnfO{ egf{ elgG5 . rog ug]{ sfo{nfO{ 5gf}6 elgG5 .
2. Objectives egf{sf] k|d'v p2]Zo clwstd 5gf}6sf] d'Vo p2]Zo clwstd pDd]bjf/x?af6
pDd]bjf/x?nfO{ cfslif{t ug'{ xf] . cfjZos / of]Uo pDd]bjf/sf] rog ug'{ xf] .
3. Source egf{sf] nflu cfGtl/s / jfXo >f]t u/L 5gf}6sf] d'Vo >f]t egf{ xf] .
b'O{j6f x'G5g
4. Order egf{ 5gf}6 eGbf klxn] ;DkGg ul/G5 egf{ ;DkGg eO{;s] kl5 5gf}6 sfo{ ul/G5 .
5. Process egf{sf] nflu cf}krfl/s r/0fx? x'b}gg 5gf}6 sfo{sf ljleGg cf}krfl/s r/0fx? k'/f ug'{
kb{5 .
6. Contract egf{ k|lqmofdf s'g} lsl;dsf] s/f/ x'b}g 5gf}6 sfo{df /f]huf/bftf / sd{rf/Lx?sf jLrdf
;Demf}tf jf s/f/ x'G5 .
7. Nature egf{ ;sf/fTds k|s[ltsf] x'G5 5gf}6 gsf/fTds k|s[ltsf] x'G5 . lsgsL o;

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 k|lqmofdf w]/} pDd]bjf/x? cl:js[t x'G5g .
8 Evaluation egf{ k|lqmof cGt/ut cfj]bsx?sf] s'g} 5gf}6 k|lqmof cGt/ut ljleGg r/0fx?df
k/LIff / d"Nof+sg x'b}g cfj]bsx?sf] k/LIff Pj+ d"Nof+sg ul/G5 .
9 Decision egf{n] l/St kb, tx, ;+Vof, sfd, st{Jo, 5gf}6 k|lqmofn] cof]Uo JolQmx?nfO{ cl:js[t u/L
egf{ ldlt, Go"gtd of]Uotf cflb jf/]df pTs[i6 cfj]bsnfO{ rog ug]{ lg0f{o ub{5 .
lg0f{o ub{5
10 Direct Meeting egf{ k|lqmof cGt/ut /f]huf/bftf / 5gf}6 k|lqmof cGt/ut /f]huf/bftf / pDd]bjf/x?sf
pDd]bjf/sf] k|ToIf e]63f6 x'b}g . jLr k|ToIf / cf}krfl/s e]63f6 x'G5 .

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4.5. Selection Process

l/St :yfgsf] nflu cfjZos pTs[i6 dfgj ;+;fwgx?sf] rog ug{sf] nflu k|of]u ul/g] r/0fx?nfO{ 5gf}6 k|lqmof elgG5 .
5gf}6 k|lqmofn] o;sf] k|efjsf/LtfnfO{ dfkg ub{5 . t;y{ 5gf}6 sfo{ cGt/ut lgDg r/0fx? ;DkGg ug'{kb{5 .

1. Evaluation of Application: egf{ k|lqmofåf/f k|fKt ePsf lgj]bgx?sf] ;fdfGo?kdf h:t} cfj]bssf] JolQmut ljj/0f,
of]Uotf, sfo{ cg'ej, kfl/>lds, ?rL cflbsf] hfFr ug]{ sfo{nfO{ cfj]bgx?sf] d"Nof+sg elgG5 . o; d"Nof+sgaf6 Go"gtd
of]Uotf gePsf ljlw k'j{s kmf/fd ge/]sf JolQmx?sf] cfj]bg cl:js[t ul/G5 . o; r/0fdf vf; u/]/ k|fKt cfj]bgx?nfO{ sfo{
ljj/0f / sfo{ ljlzi6 ljj/0f ;+u ldnfg ul/G5 .

2. Preliminary Interview: k|yd r/0fdf :jLs[t ePsf cfj]bsx?nfO{ k|f/lDes cGt/jftf{sf] nflu jf]nfOG5 . vf; u/]/
cfj]bsx?af6 w]/} lgj]bgx? k|fKt ePdf pDd]bjf/x?sf] ;+Vof s dug{ k|f/lDes cGt/jftf{ ul/G5 . o; r/0fdf s]jn
pDd]bjf/x?sf] zf]r, b[li6sf]0f, of]Uotf, k'/fgf] sfo{ ul//x]s]f :yfg, k'/:sf/, b08 ;hfo cflbsf jf/]df ;"rgfx? k|fKt u/]/
;+Vofdf s6f}tL ul/G5 .

3. Selection Test: k|f/lDes cGt/jftf{af6 ;kmn ePsf pDd]bjf/x?nfO{ sfo{ ljj/0f / sfo{ ljlzi6 lj/0fsf dfu cg';f/
ljleGg lsl;dsf 5gf}6 hfFrx?df ;dfj]z u/fOG5 . o; cGt/ut Intelligence Test, Subject Test, Personality
Test, Aptitude Test, skill test, achievement test h:tf ljlwx? k|of]u ul/G5g . g]kfndf o; lsl;dsf] hfFr k"j{
;"rgf k|sflzt ul/ lnlvt ?kdf lnOG5 . k|fljlws sfo{sf] nflu k|of]ufTds k/LIff ;d]t lnOG5 .

4) Selection Interview: 5gf}6 k/LIffaf6 plQ0f{ ePsf pDd]bjf/x?nfO{ Joj:yfks;+u jf tf]lsPsf] ;d"x ;+u cfdg]
;fd'g] pkl:yt eP/ jftf{nfkåf/f j'l4dtf hfFr ug]{ sfo{nfO{ 5gf}6 cGt/jftf{ elgG5 . o; 5gf}6 ljlwaf6 pDd]bjf/sf]
cfTdljZjf;, rft'o{tf, w}o{tf, ;xgzLntf, lg0f{o ug]{ Ifdtf, tTk/tf, c?nfO{ a'emg ;Sg] Ifdtf, kl/l:yltsf] ;fdgf ug{ ;Sg]
;Lk, pTk|]/0ff cflb jf/] yfxf kfpg ;lsG5 . cGt/jftf{ ;+/lrt (Structured) , cw{;+/lrt (semi structured) /
c;+/lrt (Unstructured) u/L tLg k|sf/sf x'G5g .

5) Reference Check/Background Investigation: -;Gbe{ hfFr÷k[i7e'ldsf] hfFr_M 5gf}6 k|lqmofsf] o; r/0fdf

pDd]bjf/sf] rl/q, g}ltstf, kfl/jfl/s k[i7e"ld, /fhgLlt / >d ;+u7gdf cfj4tf, ;dfhdf k'/ofPsf] of]ubfg, k'/f]gf ;+u7g
Tofu ug'{s]f sf/0f, s'g} lsl;dsf] cleof]u nfu]sf] cflbjf/]df hfFr ul/G5 . o; r/0fdf pDd]bjf/n] cfj]bg kmf/fd e/]sf
ljj/0f / cGt/jftf{sf qmddf lbPsf ljj/0fx? ;To eP÷gePsf] hfFr ul/G5 .

6) Physical/Medical Test: 5gf}6 k|lqmofsf] of] clGtd r/0f xf] . o; r/0fdf 5gf}6 ePsf pDd]bjf/x?sf] zf/Ll/s
:j:ytf, :km'lt{, lg/f]lutf ckfªutf, ef}lts zlQm cflb jf/]df hFfr ul/G5 . vf; u/]/ o; k|lqmof;Dd cfOk'Utf pDd]bjf/sf]
dfgl;s / zfl/l/s of]Uotfsf] kl/If0f ul/G5 .

7) Placement: dfly pNn]lvt r/0fx?af6 plQ0f{ ePsf ;kmn pDd]bjf/x?nfO{ 5gf}6 ;ldltåf/f sfo{:yn, sfo{kb /
sfo{ef/ lgwf{/0f ug]{ sfo{nfO{ kb:yfkg elgG5 . o; r/0fdf 5gf}6 ePsf sd{rf/Lx?nfO{ j}wflgs dfGotf k|bfg ug{ lgo'lQm
x:tfGt/0f ul/G5 . lgo'St ePsf sd{rf/Lx? dWo] dlxnfsf] xsdf ^ dlxgf / k'?ifsf] xsdf Ps aif{ kl/If0fsfn /xg] Joj:yf
5.

4.6. Selection Test:

;+u7gsf] cfjZosLo kbsf] nflu pDd]bjf/x?sf] of]Uotf, jf}l4stf / Ifdtf hfFr ug'{nfO{ 5gf}6 hfFr elgG5 . 5gf}6 hfFrnfO{
lnlvt hfFr klg elgG5 . o; cGt/ut ;j{k|yd l/St /x]s]f kbsf nfl/ af}l4stf hfFr ug{ Syllabus tof/ ul/G5 . k"j{;"rgf
k|sflzt ul/ lglZrt ;do / ldlt lgwf{/0f u/]/ pQm Syllabus sf] cfwf/df lnlvt hfFr z'? ul/G5 . pDd]bjf/x?n] lbPsf]
lnlvt k/LIffsf pQ/k'l:tsfx? ;DjlGwt lj1x?nfO{ hfFr ug{ nufO{ plQ0f{ pDd]bjf/x?sf] gfdfjnL k|sflzt ul/G5 . 5gf}6
hfFr cGt/ut lgDg hfFrx? Ul/G5g .

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1) Aptitude Test -Ifdtf÷of]Uotf hfFr_M s'g} kbsf nflu pDd]bjf/ leq /x]sf] ljlzi6 of]Uotf, zlQmx? Tyf sfo{ Ifdtfsf]
d'Nof+sg ug'{nfO{ of]Uotf hfFr elgG5 . o;n] pDd]bjf/df ljBdfg 1fg, cg'ej, ;Lk, Ifdtf / k|ltefsf] hfFr ul/G5 . o;
cGt/ut lgDg k/LIf0fx? ul/G5g .

i) Intelligence Test: o; cGt/ut pDd]bjf/sf] a'emg ;Sg] Ifdtf, tfls{s Ifdtf, JofVof ug{ ;Sg] Ifdtf, ;fdfGo1fg,
ul0ft, ;Demg] zlQm cflb jf/] kl/If0f ul/G5 .

iI) Mechanical Test: o; cGt/ut pDd]bjf/df /x]sf] k|fljlws 1fg h:t} oGq, pks/0f, d]l;g, sDKo"6/, cf}hf/ k|of]u ug{
;Sg] Ifdtf cflbsf] kl/If0f ul/G5 .

iii) Psychomotor Test: -dgf]ult hfFr_M o; cGt/ut pDd]bjf/sf] x:tsf}zn , sfd ug]{ ult, cfFvf / xftjLrsf] ;dGjo
cflb Ifdtfsf] kl/If0f ul/G5 .

iv) Clerical Test =-sfof{no Ifdtf hfFr_M o; cGt/ut pDd]bjf/sf] lr7L kq 8«fkm6 ug]{, kmfO{n ug]{, cflb ;DjlGw ;Lksf]
kl/If0f ul/G5 .

2) Achievement Test: pDd]bjf/x?n] ljutdf k|fKt u/]sf pknlAwx?, of]ubfgx? / dxTjk"0f{ lg0f{ox?sf jf/]df cfj]bg
kmf/fd ebf{ pNn]v u/]sf x'G5g . t;y{ 5gf}6 hfFrsf] qmddf s'g} tflnd jf k|lzIf0f sfo{qmdsf] cfof]hgf u/]/ ljutsf]
pknlAwx?sf] jf:tljstf hfFr ug]{ sfo{nfO{ pknlAw hfFr elgG5 . o; cGt/ut lgDg k/LIf0fx? ul/G5g .

a) Job Knowledge test: o; cGt/ut pDd]bjf/n] h'g kbsf nflu cfj]bg lbPsf] xf] Tof] kbdf /xL sfo{ ;Dkfbg ug{
p;df x'g'kg]{ Go"gtd 1fgsf] hfFr ul/G5 .

b) Work Sample Test: o; cGt/ut pDd]bjf/nfO{ gd'gf :j?k jf:tljs sfo{sf] Ps c+z ug{ nufP/ sfo{ gd'gfsf] hfFr
ul/G5 .

3) Situational Test: pDd]bjf/nfO{ jf:tljs cj:yf h:t} ;d:of cjut u/fO{ ;dfwfg ug{ nufOG5 eg] To;nfO{
kl/l:yltd'ns hfFr elgG5 . o;sf lglDt ljleGg lsl;dsf ;d:ofx? ;d]l6Psf] kl/l:yltsf] kl/sNkgf u/]/ pDd]bjf/nfO{
;d"xdf sfd ug{ nufOG5 . pQm sfo{df pTs[i6tf k|bz{g ug]{ JolQm g} 5gf}6 x'G5 .

4) Personality Test: pDd]bjf/x?sf] g}lts wf/0ff, d"No dfGotfx? tyf dgl:ylt cflbsf] k/LIf0f ug'{nfO{ JolQmTj hfFr
elgG5 . o; cGt/ut JolQmsf] cfTdljZjf;, OR5f, rfxgf, cfzfjfbL, lg0f{o Ifdtf, eo, cGwljZjf;, sfo{k|lt hfu?stf,
k|e'Tj / ;fdflhs Jojxf/ cflbsf] jf/]df hfFr ul/G5 .

5) Interest Test: pDd]bjf/x?sf] sfo{ k|ltsf] ?rL, OR5f zlQm, dg kg]{ jf gkg]{ cflb jf/]df k/LIf0f ug'{nfO{ cle?rL hfFr
elgG5 . cfj]bg lbPsf] kb / sfo{sf nflu pDd]bjf/ slQsf] ?lr /fVb5 eGg] jf/]df o; hfFraf6 yfxf kfpg ;lsG5 . olb
cfj]bs pQm sfo{nfO{ j9L dgk/fpF5 eg] ;lhn} k|efjsf/L tl/sfn] ;DkGg ug{ ;Sb5 cGoyf sfo{ kl/0ffdd'vL x'g ;Sb}g .

6) Honesty Test/ Polygraph Test: pDd]bjf/n] cfj]bdf pNn]v u/]sf ;Dk"0f{ ljifoa:t'x? ;xL 5g jf 5}gg eg]/ hfFr
ug'{nfO{ OdfGbf/Ltf hfFr elgG5 . o;df dgf]j}1flgs ljlwjf6 jf kf]lnu|fd d]l;gaf6 pDd]bjf/sf] OdfGbf/Ltf kl/If0f ul/G5 .

4.7. Reliability and Validity in Selection Test:

* Reliability in Selection Test: 5gf}6 hfFrdf lglZrttf (consistency) jf Ps?ktf (Uniformity) sfod
x'g'nfO{ ljZj;lgotf elgG5 . cyf{t x/]s k6ssf] 5gf}6 sfo{df kl/0ffdx? nueu Pp6} cfpg'nfO{ ljZj;gLotf elgG5 . cyf{t
ljleGg ;dosf] cGt//fndf k|of]u ePsf cnu cnu d"Nof+sgstf{x?af6 :jtGq ?kn] k/LIf0f ubf{ klg 5gf}6 hfFrdf Ps?ktf
sfod x'G5 eg] To;nfO{ ljZj;gLotf hfFr elgG5 . dfgf} s'g} pDd]bjf/sf] Intelligence Test k6s k6s lnbf klg nueu
;dfg c+s k|fKt ub{5 eg] pQm 5gf}6 hfFr ljZj;gLo 5 eGg] :ki6 x'G5 . 5gf}6 hfFrdf lgDglnlvt ljZj;gLotf x'g'kb{5 .

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i) Test Retest Reliability: Pp6} JolQmnfO{ bf]x/ofP/ hfFr ubf{ nueu ;dfg c+s k|fKt ub{5 eg] To;nfO{ hfFr
k'ghfFr ljZj;gLotf elgG5 .

ii) Inner Rater Reliability: b'O{ jf ;f] eGbf j9L d"Nof+sgstf{x?n] hfFr ubf{ klg nueu ;dfg glthf k|fKt ub{5 eg]
To;nfO{ Og/ /]6/ ljZj;gLotf elgG5 .

iii) Intra Rater Reliability: Pp6f d"Nof+sgstf{n] ;dfg Jojxf/, z}nL / k|j[lQ bf]x/ofP/ hfFr ubf{ klg ;dfg glthf
k|fKt x'G5 eg] To;nfO{ OG6«f /]6/ ljZj;gLotf elgG5 .

* Validity in Selection Test: 5gf}6 hfFrsf] k/L0ffd / sfo{ ;Dkfbg kl/0ffdsf jLrdf ;fd~h:otf jf tfnd]n
ldNg'nfO{ j}wtf elgG5 . cyf{t 5gf}6 hfFrdfdf x'g'kg]{ z'4tf tyf ;TotfnfO{ j}wtf elgG5 . j}wtfn] 5gf}6 hfFrsf] :t/ tyf
dfGotfnfO{ lgwf{/0f ub{5 . h:t} k|of]ufTds k/LIff cGt/utsf] 6fOlkª hfFrn] sDKo"6/ ck/]6/sf] ult / z'4tfnfO{ hfFr ub{5 .
j}wtf lgDg rf/ lsl;dn] k/LIf0f ug{ ;lsG5 .

i) Content Validity: sfo{ cfjZostf / sfo{ hfFrsf jLr tfnd]n ldNg'nfO{ ljifo;"rL j}wtf elgG5 . o;df hfFrsf]
qmddf h'g k|Zg ug]{ xf] ;f] sfo{ cj:yf ;+u ldNg] x'g' kb{5 .

ii) Predictive Validity: 5gf}6 ul/g] pDd]bjf/sf] jt{dfg sfo{ ;Dkfbg eljZosf] sfo{ cj:yf;+u pRr :t/df k/:k/
;DjlGwt x''g' cg'dflgt j}wtf xf] .

iii) Concurrent Validity: pDd]bjf/sf] hfFraf6 k|fKt kl/0ffd / jt{dfg sfo{ ;Dkfbg ;+u ;DjlGwt x'g'nfO{ jt{dfg j}wtf
elgG5 .

iv) Construct Validity: pDd]bjf/nfO{ ;sf/fTds k|efj kfg]{ lsl;dn] 5gf}6 hfFr ug'{nfO{ l;h{gf j}wtf elgG5 .

4.8. Concept of Interview:

cGt/jftf{ 5gf}6 hfFrsf] Ps dxTjk"0f{ ljlw xf] . lnlvt k/LIffaf6 plQ0f{ ePsf pDd]bjf/x? / Joj:yfks jf ljz]if1sf jLr
cfd'g] ;fd'g] pkl:yt eO{ ljrf/x?sf] cfbfg k|bfg ug]{ / pgLx?sf] Ifdtf k/LIf0f ug]{ ljlwnfO{ cGt/jftf{ elgG5 . cGt/jftf{
pDd]bjf/x?sf] pQ/bfloTj, Jojxf/ / u'0fx?sf] hfFr ug]{ k4lt xf] . 5gf}6 hfFrdf 5'6]sf / clgjfo{ ?kdf k/LIf0f ug'{kg]{
sfo{sf nflu cGt/jftf{af6 k|ToIf ;f]wk'5 u/L hfgsf/L k|fKt ug{ ;lsG5 . cGt/jftf{af6 vf; u/]/ pDd]bjf/sf] cfTdljZjf;,
b[9tf, ;flngtf, w}o{tf, cfqmdstf, rft'o{tf, ;xgzLntf, lg0f{o ug]{ Ifdtf, tTk/tf, c?nfO{ a'emg ;Sg] Ifdtf, kl/l:yltsf]
;fdgf ug{ ;Sg] ;Lk, pTk|]/0ff cflb jf/]df :ki6?kn] a'emg ;lsG5 .

cGt/jftf{ Ps df}lvs d"Nof+sg k/LIff xf] . o;sf] ;xof]un] cfj]bsjf6 w]/} eGbf w]/} hfgsf/Lx? lng ;Sg' kb{5 . To;sf nflu
cfj]bsx?nfO{ Yes / No pQ/ cfpg] k|Zgx? ;f]w]/ w]/] eGbf w]/} jf]Ng] cj;/ lbg' kb{5 . pDd]bjf/x? xtf]Tf;flxt x'g] u/L
k|ltk|Zg jf cfqmfds z}nL cjnDjg ug'{ x'b}g .

4.9. Types of Interview:

cGt/jftf{ Ps snf xf] h;sf] dfWodaf6 pDd]bjf/x?sf] jf/]df k|ofKt ljj/0fx? tyf hfgsf/Lx? xfl;n ug{ ;lsG5 . t;y{
ljleGg lsl;dsf cGt/jftf{x? ;+rfng ul/G5g . s]xL dxTj"0f{ k|sf/x? lgDgfg';f/ pNn]v ul/Psf 5g .

1) Structured Interview: cGt/jftf{df ;f]lwg] k|Zgx? klxn] g} tof/ u/]/ lglZrt 9fFrfdf ul/g] cGt/jftf{nfO{ ;+/lrt
cGt/jftf{ elgG5 . o; cGt/jftf{df ;dofjlw, ljifo / k|Zg ul/g] If]q cflb jf/]df k"j{ lgwf{/0f u/]/ cf}krfl/s ?kdf
cGt/jftf{df ;dfj]z ul/G5 . ljz]if u/]/ pDd]bjf/sf] k"j{ cg'ej, lqmofsnfk, z}lIfs of]Uotf, sfo{ ?rL cflb jf/]df hfgsf/L
xfl;n ug{ ;lsG5 .

2) Unstructured Interview: cGt/jftf{df ;f]lwg] k|Zgx? k"j{lgof]lht geO{ ;do kl/l:ylt cg';f/ sfo{ ;+u ;DjlGwt
jf c;DjlGwt k|Zgx? ;f]w]/ hfFr ul/G5 eg] To;nfO{ c;+/lrt cGt/jftf{ elgG5 . o; cGt/jftf{sf] s'g} lglZrt 9fFrf geO{

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:j:km't{?kdf cgf}krfl/s s'/fsfgL u/]/ k/LIf0f sfo{ ;DkGg ul/G5 . o;af6 vf; u/]/ pDd]bjf/sf] dgf]efj, Jojxf/ /
b[li6sf]0f cflbsf jf/]df hfgsf/L xfl;n ul/G5 .

3) Semi- Structured Interview: ;+/lrt / c;+l/rt cGt/jftf{x?sf] ldl>t ?knfO{ c4{;+/lrt cGt/jftf{ elgG5 .
o; cGt/jftf{df s]xL dxTjk"0f{ k|Zgx? k"j{ lgwf{l/t x'G5g / ;j} pDd]bjf/x?nfO{ ;f]lwG5g . t/ cGo c;DjlGwt k|Zgx?
pDd]bjf/ cg';f/ km/s km/s lsl;dn] ;f]lwG5g . To;}n] o;nfO{ nlrnf] cGt/jftf{ klg elgG5 .

4) Strees Interview: cGt/jftf{sf] qmddf pDd]bjf/nfO{ bjfj / tgfjsf] jftfj/0f >hgf u/]/ p;sf] ;d:of ;dfwfg
ug]{ / r'gf}ltsf] ;fdgf ug]{ Ifdtfsf] k/LIf0f ug'{nfO{ tgfjo'Qm cGt/jftf{ elgG5 . o; lsl;ds]f cGt/jftf{df Ps k|Zgsf] pQ/
lbg' cufj} bf]>f] k|Zg ug]{, pDd]bjf/n] lbPsf] hjfkmsf] cfnf]rgf ug]{, c;DjlGwt k|Zgx? j9L ug]{ sfo{ cGt/jftf{sf/n] ub{5g .
vf;u/]/ pDd]bjf/sf] w}o{tf, ;xgl;ntf, lg0f{o ug]{ Ifdtf hfFr ug{sf] nflu pgLx? dfly bjfj >hgf u/]/ k/LIf0f ul/G5 .

