Recruitment and Selection Practices in Nepal | Human Resource Management

Recruitment and Selection Practices in Nepal!

A. Recruitment Practices in Nepal

Recruitment is the important phase of human resource management. Nepal as a developing country has a slow phase of industrial development which cause the problem of unemployment. In fact, Nepalese market is lose and there is no shortage of human resource in non-technical jobs. However, Nepalese organizations are facing more problems to get technical human resources. The common recruitment practices in Nepalese organization can be described as under:

1. Source of Recruitment

Source of recruitment is the area where by prospective candidates are located. Source of recruitment can be mentioned in following ways:

i. Government Organizations

Nepalese government organizations use the both internal and external source of recruitment. The civil service or government organizations follow the rules and acts specified by the civil service Act. The government organization recruits 60% from external and 40% from internal source at entry level of non-gazetted employees where it is 70% and 30% for entry level of gazetted employees. It follows the provision of quota system to make recruitment more inclusive and prescribed by the law. It is done by public service commission according to the request of concerned ministry.

ii. Public Enterprises

Public enterprises are wholly or partially owned organizations managed by Nepalese government. It follows the rules or general principles of public service commission to recruit human resources. However, human resources are recruited by its own office.

iii. Private Banks and Joint Venture Organizations

Private banks and joint venture organizations also follow both internal and external source for recruitment. However, these organizations do not have fixed recruitment policies. Generally, recruitment is done based on the provision laid down on the company Act.

 2. Methods of Recruitment

Methods of recruitment are ways of attracting candidates for organizational jobs. The common methods followed by different Nepalese organizations for recruitment are as follows:

i. Government Organization

All government organization including civil service, police, army, public enterprises, school, college, etc use both internal and external method for recruitment. They use circular job posting to recruit internal candidates whereas, advertisement on gorkhapatra, kantipur, the kathmandu post, rising nepal, television, radio, etc are used to attract external sources.

ii. Private Organization and Joint Venture Banks

Both of these organizations use internal and external method for recruitment. Some joint venture organization gives advertisement on kantipur television, the kathmandu post, gorkhapatra to recruit their candidates from their friends and relatives of owner or manager. They also use reference of labour contractors, trade unions to recruit lower level employees.

B. Selection Practises in Nepal

Selection is the process of choosing best fitted candidates. The practices followed by Nepalese organizations to choose the best candidates can be mentioned as under:

 1. Government Organization

All government organizations including civil service, public enterprises, police, army, etc use seniority and performance to select internal employees in vacant positions. However, they follow following process to select external candidates:
a. Evaluation of application firm
b. Preliminary interview
c. Selection test
d. Final interview
e. Reference check
f. Medical test
g. Hiring decision

However, the selection process may vary from organizations to organizations but they focus more on selection test and final interview. In the public enterprises the selection process is not fair where nears and dears of the political leaders are appointed. So,they are said as the recruitment centre of political parties. Nowadays most of the public enterprises are suffering from over staffing and very close to the liquidation.

 2. Private and Joint Venture Organizations

Private organizations specially manufacturing industries select relatives of their owners, managers and employees. The do not have systematic process for selecting the appropriate candidates. Few commercial and joint venture banks have systematic selection procedures. However, they focus on merit, experience, written test and final interview.