5) Depth Interview: pDd]bjf/x?sf] sfo{sf ;DjGwdf ;fgf] eGbf ;fgf] ljifosf] hfgsf/L k|fKt ug{ ;+rfng ul/g] df}lvs
;jfnhjfkmnfO{ uxg cGt/jftf{ elgG5 . sfo{sf] ulDe/tf, sfo{ k|ltsf] pQ/bfloTj, lgjf{x ug'{kg]{ st{Jo / clwsf/x?sf] jf/]df
a'emgsf] nflu o; lsl;dsf] cGt/jftf{ ul/G5 . o;af6 cfj]bssf] sfo{ Ifdtf, sfo{1fg, j'l4dtf cflb jf/]df hfFr ul/G5 .

6) Group Interview: pDd]bjf/x?nfO{ Pp6f sf]7fdf /fv]/ ;fd'lxs ?kdf lnOg] cGt/jftf{nfO{ ;d"x cGt/jftf{ elgG5 .
o; cGt/ut ljz]if1n] qmd ;+Vofsf] cfwf/df ;j} ;dIf ;femf k|Zg ub{5g / x/]s pDd]bjf/af6 k|fKt pQ/sf] :t/ lgwf{/0f
ul/G5 . o; ljlwåf/f ljz]ift pDd]bjf/sf] g]t[Tj u'0fsf] dfkg ul/G5 .

7) Discussion Interview: pDd]bjf/x?nfO{ Pp6} :yfgdf /fv]/ s'g} ljifo jf ;d:ofsf] jf/]df 5nkmn u/]/ pgLx?sf]
jf]Ng] z}nL, sfd ug]{ tl/sf, ;dGjo ug]{ / g]t[T jug]{ Ifdtfsf] d"Nof+sg ul/G5 eg] To;nfO{ 5nkmn cGt/jftf{ elgG5 .

4.10. Concept of Socializaton:

;fdfGotof Pp6f ;d"x / csf]{ ;d"xsf jLrdf 3'nldn x'g'nfO{ ;fdflhsLs/0f elgG5 . sd{rf/Lsf] ?kdf 5gf}6 ePsf gof
sd{rf/Lx?nfO{ ;+u7gsf] lglt, lgod, ;+:s[lt, d"No, dfGotf, e"ldsf, st{Jo, lhDd]jf/L, k|lti7f cflb;+u kl/lrt u/fO{ kbLo
dof{bf cg';f/ sfo{ ug]{ jftfj/0f tof/ ug'{nfO{ ;fdflhsLs/0f elgG5 . csf]{ zAbdf gof sd{rf/Lx?nfO{ Joj:yfks / k'/fgf
sd{rf/Lx?;+u 3'nldn u/fpFb} ;+u7gsf] ;+:sf/, sfo{ k/Dk/f, rfnrng / Jojxf/ cflb ;+u kl/lrt u/fpg] sfo{nfO{
;fdflhsLs/0f elgG5 .

;+u7gn] 5gf}6 u/]sf gof sd{rf/Lx? ljleGg d"No, dfGotf, 1fg, cg'ej, ;Lk, b[li6sf]0f / ljrf/ lnP/ cfPsf x'G5g .
pgLx?sf OR5f, rfxgf, /f]hfO{, p2]Zox? / nIox? klg km/s km/s x'G5g . To};]n] ;+u7gfTds p2]Zo xfl;n ug{sf] nflu
pgLx?nfO{ ;+u7gfTds ;+:s[lt, ;+/rgf / d"NodfGotfx? ;+u ;fdh:otf sfod ug'{kb{5 . h;nfO{ ;fdflhsLs/0f elgG5 .

According to Baran Nota " Socialization is the on going process through which an employee
being understand and accept the values, norms and belief by others in the organization."
;fdflhsLs/0f Pp6f o:tf] k|lqmof xf] h;af6 ;+u7gdf c?åf/f ckgfOPsf d"No, dfGotf / ljZjf;nfO{ gof sd{rf/Ln] :jLsf/
ug{ ;'? ub{5 .

lgisif{df, gof sd{rf/Lx?nfO{ sfo{/t sd{rf/Lx? ;+u kl/ro u/fpFb} ;+u7gsf] d"No, dfGotf, ;+:s[lt, b[li6sf]0f cflb ;+u
;dfof]lht ug]{ u/fpg] k|lqmof g} ;fdflhsLs/0f xf] .

4.11. Process of Socialization:

;fdflhsLs/0f lgoldt k|lqmof xf] . ;fdflhsLs/0faf6 gof sd{rf/Lx? ;+u7g, ;+u7gsf zlQmx? / ;+u7gsf dfGotfx? ;+u
kl/lrt x'g] tyf glhs x'g] cj;/ k|fKt ub{5g . t;y{ ;fdflhsLs/0f ljleGg k|lqmofaf6 ;DkGg x'g] ub{5 .

1. Pre-arrival -k"jf{udgsf] cj:yf_M sd{rf/Lx?n] ;+u7gdf k|j]z ug'{ klxn] ;+u7gk|lt jgfPsf] wf/0ffnfO{ k"jf{udg elgG5
. gof sd{rf/Lx?n] cfkmgf ;fyLefO{, kqklqsf, cG/tjftf{, j'n]l6g, sd{rf/Lx?;+u ;f]wk'5 u/]/ klxn] g} Ps lsl;dsf] b[li6sf]0f

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lgdf{0f u/]sf x'G5g / To;}sf] cfwf/df pgLx?n] cfj]bg lbg] ub{5g . o;sf ;fy} sfo{ jftfj/0f, gLlt, lgod, cEof;, lzIff /
ljutsf] cg'ejsf cfwf/df klg pgLx?n] lglZrt wf/0ff to u/]sf x'G5g . ljz]if u/]/ Joj:yfkg, OlGhlgol/ª, lrlsT;fzf:q,
sfg'g If]qsf ljBfyL{x?n] s'g} ;+u7gdf k|j]z ug'{k"j{ g} k]zf ;DjlGw s]xL 1fg xfl;n ul/;s]sf x'G5g h;nfO{ k"jf{udgsf]
cj:yf elgG5 .

2. Encounter Stage- -le8Gtsf] cj:yf_M sd{rf/Lx?sf] wf/0ff Pj+ b[li6sf]0fx? / ;+u7gsf] b[li6sf]0fsf jLr cGt/lqmof
jf dGyg ug]{ sfo{nfO{ le8Gt elgG5 . gof sd{rf/Lx?n] ;+u7gdf k|j]z ubf{ sfo{, ;xsld{, Joj:yfks, ;'kl/j]Ifs /
;+u7gsf lqmofsnfkx? k|lt lglZrt wf/0ff lnP/ cfPsf x'G5g t/ ;+u7gsf] ;+:s[lt, d"No, dfGotf / k'/fgf sd{rf/Lx?sf]
Jojxf/sf jLr lgs6tf sfod x'g ;Sb}g h;n] ubf{ lg/Gt/ ;+3if{ rln/xG5 . o;/L cGt/lqmof x'Fb} hfFbf sd{rf/Lx?sf]
cfGtl/s :jefj / ljrf/wf/fdf ;+u7gsf] ;+:s[ltn] k|efj kfb{5 . o;/L wf/0ffdf kl/jt{g Nofpg ;Sg] sd{rf/Lx? ;+u7gdf
/xg5g eg] cGo Tofu u/]/ hfG5g .

3. Metamorphosis: -?kfGt/0fsf] cj:yf_M ;+u7gsf] ;+:s[lt, d"No,dfGotfx? sd{rf/Lx?n] k"0f{ ?kdf l:jsf/ u/L
;dfof]hg x'g'nfO{ ?kfGt/0f elgG5 . o; cj:yfdf sd{rf/Lx?sf] Jojxf/df gof tl/sf, gof d"No / dfGotfsf] ljsf; x'G5 .
pgLx?sf] sfd ug]{ tl/sf / Jojxf/df gofkgsf] ljsf; x'G5g . gof sd{rf/Lx? k'/fgf] sd{rf/Lsf] ?kdf kl/0ft x'G5g .

4. Outcomes ;fdflhsLs/0fsf] o; r/0fdf gof sd{rf/Lx?sf] ;dGjo, ;fdh:otf, sfo{ ;Gt'li6 / k|]/0ffdf j[l4 x'G5 /
k|ltkmnsf] ?kdf pTkfbsTj, k|ltj4tf / of]ubfgdf j[l4 x'G5 . sd{rf/Lx? ;+u7g Tofu u/]/ hfg] k|j[lQdf klg sld cfpF5 .

4.12. Recruitment and Selection Practices in Nepalese Organization

g]kfndf d'Votof ;/sf/L cw{;/sf/L / lghL u/]/ tLg lsl;dsf ;+u7gx? /x]sf 5g . ltgLx? dWo] ;/sf/L ;+u7gx?df
nf]s;]jf cfof]un] lghfdlt P]g cg';f/ dfgj ;+;fwgx?sf] egf{ tyf 5gf}6 ub{5 eg] cw{;/sf/L ;+u7gx?df pgLx?sf] cfkmg}
P]g, lgod / ljlgodx? /x]sf 5g . o;} u/L lglh If]qsf sDkgLx?n] cfkmgf] ;'ljwfnfO{ Wofgdf /fv]/ sDkgL jf ;+:yfsf]
clwg/df /xL egf{ tyf 5gf}6 sfo{ ;DkGg ub{5g . ;du|df g]kfnsf] egf{ tyf 5gf}6 k4lt k/Dk/fut /x]sf] 5 . g]kfnsf] egf{
tyf 5gf}6 cEof;nfO{ a'Fbfut ?kdf lgDgfg';f/ ljZn]if0f ul/Psf] 5 .

1. Recruitment Plans: g]kfnL ;+u7gx?df egf{ tyf 5gf}6 ;DjlGw bL3{sflng of]hgf th'{df u/]sf] kfOb}g . cfjZostf
cg';f/ cNksflng / dWosflng of]hgfx?åf/f dfgj ;+;fwgsf] egf{ k|lqmof ldnfO{G5 . To;sf] k|ToIf c;/ lzIff, :jf:Yo, a}+s
nufotsf ;+u7gx?df b]lvG5 . t/ klg k|x/L, ;]gf / s]xL k|fljlws If]qx?df of]hgfj4 cg';f/ g} egf{ sfo{ ;DkGg ePsf]
kfOG5 .

2. Labour Market: g]kfn >d ahf/sf] b[li6sf]0fn] k|r'/ ;Defjgf ePsf] d'n's xf] . t/ cbIf >ldsx?sf] ;+:Vof
cTolws /x]sf] 5 eg] bIf hgzlQmx?sf] ;+Vof Psbd} Go"g 5 . pRr lzIff xfl;n u/]sf >ldsx? k|ofKt tflnd, cg'ej /
k|of]ufTds ;Lksf] sldn] ubf{ j]/f]huf/ eO/x]sf 5g . g]kfnL ;+u7gx?n] of]hgf agfpg], cg';Gwfg tyf ljsf; ug]{, gof
k|ljlwsf] k|of]u ug]{ h:tf sfo{x?sf nflu ljb]zaf6 ;d]t ;Lko'Qm sd{rf/Lx? cfoft ul//x]sf 5g .

3. Selection Process: g]kfnsf] 5gf}6 k|lqmof s]jn lnlvt / cGt/jftf{ k/LIffdf dfq l;ldt ePsf]n] pDd]bjf/x?sf
nflu oL klqmofx? af]lemnf] jlg/x]sf 5g . JolQmTj hfFr, pknlAw hfFr, OdfGbf/Ltf hfFr, kl/l:yltd'ns hfFr, cle?rL hfFr,
zf/Ll/s hfFr h:tf dxTjk"0f{ k/LIf0f ljlwx?df Wofg lbOPsf] kfOb}gg . t/ k|x/L, ;]gf, lrlsT;f, If]qdf zf/Ll/s /
kl/l:yltd'ns hfFrnfO{ k|of]u ul/Psf] 5 .

4. Source of Recruitment: egf{sf] d'Vo >f]tsf] ?kdf jfXo / cfGtl/s ljlwx? /x]sf 5g . g]kfnsf ;/sf/L
;+u7gx?n] jfxo >f]t eGbf cfGtl/s >f]tdf j9L Wofg s]lGb|t ub{5g . t/ lglh If]qsf ;+u7gx?n] eg] of]Uo, bIf / cfw'lgs
;Lko'St hgzlQmx?sf] egf{nfO{ k|fyldstf lbO/x]sf x'G5g .

5. Recruitment Office: g]kfndf ;/sf/L ;+u7gx?sf] lghfdlt ;]jf tkm{ nf]s;]jf cfof]u egf{ tyf 5gf}6 sfo{fnosf]
?kdf /x]sf] 5 eg] cGo ;+u7gx?df dfgj ;+;fwg Joj:yfkg ljefun] ;DkGg ub{5 . sltko ;+u7gx?n] egf{ k|lqmof ;DkGg
ug{sf] nflu cfof]u jf ;ldlt ;d]t u7g ub{5g . h:t}M lzIff cfof]u, ljZjljBfnsf ;]jf cfof]ux?, dlxnf cfof]u cflb .

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 Chapter- 5

Training and Development

5.1. Concept of Learning:

;fdfGotof s'g} ljifoa:t'sf ;DjGwdf hfgsf/L xfl;n u/]/ To;nfO{ dfjLo sfo{ Jojxf/df ptfg'{nfO{ l;sfO{ elgG5 . o;af6
dfgjLo Jojxf/df dxTjk"0f{ kl/jt{g cfpFb5 . t;y{ 1fg / cg'ej k|flKtsf] nflu s'g} sfo{sf] ;+rfngaf6 dfgjLo Jojxf/df
cfpg] :yfoL kl/jt{gnfO{ l;sfO{ elgG5 . of] tflnd, cg'ej / cEof;sf] k|ltkmn xf] . o;n] 1fgsf] clej[l4 ug'{sf ;fy}
Ifdtfsf] klg ljsf; ub{5 .

l;sfO{ eg]sf] gof 1fg, ;Lk, bIftf / ;Ifdtf xfl;n ug]{ sfo{ xf] . dfgjLo Jojxf/df cfPsf] kl/jt{gaf6 l;sfO{nfO{ a'emg
;lsG5 . ctM Jojxf/sf]] sf/0faf6 b]lvg] oyfy{ kl/jt{gnfO{ l;sfO{ elgG5 . hj s'g} JolQm cfkmgf] k'/fgf] Jojxf/ eGbf leGg
lsl;dn] cfkmgf] cg'ejsf] kmn:j?k s'g} Jojxf/ jf k|ltlqmof ub{5 eg] ToxfF l;sfO{ ePsf] 5 eGg] k|:i6 x'G5 .

According to Stephen P. Robbins "Learning is any relatively permanent change in behaviour that
occurs as a result of experience." Jojxf/df b]lvg] t'ngfTds ?kdf :yfoL kl/jt{gnfO{ l;sfO{ elgG5 .

lgisif{df, ;+u7gsf] kl/jlt{t jftfj/0f cg';f/ dfgjLo 1fg, cg'ej , bIftf / ;Lkdf :yfoL kl/jt{g Nofpg] sfo{nfO{ l;sfO{
elgG5 . l;sfO{ lg/Gt/ rln/xG5 . o;nfO{ b]Vg l;sb}g t/ o;n] dfgjLo Jojxf/df cfw'lgs kl/jt{g NofpF5 . l;sfO{
cg'ejsf] k|ltkmn xf] .

5.2. Process of Learning:

Step 1 Step 2 Step 3 Step 4 Step 5

Stimulus Resonse Motivatoin Activities Reward

1) Stimulus: sd{rf/Lx?nfO{ gof 1fg, ;Lk l;Sgsf] nflu klxnf] r/0fdf pQ]lht ug'{kb{5 . gof 1fgaf6 pgLx?nfO{ x'g]
kmfO{bf, cj;/, ljsf; / ;sf/fTds k|efj cflb jf/]df hfgsf/L u/fpg'[ kb{5 . ;fy} gof ;Lksf] j9bf] k|rng, To;sf] cefjdf
x'g;Sg] xflggf]S;fgL cflb jf/]df ;d]t a'emfpg' kb{5 . o;af6 sd{rf/Lx? tflndsf nflu ;sf/fTds zf]rsf] ljsf; ub{5g .

2. Response: sd{rf/Lx?n] l;Sg] qmddf JoQm ug]{ ljrf/, wf/0ff / zf]wk'5 ug]{ sfo{nfO{ k|ltlqmof elgG5 . o; r/0fdf
sd{rf/Lx? l;Sgsf] nflu k|ltlqmof ub{5g . pQm k|ltlqmofaf6 slt l;Sg ;s]sf 5g / slt l;Sg jfsL 5 eGg] jf/]df yfxf
x'G5 . sd{rf/Lx?n] cfkmgf wf/0ff tyf sfd ug]{ k|j[lQdf ;sf/fTds kl/jt{g ub}{ hfG5g .

3. Motivation: l;sfO{ k|lqmofsf] nflu sd{rf/Lx?nfO{ cfGtl/s ?kdf hfu?s ug]{ sfo{nfO{ pTk|]/0ff elgG5 . hg sd{rf/Lx?
pTk|]l/t x'G5g tj ;xh / lg8/ eO{ gof 1fg ;Lk xfl;n ug{ ;Sb5 . t;y{ cfGtl/s / jfXo ;x'lnotåf/f sd{rf/Lx?nfO{
sfo{ k|lt pTk|]l/t ug{ ;lsG5 .

4. Reward: gof 1fg ;Lk / cg'ej k|fKt ug]{ sd{rf/Lx?nfO{ cGtdf gub, k|df0fkq, ;Ddfgkq / k|z+;fåf/f k'/:s[t
ug'{kb{5 . ;fy} pgLx?sf] clwsf/, lhDd]jf/L, kbLo dof{bf / e'ldsfdf ;d]t j[l4 u/]/ yk 1fg clej[l4sf] nflu k|]l/t ug{
;lsG5 .

5.3. Concept of Human Resource Development:

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dfgj ;+;fwg Joj:yfkg cGt/utsf ljleGg sfo{x? dWo] dfgj ;+;fwg ljsf; ug'{ klg Ps xf] . ;fdfGotof dfgj
;+;fwgx?sf] ;Lk, of]Uotf / wf/0ffsf] ljsf; ug]{ sfo{nfO{ dfgj ;+;fwg ljsf; elgG5 . o; cGt/ut tflndsf] cfjZostf
k'jf{g'dfg, tflnd of]hgf tyf sfof{Gjog / tflnd k|efjsf/Ltf d"Nofsg / ljZn]if0f h:tf sfo{x? klg kb{5g .

s'g} klg JolQm ;+u7gsf] dfgj ;+;fwg x'gsf] nflu p;df cfjZos dfqfdf ;Ifdtf tyf ;fdYo{tf x'g'kb{5 . To;sf nflu
JolQmdf cefj ePsf] jf cfjZos kg]{ 1fg, ;Lk, cjwf/0ff / d"No dfGotfsf] ljsf; ug'{kb{5 . ljz]if u/]/ JolQmsf] zf/Ll/s,
jf}l4s, cfj]u, ;fdflhs, g}lts, dgf]j}1flgs / cflTdo kIfx?sf] ;+:yfut ljsf; ug'n
{ fO{ dfgj ;+;fwg ljsf; elgG5 . o;n]
dfgj ;+;fwgx?sf] ;dli6ut ljsf;df Wofg lbG5 .

According to T.V. Rao "Human resource development is the process of enabling people to make
things happen." dfgj ;+;fwg ljsf; Pp6f To:tf] k|lqmof xf] h;n] s'g} sfd ug{ dflg;nfO{ ;Ifd t'NofpF5 .

lgisif{df, dfgj ;+;fwg ljsf; ;+u7gdf dfgj ;+;fwgx?nfO{ k|efjsf/L / s'zntfk"j{s sfd ug{ tof/ kfg]{ sfo{ xf] . o;n]
pgLx?sf] ljZjf;df ;sf/fTds kl/jt{g u/]/ jt{dfg sfo{ tyf efjL sfo{sf] nflu ;Ifd / of]Uo agfpg] ;+u ;DjlGwt ;Dk"0f{
sfo{x? ;DkGg ub{5 .

5.4. Importance/Needs of Human Resource Development

1) Increase Efficiency: dfgj ;+;fwg ljsf; sfo{n] dfgj ;+;fwgx?sf] tNnf] tx;Dd ;Lk, 1fg / sfo{Ifdtfdf j[l4
u/]/ pgLx?nfO{ ;Ifd agfpFb5 . o;sf nflu HRD n] tflnd tyf ljsf;, hLjgj[lQ of]hgf / ljsf; ;DjlGw lqmofsnkfx?
;+rfng ub{5 .

2) Increase Prductivity: ;+u7gx?sf] d'Vo nIo pTkfbsTj j[l4 ug'{ /x]s]f x'G5 . dfgj ;+;fwg ljsf; sfo{n] dfgj
;+;fwgx?nfO{ of]Uo, bIf, cg'elj / ;Lko'St agfO{ sfo{k|ltsf] st{Jolgi7tfdf j[l4 ub{5 . h;n] ubf{ ;+ug7sf ;fwg>f]tx?
clwstd ;b'kof]u x'guO{ pTkfbsTjdf j[l4 x'g5 .

3) Increase Job satisfaction: dfgj ;+;fwgx?sf] nflu sfo{;Gt'li6 d'Vo ljifo xf] . sfo{af6 cfly{s nfesf ;fy;fy}
sfo{ ;Gt'li6 klg k|fKt xf]; eGg] zf]r sd{rf/Lx?sf] x'G5 . dfgj ;+;fwg ljsf; sfo{n] j[lQ ljsf;, ;fdflhs ljsf;, g}lts
ljsf; / k|fljlws ljsf;df hf]8 lbPsf] x'G5 . o;n] ubf{ pgLx? cfkmgf] sfo{ k|lt ;Gt'i6 x'G5g .

4) Commitment -sl6a4tf_: sd{rf/L hlt;'Ss} of]Uo, bIf / Ifdtfjfg ePtf klg sl6j4tfsf] cefjdf sfo{ ;Dkfbg
k|efjsf/L x'g ;Sb}g . sl6j4tfn] pgLx?sf] nugzLntfnfO{ hgfpF5 . dfgj ;+;fwg ljsf; sfo{n] sd{rf/Lx?sf] Ifdtf /
;Lkdf clej[l4 ub}{ sd{rf/Lx?sf] sl6j4tfdf j[l4 ub{5 .

5) Career Development: sd{rf/Lx? sfo{/t /x]sf] :yfg jf kbaf6 qmdz ck]lIft kb;dd k'Ugsf] nflu ;+u7gn]
lgdf{0f u/]sf] kbf]Gglt, ;?jf, j9'jf, tflnd / ljsf; sfo{qmdnfO{ j[lQ ljsf; elgG5 . dfgj ;+;fwg ljsf; sfo{qmdn]
pgLx?nfO{ yk phf{ k|bfg ub{5 . sd{rf/Lx?n] j[lQ ljsf;sf nflu cfjZos ;"rgfx?, ;jn / b'j{n kIfx? ;fy} cj;/ tyf
r'gf}ltx? Jff/] hfgsf/L k|fKt ug]{ sfo{ dfgj ;+;fwg ljsf;af6 ;Dej x'G5 .

6. Envionmental Adopation: ;+u7gfTds jftfj/0f kl/jt{gzLn tyf ultzLn 5 . ultzLn jftfj/0fdf jfXo /
cfGtl/s kIfx?nfO{ ;dodf j'emg ;s]g eg] ;+u7gn] Iflt Joxf]g'{kg]{ x'g;Sb5 . t;y{ dfgj ;+;fwg ljsf; sfo{n] eljZosf]
jftfj/0fLo cj:yfnfO{ a'em]/ sd{rf/Lx?sf] of]Uotf, ;Lk, bIftf clej[l4sf] nflu tflnd tyf ljsf; sfo{qmdx? ;+rfng ub{5 .

7. Perfromance Evaluation: sd{rf/Lx?sf] sfo{;Dkfbg d"Nofsg sfo{sf] nflu klg dfgj ;+;fwg ljsf; dxTjk"0f{
cf}hf/ xf] . dfgj ;+;fwg ljsf; sfo{n] sd{rf/Lx?sf] of]Uotf, Ifdtf, sfo{ k|efjsf/Ltf, cg'ej, ;Ifdtf, lgo'lQm, e"ldsf,
lhDdjf/L, lg0f{o Ifdtf cflb jf/]df ljj/0f /fv]s]f x'G5 / To;}sf cfwf/df ljsf;sf sfo{qmdx? ;+rfng ub{5 . pQm tYox?
sfo{ ;Dkfbg d"Nof+sgsf] nflu cfwf/ jGb5g .

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8. Improve Performance: dfgj ;+;fwg ljsf;sf] d'Vo p2]Zo hgzlQmx?sf] Ifdtf, bIftf, ;Lk / of]Uotf clej[l4
ug'{ xf] . pgLx?sf] Ifdtf clej[l4af6 sfo{ ;Lk / 1fgdf j[l4 x'G5 kmn:j?k sfo{ z}nLdf klg ;'wf/ cfpF5 . sd{rf/Lx?sf]
sfo{;Dkfbgaf6 k'gM s'g If]qsf] ljsf; ug'{ cfjZos 5 eGg] jf/]df klg hfgsf/L k|fKt ug{ ;lsG5 .

5.5. Concept of Training:

;+u7gsf] sfo{;Dkfbgsf nflu 1fg, ;Lk, of]Uotf / bIftf j9fpg] sfo{nfO{ tflnd elgG5 . tflnd Ps l;sfO{ cg'ej xf] h;n]
sfo{ Ifdtfdf clej[l4 ub{5 . cyf{t tflnd Ps l;Sg] k|lqmof xf] o;n] sd{rf/Lx?sf] Jojxf/, sf}zntf, dgf]j[lQ / zf]rdf
;sf/fTds kl/jt{g NofpF5 . o;n] s'g} vf; sfo{ s;/L ug]{ eGg] jf/]df tl/sf l;sfpF5 . ctM 1fg / cg'ejdf :yfoL kl/jt{g
cfpg] u/L l;Sg' nfO{ tflnd elgG5 .

Tflnd dfgj ;+;fwg ljsf;sf] Pp6f dxTjk"0f{ sfo{ xf] . s'g} klg ;+:yfsf] hgzlQmsf] Ifdtfsf] d"Nof+sg p;sf] lzIff /
tflndsf] cfwf/df ul/G5 . To;}n] hgzlQmx?nfO{ Jojxfl/s ;Lk / 1fg l;sfpg'nfO{ tflnd elgG5 . JolQmn] ug{ ;Sg] /
ug'{kg]{ sfd jLrsf] leGgtfnfO{ tflndn] x6fpF5 .

According to Dale S. Beach "Training is a organized procedure by which people learn

knowledge and/or skills for a definite purpose tflnd Pp6f ;+ul7t k|lqmof xf] h;af6 dflg;x?n] Pp6f lglZrt
p2]Zo k|flKtfsf nflu 1fg tyf ;Lk k|fKt ub{5g .

lgisif{df tf]lsPsf] sfo{;Dkfbg ug{sf lglDt gof jf jt{dfg sd{rf/Lx?sf] sfo{;Dkfbg bIftf j9fpg] ljlw g} tflnd xf] .

5.6. Objective of Training

1. Increase in Knowledge
2. Change in Attitudes
3. Increase in Productivity
4. Readiness for Change
5. Customer Satisfaction
6. Career Development
7. Increase in Quality and Skills
8. Reduction in Accident

5.7. Benefits of Training

1) Decrease Production Cost

2) Proper Utilization of Resources
3) Change in Management
4) Reduce in Absenteeism
5) Reduce in Supervision
6) Change Management
7) Effective Commuinication
8) Increase organizational stability

5.8. Determining Training Needs:

Tflnd l;k l;sfO{sf] dfWod xf] . dfgj ;+;fwg ljsf; ug{sf nflu tflnd k|efjsf/L pkfo xf] . jblnbf] kl/l:ylt tyf
jftfj/0f cg';f/ dfgj ;+;fwgx?sf] 1fg, ;Lk, bIftf / cg'ej clej[l4 ug{ tflnd ckl/xfo{ x'G5 . To;}n] ;+u7gsf]

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cfjZostf cg';f/ tflnd tyf ljsf; sfo{qmdx? ;+rfng ug'{kb{5 . To;sf nflu s'g s'g :yfgdf s:tf] tflnd cfjZostf
5 eg]/ klxrfg ug'{ kg]{ x'G5 . cGoyf tflnd pknlAw ljlxg x'G5 / cgfjZos ?kdf nfutdf dfq j[l4 x'G5 . sd{rf/Lx?nfO{
s:tf] tflndsf] cfjZostf 5 eGg] jf/]df lgDg ljlwx? cjnDjg ul/G5g
1. Performance Analysis: tflndsf] cfjZostf lgwf{/0f ug]{ of] ljlw cGt/ut sd{rf/Lx?sf] sfo{;Dkfbg :t/ x]l/G5
. olb sd{rf/Lx?n] cfkmgf] sfo{:t/ cg';f/ sfo{ ug{ ;s]sf 5}gg eg] tflndsf] Joj:yf ug'{kb{5 . sd{rf/Lx?n] s'g :t/sf]
sfo{;Dkfbg u/]sf 5g / sfo{ ;Dkfbg dfkb08sf cfwf/df pgLx?df s:tf ;Lk, bIftf tyf cg'ejsf] sld 5 eGg] s'/f sfo{
;Dkfbg ljZn]if0f dfkm{t kQf nufpg ;lsG5 .
2. Task Analysis: o; cGt/ut ;+u7gsf] p2]Zo k|flKtsf nflu ;Dkfbg ug'{kg]{ x/]s sfo{sf] uxg cWoog / ljZn]if0f ug]{
sfo{nfO{ sfo{ ljZn]if0f elgG5 . o;af6 ;+u7gdf ;Dkfbg ug'{kg]{ ljleGg txsf] sfo{ kl/df0f / cfjZos kg]{ of]Uotf, u'0f, ;Lk,
1fg Ifdtf, bIftf cflb jf/]df yfxf x'G5 . h;sf] cfwf/df s] s:tf] sfo{sf nflu s:tf] tflndsf] cfjZostf 5 eGg] jf/]df
lg0f{o ul/G5 .
3. Management Audit: ;+u7gsf] jfXo / cfGtl/s jftfj/0fsf] n]vfhf]vf ug]{ sfo{nfO{ Joj:yfksLo n]vfkl/If0f
elgG5 . o; k/LIf0fn] jftfj/0fLo cg's'ntf sfod ug{ cfjZos ;xof]u ub{5 . jftfj/0fdf b]lvPsf] kl/jt{g cg';f/
sd{rf/Lx?sf] ;Lk, 1fg, bIftf / of]Uotfdf j[l4 ug'{kg]{ ePsf]n] Joj:yfksLo n]vfk/LIf0faf6 pQm sfo{ k'/f ug{ ;lsG5 .
4) Training Need Survey: tflnd ;j]{If0f ljlw dfkm{t tflndsf] cfjZostf lgwf{/0f ubf{ sd{rf/Lx?nfO{ tflndsf]
cfjZostfsf jf/]df ljrf/ /fVg nufOG5 . ljz]if u/]/ JolQmut ;j]{If0f, ;d"x ;j]{If0f / bIf ;j]{If0f ljlwsf] cjnDjg u/]/
tflndsf] cfjZostf lgwf{/0f ul/G5 .
5) Recommendation of Supervisor: sd{rf/Lx?sf] sfo{;Dkfbg d"Nofsg ug]{, r]shfFr ug]{, cg'udg ug]{ / lgoGq0f
ug]{ JolQmnfO{ ;'kl/j]Ifs elgG5 . ;'kl/j]Ifs / cGo sd{rf/Lx?sf jLrdf lgs6 ;DjGw /x]sf] x'G5 . s'g sd{rf/Ln] s;/L sfo{
;Dkfbg ub{5, p;sf] Ifdtf, bIfotf, cg'ej / ;Ifdtf s] slt 5 eGg] jf/]df ;'kl/j]IfsnfO{ /fd|f] ;+u yfxf x'G5 . To;sf
cfwf/df ;'kl/j]Ifsn] ;DjlGwt sd{rf/Lx?nfO{ tflndsf] nflu l;kmfl/; ub{5g .

5.9. Training Methods:

1) On the job training Methods: tflnd k|bfg ug]{ ljleGg ljlwx? dWo] sfo{ :yn tflnd ljlw ;j}eGbf nf]slk|o /
k|rngdf /x]sf] ljlw xf] . o; ljlw cGt/ut sd{rf/Lx?n] sfo{ ul//x]sf] :yndf uO{ tflnd k|bfg ul/G5 . pgLx?n] sfo{
ul//x]sf j]nfdf sfo{ z}nL, ljlw, tl/sf, k|lqmof, cfjZos pks/0fx?, pks/0f ;+rfng ug]{ ljlw cflbsf jf/]df hfgsf/L k|bfg
ul/G5 . To;sf nflu ;s];Dd ;+u7gdf lj1tf xfl;n u/]sf jf nfdf] cg'ej k|fKt u/]sf JolQmx?nfO{ sfo{ :yndf k7fO{
tflnd lbg nufOG5 . sfo{ :ynd} tflnd lbg] ePsf]n] o;nfO{ Learning by doing klg elgG5 . o; cGt/ut lgDg
ljlwx? kb{5g .
a) Apprenticeship Training Method –lzIffyL{ tflnd ljlw+M sd{rf/Lx? sfo{:yndf s'g} lglZrt ljz]if1sf]
clwgdf /xL p;}sf] dfu{lgb]{zg / ;'emfjdf tflnd k|fKt ug]{ ljlwnfO{ lzIffyL{ tflnd ljlw elgG5 . of] k|flrg tflnd ljlw xf] .
o; ljlwn] ;}4flGts tyf Jojxfl/s b'j} lsl;dsf] 1fg xfl;n ub{5 . ;fdfGotof d]l;g ;+rfng, l;sld{, 8sld{, l8hfOg/,
k]G6/, knDj/, On]lS6«l;og cflb sfo{x? l;Sgsf] nflu of] ljlw k|efjsf/L x'G5 . vf; u/]/ nfdf] cjlw;Dd l;Sg' kg]{ k]zfsf
nflu of] tflnd ljlw pko'St x'G5 .
b) Job Rotation Method: Pp6} sd{rf/LnfO{ Ps kl5 csf]{ sfo{ lhDd]jf/L x:tfGt/0f ub]{ ljleGg lsl;dsf] l;k, 1fg
l;sfpg] sfo{nfO{ sfo{ kl/qmdf elgG5 . sd{rf/Ln] Pp6f sfo{sf] nflu l;k, 1fg xfl;n ul/;s]kl5 s]xL ;do kZrft csf]{
sfddf hfg] ePsf]n] lj1af6 km]/L p;n] csf]{ lsl;dsf] 1fg cg'ej k|fKt ub{5 . vf; u/]/ Joj:yfksLo sfo{df ;+nUg
sd{rf/Lsf lglDt of] ljlw j9L pko'St x'G5 .
c) Job instruction Training Method: sfo{ ;Dkfbg ;Lk r/0fj4 ?kdf l;sfpg] ljlwnfO{ sfo{ lgb]{zg tflnd
ljlw elgG5 . o; ljlw cGt/ut sd{rf/LnfO{ vf; sfo{sf lglDt tflnd lbOG5 / tL ;Lkdf lgk'0f{ agfpgsf] nflu vf; sfo{
lhDd]jf/L lbOG5 . ;f] ;Lkdf lgk"0f{ ePkl5 csf]{ ;Lk l;sfOG5 / pQm ;LknfO{ klg Jojxf/df ptfg]{ df}sf lbOG5 . vf;u/]/ of]
ljlw ;'kl/j]Ifs / Joj:yfksx?sf lglDt pko'St x'G5 .
d) Programmes Instruction Training Method –sfo{qmd lgb]{zg tflnd ljlw_M sfo{:yndf sfo{ ;Dkfbg
;DjlGw ljleGg lsl;dsf dfu{ lgb]{lzsf, lgb]{zg k'l:tsf, cflbsf] d4tn] tflnd lbnfpg] ljlwnfO{ sfo{ lgb]{zg tflnd ljlw
elgG5 . sd{rf/Lx?n] sfo{ ;Dkfbg ug]{ qmddf s'g} ;d:of cfPdf pQm lgb]{lzsf, lgb]{zg k'l:tsfx?sf] ;xof]u lnO{ ;dfwfg
ub{5g .
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e) Internship Training: -k"j{lzIf0f tflnd_M sd{rf/Lx?nfO{ sfo{ :ynd} Jojxfl/s 1fg lbg] Ps csf]{ k|efjs/Lsf/L
ljlw k"j{lzIf0f tflnd xf] . o; cGt/ut sd{rf/Lx?nfO{ k|lzIffyL{sf] ?kdf lglZrt sfo{ ug{ nufOG5 . Ps lglZrt ;do;Dd
sfo{ ;DjlGw 1fg / ;Lk k|fKt ul/;s]kl5 sd{rf/Lx?nfO{ lhDd]jf/L x:tfGt/0f ul/G5 .

2) Off the job Training Methods: sfo{/t sd{rf/Lx?nfO{ ;+u7g eGbf jflx/ 5'§} :yfgx?df nu]/ tflnd lbOG5 eg]
To;nfO{ sfo{:yn jflx/ tflnd ljlw elgG5 . o; ljlw cGt/ut sd{rf/Lx?nfO{ Ps lglZrt ;dofjlwsf nflu sfd ug]{ :yfg
eGbf 6f9f jf cnUu} sf]7fdf nu]/ lzIfsn] k7fPsf] z}nLdf tflnd lbOG5 . o; lsl;dsf] ljlwaf6 sd{rf/Lx?n] cfkmgf]
;+u7geGbf jflx/sf w]/} s'/fx? l;Sg] cj;/ k|fKt ub{5g . To;}n] o; ljlwnfO{ sfo{ k[ys tyf sfo{ c;+nUg tflnd ljlw klg
elgG5 . o; cGt/ut lgDg ljlwx? kb{5g .
a) Lecture/Conference Method: ;+u7gsf sd{rf/Lx?nfO{ Pp6f sf]7f leq /fv]/ k|lzIfsn] s'g} lglZrt
ljifoa:t'jf/]] cfwf/e't 1fg, ljrf/, efjgf, l;4fGt h:tf k|fl1s s'/fx?sf] cfbfg k|bfg ub}{ k|lzIf0f ub{5g eg] To;nfO{
k|jrg÷;Dd]ng ljlw elgG5 . 7"nf] ;d"xnfO{ 5f]6f] cjlw / sd vr{df 1fg lbnfpg of] ljlw j9L k|efjsf/L x'G5 . cfhef]nL
o; ljlwnfO{ j9L k|efjsf/L agfpg powerpoint Presentation, Chart Paper, Visual Class cflbsf] k|of]u ug{
yflnPsf] 5 .
b) Simulation Method -gSsn÷cg's/0f ljlw_M sfo{:yn jflx/ jf:tljs sfo{ cj:yf h:t} sfNklgs sfo{:yn tof/
u/]/ ;Lk l;sfpg] ljlwnfO{ gSsn ljlw elgG5 . o; cGt/ut sfo{ cj:yf ;+u ldNg] s[lqd sfo{ jftfj/0f tof/ ul/
sd{rf/Lx?nfO{ cEof; ug{ nufO{G5 . k|fljlws sfo{x? h:t} Driving, Engineering, Computer programming cflbsf]
nflu of] ljlw j9L k|efjsf/L x'G5 .
c) Group Discussion: sfo{ :yn jflx/ tflnd k|bfg ug]{ o; ljlw cGt/ut k|lzIffyL{x?nfO{ cnu cnu ;d"xdf jlu{s[t
u/]/ s'g} vf; ljifodf 5nkmn ug{ nufO{G5 . ;d"xsf ;b:ox?nfO{ cf–cfkmgf] tkm{af6 ;d:ofsf] jf/]df lgisif{ lgsfNb5g /
cGtdf k|lzIfsn] ;j}nfO{ dfGox'g] u/L ljsNksf] ljsf; ub{5g . o; lsl;dsf] 5nkmnaf6 k|lzIffyL{x?n] of]hgf agfpg],
;fwgx?sf] kl/rfng ug]{ h:tf ljifodf ;Lksf] ljsf; ub{5g .
d) Seminar -;]ldgf/_ sd{rf/Lx?nfO{ tflnd k|bfg ug]{ o; ljlw cGt/ut ljz]if1n] s'g} ljifoj:t' h:t} sd{rf/Lx?sf]
sfo{;Dkfbg d"Nof+sg, tnj eQfsf] j[l4, egf{ tyf 5gf}6 k|lqmof, tflnd tyf ljsf; sfo{qmd, jhf/ /0fgLlt cflbsf jf/]df
sfo{kq k|:t't ub{5g . pQm sfo{kq ;j} k|lzIffyL{x?n] cWoog u/]/ cf–cfkmgf lh1f;fx? ljz]if1 ;dIf /fVb5g . ljz]if1n]
k|lzIffyL{x?sf k|Zgx?sf] pQ/ lbb} hfG5g h;af6 gof gof ljifosf] jf/]df 1fg k|fKt ug{ ;Ifd x'G5g .

5.10. Concept of Management Development:

;+u7gsf] pRr txdf sfo{/t dxTjk"0f{ JolQmx?sf] JolQmTj, Ifdtf / dfgl;s ljsf; ug]{ k|lqmofnfO{ Joj:yfkg ljsf; elgG5
. Joj:yfks ljsf;n] ;+u7gsf] jt{dfg Pj+ eljZosf] nflu cfjZos Joj:yfksLo Ifdtf Joj:yfksx?df j9fpg] sfo{ ub{5 .
o;sf ;fy} wf/0ffut, cGt/JolQmut / lg0f{o lng ;Sg] ;Lkdf j[l4 u/]/ Joj:yfksLo ;DefJotfsf] ljsf; ub{5 . o;
cGt/ut Joj:yfksx?nfO{ of]hgf agfpg], ;+u7g ug]{, pTk|]/0ff hufpg], lgoGq0f ug]{, d"Nof+sg ug]{, lgb]{zg ug]{, cflb
;DjGwdf Joj:yfksLo ;Lk k|bfg ul/G5 .

Joj:yfkg ljsf;sf] sfo{ Joj:yfksLo txdf sfo{/t h:t} pRr Pj+ dWod txsf Joj:yfksx? / ;'kl/j]Ifsx?nfO{ k|bfg
ul/G5 . To;}n] o;nfO{ sfo{sf/L ljsf; klg elgG5 . of] Ps z}lIfs k|lqmof xf] . of] lgoldt ?kdf ;+rfng eO/xG5 . o;
sfo{n] sfo{sf/L Joj:yfkssf] Jojxf/df ;sf/fTds kl/jt{g NofO{ pgLx?nfO{ cem of]Uo / ;Ifd agfpF5 .

According to Deceonzo and Robbins "Management development is future oriented training,

focusing on personal growth of the employee." Joj:yfks ljsf; sd{rf/Lsf] JolQmut pGgltdf hf]8 lbg]
eljiof]Gd'v tflnd xf] .

lgisif{df Joj:yfkg ljsf; Ps To:tf] sfo{qmd xf] h;af6 nlIft p2]Zox? xfl;n ug{sf nflu sfo{sfl/0fL Ifdtf j[l4 ub{5 .

5.11. Techniques/Methods of Management Development

1) On the job Techniques of MD
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;+u7gdf sfo{/t Joj:yfksx?nfO{ pgLx?sf] sfo{:yndf lj1åf/f gof ;Lk / Ifdtfsf] ljsf; ug]{ ljlwnfO{ sfo{:yn
Joj:yfks ljsf; ljlw elgG5 . o; cGt/ut lgDg ljlwx? kb{5g .
a) Coaching: cg'ejL, pRrtd bIftf k|fKt lj1 k|lzIfsåf/f Joj:yfksx?nfO{ sfd ug]{ tl/sf, ljlw, z}nL / Jojxf/sf
jf/]df dfu{bz{g u/]/ gof ;Lksf] ljsf; ug]{ ljlwnfO{ sf]lrª elgG5 . o; ljlw cGt/ut k|lzIfsn] Joj:yfksx?nfO{
sfo{:yndf lgb]{zg, ;Nnfx, ;'emfjx? tyf cfnf]rgf dfkm{t dfu{bz{g ub{5g . of] ljlw dfkm{t k|lzlIft ubf{ ;d:of b]vfkgf{
;fy l;sfpg ;lsg], k[i7kf]if0f k|fKt ug{ ;lsg], cGt/lqmof dfkm{t ;Lksf] ljsf; ug{ ;lsg] x'G5 .
b) Job Rotation: Joj:yfksx?nfO{ qmdz ljleGg zfvf, ljefu / sfo{ If]qsf] lhDd]jf/L x:tfGt/0f ub}{ ;Lksf] ljsf;
ul/G5 eg] To;nfO{ sfo{ kl/qmdf elgG5 . o; ljlw cGt/ut Jo:yfks Ps lsl;dsf] sfo{;Dkfbgdf bIf eO;s]kl5 csf]{
sfo{;Dkfbgdf k7fOG5 . o;af6 Joj:yfksn] ljleGg ljifoa:t'sf] sfo{;Dkfbgdf lgk'0f{tf sfod ub{5g . sfo{ kl/qmdf
lgof]lht / cfsl:ds ?kdf ;DkGg ul/G5 .
c) Understudy Assignment -k|lt:yfkg lgo'lQm_M pRr txsf Joj:yfksf] cg'kl:yltdf dftxtsf Joj:yfksnfO{
dflyNnf] txsf] sfo{;Dkfbg ug{nfO{ pRr txsf] sfo{ ug{ ;Sg] ul/ tof/ kfg]{ sfo{nfO{ cEof; elgG5 . dflyNnf] txsf]
Joj:yfks s'g} sf/0fn] cg'kl:yt /x]sf] cj:yfdf Ps tx d'lgsf Joj:yfksnfO{ pQm sfo{ ug{ lhDd]jf/L tf]lsG5 / To;sf
nflu clwsf/ k|fKt JolQmnfO{ k|lzIfsn] cfjZos ;'emfj, ;Nnfx lbP/, 5nkmn u/]/ , ;DemfP/, ;d:ofsf] ;dfwfg ug{ nufP/
yk 1fgsf] ljsf; ul/G5 .
d) Committee Assignment -;ldlt sfo{ef/_M o; ljlw cGt/ut k|lzIfs Joj:yfksx?sf] Pp6f ;ldlt lgdf{0f ul/G5
. pSt ;ldltn] ljleGg ;dodf j}7s a;fO{ ;d;fdoLs ljifox?sf jf/]df 5nkmn, cGt/lqmof, ljZn]if0f ub{5 . cfjZostf
cg';f/ pSt ;ldltsf ;b:ox?n] lj1sf] ;d]t /fo ;Nnfx lng ;Sb5g . o;/L ;ldltsf] ;d"xdf j;]/ 5nkmn ubf{
Joj:yfksx?n] Joj:yfksLo ;Lksf] ljsf; ub{5g .
e) Sub Management: -pk Joj:yfkg_M ;+u7gsf] ;+rfns ;ldltnfO{ cfjZos ;xof]u k'/ofpg ljlzi6 1fg cg'ej /
bIftf ePsf jx'ofdflos JolQmx?sf] ;d"xnfO{ pk Joj:yfkg ;d"x elgG5 . o; ;d"n] tNnf] txsf Joj:yfksx?nfO{ ljleGg
lqmofsnfkx? u/fP/ Joj:yfksLo sfo{;Dkfbgdf lgk'0f{ u/fpF5g . o; lsl;dsf] ;ldltnfO{ ;d:ofx?sf] jf/]df 5nkmn ug]{ /
;dfwfgsf ljsNkx? ;lxt ;'emfjx? k]z ug]{ clwsf/ /x]sf] x'G5 . t/ pSt ;'emfjx? dflyNnf] ;+rfns ;ldltn] :jLsf/ ug}{
kb{5 eGg] x'Fb}g .
2) Off the job Techniques of MD
Joj:yfksx?nfO{ sfo{:yn jflx/ nu]/ pgLx?sf] 1fg j[l4 u/fpg], ;Lk lj:tf/ ug]{ / dgf]j[lQ kl/jt{g u/fpg] ljlwnfO{
sfo{:yn jflx/ Joj:yfkg ljsf; ljlw elgG5 . o; ljlwdf k|lzIffyL{x?n] sfd ub}{ l;Sg] cj;/ k|fKt ub}{gg . sfo{:yn eGbf
jflx/ uO{ cf}krfl/s ?kdf k|lzIffyL{ eO{ tflnd lng' kg]{ x'G5 . o; cGt/ut lgDg ljlwx? kb{5g .
a) Lecture: -k|fWofkg_M s'g} lglZrt sf]7f jf xndf k|lzIffyL{ Joj:yfksx?nfO{ pkl:yt u/fO{ lj1n] k|jrg ljlwåf/f
Joj:yfksLo ;Lk tyf 1fgsf] clej[l4 u/fOG5 eg] To;nfO{ k|fWofkg ljlw elgG5 . o; cGt/ut lj1n] jtfO/x]sf
ljifoa:t'x? k|lzIffyL{x?n] Wofgk"j{s ;'lg/x]sf x'G5g / ga'em]sf ljifox?nfO{ k|Zgf]Q/åf/f :ki6 ub{5g . sfo{:yn jflx/
Joj:yfksx?sf] Ifdtf clej[l4 ug]{ of] sd vlr{nf] ljlw xf] .
b) Special Course -ljlzi6 ljifo_M Jo:yfkg ljsf;sf] o; ljlw cGt/ut z}lIfs ;+:yfsf of]Uo tyf ;Lk o'St
ljz]if1x?sf] ;xof]udf tflnd ;DjlGw ljlzi6 sf]if{x? tof/ u/]/ ;Lksf] ljsf; ul/G5 eg] To;nfO{ ljlzi6 sf]if{ ljlw elgG5 .
o;sf ;fy} Joj:yfksLo ;+:yfx?åf/f ;+rflnt sf]if{x?df pkl:yt eP/ klg Joj:yfksx?n] yk l;sfO{ ug{ ;Sb5g .
c) Sensitivity Training -;Dj]bgzLntf tflnd_M Joj:yfksx?sf nflu v'nf?kdf :jtGq jftfj/0f tof/ u/]/ cfk;L
5nkmn, cGt/lqmof, jftf{nfksf] dfWodåf/f Joj:yfksLo ;Lk k|bfg ug]{ ljlwnfO{ ;Dj]bgzLntf tflnd ljlw elgG5 . o; ljlw
cGt/ut ljz]if1n] s]jn dfub{zg dfq ub{5g . ;xeflux?nfO{ cfk;L 5nkmnsf] k|lqmofåf/f ;d:ofsf] klxrfg ug{ nufO{
;dfwfg ug]{ cj;/ k|bfg ul/G5 .
d) Case Study: -36gf cWoog_M Joj:yfksLo ljsf;sf] o; ljlw cGt/ut k|lzIffyL{ Joj:yfksx?nfO{ Pp6f lnlvt
;d:of lbOG5 . pQm ;d:ofsf jf/]df k|lzIffyL{x?n] cWoog cg';Gwfg u/]/ plrt lgisif{ lgsfNb5g . ;d:of ;dfwfgsf]
qmddf Joj:yfkssf] sfo{z}nL, sfo{ ljlw, e"ldsf / sfo{ k|ltsf] lhDd]jf/Ltfsf] cfwf/df ;Lksf] ljsf; ug{ ;Sb5g . o;
ljlwn] Joj:yfksdf lg0f{o ug]{ Ifdtfsf] ljsf; ub{5 .
e) Conference Training: -;Dd]ng tflnd_M of]hgfj4 ?kdf k|lzIffyL{ Joj:yfksx?nfO{ ;+ul7t u/]/ ;efsf] cfof]hgf
ul/G5 eg] To;nfO{ ;Dd]ng elgG5 . ;Dd]ngdf ;xeflu k|lzIffyL{x?sf jLrdf 5nkmn, cGt/lqmof ub}{ Ps csf{sf ljrf/x?

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cfbfg k|bfg ub{5g . ljrf/x?sf] cfbfg k|bfgsf] qmddf ;j}n] ;j}sf s'/fx? ;'Gg] a'emg] ljZn]if0f ug]{ / cfkmgf b[li6sf]0fx/
k|:t't ug]{ ub{5g . o;af6 gof gof wf/0ff, ljrf/ / b[li6sf]0fx?sf] ljsf; ug{ ;lsG5 .

5.12 Evaluating Training Effectiveness

;+u7gdf dfgj ;+;fwgx?sf] Ifdtf, bIftf, ;Lk / 1fgsf] clej[l4sf nflu tflnd k|bfg ul/G5 . tflnd ;+rfngsf] nflu
;fwg>f]t / ;dosf] vr{ ul/G5 . t;y{ vr{ eP cg';f/ dfgj ;+;fwgx?sf] Ifdtfdf ljsf; eof] jf ePg eg]/ d"Nof+sg
ug'{kb{5 h;nfO{ tflnd k|efjsf/Ltf d"Nofsg elgG5 . o; lsl;ds]f dfkgaf6 hgzlQmx?sf] lgk"{0ftf, eljZodf tflndsf]
cfjZostf / sfo{ ;Dkfbgsf] k|efjsf/Ltf hfFr ug{ ;lsG5 . tflndsf] k|efjsf/Ltf dfkg ug]{ ljlwx? lgDgfg';f/ 5g .
1. Trainee Survey Method: -k|lzIffyL{ ;j]{If0f ljlw_M tflnd k|efjsf/Ltf dfkg ug]{ o; ljlw cGt/ut Joj:yfksn]
tflndaf6 k|fKt u/]sf / 5'6 ePsf ljifox? ;dfj]z u/]/ k|ZgfjnL tof/ ub{5g / k|To]s k|lzIffyL{x?af6 pQm k|ZgfjnL eg{
nufO{ pQ/ k|fKt ub{5g . k|fKt pQ/sf cfwf/df k|lzIffyL{x?n] s] slt ;Sg] ;s], slt l;Sg jfsL 5 / pgLx? tflnd k|lt
slQsf] lhDd]jf/ lyP eGg] jf/]df hfgsf/Lx? k|fKt ug{ ;lsG5 .
2. Test Retest Method: tflndsf] pknlAw hfFrug]{ o; ljlw cGt/ut k|lzIffyL{x?nfO{ tflnd k"j{ / tflnd kZrft b'O{
lsl;dsf] hfFr lnOG5 . dfgj ;+;fwgx?sf] 1fg, ;Lk, Ifdtf / cg'ejsf] jf/]df Pp6 tflnd ;+rfng ug'{ k"j{ hfFr ul/G5 eg]
bf]>f] tflnd ;dfKt eO{ ;s]kl5 k|fKt 1fgsf] pknlAwsf] hfFr ul/G5 . oL b'j} hfFrx?sf] glthfdf cfPsf] leGgtfsf] cfwf/df
tflndsf] k|efjsf/Ltf dfkg ul/G5 .
3) Pre-Post Performance Method -k"j{kZrft sfo{;Dkfbg ljlw_M dfgj ;+;fwgx?sf] tflnd lbg' cl3sf]
sfo{;Dkfbg eGbf tflnd lbO;s]kl5sf] sfo{ ;Dkfbg s:tf] /xof] / slQsf] ;'wf/ eof] , k|ltkmn lbg ;Sof] jf ;s]g eGg]
jf/]df k|fKt hfgsf/Lsf cfwf/df tflndsf] k|efjsf/Ltf dfkg ul/G5 .
4) Experiential Control Group Method: -cg'ej lgoGq0f ;d"x ljlw_M tflnd k|efjs/Ltf dfkgsf] of] j}1flgs
ljlw xf] . o; ljlw cGt/ut k|lzIffyL{ dfgj ;+;fwgx?nfO{ cg'ej ;d"x / lgoGq0f ;d"x u/]/ b'O{ ;d"xdf jlu{s/0f ul/G5 .
cg'ej ;d"xnfO{ lglZrt cjlwsf] tflnd lbOG5 eg] lgoGq0f ;d"xnfO{ plrt lgoGq0f tyf /]vb]vdf sfo{;Dkfbg ug{ nufO{G5
. tflnd sfo{qmd ;DkGg eO{;s]kl5 cg'ej ;d"x / lgoGq0f ;d"xnfO{ Pp6} :yfgdf /fv]/ ;dfg sfo{;Dkfbg ug{ nufO{G5 .
o;/L sfo{;Dkfbg u/fpFbf cg'ej ;d"xsf] pTkfbsTj tyf lgoGq0f ;d"xsf] pTkfbsTj jLrsf] leGgtf kQf nufOG5 . lgoGq0f
;d"xsf] t'ngfdf cg'ej ;d"xsf] sfo{;Dkfbg :t/ Pj+ pTkfbsTj j[l4 ePdf tflnd k|efjsf/L ePsf] a'lemG5 .

5) Observation Method: tflnd k|efjsf/Ltf dfkg ug]{ of] ;/n ljlw xf] . o; ljlw cGt/ut ljz]if1n] sd{rf/Lx?sf]
tflnd k|flKt kl5sf] sfo{ ;Dkfbg d"Nof+sg ub{5g . cjnf]stf ubf{ sfo{ ;Dkfbgsf] :t/df ;+VofTds j[l4, u'0ffTds j[l4, uNtL
/ sdhf]/Ldf sld, ;xof]uL efjgf cflbdf ;sf/fTds kl/jt{g ePdf tflnd k|efjsf/Ltf ePsf] a'lemG5 .

5.13. Training Development Practice in Nepalese Organization

1) Determining Training Needs:
2) Training Centers
g]kfn k|zf;lgs tflnd s]Gb| (Staff College), k|fljlws lzIff tyf Jofj;foLs tflnd s]Gb| (Centre for
Technoligical Education and Vocational Training) cfly{s ljsf; tyf k|zf;g s]Gb| (Centre for
Economic Development Administration –CEDA) , a}s;{ 6«]lgª ;]G6/ (Bankers Training Centre),
Insurance Board, Management Association Nepal – MAN, 3/]n' tyf ;fgf pBf]u ljefu Cottage and
Small Industry Development, Labour Department .
3) Training and Development Method
4) Trining Effectiveness
5) Lack of Budget
6) Lack of Equipment
7) Lack of Time
8) Lack of professional trainers
9) Lack of opportunities
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10) Human resource turnover

Chapter- 6
Motivatoin

6.1. Concept of Motivation: dfgj ;+;fwg Joj:yfkgsf] Pp6f dxTjk"0f{ sfo{ pTk|]/0ff xf] . of] sfo{ dfgj
hgzlQmx?sf] phf{zlQm >hgf ug'{ ;+u ;DjlGwt 5 . ;+u7gdf sfo{/t dfgj ;+;fwgx?nfO{ sfo{ k|lt hfu?s ug]{, OR5f zlQm
hufpg] / dgf}j}1flgs ?kdf sfo{ k|lt ?rL hufpg] sfo{nfO{ pTk|]/0ff elgG5 . pTk|]/0ffn] JolQmdf dg leq}af6 d]xgtsf ;fy
sfd ug]{ rfxgf j[l4 u/]/ sfo{ tTk/tf / sl6a4tfdf clej[l4 ub{5 .

Motivaton zAb Motive af6 cfPsf] xf] . Motive zAb Nofl6g zAb Movore af6 cfPsf] xf] h;sf] cy{ cu|;/ x'g' jf
hfu[t x'g' eGg] x'G5 . o;/L x]bf{ pTk|]/0ff eGgfn] sfdsf nflu rfxgf, OR5f tyf hfu/0f x'g' eGg] a'lemG5 . ctM sd{rf/Lx?sf]
JolQmut OR5f k'/f x'g] u/L clwstd sfo{;Dkfbg ug]{ sl6j4tf k|fKt ug'{ g} pTk|]/0ff xf] . JolQmnfO{ pTk|]/0ff k|bfg ug{sf nflu
p;sf] OR5f / rfxgf k'/f ug'{kb{5 .

According to Michael J. Jucius " Motivaton is simply defined as the act of stimulating someone
to take a desired course of action."

lgisif{df pTk|]/0ff Ps k|lqmof xf] . of] JolQm tyf ;d"xsf] Jojxf/;+u ;DjlGwt x'G5 . of] dgf]j}1flgs wf/0ffdf cfwfl/t 5 .
;+u7gfTds nIo xfl;n ug{sf] nflu JolQmsf] k|oTg, lgb]{zg tyf rfxgfdf j[l4 ug]{ tTjnfO{ pTk|]/0ff elgG5 . pTk|/] 0ff
;sf/fTds / gsf/fTds x'G5 . pTk|]/0ffn] g} sd{rf/Lx?nfO{ k"0f{ lhDd]jf/ agfpF5 .

6.2. Types of Motivation

dfgj ;+;fwgx?nfO{ pTk|]/0ff hufpg] ljleGg pkfox? 5g . ltgLx? dWo] dxTjk"0f{ k|sf/x? lgDgfg';f/ ljZn]if0f ul/Psf 5g .

1) Positive Motivation: dfgj ;+;fwgx?nfO{ dfg;Ddfg, k'/:sf/, k|;+;f / ljlQo ;'ljwfx? pknAw u/fP/ hfu?s
ul/G5 eg] To;nfO{ ;sf/fTds pTk|]/0ff elgG5 . o; cGt/ut cfly{s nfex?, ;fdflhs dfGotf, Joj:yfkgdf ;xeflutf,
:jfoQtf, ;f}xfb{k"0f{ jftfj/0f / JolQmut OR5fx?sf] k"lt{ cflb k|f]T;fxgx? kb{5g .

2. Negative Motivation: dfgj ;+;fwgx?nfO{ 8/, qf;, wlDsL, eP b]vfP/ sfo{ k|lt k|]l/t ul/G5 eg] To;nfO{
gsf/fTds pTk|]/0ff elgG5 . cfhsf] k|hftflGqs jftfj/0fdf gsf/fTds pTk|]/0ffnfO{ pkof]uL dflgb}g t/ klg lghL If]qsf
;+u7gx?n] o; lsl;dsf] pTk|]/0ffnfO{ k|zo lbO/x]sf x'G5g . sfo{/t sd{rf/Lx? hfuL/ u'Dg] 8/n] dfq sfo{ ;Dkfbgdf k|lt
pT;'s x'G5g . o;sf] cy{ b08 ;hfoaf6 aRgsf] nflu dfq dfgj ;+;fwgx? Ssfo{ ub{5g . t/ o;n] bL3{sflng ?kdf czflGt
/ åGå >hgf ub{5 .

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3. Extrinsic Motivation: dfgj ;+;fwgx?n] jfXo >f]tx?af6 k|fKt ug]{ hfu?stfnfO{ jfxo pTk|]/0ff elgG5 . o;
cGt/ut gubL ;'ljwfx? h:t} tnj, eQf, jf]g;, nfef+z, sfo{ :jtGqtf, :jfoQtf, k'/:sf/, ;Ddfg, k|;+;f, :ofjf;L, ;'/Iffsf]
cg'e'lt cflb k|f]T;fxgx? kb{5g .

4. Intrinsic Motivation: dfgj ;+;fwgx?n] cfkmgf] cfGtl/s dgaf6 k|fKt sfo{ ;Gt'li6nfO{ cfGtl/s pTk|]/0ff elgG5 .
o; lsl;dsf] pTk|]/0ff JolQmn] s'g} r'gf}ltk"0f{ / pNn]vlgo sfo{ ubf{ pknlaw xfl;n u/]sf] cg'ej ub{5 / ;f]xL cg'ej g}
cfGtl/s pTk|]/0fsf] >f]t xf] . of] Ps lsl;dsf] dgdf b]vf kg]{ ;Gtf]if xf] . hxfF JolQmn] dxTjk"0f{ xf};nf k|fKt ub{5 .

5. Individual Motivation: dfgj ;+;fwgx?sf] JolQmut?kdf sfo{;Dkfbg k|efjsf/Ltf clej[l4 ug{ ;]jf ;'ljwfx? k|bfg
u/]/ pTk|]l/t ul/G5 eg] To;nfO{ JolQmut pTk|]/0ff elgG5 . JolQmut pTk|]/0ff cg';f/ h;n] /fd|f] sfo{;Dkfbg ub{5 p;}n]
cfly{s jf u}/ cflys nfex? k|fKt ub{5 . o;af6 sd{rf/Lx?nfO{ cf–cfkmgf] Ifdtf k|:t't ug]{ cj;/ k|fKt x'G5 .

6. Group Motivation: ;+u7gdf cfj4 /x]sf ljleGg ;d"xx? h:t} pTkfbg, ljqmL ljt/0f, ljQ nufotsf ;d"xx?nfO{
;fd'lxs ?kdf sfo{ k|lt pTk|]l/t ul/G5 eg] To;nfO{ ;fd'lx pTk|]/0ff elgG5 . olb ;+u7gsf ;j} ;b:ox?nfO{ ;fd'lxs ?kdf
;Ddfg, k|;+;f, kbf]Gglt, nfef+; ljt/0f ul/g' g} ;fd'lxs pTk|]/0ff xf] .

6.3. Importance of Motivation

1. Increase in Productivity
2. Incresse in Creativity
3. Good Industrial Relation
4. Reduce Accident
5. Decrease Absenteeism
6. Utilization of resources
7. Maintains Discipline

6.4. Motivation Theories

1) Achievement Theory: ljåfg David McClelland / pgsf ;xof]uLåf/f ;g !($) df pTk|]/0ff ;DjlGw
k|ltkflbg l;4fGtnfO{ pknlAw l;4fGt elgG5 . o; l;4fGt cg';f/ dflg;sf cfjZostfx? cl;ldt x'G5g / tL
cfjZostfx?nfO{ k'/f ug{ ;s]df dfq ;+u7gn] pknlAw xfl;n ug{ ;Sb5 eGg] dfGotf o; l;4fGtsf] /x]sf 5 . pgn] o;
l;4fGt cGt/ut tLg j6f cfjZostfx? k|:t't u/]sf 5g . pQm cfjZostfx? plrt ;dodf kl/k'lt{ ug]{ xf] eg] dfgj
;+;fwgx? sfo{ k|lt pTk|]l/t x'G5g . pknlAw l;4fGtsf cfjZostfx? lgDgfg';f/ ljZn]if0f ul/Psf 5g .

i) Need for Achievement - -pknlAwsf] cfjZostf_M ;+u7gdf k|jz ] ul/;]s kl5 lgwf{l/t nIo k|flKtsf] nflu k|of;/t
tyf yk pknlAw xfl;n ug{ OR5f zlQm b]vfpg'nfO{ pknlAwsf] cfjZostf elgG5 . dflg;sf] of] cfjZostf s]xL yk pknlAw
xfl;n ug]{ sfo{ ;+u ;DjlGwt 5 . vf; u/]/ r'gf}Ltk"0f{ sfo{df ;xeflutf, hl6n ;d:ofx? ;+u d'sfljnf, c? eGbf /fd|f] sfo{
;Dkfbg ug]{ rfxgf, of]Uotf, Ifdtf / bIftfsf] clwstd ;b'kof]u ug]{ rfxgfnfO{ pknlAw cfjZostf ;+u ;DjlGwt 5 . olb
;+u7gn] sd{rf/lx?sf pSt rfxgfnfO{ k'/f ug{ ;Sb5g eg] pgLx?n] pklnAw xfl;n u/]s]f cg'e'lt ub{5g / sfo{ k|lt pTk|]l/t
x'G5g .

ii) Need for Affiliation -;DjGwsf] cfjZostf_M sfo{/t dfgj ;+;fwgx?n] ;j} ;+u :g]x, dfof, ddtf, ;befj,
;dfh:otf / ;'dw'/ ;DjGw sfod ug{ rfxg] OR5fnfO{ ;DjGwsf] cfjZostf elgG5 . o;sf nflu sd{rf/Lx?n] ;fd'lxs sfo{
jftfj/0f, ldqjt Jojxf/, ;j} ;+u cGt/lqmof / c;n sfo{ ;DjGw :yflkt ub{5g . ;fy} Joj:yfkaf6 ;d]t ;f]xL lsl;dsf]
Jojxf/xf]; eGg] dfGotf hgzlQmx?xn] /fVb5g . olb o; lsl;dsf] jftfj/0f sfod x'g ;s]df sd{rf/Lx? sfo{ k|lt pTk|]l/t
x'G5g .

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iii) Need for Power –zlQmsf] cfjZostf_M dflg;n] ;+u7gaf6 k|ofKt zlQm, ;'kl/j]If0f / lg/If0fsf] clwsf/ k|fKt u/]/
c?dfly lgoGq0f sfod /fVg rfxg] OR5fnfO{ zlQmsf] cfjZostf elgG5 . zlQmsf] cfjZostf g]t[Tj cyf{t cfGtd;Gt'li6sf]
cfjZostf ;+u ;DjlGwt 5 . To;}n] ;+u7gn] ljleGg txdf sfo{/t sd{rf/Lx?n] kbLo lhDd]jf/L cg';f/ ljleGg lsl;dsf]
zlQm, clwsf/ tyf lhDd]jf/L x:tfGt/0f ug'{kb{5 . o;af6 sd{rf/Lx?nO{ ;+u7n] dxTj lbPsf] dx;'; ub{5g / yk phf{sf
;fy sfo{ k|lt pTk|]l/t x'G5g .

2) ERG Theory (Existence, Relatedness and Growth): sd{rf/Lx?sf] pTk|]/0ff ;DjGwdf Abraham
Maslow åf/f k|ltkflbt Need Hierarchy Theory sf] kl/:s[t l;4fGtnfO{ ERG Theory elgG5 . cfjZostfdf
cfwfl/t o; l;4fGtsf k|ltkfbs Clayton Alderfer x'g . pgn] cfjZostfx?nfO{ lgDg tLg txdf jlu{s/0f u/]sf 5g .

i) Existence: Abraham Maslow n] k|:t't ug'{ePsf] kfFrj6f cfjZostfx? dWo] zfl//Ls cfjZostf / ;'/Iff
cfjZostfx?nfO{ Alderfer n] cl:tTj cfjZostf cGt/ut k]z u/]sf 5g . x/]s dflg; klxnf] r/0fdf cl:tTjsf] nflu
sfo{ ub{5 . To;}n] sd{rf/Lsf] cl:tTj hf]ufpgsf nflu uf;, jf;, skf;, cf/fd, hflu/sf] ;'/Iff, ;DklQsf] ;'/Iff, JolQmut
;'/Iff cflbdf Wofg lbg' kb{5 . o; lsl;dsf cfjZostfx? k'/ ug{ ;s]df sd{rf/Lx? sfo{ k|lt pTk|]l/t x'G5g .

ii) Relatedness: dfgj ;+;fwgx?sf] of] cfjZostf ;x ;DjGw :yflkt ug]{ sfo{ ;+u ;DjlGwt 5 . dflg; ;fdflhs k|f0fL
ePsf]n] ;j} ;+u d]nldnfk, ;xsfo{, ldqtf, / ;dGjo sfodxf]; ;fy} Psn] csf]{sf] dfg ;Ddfg / OHht sfod ug ;sf];
eGg] rfxgf /fv]sf] x'G5 . sd{rf/Lx?sf nflu ;d"x sfo{ jftfj/0f to u/]/, ;fd'lxs lxt / sNof0fsf] efjgf hfu[t u/]/,
lhDd]jf/L / nIo lgwf{/0f u/]/ ;DjGw cfjZostf k'/f ug{ ;lsG5 . o;af6 sd{rf/Lx? sfo{ k|lt pTk|]l/t x'G5g . o; cGt/ut
Abraham Maslow sf ;fdflhs cfjZostfx? kb{5g .

iii) Growth dfgj;+;fwgx?sf] JolQmut j[l4, ljsf;, pGglt / nIo k|flKt ;+u ;DjlGwt cfjZostfx? kb{5g . x/]s
JolQmn] cfkmgf] hLjgdf pGglt tyf j[l4 rfxG5 . To;}n] ;+u7gaf6 k|ofKt clwsf/, lhDd]jf/L, lg0f{odf ;xeflutf, ;Ddfg
k|;+zf, dfGotf, klxrfg :jfoQtf k|fKt x'g'kb{5 . o;af6 sd{rf/Lx? j[l4 ePsf] dx;'; ub{5g / sfo{ ;Dkfbgsf nflu tTk/
x'G5g . o; cGt/ut Abraham Maslow sf cfGt;Gt'li6sf cfjZostfx? kb{5g .

3) Equity Theory: pTk|]/0ffsf ;DjGwdf ljåfg J.S. Adams åf/f ;g !(^# df k|ltkflbt l;4fGtnfO{
;dtfsf] l;4fGt elgG5 . o; l;4fGt cg';f/ ;+u7gdf dflg;x? lgikIf / Gofo;+ut Jojxf/xf]; eGg] rfxG5g .
dflg; Gofok"0f{ ;fdflhs k|f0fL ePsf]n] x/]s JolQmn] cGo JolQmsf] t'ngfdf cfkm'nfO{ Gofof]lrt Jojxf/ rfxG5 .
s]jn /fd|f] kfl/>ldsn] dfq} ;+u7gdf sd{rf/Lx?nfO{ pTk|]l/t x'b}gg pgLx?nfO{ ;dfg / Gofo;+ut tl/sfn] Jojxf/
ug'{kb{5 . olb kIfkftk"0f{ Jojxf/ ePdf pgLx?sf] sfo{;Gt'li6df sld cfpF5 .
dflg; ;dfhsf] c+u ePsf]n] ;fdflhs ;+u7g, ;d"x / ;b:ox?af6 Gofok"0f{ Jojxf/ xf]; eGg] ck]Iff /fv]sf] x'G5 .
;fy} cfkmgf k|To]s lqmofsnfkx?nfO{ c?;+u t'ngf klg ul/x]sf] x'G5 . Adams sf cg';f/ ;+u7gdf Pp6f JolQmn]
k|fKt ug]{ k|ltkmn tyf p;sf] k|of; ljrsf] b/ / cGo JolQmn] k|fKt u/]sf] k|ltkmn tyf p;sf] k|of; jLrsf] b/
t'ngf ubf{ ;dfg x'g' kb{5 . obL k|of;sf] b/ / k|ltkmnsf] b/sf jLr c;dfgtfx? 5g eg] JolQmn] cfkm'nfO{ cGofo
ePsf] dx;'; ub{5 / p sfo{ k|lt pTk|]l/t x'g ;Sb}g .

Person's outcome other's outcomes Result

=
person's input other's input Equality

sd{rf/Ln] ;j{k|yd cfkm'n] u/]sf] nufgLn] k|ltkmnnfO{ efu u/]/ cfkmgf] cg'kfg lgsfNb5 . olb ;f] cg'kft c?sf]
cg'kft;+u j/fj/ eof] eg] p;n] lgikIftf / ;dfgtfsf] dx;'; ub{5 . kmn:j?k p sfo{ k|lt pTk|]l/t x'G5 . o;nfO{
lgDg pbfx/0fåf/f lgDgfg';f/ k|:t't ul/Psf] 5 .
Person's outcome other's outcomes Result
= Motivated
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person's input other's input Indifference

Rs. 10 Rs. 20
Rs 10 per hour Rs. 10 per hour
1 hour 2 hour
Person's outcome other's outcomes Result
< Demotivate
person's input other's input Unhappy
d

Rs. 10 Rs. 15
Rs 10 per hour Rs. 15 per hour
1 hour 1 hour

Person's outcome other's outcomes Result

> Highly motivated
person's input other's input happy

Rs. 15 Rs. 10
Rs 15 per hour Rs. 10 per hour
1 hour 1 hour

pk/f]Qm pbfx/0f cg';f/ nufgL / k|ltkmnsf] cg'kft c?sf] eGbf j9L jf j/fj/ ePdf sd{rf/Lx? ;Gt'i6 x'G5 / sfo{k|lt
pTk|]l/t x'G5g t/ ;f] cg'kft c?sf] eGbf sd ePdf pgLx? lg/fz x'G5g . cfkm'k|lt cGofo ePsf] dx;'; ub{5g .

4) Expectancy Theory: -ck]Iff l;4fGt_ M k|l;4 dgf]j}1flgs Victor Vroom n] sd{rf/Lx?sf] cfzf / ck]IffnfO{
pTk|]/0ffsf] d'nsf/s tTj dfg]/ ;g !(^$ df k|ltkflbt l;4fGtnfO{ ck]Iff l;4fGt elgG5 . of] l;4fGt cg';f/ dflg;
ljj]szLn x'G5 / hlxn] klg plrt kl/0ffdsf nflu k|oTg . pgLx? j9L k|ltkmn kfpg] cfzdf ldx]gtsf ;fy sfo{ ub{5g .
ck]Iff l;4fGtdf tLgj6f dxTjk"0f{ tTjx? x'G5g .

i) Expectancy -ck]Iff_M s'g} sfo{ ubf{ To;af6 lglZrt kl/0ffd cfpF5 eGg] JolQmsf] rfxgfnfO{ ck]Iff elgG5 . e'|dsf
cg';f/ JolQmsf] sfo{ / To;af6 cfpg] kl/0ffdsf] ;DefJo ;DjGw g} ck]Iff xf] . ck]Iff JolQmsf] sfo{, nIo tyf k'/:sf/ ;+u
;DjlGwt /x]sf] x'G5 . h:t} /fd|f] sfo{ ;Dkfbg ug]{ JolQmsf] ck]Iff pRr tnj tyf pTkfbsTj j[l4 ug]{ /x]sf x'G5 .

ii) Instrumentality -sf/stTj_M k'/:sf/ tyf cGo ;'ljwf kfpgsf] nflu cfkm\gf] sfo{ ;Dkfbg ;xL ?kdf cuf8L j9L /x]sf]
5 eGg] JolQmsf] cfGtl/s ljZjf; h'g ck]Iff ;+u ;DjlGwt 5 To;nfO{ g} sf/stTj elgG5 . of] ;+u7gdf klxnf] tx / bf]>f]
txsf] k|ltkmnsf] ;DjGwsf] dfqf xf] . h:t} s8f ldx]gtn] /fd|f] sfo{ ;Dkfbg x'g' k|yd txsf] k|ltkmn xf] eg] /fd|f] sfo{
;Dkfbgn] tnjdf j[l4 x'g' bf]>f] txsf] k|ltkmn xf] . t;y{ /fd|f] sfo{ ;Dkfbg ug{ JolQmnfO{ pTk|]l/t ug{ plrt k'/:sf/ tyf
kbf]Ggltaf6 ;Ddfg ug'{kb{5 .

iii) Valence -k|fylds dxTj_M k|fKt k|ltkmnsf nflu sd{rf/Lx?n] lbPsf] k|fyldstf tyf d"NonfO{ k|fylds dxTj elgG5 .
j9L dxTj lbPsf] k|ltkmn k|flKtsf nflu pgLx? j9L pTk|]l/t x'G5g eg] sd dxTj lbPsf] k|ltkmn k|flKtsf nflu sd pTk|]l/t
x'G5g . s'g} JolQmn] pRr tnjnfO{ j9L dxTj lbG5g eg] s'g} JolQmn] r'gf}ltk"0f{ sfo{nfO{ j9L dxTj lbG5g . t;y{ sd{rf/Ln]
s:tf] k|ltkmn k|fKt ug{ rfx]sf] xf] To;nfO{ cfwf/ agfP/ pTk|]l/t ug'{kb{5 .

e'|dsf] ck]Iff l;4fGt cg';f/ ck]Iff, sf/stTj / k|fylds dxTjsf] (Motivation= Expectancy* Instrumentality*
Valence) u'0fgkmn g} ck]Iff l;4fGt xf] . logLx? jLrsf] ;DjGwn] pTk|]/0ffsf] txnfO{ hgfpF5 .

6.5. Motivation and Performance:

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;+u7gn] tf]s]sf] sfo{ ;DjlGwt sd{rf/Lx?af6 bIftf, s'zntf / lhDd]jf/Lk"j{s ;DkGg ug'{nfO{ sfo{;Dkfbg elgG5 . sfo{;Dkfbgsf] :t/sf
cfwf/df ;+u7n] d'gfkmfbfostf / pTkfbsTjdf j[l4 ub{5 . To;}n] k|efjsf/L sfo{;Dkfbgsf] nflu dfgj ;+;fwgx? of]Uo, bIf, cg'elj,
;Lko'St x'g' kb{5 / ;fy;fy} pgLx? sfo{ ;Dkfbg k|lt dgf]j}1flgs ?kdf hfu?s klg x'g' kb{5 . dflg;x?nfO{ dfgl;s /
efjgfTds?kdf sfo{k|lt k|]l/t ug]{ sfo{nfO{ pTk|]/0ff elgG5 . o; cy{df ;+u7gsf] sfo{;DkfbgnfO{ kl/0ffd'vL agfpgsf] nflu dflg;x?
pTk|]l/t x'g' kb{5 .

pTk|]/0ff / sfo{;Dkfbgsf jLr ;sf/fTds ;DjGw /x]sf] 5 . pTk|]l/t sd{rf/Lx?n] pRr sfo{;Dkfbg ub{5g / pRr sfo{;Dkfbgn]
pTk|]/0ff k|bfg ub{5 . JolQm zf/Ll/s / dflg;s?kn] sfo{ ug{ ;Ifd x'G5 t/ sfo{ k|lt pTk|]l/t 5}g eg] p;n] k|efjsf/L sfo{ ;Dkfbg ug{
;Sb}g . To;}n] elgG5 . a horse can be taken to a river but can't be forced to sip water o;sf] cy{ 3f]8fnfO{
s]jn gbL;Dd n}hfg ;lsG5 t/ kfgL vfgsf] nflu an ug{ ;lsb}g 7Ls To;} u/L dflg; of]Uo, bIf / ;Ifd eP/ dfq
sfo{;Dkfbg /fd|f] x'b}g p sfo{ k|lt pTk|]l/t x'g' kb{5 . sfo{ k|lt pTk|]l/t ug{sf] nflu cfly{s tyf u}/ cfly{s nfex? k|bfg ug'{
kb{5 . csf]{tkm{ sd{rf/L sfo{ k|lt pTk|]l/t eP/dfq x'b}g p jf}l4s?kdf ;Ifd, Ifdtfjfg / ;Lko'St klg x'g' kb{5 . To;sf
nflu pgLx?nfO{ tflnd, ;]ldgf/, uf]i7L / cGo cGt/lqmofTds sfo{qmdx?df ;xeflu u/fpg' kb{5 . ctM sfo{;Dkfbg pTk|]/0ff
/ Ifdtfsf] k|ltkmn xf] . pTk|/] 0ffdf j[l4 eof] eg] sfo{;Dkfbgdf klg j[l4 x'G5 . olb pTk|]/0ffdf sld cfof] eg] sfo{;Dkfbgdf
klg sld cfpF5 .

-Effective Performance=ability*Motivation

Motivation Performance

Motivation Performance

6.6. Concept of Frustration: ;fdfGotof JolQmdf b]vfkg]{ xtf]T;flx, cfn:otf / ljrngsf] cj:yfnfO{ lg/fzfkg
elgG5 . cyf{t sd{rf/Lx? k|ltkmnaf6 c;Gt'i6 x'Fbfsf] cj:yfnfO{ lg/fzfkg elgG5 . lg/fzfkgn] JolQmdf tgfj tyf xtf;sf]
cj:yf l;h{gf ub{5 . lg/fzfn] dflg; leqsf] r/d c;Gt'li6nfO{ klg hgfpF5 . dfgj ;+;fwgx?n] rfx]s]f k|ltkmn xfl;n ug{
;s]gg eg] pgLx? lg/fz x'Gb5 . h:t} kfl/>ldsdf j[l4, kbf]Gglt, clwsf/ tyf lhDd]jf/Lsf] k|flKt, ljdf tyf cf}ifwL
pkrf/sf] Joj:yf, ;?jf, ;Ddfg k|;+;f cflb k|fKt x'g' kg]{df ;f] x'g ;s]g eg] sd{rf/Lx? leq c;g'li6 >hgf x'G5 h;nfO{
lg/f;fkg elgG5 . lg/fzfkgn] JolQm / ;+u7g b'j}nfO{ Iflt k'/ofpF5 .

;+u7gdf sd{rf/Lx?n] sfo{ ;Gt'li6 k|fKt ug{ ;s]gg jf cfkm'n] rfx] cg';f/sf] k|ltkmn k|fKt ug{ ;s]gg eg] lg/fzf x'G5g .
o;y{df sd{rf/Lsf] cfkmgf] sfo{k|ltsf] gsf/fTds efjgf g} lg/fzf xf] . lg/fzfn] åGå, snx, j}{dg:otf / cgd]n >hgf ub{5 .
;fdfGotfo lg/fzfkgaf6 dflg;n] /rgfTds / /Ifs u/L b'O{ lsl;dsf] Jojxf/ b]vfpF5 . ;d:ofsf] ;dfwfg tyf k'g;+/rgf
/rgfTds Jojxf/ cGt/ut ub{5g eg] cfqmd0f, Tofu, cflb /Ifs Jojxf/ cGt/ut kb{5g .

According to Fred Luthans "Frustration occurs when a motivated drive is blocked a person
reaches a desired goal." s'g} JolQmn] ck]Iff u/]sf] nIo xfl;n ug'{ cufj} pTk|]l/t hf];df afwf pTkGg x'G5 eg] tj
lg/fzf pTkGg x'G5 .

lgisif{df hj pTk|]l/t pT;fx ck]lIft nIodf k'Ug' eGbf klxn] g} ck/f]w x'G5 / To;sf] kl/0ffd :j?k pTkGg x'g]
lqmofsnfkx?nfO{ lg/fzf elgG5 . lg/fzfsf ck]Iff, pT;fx, ck/f]w / pk]lIft nIo dxTjk"0f{ tTjx? x'g .

6.7. Causes of Frustration

1) Lack of facilities
2) Lack of resources

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3) Lack of two way communication
4) Lack of freedom
5) Lacko of participation
6) Lack of socialization
7) High competition
8) Lack of motivation
9) Ego Problem
10) Lack of good working environment

6.8. Job Satisfaction : dfgj ;+;fwgx?n] sfo{;Dkfbgaf6 k|ltkmnsf] ?kdf hfu[t ug]{ ;sf/fTds wf/0ff jf dgf]j}1flgs
v'zLnfO{ sfo{ ;Gt'li6 elgG5 . sfo{;Gt'li6 sfo{;Dkfbgsf] k|ltkmn xf] . JolQmn] ck]Iff u/] cg';f/ sfo{;Dkfbgaf6 /fd|f]
k|ltkmn k|fKt u/]df p;nfO{ uf}/j dx;'; x'G5 h;fnO{ sfo{;Gt'li6 elgG5 . sfo{;Gt'li6n] JolQmnfO{ cem pT;fx tyf sl6j4tf
eO{ sfd ug]{ xf};nf k|bfg ub{5 . To;}n] sd{rf/Lx?nfO{ sfo{;Gt'li6 k|bfg ug{ tnj, eQf, jf]g;, sld;g, k'/:sf/, ;Ddfg,
:jtGqtf, plrt sfo{ jftfj/0f, ;d"x sfo{, cflbsf] Joj:yf ug'{kb{5 . sfo{;Gt'li6 ePdf sd{rf/Lx?n] sfdnfO{ :jLsf/ ub{5g
/ sfo{ k|lt ;sf/fTds wf/0ff agfpF5g .
According to Stephen P. Robbins " Job satisfaction is an individual general attitude towards
his/her job." Sd{rf/Lx?sf] sfo{k|ltsf] ;fdfGo b[li6sf]0fnfO{ sfo{;Gt'li6 elgG5 .
Lgisif{df s'g} klg JolQmn] sfo{ cg'ejaf6 k|fKt ug]{ Ps lsl;dsf] ;'vb, v'zL, ;Gtf]if / ;sf/fTds efjgfnfO{ sfo{ ;Gt'li6
elgG5 . csf]{ cy{df sfo{ ck]Iff / jf:tljs sfo{ cj:yf jLrsf] cGt//lxt cj:yfnfO{ sfo{ ;Gt'li6 elgG5 . h:t}

Expectations about the job Actual job condition

Discrepancies
Pay Pay
Work itself work itself
Promotion Promotion
Supervision Supervision
Co-workers Employee job Co-workers
Working condition Satisfaction work condition

6.9. Factors Related to Job satisfaction:

sfo{;Gt'li6 pTk|]/0ffsf] dxTjk"0f{ tTj xf] . o;sf] cefjdf k|efjsf/L sfo{ ;Dkfbg x'g ;Sb}g . To;}n] ;+u7g sd{rf/Lx?sf]
sfo{ ;Dkfbg k|lt ;hu /xg' kb{5 . sfo{ ;Gt'li6 ;+u ;DjlGwt tTjx? lgDgfg';f/ 5g .
1) Remuneration
2) Leadership
3) Promotion
4) Communication
5) Human Relationship
6) Problem Solving
7) Attitude
8) Work freedom
9) Reward and Punishment
10) Working environment

Chapter- 7

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 Performance Appraisal and Reward Management

7.1. Concept of Performance Appraisal

;+u7gsf] p2]Zo xfl;n ug{ dfgj ;+;fwgx?nfO{ lglZrt sfo{ ;'lDkPsf] x'G5 . sd{rf/Lx?n] cf–cfkmgf]
of]Uotf, Ifdtf, bIftf, cg'ej / ;Lksf cfwf/df sfo{;Dkfbg ub{5g . sfo{ ;Dkfbgsf] nflu ;+u7gn]
lglZrt dfkb08 jf :t/ klg lgwf{/0f u/]sf] x'G5 . ctM sd{rf/Lx?nfO{ ;'lDkPsf] sfo{ lglZrt dfkb08
cg';f/ ePsf] 5 jf 5}g eg]/ :t/Lotf dfkg ug]{ sfo{nfO{ sfo{ ;Dkfbg d"Nof+sg elgG5 . csf]{ cy{df
sfo{;Dkfbgsf] :t/Lotf dfkg ug]{ ljlwnfO{ g} sfo{ ;Dkfbg d"Nof+sg elgG5 .
sfo{ ;Dkfbg d"Nofsgn] sd{rf/Lx?sf] JolQmut u'0f, ;Lk, bIftf, of]Uotf, cg'ej tyf efjL ;+efjgfsf
jf/]df dfu{ lgb]{zg ub{5 . o;sf] cfwf/df sd{rf/Lx?n] kbf]Gglt, ;?jf, cltl/St nfe, ;Ddfg, k|;+;f,
k'/:sf/ cflb pTk|]/0ffx? k|fKt ub{5g . sfo{;Dkfbg d"Nofsgn] sfo{ dfkb08 cg';f/ sfd eP gePsf] jf/]df
d"Nofsg ug'{sf ;fy} sfo{ k|lqmof, k4lt, sfo{ cj:yf, sfo{ hl6ntf / sfo{ hLjgsf] u'0f:t/ ;d]tsf]
d"Nofsg ub{5 .
According to Gary Dessler " Performance appraisal is evaluating an employee's
current and past performance relative to his/her performance standard. –sfo{;Dkfbg
d"Nof+sg eg]sf] sd{rf/Lsf] sfo{;Dkfbg :t/ ;DjGwdf jt{dfg tyf ljut sfo{;Dkfbgsf] hfFr xf] _
lgisif{df sfo{;Dkfbg d"Nof+sg Ps k|lqmof xf] h;n] sfdsf] nflu cfjZostfsf] cfwf/df sd{rf/Lx?sf]
sfo{;Dkfbg hfFr ub{5 . o;n] sd{rf/Lx?n] s;/L sfo{ ul//x]sf] 5 eGg] s'/f lgwf{/0f ug]{ tyf ;+rf/ ug]{
sfo{ ub{5 .
7.2. Uses of Performance Appraisal

1) Determination of remuneration: ;+u7gdf sfo{/t sd{rf/Lx?nfO{ lglZrt b/df kfl/>lds tyf

Hofnf e'Stfg ug'{kg]{ x'G5 . sfo{;Dkfbg d"Nofsg sfo{n] sd{rf/Lx?sf] Ifdtf, bIftf, ;Lk / ;DefJotfnfO{
klxrfg ub{5 . o;af6 plrt sfo{sf nflu plrt kfl/>lds lgwf{/0f ug]{ sfo{df ;xof]u k'Ub5 . sfo{;Dkfbg
d"Nofsg ljgf kfl/>lds lgwf{/0f ubf{ sd of]ubfgnfO{ j9L / j9L of]ubfgnfO{ sd kfl/>lds lgwf{/0f
x'g;Sb5 .
2) Reward Management: pTs[i6 sfo{;Dkfbg ug]{ sd{rf/Lx?nfO{ k|f]T;fxg :j?k k|bfg ul/g] nfenfO{
k'/:sf/ elgG5 . sfo{;Dkfbg d"Nof+sgaf6 s'g sd{rf/Ln] slQsf] k|ltkmn lbg ;s]s]f 5 / pTkfbsTj j[l4df
s:tf] of]ubfg /x]sf] 5 eGg] jf/]df hfgsf/L k|fKt x'G5 . kmn:j?k pTs[i6 sd{rf/Lsf] 5gf}6 ul/ k'/:sf/
k|bfg ul/G5 .
3) Career Development: s'g} lglZrt :yfg / kbaf6 cf/De ePsf] sd{rf/Lx?sf] sfo{ hLjg dflyNnf]
:yfg ;Dd k'uf]; eGg] rfxG5g . To;sf nflu pgLx?n] of]Uotf, Ifdtf, bIftf, ;Lk, cg'ej, sfo{z}nL /
st{Tjlgi7tfdf j[l4 ub]{ n}hfg' kb{5 . jf:tdf sd{rf/Lx? ;+u s] s:tf] Ifdtf 5 eGg] jf/]df sfo{ ;dkfbg
d"Nof+sgn] 5n{ª kfb{5 . o;af6 :jo+ sd{rf/Ln] g} cfkmgf] hLjg j[lQsf] jf/]df lg0f{o ug{ ;Sb5 .

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4) Training and Development: sfo{ ;Dkfbg d"Nof+sgn] sd{rf/Lx?sf ;jn kIf tyf b'j{n kIfsf
jf/]df klxrfg ub{5 . pQm klxrfgsf] cfwf/df s'g s'g sd{rf/Lx?nfO{ tflndsf] cfjZostf 5 eGg] jf/]df
;lhn] kQf nufpg ;lsG5 . tflnd] sd{rf/Lx?sf b'j{n kIfx? x6fP/ ;jn kIfx?df j[l4 ub{5 .
5) Easy to Supervision: sfo{;Dkfbg d"Nof+sgaf6 sd{rf/Lx?sf] sfo{;Dkfbg pTs[i6, dWood jf lgDg
s'g :t/sf] 5 eGg] jf/]df ;lhn} yfxf kfpg ;lsG5 . ctM s'g sd{rf/LnfO{ s'g txsf] ;'kl/j]If0f cfjZos
5 eGg] jf/]df ;lhn} lgSof}{n ul/G5 .
6) Validation of Selection: egf{ / 5gf}6 k|lqmofåf/f pTs[i6 7xl/Psf pDd]bjf/x?n] jf:tljs
sfo{;Dkfbg pTs[i6 ug{ ;s]df dfq} 5gf}6sf] j}wtf sfod x'G5 . pQm j}wtf sfo{ ;Dkfbg d"Nof+sgaf6 :ki6
ug{ ;lsG5 .
7) Feedback: sfo{;Dkfbg d"Nofsgaf6 sd{rf/Lx?n] cfkmgf] x}l;ot tyf Ifdtf slt /x]5 eGg] jf/]df
;lhn} kQf nufpg ;Sb5g . k|To]s sd{rf/LnfO{ d sxfF 5', d]/f] uGtJo s] xf], d}n] s] ;'wf/ ug'{ kg]{5, d]/f]
Ifdtfn] slt cufl8 j9g ;Sb5' eGg] jf/]df sd{rf/Lx?n] kQf nufpg ;Sb5g .
7.3. Methods of Performance Appraisal

1) Graphic Rating Scale Method: /]vflrq d"Nof+sg ljlw_M sfo{ ;Dkfbg d"Nof+sg ug]{ ;j} eGbf
k'/fgf] , nf]slk|o, ;/n / pkof]uL ljlw /]vflrq d"Nof+sg ljlw xf] . o; ljlwdf sd{rf/Lx?sf JolQmut u'0fx?
h:t}M sfo{ kl/0ffd, sfo{1fg, xflh/L, OdfGbf/Ltf, ;xof]uLkg, lg/Gt/tf, lg0f{o ug]{ Ifdtf, sfo{ cj:yf,
b[li6sf]0f cflb ;dfj]z u/]/ Ps dfkb08 (Rating Scale) tof/ ul/G5 . pQm dfkb08 cg';f/
d"Nof+sgstf{n] clt pQd, pQd, ;fdfGo, ;Gtf]ifhgs / Go"g ljsNkx? dWo]af6 s'g} Ps ljsNk 5gf}6 ul/
sfo{;Dkfbgsf] d"Nofsg ub{5g . o; d"Nof+sg ljlwsf] ljj/0f lgDgg';f/ lbOPsf] 5 .
ABC Company
Performance Appraisal Form

Name of Employee …………………………….. Job title

Department……………………………
Name of Rater ………………….. Date
Performance Factors Poor 1 Satisfactory 2 Good 3 Excellent 4 Outstanding 5
Quantity of Work
Quality of Work
Attendance
Attitude
Cooperation
Honesty
Job Knowledge
Appearance
Dependability
Total Score
Advantages
Simple 2) Facility of Comparison 3) Possibility of Feedback 4) Compare more employees
performance at a time

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Disadvantges 1) Biasness 2) Concerned only individual traits 3) Discrepancy in evaluation
4) old method
2) Alternative Ranking Method: -ljsNk >]0fL ljlw_M ;+u7gfTds p2]Zo xfl;n ug{sf] nflu x/]s
;+u7gn] pTs[i6, jf}l4s, of]Uo, ;Lko'St / cg'ejL sd{rf/Lx? lgo'St ub{5g t/ klg sd{rf/Lx?sf] sfo{z}nL,
b[li6sf]0f, Jojxf/, zf]r, cg'e'lt / a'emfO{df leGgtfx? b]lvG5g . s'g} JolQm cToGt st{Jolgi7 Pj+ c;n
x'G5g eg] s'g} JolQm nfk/jfxL, ckf/bzL{ k|j[lQsf x'G5g . ljsNk >]0fL ljlw To:tf] sfo{;Dkfbg ljlw xf]
h;n] ;Dk"0f{[ sd{rf/Lx?sf] JolQmut Jojxf/ tyf u'0fx?sf] d"Nof+sg u/]/ of]Uotf qmd cg';f/ ;"rLs/0f
ub{5 . o; cGt/ut ;j}eGbf c;n sd{rf/LnfO{ k|yd qmddf / c?nfO{ qmdz bf]>f], t]>f] ub}{ clGtd qmddf
;"rLs[t ul/G5 . h:t}
Highest-Ranking Employee
1 ……………………… 6 …………………………..
2 ……………………….. 7 …………………………….
3 …………………………. 8 ……………………………..
4 …………………………. 9 ……………………………..
5 ………………………….. 10 …………………………….
Lowest Ranking Employee

Advantages 1) Detail Evaluation 2) Reliable Evaluation 3) Simple 4) Economy

Disadvantage 1) Useable for limited employees 2) Over all evaluaton 3) Biasness 4) Useable
only small organization

3) Paired Comparison Method –-hf]8f t'ngf ljlw_M sfo{ ;Dkfbg d"Nofsg ug]{ of] cfw'lgs ljlw xf] . o;
ljlwdf ;Dk"0f{ sd{rf/Lx?sf nflu cnu cnu hf]8f jgfOG5 / pgLx?sf u'0f, of]Uotf, cg'ej, Ifdtf, pkl:ylt,
OdfGbf/Ltf cflbsf] cfwf/df ;j} ;+u Pscsf{nfO{ t'ngf u/]/ d"Nof+sg ul/G5 . o;/L x/]s hf]8fdf /x]sf b'O{
sd{rf/Lx? dWo] c;n sd{rf/LnfO{ lrGx / v/fj sd{rf/LnfO{ lrGx k|bfg ul/G5 . o; ljlw cGt/ut ;Dk"0f{
sd{rf/Lx?sf] hf]8f agfO{ d"Nof+sg ul/g] ePsf]n] o;nfO{ hf]8f t'ngf ljlw elgPsf] xf] . h:t} kfFr hgf
sd{rf/Lx?sf] d"Nof+sg ug'{ 5 eg] o; ljlw cg';f/ Pp6f rf6{ tof/ ul/G5 . pQm rf6{df sd{rf/Lx?sf] hf]8L
/flvG5g / k|To]s sd{rf/Lx?sf] u'0f, sfo{ hLjg, cflbsf] cfwf/df Ps csf{sf jLrdf d"Nof+sg ul/G5 . o;sf] nflu
lgDgfg';f/sf] tflnsf k]z ul/Psf] 5 .
For the trait Quality of Work For the Trait Creativity

Employee Rated Employee Rated

As A B C D E
As A B C D E
compared Art Maria Chu Diane Jose
compared Art Maria Chuck Diane Jose
to ck
to
A - - - -
A + + - -
Art
Art
B + - + +
B - - - -
Maria
Maria
C + + - +
C - + + -
Chuck
Chuck
D + - + _
D + + - +
Diane
Diane
E + - - +
E + + + -
Jose
Jose
ToMaria
get Notes
RanksFor College Banking and PSC Subscribe BinodArt
Highest
Ranks
Rijal Highest
on YouTube Page 52
 Source: Gary Dessler

o; lrqdf + lrGxn] t'ngfTds ?kdf c;n tyf - lrGxn] t'ngfdf ?kdf v/fj elg ;+s]t ub{5 . o;y{
sd{rf/L :t/ yfxf kfpgsf nflu lrGx + lrGxx? hf]8g' kb{5 / - lrGx ;j} 36fpg' kb{5 . h:t} sd{rf/Lsf]
u'0f d"Nof+sg ul/Psf] klxnf] lrqdf B n] rf/j6f + lrGxx? k|fKt u/]sf] 5 . To;}n] B ;j}eGbf c;n
sd{rf/Lsf] ?kdf d"Nofsg ul/G5 . To;kl5 A nfO{ /fd|f] dflgG5 lsgsL p;n] b'O{ j6f + lrGxx? k|fKt u/]sf] 5
t/ D / E n] Ps Ps j6f +lrGx k|fKt u/]sf] x'Fbf pgLx? v/fj sd{rf/Lsf] d"Nofsg ul/G5g .
Advantages 1) Less Errors 2) Scientific 3) Modern 4) Reliable

Disadvantage 1) Unsuitable for all organizations 2) Costly 3) Experienced Rater 4)

Conflict

4) Forced Distribution Method: -clgjfo{ ljt/0f ljlw_M sfo{;Dkfbg d"Nofsgsf] o; ljlw cGt/ut
sd{rf/Lx?sf] sfo{ut u'0fsf] cfwf/df ljleGg >]0fLx?df u|]l8ª u/]/ d"Nof+sg ul/G5 . clgjfo{ ljt/0fsf nflu
;fdfGotof kfFr >]0fLx? lgwf{/0f ul/G5g . x/]s >]0fLsf] nflu lglZrt k|ltzt sd{rf/L ;+Vof lgwf{/0f ul/G5 /
pgLx/sf] :t/ cg';f/ lglZrt >]0fLdf ;dfj]z ul/G5g . clgjfo{ ljt/0f ljlw cg';f/sf] sfo{;Dkfbg d"Nof+sg
lgDgfg';f/ b]vfOPsf] 5 .
S.N. Performance Level Percentage Name of the Employees Forced Disribution
1 High Performers 15% A, C, F 3
2 High Average Performers 20% D, E, O, Q 4
3 Average Performers 30% G, F, M, N, P, T 6
4 Low Average Performers 20% H, K, L, R 4
5 Low Performers 15% B, J, S 3
Total 20

Dflysf] tflnsf cg';f/ hDdf @) hgf sd{rf/Lx? dWo] pRr :t/ !% k|ltzt, cf};t pRr :t/ @) k|ltzt, cf};t
:t/ #) k|ltzt, @) k|ltzt cf};t lgDg :t/ / !% k|ltzt lgDg :t/ u/]/ >]0fLs/0f ug{ ;lsG5 .

Advantages 1) Easy 2) Economy 3) less biasnes 4) usible for all organizations

Disadvantage 1) Problem in distriubtion 2) Possiblity of conflict 3) It depend on

commonsence 4) problem of rating for excellent and qualified employees.

5) Critical Incident Method: -;+j]bgzLn 36gf ljlw_M sfo{ ;Dkfbg d"Nof+sg ug]{ o; ljlw cGt/ut
sd{rf/Lx?sf] u'0f Pj+ ljz]iftfx?sf] d"Nofsg gu/L ulDe/ kl/l:yltdf JolQmsf] Jojxf/, cfr/0f s:tf] /xof] To;sf]
lg/If0f u/]/ d"Nof+sg ul/G5 . ;+u7gdf s'g} lsl;dsf] 36gf 36bf sd{rf/Lsf] e"ldsf s:tf] /xof], lhDd]jf/L jxg
u/of] jf u/]g eg]/ pgLx?n] ;kmntf jf c;kmntf s] k|fKt u/of] cflb jf/]df d"Nofs+g ul/G5 .

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6) Check List Method: -kl/If0f ;"rL_M o; ljlw cGt/ut sd{rf/Lx?sf vf; u'0f / of]Uotfx?sf] cfwf/df
Yes / No ljsNk ;lxtsf] k|ZgjfnL tof/ ul/G5 h;nfO{ k/LIf0f ;"rL elgG5 . pQm ;"rLdf /x]sf k|Zgx?sf] nflu
d"Nof+sgstf{n] Yes jf No ljsNk dWo] Pp6f 5gf}6 ub{5g / sfo{ ;Dkfbg d"Nofsg ;DkGg ul/G5 . h:t}

S.N. Particulars Yes No

1 Is the employee punctual in attending the office
2 Does the employee maintain sound realtion with customers
3 Is is the employee sincere in doing his/her job

7) Essay Method: sfo{;Dkfbg d"Nof+sgsf] o; ljlw cGt/tu d"Nof+sgstf{n] sd{rf/Lx?sf] ;jn / b'j{n kIfx?nfO{
;dfj]z u/]/ JofVof ub{5g . o; ljlwsf] k|of]u ubf{ d"Nof+sgstf{n] cGo ljlwx?sf] klg ;xof]u lng ;Sb5g . ;fdfGotof o;
ljlwaf6 sd{rf/Lx?sf] d"Nof+sg ubf{ sd{rf/Lsf] gfd, y/, 7]ufgf, lgo'lSt ldlt, kbf]Gglt, sfo{ lhDd]jf/L, sfo{ut 1fg, cg'ej,
;Lk, of]Uotf, ;xsld{x? ;+usf] ;DjGw, lg0f{o z}nL, OdfGbf/, g}ltsjfg, tflnd tyf ljsf; cflb ljifox? ;dfj]z u/]/ lj:[tt
ljj/0f tof/ ul/G5 .

8) Management by Objectives: sfo{;Dkfbg d"Nof+sg ug]{ of] cfw'lgs ljlw xf] . o;df ;j{k|yd pRr txsf
Joj:yfksn] bL3{sflng of]hgf / gLlt tof/ ub{5g . To;kl5 dWod tyf lgDg txsf Joj:yfksx?;+u 5nkmn u/]/ ;xdltdf
k'Ub5g . cGtdf Joj:yfksn] ;Dkflbt sfo{sf] ;ldIff / d"Nof+sg ub{5g / b]vfk/]sf sldsdhf]/Lx? x6fO{ ;j}sf] /fo;Nnfx
cg';f/ ;'wf/fTds sbd rfNb5g .

Advantages of MBO 1) Commitment 2) Participation 3) Regular 4) Motivaiton

Disadvantages 1) Autocratic 2) Critical 3) Conflict 4) comparison

7.4. Concept of Reward Management: ;+u7gdf sfo{;Dkfbg u/]jfkt dfgj ;+;fwgx?nfO{ k|bfg ul/g] k|ltkmn
jf kfl/>ldsnfO{ k'/:sf/ elgG5 . k'/:sf/ cGt/ut cfly{s tyf u}/ cfly{s nfex? kb{5g . sd{rf/Lx?n] ;+u7gdf ;do vr{
u/]jfkt k'/:sf/sf] ck]Iff ub{5 To;}n] ;+u7gn] klg sd{rf/Lx?sf] cfjZostf, lhDd]jf/L / sfo{:t/nfO{ Wofgdf /fv]/ plrt
kfl/>lds pknAw u/fpg' kb{5 h;nfO{ k'/:sf/ elgG5 .

sd{rf/Lx?n] ;+u7gdf sfo{ u/]jfkt s:tf] lhDd]jf/Ldf s'g:t/sf] sfo{;Dkfbg ubf{ slt k'/:sf/ k|bfg ug]{ eGg] jf/]df
dfu{bz{g tof/ ug'{nfO{ k'/:sf/ Joj:yfkg elgG5 . cyf{t sd{rf/Lx?nfO{ sfo{;Dkfbgsf] plrt d"No kfpg] u/L nfex?sf]
Joj:yfkg ug'{nfO{ k'/:sf/ Joj:yfkg elgG5 . x/]s ;+u7gn] k'/:sf/ Joj:yfkgnfO{ k|efjsf/L agfpgsf nflu k'/:sf/sf]
jgf}6 / ;+/rgf tof/ kf/]sf x'G5g . cfsif{s / kf/bzL{ k'/:sf/ Joj:yfkgsf] sfo{n] of]Uo, bIf, cg'ejL sd{rf/Lx?nfO{
cfslif{t ub{5 .

According to Michael Armstrong " Reward management is essentially about desiging,

implementating, and maintaining pay systems, which help to improve organizational
programmes. Kk'/:sf/ Joj:yfkg eg]sf kfl/>lds k|0ffnLsf] 9fFrf tof/ ug]{, sfof{Gjog ug]{ tyf clen]v /fVg] ;DjlGw
Joj:yfkg xf] .

;+u7gn] sd{rf/Lx?sf] kbLo :t/, of]Uotf tyf ;IfdtfnfO{ ljrf/ u/]/ nfe Joj:yfkg ug'{nfO{ k'/:sf/ Jj:yfkg elgG5 .
sd{rf/Lx?sf] cfjZostf ljZn]if0f u/]/ ljlQo tyf u}/ ljlQo nfex? k|bfg ug{sf] nflu Joj:yfksLo{ ug'{nfO{ k'/:sf/
Joj:yfkg elgG5 .

7.5. Types of Rewards

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1. Intrinsic Reward: sd{rf/Lx?n] pTs[i6 sfo{;Dkfbg u/]jfkt cGt/ cfTdfaf6 k|fKt x'g] ;'vb cg'e'ltnfO{ cfGtl/s
k'/:sf/ elgG5 . h:t} sfo{:jtGqtf, lg0f{o sfo{df ;xeflutf, nrs sfo{;do, sfo{kl/qmdf, r'gf}ltk'0f{ sfo{df ;xeflutf,
jj[lQ ljsf;sf] cj;/, cle?rL cg';f/s] sfo{ cflb o;sf pbfx/0fx? x'g . of] k'/:sf/ ef}lts ?kdf k|fKt geO{ sd{rf/Lx?n]
cfkm}n] kfpg] v'zL xf] .

2) Extrinsic Reward: sd{rf/Lx?nfO{ jflx/af6 ef}lts?kdf k|bfg ul/g] k|ltkmnnfO{ jfXo k'/:sf/ elgG5 . h:t}M tnj,
eQf, Hofnf, af]g;, sld;g, kbjL, k|;+;f tyf ;Ddfgkq, cflb o;sf pbfx/0fx? x'g . jfXo k'/:sf/ kf/bzL{, lgikIf /
sfo{;Dkfbgdf cfwfl/t x'g' kb{5 . o;n] w]/} JolQmx?nfO{ Ps} k6s k|efj kfb{5 .

3) Financial Reward: sd{rf/Lx?nfO{ gub jf cfly{s nfesf] ?kdf k|bfg ul/g] k|ltkmnnfO{ ljlQo k'/:sf/ elgG5 . h:t}M
tnj, Hofnf, jf]g;, u|]8, d'gfkmf, k]G;g, ljbfsf] /sd, cfjf; vr{, oftfoft vr{, ;+rf/ vr{ cflb o;sf pbfx/0fx? x'g .
ljlQo k'/:sf/n] sd{rf/Lx?sf cfwf/e't cfjZostfx?sf] kl/k'lt{ ub{5 .

4) Non-Financial Reward: sd{rf/Lx?n] sfo{;Dkfbg u/]jfkt k|bfg ul/g] gub jfx]s cGo k|s[ltsf k|ltkmnx?nfO{ u}/
cfly{s k'/:sf/ elgG5 . h:t}M sfo{ :jtGqtf, :t/Lo sfo{:yn, ?rL cg';f/sf] lhDd]jf/L, sfo{ ;'/Iff, ;'ljwf ;DkGg kmlg{r/,
cltl/Qm lqmofsnfk, :ofjf;L, k|;+;f, ljbf, uf8L ;'ljwf, lghL ;xfos cflb o;sf pbfx/0fx? x'g .

5) Performance based Reward: sd{rf/Lx?n] ;Dkfbg u/]sf] sfo{kl/0ffd jf OsfO{sf] cfwf/df k|ltkmn k|bfg ul/G5
eg] To;nfO{ sfo{;Dkfbgdf cfwfl/t k'/:sf/ elgG5 . sfo{sf] k|s[lt cg';f/ u'0f jf kl/0ffdsf cfwf/df k'/:sf/ k|bfg ul/G5 .
o;df sfo{;Dkfbg k|efjsf/L ePdf j9L k'/:sf/ / sfo{;Dkfbg g/fd|f] ePdf sd k'/:sf/ k|bfg ul/G5 . sfo{;Dkfbgdf
cfwfl/t k'/:sf/x? lgDgfg';f/ 5g

a) Piece work system: -OsfO{ sfo{b/ k|0ffnL_M sd{rf/Lx?n] ;Dkfbg u/]sf] sfo{ PsfO{sf cfwf/df k|bfg ul/g] k'/:sf/nfO{
OsfO{ sfo{b/ k|0ffnL elgG5 . h:t}M Ps o'lg6 sfd ubf{ %)) k|fKt x'G5 eg] !) o'lg6 sfd ubf{ %,))) k|fKt x'g' OsfO{ sfo{b/
k|0ffnL xf] .

b) Commission: sd{rf/Ln] ;Dkfbg u/]sf] sfo{ cg';f/ lglZrt k|ltzt /sd cltl/St k|bfg ul/G5 eg] To;nfO{ sldzg
elgG5 . h:t} /fdn] Ps lbgdf !),))) sf] ljqmL ub{5 eg] ! k|ltzt cltl/St nfe k|fKt ug]{5 eGg] ;'ljwf sldzg xf] .

c) Bonus: sd{rf/Lx?sf] sfo{;Dkfbgaf6 ;+u7gn] d'gfkmf cfh{g ub{5 / pQm d'gfkmfsf] s]xL k|ltzt /sd ;Dk"0f{
sd{rf/Lx?nfO{ nfef+;sf] ?kdf ljt/0f ul/G5 eg] To;nfO{ af]g; elgG5 . h:t} ;+u7gn] o;aif{ !) k|ltzt d'gfkmf cfh{g
u/]s]f 5 eg] ! k|ltzt /sd sd{rf/Lx?nfO{ ljt/0f ug'{ g} jf]g; xf] .

d) Additional Wages -yk Hofnf_M sd{rf/Lx?nfO{ sfo{;Dkfbgsf] nflu lgwf{/0f ul/Psf] ;do / OsfO{ jfx]s c? yk
;do sfd u/]/ yk OsfO{ pTkfbg ub{5g eg] To; jfkmt k|bfg ul/g] k|ltkmnfO{ yk Hofnf elgG5 . h:t} Ps lbgdf cf7
306f sfd ug'{kg]{df !) 306f sfd ub{5g eg] yk @ 306fsf] nflu cltl/St Hofnf k|bfg ul/G5 .

6) Membership based Reward: sd{rf/Lx? ;+u7gsf] ;b:o jf nufgLstf{ jf c+lzof/ ePjfkt k|bfg ul/g]
k|ltkmnnfO{ ;b:otfdf cfwfl/t k'/:sf/ elgG5 . sd{rf/Lx? ;+u7gdf sfdbf/, Joj:yfks, ;+rfns, ;Nnfxsf/ cflb eP/
sfo{ ;Dkfbg ubf{ ;j}n] ;dfg ?kdf k|fKt ug]{ nfe g} ;b:otfdf cfwfl/t k'/:sf/ xf] . of] k'/:sf/ ;+ug7sf] gLlt, lgod tyf
of]hgf cg';f/ k|bfg ul/G5 .

7.6. Qualities of Effective Reward System

1) Important 2) Needs 3) Equitable 4) Visibility 5) Low cost 6) Flexibility 7) Competitive

8) Cost benefit 9) Performance based

7.6. Performance Appraisal Practices in Nepalese Organizations

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1) Lack of Transparency 2) Lack of Feedback 3) Low Priority 4) Promotion oriented Evaluation
5) Informal and Subjective 6) Lack of Uniformity

Chapter- 8
Compensation Management

8.1. Concept of Compensation

/f]huf/bftf, nufgLstf{ tyf ;+u7g ;+rfnsx?n] sfo{/t sd{rf/Lx?nfO{ JolQmut ?kdf e'Stfg ug]{
k'/:sf/nfO{ Ifltk'lt{ elgG5 . cyf{t dfgj >d tyf d]xgtsf] jbnfdf k|bfg ul/g] cfly{s d"NonfO{ Ifltk'lt{
elgG5 . Ifltk'lt{ cGt/ut ;+u7gn] sd{rf/Lx?nfO{ k|bfg ug]{ ;j} k|sf/sf k|ToIf Pj+ ck|ToIf cfly{s
e'Stflgx? kb{5g . ;fdfGo?kdf x]bf{ Ifltk'lt{ / k'/:sf/ Pp6} h:tf] ePtf klg k'/:sf/ j[xt ljifo xf] eg]
Ifltk'lt{ ;'Id ljifo xf] .
Ifltk'lt{n] sd{rf/Lx?nfO{ pTk|]l/t ub{5 . sd{rf/Lx?sf] of]Uotf, ;Lk, d]xgt, cg'ej tyf sfo{;dosf
cfwf/df pko'St b/df k'/:sf/ sfod ug'{nfO{ Iflt{k'lt{ Joj:yfkg elgG5 . ;Gtf]ifhgs Ifltk'lt{n]
sd{rf/Lx?nfO{ ;+u7gdf cfslif{t ub}{ bL3{sfn;Dd /xL/xg] jftfj/0f >hgf ub{5 . olb Ifltk'lt{ pko'St
ePg eg] cg'kl:yltsf] b/ a9g], sd{rf/Lx?n] sfd 5f]8g], nfk/jfxL ug]{, sd{rf/Lx? x8tfndf pqg] cflb
ultljlwx? x'g ;Sb5g . To;}n] ;+u7gfTds p2]Zo xfl;n ug{ pko'St Ifltk'lt{ sfod ug'{ kb{5 .
According to Mondy and Noe "Compensation refers to every type of reward that
individuals receive in return for performing organizational tasks". Ifltk'lt{n]
;+u7gfTds sfdx? ;Dkfbg u/]sf] ;§fdf JolQmn] k|fKt ug]{ k|To]s k|sf/sf k'/:sf/x?nfO{ hgfpF5 .
lgisif{df, sfdbf/x?n] ;+u7gk|lt k'/ofPsf] of]ubfgsf] jbnfdf sb/:j?k lbOg] k|ToIf jf ck|ToIf, b[Zo jf
cb[Zo ;j} lsl;dsf] k'/:sf/nfO{ Ifltk'lt{ elgG5 . Ifltk'lt{sf] Joj:yfkgn] sd{rf/Lx?nfO{ k|efjsf/L?kdf
sfo{;Dkfbg ug{df k|f]T;flxt ub{5 .
8.2. Determinants of Compensation
Sd{rf/Lx?sf nflu Ifltk'lt{ lgwf{/0f ug'{ Ps r'gf}ltk"0f{ sfo{ xf] . Ifltk'lt{ lgwf{/0f ubf{ ljleGg tTjx?n] k|efj
kfb{5g h;nfO{ Ifltk'lt{ lgwf{/s elgG5 . pQm lgwf{/sx? lgDgfg';f/ ljZn]if0f ul/Psf 5g .
1) Compensation Policy
2) Productivity
3) Labour Market
4) Labour Union

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 5) Competition
6) Equality
7) Financial Capacity
8) Government Policy

8.3. Methods of Establishing Employee's Compensation

1) Job Analysis: sd{rf/L / pgLx?sf] sfo{sf ;DjGwdf oyfy{ ;"rgfx? ;+sng ug]{, ljZn]if0f ug]{ /
d"Nof+sg ug]{ sfo{nfO{ sfo{ ljZn]if0f elgG5 . sfo{ ljZn]if0f dfkm{t sfo{ ljj/0f (Job description), sfo{
ljlzi6 ljj/0f (Job Specification) / sfo{ d"Nof+sg (Job Evaluation) tof/ u/]/ cfjZosLo
;"rgfx? k|fKt ul/G5g . Job description n] sd{rf/L?sf] sfd, st{Jo, clwsf/, kb, lhDd]jf/L cflb
;DjlGw / Job Specification n] sfo{ ;+u ;DjlGwt of]Uotf, Ifdtf, bIftf, ;Lk, tflnd, ljsf;, cg'ej,
Ifltk'lt{, nfe cflb ;DjlGw ;"rgfx? k|fKt ub{5 . jf:tdf sfo{ ljZn]if0faf6 sfo{ / sfo{ ;+u ;DjlGwt
of]Uotf, ;Lkx?sf] jf/]df oyfy{ hfgsf/L k|fKt x'g] ePsf]n] Ifltk'lt{ lgwf{/0f ug{ ;xof]u k'Ub5 .
2) Job Evaluation: ;+u7gdf Pp6f sfo{sf] t'ngfdf csf]{ sfo{sf] dxTj tyf d"No d"Nof+sg ug]{
;'Jojl:yt k|lqmofnfO{ sfo{ d"Nof+sg elgG5 . sfo{ d"Nof+sg dfkm{t ;+u7gdf x/]s kb / tL kbn] ;Dkfbg
ug]{ sfo{sf] t'ngfTds hfFr ul/G5 . o;af6 x/]s kbdf cfl;g sd{rf/Lsf] of]ubfg kQf nufpg ;lsG5 /
pQm of]ubfgsf cfwf/df x/]s kbnfO{ >]0fLj4 ul/G5 . h;n] ubf{ plrt kbsf nflu plrt Ifltk'lt{ lgwf{/0f
ug{ ;lsG5 . sfo{ d"Nof+sg ug{sf] nflu sfo{ tx ljlw (Job Grading Method), tTj t'ngf ljlw (Factor
Comparison Method), c+s ljlw (Point Method), sfo{ >]0fL ljlw (Job Ranking Method) cflbsf]
k|of]u ul/G5 .
3) Compensation Survey: -Ifltk'lt{ ;j]{If0f_M ljleGg ljz]if1x?åf/f ahf/ cg';Gwfg ug{ nufpg]
sfo{nfO{ Ifltk'lt{ ;j]{If0f elgG5 . ahf/df cGo ;+u7gx?n] ljleGg txdf sfo{/t sd{rf/Lx?nfO{ s] slt
b/df Ifltk'lt{ k|bfg u/]sf] 5 To;nfO{ cfwf/ agfO{ sd{rf/Lx?sf] Ifltk'lt{ lgwf{/0f ul/G5 . k|lt:kwf{Tds
?kdf Ifltk'lt{ lgwf{/0f ug{sf] nflu of] ljlw Jojxfl/s / pkof]uL x'G5 .
4) Job Pricing -sfo{ d"No lgwf{/0f_M sd{rf/Lsf] u|]8 jf >]0fLsf] cfwf/df Ifltk'lt{ lgwf{/0f ug'{nfO{ sfo{
d"No lgwf{/0f elgG5 . o;df ;j{k|yd ;Dk"0f{ kbx?sf] dxTj, of]ubfg / sd{rf/L of]Uotfsf ;DjGwdf
ljZn]if0ffTds d"Nof+sg ul/G5 . o; d"Nof+sgsf] cfwf/df ;Dk"0f{ kbx?sf] w]/} dxTjk"0f{ b]lv sd dxTjk"0f{sf]
qmddf ;+/rgf tof/ ul/G5 . ;dfh u|]8 c+s ePsf] kbnfO{ Ps} ;d"xdf /fv]/ Ifltk'lt{ lgwf{/0f ul/G5 .

20,000 Grade 4

15,000 Grade 3

10,000 Grade 2

5,000 Grade 1

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8.4. Current Trends in Compensation Ifltk'lt{ lgwf{/0fsf] jt{dfg k|j[lQ

1) Payment based on skills -;Lkdf cfwfl/t kfl/>lds_M Ifltk'lt{ lgwf{/0f ug]{ of] cfw'lgs ljlw xf] .
o; cGt/ut sd{rf/Lx?sf] of]Uotf, Ifdtf, bIftf, ;Lk / ;IfdtfnfO{ cfwf/ agfO{ Ifltk'lt{ e'Stfg ul/G5 .
pTs[i6 ;Lk:t/ ePsf sd{rf/Lx?nfO{ clwstd / sd Ifdtfjfg sd{rf/Lx?nfO{ Go"g d"Nodf Ifltk'lt{
pknAw u/fOG5 . lgikIf / Gofof]lrt 9+uaf6 Ifltk'lt{ lgwf{/0f ug{ of] ljlw pkof]uL x'G5 .

2) Broad Banding -j[xg ;fd'lxsLs/0f_M sd{rf/Lx?nfO{ pgLx?sf] ;Lk, of]Uotf, / sfo{ k|j[lQ cg';f/
5'§f5'§} ;d"xdf ljefhg u/]/ x/]s ;d"xsf nflu Go"gtd / clwstd Ifltk'lt{ lgwf{/0f ug]{ ljlwnfO{ j[xt
;fd'lxsLs/0f elgG5 . o; ljlw cGt/ut sd{rf/Lx?sf nflu ;+u7gn] ljleGg tx, u|]8, >]0fL kb lgwf{/0f
u/]/ tLg j[xt ;d"xdf ljefhg ul/G5 . h:t}M

Leadership

Broad Group Management

Professionals

5 10 15 20 25 30 Rs. In thousand

3) Comparable Worth -t'ngfTds d"No_M ;+u7gfTds sfo{x? ;+rfng ug{sf] nflu km/s km/s
lsl;dsf] Ifdtf / ;Lksf] cfjZostf kb{5 . s'g} sfo{sf] nflu zf/Ll/s d]xgt j9L cfjZos x'G5 eg] s'g}
sfo{sf] nflu jf}l4stf j9L cfjZos x'G5 . o;} u/L s'g} sfo{ j9L hf]lvdo'St x'G5g eg] s'g} sfo{df hf]lvd
Go"g x'G5 . t'ngfTds d"No ljlw cGt/ut ;j} sfo{x?sf] t'ngf u/]/ x/]s sfo{sf] d"No lgsflnG5 / plrt
Ifltk'lt{ lgwf{/0f ul/G5 .
8.5. Incentive Plan -k|f]T;fxg of]hgf_M
sd{rf/Lx?nfO{ tnj, Hofnf / lgoldt kfl/>lds eGbf cltl/St ?kdf k|bfg ul/g] nfe jf gub /sdnfO{
k|f]T;fxg elgG5 . sd{rf/Lx?sf nflu tnj eQf dfq kof{Kt ;'ljwf x'g ;Sb}g . pgLx?nfO{ cltl/St nfe
h:t} jf]g;, sld;g, d'gfkmf, nfef+z, ;+rosf]if, ljbfsf] /sd, pkbfg, k]G;g cflb pknAw u/fpg[' kb{5 .
h;nfO{ k|f]T;fxg elgG5 . sd{rf/Lx?n] ;Dkfbg u/]sf] sfdsf] u'0f jf kl/df0fsf] cfwf/df k|f]T;fxg b/ km/s
km/s ?kdf lgwf{/0f ug'{nfO{ k|f]T;fxg of]hgf elgG5 .

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According to Ricky W. Griffin " Incentives represent special compensation
opportunities that are usually tied to performance." k|f]T;fxgn] sfo{;Dkfbg;+u cfj4 ljz]if
Ifltk'lt{sf] cj;/nfO{ hgfpF5 .
lgisif{df sd{rf/Lx?nfO{ ljz]if pTk|]/0ff k|bfg ug{sf] nflu pgLx?sf] of]ubfgsf cfwf/df k|bfg ul/g] cltl/St
k'/:sf/nfO{ Ifltk'lt{ elgG5 .
8.6. Different Forms of Incentives

1) Individual Incentives sd{rf/Lx?n] JolQmut ?kdf ;Dkfbg u/]sf] sfo{sf] cfwf/df k|bfg ul/g]
gub nfenfO{ JolQmut k|f]T;fxg elgG5 . JolQmut k|f]T;fxg cGt/ut lgDg ljlwx? kb{5g .
i) Piece Work Plan
ii) Bonus
iii) Commission

2) Group Incentives: sd{rf/Lx?n] ;d"xut ?kdf pNn]vgLo sfo{;Dkfbg u/]jfkt k|bfg ul/g] nfenfO{
;dx"ut k|f]T;fxg elgG5 . k|foh;f] pTkfbg tyf ljqmL ljt/0f sfo{sf nflu ;fd'lxs k|of; clgjfo{ x'G5 .
t;y{ df]6/ sf/, 6]lnlehg, nufotsf a:t'x?sf] pTkfbg sfo{df ;d"xsf] of]ubfg cfjZos x'G5 . ctM
ljleGg lsl;dsf ;d"xx? h:t} pTkfbg ;d"x, ljQ ;d"x, ahf/zf:q ;d"x, dfgj ;+;fwg ;d"x cflbn] nIo
k|flKtsf] nflu ;d"xut ?kdf u/]s]f k|of; :j?k ;d"xut k|f]T;fxg k|bfg ul/G5 . o; cGt/ut lgDg ljlwx?
kb{5g .
i) Piece work Plan
ii) Bonus
iii) Commission
iv) Departmental Head
v) Professional Group
3) Organizational Incentives: ;+u7gleq sfo{/t ;Dk"0f{ sd{rf/Lx?nfO{ ;dfg'kflts ?kdf k|bfg
ul/g] k|f]T;fxgnfO{ ;+:yfut k|f]T;fxg elgG5 . o; lsl;dsf] k|f]T;fxgn] ;j} sd{rf/Lx?nfO{ ;dfg?kn]
k|f]T;flxt ub{5 . o; cGt/ut ;Dk"0f{ sd{rf/Lx?sf] ;femf k|of;nfO{ sb/ u/L ;dfg b/df k|f]T;fxg ljt/0f
ul/G5 . ;+:yfut k|f]T;fxgx? lgDgfg';f/ 5g .
a) Productivity Gain Sharing Plan -pTkfbsTj nfef+z of]hgf_M ;+u7gsf] ;du| pTkfbsTj j[l4
ePdf cfh{g u/]sf] cltl/St nfe dWo] s]xL c+z ;Dk"0{ f{ sd{rf/Lx?nfO{ ljt/0f ul/G5 eg] To;nfO{ pTkfbsTj
nfef+z of]hgf elgG5 . o; cGt/ut ;Dk"0f{ sd{rf/Lx?nfO{ af]g; ljt/0f ul/G5 .
b) Profit Sharing Plan -d'gfkmf lx:;f of]hgf_M ;+u7gn] cfh{g u/]s]f gfkmfsf] s]xL c+z /sd ;Dk"0f{
sd{rf/Lx/nfO{ ljt/0f ul/G5 eg] To;nfO{ d'gfkmf lx:;f of]hgf elgG5 . d'gfkmf ljt/0f ugf{n] sd{rf/Lx?
pTk|]l/t x'G5g / pTkfbsTj j[l4 x'G5 .
c) Suggestion Plan -;'emfj of]hgf_M nfdf] ;do ;Dd sfo{/t sd{rf/Lx?nfO{ ljleGg ljifox? h:t}
nfut Joj:yfkg, of]hgf lgdf{0f, åGå Joj:yfkg, u'0f:t/ lgoGq0f, pTkfbsTj j[l4, cflb jf/]df dxTjk"0f{
1fg, cg'ej / ;Lk x'g;Sb5 . o; lsl;dsf pkof]uL ;'emfjx?n] ;+u7gnfO{ dxTjk"0f{ of]ubfg k'Ub5 . To;}n]
To; lsld;sf JolQmx?nfO{ ;Ddfg :j?k cfly{s k'/:sf/ k|bfg ug'{ kb{5 h;nfO{ ;'emfj of]hgf elgG5 .

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d) Employee Share Ownership Plan –sd{rf/L ;]o/ :jfldTj of]hgf_M sfo{/t sd{rf/Lx?nfO{
;+u7gsf] ;]o/ vl/b ug]{ cj;/ k|bfg ug'{nfO{ sd{rf/L ;]o/ :jfldTj of]hgf elgG5 . o; of]hgfn]
sd{rf/Lx?nfO{ ;d]t ;+:yfsf] :jfldTj k|bfg ub{5 .

8.7. Union Influences on Compensation Programmes

1) Pressure to increase salary and wages
2) Job Security
3) Compensaton Negotiation

8.8. Compensation Practices in Nepalese Organization

1) Labour Act
2) Minimum wages
3) Company Act
4) Payment Method
5) Incentives
6) Base of Remuneration
7) Bonus and commission
8) Discrimination
9) Dashain Allowance
10) Formal Sectors
11) Informal Sectors

Chapter- 9
Employee Discipline

9.1. Concept of Employee Discipline:

sd{rf/Lx?n] ;+u7gdf lgwf{l/t :jLsfo{ Jojxf/ kfngf ug'{nfO{ sd{rf/L cg'zf;g elgG5 . cyf{t
sd{rf/Lx?n] cfkm' eGbf dflysf ;'kl/j]Ifs jf Joj:yfksn] lbPsf] cfb]z kfngf ug'{, ;+u7gfTds lglt,
lgodx?sf] kfngf ug'{, ;+u7gfTds lxtsf nflu sfo{ ug'{, ;+u7gfTds ;DklQsf] ;+/If0f ug'{ cflb ;j}
cg'zf;g cGt/ut kb{5g . jf:tjdf cg'zf;g JolQm leq ljBdfg ;sf/fTds lbdfuL zf]r xf] . cg'zf;gn]
sd{rf/Lx?nfO{ k/Dk/fut d"No, dfGotfnfO{ cfTd;fy ub}{ o;sf] ;fv a9fpgsf lglDt tTk/ x'g pTk|]l/t
ub{5 .
According to Gary Dessler "Discipline is a procedure that corrects or punishes a
subordinates because a rule or procedure has been violated." g'zf;g Ps k|lqmof xf] h;n]
lgod jf k|lqmof pn+3g u/]sf] sf/0fn] ;xfosx?nfO{ ;hfo lbG5 / ;'wf/ NofpF5 .

lgisif{df cg'zf;g jftfj/0f / sfo{z}nLk|ltsf] ;sf/fTds zf]r xf] . o;n] cg'kl:yt, x8tfn, sd
pTkfbsTj tyf cGo cfGtl/s / jfxo ;DjGwdf x'g;Sg] gsf/fTds k|efjaf6 arfpF5 . cg'zf;g
;sf/fTds / gsf/fTds ?Kdf sfod ug{ ;lsG5 .

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9.2. Types of Disciplinary Problems
;+u7gdf b]vfkg{ ;Sg] k|d'v cg'zf;gfTds ;d:ofx? lgDgfg';f/ 5g .

Types of Disciplinary Problems

1) Problems Regarding Attendance 2) Behavioural Problems
i) Absenteeism i) Disobedience to orders
ii) Late for work ii) Neglect safety devices ;'/Iff Jj:yfsf] ck]xngf
iii) Go slow iii) Carelessness
iv) Leaving work with out permission iv) Drink
v) Abuse leave v) Others
vi) Others
3) Problems Related to Dishonesty 4) Problems Related to Outside Activities
i) Theft i) Unauthorised strikes cgflws[t jGb
ii) Avoid works sfd 7Ug] ii) Spy hf;';L
iii) Concealing defective works lju|]sf] sfd n'sfpg' iii) Criminal activities
iv) Information falsification unt ;"rgf iv) Embarrassing Speech uflnunf}r
v) Fraud v) Others
vi) Others

9.3. General Guidelines in Administrating Discipline

cg'zf;g Joj:yfkgsf nflu ;fdfGo dfu{bz{gx?
1) Corrective: sd{rf/Lx?nfO{ lbOg] ;hfo jf b08n] p;sf] sfo{ Jjjxf/df ;'wf/ cfpg' kb{5 . of] s]jn
;hfod'ns dfq x'g' x'b}g . ;s];Dd sd{rf/Lx?nfO{ cfkm} ;'wf/ ug{ cj;/ lbg' kb{5 . t/ ;'wf/ x'g ;s]g
eg]/ s7f]/ ;hfo xf]OgsL ;'wf/ x'g] lsl;dn] sf/jfxL rnfpg' kb{5 . To;}n] ;hfo ;'[wf/fTds, ;j{:jLsfo{ /
:ki6 x'g'kb{5 .
2) Progressive: k|ultzLn_M k|ultzLn dfu{bz{g cg';f/ sd{rf/Lx?nfO{ r/0fj4?kdf cg'zf;gfTds
sf/jfxLx? rnfpg' kb{5 . sd{rf/Lx?nfO{ ;j{k|yd df}lvs r]tfjgL lbg'kb{5 . To;af6 cfr/0fdf ;'wf/ ePg
eg] lnlvt r]tfjgL / qmdz lgnDjg, 36'jf / clGtddf j/vf:t ug'{kb{5 .
3) Immediate Action: tTsfn nfu'_ s'g} sd{rf/Ln] cg'zf;g e+u u/]s]f kfOPdf Joj:yfksn] tTsfn
sf/jfxL rnfpg' kb{5 . lgod pn+3g ;DjlGw jf:tljstf tYo yfxf kfpgf ;fy r]gfjgL lbg' kb{5 . cGoyf
uNtL ug]{ sd{rf/Lx?n] xf};nf k|fKt ub{5g / cem} ;fdfGo lqmofsnfksf] ?kdf lng] ub{5g .

4) Unbiased: lgikIf_M cg'zf;g ;DjlGw sf/jfxL JolQmut ;DjGw / efjgfdf geO{ lgikIf / Gofk"0f{ x'g'
kb{5 . slxn]sfxL dfgj cj:yfk|lt bof hfu]/ ;hfo g/d x'g;Sb5 eg] slxn] cfj]usf] sf/0fn] cfjZostf
eGbf j9L klg x'g;Sb5 . t;y{ cg'zf;gsf] sf/jfxL k"0f{?kn] cJolQmut x'g'kb{5 . sf/jfxL Hofb} s8f jf
Hofb} g/d x'g' x'b}g .
5) Clarification: -:ki6Ls/0f_M cg'zf;gfTds sf/jfxLx? rnfpg' k"j{ sd{rf/LnfO{ :ki6Ls/0f lbg] cj;/
k|bfg ug'{kb{5 . hlt;'s} sdhf]/Lx? u/]sf] ePtfklg Joj:yfksn] sd{rf/Lsf] jfWotfnfO{ a'emg' kb{5 .
To;sf nflu Joj:yfksn] sd{rf/Lsf] :ki6Ls/0f ;'Gg' kb{5 .

9.4. Disciplinary Actions

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1) Oral Warning: sd{rf/Lx?df cg'zf;g ;DjlGw ;d:of b]vfk/]df ;j}eGbf klxn] df}lvs r]tfjgL
lbg'kb{5 . of] cgf}krfl/s sf/jfxL xf] . o; lsl;dsf] sfo{ ug'{ x'b}g o;n] :jo+ JolQm / ;+u7g b'j}nfO{
k|lts'n c;/ ub{5 eg]/ ;Demfg' kb{5 . df}lvs r]tfjgL lbbf sd{rf/Lsf] :ki6Ls/0f k'/f ;'Gg' kb{5 .
2) Written Warning: cg'zf;gfTds sf/jfxLsf] bf]>f] r/0fdf cg'zf;g pnª3g ;DjlGw lj:t[t Joxf]/f
pNn]v u/]/ sd{rf/LnfO{ lnlvt r]tfjgL lbg'kb{5 . df}lvs r]tfjgLaf6 ;'wf/ gePsf] cj:yfdf lnlvt
r]tfjgLsf] sf/jfxL cuf8L j9fOG5 . of] :yfoL k|s[ltsf] x'g] ePsf]n] To;af6 kg{ ;Sg] c;/ / eljZodf
cg'zf;g pn+3g u/]df ef]Ug'kg]{ ;Defljt ;hfosf] hfgsf/L ;d]t ;dfj]z ug'{kb{5 . t/ sd{rf/LnfO{
:ki6Ls/0f lbg] cj;/ k|bfg ug'{kb{5 .
3) Pay Cut: cg'zf;g sf/jfxLsf] of] r/0f cfly{s ;hfo ;+u ;DjlGwt 5 . o; lsl;dsf] ;hfon]
sd{rf/Lx?sf] pT;fxdf lg;Gb]x sld NofpF5 . df}lvs / lnlvt r]tfjgLsf] sf/jfxLaf6 ;d]t sd{rf/Lsf]
Jojxf/df ;'wf/ cfPg eg] tnj s§L u/]/ s8f ;hfo lbg' kb{5 . of] ;hfo tnj 36fpg], cfly{s Ifltk'lt{
u/fpg] / u|]8 /f]Ssf ug]{ sfo{ ;+u ;DjlGwt 5 .
4) Suspension –lgnDjg_ M cg'zf;gsf] kfngf gug]{ sd{rf/Lx?nfO{ c:yfoL?kdf kbaf6 x6fpg'nfO{
lgnDjg elgG5 . cl3Nnf sf/jfxLx/af6 s'g} ;'wf/ cfPg eg] Joj:yfksn] c:yfoL cjsfzsf] sf/jfxL
c3f8L j9fpF5g . lgnDjg ;DjlGw sf/jfxL ck/fwsf] k|s[lt cg';f/ Ps lbg Ps xKtf, Ps dlxgf jf ! aif{
x'g] ub{5 .
5) Demotion: sd{rf/LnfO{ sfo{/t kbeGbf Ps tx d'lgsf] kb jf lhDd]jf/L ;'lDkg'nfO{ 36'jf elgG5 . of]
;hfo :yfoL k|s[ltsf] x'G5 . o;af6 sd{rf/Lx/nfO{ 7'nf] lk8f x'G5 / sltko sd{rf/Ln] ;+u7g g} Tofu
ub{5g . o; lsl;dsf] sf/jfxL ubf{ sd{rf/Lx?sf] sfo{;Dkfbg :t/df sld gNofpg] s'/fsf] Uof/]G6L ePsf]
cj:yfdf dfq} of] sf/jfxL pko'St x'G5 .
6) Dismissal cg'zf;gfTds sf/jfxLsf] of] clGtd ?k xf] . sfo{/t sd{rf/LnfO{ ;w}sf nflu lgisf;g
ug'{nfO{ jvf{:t elgG5 . dfly pNn]lvt ;j} lsl;dsf sf/jfxLx?af6 klg ;'wf/ ePg eg] ulDe/ lsl;dsf]
ck/fw u/]sf] cj:yfdf jvf{:tsf] sf/jfxL rnfOG5 . of] sf/jfxL eljZodf of]Uo 7xl/g] u/L jf cof]Uo
7xl/g] u/L b'O{ lsl;dn] ul/G5 .

Chapter 10
Labour Relation: Grievances and Disputes Settlement

10.1 Concept of Labour Relation

;fdfGtof /f]huf/bftf / sfdbf/x?sf jLrsf] cGt/;DjGwnfO{ >d ;DjGw elgG5 . >d ;DjGwnfO{ cf}Bf]lus
;DjGw klg elgG5 . >d ;DjGw cGt/ut ljleGg kfqx?n] e"ldsf lgjf{x ub{5g . h:t} /f]huf/bftfx?,
sd{rf/Lx?, sd{rf/L o"lgog, /f]huf/bftf ;+u7gx?, cbfnt, ;/sf/, ;/sf/sf c+ux? cflb >d ;DjGwdf
kfqx? X'g . oLlgx? ;j}sf jLrdf c;n ;DjGw x'g' kb{5 h;nfO{ >d ;DjGw elgG5 . vf;/ u/] ;/sf/,
/f]huf/bftf / sd{rf/Lsf jLrsf] lqsf]0ffTds ;DjGwnfO{ >d ;DjGw elgG5 . >d ;DjGwsf] sf/0fn] dfq
;+u7gfTds nIo xfl;n ug{ ;lsG5 .

According to John T. Dunlop " Labour relations are the complex of inter-relations
among workers, managers and government" >d;DjGw eg]sf] sfdbf/x?, Joj:yfksx? /
;/sf/jLrsf] hl6n cGt/;DjGw xf] .

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lgsif{df >d;DjGw eGgfn] b}lgs sfo{;+rfngsf] ;Gbe{df sfo{ef/, ;'ljwf, kfl/>lds, ;'/Iff, jftfj/0f,
:jtGqtf, ljsf;, u'0f:t/ d'gfkmf cflbsf ;DjGwdf >lds / nufgLstf{ / ;/sf/L c+ux?sf jLr x'g]
;DjGwnfO{ hgfpF5 .

10.2. Purposes of Labour Relation

1) Harmonious Relationship
2) Industrial Peace
3) Effective communication
4) Participative culture
5) Cooperative Attitude
6) Management Change
7) Envionmental Adaption
8) Promotes Industrial Democracy
9) Minimizes Industrial Disputes

10.3. The Actors of Industrial Relation System

1) Labour/Employees: ljleGg lsl;dsf ;+u7gx?df lhljsf]kfh{gsf nflu sfd ug]{ JolQmx?nfO{

>lds÷sd{rf/L jf sfdbf/x? elgG5 . >ldsx? ;+u7gsf dxTjk"0f{ zlQm x'g . pgLx?sf] of]ubfg, ;+3if{,
d]xgt / nugzLntfn] ;+u7gfTds nIo xfl;n ug{ ;lsG5 . To;}n] >ldsx?sf] xslxt, sNof0f / ljsf;sf]
nflu ;+u7gn] klg of]ubfg ug'{kb{5 . >ldsx?nfO{ lgodfg';f/ kfl/>lds, Ifltk'lt{, kf]T;fxg / k'/:sf/x?
pknAw u/fpg' kb{5 . ljleGg lsl;dsf k'/:sf/x?n] sd{rf/Lx?nfO{ sfo{ k|lt pTk|]l/t ub{5g / jGb,
x8tfn, 3]/fp, k]g8fpg, sfnf]k§L h:tf ultljlwx? x'g kfpFb}gg . ;fy} sd{rf/Lx? / /f]huf/bftfx?sf
jLrdf klg ;x;DjGw sfod x'G5 .

2) Employer/Investers/Owners: ;+u7gaf6 d'gfkmf cfh{g ug]{ p2]Zon] k"FhL nufgL ug]{ / Joj:yfkg
tyf lgoGq0fsf] ;d]t lhDd]jf/L lnPsf ;d"xx?nfO{ nufgLstf{ elgG5 . nufgLstf{x? ;+u7gsf dflns x'g .
dflnsx?n] ljleGg lsl;dsf] sfo{ ;Dkfbg ug{ bIf, cw{bIf / cbIf hgzlQmx?nfO{ /f]huf/L lbPsf x'G5g .
ctM ;dfhdf /f]hfuf/L >hgf ug]{, pkef]Stfx?sf nflu clt cfjZosLo a:t' tyf ;]jfx? pTkfbg ug]{,
cfjZosLo a:t'x? plrt d"Nodf plrt :yfgaf6 pknAw u/fpg] / u|fxsx?sf] ;]jf Pj+ ;Gt'li6nfO{ ljz]if
Wofg lbg] ;d"xnfO{ nufgLstf{ elgG5 . nufgLstf{x?sf] cefjdf /f]huf/L >hg fug{ ;lsb}g . t;y{
pgLx?nfO{ plrt d'gfkmf, k'/:sf/, nufgLsf] jftfj/0f, C0f ;xof]u , ljh'nLjlQ, cg'bfg ;xof]u pknAw
u/fpg' kb{5 .

3) Society: pkef]Stf, nufgLstf{, sfdbf/x? ;lDdlnt ;femf d~rnfO{ ;dfh elgG5 . ;dfhdf ljleGg
hft, wd{, j0f{, efiff, snf, ;+:s[lt, d"No, dfGotf, cfo, km];g, ?rL / cfjZostf ePsf dflg;x? /x]sf
x'G5g . pgLx?sf cf–cfkmg} b[li6sf]0f, ;f]rfO{, cg'e'lt, l;4fGtx?, ljrf/ / zf]rx? x'G5g . t;y{
/f]huf/bftfx?n] ;fdflhs ljsf;, lxt, /f]huf/L >hgf, k|b'if0f lgoGq0f, hgr]tgfsf] clej[l4, ;fdflhs
lglt, lgodx?sf] kfngf cflbdf Wofg lbg' kb{5 . o;af6 >d;DjGw sfod /fVg ;lsG5 .

4) Government: ;/sf/ klg cf}Bf]lus ;DjGw k|0ffnLsf] dxTjk"0f{ c+u xf] . ;/sf/n] ;+u7gsf] :yfkgf,
;+rfng, lj:tf/ , sd{rf/L Joj:yfkg ;DjlGw lglt, lgodx?, P]g, sfg"g, ljlgodx? th'{df ub{5 . pQm

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lglt, lgodx?sf] /f]huf/bftf / sd{rf/Lx?n] kfngf ug'{ kg]{ x'G5 . t;y{ ;DjlGwt lgsfox?n] ;/sf/L
lgod,sfg'gx?sf] kfngf ub}{ ;f]xL cg';f/sf] sfo{ z}nL lgdf{0f ug'{ kb{5 .

10.4. Concept of Employee Grievances:

;+u7g jf Joj:yfkg k|lt sd{rf/Lx?sf] c;Gt'li6nfO{ sd{rf/L u'gf;f] elgG5 . sd{rf/Lx?nfO{ Joj:yfks jf
;'kl/j]Ifsaf6 cGofok"0f{ jf kIfkftk"0f{ Jojxf/ ePsf] dx;'; ePdf pgLx?df b]vfkg]{ c;Gtf]ifnfO{ sd{rf/L
u'gf;f] elgG5 . k|ofKt tnj, eQf, ;]jf ;'ljwfx?, clwsf/sf] k|Tof]hg, plrt ;+rf/ / ;dGjosf] cefj ,
pTk|]/0ff / lgoGq0fsf] sld cflb sf/0fx?n] ubf{ sd{rf/Lx?df b]vfkg]{ c;xdlt jf c;xof]usf] Jojxf/nfO{
sd{rf/L u'gf;f] elgG5 . sd{rf/Lx?sf u'gf;fx?sf] ;dodf g} Joj:yfkg ug'{kb{5 . cGoyf ;+u7gdf jGb,
x8tfn, gf/f h'n'; h:tf gsf/fTds ultljlwx? j9g ;Sb5g .

According to Mondey and Noe "Grievance is an employee's dissatisfaction or

feeling of personal injustice relating to his/her employment relationship." u'gf;f]
eg]sf] /f]huf/L ;DjlGw sd{rf/Lsf] c;Gt'li6 jf JolQmut cGofo ePsf] dx;'; xf] .

lgisif{df sd{rf/Lx?n] lrQ gj'em]s]f ljifodf lnlvt jf df}lvs ?kdf k]z u/]sf] ph'/LnfO{ sd{rf/L u'gf;f]
elgG5 . sd{rf/Lx?nfO{ cfkm' dfly cGofo ePsf] dx;'; u/]df b]vfpg] gsf/fTds k|efj jf Jojxf/ g}
sd{rf/L u'gf;f] xf] .

10.5. Causes of Employee Grievances

1) Lack of Remuneration
2) Unfair Management
3) Poor communication
4) Weak Leadership
5) Trade Union
6) Difference in understanding
7) Working condition
8) Presonality Clash
9) Inadequate benefits
10) Organizational culture

10.6. Handling of Employee Grievance:

1) Open Door Policy: sd{rf/Lx?sf u'gf;fx?sf] Joj:yfkg ug]{ of] ;/n / k|rlnt ljlw xf] . of] ljlw
s]jn ;fgf k|s[ltsf ;+u7gx?sf nflu dfq j9L pkof]uL x'G5 . o; ljlw cGt/ut u'gf;f]stf{ sd{rf/Lx?n]
l;w} cfkmgf] u'gf;fx?nfO{ pRr txsf Joj:yfks ;dIf k]z ub{5g . pRr txsf Joj:yfksn] u'gf;fx?sf]
cWoog, cg';Gwfg / ljZn]if0f u/]/ hfoh dfu k|lt ;sf/fTds eO{ ;d:of ;dfwfgsf] pko'Qm ljsNk 5gf}6
ub{5g / cGtdf ;DjlGwt sd{rf/L ;+u JolQmut e]63f6 u/]/ ;d:ofsf] ;dfwfg ub{5g .

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2) Step- Ladder Procedure: sd{rf/Lx?sf u'gf;fx?sf] Joj:yfkg ug]{ of] r/0fj4 ljlw xf] . 7'nf]
k|s[ltsf ;+u7gx?df sfdbf/x?sf] ;+Vof clwstd /xg] / :jo+ Joj:yfks klg cToGt Jo:t /xg] ePsfn]
pgLx?sf] kx'Fr dflyNnf] tx;Dd x'g ;Sb}g . t/ klg sd{rf/Lx?sf u'gf;fx?sf] Joj:yfkg ug{ e/ofª h:t}
ljleGg r/0fx? tof/ ul/G5g eg] To;nfO{ e/ofª ljlw elgG5 . o; ljlw cGt/ut u'gf;fx?sf] Joj:yfkg
ug]{ lgDg r/0fx? /x]sf x'G5g .

Employee Grievance
S

Supervisor E

T
Department Chief
T

L
Grievance Committee
E
Chief Executive M

E
Arbitrator
N

Labour Court T

1) Supervisor -;'kl/j]Ifs_M e/ofª ljlw cGt/ut sd{rf/Lx?sf u'gf;fx?sf] Joj:yfkg ug]{ of] klxnf]
r/0f xf] . o; r/0fdf u'gf;f]stf{ sd{rf/Ln] cfkmgf u'gf;fx?nfO{ df}lvs ?kdf ;'kl/j]Ifs ;dIf k]z ub{5g
. ;'kl/j]Ifsn] u'gf;x?nfO{ Wofg k'j{s ;'g]/ plrt ljsNksf] 5gf}6 ul/ ;d:ofsf] ;dfwfg ub{5g .

2) Department Chief ;'kl/j]Ifsaf6 u'gf;fsf] ;dfwfg x'g ;s]g eg] sd{rf/Lx?n] bf]>f] r/0fdf
ljefufLo k|d'v ;dIf lnlvt ?kdf ;d:ofx? k]z ub{5g . ljefuLo k|d'vn] u'gf;fx?sf] uxg ?kdf cWoog
cg';Gwfg u/]/ ;dfwfgsf] plrt ljsNk 5gf}6 ub{5g . ljefuLo k|d'vaf6 ePsf] lg0f{on] sd{rf/LnfO{ ;Gt'i6
ePdf u'gf;f] klg ;dfKt x'G5 .

3) Grievance Committee: sltko ;+u7gx?df u'gf;f] Joj:yfkg ug]{ ljz]if1 ;lxtsf] 5'§} u'gf;f]
;ldlt u7g ul/Psf] x'G5 . olb ljefuLo k|d'vaf6 ;d]t sd{rf/L u'gf;fx?sf] Joj:yfkg x'g ;s]g eg] pQm
;ldlt ;dIf sd{rf/Lx?n] u'gf;f] k]z ub{5g . ;ldltsf kbflwsf/Lx?n] u'gf;f]sf] cWoog, cg';Gwfg u/]/
plrt pkfo k]z u/L u'gf;fx?sf] lgoGq0f ub{5g .
4) Chief Executive –sfo{sf/L k|d'v_M sfo{sf/L k|d'v ;+u7gsf] ;j}eGbf dflyNnf] lgsfo xf] . u'gf;f]
;ldltaf6 ;d]t sd{rf/Lx?sf u'gf;fx?sf] Joj:yfkg x'g ;s]g eg] sfo{sf/L k|d'v ;dIf k]z ub{5g . k|fo
ulDe/ k|sltsf h:t} tnj j[l4, jf]g; ljt/0f, ;?jf, :yfoL cflb ;d:ofx? sfo{sf/L k|d'vn] ;dfwfg ug'{kg]{
x'G5 .

5) Arbitrator -dWo:tstf{_M u'gf;f] Joj:yfkgsf nflu k"nsf] sfd ug]{ t]>f] kIfnfO{ dWo:tstf{ elgG5 .
sfo{sf/L k|d'vaf6 ;d]t u'gf;fx?sf] Joj:yfkg x'g ;s]g eg] b'j} kIfnfO{ dfGo x'g]u/L ljZjfl;nf] / :jtGq
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JolQmnfO{ dWo:tstf{sf] ?kdf lgo'St ul/G5 . dWo:tstf{n] b'j} kIfsf s'/fx? ;'g]/ cWoog cg';Gwfg ub{5g
. ;j}nfO{ dfGo x'g] u/L plrt pkfo k]z u/L u'gf;fx?sf] Joj:yfkg ub{5g .

6) Labour Court: dfly pNn]lvt s'g} klg pkfox?af6 u'gf;fx?sf] Joj:yfkg x'g ;s]g eg] u'gf;f]stf{
sd{rf/Ln] >d cbfntdf u'gf;f]nfO{ d'2fsf] ?kdf btf{ ub{5g . cbfnt] kIf / ljkIf ;d"x v8f ul/ lglZrt
ldlt / ;dodf b'j} kIfsf jsLnx?nfO{ af]nfO{ jx; z'? ub{5g . ;j}n] cfcfkmgf] tkm{af6 k|df0fx? Gofolw;
;dIf k]z ub{5g / cGtdf GofowL;n] u/]s]f km};nf g} clGtd km};nf x'G5 .
10.7. Labour Disputes
;fdfGotof s'g} ljifoj:t'sf jf/]df b'O{ kIfsf jLr pTkGg dte]bnfO{ ljjfb elgG5 . ;+u7gdf >d;DjGwsf
ljleGg kfqx? jLr x'g] dtdtfGt/ / ;+3if{nfO{ >d ljjfb elgG5 . ljz]if u/]/ /f]huf/bftf / sfdbf/x?sf
jLrsf] leGg nIo, ljrf/, b[li6sf]0f, rfxgf, ?rL, ;f]rfO{, lzIff, 1fg, j'emfO{ cflbsf] sf/0fn] >d ljjfbx?
b]vf kb{5g . sltko ljjfbx? JolQmut :jfy{sf sf/0fn] klg b]vfkb{5g .
>d ljjfb lgoldt k|lqmof xf] . ljjfb ljgfsf] ;+u7g sNkgf ug{ ;lsb}g . ljjfbn] s;}nfO{ kmfObf klg ub}{g
. To;}n] ljjfbnfO{ ;do d} a'em]/ ;dfwfgsf] ljsNk lgsfNg' kb{5 . olb plrt ;dodf ljjfbsf] Joj:yfkg
ug{ ;lsPg eg] ;+u7gfTds nIo xfl;n ug{ ;lsb}g .
lgisif{df >d;DjGw ;+u ;/f]sf/ /fVg] ljleGg kIfx? h:t} /f]huf/bftfx?, sfdbf/x?, ;/sf/ / o"lgogx?
jLr leGg nIo, a'emfO{ / ljZn]if0fsf sf/0fn] b]vfkg]{ cGt/;+3if{nfO{ >d ljjfb elgG5 .
10.8. Prevention of Disputes
1) Appropriate Remuneration
2) Payment of Bonus
3) Suitable working condition
4) Clear rules and regulation
5) Effective Leadership
6) Participation
7) Code of conduct
8) Free from political influence

10.9. Settlement of Labour Disputes:

1) Collective Bargaining: -;fd'lxs df]ntf]n_M /f]huf/bftf / sfdbf/x?sf k|ltlglwx? jLr 5nkmn u/]/ cfk;L
;dembf/Ldf ;d:ofsf] ;dfwfg ug]{ ljlwnfO{ ;fd'lxs df]ndf]nfO{ elgG5 . o; ljlw cGt/ut b'j} kIfx? Pp6} 6]j'ndf cfd'Gg]
;fd'Gg] a;]/ ;d:ofsf jf/]df 5nkmn ub}{ ;xdltdf d]nldnfk ub{5g . ljjflbt kIfx? Pp6} ;xdltdf k'Ugsf] nflu b'j} kIfn]
s]xL kfpg' kb{5 / s]xL u'dfpg' kb{5 eGg] dfGotf jf]s]/ 5nkmnåf/f ;xdltdf k'Ub5g . o;nfO{ g} ;fd'lxs df]ntf]n elgG5 .
2) Grievance Handling Procedure: >d ljjfb ;dfwfg ug]{ o; ljlw cGt/ut ljleGg r/0fx? cjnDjg ul/G5g .
;j{k|yd ;'kl/j]Ifsn] ljjfb ;dfwfg ug]{ sf]l;; ub{5g . ;'kl/j]Ifsn] ljjfb ;dfwfg ug{ ;s]gg eg] pQm ljjfbnfO{ ljefuLo
k|d'v ;dIf k]z ul/G5 . ljefuLo k|d'vaf6 klg ljjfbsf] ;dfwfg x'g ;s]g eg] sfo{sf/L k|d'v ;dIf cjut ub{5g .
sfo{sf/L k|d'vaf6 ;d]t ljjfbsf] ;dfwfg x'g ;s]g eg] dWo:tstf{ lgo'St ul/G5 . dWo:tstf{af6 ;d]t ljjfb ;dfwfg x'g
;s]g eg] cGtdf cbfntsf] km};nfaf6 6'ªuf] nufOG5 .

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3) Conciliation : -d]nldnfk_M ljjfb ;dfwfgsf] o; ljlw cGt/ut ;j{k|yd ;xhstf{sf] lgo'lSt ul/G5 . ;xhstf{n]
ljjflbt ;d"xnfO{ Pp6} :yfgdf pkil:yt u/fO{ 5nkmn tyf k/fdz{åf/f ljjfb ;dfwfg ub{5g . d]nldnfk ljlwdf ;xhstf{n]
d}qLk"0f{ jftfj/0f tof/ ub{5g / cfk;L jftf{nfkaf6 ljjfbsf] cGTo ub{5g .

10.10. Settlement of Labour Disputes:

10.11 Features of Labour Act

1) Preliminary
2) Employment and Security of Service
3) Working Hours
4) Remuneration
5) Health and Safety
6) Welfare Provision
7) Conduct and Punishment
8) Committees, Officers and other Provision
9) Settlement of Labour Dispute
10) Miscellaneous

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